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An understanding of the relationship between male and female wages in Australia can best be understood by examining the decisions of tribunals in the industrial arena. The decisions of the tribunals have reduced the gap between male and female earnings, however, they have not yet been able to provide for pay equity. A gap still exists which cannot be explained through differences in the human capital of the male and female workforces. At one level this gap can be explained in terms of the impact of differences in the occupational and industrial distribution of the male and female workforces, their hours of work and positions in organisational hierarchies. However, this explanation is too superficial, being unable to explain why these differences in employment behaviour occur. Neither is it able to explain the ways in which women's wages are influenced by social values, tribunal doctrines and practices, the activities of trade unions and policies in the broader social and political arena.

The UK's Department of Employment latest Research Paper (No. 43) is entitled “Part‐time employment and sex discrimination legislation in Great Britain” and is written by Olive Robinson and John Wallace.

The Treasury, in exercise of the powers conferred on them by section 2 of the Counter‐Inflation Act 1973 and of all other powers enabling them in that behalf, and having consulted the Price Commission and the Pay Board and representatives of consumers, persons experienced in the supply of goods or services, employers and employees and other persons in accordance with subsection (4) of the said section 2, hereby make the following Order:—

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.

To analyse two important effects of the level of social concern in the firm. First, the effect on the labour force composition, i.e. do particular types of concerns attract certain kinds of employees? Second, the effect on the wage level within the firm, i.e. do firm‐provided social concerns substitute for money wages, or are they provided as an additional compensation?

Empirical analysis using a survey on more than 2,000 firms, linked to administrative data for each employee in the firms. Estimates wage equations using the IV approach to deal with endogeneity of the level of social concerns. Two competing theories aiming to explain the use of social concerns toward employees, the compensating wage differential theory and corporate social responsibility, are compared.

Finds indications in favour of the compensating wage differential theory when looking at wage effects at the firm level, whereas looking at the target group level finds that white‐collar workers might experience higher levels of social concerns without having lower wages, which contrast the theory of compensating wage differentials.

The paper compare two well‐established theories within two different disciplines – the compensating wage differential theory from economics, and CSR from management. This is done using solid empirical analysis.

As women's understanding of work‐place discrimination evolved, their attention shifted from the problem of equal pay for equal work to the issue of comparable pay. This shift was premised on the realisation that even though the Equal Pay Act of 1963 was correcting pay inequities in substantially equivalent jobs held by both men and women, most female‐dominated jobs had no equivalent male comparisons and thus, were outside the scope of the Equal Pay Act. Mahoney (1983) defines Comparable Worth as “comparable pay for jobs of comparable worth.” (p.14). At the core of this definition is the contention that differences in pay that are disproportionate to differences in the worth of jobs amount to wage discrimination.

This paper aims to offer an alternative explanation for asymmetric quality‐tier competition.

A conceptual framework based on quality‐price tradeoff is used in the study to derive research hypotheses and scanner panel data are used for empirical validation.

The paper finds that the concept of tradeoffs offers a simple explanation for asymmetric competition in favor of high quality brands; as the quality differential increases, asymmetry increases; as the price differential increases, the asymmetry decreases.

The framework and findings can inform pricing strategies for brands in different quality tiers.

The paper offers an alternative explanation for asymmetric competition.

The research aims to explore the relationship between money attitudes and pay satisfaction for individuals in low paid jobs.

The methodology developed a questionnaire that contained three key measures, including money attitudes, pay satisfaction and income level. The sample for this study consisted of blue‐collar workers from industries and occupations identified as low paid by The National Minimum Wage Commission in the UK. The questionnaire was distributed in East London and South East England through employment exchanges and community organisations.

Individual differences in money attitudes was found to be a significant variable in explaining pay satisfaction of people in low pay. The evidence proposes a case for money attitudes to be incorporated in the traditional models of pay satisfaction as it provides for the idiosyncrasies in individual differences.

A major limitation of this study was that it only captured certain low paid occupations, and also that it was based in the UK. This must be the most important direction for future research.

The findings have managerial important implications in designing pay and reward structures for people in low pay.

One of the major contributions of this study is that it is an early example of an empirical study, hopefully to be followed by more on money attitudes and the satisfaction of low pay.

May 13, 1969 Building — Safety regulations — Scaffold — Work done by scaffolders on shore arm to secure guard rails pending grouting by main contractors — Whether “building operation” or “work of engineering construction” — Scaffolders' employee injured by hole in road surface of shore arm — Whether negligence — Whether safe means of access and place of work — Whether “Scaffold” — Construction (General Provisions) Regulations, 1961 (S.I. 1961, No. 1580), regs. 2(1), 3(1), 4(2), 7(1).