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Die Anregung und Initiative für die Errichtung des Institutes für Fremdenverkehrswissenschaft ist von der Praxis ausgegangen. Das stellt im Rahmen der Sozial‐ und Wirtschaftswissenschaften keinen ungewöhnlichen Vorgang dar. Es liesse sich eine Fülle von Beispielen angeben, die deutlich werden lassen, dass innerhalb der Sozialwissenschaften eine eigenartige Verbindung zwischen Praxis und Forschung, Wirklichkeit und Wissenschaft besteht. Kraft ihres ursprünglichen Ansatzes sind — wie ich es früher schon einmal ausgeführt habe — die Sozialwissenschaften die Brücken, die aus dem Leben in der Gesellschaft zur bewussten Gestaltung der Gesellschaft führen. Nach einem halben Jahrhundert organisatorischer Tätigkeit im Fremdenverkehrswesen hat sich gezeigt, dass mit dem wachsenden Umfange des Fremdenverkehrs die Probleme sich vervielfältigt und die zu lösenden Aufgaben zugenommen haben. Zugleich zeigte sich, dass diejenigen, denen die Aufgabe der praktischen Gestaltung der Fremdenverkehrspolitik gestellt ist, eine eingehende und gediegene Ausbildung in allen Zweigen des Fremdenverkehrs immer dringender benötigen. So hat auch hier wie anderswo die Nachwuchsfrage das Bemühen und den Entschluss zur Errichtung einer Forschungsstätte an unserer Universität weitgehend mitbestimmt.

This paper aims to map some of the diversity in employee relations in Germany that is overlooked, first, within assessments of the German labour market that focus on the national level and second, within separate studies in this area that emphasize attempts by employers to circumvent important institutions.

The research adopts a quantitative approach to examine data for German manufacturing and service sectors on both the spread of industry‐wide collective agreements and the extent to which workers are paid wage rates that are higher than those set out in those agreements. It also assesses the prevalence of profit sharing and employee share ownership schemes.

Industry‐wide collective agreements are not the burden that they are often portrayed. Actual wage rates and the prevalence of profit sharing and ESOSs make German workplaces more heterogeneous than critics and advocates of the German economic model posit.

The data are limited to Germany; however, Germany occupies a prominent position, not just within much of the employment relations literature, but also in terms of economic output. The research is also limited by an inability to provide evidence on workplaces that undercut sectoral collective agreements and to disaggregate the data further by sector and firm size/location.

The paper provides a counterpoint to the portrayals of employee relations in Germany that often present a homogeneous picture of those relations. For the first time, data on the spread of profit sharing and employee share ownership schemes in German workplaces at the sectoral level are provided.

To discuss the concept of phantom reality.

When one begins to look at the phenomenon of phantoms, one comes across different sections, which are referred to in expressions such as phantom limb pain, phantom circuits or phantom pregnancy. When are these phantoms? What are they all about? In which contexts are these expressions used? Do they have similarities or aspects in common? How can we deal with them and which reality do they belong to?

Even if we consider these questions as undecidable ones in the sense of Heinz von Foerster, more differentiated answers can be given on the basis of Nelson Goodman's and Catherine Z. Elgin's concept of variations.

The paper offers ideas for dialogue and orientation in the area of conflict of phantom and reality.

The Nationalökonomische Gesellschaft (Austrian Economic Association, NOeG) provides a prominent example of the Viennese economic circles and associations that more than academic economics dominated scientific discourse in the interwar years. For the first time this chapter gives a thorough account of its history, from its foundation in 1918 until the demise of its long-time president, Hans Mayer, 1955, based on official documents and archival material. The topics treated include its predecessor and rival, the Gesellschaft österreichischer Volkswirte, its foundation in 1918 soon to be followed by years of inactivity, the relaunch by Mayer and Mises, the survival under the NS-regime and the expulsion of its Jewish members and the slow restoration after 1945. In particular, an attempt is made to provide a list of the papers presented to the NOeG, as complete as possible, for the period 1918–1938.

The purpose of this paper is to set out and justify a broader, systemic typology that encompasses, and is built around, the notion of voice. This leads to the development of a number of insights that can result in the generation and testing of more accurate hypotheses on the links between voice mechanisms and workplace outcomes.

Drawing on different aspects of the concept of “power” and arguing that these are central to the notion of “voice”, the paper illustrates how “exit”, “loyalty” and “neglect” are also underpinned by power. A corollary of this is that these other concepts should routinely be included in studies of the links among voice and workplace outcomes.

