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With the development of China's economy, more and more Chinese researchers in HR field try to explore suitable policies and practices from China's realities. Researchers have spent considerable efforts to identify means of using human resource management practices to effectively utilize human capital. At the same time, it has been well recognized that organizational justice plays a critical role in effective management of employees' attitude and behaviors. The purpose of this paper is to demonstrate a framework for matching organizational justice and employment mode.

Quantitative research method is used in this study. Base on literature review of organizational justice, HR architecture social exchange and so on. The study tries to find out the relations between organizational justice and employment mode.

The study integrates these two seemingly disparate streams of research, and put forwards a framework for matching organizational justice and employment mode. Different groups of employees are managed differently and may require different organizational justice styles, and organizational justice styles should be consistent with the underlying objectives and psychological contracts underlying different employment modes.

The study tries to make organizational justice strategies match with employment modes and it is an attempt to use organizational justice to manage different employee groups from contingent and deploying perspective.

The Affirmative Action (Equal Employment Opportunity for Women) Act 1986, requires all private sector employers in Australia with more than 100 employees to report annually on programmes they have developed to improve women′s employment opportunities. A criterion sampling approach was used to identify organizations whose public reports to the Affirmative Action Agency in 1992, contained at least some evidence of affirmative action programme development. There were 288 organizations identified in this way. The employment profiles of these 288 organizations for the period 1991‐1993 are compared with a random sample of another 288 organizations reporting to the agency over the same period. There are no clear conclusions which can be drawn from the employment profiles. What does emerge from the analysis is that simple quantitative measures of the effects of affirmative action are clearly inadequate to capture women′s employment experiences.

The purpose of this paper is to examine trends over time and geographical variation in rates of paid employment amongst working age adults with learning disabilities receiving long-term social care in England.

Data were drawn from NHS Digital adult social care statistics examining paid/self-employment for working age (18-64 years) adults with learning disabilities known to social care (2008/2009 to 2013/2014) or receiving long-term social care (2014/2015 to 2016/2017).

In 2016/2017, councils reported that 5.7 per cent of working age adults (7,422 people) with learning disabilities receiving long-term social care were in paid/self-employment, with higher employment rates for men than women and most people working less than 16 hours per week. Paid employment rates seem to be slightly declining over time, and there is wide variation across councils in reported paid/self-employment rates.

Despite good evidence for the cost effectiveness of supported employment support, employment rates for adults with learning disabilities receiving long-term social care remain extremely low.

This paper presents in one place statistics concerning the paid employment of working age adults with learning disabilities in England.

Recognizes that the employment service is an industry in which the employment agency is now more than just a service – it is now a business. Acknowledges that human resource management planning is key to match employee competency for an employer, as without employees nothing gets done. Looks at what employment agencies provide, e.g.: regular employment; contract services; temporary to hire; and payroll services. Concludes that employment agencies and human resource professionals should be in tandem to help the organisation to best use its process for change continuously.

The Secretary of State in exercise of his powers under section 8(2) of the Employment Medical Advisory Service Act 1972 and of all other powers enabling him in that behalf, hereby makes the following Order:—

This article assesses the specific employment opportunities for women in the retail superstore. The result of a sample survey (part of a wider study of retail employment) are compared with the responses to comparable questions from the Department of Employment survey of the late 1970s. The focus is on three areas: occupational segregation in a changing retail environment; female employment and life cycle stage; and female attitudes towards employment.

Part‐time employment has expanded across most OECD countries over the past 25 years. Over the last two decades the Australian part‐time employment share has more than doubled to be around 26 percent of the workforce. This paper examines the growth in part‐time employment in Australia and in other OECD economies. In particular we are interested in assessing the extent to which global pressures, as represented by industry restructuring, provide a common explanation for the growing share of part‐time employment. Using shift share analysis the results suggest that industrial restructuring effects do explain some of the growth in part‐time employment, but more important is the growing intensity of part‐time employment across all sectors. This suggests that workforce feminisation, employer strategies and systems of labour regulation also require examination.

Britain is currently undergoing a severe economic recession which has increased the number of registered unemployed to over 3 million. Employment has fallen dramatically, with certain manufacturing industries recording employment declines of over 40 per cent since 1978. This article examines recent trends in retail employment and is based on a more detailed paper on retail employment and the recession presented to the Annual Conference of the Institute of British Geographers in January.

Discusses the increase in self‐employment in the UK over the past decade. Presents the results of a cross‐sectional, comparative, static analysis of the determinants of self‐employment using data on the UK counties. The results suggest that greater attention should be paid to non‐economic factors for self‐employment.

The article assesses the direct and indirect impact of a major redundancy on local unemployment. The extent of these effects depends on the way in which the local labour market adjusts. Two hypotheses are considered. (1) that the redundant workers displaced other labour market participants from work; and (2) that self‐employment assisted the process of labour market adjustment and, therefore, reduced both the direct and indirect effects of the redundancy on unemployment. The data for the research are taken from a survey of workers made redundant, in May 1985, from the Michelin tyre company based in Stoke‐on‐Trent, England. The results suggest that displacement took place in the manufacturing sector of the local economy, but that self‐employment was important in easing the “dynamic” adjustment of the post‐redundancy labour market. Policy makers should recognise that a part of the adjustment process is the use of self‐employment as a temporary employment state.