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This paper examines how soft skills training for owner-managers affects the financial performance of exporting small and medium-sized enterprises (SMEs). Furthermore, the authors examine the differential influence of specific owner-manager skills, such as “team working skills”, “technical skills” and “leadership skills”, on performance.

The paper utilises the Longitudinal Small Business Survey, which is a nationally representative employer dataset of UK SMEs with up to 249 employees, including those with no employees. The dataset contains information on firms' turnover, export status of goods or services and training provision for employees or owner-managers.

The results suggest that owner-manager's training has a positive effect on turnover in non-exporting firms. Moreover, a combination of soft and hard skills is associated with higher turnover in exporting firms. Amongst the specific skills of owner-managers, training on “team working” has the most significant impact on exporting SMEs' performance.

The authors' findings imply that managerial training to develop soft skills such as leadership, decision-making and communication is a worthwhile investment. The knowledge that owner-managers acquire through soft and hard skills training enables them to develop essential internationalisation competencies. Moreover, the authors demonstrate that teamwork is a significant predictor of performance.

The authors contribute to the literature by examining the role of owner-managers' training in shaping internal systems, structure, processes and internationalisation strategies, thus affecting SMEs performance. The authors' also provide a nuanced analysis of how various types of soft and hard skills underpin the successful implementation of internationalisation initiatives.

The purpose of this paper is to contribute to ongoing debates regarding the human resource management (HRM)-firm performance relationship. In seeking to provide a more complete picture of the relationship, the paper discusses the existing literature and proposes an integrative framework that draws upon different literatures and multiple theoretical perspectives.

This review includes nearly 100 research studies published in this field. The review includes papers published in mainstream HRM journals and broader management journals with strong ties to HRM literature. Importantly, the paper also identifies a gap – a missing link – that concerns the importance of incorporating insights from corporate governance (CG) literature when considering strategic HR decision-making.

A significant contribution of this paper to theory is to propose an integrative framework that conceptualises the elusive relationship between HRM and firm performance, and which draws on different literatures and multiple theoretical perspectives in to offer more holistic insights into the relationship. The paper discusses the implications of the integrative perspective for theory and practice.

This paper argues that one of the main stumbling blocks for developing a better understanding of the mechanisms through which HRM creates value in an organisation is the fragmentation of the HRM literature between “HR as practices” and “HR as the department/profession”, as well as a tendency to neglect insights from the CG literature.

Describes the author's work on the development of fibre sensors and networks for monitoring trace gases such as methane, acetylene, carbon dioxide, carbon monoxide, hydrogen sulphide and for detection of spills of gasoline, diesel and organic solvents, all of which are important in environmental and safety management. As an example, a 45‐point fibre optic sensor network has been installed on a landfill site to assess the distribution of methane generation across the site. System operation is based on near‐IR absorption and is currently being extended to monitor other gases such as carbon dioxide and hydrogen sulphide. Concurrently, research is being conducted on fibre lasers for the realisation of multi‐point, multi‐gas monitoring systems. Based on other principles (periodic micro‐bending loss effects), detection of hydrocarbon fuel spills has been demonstrated at multiple locations along the length of a specially designed fibre optic cable using standard optical time domain reflectometry (OTDR) measurements.

This paper aims to, drawing from Adorno et al.’s (1950) The Authoritarian Personality, explain why some workers reject participation in decision-making on principle, preferring instead to defer to managerial authority and remain silent.

The paper reviews the literatures on employee voice and silence and then builds a conceptual framework that can be used to explain employee silence in relation to personality structures.

It is argued that some employees have personality structures that make them more susceptible to anti-democratic thoughts. Potentially fascistic personalities, as measured by the F-scale, are expected to derive pleasure in submission to the will of management.

The paper has implications for political and social psychologists, especially those seeking to understand how best to promote employee voice in the workplace.

This study makes an original contribution to the employee voice and silence literatures by being among the first of its kind to examine the political psychology of fascism in the micro-context of the workplace.

The purpose of this paper is to explore the evolution of “product‐service” (P‐S) strategies in the aerospace sector. Despite the widespread perception that aerospace organisations are advanced in terms of P‐S integration, little is known about the realities of P‐S provision in the sector. Much of the existing literature is normative and prescriptive, focusing upon what organisations aspire to do, but offers little insights into how attempts to integrate products and services occur or the challenges organisations encounter.

This paper presents an in‐depth case study of an international aerospace original equipment manufacturer, referred to as “JetCo”. A total of 18 interviews were conducted with key actors involved in the operationalisation of P‐S strategy within defence aerospace and civil aerospace divisions. In addition, analysis of internal company documentation was also undertaken.

This paper reveals that current P‐S strategy, which builds upon a long history of service offerings, initially evolved separately in each division in response to the particular markets in which they operate. However, there was evidence of a corporate‐wide strategy for P‐S provision being developed across divisions to improve co‐ordination. This was founded on the recognition that P‐S delivery requires the development of a stronger customer orientation, better knowledge and information management strategies and the engagement of employees. A key challenge concerned integrating the product and service parts of the business to ensure consistent delivery of a seamless value offering to customers.

The paper offers fresh empirical evidence into the development of P‐S in an organisation drawn from a sector often flagged as an exemplar of P‐S provision, and provides insights into the complex realities of P‐S implementation and delivery. Notably, it highlights the challenge of attempting to embed an organisation‐wide “service culture” in pursuit of integrated P‐S delivery, and questions the nostrums and overly simplistic models which pervade the current solutions discourse.

This paper presents the findings of a case study undertaken in a UK utility company, referred to as Energy Co. The main aim of the study was to assess how the agreement of a partnership arrangement in 1995 had affected the conduct of employment relations. The study found that partnership was born out of a poor industrial relations climate, and driven primarily by management. They hoped that it might improve industrial relations, raise employee commitment, inform and educate the workforce, and increase employee contribution. Partnership was not intended to encourage joint governance or power sharing. In practice, partnership combined direct employment involvement (EI) such as team briefing and problem solving groups, with representative participation through a formal partnership council system. Management suggested that, on balance, partnership had been successful, with benefits including improved industrial relations, quicker pay negotiations and increased legitimacy of decision making. It was also suggested that there was a positive link – albeit indirect and intangible – with organisational performance. Union representatives also proposed that partnership was a success, citing benefits including greater access to information, greater influence, inter‐union co‐operation, and more local decision making. Employee views were more mixed. There was also clear evidence of several tensions. Four were particularly noteworthy: employee apathy, management‐representative relations, employee‐representative relations, and the role of full‐time union officials (FTOs). Despite espoused partnership, management hostility to unions was evident, and a preference for non‐union employment relations clear. Consequently, the future of the partnership in its current form is uncertain.