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This paper uses a matched workplace‐employee data set to examine the extent to which individuals’ experiences of work and experiences of practices at work, as measured by selected indicators of worker wellbeing, are explained by the nation state of the head office of the workplace. Seven dimensions of worker wellbeing are identified and examined. The paper establishes that employees have different experiences if employed in a workplace in which the head office is located in France, Germany, Japan or the USA relative to the reference category of being employed in a workplace which is UK‐owned.

The purpose of this paper is to discuss the joint training and apprenticeship system emerging in maintenance occupations in the US transit industry, its challenges and strategies to overcome them.

The paper reports on early results, including efforts to develop a consensus national framework for apprenticeship and training in transit maintenance. In the paper, training is an arena that both management and labour have common interests. Collaboration in training can foster partnership and improved labour‐management relationships. Implementing technological innovations and organisational changes in workplace practices are facilitated by training and together with training demonstrate strong positive financial payoffs.

The paper finds that the training and apprenticeship system discussed is not yet fully implemented.

The paper shows that several industries in America and other countries are facing similar shortages of skilled technicians due to technological and significant demographic changes.

The paper reviews approaches taken to develop a national effort to promote quality and sustainability in the emerging training system for transit maintenance workers.

“U.S. industry is under seige. Our competitiveness is at stake and AT&T is not finished with cost reductions. It's a moving target. We'll continue to be very, very aggressive but not do something in the short run that will hurt us in the long run.”

The equation of unified knowledge says that S = f (A,P) which means that the practical solution to a given problem is a function of the existing, empirical, actual realities and the future, potential, best possible conditions of general stable equilibrium which both pure and practical reason, exhaustive in the Kantian sense, show as being within the realm of potential realities beyond any doubt. The first classical revolution in economic thinking, included in factor “P” of the equation, conceived the economic and financial problems in terms of a model of ideal conditions of stable equilibrium but neglected the full consideration of the existing, actual conditions. That is the main reason why, in the end, it failed. The second modern revolution, included in factor “A” of the equation, conceived the economic and financial problems in terms of the existing, actual conditions, usually in disequilibrium or unstable equilibrium (in case of stagnation) and neglected the sense of right direction expressed in factor “P” or the realization of general, stable equilibrium. That is the main reason why the modern revolution failed in the past and is failing in front of our eyes in the present. The equation of unified knowledge, perceived as a sui generis synthesis between classical and modern thinking has been applied rigorously and systematically in writing the enclosed American‐British economic, monetary, financial and social stabilization plans. In the final analysis, a new economic philosophy, based on a synthesis between classical and modern thinking, called here the new economics of unified knowledge, is applied to solve the malaise of the twentieth century which resulted from a confusion between thinking in terms of stable equilibrium on the one hand and disequilibrium or unstable equilibrium on the other.

This article briefly discusses the history of the American labour force. Following by a discussion of the importance of enforcement of labour standards as well as an in‐depth look within the Division of Labor Standards Enforcement, including its function units and specifically what each unit is responsible for. Then there are a couple of short definitions of labour standards followed by some criticism, as well as their opposing arguments. A short section follows discussing what is believed to be the key functional prerequisites to have successful labour standards. The article concludes by posing the question of whether the labour standards are adequately enforced and the opinions from various sides: labour, management, and state agency representatives.

Looks at the 2000 Employment Research Unit Annual Conference held at the University of Cardiff in Wales on 6/7 September 2000. Spotlights the 76 or so presentations within and shows that these are in many, differing, areas across management research from: retail finance; precarious jobs and decisions; methodological lessons from feminism; call centre experience and disability discrimination. These and all points east and west are covered and laid out in a simple, abstract style, including, where applicable, references, endnotes and bibliography in an easy‐to‐follow manner. Summarizes each paper and also gives conclusions where needed, in a comfortable modern format.

Investigates the differences in protocols between arbitral tribunals and courts, with particular emphasis on US, Greek and English law. Gives examples of each country and its way of using the law in specific circumstances, and shows the variations therein. Sums up that arbitration is much the better way to gok as it avoids delays and expenses, plus the vexation/frustration of normal litigation. Concludes that the US and Greek constitutions and common law tradition in England appear to allow involved parties to choose their own judge, who can thus be an arbitrator. Discusses e‐commerce and speculates on this for the future.

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 two part paper represents an attempt to enumerate and analyse recent instances of work system design experiments in terms of the outcome measures sought or reported in those studies. ‘Work system design experiments’ is intended to include only experiments dealing with sets of interrelated jobs, as opposed to those experiments solely manipulating either jobs which are dealt with individually, or changes in such things as work environment, or management climate. The literature comprising experiments in work system design contains a wide range of general end results variables, but, however, suffers from the associated fact that these numerous outcome measures are frequently poorly conceived or operationalized, and are not easily compared with one another from study to study.

The objective of the paper is to describe how criminal prosecutors in the USA have expanded the reach of federal statutes punishing fraud and extortion to combat the influence of organized criminal groups in certain American labor unions and employee benefit plans from 1980 to 2006.

The paper reviews newspaper accounts and published judicial decisions to explain how prosecutors have used fraud and extortion offenses in novel ways on a case‐by‐case basis to prosecute labor‐management corruption in the USA.

Although the American federal prosecutor's arsenal is limited to statutory crimes, prosecutors are continually evolving new means of addressing corruption on a case‐specific basis in the best tradition of Anglo‐American common law. By diligently persuading trial judges, appellate courts, and the US Congress of the merit of looking at fraud and extortion in new ways, federal prosecutors have carried out the intent of the statutory laws which Congress enacted to deal with corruption in government, business, and labor unions.

The federal criminal offense of “honest service fraud,” which was codified by Congress only following successful criminal prosecutions of public and private corruption, will continue to be used to address corruption on the part of persons holding fiduciary duties toward union members and employee pension and health benefit plan participants as the American retired population increases and the national government assumes greater oversight of employee health care.

The paper encourages the reader, especially those in law enforcement, to think creatively about the scope of existing criminal statutes while reviewing or enforcing their application to all forms of organizational corruption.