Minimum and preferred entry qualifications and training provision for British workers

This article reports the outcomes of a survey of British employers that requested information on the qualifications sought when recruiting employees, and on training and development offered subsequently to employees. Responses revealed that few employers actively sought vocational awards in potential employees. The only occupational category for which more employers specified a vocational award than an academic award was service workers. A substantial number of organisations specified no minimum entry level of qualification, even for higher–status occupations. Those organisations that did specify a minimum qualification level for recruits were significantly more likely to report that they trained their employees.     

A grounded theory of doctors' information search behaviour. Implications for information provision,pharmaceutical market entry and development

This research examines the information search and usage behaviour of physicians when they choose pharmaceutical treatments for their patients. It details this behaviour, its causes, variations and information sources. Grounded Theory was used, with data collection primarily based on depth interviews with primary and secondary care physicians. Two main categories of search behaviour emerged and were labelled self-referencing and surrogating. Self-referencing describes the process where physicians first use internal, patient case experiences to discover behavioral patterns for the successful treatment of patients. If insufficient confidence is held in their internal knowledge, physicians will attempt to use the patient case experience of external sources and surrogate this experience as their own. Recommendations are made regarding matching the information usage behaviors of physicians with that provided by organisations and marketing outputs.     

Organisational change and the management of training in Australian enterprises

This article presents the findings from a study of the impact of the introduction of new management practices on the organisation of training in Australian enterprises. The study investigated the impact of five common new management practices: teamworking, total quality management, lean production, business process re‐engineering and the learning organisation, as well as a number of other organisational factors. The incidences of these practices were modelled against eight measures of the organisation of training in enterprises. The results confirm that organisational change, as represented by the five new management practices, has had a significant impact on the organisation of training. However, the most significant impact on the way training is organised appears to be on the extent to which training and human resource policy are integrated with business strategy.     

Informal training and learning in Australian firms: The need for a new perspective

This paper examines the use of informal training for workers, by Australian companies and other organisations. Using survey data, it reports the prevalence of informal training and also the utilisation of different types of informal training. Differences are found by employer size, particularly for the different types. By examining qualitative responses, it is found that employers' perceptions of informal training are often not those reflected in existing literature. The paper therefore argues for a new definition of informal training which is comprehensible to employers and workers alike, so that more, and more reliable, research can be undertaken.     

Consensus and conflict: Exploring moderating effects of knowledge workers on industry environment and entrepreneurial entry relationship

This article examines how knowledge workers in the labor force moderate the relationship between industry environmental conditions and entrepreneurial entry by using two competing streams of research: the consensus theory of employment and the conflict theory of employment. The two distinct literature streams provide competing predictions about knowledge workers' opportunity cost of entrepreneurial entry. Empirical analyses indicate that neither theoretical framework wholly explains the relationships for both munificent and complex environments. Rather, the application of each theory varies for different industry environments; the consensus theory applies to the complex environment, but the conflict theory is consistent with the munificent environment. Findings indicate that the characteristics of industry environments determine whether predictions from the consensus theory of employment or the conflict theory of employment are supported. This study also suggests that the two theoretical frameworks can be integrated to explain the relationships between industry environments and entrepreneurial entry in the knowledge-based economy.     

A review of twenty years of competency‐based training in the Australian vocational education and training system

In this paper, the author reflects, both as an academic researcher and as a senior practitioner, on the experience of competency‐based training (CBT) in the Australian vocational education and training system. She seeks to draw conclusions about the Australian experience using a typology drawn from the academic literature which focuses on the philosophical, educational, technical and market aspects of CBT. She concludes that, despite many improvements over the past 10 years, some potential problems remain. The system is controlled overly tightly by the interests of industry and it also exhibits some inflexibilities. Both of these act to disadvantage some groups of learners. Teachers and trainers do not have adequate skills to work skilfully and critically with CBT, leading to thin pedagogy and a narrow focus on assessment of individual items of performance.     

