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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.

Looks at the 2000 Employment Research Unit Annual Conference held at the University of Cardiff in Wales on 6/7 September 2000. Spotlights the 76 or so presentations within and shows that these are in many, differing, areas across management research from: retail finance; precarious jobs and decisions; methodological lessons from feminism; call centre experience and disability discrimination. These and all points east and west are covered and laid out in a simple, abstract style, including, where applicable, references, endnotes and bibliography in an easy‐to‐follow manner. Summarizes each paper and also gives conclusions where needed, in a comfortable modern format.

Through a survey of 200 employees working in five of the thirty establishments analysed in previous research about the microeconomic effects of reducing the working time (Cahier 25), the consequences on employees of such a reduction can be assessed; and relevant attitudes and aspirations better known.

Today, methods and risk analysis tools are used to argue decisions concerning issuance of operating licenses, risk management and development of action and emergency plans. In practice, a company is looking for a tool to help in decision-making and in the development of action plans. Thus, the creation of a safe working environment is essential to a company’s success and is one of the best ways to attract/retain staff and increase productivity. It should then set up a kind of funnel sieve that allows understanding all risks to keep only the most significant, which should be given priority. Thus, global risk management should be based on an accurate diagnosis of all company risks. This diagnosis can be formalized in the form of a risk map. The latter is crucial because it raises the overall risk identification, assessment, prioritization and prioritization of action. It is an essential component of any company’s risk management processes. The objective is to have an overall inventory (entity, system, process, activity, etc.) of the vulnerabilities of all fields of activity. It offers a simple and didactic presentation, giving an overview to decision-makers to guide their strategic choices of action. This mapping is then used to monitor the effectiveness of strategies implemented, forming, in a very relevant tool for communication, the objective assessment of this work. So, the purpose of this study is to describe a methodology for comprehensive risk analysis, called risk map. The purpose of this work is to provide a decision support tool to identify areas of weaknesses to allow setting priorities for action to be undertaken by the company to improve the working conditions by organizational, technical and human solutions while engaging in a process of continuous improvement.

The proposed approach for the development of a risk map comprises five stages: risk identification, where the starting point is the identification of the main company processes or, alternatively, the main company activities; exhibition evaluation, the company counts then evaluate the most important risks that affect their processes or activities and persons; evaluation and prioritization of risks; action plan, the company implements the action plan developed on the basis of the prioritization of risks and the company identifies the solutions implemented to reduce the risk and evaluates; and actions control.

This study allows making an image of overall places with vulnerabilities inside the company by a simple and didactic representation, facilitating the promotion of a culture of communication regarding the company vulnerabilities. The development of this risk mapping allowed the development of a very useful tool of communication on the inventory for formulating a risk appetite and determining the risk profile. It is a tool for decision and action whose purpose is the improvement of working conditions by organizational solutions, technical and human resources for the health and safety of employees while engaging in a process of continuous improvement.

The limitations of this study include the lack of competence in risk concepts. It is enough to have a pludisciplinary team to highlight the various dangers and move to the priorities and engage in a process of continuous improvement.

The approach detailed in this study can be used in any entity. One just needs to have skills.

Low level of work accidents, a pleasant working environment, a very good motivation, a good productivity at work.

This work intends to reflect the concrete situation in which companies face the risks. It is interested in the relations between scientific expertise and the precautionary principle. It is a tool that guarantees the success of any preventive approach in a company. It is a decision-making tool for identifying areas of weakness to establish priorities for action by a company whose aim is to improve the working conditions through organizational, technical and human resources while engaging in a process of continuous improvement.

Workplace silence impedes productivity, job satisfaction and retention, key issues for the hospital workforce worldwide. It can have a negative effect on patient outcomes and safety and human resources in healthcare organisations. This study aims to examine factors that influence workplace silence among hospital doctors in Ireland.

A national, cross-sectional, online survey of hospital doctors in Ireland was conducted in October–November 2019; 1,070 hospital doctors responded. This paper focuses on responses to the question “If you had concerns about your working conditions, would you raise them?”. In total, 227 hospital doctor respondents (25%) stated that they would not raise concerns about their working conditions. Qualitative thematic analysis was carried out on free-text responses to explore why these doctors choose to opt for silence regarding their working conditions.

