Selected and Partially Annotated Bibliography on Certain

Selected and Partially Annotated Bibliography on
Certain Aspects of the Quality of Working Life,
With Special Reference to Work Organisation
(1970 - 1975) 1
Bibliographie selective et partiellement annotee sur
certains aspects de la quality de la vie de travail,
notamment dans sa relation avec 1'organisation du travail
(1970 - 1975)1
Prepared by R. Greve, Research Associate, IILS, with the
help of other collaborators of the IILS.
The International Institute for Labour Studies gratefully
acknowledges the assistance of the Agence Nationale pour L'AmSlioration des Conditions de Travail (Paris) with respect of French
language literature.
Ce document a &t& gtabli par R. Greve, associSe de recherches,
IIES, avec le concours d'autres collaborateurs de 1'IIES (O.I.T.)
L'Institut International d'Etudes Sociales remercie l'Agence
Nationale pour 1'Amelioration des Conditions de Travail (Paris)
pour l'aide apportee a la preparation des rSfSrences en langue
francaise.
42152
J
INTRODUCTION
This partially annotated bibliography has been prepared in
connection with a research project on "Developments in the Fields
of the Humanisation of Work and the Quality of Working Life" undertaken by the International Institute for Labour Studies with the
support of the Commission of the EC.
The bibliography, which comprises approximately five hundred
entries in English and French, ranges over a six-year time period,
from 1970-1975, and covers mainly the industrialised countries of
Western Europe and North America.
While its main emphasis is on recent experiments with and
research into alternative forms of work organisation, including
job enrichment, job enlargement, rotation, redesign and autonomous
work groups, the bibliography covers publications on new time,
environmental and participative arrangements. Also included is
a selection of publications dealing with some of the implications
of these innovations, e.g. job satisfaction and productivity, the
attitudes and policies of governments, unions and managements and
the attempts made to measure the quality of working life.
INTRODUCTION
Cette bibliographie partiellement annotee a ete prSparSe dans
le cadre d'un projet de recherche sur "Les developpements dans les
domaines de 1'humanisation du travail et de la quality de la vie de
travail", entrepris par l'Institut International d'Etudes Sociales
avec l'aide de la Commission des CE.
La bibliographie, qui comprend approximativement cinq cents
references en anglais et en francais, couvre une periode de six
annees (1970-1975) et concerne principalement les pays industrialises
de 1'Europe occidentale et de 1'AmSrique du Nord.
Bien que 1'accent soit mis sur la recherche de nouvelles formes
d'organisation du travail (du type rotation de poste, elargissement,
enrichissement ou restructuration des taches, groupes de production
autonomes) la bibliographie inclut aussi des publications sur 1'amenagement du temps de travail, 1'environnement du travail et les
dispositions susceptiblesd'accroitre la participation des salaries.
Est egalement inclue une selection de publications relatives a
quelques questions liSes a ces realisations, telles que la satisfaction au travail et la productivity, les attitudes et les politiques
des gouvernements, des syndicats et des directions d'entreprise,
ainsi que les efforts entrepris pour mesurer la qualite de la vie
de travail.
CO N T E N
T S
Page
INTRODUCTION
I.
ALTERNATIVE FORMS OF WORK
1.
II.
III.
IV.
V.
VI.
VII.
VIII.
IX.
X.
i
ORGANISATION
Job Enrichment, Job Enlargement,
Job Rotation and Job Redesign.
1
2.
Autonomous Work Groups
7
3.
General
10
FLEXIBLE WORKING HOURS AND OTHER TIME ARRANGEMENTS
14
WORKERS' PARTICIPATION AT THE SHOP-FLOOR LEVEL
22
JOB SATISFACTION
28
WORK ORGANISATION AND PRODUCTIVITY
38
ATTITUDES AND POLICIES TOWARDS QUALITY OF
WORKING LIFE
42
WORK ENVIRONMENT
47
SOCIAL INDICATORS AND MEASUREMENTS OF THE QUALITY
OF WORKING LIFE
51
GENERAL LITERATURE ON THE QUALITY OF WORKING
LIFE
57
AUTHOR INDEX
64
TABLE PES MATIERES
INTRODUCTION
I.
II.
III.
IV.
V.
VI.
VII.
VIII.
NOUVELLES FORME? D'ORGANISATION DU TRAVAIL
1.