Health insurance provision and labor contracts for small firms

Healthcare reform in the USA requires all Americans to buy health insurance and businesses above a certain size to offer healthcare coverage to their employees by 2014. Understanding why some entrepreneurs do not provide employer-based health insurance is important and might help to solve future health insurance problems. Using two unique features which have not yet been discussed in the literature, namely, efficiency–wage theory and a compensation package of monetary wage and health insurance coverage, we provide here a theoretical foundation to why small firms are less likely to offer health insurance and are more likely to have employees with only a weak preference for acquiring health insurance. To reach the goal of health insurance coverage for all, one feasible solution is to allow small firms or individuals to pool together and pay a lower insurance premium.     

The role of trade union collective voice in the access to training for workers in New Zealand

This paper explores trade union collective voice as a mechanism for worker participation in training decision making. New Zealand is an example of a liberal market economy (LME) with relatively weak regulatory pressure on employers to engage in training. Consequently, drivers such as trade union collective voice could fill an important role in workers securing support for training from their employers. The paper argues that given the reduced power of unions in many LMEs workers potentially face a twofold challenge: the first to secure an entitlement to training and the second to have any further participation in training decision making. Using the example of New Zealand, the paper examines whether collective bargaining secures entitlement to training. Then, employing the categorization of approaches to workforce development as either expansive or restrictive, it investigates the nature of that entitlement. Following this, the paper reports on dialogue with trade unions through which a more nuanced picture emerges of collective voice and the challenges to worker participation in training decision making. Finally, it reflects on the role collective voice could play in worker access to training.     

The impact of organisational change on the nature and extent of training in Australian enterprises

This article reports on a study investigating the relationship between the introduction of new management practices and the training provided by Australian enterprises for their employees. The new management practices investigated include teamworking, total quality management, lean production, business process re‐engineering and the learning organisation. The study involved a survey of human resource managers in medium to large size Australian enterprises. The study models the impact of the introduction of new management practices and the extent of training provision in the enterprises and on the form and nature of the training. The article concludes that whereas new management practices have a significant impact on training provision in enterprises, the effect is highly differentiated and that a critical relationship is the integration of training with the business strategy of the enterprise.     

The association between training and organizational commitment among white‐collar workers in Malaysia

The exploration of the relationship between organizational commitment and training is still in its early stages. Although there have been several studies reported on training and organizational commitment in Western countries, very little has been done in respect of the local professionals in Malaysia. This research investigates the association between five training variables (availability of training, support for training, motivation to learn, training environment and perceived benefits of training), and various aspects of organizational commitment (affective commitment, normative commitment, continuance commitment and overall organizational commitment). The availability of training, support for training, motivation to learn, training environment, perceived benefits of training were all significantly correlated with affective commitment, normative commitment and overall organizational commitment. The training environment and perceived benefits were also significantly correlated with continuance commitment. However the availability of training, support for training and motivation to learn were not significantly correlated with continuance commitment. This suggests that despite other forms of commitment, Malaysian workers do not feel that they need to remain in an organization that has made available the training, given support for the training and were motivated to learn. Otherwise, results suggest that on the whole, training does seem to have an influence on organizational commitment. The practical implication of this is that managers, who are so desirous of enhancing organizational commitment among their subordinates, should pay more attention to training. Annual income was found to correlate positively with affective commitment and overall commitment. Age and tenure were not significant predictors of overall organizational commitment contradicting studies in the West. This demonstrated that Malaysians might have different attitudes towards organizational commitment. The older they are and the longer they stay within an organization do not imply that they will be committed towards their organization. This phenomenon can be attributed to the uncertain business environment in Malaysia.     

智能化建筑物的电气保护形式与接地措施

通过对几种供电接地系统的介绍,分析适合建筑物的供电接地系统,较为详尽地阐述了各种接地系统的接地措施,并对适用于建筑物的电气保护与接地方法提出了建议。     

最低收购价小麦质量管理面临的问题与对策

本文分析了最低收购价小麦在收购、存储等环节中所面临的质量管理问题,从加强质量检测和控制的角度出发,提出了最低收购价小麦承储企业在执行政策过程中要切实加强小麦质量管理的对策和建议。     

Technology transfers and optimal entry strategies for the multinational firm

This paper analyses the choice of full versus shared ownership of the production affiliate made by Italian multinationals in Asia, based on an entirely new firm-level dataset, constructed by the author. The decision to internalise production, rather than relying on a local partner, is driven by the threat of Dissipation of Intangible Assets, both at a theoretical and an empirical level. In particular, we show that full ownership is more likely to emerge in Asia for Italian firms endowed with better technology and human capital, or belonging to high tech sectors.     

