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This chapter defines what road safety advertising campaigns are and the objectives that they typically seek to achieve. The argument put forward in this chapter is that when theoretically informed in their design and sensitive to the array of potential personal, social, and cultural influences which may be at play, road safety advertising can contribute to both reinforcing and transforming contemporary traffic safety culture. This chapter offers guidance to researchers and practitioners in the field regarding relevant theory which may be applied to inform message design and evaluation.

Drawing upon the Traffic Safety Culture (TSC) perspective, this chapter outlines the reinforcing and transforming functions of advertising and illustrates such approaches by drawing upon examples from Australian road safety advertising campaigns. The argument put forth is that road safety advertising can be a robust tool; it can reinforce other countermeasures (enforcement) as well as transform community expectations and values and thus ultimately contribute to social as well as behavioral change.

Using the Theory of Planned Behaviour (TPB) framework, the purpose of this paper is to explore whether the standard TPB constructs explained variance in Generation Y (Gen Y) individuals’ intentions to join their ideal organisation.

A mixed methods approach was used featuring qualitative and quantitative methods.

The overall TPB model accounted for a significant 51.6 per cent of the variance in intention to join one’s ideal organisation in the next six months with the significant predictors in the model being subjective norm and perceived behaviour control but not attitude.

Using graduating students from a single Australian university sample may mean that the current findings may not extend to all Gen Y individuals. The current study has demonstrated the explanatory utility of the TPB in relation to graduate Gen Y’s intention to join their ideal organisation, providing further evidence of the robustness of the TPB framework in an organisational setting.

These findings have implications for enhancing understanding of the most effective recruitment processes for Gen Y students entering the workforce. The findings could inform recruitment policies and strategies to attract Gen Y applicants.

To the authors’ knowledge this study is the first application of the TPB to this topic. The current research extends the recruitment literature with a theoretically based investigation. Identification of factors which inform organisational recruitment strategies, allow organisations to stand out from their competitors and potentially achieve a larger application pool from which to select the best human capital and sustain competitive advantage.

Generation Y (Gen Y) is the newest and largest generation entering the workforce. Gen Y may differ from previous generations in work‐related characteristics which may have recruitment and retention repercussions. Currently, limited theoretically‐based research exists regarding Gen Y's work expectations and goals in relation to undergraduate students and graduates. The aim of this paper is to attempt to address this gap in the research.

This study conducted a theoretically‐based investigation of the work expectations and goals of Generation Y and, in particular, student Gen Y versus working Gen Y individuals based within a framework incorporating both expectancy‐value and goal setting theories. n=398 provided useable data via an on‐line survey.

Overall, some support was found for predictions with career goals loading on a separate component to daily work expectations and significant differences between students and working Gen Y on career goals. No significant differences were found, however, between the two groups in daily work expectations.

Future research studies may benefit from adopting a theoretical framework which assesses both daily work expectations and career goals. At a practical level, based on the findings, some examples are provided of the means by which organisations may draw upon daily work expectations and career goals of importance to Gen Y and, in doing so, influence the likelihood that a Gen Y individual will join and remain at their particular organisation.

This research has demonstrated the utility of adopting a sound theoretical framework in furthering understanding about the motivations which influence an organisations’ ability to recruit and retain Gen Y.

Presents over sixty abstracts summarising the 1999 Employment Research Unit annual conference held at the University of Cardiff. Explores the multiple impacts of globalization on work and employment in contemporary organizations. Covers the human resource management implications of organizational responses to globalization. Examines the theoretical, methodological, empirical and comparative issues pertaining to competitiveness and the management of human resources, the impact of organisational strategies and international production on the workplace, the organization of labour markets, human resource development, cultural change in organisations, trade union responses, and trans‐national corporations. Cites many case studies showing how globalization has brought a lot of opportunities together with much change both to the employee and the employer. Considers the threats to existing cultures, structures and systems.

THIS scheme of exact classification has now been long enough upon trial to justify the publication of a few explanatory notes, adjustments, and revisions which may be useful to present and future users of the system. For an entirely new scheme, which to some extent broke fresh ground, its reception has been extremely kind and flattering, and although it has not escaped criticism, nothing has appeared which has been anything but reasonable and helpful. A surprising circumstance has been that, notwithstanding the very controversial nature of much of the subject, so few points of difference have appeared. These are all more or less directed against the mere placing of certain topics and do not to any extent reflect upon the theory or structure of the system as a whole. One mistake has been made, however, of a more important nature, but this must have arisen either through misapprehension or carelessness. It has been assumed that the Subject Classification claims to be thoroughly scientific, and that each class is arranged in a logical and evolutionary order, so as to modulate or merge naturally into its successor. Any modest claim which may have been made to an attempted logical order is invariably qualified by a statement in the “Introduction” to the effect that such perfect order is only to be expected to a very limited extent. On page eight it is stated that—“The departments of human knowledge are so numerous, their intersections so great, their changes so frequent, and their variety so confusing, that it is impossible to show that they proceed from one source or germ, or that they can be arranged so that each enquirer will find the complete literature of his special subject at one fixed place.” All through the tables and the introduction the same kind of limitation is insisted upon, and it can only be due to misunderstanding to say that I have made such a preposterous claim to sequential perfection. No librarian who has attempted to compile a system of exact classification would ever dream of claiming that he did more than get as near as possible to an ideal arrangement in accordance with his basal plan.

This paper reviews and investigates the relationship and intersection between three employment developments of the past decade. The restructuring of employment, notably the growth in non‐standard employment forms, the implementation of affirmative action and equal employment opportunity legislation, and the development of enterprise based decentralised bargaining. The central issue investigated is whether the employment conditions of women workers have been enhanced, unaffected or regressed by these developments. Of particular interest is whether enterprise bargaining and employment restructuring are compatible with the implementation of equal employment opportunity (EEO) based employment conditions for women workers. The paper argues that employment restructuring and enterprise bargaining are unlikely to realise the goals associated with EEO legislation, indeed, many women workers will find it difficult to retain existing employment conditions. The paper concludes by examining the likely impact of further individualisation of industrial relations systems on the employment conditions of women workers in Australia.

THE title of this short paper is somewhat of a misnomer, as the German Volks bibliothek is not the same as an English Public Library. As Dr. Schultze says: “When we speak of an English Public Library we know exactly what is meant, but the German Volks bibliothek does not convey any definite impression. Too often it still means a very small collection of books, probably gifts which are accessible to borrowers at certain hours each week. As a rule, the revenue is so trifling that after paying the small working costs there is little or nothing left for buying books.” Taking, therefore, the term Public Library for the sake of convenience, we may assume that the first Public Library in Germany was opened in Hamburg, in 1529, as the result of Luther's recommendation (1524) “that good libraries, especially in the large towns, should be established.” At the beginning of the 18th century, a number of free libraries were established, these were usually connected with churches and schools, yet their very name “free” seemed an invitation to everyone to share the treasures they contained. These libraries were principally in central Germany and Saxony.

Under this heading are published regularly abstracts of all Reports and Memoranda of the Aeronautical Research Committee, Reports and Technical Notes of the U.S. National Advisory Committee for Aeronautics and publications of other similar research bodies as issued