The transition from school to work: a European perspectiveIn general, a person's employment and educational biographies do not alwaysrun smoothly and in only one direction. Interruptions often occur, or theindividual may begin to move in different or new directions

Examines change in the further education (FE) sector since the incorporation in 1993 and its effects on aspects of human resource management (HRM) and, in particular, on employee relations. Argues that change was forced through in FE to a greater extent, and in a more compressed period of time,...

Examines the context of the voluntary sector and its impact on organisational processes. Provides a selective overview of traditional literature on change management and assesses its relevance for the voluntary sector. Investigates alternative models that could facilitate understanding of change...

Numerous management commentators have suggested that the 1980s have witnessed considerable change in employee relations at establishment level in Irish organizations. However, much of this analysis has been quite vague on the precise nature of such change. Employee relations management in...

Describes some characteristics of Danish human resource management and analyses recent trends that point towards future practices and HRM concepts. Presents a theoretical framework in which the HRM of the 1990s can be understood, based on empirical research in a number of Danish companies from...

The 1980s has been viewed as a period of considerable change in industrial relations. The transformation of the global market and new style management practices have raised important questions regarding the extent and character of continuities and discontinuities. Much emphasis has been placed...

During 1990, one of the largest service sector companies in the UK was in the process of implementing major change. Top management believed that total quality management (TQM) was an appropriate vehicle for such change. However, the research suggested that the quality objectives of the...

This article highlights the fact that in an attempt to cope with the turbulence and hostility which characterize their operating environments, many public sector organizations have embarked upon far‐reaching programmes of unsettling strategic change. These programmes often exhibit features of...

Purpose – The purpose of this paper is to examine how frequency of change (FC) in organizations and impact of change (IC) influence the employee behaviors, i.e. exit, voice, loyalty, and neglect (EVLN) through psychological contract fulfillment (PCF) as a mediator. The moderating role of...

The perspective and concern considered here is the internal‐subjective evaluation of HRM effectiveness. This involved investigating managers’ and employees’ perceptions about standards of HRM and of the work of human resources (HR) staff in their own organizations. Survey research...