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Industrial Relations — Unfair dismissal — Compensation — Employee paid salary in lieu of notice — New employment in notice period — Whether salary paid during notice period to be taken into account in assessing compensation.

The purpose of this paper is to present an empirical study of white‐collar crime to create insights into perceptions of potential offenders with a gender perspective.

Media coverage of individual criminals was used as identification for crime cases, which were then found in court rulings.

The paper is based on empirical research of convicted white‐collar criminals. Out of 161 convicts presented in newspaper articles, there were 153 male and eight female criminals, i.e. 4 per cent.

It is indeed hard to believe that Norwegian men commit 25 times more white‐collar crimes when compared to Norwegian women. Therefore, it is a question of whether the detection rate for female white‐collar criminals is lower than for male white‐collar criminals.

More attention might be paid to characteristics of female white‐collar crime in the future.

Rather than presenting some cases and anecdotal evidence, the paper presents substantial statistical evidence to conclude on gender differences in white‐collar crime.

July 26, 1973 Industrial Relations — Unfair dismissal — Reasonableness of dismissal — Employee's refusal to enter into restrictive covenant — Whether refusal a reason justifying dismissal — Whether “some other… substantial reason of a kind such as to justify … dismissal” — Whether ejusdem generis rule applicable — Industrial Relations Act, 1971 (c.72), s.24(l), (2).

How can we account for the vicissitudes of sociological concepts? In a case study of the subject, I asked myself: what is happening to the concepts of folkways and mores? Acting on the impression that these formulations by William Graham Sumner are on the path to extinction, I looked into possible trends in their use by authors and editors of reference works and certain textbooks (including those for courses on symbolic interactionism). A curious pattern of use became evident: while a few types of works showed no decline over the years, most types showed decreasing use. I offer speculations about the differences. Examination of Sumner's writings in the two areas of social change and human conduct in general reveals probable sources of the observed declines. Moreover, another source is probably certain changes in the social characteristics of sociologists.

The primary purpose of this study is not only to examine the connections between self-determined motivation, attitudes toward change and participation in change, but also to explore the moderating impact of perceived organizational support on organizational change, and the mediating role of attitudes toward change in the link between perceived competence and participation in change.

The data were collected from one semiconductor manufacturing company (study 1) and one logistics service company (study 2). Employees who experienced organizational change before were invited to finish the survey. The partial least squares-structural equation modelling (PLS-SEM) technique and SPSS PROCESS (model 14) were utilized to analyze the data.

The study findings indicated that the perceived autonomy and relatedness were positively connected with perceived competence, which in turn would lead to better attitude toward change. Additionally, it was found that the perceived competence and attitude toward change would positively predict participation in change. More importantly, perceived organizational support would reinforce the positive relationship between attitude toward change and participation in change.

Although there are many organizational change reports, relatively little attention has been paid not only to the mediating role of attitudes toward change in the implication of organizational change but also to the moderating impact of perceived organizational support on the final success of organizational change.

: 本研究的主要目的, 除了探討自決動機和對變革的態度兩者與參與變革的關係;也探究組織支持感對組織變革所起的緩和作用, 以及對變革的態度在感知的才能和參與變革兩者的關聯上所起的調節作用。

: 有關的數據取自一間半導體製造商 (研究一) 和一間物流服務公司 (研究二) 。 曾體驗過組織變革的僱員被邀參與一項調查, 研究人員採用結構方程模式: 偏最小平方法 PLS-SEM、以及SPSS PROCESS (模型14), 來分析調查得來的數據。

: 研究結果顯示、感知的自主和關聯性兩者與感知的才能有正關聯的關係, 而這反過來則會引來對變革有較良好的態度。研究結果亦顯示、感知的才能和對變革的態度兩者均能積極預測變革的參與;更重要的是、組織支持感會強化對變革的態度與參與變革之間的正關聯。

: 雖然有關組織變革的研究報告唯數不少, 惟於組織變革上的啟示而言, 探討對變革的態度所起的調節作用的研究實唯數不多, 而且、探討組織支持感對組織變革能否最終成功所起的緩和作用的研究似頗稀少。

July 29, 1970 Trade Union — Recognition of — Post Office employees — Two recognised trade unions — New Act setting up Post Office as public corporation — Employment of former employees continued — Variation in Terms and conditions of employment to be subject to discussion or negotiation with “appropriate staff associations” — New corporation's decision to recognise only one union — Notification to members of withdrawal of recognition from other union — Whether a breach of contract — Whether ultra vires and in breach of statutory duty — Post Office Act, 1969 (c.48) Sch.1, para.11.

April 17, 1973 Industrial Relations — “Industrial dispute” — New definition not covering dispute between workmen and workmen — Lighterman deliberately allowing trade union membership to lapse — Union endorsing fellow workers' refusal to work with lapsed member — Employers warned of withdrawal of all labour if non‐unionist kept in employment — Employers acquiescing in union policy by sending non‐unionist off work on full pay — Whether warnings to employers “in contemplation or furtherance of an industrial dispute” where no dispute between employers and workers — Whether employers entitled to bring proceedings in tort in High Court if no industrial dispute giving immunity to alleged unlawful threats by union — Whether interlocutory injunction before trial of action appropriate on balance of convenience — Industrial Relations Act, 1971 (c.72), ss. 5(2), 33(3), 132(1), 167(1).

The purpose of this article is to analyse an organisational change process that sought to integrate library and other educational support services in an Australian university.

The article assesses the organisational change processes using John Kotter's eight step approach as outlined in his book Leading Change.

While the change processes enjoyed varying degrees of success, it is revealed that several of the techniques recommended by Kotter in his eight steps were adopted, but that the process did not fully utilise the entire eight step process. Questions surrounding the suitability of organisational change models are also raised.

The successful outcomes from the change processes owe credit to Kotter's model for organisational change. While models for change may have certain limitations, they are still revealed as useful in the hands of a skilful leader.

Kotter's eight step model is reviewed in the context of a library change processes. Further analysis of the application of Kotter's model to library change processes may reveal different outcomes.

This paper provides a unique perspective of applying a recognised model for organisational change to library change processes utilising a combination of theory and practice.

The formation, in May, 1949, of the new Aslib, incorporating the Association of Special Libraries and Information Bureaux and the British Society for International Bibliography, led to a change in the dating of Aslib's financial year, which will now run from January to December instead of from July to June. This report, therefore, extends over eighteen months and links the activities of the old organization with those of its successor.

26, 27, May; 21 June, 1971 Redundancy — Dismissal — Pensions fund providing for deferred pensions if “retiring with the consent of the company” — Whether employees entitled to deferred pensions if dismissed as redundant — Terms of contract of employment entitling to certain payments under house agreement in case of redundancy — Whether house agreement still in force — Whether plaintiffs entitled to payments as contingently “earned”.