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Provides an overview of labour‐market diversity issues in Thailand. Examines factors such as religion, ethnicity and gender in the context of Thailand’s rapidly expanding economy. Concludes that religious and ethnic divisions are not especially pronounced in Thailand. However, with its relatively high female labour force participation and few restrictions on discriminatory behaviour, Thailand’s chief diversity issue concerns the role of women in the labour market. Presents an empirical analysis of data concerning job openings for white‐collar positions. Focuses on the role that multinational corporations, a major force in the Thai economy, play in promoting or inhibiting gender‐based employment discrimination. Suggests that multinationals are indeed very important in this process, with significant differences among the effects exerted by the subsidiaries of US, Japanese and European MNCs in comparison to Thai‐owned firms.

The objective of the study is to identify the themes of “family friendly practices” and to perform a literature review. The research aims to identify the emerging trends in the area of “family friendly practices” by carrying out an exhaustive literature review.

The study synthesizes the literature between the years 2010 and 2019. First of all, 150 research articles were identified by keyword search, bibliography and citation search, out of which 57 research articles were selected on the basis of the most sound theoretical background and maximum literature contribution. The citation analysis method was performed on these studies in order to study the journals, authors by using Google Scholar, ResearchGate, the international database Science Citation Index and SCImago Journal Ranking.

The author citation count shows that the research topic is still getting recognition and the research in this area is increasing. The finding of the research is that the current research in family-friendly practices has focused mainly on seven topics: availability and usability of family-friendly policy, job satisfaction, organizational performance, supervisor or manager support, work–life conflict, employee turnover employee retention and women’s employment.

The study may provide valuable inputs to the HRD practitioners, managers, research scholars, to understand the recent trends in the field of family-friendly policy. As per the best knowledge of the author, this is the first study on family-friendly practices using citation analysis.

Addresses the standardization of the measurements and the labels for concepts commonly used in the study of work organizations. As a reference handbook and research tool, seeks to improve measurement in the study of work organizations and to facilitate the teaching of introductory courses in this subject. Focuses solely on work organizations, that is, social systems in which members work for money. Defines measurement and distinguishes four levels: nominal, ordinal, interval and ratio. Selects specific measures on the basis of quality, diversity, simplicity and availability and evaluates each measure for its validity and reliability. Employs a set of 38 concepts ‐ ranging from “absenteeism” to “turnover” as the handbook’s frame of reference. Concludes by reviewing organizational measurement over the past 30 years and recommending future measurement reseach.

This issue is a selected bibliography covering the subject of leadership.

Scheduling is defined by Baker as, “the allocation of resources over time to perform a collection of tasks”. The term facilities is often used instead of resources and the tasks to be performed may involve a variety of different operations.

This review article focuses on the factors that affect the selection and implementation of three principles of distributive justice (i.e., equity, equality, and need) to reward systems in group and organizational settings. After presenting an overview of the assumptions, goals, and possible consequences associated with each of the three perspectives, the article then describes the moderating factors influencing distribution rule preferences across four levels of analysis: (1) the interorganizational, (2) the intraorganizational, (3) the work group, and (4) the individual. Some of the variables discussed include cross‐cultural differences, reward system implementation, task interdependency, work group climate, and individual characteristics. This material is then summarized through the use of a new conceptual model for describing allocation rule preferences. The article concludes with suggestions for future research.

In the first part of this article models for productivity and the quality of working life are developed that show that there are a number of common elements, particularly those related to motivation. On the basis of a review of the published literature of case histories, as well as those cases with which we are familiar from our own experience, it seems clear that job satisfaction is the most significant sociological factor in enhancing productivity, and the quality of working life, especially for professional and management workers. In addition, it seems clear that a sense of autonomy and achievement are probably the most significant elements of job satisfaction and that, at least for this category of workers, productivity and the quality of working life are complementary objectives whose realisation may best be achieved together. We support this theme by analysing a number of case histories on the basis of the job satisfaction model. Finally, we suggest that careful attention should be paid, in the earliest stages of setting objectives, and later in planning for office automation, to identifying the types and levels of job satisfaction needs that are important for the staff to be supported with technology. It is important that management's objectives in this respect should be explicitly stated so that the technology may be specified and designed in such a way that the desired objectives are met.

The goal of this study was to examine individual, relational, and organizational determinants of negotiation behavior (problem solving, contending, yielding, and avoiding) between planning and marketing departments in manufacturing organizations. Results from a study among 41 managers and 85 planning and marketing employees within 11 firms showed that individual personality, perceived interdepartmental interdependence, and organizational strategy were each related to the negotiation behavior of department members. Desirable negotiation behavior—specifically, the problem‐solving approach—was more likely when individuals were extraverted and agreeable, when employees perceived high interdepartmental interdependence, and when organizations did not have a low‐cost strategy. Contending was more likely when individuals were extraverted and disagreeable, and yielding was more likely when department members perceived a power advantage vis‐à‐vis the other department. All four styles of negotiation behavior were more likely the less the organizations had a low‐cost strategy. These findings provide guidance to organizations in their efforts to encourage constructive negotiation behavior between departments.

Although a large contingency of theory and research has been conducted in the area of individual and interpersonal communication, relatively few theoreticians have focused on the broader character of communication at the organizational level of analysis. With the increasing emphases on total quality, leadership, adaptive cultures, process reengineering, and other organizational change and development efforts, however, the need to understand the process and function of organizational communication at a broader, more systemic level is paramount. The following paper attempts to address this issue by providing: (1) a comparative review and critique of three “classic” theoretical approaches to describing the importance of communication in organizations and the relationship between communication and organizational functioning (open systems theory, the information‐processing perspective, and the communication as culture framework); and (2) a new integrative framework—the CPR model of organizational communication—for conceptualizing and understanding the nature of communication in organizations based on constructs adapted from these three perspectives. The model is then used both in an applied example to help diagnose an organizational system and to stimulate suggestions for future research.

We present a comprehensive literature review and critique of union decertification research, and develop a theoretical framework that should prove useful for future research. The framework incorporates three theoretical viewpoints from several research traditions: the expected utility, social‐political, and workplace voice perspectives. We provide suggestions for how each viewpoint can be modeled in future research. Additionally, although some previous decertification research was theoretically rich, the empirical findings across prior studies were ambiguous and inconsistent. We analyze the reasons for the ambiguous and inconsistent prior findings, and note how future research can avoid or minimize the empirical problems of the past.