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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.

There has been a considerable amount of interest in employee share ownership schemes in the last few years, and this has been mirrored by an increase in publications relating to the subject. However, the authors argue that this literature leaves much to be desired, in particular in its implicit assumption that management and employee interests will converge with share ownership. The evidence from two of their case studies indicates a divergence between management objectives and employee responses. It also suggests that trade union attitudes to share ownership may be changing as well.

The safety representative/committee regulations of the Health and Safety at Work Act 1974, which became law in October 1978, have led to a substantial health and safety training programme being mounted by the TUC. In May 1977 a special TUC Conference on workplace health and safety discussed a variety of matters pertaining to this subject area. Among their most important decisions was one reaffirming that the emphasis of such training should be on TUC approved courses only, with the key functions of such training being to help identify health and safety issues in the workplace, find appropriate means and standards for dealing with health and safety problems and help establish an “infallible union workplace organisation” to ensure that the employers actually implemented safety measures. The TUC's target was that some 160,000 safety representatives would have undergone such training by 1980. In fact the TUC failed to attain this extremely ambitious target figure as is evidenced by the following figures:

The safety officer is a person who has been around in industry for a not inconsiderable period of time, but about whom relatively little is known. Some indication of the historical nature of the safety officer function can be obtained by an examination of the aims and membership of the Institution of Industrial Safety Officers (now called the Institution of Occupational Safety and Health). This institution, which was formed in 1953, had a membership of some 2,000 at the time of the Robens Committee Report (1970–72) and aimed to raise safety officers' standards of professional competence, to exchange information and to develop accident prevention methods and techniques. Some further historical evidence is provided by a Factory Inspectorate Survey in 1968 which revealed that less than 25 per cent of plants with more than 50 employees had safety officers, with considerable inter‐industry variation being apparent—from less than ten per cent of plants in some industries to over 70 per cent in gas, electricity and water. The vast majority of these safety officers were part time.

Reviews the concept of a “greenfield site” within human resource management (HRM) and shows that the ways in which distance is conceptualised or measured in describing greenfield sites needs to be made explicit. This is particularly important when comparing different studies and in attempting generalisations about the introduction of new HRM practices on greenfield sites. The distance factors which may impose a constraint on the introduction of new HRM practices at a greenfield site are the site’s distance from a firm’s existing operations, its distance from geographical concentrations of similar economic activities and its distance from regions with traditional patterns of management‐employee relations. Concludes by arguing that it is inappropriate to treat the greenfield factor as a dichotomous variable and that there are various shades of green.

In recent years a major theme in the organisational development and change literature has been the need to produce improved models of the change process. A major source of the need for such improved models is the long overdue recognition of the fact that, although pressures for change occur in both union and non‐union establishments, “OD has had little to say about the role of unions and the part they play in OD”. This particular deficiency is especially unsatisfactory in view of the many longstanding examples of union‐management problem solving structures and arrangements, most notably joint health and safety committees. Moreover, the unsatisfactory state of the organisational development and change literature with regard to the position and implications of the union role is likely to become even more acute as a number of commentators have pointed to such joint problem solving structures as being very much the wave of the future.

This study aims to draw the attention of business process management (BPM) research and practice to the textual data generated in the processes and the potential of meaningful insights extraction. The authors apply standard natural language processing (NLP) approaches to gain valuable knowledge in the form of business process (BP) complexity concept suggested in the study. It is built on the objective, subjective and meta-knowledge extracted from the BP textual data and encompassing semantics, syntax and stylistics. As a result, the authors aim to create awareness about cognitive, attention and reading efforts forming the textual data-based BP complexity. The concept serves as a basis for the development of various decision-support solutions for BP workers.

The starting point is an investigation of the complexity concept in the BPM literature to develop an understanding of the related complexity research and to put the textual data-based BP complexity in its context. Afterward, utilizing the linguistic foundations and the theory of situation awareness (SA), the concept is empirically developed and evaluated in a real-world application case using qualitative interview-based and quantitative data-based methods.

In the practical, real-world application, the authors confirmed that BP textual data could be used to predict BP complexity from the semantic, syntactic and stylistic viewpoints. The authors were able to prove the value of this knowledge about the BP complexity formed based on the (1) professional contextual experience of the BP worker enriched by the awareness of cognitive efforts required for BP execution (objective knowledge), (2) business emotions enriched by attention efforts (subjective knowledge) and (3) quality of the text, i.e. professionalism, expertise and stress level of the text author, enriched by reading efforts (meta-knowledge). In particular, the BP complexity concept has been applied to an industrial example of Information Technology Infrastructure Library (ITIL) change management (CHM) Information Technology (IT) ticket processing. The authors used IT ticket texts from two samples of 28,157 and 4,625 tickets as the basis for the analysis. The authors evaluated the concept with the help of manually labeled tickets and a rule-based approach using historical ticket execution data. Having a recommendation character, the results showed to be useful in creating awareness regarding cognitive, attention and reading efforts for ITIL CHM BP workers coordinating the IT ticket processing.

While aiming to draw attention to those valuable insights inherent in BP textual data, the authors propose an unconventional approach to BP complexity definition through the lens of textual data. Hereby, the authors address the challenges specified by BPM researchers, i.e. focus on semantics in the development of vocabularies and organization- and sector-specific adaptation of standard NLP techniques.

In recent years a major theme in the organisational development literature has been the need to produce improved models of the change process. A major source of the need for such improved models is the fact that, although pressures for change occur in both union and non‐union establishments, “OD has had little to say about the role of unions and the part they play in OD”. This particular deficiency in the organisational development literature assumes significant problem proportions when one notes the existence of some theoretical argument and empirical evidence which suggest that existing organisational change models are inherently incapable of capturing the dynamics of union‐management interactions. According to Kochan and Dyer the specific reasons for this inherent weakness are as follows:

Since the first Volume of this Bibliography there has been an explosion of literature in all the main areas of business. The researcher and librarian have to be able to uncover specific articles devoted to certain topics. This Bibliography is designed to help. Volume III, in addition to the annotated list of articles as the two previous volumes, contains further features to help the reader. Each entry within has been indexed according to the Fifth Edition of the SCIMP/SCAMP Thesaurus and thus provides a full subject index to facilitate rapid information retrieval. Each article has its own unique number and this is used in both the subject and author index. The first Volume of the Bibliography covered seven journals published by MCB University Press. This Volume now indexes 25 journals, indicating the greater depth, coverage and expansion of the subject areas concerned.

In examining attempts to move towards HRM‐style practices in organisations, the term “greenfield” helps to conceptualise the break with existing employee relations practices, either on new or on existing sites, or to undertake a philosophical break with the past. Focuses on one stimulus to such transformational change – the development of human resource information systems (HRIS) as an opportunity structure that can enable a break with the past. Considers a case study of a large company implementing an HRIS integrated with other functional systems, to examine whether an e‐greenfield site exists. This is defined as a break with the past in the design and use of a computerised HRIS at either new or old organisational locations, to facilitate a greenfield HR philosophy and enable a more strategic role for HR specialists.