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The purpose of this paper is to examine the main and interactive effects of general and safety-specific leader justice (SSLJ) (i.e. fair treatment) and leader support for safety (LSS) on safety performance.

Two independent samples of construction workers rate their leaders with regards to fair treatment and support for safety and report their own safety performance in a survey.

In both studies, LSS significantly moderated relationships of both general and SSLJ with safety performance. In Study 1, the strength of relationship between general leader justice and safety performance increases while LSS is increased. Similar pattern was found for the relationship between SSLJ and safety performance in Study 2.

Safety interventions targeting leadership should consider training for leader safety practices that are perceived as supportive and fair.

The research is unique in its examination of leader justice in a safety-specific context and its interactive effects with LSS on safety performance. The present research helps to extend the reach of organizational justice theory's nomological network to include safety.

Organizational change in an evolving technological age is reconsidered here. Extant organization theory focuses largely on technologically‐induced transformation. This paper argues that this focus is inappropriate. With the proliferation of information technology in the workplace, change literature propounds a particular view of the organization: a lean, flat and networked organization. Reevaluating future change and future shock literature prediction, we establish a more realistic account of technology and the organization and question the accuracy of the “altered organization” expectation. In developing a conceptualization of a “limited reality of change,” we imply that predicted changes are not as clear cut as certain proponents would have us believe. Though there is a willingness throughout technology change literature to slip into the language of organizational transformation, this paper indicates that the reality of change is far more restrictive than has largely been previously acknowledged We conclude by proposing the coexistent organization as an alternative—arguing that hierarchical organizational forms can coexist with a networked organization—and discuss implications for organization change theory.

As globalization becomes ever more prominent, the role of media and advertising is increasing. Ideally for large multinationals that have the resources to take advantage of globalization there exists a larger “market” to which products can be sold. To create and sustain their market, these multinationals companies use aggressive advertising strategies. Television is a aggressive advertising media for these companies. In India television advertising has been expanding throughout the 1990s. Close on the heels of multinationals, domestic companies are also using television as a media to reach the Indian masses. As a result, the number of television commercials is increasing. With this the frequency and time of advertising pods, in a program, are also increasing. This competition between the program content and advertising pods is known as “clutter”. This advertising clutter and has led to companies questioning the efficiency of the medium of communication, in terms of reducing the competitive rivalry and creating a brand impression. This paper aims at understanding this relationship between advertising clutter and multiple activities a viewer might be involved in i.e. polychronic use of time: as proposed by Kaufman and Lane (1994). The study concludes that Indian youth exhibit mental nomadship rather than channel or physical nomadship, at current levels of advertising. Furthermore, channel nomadship has a significant relationship with the person who has control over the remote and the time for which the television is being watched. Physical nomadship has a significant relationship with age, gender and education level. Finally, mental nomadship was related to gender and education level. The study also has important implications for managers.

UNTIL 1952 Queen's University was fortunate to have one main library building. With the establishment of the Institute of Clinical Science in the hospital area 1½ miles from the main university site, the formation of a separate medical library near the hospitals was considered essential.

Explores the relationship between schools and school systems on the one hand, and, on the other, the world or environment in which they are located. The typical presentation in the literature stresses the requirement for organizations to adapt to external pressures, and the key role of managers in that process. However, theoretical and empirical work casts doubt on both these assumptions. Raises questions as to what is meant by the environment of an organization, about how organizations come to pay attention to some external pressures rather than others, about the kinds of responses organizations make, and about the role administrators play in the process. Concludes with suggestions for further research in the area.

As our correspondent on another page suggests, the economic crisis may have reactions upon libraries. The most obvious one he mentions is the increased difficulty we shall experience in obtaining American books. Not all libraries, public or private, make any special collection of books published in the United States, although there has been an increasing tendency to buy more as the relations of the two countries have grown closer through their common struggle; in fact, we know libraries which have spent many hundreds of pounds in the course of the past year or two on the select lists of books which have been made for us by American librarians. It is most unfortunate that the manipulation of dollar currency should have brought about a situation in which even the exchange of ideas between the countries becomes more difficult. One suggestion might be made and that is that our American colleagues should continue to sift the literature of this time of famine for us, so that further select lists may be available in better days.

