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Foreign direct investment was obviously going to be central to the economic regeneration of the transition economies of Central and Eastern Europe. However, the demise of the formerly centrally‐planned system was accompanied by the widespread collapse of the old union structures. While these have been replaced, at least in part, by a spontaneous growth of new unions, they have a limited membership and are fragmented in their organization. The usual result is that multinational companies need exhibit little concern regarding the views of their acquired workforce. This paper highlights the rather exceptional case of the Hungarian airline industry in which a moribund, albeit new, union was revitalised to the extent of being able to challenge successfully the overseas employer of its members. While to date unusual, the example may offer lessons for worker organizations throughout the region.

The purpose of this paper is to better understand the tourism experience of millennials by connecting their value orientations to the meaning that they give to travel. In doing so, it also aims at discovering profiles of young tourists that can be targeted both now and in the future by tourism organisations.

A survey based on validated scales reached 423 Dutch millennials. An integrated multidimensional research strategy has been applied where models that reduce the gathered data to fewer components (principal component analyses) were followed by a cluster analysis.

Ten value orientations (Schwartz, 1994) and four travel meanings have been identified. By combining these ten value orientations and four meanings, nine clusters have been identified representing groups of millennial tourists with different needs. For example, while two clusters fit into the popular description of young travellers seeking only unpretentious enjoyment, millennials represented in two other clusters are strongly motivated by self-transcending values, distance themselves from the travel meaning escapism and relaxation and will therefore not positively respond to a merely hedonic travel offer.

Replication of this research is recommended in other national contexts, possibly using a longitudinal approach.

The nine clusters should be approached with a dedicated travel offer. In particular, at least two clusters of millennials may be successfully approached with a sustainable tourism offer.

The combination of value orientations and travel meanings portrays a detailed and realistic picture of the tourism experience looked for by millennials.

Authors frequently discuss and provide examples of doing history in the social studies classroom. Few focus, however, on allowing students to predict the outcome of historical events before learning what actually happened. In this article, I describe an activity allowing students to make their own predictions informing their understanding of the historical events related to Articles of Confederation. I developed this strategy based on my evolving understanding of how to bring historical thinking into the classroom. I discuss adding the concept of prediction to a previously published lesson plan and how, during my subsequent year in the classroom, I enriched the lesson to elicit student empathy. Finally, the article offers suggestions for teachers developing their own lessons incorporating student predictions.

The purpose of this paper is to build a model of mergers and acquisitions (M&A) performance drawing from the concept of organizational identity theory. The paper proposes that successful performance of an M&A is dependent upon two things, namely, the alignment of the organizational identities of the two merging firms and the method used to integrate them.

This is a conceptual paper based on current research and uses multiple real-world examples of M&A to elaborate the proposed model and highlight scholarly and practical implications.

The paper explains that the similarity of the identities of the merging organizations has a significant impact on the performance of the combined entity. Furthermore, the integration method used by the merged firms influences the success of the merged entity. The use of an identity approach helps unravel new variables impacting M&A performance.

A limitation of the paper is that it does not address how, over time, identity management can overcome the resistance of two merging entities. In addition to testing the proposed relationships, further research can explore these identity dynamics in unraveling an M&A performance.

This paper highlights the importance of evaluating identity as an element of an M&A due diligence. Practitioners should be aware of the dangers of signaling one identity integration strategy but using contradictory actions in implementation.

Given the importance of identity in a variety of organizational outcomes, the paper is timely in integrating the organizational identity (OI) concepts in understanding M&A performance issues.

Given the importance of identity in a variety of organizational outcomes, the paper is timely in integrating the OI concepts in understanding M&A performance issues.

This chapter reflects on the challenges of connecting global leadership practice and theory through an academia-practitioner research project focused on global/international managers in Danish businesses in and outside Denmark. Based on research and dissemination activities conducted (in part by the authors) as part of the project and the associated cocreative forum, Global Leadership Academy (GLA), four learning points for global leadership development practice will be presented. Considerations for engaging global managers, particularly from small and medium-sized enterprises (SMEs), are discussed and implications for educational practice are provided. Specifically, issues concerning the challenges of self-identification of global managers, differentiation of types of global leadership roles and the contextualization of global leadership are discussed. This chapter is targeted toward faculty, consultants, trainers, and program designers (full-time or postexperience learning) seeking to design, recruit participants, and foster a meaningful global leadership learning experience for postexperience learners and global practitioners.

The purpose of this paper is to present the actors, institutions and changing rules of the French system of industrial relations (IR). It questions whether the traditional view of the French model as “state-centric” is still adequate.

Based on institutionalist IR theories of social regulation and neocorporatism, the paper analyses the evolution of the French IR system from a “State-centric” model to the development of collective bargaining, both at the sector and company level, as well as of tripartite concertation.

Initially based on adversarial relations between trade unions and employers, compensated by strong state interventionism, the French IR system has experienced a series of reforms, adopted under the pressure of the unions in the 1980s and mostly under the pressure of the employers’ organisations since the turn of the century. These reforms boosted collective bargaining at the workplace level and tripartite concertation at the peak level. The paper analyses the limits of both developments and explains why a reversal of the hierarchy of norms was imposed in 2016 by law without prior concertation.

The paper presents an original explanation of the change of the initial French IR model, stressing the importance of power relations and the role of IR experts in the different reform moments.

Parties:‐ and Steel Trades Confederation and Iron and Steel Trades Employers' Association

Some Trends in the Pay Methods in Sweden SAF, the Swedish Employers' Confederation, organises 39 employer‐branch‐federations in the private sector and covers about 1,400,000 employees. The largest federations are the Swedish Engineering Employers' Association with 333,662 employees, the Swedish Commercial Employers' Association with 184,213 employees and the General Group of the Swedish Employers' Confederation with 125,042 employees. It is common to divide the branch‐organisations into three sectors:

This article explores two related facets in the history of international teacher union organisations. First, a basic overview is provided of the history of a number of these networks, beginning in Europe well before 1900. Secondly, this exploration will then focus on one particular group ‐ the WCOTP (the World Confederation of Organisations of the Teacher Profession), and specifically its activities during the 1950s and 1960s. This organisation, like its counterparts, was actively involved over its entire history in discussing and promoting a wide variety of issues and activities relating to public education. However, it was also involved in more partisan political activities, in the context of its Cold War engagement with national teacher organisations globally. Drawing on the work of Claus Offe, Maria Elena Cook and Kim Scipes, the article explores these intra‐ and inter‐union affairs, relations with state apparatus, and raises questions about the overarching nature of teachers’ work.