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The paper examines the approach of United Kingdom (UK) Trade Unions to the use of institutional power resources (IPR) in the second half of the twentieth century.

Using secondary material, it examines the unions' approach to IPR in three cases; collective bargaining; worker representation and trade union structure.

The paper concludes that unions did not appreciate the importance of, and lacked a strategic approach to, IPR. Although employer and government action were largely responsible for the decline of industrial relations institutions, the failure of the unions to engage with IPR contributed to this process. It explains the failure of the unions to engage with IPR by reference to their lack of strategic capabilities and skills in relation to power resources (PRs) in general and IPR in particular.

It would have been interesting to collect primary data via interviews with union actors from the period examined to test the interpretation of secondary data contained in the article.

The paper has identified the kind of strategic decision-making which is necessary for unions to engage effectively with IPR. It is has also indicated the key skills which unions need to develop to be able to manage their engagement with IPR.

The paper has implications for the role of trade unions in society, showing the need for them to develop narratives to convince society of the importance of their role and action and to develop the skills which enable them to connect with other social groups, e.g. intermediation, engagement with coalitional resources.

Analysis of the decline of industrial relations institutions in this period has emphasized the role of employers and the state. This paper contributes to a more balanced perspective on this decline by drawing attention to the lack of a union strategy towards IPR and the importance of the detail of the management and employment of power resources.

This paper discusses how the Heritage Place Lab (HPL) Pilot Phase, led by International Centre for the Study of Preservation and Restoration of Cultural Property (ICCROM) and the International Union for Conservation of Nature (IUCN) (2021–2022), supported La Antigua Guatemala (LAG) World Heritage Site as a case study to identify research gaps to strengthen HPL's management through a collaborative process between research and practice teams.

A qualitative method was adopted that followed the collaborative process proposed for the HPL Pilot Phase. An adapted version of the Enhancing Our Heritage (EoH) Toolkit 2.0 (forthcoming) was applied. The HPL served as an incubator for on-going research projects, with LAG acting as one of eight case studies.

To achieve sustainable development at the site, strengthening the governance model is a priority. This should focus on adopting a more comprehensive management approach that includes the surrounding areas and new values that have been identified since the approach's inscription in 1979 as well as addressing the impacts of climate change.

The study finds that this task is essential to widely disseminate and follow up the findings made between researchers and site managers as well as to propose a new governance model alongside associated changes in conservation and municipal and national legislation. Therefore, long-term political support and commitment from institutions, authorities and stakeholders involved in the management and conservation of LAG will be essential.

All sectors and institutions in the local community should be involved in the conservation and development of LAG and its surrounding areas. Local communities should benefit from a more effective and inclusive model of governance that recognises and enhances the communities' values as part of communities' identity and quality of life. Climate change mitigation and risk-prevention programmes should also be put in place.

To date, research in LAG has been disparate and has not responded to LAG's management needs that result from LAG's complexity as a living historical city. This paper demonstrates the contribution that collaborative work can make between researchers and site managers to identifying, prioritising and proposing solutions to the challenges facing World Heritage Sites.

Considering environmental, social and governance (ESG) factors is vital in climate change mitigation. Energy companies must incorporate ESG into their business plans, although it unquestionably affects their corporate financial performance (CFP). This paper aims to investigate the effect of ESG on energy companies’ profitability through return on assets by analysing the combined score and individual dimensions of ESG.

The study examined a panel data sample of 911 firm-year observations for 85 European energy-sector companies during 1995–2020. Two distinct modelling specifications were applied to explore the impact of ESG components on the CFP of EU energy companies. The financial data and ESG scores were obtained from the Thomson Reuters Eikon database in July 2021.

The empirical findings revealed that energy companies’ profitability is marginally and negatively affected by their ESG performance. Whereas independent evaluation of the ESG subcomponents indicated that environmental responsibility has a significant negative effect. In contrast, corporate social and governance responsibilities are positively but not significantly associated with the company’s CFP.

