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The purpose of this paper is to investigate whether performance is enhanced if firms use employee involvement (EI) in decision-making and financial participation (FP) in an emerging market economy.

The authors use representative data for Estonian firms. The authors estimate diverse forms of production functions. Some are restricted to individual forms of EI (including membership on boards by nonmanagerial employees) or individual forms of FP (such as employee ownership and profit sharing). To investigate the complementarity hypothesis findings, the authors construct systems of EI and FP and estimate diverse specifications.

For individual forms of EI, cross-sectional estimates indicate that alone, typically such mechanisms have little impact. However, panel estimates do provide support for some forms of FP such as employee ownership and profit sharing increasing business performance. Tests of the complementarity hypothesis provide only weak evidence in support of the synergies between EI and FP.

Together with the results from related studies, the findings support the more general finding that FP practices have positive effects on productivity; the limited impact of EI alone and weak evidence for complementarities suggest an important role for the institutional context in accounting for the effectiveness of the mechanisms underlying EI and thus to the differences in the impact of EI and FP across institutional contexts; reinforce findings from other studies of emerging market economies of inertia in EI and FP practices during early transition.

This is the first study for a former transition economy/emerging market economy that uses detailed information on EI and FP to investigate individual and complementary effects.

The purpose of this paper is to discuss diverse matters concerning the field of Participation and Employee Ownership (PEO) coinciding with the launch of the JPEO.

This paper used mixed methods including bibliometric analysis.

Significant gaps exist in our knowledge of the scope and nature of PEO. Citation counts illustrate both the changing composition of research within PEO and faster relative growth than terms used to describe related fields such as labor unions and trade unions. Based on manually collected citation data I identify the most highly cited studies within PEO. Few of these studies attain a “home-run” citation count. However, PEO scholars are cited 19 percent more than economists in top 30 schools and the median C5 (total citations for the author’s five most highly cited papers) is more than 260 percent of the median for economists in “top 30” institutions. There is also some weak evidence that the citation bias in economics against female scholars is not as marked in PEO as elsewhere. A qualitative assessment of PEO studies suggests markedly uneven progress in empirical work across types of PEO.

No similar review has been done before.

The main aim of this paper is to provide an assessment of the intellectual impact of the work of Jaroslav Vanek in the related fields of participation and labor management (hereafter, PLM) and participation and employee ownership (hereafter, PEO).

This paper used mixed methods including bibliometric analysis.

Vanek's work, particularly the General Theory of Labor-Managed Market Economies, (Vanek, 1970) is the building block for the modern scientific study of cooperatives and for helping to establish the fields of PLM and PEO. Vanek (1970) continues to be the highest cited publication each year that investigates the pure case of a labor-managed firm. Arguably his work has played a significant role is setting the stage for the development of adjacent fields in economics such as the new institutional economics. For an economist, his work has had an unusually strong impact on work outside of economics.

No similar assessment has been undertaken before.

Using new survey data for Bulgarian executives during 1989‐1992, presents some of the first evidence on the nature of managerial labour markets for a country in transition. Finds that internal labour markets for managers are quite underdeveloped, suggesting insufficient firm‐specific human capital accumulation by managers, weak incentive effects of promotion tournaments, and an inability to use promotions as a job assignment mechanism; the use of incentive pay schemes (as compared to traditional fixed wage payments) is limited and is declining; and internal wage structures are relatively flat, leading to weak incentive effects for all contenders in the CEO promotional tournament and to an inability to ensure that the most able contenders will win. All these findings point to potentially serious inefficiencies and thus to serious public policy concerns. There exists an urgent need for a strategy to promote internal labour markets for managers, which would include both incentive pay systems for managers and steeper internal wage structures.

This register of current research in social economics has been compiled by the International Institute of Social Economics. The register does not claim to be comprehensive but is merely an aid for research workers and institutions interested in social economics. The register will be updated and made more comprehensive in the future but this is largely dependent on the inflow of information from researchers in social economics. In order to facilitate this process a standardised form is to be found on the last page of this register. Completed forms, with attached sheets as necessary, should be returned to the compiler: Dr Barrie O. Pettman, Director, International Institute of Social Economics, Enholmes Hall, Patrington, Hull, N. Humberside, England, HU12 OPR. Any other comments on the register will also be welcome.

This book is a policy proposal aimed at the democratic left. It is concerned with gradual but radical reform of the socio‐economic system. An integrated policy of industrial and economic democracy, which centres around the establishment of a new sector of employee‐controlled enterprises, is presented. The proposal would retain the mix‐ed economy, but transform it into a much better “mixture”, with increased employee‐power in all sectors. While there is much of enduring value in our liberal western way of life, gross inequalities of wealth and power persist in our society.

Describes the life history of the British Food Journal, its changing editorial team, ownership and editorial focus. The authors have used much wider source material than the archives of the journal, now in its 100th year. The journal was always closely identified with the safety of food, its adulteration and the government’s duty to safeguard the public. The second section reviews the profession and role of the public analyst, in particular the history and development of the Society of Public Analysts. The next and longest section of the monograph is devoted to an interesting examination of food safety, nutrition and food manufacturing issues over the last 100 years. Many of the points raised are illustrated by excerpts from papers written in BFJ and included as Appendices to the monograph. Food irradiation was first raised as a subject in the journal in 1928! Bread and milk as staples in the British diet are looked at in some detail in terms of their ingredients and health properties. Some appendices have been included just for interest and provide brief snapshots of some of the main food concerns of the time, e.g. The Pure Food Society, the food we eat, food poisoning, a world food policy, the packaging of foods, food hygiene. Plus ça change ...

In the last four years, since Volume I of this Bibliography first appeared, there has been an explosion of literature in all the main functional areas of business. This wealth of material poses problems for the researcher in management studies — and, of course, for the librarian: uncovering what has been written in any one area is not an easy task. This volume aims to help the librarian and the researcher overcome some of the immediate problems of identification of material. It is an annotated bibliography of management, drawing on the wide variety of literature produced by MCB University Press. Over the last four years, MCB University Press has produced an extensive range of books and serial publications covering most of the established and many of the developing areas of management. This volume, in conjunction with Volume I, provides a guide to all the material published so far.

A distinction must be drawn between a dismissal on the one hand, and on the other a repudiation of a contract of employment as a result of a breach of a fundamental term of that contract. When such a repudiation has been accepted by the innocent party then a termination of employment takes place. Such termination does not constitute dismissal (see London v. James Laidlaw & Sons Ltd (1974) IRLR 136 and Gannon v. J. C. Firth (1976) IRLR 415 EAT).