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The article reviews assumptions commonly made about a changing psychological contract at work and questions whether we have understated the changes that might alter future work behaviour. Research that has examined the adaptations to work being made by employees and the future generation of workers is highlighted. The initial experience of work in virtual organizations is considered. It is argued that we shall witness fundamental transitions in forms of work organization. Initially this will not compensate for the deterioration in the psychological contract that has been experienced by those who have lived through an era of downsizing. However, it will raise the need to develop new competencies to cope with the changes in work design. The need for more studies on numerically restricted but meaningful work populations (such as teleworkers, virtual teams, international managers, employees in small and medium‐sized enterprises, small project‐based forms of organization) is signalled.

The purpose of this paper is to analyse some recent developments in tele working, considered as flexible work forms linked to the widespread use of information and communication technology (ICT). First of all we draw an overview of emerging and declining forms of telework, referring to recent results of an international survey carried out for the European Commission. This overview highlights that the various teleworking practices can no longer be analysed from the single point of view of 'working at a distance'. The second section analyses them in a more general framework: the expansion of flexible work organisation and 'atypical' work forms, which characterise employment in the information society. These aspects will be commented on in the light of some results of a European socio-economic research project (FLEXCOT), allowing us to pinpoint the role of ICT in these trends. In conclusion, the paper addresses some challenges for industrial relations and collective bargaining.

In an evaluation of recent changes in the Protestant ministry, the position is taken that training for the new breed of clergy is not a matter of learning 'new forms' but of engaging in R&D closely related to action, & preparing its members for participation in perpetual rapid change. Ur'ization has produced new developments within previous specialized ministries, like those devoted to industry, counseling & HR. It has also produced new training centers in which clergymen-participants work at societal projects while developing their roles re Ur issues. Much more evaluation needs to be made of the societal & ecclesiastical projects in which former trainees are now engaged, as well as of some which have been initiated by the training centers themselves or which have emerged in the course of training. Seminary uses of new forms of training have been diversified & exp'al. Seminaries have put their students out to training centers or have sought to incorporate into their own programs the new ministerial functions of helping people to participate in society on the basis of shared symbols & ethical convictions. Their curricular dilemmas seem acute examples of those which are perplexing most higher Sch's in society. More could be done in the seminaries by asking historical questions about religious practice, & by distinguishing logically between theological work done with an eye to general theoretical concepts, & programs being used by specific groups in understanding & improving their common life. There could also be more acceptance by theological faculties of agenda from the field. The problem of funds is acute. But, if the new forms of training succeed, there will be surprises in Amer religious life. Modified HA.

Training for the new breed of clergy is not a matter of learning "new forms," but of engaging in research and development closely related to action. Its purpose is not merely to steer the ship of the church through present rapids, but to prepare its members for participation in perpetual rapid change. "Urbanization" has produced new developments within previous specialized ministries, like those devoted to industry, counseling, and human relations. It has also pro duced new training centers in which clergymen-participants work at societal projects while developing their roles with respect to urban issues. "Ministerial" functions are found, both within congregations and within other societal groups, through helping people to participate on the basis of shared symbols and ethical convictions. Seminaries have responded by putting their students out to training centers or by seeking to adopt those functions into their own programs; their curric ular dilemmas seem acute instances of those which are per plexing most higher schools in the society. The future of sepa rate urban training may depend on tightened belts and on enlarged (but similarly committed) constituencies.

Ziel dieses Artikels ist die Analyse einiger neuerer Entwicklungen bei der Telearbeit, als flexible Formen der Arbeit, die mit der Verbreitung der Informations- und Kommunikationstechnologien (IKT) verbunden sind. Zuerst wird eine Übersicht über die wachsenden und die abnehmenden Formen der Telearbeit gezeichnet, die auf den erst kürzlich veröffentlichten Befunden einer internationalen, von der Europäischen Kommission in Auftrag gegebenen Studie basiert. Aus der Übersicht geht hervor, daß die verschiedenen Formen der Telearbeit nicht länger vom einheitlichen Standpunkt der 'Arbeit auf Entfernung' betrachtet werden können. Im zweiten Abschnitt wird zur Analyse ein allgemeinerer Rahmen benutzt: die flexible Arbeitsorganisation und 'atypischen' Arbeitsformen, die zunehmend die Beschäftigung in der Informationsgesellschaft kennzeichnen. Diese Aspekte werden im Lichte einiger Befunde eines europäischen Forschungsprojektes (FLEXCOT) diskutiert, die uns erlauben, die Bedeutung der IKT in diesen Entwicklungen zu bestimmen. Der Beitrug schließt mit einer Erörterung der Herausforderungen für die Arbeitsbeziehungen und die Tarifpolitik. (Transfer / FUB)

The extended model of different forms of work satisfaction ( Büssing, 1991 ), originally proposed by Bruggemann (1974) , is suggested as a distinctive qualitative approach to work satisfaction. Six forms of work satisfaction—progressive, stabilized, resigned satisfaction, constructive, fixated, resigned dissatisfaction—are derived from the constellation of four constituent variables: comparison of the actual work situation and personal aspirations, global satisfaction, changes in level of aspiration, controllability at work. Preliminary evidence from semi-structured interviews with 46 nurses shows that the dynamic model is headed in the right direction (qualitative differentiation of consistently high propertions of satisfied employees, uncovering processes of person-work situation interaction). Qualitative methods demonstrated their usefulness in accessing underlying cognitive and evaluative processes of the forms, which are often neglected by traditional attitude-based satisfaction research.

The 'personal' was once something to be put to one side in the work place: a 'professional manner' entailed the suppression of private life & feelings. Now many corporations encourage their employees to simply be themselves. This book investigates the increasing popularity of personal authenticity in corporate ideology & practice.

PurposeThe purpose of this article is to critically consider the role of partnerships in regeneration. There has been a proliferation of partnerships at local, sub‐regional and regional levels, that has brought new people together around a shared agenda, and has sought to challenge and change the ways in which mainstream public services are delivered.Design/methodology/approachThis article uses a qualitative approach drawing on previous research work and using narrative to construct a series of metaphors to provide greater levels of explanation and understanding of partnerships.FindingsThe current approach to partnership working arises principally from analysis of the weaknesses of fragmented services, it is also attractive to those who seek to open up the cosy, inefficient and, at times, corrupt worlds of local government. This is shown through an innovative typology of partnerships.Research limitations/implicationsWhile there are sound policy reasons for engaging in the game of partnerships, there are dangers in underestimating the capacity of public agencies to adopt and adapt the language of partnership, without genuinely engaging with the intent behind the policy.Practical implicationsThe implications from this article have practical relevance for those working in public policy and for those involved in partnerships.Originality/valueBy drawing upon examples of the abuse of partnership arrangements, this article provides an original perspective on those phenomena that might be an indication of trouble.

There is a deficiency of material on information technology (IT) based on the experiences of our neighbouring European countries. France is discussed, focusing, in particular, on the perception, implementation and diffusion of IT in the workplace. Certain factors are identified which are crucial in determining the mode of implementation, and the success or failure of technological change in the workplace, whether measured in behavioural or economic terms.