Foreign entry and domestic welfare: lessons for developing countries

This paper examines the effects of foreign entry, in the form of either imports or direct foreign investment, into an oligopolistic market. Incorporating a possible divergence between private and social costs, it first derives simple conditions under which foreign entry reduces welfare relative to autarky. Then, in a multi-firm Cournot model with linear demand and international cost asymmetries, it shows that foreign entry reduces welfare unless it captures a very large share of the home market. However, it also shows that an optimal tariff can prevent this welfare decline. Some suggestive empirical evidence and extensions to differentiated products and to merger analysis are offered. The paper concludes with implications for trade and investment liberalization, as well as for domestic and international competition policy.     

Consumer choice for hearing aids and listening devices: newspaper advertisements for UK private sector provision

In the UK there can be several ways to access health care and this is true of hearing aid provision. Although there may appear to be a well‐defined distinction between the National Health Service (NHS) and independent dispenser hearing aid provision, there have been many examples of overlap between the two and recent government policy initiatives mean that distinctions have become less clear. This article outlines the changing relationship between the two sectors and the problems that potential consumers face accessing information on private sector options for amplification devices. A 1‐year sample of newspaper advertisements was content‐analysed for clarity of information provided. The analysis highlighted a range of provision, from well‐known hearing aid dispensers to the greyer areas of listening device retailers and intermediary services. Some advertisements were found to have been reported to the Advertising Standards Authority. Sufficiently misleading adverts may also infringe consumer protection legislation. The article concludes there is the possibility of consumer confusion about products and their potential for amelioration.     

The suitability of computer‐based training for workers with limited formal education: a case study from the US agricultural sector

The suitability of computer‐based instruction (CBI) for workers with limited education was evaluated in an Hispanic orchard workforce that reported little computer experience and 5.6 mean years of formal education. Ladder safety training was completed by employees who rated the training highly (effect size [d_gain] = 5.68), and their knowledge of ladder safety improved (d_gain = 1.45). There was a significant increase (p < 0.01) in safe work practices immediately after training (d_gain = 0.70), at 40 days post training (d_gain = 0.87) and at 60 days (d_gain = 1.40), indicating durability. As in mainstream populations, reaction or affective ratings correlated well with utility ratings, but not with behavior change. This demonstrates that an agricultural workforce with limited formal education can learn job safety from CBI and translate the knowledge to work practice changes, and those changes are durable.     

Perceptions and preference for fresh seafood in an Australian context

Seafood as a whole food is highly nutritious. It is an important dietary source of protein, omega‐3 fatty acids and a wide array of highly bioavailable micronutrients. Despite the established health benefits associated with fish and seafood consumption, in Australia consumption levels still remain below those recommended for health. Although considerable research has been carried out on enablers and barriers to seafood consumption, the reasons Australian consumers do not consume recommended amounts of seafood while stating they would like to consume more seafood are complex and have not been fully illuminated. This paper reports on the development and results of a self‐administered questionnaire that aimed to identify consumer perceptions and preferences for fresh and frozen seafood. Data were collected through intercept surveys at an Australian university and 239 valid responses were received. Results confirmed respondent preference for fresh fish and seafood. There was significant confusion among respondents about what constitutes fresh seafood, with the term ‘fresh’ having different meanings to different respondents. Over half of respondents understood the term fresh to relate to seafood having been caught that same day. In comparison, approximately 15% understood fresh to reflect the accepted definition of having never been frozen. Additionally, results indicated respondents find it difficult to recognize if seafood is fresh, particularly in comparison with other meats. There is significant potential for the development of regulations for labelling of unpackaged seafood in order to allow consumers to make informed decisions about their purchases.