Suchergebnisse

"This topical, lively and wide-ranging book examines the material conditions under which the contemporary English novel is produced and consumed. Its starting point is the general economic emergency which showed up these conditions with unusual clarity in the early 1970s. The first section of the book, 'Crisis and Change', considers the changing patterns of institutional book-purchase, inflation and novel-production, the 'Americanisation' of the British book trade, and the present state of fiction reviewing. The second section, 'State Remedies', surveys such interventions, and failed interventions, as Public Lending Right, Arts Council patronage, and university support for creative writers. The third section, 'Trends, Mainly American', selects specific areas (paperback publishing, self-publishing, book-clubs, television work) which offer pointers to significant future developments in British literary culture. Fiction and the Fiction Industry pays close attention to actual novels, combining literary criticism with its examination of the book trade."--Bloomsbury Publishing

PurposeThe purpose of this paper is to address two questions: who commits? And who engages? For example, does an individual's likelihood of committing/engaging vary with his/her age; or with the level of his/her qualifications; or with his/her occupation? Of what consequences are the characteristics of the workplace at which the individual is employed?Design/methodology/approachThe investigation uses the Skills and Employment Surveys Series Data set to construct the indicators of commitment and engagement. Using an ordered-logit model and an OLS model, these indicators are analysed to identify their covariates.FindingsWho commits and who engages depends upon the indicator used to measure the attitude/behaviour in question. Changing these indicators sometimes means that an individual no longer commits/engages. Further, even for the same indicator of commitment/engagement, who commits/engages varies across individuals.Research limitations/implicationsThe indicators of commitment and engagement examined are derived from the responses in a pre-existing data set which has its origins in survey instruments which had quite comprehensive terms of reference. Owning to the cross-sectional nature of this data set and the statistical methodology applied, the statistical results are correlations between some possible indicators of commitment and engagement and some variables which denote the personal characteristics of individuals and the characteristics of the organisations with which they are employed. Causation cannot be inferred from these correlations.Originality/valueCommitment and engagement are central to many models of the management of human resources. However, the likelihood that an individual commits and/or engages differs across the workforce has rarely been examined. This paper addresses this research lacuna using a data set which is rich in detail about an individual's personal characteristics.

This article examines job quality and job satisfaction for individuals who are employed at workplaces located in Scotland. Using a series of indices constructed from responses in the survey of employees associated with the 2011 Workplace and Employment Relations Study, it investigates how job quality and job satisfaction differ across individuals. It also examines whether job quality and job satisfaction for individuals employed in Scotland are different from individuals employed elsewhere in Britain. Individuals employed at workplaces in Scotland are seen to have positive perspectives about the quality of their jobs. Although most maintain that they work very hard, nonetheless they are seen to have considerable control over most aspects of their jobs; are confident about their job security; and view their workplace managers as being supportive. In terms of differences across individuals, who have higher (lower) levels of job quality depends upon the index of job quality used. With the exception of their pay, individuals are seen to be satisfied with all aspects of their jobs, although the level of satisfaction does vary across individuals. There is little difference between employees located in Scotland and employees located elsewhere in Britain with respect to either job quality or job satisfaction.

This article examines the inequalities in the distribution of training which exist in Britain. It does so by using a binomial logit regression model to examine training incidence and an ordered logit regression model to examine training intensity. The investigation uses a matched worker–workplace data set with origins in the 2011 Work and Employment Relations Study. Training inequalities are seen to correlate with both the personal characteristics of the individual and the characteristics of the workplace at which he/she is employed, notably age band, pay grade, tenure and the size of the workplace. However, the training premia which have traditionally accrued to males, graduates, those who have permanent contracts of employment and union members appear to be diminishing if not disappearing.