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The purpose of this paper is to explore the managerial and leadership challenges faced when managing personnel in the retained duty system (RDS) within English fire and rescue services. It examines the key areas of motivation, commitment, culture, relationships and practical management arrangements.

This exploratory research, using primary and secondary sources, adopted a deductive approach, incorporating questionnaires, interviews, focus groups and document analysis.

The research identified issues agreed upon by both employees and managers, and as well as areas of disparity and conflict. It also highlighted matters that appear to be pivotal to the successful management of a RDS, and in particular the importance of how roles are deployed, and managed by senior management, as well as how employees perceive them.

This paper offers recommendations regarding the managerial understanding and appreciation of an RDS as some managers in this research appear to have little or no knowledge of (or indeed a misconception of) key issues in the effective management of the RDS It suggests recommendations for the wider support and engagement of RDS personnel.

This paper offers a contemporary assessment of the challenges faced when managing RDS personnel. While firefighters and whole-time unionised firefighters in particular, have attracted interest from scholars of industrial relations, there has been relatively little academic research from a public management perspective.

This paper presents a large sample study of fire service volunteer motivations in Finland. The purpose of this paper is twofold: first, to explore the differences between initial motivations to begin volunteering vs motivations to continue volunteering; and second, to examine the differences in motivations as a function of demographic variables and geographic region of the fire brigade (rural vs urban).

An online survey was completed by 747 fire service volunteers throughout Finland.

The initial motivations for joining the brigade differed from those that motivated volunteers to continue in their roles. Significant differences between male and female volunteers’ initial motivations, as well as differences in motivations to continue volunteering as a function of age and region, were found.

The findings support integrating a psychological, functional perspective with contextual and situational factors when considering volunteer motivations.

This study suggests a comprehensive understanding of fire service volunteer motivations and informs improved recruitment and retention practices.

The purpose of this paper is to explore the connection between motivation and the continued commitment of volunteer firefighters.

This research using a phenomenological approach compares the lived experiences of 17 firefighters from five volunteer fire companies, seeking common themes leading to their longevity with the fire service.

There are commonalities in the reasons the participants joined and remained active in the fire service despite the many hours of ongoing training and commitment and disruptions to their personal lives.

The study focused on firefighters in north central New Jersey and the results might not apply to volunteer firefighters in other regions. The rewards of being a firefighter need to be stressed. The importance of contribution to community early in the firefighter’s career and the evolution to the role of teacher, mentor and protector of other members over time are roles new recruits and existing members identify with that are the core to firefighter commitment.

The findings identify four themes: commitment and giving back to the community, comradery, altruism, and the relationships with family and friends that initially brought the volunteers to their fire company. The findings suggest the importance of these values and the potential to apply them in retaining firefighters.

Evidence suggests that there are distinct reasons that individuals are attracted to the fire service and specific fire companies. Evidence also suggests that the role played by family members influences the level of activity of the volunteer firefighter.

This factor provides evidence behind the motivations of firefighters of diverse ages and backgrounds leading to their commitment to the fire service and their role as volunteer firefighters.

The purpose of this paper is to provide a review of literature about recruitment, retention and resignation among non-career firefighters.

A systematic review was conducted to identify factors associated with the recruitment, retention and resignation of non-career firefighters. The authors divided the results into three topics and four levels for further analysis.

27 articles are included in the review. Most research addresses retention at an organizational level and indicates a link between job satisfaction and factors such as supervisor support, recognition and close relationships within the workgroup. Further, a recurring reason that contributes to resignations seems to be family related (e.g. partner disapproval).

There is a lack of European and Asian research into non-career firefighters. The included research papers generally have low response rates and the sample is often mostly male and Caucasians from a limited area.

The identified factors offer deeper understanding and can help practitioners in their pursuit of the sustainable retention of non-career firefighters.

Because securing adequate numbers of non-career firefighters is important, there is a need to synthesize current evidence to identify and further understand which factors contribute to retention. To the authors' knowledge, this is the first systematic review to synthesize such evidence about non-career firefighters.

Knight's Industrial Law Reports goes into a new style and format as Managerial Law This issue of KILR is restyled Managerial Law and it now appears on a continuous updating basis rather than as a monthly routine affair.

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).

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.

Nobody concerned with political economy can neglect the history of economic doctrines. Structural changes in the economy and society influence economic thinking and, conversely, innovative thought structures and attitudes have almost always forced economic institutions and modes of behaviour to adjust. We learn from the history of economic doctrines how a particular theory emerged and whether, and in which environment, it could take root. We can see how a school evolves out of a common methodological perception and similar techniques of analysis, and how it has to establish itself. The interaction between unresolved problems on the one hand, and the search for better solutions or explanations on the other, leads to a change in paradigma and to the formation of new lines of reasoning. As long as the real world is subject to progress and change scientific search for explanation must out of necessity continue.