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Research into stress among teachers in the UK has indicated gender differences relating to the levels and types of stress experienced. The results of a study employing two types of measurement: semi‐structured interviews and an in‐depth postal questionnaire of 1,790 teachers is reported. The study focused on: the different career patterns of male and female teachers; the respective levels of education; the distribution in primary and secondary schools; and acquisition of incentive allowances; and the under‐representation of women at managerial levels. The results revealed that female teachers are not realising the levels of seniority, salary and responsibility of their male colleagues, and that levels of stress and satisfaction differ according to gender. Of major importance was the finding that both male and female teachers are reporting higher levels of stress symptoms than those of comparable occupational groups.

Since 1990 the National Health Service (NHS) has undergone a sustained period of change. This change has been necessary to prepare the NHS for the task of meeting a demand for services that continues to rise more rapidly than the availability of resources. Anecdotal evidence suggests that one of the most popular ways for trusts to improve their ability to meet demand is through mergers with other trusts. However, little rigorous research has been conducted to assess the extent or effectiveness of this strategy. A research project was, therefore, initiated to better understand the extent and impact of merger activity within the NHS. A questionnaire was developed and distributed to the chief executive, finance director, medical director and human resources director in all the 460 trusts that are currently members of the NHS confederation. In total the survey generated 459 responses out of a possible total of 1,840; an encouraging response rate of 25 per cent. The results of this research provide significant new evidence that “merger mania” has taken hold within the NHS. While 46 per cent of all responding trusts indicated that they had already merged, are actively involved in a merger, proposing to merge or are talking to prospective partners, a further 18.7 per cent of all trusts are forming strategic alliances rather than opting for a full merger. The dominant justification for merging are the beliefs that it will facilitate the reconfiguration of services and ultimately improve patient care. The paper concludes with a discussion of the significance of these results, before making recommendations with regard to their implications for future merger activity within the NHS.

Volume 64 Part 4 of the Journal of Occupational Psychology includes an article by Hazel M. Rosin and Karen Korabik entitled “Workplace variables, affective responses, and intention to leave among women managers”.

Networking is increasingly being seen as a crucial skill associated with career success. Presents the findings of a study into the attitudes towards networking of a sample of women from the UK, Spain and the USA. A prior questionnaire‐based study of members’ needs, perceptions and expectations with the European Women’s Management Development Network suggested some cross‐cultural differences in networking attitudes and behaviours. In order to investigate these further, the questionnaire used was further developed and distributed to women’s networks within the USA, UK and Spain. The results indicate differences between the three countries in terms of a whole range of networking issues, leading to the categorization of American women as instrumentalists, UK women as developers, and Spanish women as socialites. Discusses the importance of developing a further understanding of networking practices and motives across cultures and suggests further research.

Looks at the effect of modern empowerment policies on middle management. The transition of middle managers from technical experts to coaches, and the position at the sharpest point of conflict between senior management and employees, means that empowerment often requires middle management to implement a policy which threatens their own jobs. Based on 28 management interviews and five focus groups held within two large UK organizations between 1995‐1996, this research seeks to to answer three central questions: How does empowerment affect middle managers? What coping mechanisms do they use? What are the implications for the organizations? The results show that, in line with previous literature, managers are resisting empowerment policies to some extent. However, the added fear of redundancy among middle managers means that they are, to varying extents, beginning to “act” their compliance to empowerment affecting the ultimate success of such initiatives.

The role of women in Europe Volume 97, Number 2 of European Business Review includes an article with this title by Marilyn M. Helms and Cynthia J. Guffey. They argue that with major events including the European Economic Community, German unification and the fall of the former Soviet Union, there is an increased reality of a large united Europe. With these societal and political changes comes change in the role of women. As the number of women entering the labour market increased, the effect of job equality must be investigated. Examines the role of women in the European workforce. Discusses areas such as promotion, mentoring, education, compensation and reform recommendations. Shows that four key economic, demographic, and organisational trends are creating positive effects for women in the European labour force.

This paper aims to examine the role numbers play in corporate environmental reporting. To deeply examine the ontological meanings of enumeration in the context of nature, the histories of number and accounting are explored. Some key tropes emerge from these histories, namely, distancing and control.

To explore some of the implications of quantifying nature, three years of environmental reports of ten companies from the ASX200 are analysed through a Barthsian lens. Examples of enumerating nature are highlighted and explored in terms of what this means for the corporate relationship with nature. This study has focussed on some specific aspects of nature that are commonly counted in corporate environmental reporting: carbon, energy, water, biodiversity and waste. This study explores how monetisation and obfuscation are used and how this informs the myth that nature is controllable.

This study finds that quantifying nature constructs a metaphorical distance between the company and the natural world which erodes the sense of connection associated with an authentic care for nature. These findings are critical in light of the detrimental impact of corporate activity on the natural world. The reports themselves, while promoted as a tool to help mitigate damage to the natural environment, are implicitly perpetuating its harm.

Given the extent to which companies are responsible for environmental damage and the potential capacity embedded in corporate communications, better understanding the implications of quantifying nature could powerfully instigate a new but necessary approach to nature.

The insights of this paper are relevant to those aiming to improve the underpinning approaches used in corporate environmental reporting. This paper provides new understandings of the ways quantitative expression of environmental values constructs the myth that nature is controllable.