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The different types of estimators of rational expectations models are surveyed. A key feature is that the model′s solution has to be taken into account when it is estimated. The two ways of doing this, the substitution and errors‐in‐variables methods, give rise to different estimators. In the former case, a generalised least‐squares or maximum‐likelihood type estimator generally gives consistent and efficient estimates. In the latter case, a generalised instrumental variable (GIV) type estimator is needed. Because the substitution method involves more complicated restrictions and because it resolves the solution indeterminacy in a more arbitary fashion, when there are forward‐looking expectations, the errors‐in‐variables solution with the GIV estimator is the recommended combination.

The purpose of this paper is to present what the study of the experiences of beginning teachers and their informal learning says about the process of learning to teach, and to discuss the main emerging themes in relation to a wider literature.

The design of the paper is essentially ethnographic and building of grounded theory, based on an accumulation of data derived from interviews with beginning teachers and connecting to extant theory.

The findings are that a focus on the informal learning of beginners in teaching leads to the notion of learning as becoming that is predominantly emotional and relational in nature with the emergence of teacher identity.

The research is limited in its exploration of the cognitive dimension of professional learning, a dimension which may be elicited using a more tightly focused and structured method.

The implications are that learning to teach is not determined by a professional standard and that a revised standard would need to take account of these findings.

The value of the paper lies in the pursuit of informal learning as a research area in teaching to reveal a greater complexity of learning in that specific professional context; and showing how the understanding of learning to teach can be enriched through a wider appreciation of the school as workplace, workplace learning and connections to a wider philosophical literature.

It is now fashionable to suggest that the Celtic regions of the United Kingdom are the internal colonies of the central English state and that they have been, particularly since the rapid industrialization of the nineteenth century, subject to a penetrating anglicization of their culture and institutions. In terms of the internal colonialism thesis, it can be argued that the cultural nationalism of Scotland which was developed in the nineteenth century was an attempt to maintain the distinctiveness of civil society in Scotland in the context of massive regional economic imbalance. The Scottish intelligentsia, dominated by Edinburgh lawyers and Presbyterian ministers, can thus be compared with the intelligentsia of Third World societies undergoing a process of de‐colonization where separate cultural identities have to be preserved or, if necessary, constructed.

Purpose: At a conference inspired by Hans Christian Andersen, this chapter makes the case for his shadowy American contemporary, Edgar Allan Poe.

Methodology: Employing a comparative literary analysis, it contends that consumer culture theory (CCT) can learn more from Poe’s quothful raven than Andersen’s ugly duckling.

Findings: Principally that Poe’s Ps of Perversity, Pugnacity, and Poetry are particularly pertinent to an adolescent, self-harm-prone subdiscipline that’s struggling to find itself and make its way in the world.

Originality: Poe and Andersen’s names rarely appear in the same sentence. They do now.

This paper examines how young people develop meaningful self-concepts in the postmodern social world. Drawing from an ethnographic investigation of punk subculture, I explore how identity work is performed when young people are saturated with competing self-definitions and encouraged to engage in reflexive self-doubt. Focusing on the ecstatic qualities of concerts, I describe a complex process of identity formation wherein youth emotionally experience their identities through ritual performance rather than constructing them through institutional affiliation or narrative. My analysis draws heavily from Bourdieu’s practice theory and the existential phenomenology of Merleau-Ponty, emphasizing the centrality of embodiment and performativity to postmodern identity. I conclude with a discussion of how postmodern theories of the nonself exaggerate the insecurity of contemporary identity, and I outline a new theoretical framework regarding identity formation that bridges the literatures on subjectivity and embodiment with classical work in symbolic interactionism.

The purpose of this paper is to identify whether, through the eyes of standard skilled employees and job applicants, differences exist between different types of non‐standard skilled workers.

Data were taken from a large survey of US‐based companies measuring the amount of work being completed by skilled independent contractors and outsourcing agencies. These data were then used in regression models predicting employee turnover and the time needed to fill vacancies in these positions.

The results suggest that different types of non‐standard workers will have differing effects on skilled standard employees' and job applicants' behaviors. Organisations using independent contractors appear to achieve short‐term staffing flexibility, but these organisations may have more difficulty filling job vacancies. Organisations using outsourcing arrangements may not see any changes in their skilled standard employees' or job applicants' behaviors.

The study specifically measures the differences between diverse non‐standard work arrangements. It adds to the literature on the effects these work arrangements have on standard employees. It is the first to consider the job applicants' interpretations of potential employers using non‐standard workers in their field of work.

Flexible staffing arrangements have become a permanent feature of employment in many industrial societies. This article examines how employers perceive the consequences of using flexible staffing arrangements. It presents and assesses theoretically informed hypotheses on organisational situations in which negative consequences are more likely to be perceived.

This study uses data (n = 761) from a bespoke employers survey, fielded in the Netherlands in 2019. Structural equation modelling (SEM) is used to measure and explain employers' perception of downsides to flexible staffing arrangements.

Employers report distinct downsides to the use of flexible staffing arrangements in terms of performance, management and employee well-being. Model estimates show that employers using flexible staffing arrangements to acquire specific expertise or to follow other organisations in their sector perceive more downsides.

Empirical research on employers' perception of the disadvantageous consequences of using flexible staffing arrangements is scarce. This article highlights that this practice can discourage investments in human capital and lead to a sense of insecurity among young workers. It draws attention to the relevance of distinguishing between strategic motives when trying to understand organisational behaviour regarding non-standard forms of employment.

In his mycological observations Browne isolated and studied the inverting power of torulae and two Monilia (named “nigra” and “fusca,” respectively). The presence of fungi such as Penicillium was noted and their possible importance emphasized. Some interesting points were made with regard to sources of infection and consequent prevention of deterioration of raw cane sugars. These advances by Owen and Browne have apparently initiated the return of interest to the molds, and the recent work of Amons, Blake, the Kopeloffs, Church, and van der Bijl has dealt with some aspect of the activity of molds in sugar.

This paper aims to analyze the influence of externalization in the workforce on creating a work context that supports innovation and the moderation of this relationship by different contextual variables.

These relationships were studied using a sample of 249 workers from five firms. Hierarchical regression analysis was used to contrast the hypotheses.

The results of the study indicate that externalization affects the permanent worker's orientation to innovation negatively and that this relationship is moderated by contextual variables such as group potency and monitoring.

The aim of this paper is to stimulate new lines of research on externalization and orientation to innovation and their repercussions for the firm.

The last 15 years have seen an upsurge of writings, research and debate in the field of industrial relations. Allan Flanders in the early 1960s, the Royal Commission on Trade Unions in the late 1960s, the Training Boards and the Commission on Industrial Relations in the 1970s, have all emphasized the need for increased industrial relations training. In this paper it is intended to consider only one aspect of this training — the development of negotiating skills. The paper will be concerned with the elements that go to make up negotiating skills, the methods of training, and thereafter look at the limitations of these methods, based as they are on ‘manager development’, as opposed to developing more effective industrial relations policies — that is, ‘industrial relations development’.