This study fills a research gap in the ESG–CFP literature in the European energy sector, a pioneer in sustainable development. To the best of the authors’ knowledge, this study’s originality lies in its analysis of ESG factors’ role in profitability by considering different EU countries and energy sectors.

The global resolution of embracing dynamic and intertwined production systems has made it necessary to adopt viable systems like circular economy (CE) to ensure excellency in the business. However, in emerging countries, it is challenging to implement the CE practices due to the existing problems in the supply chain network, as well as due to the vulnerable financial condition of the business after the deadly hit of COVID-19. The main aim of this research is to determine the barriers to implementing CE considering the recent pandemic and suggest strategies to organizations to ensure CE for a cleaner environment and greener economy.

After an extensive literature review and validation from experts, 24 sub-barriers under the class of 6 main barriers are finalized by Pareto analysis, which is further analyzed via the best-worst method to determine the weight and rank of the barriers Further, fuzzy-Technique for Order of Preference by Similarity to Ideal Solution (TOPSIS) method is used to rank the proposed startegies to overcome the analysed barriers.

The results identified “unavailability of initial funding capital”, “need long time investment”, “lack of integrating production system using advance technology” and “lack of strategic planning” as the most acute sub-barriers to CE implementation. Further, fuzzy TOPSIS method is used to suggest the best strategy to mitigate the ranked barriers. The results indicated “integrated design facility to CE”, “ensuring large scale funding for CE facility” as the best strategy.

This study will motivate managers to implement CE practices to enjoy proper utilization of the resources, sustainable benefits in business, and gain competitive advantage.

Periodically, a lot of work is done on CE practices but none of them highlighted the issues in the domain of the leather products industry (LPI) and COVID-19 toward achieving sustainability in production and consumption. Thus, some significant barriers and strategies to implement CE for achieving sustainability in LPI are highlighted in this study, which is a unique contribution to the literature.

The purpose of this paper is threefold. First, to explore the importance of specific work environment facets for the overall job satisfaction (JS) of primary full-time permanent teachers (PTs) and substitute/temporary teachers (STs). Second, to highlight the similarity or difference in JS patterns among PTs and STs. Third, to provide guidelines for effective evidence-based human resource management (HRM) interventions targeting to boost PTs and STs JS levels by considering: (1) the perceived importance of individual work facets for them and (2) the school's performance in providing a satisfactory work environment.

Data on overall and important JS facets (i.e. satisfaction with opportunities for self-fulfillment, work intensity/load, salary/income, leadership and collegial relations) were collected from a sample of 438 PTs and STs in Greece. Moreover, MUSA, a method that combines Multi-Criteria Decision (MCDA) and Importance-Performance Analysis (IPA), was applied to uncover the critical work environment facets of PTs and STs overall JS that call for interventions.

The findings suggest that PTs seem to value, more than STs, the transactional and economic aspects of the school environment. More precisely, on the part of PTs, self-fulfillment and salary/income are the main contributors to their JS, whilst leadership is the least important facet of JS. For STs self-fulfillment and collegial relationships are the aspects of work that contribute the most to their overall JS, whilst salary/income is the least important contributor. The study results further indicate that self-fulfillment is the strong attribute of Greek schools' work environment in boosting TJS regardless teachers' status, whilst salary/income and workload are potential threats.

It is one of the few studies that provide insights into the differing JS patterns of STs and PTs through the application of a MCDA/IPA method. Therefore, it offers evidence-based guidelines that take into consideration both the school's performance (overall and facet JS) and importance of core aspects of the work experience for STs and PTs.

The article considers the utility of a pluralist perspective in the context of current debates around UK corporate governance reform. Oxford School pluralism advanced both a description of how industrial relations (IR) operated in practice plus a prescription for how it should operate. Whilst economic conditions are different today, a pluralist framing provides not only a useful way of understanding interests in firm governance (description) but also a solid grounding for a pragmatic reform agenda (prescription).

