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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.

This study examines the relationship of organization-based self-esteem (OBSE) to work-life conflict and enrichment. It considers whether work engagement mediates this relationship and whether organizational support moderates the relationship.

Data were collected from surveys completed by 271 academic life scientists and an MTurk sample of 197 full-time employees.

Overall, OBSE is significantly associated with work-life conflict and work-life enrichment, although the relationships between OBSE and life-work conflict and life-work enrichment were not significant for the academic scientist sample. Work engagement mediated the relationship between OBSE and work-life conflict and enrichment to varying extents. Organizational support moderated the relationship between OBSE and life-work conflict.

The research extends the literature on work-life and life-work conflict and enrichment through demonstrating how personal resources at work, specifically OBSE and work engagement, impact the work-life interactions. It also extends the JD-R theory to show how personal resources may operate sequentially and whether organizational resources may interact with personal resources. Limitations include the lack of longitudinal data and the specific characteristics of the sample.

The results suggest that organizations should institute human resources practices that increase an individual’s OBSE because it is negatively associated with work-life conflict and positively associated with work-life enrichment.

Our research expands the limited study of how personal resources affect work-life conflict and enrichment. In particular, we look at previously unstudied but still important relationships of OBSE with work-life conflict and enrichment and whether work engagement mediates and organizational support moderates this relationship.

This exploratory study focuses primarily on the nature and components of the midlife transition and secondarily considers its antecedents and consequences for a group of 36 professional women who were married, had children, and had enduring careers. In‐depth interviews with these women provided the data for our analysis. The results suggest that age, family characteristics, and employment characteristics influence the transition. In addition, the women rebalance and develop new perspectives at midlife. Components of the resulting internal and external recalibration are identified. This recalibration resulted in increased satisfaction and overall well‐being.

The late 1970s saw a significant change in the management of human resources in organizations. Many new programs have been introduced in such areas as career counselling and placement, employee training and development, job redesign, and alternative work schedules. As the programs are becoming more sophisticated and pervasive throughout organizations, executive involvement in such programs is increasing. Executives must be able to develop and monitor programs which strengthen the fit between employees' needs and those of their organization.

Women on average still have more responsibility for home, family life, and child care than men. Extensive research has focused on the needs of, and support required by, these working women, most often exploring related organizational programs and benefits. This paper attempts to remedy this deficiency by examining the roles women perceive their spouses or partners play in these families in sharing home and family responsibilities and supporting the careers of these women. It explores the differences in the roles that women in early, middle, and late life perceive their spouses or partners play. Differences exist in women's perceptions of how spouses or partners manage family finances, support the women's careers, contribute to household management, and provide interpersonal support. Specific roles and the resulting support are related to the life satisfaction, job satisfaction, and work‐life balance of some but not all cohorts of the women surveyed.

This paper seeks to examine the relationship of a network of social support for midlife women with their attitudes toward work‐family balance and work outcomes, including job satisfaction, organisational commitment, and career accomplishment.

A total of 1,089 women between the ages of 35 and 50 across three organizations were surveyed and then 72 of them interviewed.

Results indicate that the women generally received more personal social support than work‐based social support and more instrumental than expressive support from all sources. Work‐based social support was positively associated with job satisfaction, organisational commitment, and career accomplishment; personal social support was also associated with job satisfaction and organisational commitment. Work‐family balance may partially mediate the relationship between social support and work outcomes.

Much of what is known about work‐life issues centers on the work‐family conflicts of younger women with children. Perceptions are explored of work‐life balance among women at midlife, an understudied population with significant work and personal responsibilities. This study contributes to research by examining the relationships among the full network of social support, work‐family balance, and work‐related outcomes, as well as the nature of this support for working women. The combination of quantitative and qualitative methods provides substantive insights into the complexity of these relationships for women at midlife.

The organization of companies’ information technology (IT) functions has been studied and described in three ways: on a centralization‐decentralization continuum, on the basis of technological architecture, and, for multinational companies, as reflective of their strategic focus. This research proposes a classification of organizational structures based on the tension between business units and IT departments in the delivery of IT services. Using a cluster analysis on a sample of 40 companies having corporate offices in the USA or The Netherlands, it identifies four basic structures or patterns that describe the similarities and differences in the way IT services are handled. The paper then describes the implications of these structures for companies that are considering the redesign or restructure of their information technology function.

Existing research has identified a number of drivers of organizational change, such as leadership, participation, communication, and training. It has typically explored the impact of a single change driver, such as leadership, in a given organizational change, but has not sufficiently explored the relative effect of multiple drivers or their relationship to individual adoption of change initiatives within large-scale organizational change. In this paper we look at the relative impact of four change drivers in a planned organizational change in a large U.S. bank. We used a multi-method research approach, involving survey, interview, and case data, to examine the relative effect of leadership, participation, training, and communication as change drivers and to understand their relationship to individuals' adoption of the change initiatives. Our results show statistically significant differences in the perceived average significance of change drivers to individual adoption of change initiatives and statistically significant differences in their association with individual adoption of change. We discuss our results in terms of contextual vs. individual change drivers, the relationship between change drivers and the stages of change, and the characteristics of change drivers. We conclude with a discussion of directions for future research and change practice.

This study assessed the relevance of Vroom’s expectancy motivational framework in a cross-cultural context. Differences in attitudes for task investment, preferences for work related achievements, and the reward potential of outcomes was assessedwith Australians and Malaysians who were employed in similar work contexts of the beauty care industry. Reasons why the Australian employees reported significantly higher job motivation than the Malaysian respondents were identified by examining the three main components of expectancy, instrumentality and valence, of Vroom’s framework. The study findings are discussed in terms of the implications they have for the necessary organizational development with Australians and Malaysians who were employed in similar work contexts of the beauty care industry. Reasons why the Australian employees reported significantly higher job motivation than the Malaysian respondents were identified by examining the three main components of expectancy, instrumentality and valence, of Vroom's framework. The study findings are discussed in terms of the implications they have for the necessary organizational development of businesses in the competitive Asia-Pacific region.