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As the population of the western world is aging, the importance of seniors for the tourism economy is growing. Seniors are expected to be an important future market. Thus overall leisure behaviour in general, and travel and tourism behaviour in particular, are analysed for the example of the Austrian market.

A focus group was conducted with participants aged 55+, where their leisure and travel habits as well as preferences were investigated.

The results showed that leisure and travelling played a major role in the participants’ lives. Additionally, the participants did not change their travel behaviour considerably when entering retirement status. While they changed their preferences to longer stays and to travelling off‐season, their preferences considering holiday destinations, mode of transport or distance of travel did not change significantly. The assumption that travel behaviour and travel preferences are acquired over a longer time span during the life of tourists and will therefore not change considerably when retiring can be confirmed for the participants of the focus group.

It can be concluded that future senior tourists will differ from today’s travelling seniors in their travel behaviour and their preferences. A larger sample and more detailed research concerning the actual motivation and preferences of Austrian holiday travellers, as well as the factors influencing them, are necessary in order to be able to react adequately to future demands of senior tourists.

The paper contributes to a better understanding of the importance of and attitude towards leisure and tourism in the growing senior market. Based on the results of a focus group, it serves as a basis for further research in the field.

We explore the effects of three organizational variables (country of origin of the multinational company (MNC), the timing of entry into the European Union and the mode of establishment of the MNC subsidiary unit) on the human resource management (HRM) practices being pursued by subsidiaries of large MNCs operating in selected countries in Central and Eastern Europe (CEE) and the Former Soviet Union. Furthermore, we examine whether the degree of autonomy afforded to the subsidiary over its preferred HR recipes is related to overall local unit performance.

We profile the HRM practices of 379 foreign owned subsidiaries located in Bulgaria, Croatia, The Czech Republic, Kazakhstan, Poland, Hungary, Russia, Romania, Serbia and Slovakia. Using descriptive statistics, we present the general characteristics of the sample and we then use bivariate statistical analysis to test our hypotheses relating to the impact of different organizational factors on the HR practice mix implemented in the MNC subsidiaries covered in our survey.

We find a significant correlation between the annual training budget, the importance of knowledge flow from headquarters (HQs) to the subsidiary and the perceived criticality of training and development and whether the subsidiary is a greenfield site or an acquisition. A correlation was also found between the national timing of EU membership (older members, newer and then candidate countries and non-EU members) and three HR practice variables: the use of expatriates, external service providers and employee relations practices.

Our research calls attention to the issue of balancing the efficiencies of standardization with the local preferences and traditions of customization which results in more successful MNC control and ultimately higher levels of performance. It also calls attention to the challenges in pursuing research of this nature over time in the CEE region, especially given the dynamic nature of the MNC mix in each of the countries.

Our findings serve to reduce the information gap on foreign-owned companies in CEE and the Former Soviet Union.

Despite some 30 years of transition, there remains a paucity of empirical research on the HR practices of MNCs across a number of countries in the CEE region. For a decade and a half, the CEEIRT group[1] has been systematically gathering empirical evidence. The combination of the breadth (10 countries) and depth (numerous items related to MNC subsidiary relationships with corporate HQs and patterns of HR practices and roles) characterizing the ongoing research effort of the CEEIRT collaboration serves as a mechanism for augmenting the empirical base on HRM in the region.

This paper seeks to report from a qualitative study of the global television concept Pop Idol with the aim of evaluating children's and teenagers' involvement as consumers, both in their roles in purchasing goods and services, and being targets for well‐designed promotional activities.

Based on content analysis and interviews with children, the paper analyses the dynamics between marketing strategies, program content and child audiences.

The paper discusses how young consumers distinguish between two “regimes of truth” in the television concept: first the creation of a superstar, and second the broader phenomenon that Pop Idol represents, which is mainly about creating consumers through participation.

The paper contributes to acknowledging children's perspectives and childhood as not only valuable but necessary to inform consumer research, since children are deeply and unavoidably enmeshed in consumption in fundamental ways.