Reputational risk, lack of energy and time, a perceived inability to effect change and cultural norms all discourage doctors from raising concerns about working conditions. Apathy arose as change to working conditions was perceived as highly unlikely. In turn, this had scope to lead to neglect and exit. Voice was seen as risky for some respondents, who feared that complaining could damage their career prospects and workplace relationships.

This study highlights the systemic, cultural and practical issues that pressure hospital doctors in Ireland to opt for silence around working conditions. It adds to the literature on workplace silence and voice within the medical profession and provides a framework for comparative analysis of doctors' silence and voice in other settings.

The objective of this paper is to analyse the role of adverse working conditions in the determination of individual wages and job satisfaction in the Finnish labour market.

The paper uses estimation of econometric models for wages and job satisfaction scores by using the Quality of Work Life Survey of Statistics Finland.

The paper finds that adverse working conditions have a very minor role in the determination of individual wages. In contrast, adverse working conditions substantially decrease the level of job satisfaction and the perception of fairness of pay at the workplace. This evidence speaks against the existence of compensating wage differentials, but is consistent with the view that the Finnish labour market functions in a non‐competitive fashion.

Provides useful information for improvement of working conditions.

Very few papers have analysed the data sets that include, besides wages and job satisfaction scores, detailed information on several different aspects of self‐reported working conditions at the workplace, not just conditions typical of some occupations or industries.

In the highly developed industrial societies of the West, several major social aspirations advanced by workers, which still appeared unattainable at the beginning of this century, have been fulfilled; foremost among these are adequate incomes, and a high degree of leisure and social security. Demands now appear to be turning towards new goals. What goals? But more important still is to know what vision of a better working world is apparent behind the new desires. In any event, interest is being concentrated even more clearly on one particular demand, namely for the adaptation of work and forms of work to changing human requirements. This demand is furthered by public discussion and dominates all others. This has led to reflection on the new design of work and its content, in order to arrest and counteract the seemingly implacable process of division and fragmentation of work. Alternative forms of work organisation seem capable of meeting this desire for qualitative improvement of working conditions, for greater quality of life at the workplace. Will it prove possible to make work more meaningful and thereby to open up greater prospects for self‐fulfilment in work? Does this also produce a greater degree of job satisfaction? Is job satisfaction perhaps even the fourth great social aim of our century? Is the current which impels these ideas finally leading to a new industrial revolution, based on social principles?

Given the continued growth in the globalization of production, working conditions in global supply chains have come under increased scrutiny. Although there has been much debate about corporate codes of conduct and monitoring procedures, the question of how buyers influence their suppliers’ working conditions at the factory level remains poorly understood. Using a unique data set based on monitoring by the International Labour Organization (ILO) and original survey data collected in Cambodia's garment sector, this study shows that the main channel linking buyers and supplier compliance performance is the nature of their relationships. Market-based relationships mediated through sourcing agents are systematically associated with poorer compliance performance. In particular, when a reputation-conscious buyer is sourcing from a factory, it has a positive effect on compliance, and their presence appears to condition relationship variables. Deterrence and learning channels are not supported by the evidence. The findings signal the need to pay more attention to the nature of buyer–supplier relationships if we seek to improve labor standard compliance. Market-based relationships motivate neither buyers nor suppliers to invest their time and resources to tackle the root causes of poor working conditions. Rather, the results here indicate the need to develop collaborative relationships marked by open dialogue, trust, and commitment, which in turn help to foster an environment supportive of continuous improvement in working conditions.

The purpose of the article is to show, through a case study, that the reasons motivating members and non‐members of a quality circle to improve quality are not limited to those formulated in the literature. We thereby concur with Fiona Wilson who, in an article published in a recent issue of Employee Relations, showed that the psychological reward is not enough. In the workshops under study, members and non‐members obtained better working conditions – for example lay‐offs have stopped, transfer of employees from one workshop to another or from one job station to another is a thing of the past – by improving quality through the direct impact that their action was having on the organisation′s position in the market and, consequently, on the increase of production volumes.

Standard neoclassical theory argues that an economy is negatively affected by increased labor rights and power since it is assumed that economic agents are always x‐efficient; performing at the height of efficiency. However, a behavioral model of the firm suggests that more rights and power, with its positive impact on labor standards, need not produce the deleterious results predicted by conventional economic wisdom, due to their productivity‐efficiency enhancing impact on the firm. This suggests that we should not assess the impact of enhanced labor power and control in terms of a zero sum game. It is possible to have both equilibrium improvements in working conditions and economic prosperity, with the former contributing to the latter.