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This paper aims to examine the relationship between perceived investments in employees’ development (PIED) on work engagement and the moderating effects of psychological capital on this relationship for liquid knowledge workers, employed in the Indian cutting and polishing of diamond industry (CPD).

A questionnaire composed of established scales was administered to 134 liquid knowledge workers. Having established convergent and discriminant validity using structural equation modelling, the model was further analysed using the Process macro to check for direct and moderating effects.

The research findings suggest that the perceived investment in employee development and psychological contract enhancement (relational and transactional) made by CPD units for liquid knowledge workers positively influenced their work engagement level. The study also finds that relational contract (not transactional contract) positively moderates the relationship between perceived investment in employee development and work engagement.

This is a cross-sectional single source study; future studies could look at longitudinal and multisource perspective.

The study presents a “star matrix of engagement” that guides the application of the two strategies of perceived employee development and psychological contract enhancement for liquid knowledge workers. This has implications for design and implementation of human resource management practices and policies for employee management.

The study makes significant contributions to existing literature on antecedents of work engagement of liquid knowledge workers by examining the direct and moderating influences.

THERE WAS A TIME when any self‐respecting British housewife, while scorning the culinary prowess of the French (“Don't they smother everything with sauce so you can't see what it is?) took a modest pride on her ability to turn out good wholesome dishes for her family. She may have been a ‘plain’ cook, but she was eminently good at it.

AMONG all the anxious, complex and difficult problems which confront the United Kingdom and its people in these times of economic and social stress, there are none of more importance and significance for the future than those of British manufacturing in general and of the Aircraft — or “Aerospace” — Industry in particular.

Accounting historians continue to debate the development of cost accounting procedures in late nineteenth‐century US mass‐production industries. While conventional historians (economic rationalists) emphasize efficiency and co‐ordination, labour process and other “critical” scholars prioritize social, political, and ideological concerns. One neglected, but significant, aspect of this controversy is inside contracting. Clawson presented an important overview of inside contracting at several prominent US manufacturing establishments, including the Waltham Watch Company (WWC). Clawson’s work is significant because his most salient remarks have been cited by scholars who advocate the “new accounting history”. Discusses inside contracting in general terms within the socio‐political context of nineteenth‐century US mass‐production industries. Subsequently, evaluates specific WWC archival data from both the economic rationalist and labour process perspectives, the reasons for inside contracting’s abandonment, and the impact of inside contracting on cost accounting developments.

Many experts are predicting work force changes of massive proportions by the year 2000. Already, feminisation is transforming the way employers treat their employees. Companies are realising that nearly half of all workers today are women, up from 33% only 20 years ago. And two‐thirds of the 15 million new entrants into the job market through 1995 will be women according to the Bureau of Labor Statistics: and in terms of sheer numbers, they will have more influence than ever before.

This paper essentially shows how a recently‐developed model called the alternative classification scheme (ACS) may be used in the context of the newly‐industrializing economies (NIEs) of the Asia‐Pacific region, possibly the most rapidly‐rising players in the world economy. After nearly a decade of research into Asian economic development strategies, the authors consider future development alternatives. Using the ACS, the authors broadly categorize the range of available strategic alternatives that will drive the NIEs’ development strategies, and discuss the results of such application.

Competitiveness is often confused with productivity. Productivity refers to the internal capability of an organization, while competitiveness refers to the relative position of an organization against its competitors. These two important concepts are often confused and interchangeably used. For example, in his famous book, The Competitive Advantage of Nations. Porter (1990, p. 6) says that the only meaningful concept of competitiveness at the national level is national productivity. Competitiveness may also have a distinctly different meaning at different levels of analysis — product, firm, industry, and nation. Porter (1990, p. 33) says that the basic unit of analysis for understanding competition is the “industry,” while the title of his book refers to “nations.” He also says that firms, not nations, compete in international markets.

Knowledge management (KM) has emerged in recent times as a phenomenon with wide‐ranging implications for organizational innovation and competitiveness. Supporters argue that as organizations understand the value of KM, they have the opportunity to establish long‐term internal strengths, which will lead to external competitive advantage. Further, we find the current literature advocates that KM can be implemented in every organizational discipline. KM is approached from several different perspectives, and a number of these are used to structure our paper and identify emerging factors in: strategy, human resources management (HRM), information technology (IT), total quality management (TQM), and marketing. This paper presents a summary of key responses to a recent survey of FTSE 100 companies conducted by the authors, which shows that KM is an extremely popular management topic, yet relatively few organizations have serious implementation programs in place. Also presented are findings from longitudinal studies of six case organizations, which have been approaching and deploying KM over the last three years. The academic arguments for organizations to be proactive in KM are strong and compelling. Our research identifies the critical factors that respondents feel are vital for successful KM implementation, and these provide a basis for a further stage of the study which considers how best to develop appropriate performance measurements.

The purpose of this paper is to examine the agile supply chain management practices adopted by UK clothing retailers in order to effectively manage the supply of innovative, high‐margin, high‐fashion content product offerings in a complex global environment.

A case study approach was adopted examining the whole of the global retail fashion supply chain, from typical UK‐based retailers through to their main production and logistics suppliers based in two low‐cost locations, China and Romania. The cases of the UK retailers were followed by a study tour of China and Romania, where ten cases of fabric and finishing manufacturers, intermediaries and logistic providers were carried out.

Many aspects of accepted risk management and agile practice, such as market sensitivity, postponement activities and collaborative information‐sharing partnerships were apparent in the early product definition and the later product delivery stages of the supply chain. However, the responsibility for supply, including the key aspect of managing the complex supply network, was almost exclusively left to intermediaries located in low‐cost countries. These intermediaries in the main could best achieve agile supply from a significantly underutilized low‐cost country supply network through a traditional adversarial price and lead time auction sourcing process.

While the cases considered reflected what seemed to be a typical and widely adopted approach to managing such a supply chain, this may not, of course, be the only approach taken by organisations in the clothing industry.

By examining a whole supply chain associated with agile supply in an important sector, the paper identifies the relative importance of some existing practices and brings into sharper focus those most relevant to this type of supply. The paper also identifies key elements of contemporary supply chain management practice, namely the growing use of global supply for innovative products and the essential and valuable role played by intermediaries in such supply chains.

Research into the impact of the interaction between budgetary participation and budget emphasis on managerial performance and job related attitudes has failed to provide consistent results. Researchers are in general agreement that aspects of national culture, affecting the behaviour and attitudes of individuals within organisations, have to be taken into account. Motivated by the encouraging findings of Harrison's (1992) study in Singapore, this study is a partial replication of Harrison (1992, 1993) in the context of Indonesia. It explores further whether a high budget emphasis is an effective superior evaluative style in nations categorised as high power‐distance (PD) and low individualism. Specifically it examines the effect of participation on the budget emphasis in a superior's evaluative style and dependent variables: job satisfaction and managerial performance. In addition to the structured instruments used in prior research, open ended questions captured attitudes to management control issues. The results indicate that in Indonesia a low budget emphasis improves managerial performance, while high participation increases Indonesian managers' job satisfaction. This result does not wholly support previous research findings and leads to discussion of Indonesian national characteristics which potentially contribute to the impact of a superior's evaluative style in Indonesia. This research suggests that the same performance evaluative style is unequally effective across the nations common to Hofstede's cultural dimensions.