The paper develops hypotheses that can enhance the understanding of the likely impact of voice policies on employees' attitudes and behaviour as well as on firm performance.

The hypotheses suggest that, if employees perceive voice mechanisms in a negative way, they may respond in a variety of ways that can have a detrimental effect on firm performance. Understanding these different responses and the likely reasons for them can lead to more appropriate policy responses by managers.

The paper specifies the conditions under which relationships between voice, exit, loyalty and neglect will affect workplace outcomes in greater detail. This leads to a re‐examination of factors that should be included in empirical assessments. Research findings may need to be re‐evaluated as a result.

The purpose of this paper is to explore the relationships between the strategic development of subsidiaries and the likelihood of subsidiaries exporting on an intra‐regional basis to European markets.

The paper defines the strategic development of subsidiaries as increases in autonomy, embeddedness in host locations and use of networks and host country sourcing. The location of subsidiaries in industrial clusters is also considered. Use is made of multinomial probit analysis of a survey of 391 UK‐based subsidiaries to identify the relationships between the strategic development of subsidiaries and supplying European markets.

The study finds some evidence that there are links between increasing networks and supplying European markets, but there is no evidence that developing host country sourcing is associated with European supply. Location in an industrial cluster is consistently associated with supplying European markets, and autonomy also appears to be closely associated with supplying European markets.

Extension of the research is required to other regional trade blocs such as Mercosur and North American Free Trade Agreement. The role of networks and the links to location in industrial clusters require further exploration, and future research needs to include the services and knowledge‐intensive sectors.

The paper adds to the understanding of subsidiary development in the context of intra‐regional trading and thereby expands the literature on the regional strategy of multinationals. It highlights the importance of different types of autonomy for encouraging intra‐regional trade by foreign‐owned subsidiaries, and the central role of location in industrial clusters.

Government and employers’ sources frequently emphasize that companies located in western Germany have traditionally been circumscribed in their pursuit of flexibility in staffing, working time arrangements and pay, due to the particular configuration of the German industrial relations system and labour market regulations. Examines to what extent recent deregulation and decentralization measures have actually enhanced the environment for greater labour flexibility. Then considers whether this has led to higher degrees of labour flexibility at the company level. The analysis of a number of key flexibility indicators reveals that, despite some significant broadening of the scope for greater labour flexibility since the late 1980s, companies seem, in general, not to have greatly altered their flexibility mix. In the light of the relatively high degree of functional flexibility in German firms, the pay‐offs from enhancing other forms of flexibility may be considered to be low.

It has often been said that a great part of the strength of Aslib lies in the fact that it brings together those whose experience has been gained in many widely differing fields but who have a common interest in the means by which information may be collected and disseminated to the greatest advantage. Lists of its members have, therefore, a more than ordinary value since they present, in miniature, a cross‐section of institutions and individuals who share this special interest.

This paper discusses whether in view of the accumulated contextual pressures the evolving new German employee relations model will resemble a more flexible version of the current one or whether it will emerge as an Anglo‐Saxonised German model. It ascertains that despite the current contestation of the German model, erosion tendencies, though not negligible, are not as widespread as is often assumed and that far‐reaching reforms along neo‐liberal lines are not desirable in the German context. It is suggested that a large proportion of German employers have a vested interest in maintaining the fundamentals of the current system. A path‐dependent reform trajectory internal to the system is proposed. This paper shows that the series of reforms carried out so far has been accomplished within the parameters of the existing system, taking the form of regulated flexibility and centrally co‐ordinated decentralisation. It ascertains that the German model is more adaptable and more flexible than its reputation suggests, allowing companies to operate with more flexible collective employee relations’ responses. Yet, evidence suggests that firms are already under‐utilising the broadened framework. Nevertheless, the author predicts a continuation of the reform process and an emerging new flexible German employee relations model that remains essentially a collective one.

Analyses the tensions between change and continuity in the German model of labour flexibility and examines why recent deregulation and decentralization measures only had a limited impact on companies’ flexibility approaches. Addresses the subsequent issues of how, and to what extent the framework for the several forms of flexibility should be broadened in the particular German context, where the institutional/regulatory environment has encouraged the widespread adoption of a diversified quality production strategy, based on high levels of functional flexibility. Concludes that a large section of German companies may already operate near an optional labour flexibility mix. Suggests system internal reforms based on regulated flexibility and centrally co‐ordinated decentralization, in order to enhance, to some extent, the framework for flexibility without undermining the underlying incentive structure for high skills/high productivity approaches to flexibility.