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Previous studies showed that the unconscious-intuitive strategy resulted in a better choice for it is more predictive of actual interest. This benefit may be influenced by occupational engagement, for the dual process of career decisions takes it as a tool for multidevelopment and optimal adjustment. Thus, we replicated (and extended) the study of Motl et al. (2018) through two experiments to identify the role of three pre-decisional strategies and then explore the combined effects of occupational engagement and these strategies. The purpose of this paper is to address these issues.

The authors replicated (and extended) the study of Motl et al. (2018) through two experiments. First, both studies adopted generalized linear mixed-effects models for statistical analyses to distinguish random and fixed effects. Second, Study 2 used a computer-based process-tracing program called “Mouselab” to explore the effect of the pre-decisional strategy self-generated on participants' interest appraisals over time.

Study 1 found that engagement helped promote participants' interest experience when decisions as usual and the intuitive strategy did not produce optimal choices. Further, people with more prior knowledge about situations no longer achieved as many benefits from their allocated strategy (i.e. rational strategy) as those with less. Study 2 failed to find adequate advantages of the intuitive strategy. Specifically, people with less search depth (the heuristic-intuitive strategy) were more interested in their choices. Nevertheless, when the strategy was manipulated as variability of search (VS), it only found the promotion of engagement, but it neither found the interaction between engagement and strategy nor did strategy itself.

The present paper provides mixed support for adaptive career decision-making. Career counselors can use occupational engagement levels as a reference for pre-decisional strategy selection and coach clients to adopt a proper decision-making process/method to make interest forecasts.

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.

Over the past decade, both federal and provincial Canadian governments have become actively interested and involved in manpower forecasting exercises. Initiatives by both the Economic Council of Canada and the Federal Department of Employment and Immigration were in large measure a response to the peculiarities of Canadian demographics which have shown great variabilities in the flow and composition of immigration, an explosive and provincially differentiated growth pattern in education, leading, e.g., to a tripling in the age specific participation rates of post‐secondary students and unexpected rates of expansion of the female labour force in the seventies. Since historically Canada's international competitiveness and export performance have had a strong influence on her pattern of growth and economic development, employment and manpower policies had to similarly concern themselves with the general pattern of economic development. During the post‐war period, Canada's economic development has been characterised by two major resource booms in the fifties and seventies associated with the opening up of frontiers in the west and northern (Arctic) parts of the country and involving gas, fuels and minerals and a minor boom associated with the expansion of manufacturing in the sixties. As distinct from Canada's third phase of industrialisation in the sixties which hardly posed problems of manpower shortages on account of easy availability of immigrants from central and western Europe and the then existing labour market conditions in Canada, major natural resource developments, particularly those in the recent past have, for a number of reasons, caused serious manpower problems. In the sixties, shifts in industrial employment could easily be absorbed since they involved little in the way of geographical mobility (almost all Canadian manufacturing is located along the Canada/US border in Ontario and Quebec) and only required marginal human investments in terms of retraining and upgrading of skills, all of which were furthermore evenly stretched over a boom period of 4 to 6 years. Resource booms are very different in this respect. Typically, they have been large in size, amounting to billions of dollars which had to be spent unevenly over fairly short periods of time (2 to 4 years) in specific, mainly remote locations of the country. They, furthermore, often only create demand for a few distinct industries such as steel, transportation equipment and above all construction.

By supplying the skilled workers needed, occupational training plays a fundamental role in the maintenance of a healthy economy. Although planners are not accountable for ensuring a perfect fit between training offerings and employment opportunities, they should anticipate shortages and surpluses of skilled workers. Decision makers can then take corrective action to expand, improve, curtail, or discontinue existing training or add new offerings. In order to discern skilled worker shortages/surpluses, the labour market demand must be determined. Workforce projection and forecasting approaches and labour market signalling approaches are used to make these determinations. The strengths and weaknesses of each approach must be considered when selecting the ones to use. Discusses a number of viable approaches and lists their strengths and weaknesses in tables to facilitate comparisons. Also includes supplemental instruments as examples and to provide guidance in determining workforce requirements. An appendix defines the terminology used.

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.

The aim of this paper is to forecast the office property returns in Helsinki CBD using both short‐run and long‐run econometric specifications. Real economy, monetary and financial market indicators are included in these specifications to explain the variation in office property returns and forecast them. The paper illustrates the steps that analysts can follow to select models based on common diagnostics criteria and ex post forecasting evaluation tests. The findings of this research are in accordance with the results of previous comparative research in Europe and suggest that the growth of the gross domestic product in Finland is a key variable for modelling and forecasting office property returns in Helsinki. Moreover, the analysis indicated that information from a long‐run relationship of the gross domestic product and the real office return index should be monitored in the future as a way of improving the forecasts through an error correction model. It is predicted that Helsinki office returns will show a growth of about 7.1 per cent on average in the period 1999‐2001.

Efficient manpower planning has been recognized as a critical aspect for the development of an economy. In 2001, the Works Bureau of the Hong Kong SAR Government (predecessor of Environment, Transport and Works Bureau) commissioned an HKPolyU consultancy team to develop a computer‐based model to estimate the demand for different categories of construction personnel. This article presents the concept and features of the manpower demand‐forecasting model developed for the construction industry of Hong Kong. The forecasting model is formulated on the basis of the labour multiplier approach by deriving the relationship between the number of workers required and the project expenditure in the given project duration. Multipliers for 61 project types were derived for 38 labour trades using completed project data. The labour demand by occupation for each project can then be estimated by multiplying the corresponding multipliers and the estimated project expenditure. Several unique features of the model have been developed, including “normalization” and “contract cost adjustment factor”. Normalizing the labour multipliers can facilitate the prediction of occupational labour requirements at different stages of a construction project. The adjustment factor is introduced to eliminate the discrepancy between the original estimates and final contract values so as to enhance the estimation accuracy. The model can also be used to predict the number of jobs created for a given level of investment. The government can apply this model to check and compare which project types will generate most jobs before committing public money. This model could be easily adopted and adapted by foreign construction authorities while planning manpower.

This chapter provides a contemporary view of state-of-the science research and thinking done in the areas of selection and classification. It takes as a starting point the observation that the world of work is undergoing important changes that are likely to result in different occupational and organizational structures. In this context, we review recent research on criteria, especially models of job performance, followed by sections on predictors, including ability, personality, vocational interests, biodata, and situational judgment tests. The paper also discusses person-organization fit models, as alternatives or complements to the traditional person-job fit paradigm.