The purpose of this paper is to provide empirical patterns regarding trans people’s self-esteem-oriented evaluations during observations of positive workplace actions. The case of a 2015 UK workplace guide is utilized to fulfil the aims. The guide provides suggestions to employers for recruiting and retaining trans people.

A new questionnaire is created which forms a 20-item scale capturing a variety of self-evaluations. Trans people provided their responses in a 2018–2019 survey and the study’s patterns were captured.

The outcomes suggest that trans people’s self-esteem and self-respect are enhanced by policy makers’ positive actions to promote inclusivity in the workplace. In addition, due to these actions trans people feel more accepted, valued and trusted by the government. The authors suggest that a lack of positive workplace actions may be detrimental to trans people’s self-esteem. However, if a workplace policy is perceived to be a recognition of trans people’s worth this may be internalized, resulting in positive self-evaluations. The authors suggest that the 2015 workplace guide aims to ensure that trans people’s self-expressions are not constrained in ways that could cause them self-esteem difficulties.

The study also finds that firms which have implemented the workplace guide have informed human resources strategies, affected corporate profiles and staff organizational behaviours, created a more inclusive workplace culture, and addressed LGBT business and trans staff members’ needs. The authors suggest that when employers utilize policy makers’ positive workplace policies they may be able to realize positive organizational outcomes in their firms.

The World Health Organization perceives self-esteem as a public matter and this study suggests that inclusive workplace strategies can positively affect the psychological states of a highly marginalized population group.

To the best of the authors’ knowledge this is the first attempt to quantify how a workplace guide impacts on self-esteem-oriented evaluations among trans people. Each one of the 20 items in the scale brings new insights into the subject matter.

Argues that, in order to use electronic data interchange (EDI) optimally, the current ways of working need to be redesigned. Here the subject‐matter for redesign is the boundary‐crossing logistical processes in the value‐adding partnerships of two organizations. The business redesigner needs, among other things, an understanding of the basic capabilities of EDI and of the concept of interorganizational co‐ordination. From the analysis of co‐ordination a classification of the information needed by logistical organizations results. Together with three basic co‐ordination mechanisms and a classification of messages, the classification provides a sound basis of understanding for the business redesigner.

The fate of a country like the Soviet Union concerns not only its leaders and its population. Whatever happens to the Soviet system, the directions which that nation follows will affect the whole world. Therefore, an understanding of the Soviet regime, its limitations and potentials, and the options available to that country, would give the rest of the world the intellectual weapon necessary to meet challenges presented by Soviet development. The stakes may be very high; if the full productive capacity of the Soviet Union were developed, the Japanese economic miracle and the serious problems it has created for the United States might fade into relative insignificance.

The utilization of social networks is known to have an impact on micro-enterprise success. This study aims to examine the contribution of social networks in acquiring resources and their role in the enterprise’s success.

A business’s success is influenced by its network structure and the network’s resources. The authors examine whether unique religious-cultural characteristics affect the social networks contribution to a business’s success. This model examines the network utilization of women entrepreneurs who own micro-enterprises in ultra-religious groups. The sample consists of 123 surveys completed by Jewish ultra-Orthodox women entrepreneurs in Israel. Data collection was conducted between February and June 2013. The authors used a snowball sampling approach where interviewees were asked to refer us to other entrepreneurs. In the hour-long interview, a questionnaire was used with open and closed questions.

Findings indicate that strong personal ties provide a micro-enterprise with social legitimacy, emotional support and assistance in the management and operation of daily activities. However, contrary to the existing literature, network utilization did not contribute to enterprise success. That is, in religious communities in particular, social networks enable the existence of businesses, but do not contribute to their success.

The practical implications of this paper are the mapping of the social network resources used by the business owner, such as financial consultations or professional assistance, as well as distinguishing between strong and weak ties, which reflect the intensity of the contact for better use of the social network by the entrepreneurs.

This study examined social networks’ contribution to the acquisition of resources, as well as the part they play in the success of ultra-orthodox women micro-entrepreneurs and perhaps other religious and minorities groups.