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The results are details of a survey into membership and recruitment of student nurses in training schools and hospitals into the main nursing unions – the RCN, COHSE and NUPE.

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.

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 librarian and researcher have to be able to uncover specific articles in their areas of interest. This Bibliography is designed to help. Volume IV, like Volume III, contains features to help the reader to retrieve relevant literature from MCB University Press' considerable output. Each entry within has been indexed according to author(s) and the Fifth Edition of the SCIMP/SCAMP Thesaurus. The latter thus provides a full subject index to facilitate rapid retrieval. Each article or book is assigned its own unique number and this is used in both the subject and author index. This Volume indexes 29 journals indicating the depth, coverage and expansion of MCB's portfolio.

A distinction must be drawn between a dismissal on the one hand, and on the other a repudiation of a contract of employment as a result of a breach of a fundamental term of that contract. When such a repudiation has been accepted by the innocent party then a termination of employment takes place. Such termination does not constitute dismissal (see London v. James Laidlaw & Sons Ltd (1974) IRLR 136 and Gannon v. J. C. Firth (1976) IRLR 415 EAT).

Dr. F. J. H. COUTTS'S report to the Local Government Board on an inquiry as to condensed milks, with special reference to their use as infants' foods, has been issued as No 56 of the new series of reports on public health and medical subjects.

This paper aims to investigate the relationship between organisational identification and identification with work group and profession for knowledge workers. The literature points to two competing standpoints, first, a compatible relationship between focal points of identity and second, a trade off relationship whereby an increase in one is at the expense of another.

Using the population of a large public UK sector organisation ordinary least squares regression was used to examine these relationships.

The findings established a strong relationship in which work group, organisational and professional identification were compatible.

The findings indicate, at least in this context, that no inherent trade off or problem reconciling multiple identities was evident. Regrettably the authors do not have the capacity to comment on the weighting or the relative importance placed on each focus of identity; this is an area for future research.

This paper seeks to contribute to the discussions of is the relationship between organisational identification and allegiances with the workgroup or profession, which is underdeveloped in the literature.

The purpose of this paper is to focus on the development of a health and safety (HS) representative role typology that demonstrates how representatives enact their roles and improve occupational health and safety (OHS) under New Zealand law. It aims to consider the factors that influence the roles that HS representatives’ assume.

This qualitative, cross‐perceptual study centres on the role enactments of eight HS representatives at two metal manufacturers. Semi‐structured interviews were conducted with HS representatives, managers, workers, senior managers, OHS managers and a union convenor. “Types” were differentiated by the HS representatives’ purpose, activities and OHS impacts.

In total, four HS representative role “types” were identified: administrators, workshop inspectors, problem solvers and craft experts. Administrators implemented and operated OHS management systems and improved OHS management. Workshop inspectors undertook compliance and monitoring roles and improved workers’ attitudes towards OHS. Problem solvers found solutions to control hazards and improved production from an OHS perspective. Craft experts applied technical knowledge to influence strategic OHS decisions. Role enactment appeared to be influenced by representatives’ expert power, job roles and the organisational role definition. Representatives operating under both managerial and worker defined HS representative systems, increased worker “voice” by providing an avenue to redress OHS concerns.

Implications arise for OHS policy, HS representative training courses and organisational/managerial support.

The paper presents a HS representative role typology distinctively based on cross‐perceptual data that also provides a more holistic perspective of the HS representative role by considering representatives’ purpose, role enactment and OHS impact.

THAT WAS A BRAVE and surprising report that Prof. Elie Kedourie sent in to the Centre for Policy Studies, the more so because the professor is himself working at London University.

Using a national sample of 7,733 young working adults, the relationship between supervisor gender and perceived job design was explored. Results indicated that a supervisor’s gender did indeed influence subordinates’ perceptions of their job, and the differences were attributed to the different leadership styles men and women frequently use in the workplace. Overall, subordinates who had female supervisors perceived greater interpersonal aspects in their jobs, while subordinates who had male supervisors perceived greater structure in their jobs.