Drawing from key texts in the field, the article considers core concepts within pluralist discourse and discusses their relevance to contemporary policy debates.

The article provides a short outline of recent economic and political developments and considers how a pluralist framing helps explain firm-level interests, challenging the dominant narrative of shareholder primacy. It then asks what policy interventions might flow from this analysis of capital and labour investments, and how feasible they are in the current UK context. This allows a discussion of levels of analysis (evident in materialist theories such as “radical pluralism” and the “disconnected capitalism thesis”). Finally, it reflects briefly on the links between corporate governance and wider patterns of inequality, suggesting the pluralist position is consistent with a Durkheimian sociology focusing on the potential in state-led regulatory interventions to tackle anomie and strengthen social solidarity.

The article brings together literature from what are often treated as relatively discrete areas of enquiry (employment relations and corporate governance) and also considers the public policy implications of these connections.

The paper aims to explore the role of union strategic influence on the adoption of High Performance Work Systems (HPWS) in organisations and examines how the effects of job security and then in turn the industrial relations climate, mediate this relationship in a serial manner.

The research analyses an original quantitative survey of union negotiators and representatives in 382 workplaces in England. The analysis employs structural equation modelling techniques to examine the relationships between union influence, job security, industrial relations climate and HPWS.

Union strategic influence has a positive effect on the take up of HPWS in unionised workplaces. Job security and the industrial relations climate demonstrate a serial mediation effect between union strategic influence and the take up of HPWS: union strategic influence has a positive effect on job security, which in turn positively impacts the industrial relations climate, thereby increasing the likelihood of the adoption of HPWS. The findings for the industrial relations climate are particularly strong.

Findings suggest that organisations will benefit from focussing on the development of positive industrial relations, where unions have genuine strategic influence, because this maximises the likelihood that HPWS can be adopted and sustained.

The paper provides a novel focus on the take up of HPWS within unionised workplaces. It focusses on the role of union strategic influence and the mediating effects of job security and the industrial relations climate, which are contextual factors that have been underexplored in the HPWS literature to date.

This article aims to link discussions of the role of earnings-related pension measures with time in Hong Kong (HK) and the United Kingdom (UK). It presents a new conceptual “time-based framework” to explore two related types of government response to the way people accumulate pension incomes through participation in paid work. The first is to consider governments' perceptions of appropriate time in work and retirement. The second is to consider how governments use pension measures to influence the connection between the amount of time people spend in paid work and retirement.

This is a conceptual paper. The time-based framework is developed using literature concerning discretionary time and the social construction of time. To explore the empirical significance of this framework, the authors discuss how it can be applied to the analysis of earnings-related pension measures in HK and the UK.

The evidence generated from the discussion of the earnings-related pension measures in HK and the UK shows that pension policies can serve both as a financial and time instrument. At the same time as influencing the connection between the amount of time people spend in paid work and the pensions they can accumulate, pension policies can be used to convey the government's views on important time issues, namely the appropriate length of time in work and retirement, and the relative value of the time spent in paid work and providing informal care.

A new framework is developed to explore the connection between the studies of earnings-related pension measures and time, which is an understudied area.

This paper draws on the results of telephone surveys conducted to assess the impact of the coronavirus disease 2019 (COVID-19) pandemic on the young people of two longitudinal cohorts (aged 19 and 26 years old at the time) of the four countries that participate in the Young Lives research programme: Ethiopia, India, Peru and Vietnam. We first review the pandemic experiences of these four countries, which differed significantly, and report on the responses of the individual young people to the pandemic and the measures taken by governments. Our main focus is on how the pandemic and policy responses impacted on the education, work and food security experiences of the young people. Unsurprisingly the results show significant adverse effects in each of these areas, though again with differences by country. The effects are mostly more severe for poorer individuals. We stress the challenges that COVID-19 is creating for meeting the United Nations’ Sustainable Development Goals, in particular in making it more difficult to ensure that no one is left behind.