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Article is dedicated to examination and analysis of the construction of the
information model «social explosion», which corresponds to the newest «colored»
revolutions. The analysis of model makes it possible to see effective approaches to the
initiation of this explosion and by the use of contemporary information
communications as honeycomb connection and the mobile Internet.

The industrial relations models among the EU/EES countries vary widely. The Nordic model of self-regulation contrasts sharply to French state extension of collective agreements and minimum wage set by the state. While social dialogue often refers to tripartite negotiations, bipartite collective bargaining is characteristic of self-regulation. Swedish self-regulation is the most far-reaching among the Nordic countries, as state intervention is less common than in Denmark, Finland and Norway. In most EU/EES countries, in particular the new Central and Eastern European member states and Greece, union power is undermined by declining union density and shrinking coverage of collective agreements. In many cases, international organisations pushed through "structural reforms" weakening trade unions. The result is decreased bargaining capacity at industry level and difficulties in avoiding downwards derogations at company level. Even in some core eurozone countries governments have carried through "internal devaluation" to restore competitiveness. High union density (Finland) or high union mobilisation capacity (France) could not prevent this development. The economic performance of a country and degree of globalisation, including the absence of a national currency, appear more important. Swedish union density is still among the highest in the world but has declined considerably in the last twenty years. As a strongly export-dependent country dominated by large transnational groups, is Sweden very exposed to globalisation. This has shifted the balance of power to the advantage of transnational companies, and by that circumscribed the unions' efforts to achieve developing jobs and improved working environment.

The reasons why supervisory/line management relationships are one of the most frequently cited causes of workplace negative emotions are poorly understood. Existing research on emotions at work provides some clues but largely omits the role of relational context. Drawing on attachment theory, the present research develops a model suggesting that employees hold differing relational models of their supervisory relationship in conjunction with global relational models that they bring with them to the workplace. Together, these relational models are associated with different interpretations of supervisor behaviour, which in turn are associated with differences in emotional reactions. The model was tested with a survey of 174 nurses employed in a UK NHS Trust. Some support was found for the propositions. The research highlights that in order to understand why negative emotions occur in supervisory relationships it is important to examine affective events within the historical relational context in which they occur.

This study is an assessment of observational learning commonly known as social learning theory of a group of 55 African American students who are participants in a mentoring program known as PROJECT 2000. From first through sixth grades male role models, who were largely African American, were in the classroom as teacher assistants. At the time of the study all student participants were in fifth grade. An interview was conducted featuring a short open-ended questionnaire. Students in PROJECT 2000 had an opportunity to express their feelings about the male role models that worked with them in their classroom. These interviews assisted the researcher towards understanding, how the bonding relationship between the children and the male role models in the classroom, may impact social learning.

This article describes the history, development, and current position of Dutch foundations. In the past, the philanthropy sector and foundations initiated many nonprofit services in the Netherlands. Along with the growth of the welfare state, philanthropy was sidelined. Due to public funding, the pillarized Dutch nonprofit sector extended strongly. However, despite its large scale it shows a special feature. Most nonprofits are still privately governed institutions although publicly funded. In the 1980s, governmental budget cuts forced the nonprofits to embrace the market as income source. A dualistic model got dominancy or state or market. At the end of the 20th century, however, philanthropy revived and a new philanthropy sector emerged. The article addresses the issue of the role of philanthropy in changing (European) welfare states. Are we experiencing further marketization and privatization—toward a so-called Anglo-Saxon shareholder model—or are we seeing a continuation of the so-called Rhineland, multistakeholder model of government, market, and philanthropy?