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The purpose of this paper is to investigate US lodging properties’ organizational employee‐retention initiatives and practices, and to examine the impact of those initiatives on employee turnover and retention.

Using the Directory of Hotel & Lodging Companies, a convenient sample group of 24 management companies are selected. A self‐administered mail survey instrument is developed to measure and test organizational initiatives and practices on employee turnover and retention. Using SPSS 16.0, two statistical tests are employed to test study hypotheses. Correlation analysis is used to identify the relationships between predictor and response variables. Likewise, regression analysis is used to examine the relationships between predictor and response variables hypothesizing that the effectiveness of practicing the human resource management organizational initiatives on management and non‐management retention and turnover will differ.

The findings reveal that Corporate Culture, Hiring and Promotions and Training practices influence non‐management employee retention. At the same time, Hiring and Promotion practices impact management retention, as well. Moreover, Organizational Mission, Goals and Direction, and Employee Recognition, Rewards and Compensation were found to positively reduce non‐management employee turnover.

Owing to the study methodology and the relatively low response rate, generalization of the study findings is limited. Future replication studies are recommended.

The findings will equip lodging organizations and industry professionals with the contemporary tools to proactively reduce employee turnover and for maintaining employee retention. This should have a positive impact on workforce productivity.

This study makes a major contribution to the relative influence of the practice of eight study‐defined organizational initiatives on turnover in lodging businesses.

Mary Kay is one of the best-known direct sellers of women's cosmetics in the world. Its channel strategy is to use independent beauty consultants, who are independent distributors, to sell directly to consumers. Its compensation plan is multilevel, providing commissions to distributors on their own sales as well as the sales of the distributors they recruit. At the time of the case, the company is grappling with a well-established change in consumer behavior—the decline of the stay-at-home mom as she returns to the workforce—combined with the opportunities offered by Internet selling. Focuses on the company's efforts to move with consumer demand and behavior, while remaining true to its core goal of “Improving Women's Lives.” Discusses ways Internet technology can be used throughout the company's channel and supply chain structure, not just as a route to market.

The purpose of this study was to investigate the similarities and differences in single‐ and dual‐parent family households in their selection and acquisition of children's clothing. Respondents included 247 parents of students enrolled in grades K‐12. Significant differences were found in the following items considered. Lack of money was more of a problem for single‐parent families than for dual‐parent families, p = 0.002. Single‐parent families paid for clothing more often by cheque or cash than did dual‐parent families, p=0.009; dual‐parent families used store credit cards more frequently than single‐parent families, p=0.03. No significant differences were found in sources, important purchase factors or satisfaction when selecting and acquiring children's clothing. For all parents, the four most important factors considered when selecting children's clothing were fit, what the parent likes, care required and price. Please note that in the US most children begin school at age 5 in kindergarten (K); ele‐mentary school continues through age 10 at grade 5; middle school encompasses ages 11–13 in grades 6–8; and high school includes ages 14–17 in grades 9–12.

When organizations implement continuous quality improvement (CQI) programs, managers and employees are faced with massive change, often requiring a renegotiation of the psychological contract between employer and employee. This paper discusses generational differences in reactions to major change initiatives as well as change management issues in public and nonprofit organizations. Its specific focus is an organizational unit in the nonprofit sector whose CQI program, which required more employee involvement, was met with varied reactions among older veterans of its small workforce. Observations of the unit and its employees are used to develop a typology of reactions to major change among long‐time, older workers. Strategies are provided to managers who must develop methods to deal with adverse reactions to major organizational changes such as CQI. The typology may be useful to management development specialists who are attempting to transform organizations with significant age diversity.

This introduction to the 20-year anniversary issue of Research in Ethical Issues in Organizations notes that the role of organisations in society, the international and multidisciplinary scope of business ethics and the importance of narrative, issues identified in the early volumes, remain important.

The purpose of this paper is to discuss what the beginning of the Internet Age means for the functions and structures of scholarly information and communication by looking at and evaluating today's usability and usage of the digital information infrastructure for and by academic scholarship.

The paper gives an overview of the current state of development of digital information in the scholarly cultures and stresses the importance of data as the crucial – and considerably extended – basis of scholarly work. The central role of the publishing world for the academic rewards system is analyzed to consider continuities and discontinuities in scholarly publication.

The paper advances the thesis first coined by Christine Borgman that today we have an information infrastructure of, but not for, scholarly information. Some ideas and proposals of what should be done to move towards an information infrastructure for scholarly work conclude the paper.

The paper tries to bridge the gap between information professionals as producers and scholars as users of information and communication technologies and shows that a joint debate on these issues is necessary.

In the context of feminist and postmodern thought, traditional conceptions of masculinity and what it means to be a “Real Man” have been critiqued. In Genevieve Lloyd's The Man of Reason, this critique takes the form of exposing the effect that the distinctive masculinity of the “man of reason” has had on the history of philosophy. One major feature of the masculine‐feminine dichotomy will emerge as a key notion for understanding the rest of the paper: the dichotomy of reason‐feeling, a parallel and a foundational aspect to the dichotomy of masculinity and femininity. In exploring the history of symbolic conceptions of masculinity in ancient Greece, the Renaissance, and the present, one finds that the oppression of women is integrally linked to the traditional tie between masculinity and reason. There have been many efforts in recent feminist philosophy to rewrite or redefine “Woman” in such a way as to alleviate the oppression of women. I argue that the effectiveness of rewriting Woman for this purpose is problematic, primarily because any rewriting of this type must occur in the current historical context of hierarchical dualisms, like Man‐Woman, masculine‐feminine, male‐female. These binary oppositions arguably find their roots in Pythagorean philosophy and can be traced through the Renaissance to our current historical context. It is these dualisms that have traditionally valued the masculine side of the Man‐Woman dichotomy more than the feminine. Further, it will be argued that the hierarchical dualism of Man and Woman is so pervasive that if we rewrite or redefine the inferior, deprivileged side of that dualism, we cannot correct its devalued status. Instead, we redefine that which is undervalued but retain its devalued status. This particular aspect of attempts to critique hierarchical dualisms like reason and feeling has been reflected in the writings of many feminists, male and female. This paper will show that in cases where women attempt to redefine the dichotomy by revaluing the traditionally feminine (like feelings and emotions) over the traditionally masculine (like reason) their work is often mistakenly criticized for being purely political; conversely, when men attempt to redefine the same dichotomy in an attempt to allow men to “get back in touch with their feelings,” to be nurturers, their work is described in terms of providing a better epistemology. The current literature on masculinity explores alternatives to rewriting or redefining Woman that try to avoid the problem of status remaining with redefinition. This alternative is rewriting or redefining Man. Through redefining Man, one may be able to reconceptualize the privileged side of the hierarchical dualism in such a way that it is no longer privileged. Deprivileging, as well as redefining Man, is argued by theorists of masculinity to be possible because while the devalued status of the inferior side of a hierarchical dualism tends to keep the same status when redefined, it may be possible to redefine the privileged side of the dualism in such a way that it loses its privileged status. Unfortunately, many of these attempts to rewrite or redefine masculinity have detrimental faults of their own. Finally, this paper will discuss more promising possibilities for new definitions of Man, as well as a vision for better interaction between the work of women and men in general.

In this presentation I shall be concerned with only one aspect of information science and its relation with linguistics: namely document analysis (for a broader survey of ‘Linguistics and information science’, see the recent article published under that title by C. Montgomery (1972); also M. Kay and K. Sparck Jones (1971), and the report prepared for F.I.D. by the same authors, forthcoming; M. Coyaud (1972), in French, deals with many separate facets of the same subject).