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In theatres, `new' forms of employment are rather old. Based on qualitative case study research, this article analyses policies for managing human resources in a German non-profit repertory theatre. Referring to Marsden's theory of employment systems, the article suggests regarding these policies as being embedded in an interorganizational employment system, which comprises rules of job design and task assignment, the labour market, inter-firm institutions and the education system. This employment system for German theatre artists is marked by a high labour mobility and contingent work arrangements, but is also characterized by an ensemble structure providing (temporary) stability of the workforce. By studying how employment relationships are `managed' in theatres and how the organizational level is linked to the field's labour market characteristics, this article aims at contributing to the exploration of institutional prerequisites and organizational consequences of contingent work arrangements. In doing so, the article continues recent efforts to link studies on careers, labour markets and work arrangements in the cultural industries to the `future of work' debate.

AbstractThere is much evidence that Corporate Social Responsibility has increasingly become embraced by industry in Europe. The transfer to Europe of what essentially is a concept embedded in American capitalism, however, results in some interesting contextualizations. One of the most interesting of these is the impact of CSR on one of the most powerful actors to determine the social responsibility of corporations in the European context, namely trade unions and their institutional infrastructure. In many cases unions perceive CSR as a threat, as it transfers yet more power and discretion to managers. By contrast, trade unions in countries with a strong corporatist tradition claim to be themselves drivers of CSR. An altogether different situation exists in Eastern Europe, where unions lack the legitimacy and influence to shape the emerging CSR agenda. Given such a spread of positions, what similarities and differences can be detected in union approaches to CSR? Which specific aspects of CSR are supported by European unions? How have European unions adapted their strategies in response to CSR? This article employs an institutional comparison perspective of selected European countries to explore the role unions play in CSR activities. It maps out the conceptual territory and provides one of the first overviews of the topic.Copyright © 2006 John Wiley & Sons, Ltd.

The articulation of work and life, cast as work-life balance, has become a key feature of much current government, practitioner and academic debate. The main message of this debate is the need for "good work-life balance". However, the debate and subsequent policy are too often based on assumptions about work and life derived from blunt readings of empirical data or misconceptions about employee attitudes to work and life. What is required therefore is analysis that explores the back-story to work-life balance debate as well as the operation of work-life balance policies. Compiling critical re

PurposeWith a focus on service encounters in the luxury segment of hospitality and tourism, the authors analyse how inherent social class distinctions and status differences are (re-)produced and which role gender plays in this process of "doing class".Design/methodology/approachThe authors combine concepts of class work and inequality regimes with a focus on intersections of class and gender. The empirical study is based on interviews in Germany with first-class flight attendants, five-star hotel employees, and luxury customers on how they perceive and legitimize luxury services, working conditions and status differences.FindingsThe authors identify perceptions and practices of status enhancement and status dissonance among luxury service workers, as well as gender practices and meanings such as specific feminized roles service workers take on. The authors also conceptualize these intersecting patterns of inequality reproduction as "gendered class work".Originality/valueThe study broadens empirical accounts of labour relations in the service industries. The concept of organizational class work is extended towards worker–customer interactions. With the concept of gendered class work, the authors contribute to research on the intersectionality of class and gender and the reproduction of inequalities.

Inklusionsbetriebe bieten auf dem allgemeinen Arbeitsmarkt Menschen mit diversen Arten von Behinderungen die Möglichkeit, eine Beschäftigung zu finden. Der Anteil von Menschen mit einer Schwerbehinderung unter ihren Mitarbeitenden beträgt 30-50%. Wie kann BGF in Inklusionsbetrieben gelingen? Wie können Mitarbeitende mit und ohne Behinderung einbezogen und zur Reflexion ihrer Arbeitsbedingungen angeregt werden? Im Rahmen der qualitativen Studie (GATe: Gesundheit, Arbeit, Teilhabe - beteiligungsorientierte Gesundheitsförderung in Inklusionsbetrieben) wurde mit acht ausgewählten Inklusionsbetrieben ein systematisches und niedrigschwelliges BGF-Modell entwickelt, erprobt und wissenschaftlich evaluiert, das sich auf die Gestaltung gesunder Arbeitsverhältnisse fokussiert. Die Ergebnisse zeigen besondere Belastungskonstellationen in den Betrieben, die durch die strukturelle Verfasstheit der Organisationen und der Diversität ihrer Beschäftigten bedingt sind

Out of balance or just out of bounds? : analysing the relationship between work and life / Chris Warhurst, Doris Ruth Eikhof, and Axel Haunschild -- Work-life outcomes in Australia : concepts, outcomes and policy / Barbara Pocock, Natalie Skinner and Philippa Williams -- Work-life balance : three terms in search of a definition / John MacInnes -- The boundary problem in work-life balance studies : theorising the total responsibility burden / Paul Ransome -- On the edge of the time bind : time and market culture / Arlie Russell Hochschild -- What makes the home boundary porous? : the influence of work characteristics on the permeability of the home domain / Rozemarijn de Man, Jeanne de Bruijn and Sandra Groeneveld -- Work relations and the multiple dimensions of the work-life boundary : hairstyling at home / Rachel Lara Cohen -- Getting the job done : the impact of employees' conception of work on work-life balance / Anne Bøgh Fangel and Stinne Aaløkke -- Occupation matters--blurring work-life boundaries in mobile care and the media industry / Annette Henninger and Ulrike Papouschek -- Re-establishing boundaries in home-based telework / Camilla Kylin and Jan Ch. Karlsson -- Frustrated ambitions : the reality of balancing work and life for call centre employees / Jeff Hyman and Abigail Marks -- Recreational use or performance enhancing? : doping regulation and professional sport / Tilda Khoshaba

Près de 40 ans après que Bertolt Brecht a fait de l'institution théâtrale une critique globale et fondamentale, une nouvelle impulsion critique s'est développée en Allemagne dans le cadre du mouvement de 1968, dirigée contre le théâtre dans sa forme institutionnalisée prédominante. Ce mouvement a entraîné la création d'une scène théâtrale indépendante, qui s'est développée depuis lors de manière spécifique au niveau local, en fonction des critères de la politique de soutien. L'article fournit un bref aperçu de la dynamique de transformation institutionnelle en tenant compte des méthodes de travail basées sur des projets et de la politique de soutien de la scène indépendante ainsi que des discours actuels sur la crise et la légitimation.