Enrichissement, Slargissement des taches
Rotation et restructuration des taches
2.
Groupes de travail
3.
Generalites
HORAIRES FLEXIBLES ET AOTRES AMENAGEMENTS DU
TEMPS DE TRAVAIL
PARTICIPATION DES TRAVAILLEURS AU NIVEAU
DE L'ATELIER
SATISFACTION AU TRAVAIL
ORGANISATION DU TRAVAIL ET PRODUCTIVITE
ATTITUDES ET POLITIQUES DANS LE DOMAINE DE LA
QUALITE DE LA VIE DE TRAVAIL
ENVIRONNEMENT DU TRAVAIL
INDICATEURS SOCIAUX ET MESURES DE LA QUALITE
DE LA VIE DE TRAVAIL
IX.
OUVRAGES GENERAUX
X.
INDEX DES AUTEURS
- 1 -
I.
1.
ALTERNATIVE FORMS OF WORK ORGANISATION
NOUVELLES FORMES D'ORGANISATION DU TRAVAIL
JOB ENRICHMENT, JOB ENLARGEMENT, JOB ROTATION AND JOB REDESIGN
ENRICHISSEMENT, ELARGISSEMENT PES TACHES, ROTATION ET RESTRUCTURATION PES TACHES
AUDIBERT, Dominique.
"Peugeot, 1'enrichissement des taches au banc d'essai". Les
informations, (1521), juillet 1974, pp 47-48.
La diminution de 1'absenteisme et 1'amelioration de la quality
de la production sont les rSsultats positifs de 1'action syst6matique entreprise par l'usine d'automobile Peugeot depuis
1972 pour 1'amelioration des conditions de travail. Mais deux
problemes essentiels restent posSs: 1'augmentation du coflt et
du volume d'espace nScessaire qu'implique le travail enrichi et
la creation d'ateliers autonomes.
BINOIS, R.J CANSELLE, B.( PRESTAT, C.
"La place des reunions dans le fonctionnement des groupes de
travail semi-autonomes". Sociologie du travail. No. 1,
Janvier 1976, pp 51-83.
Les auteurs analysent une experience a partir des themes
abordSs par les ouvriers et la maitrise dans les reunions
d'organisations considerees comme 1'institution centrale du
groupe semi-autonome. L'analyse prend en compte trois axes
d'etudes, une typologie des themes abordSs (relations de
travail, relations entre les auteurs, relations a la situation
de salaries), la caract£risation de ces criteres ("problemes
a resoudre", "constats", "demande d'information") et selon
leur emetteur et le responsable de la prise en compte.
BISHOP, Ronald C ; HILL, James W.
"Effects of job enlargement and job change on contiguous but
non-manipulated jobs as a function of worker status". Journal
of applied psychology, 55, 1971, pp 175-181.
Studies the effects of job change and job enlargement using
data from 48 persons in a workshop for the rehabilitation of
the mentally and physically handicapped. The effects of job
enlargement were not differentiated from those of job change
and both resulted in reduced worker tension and an increase
in perceived status.
BUTTERIS, Margaret.
Job enrichment and employee participation: a study.
Institute of Personnel Management, 1971, 71 p.
London,
CARPENTIER, J.
"Techniques d'organisation et humanisation du travail". Revue
internationale du travail, Vol 110(2),/aout 1974, pp 101-125.
Apres avoir presente les bases conceptuelles de 1'organisation
actuelle du travail et les differents moyens par lesquels on
tente de valoriser le travail, l'auteur constate que la plupart
des techniques d'enrichissement ne mettent pas en cause le
contenu meme de ce travail ni les conditions objectives ou
sociales de la vie professionnelle.
- 2-
CARPENTIER, J.
La restructuration du travail, /S.l/, Centre de productivity
de l'Isere, 1972.
COTGROVE, S.; DUNHAM, J.; VAMPLEW, C.
The nylon spinners: a case study in productivity bargaining
and job enlargement, London, G. Allen and Unwin, 1971.
DAVIS, L.E.; TAYLOR, James C.
Technology, organisation and job structure. Paper prepared
for the International Conference on the Quality of Working
Life, Arden House, New York, August 1972.
DONALDSON, Lex.
"Job enlargement: a multidimensional process". Human relations,
Vol 28(7), September 1975, pp 593-610.
Reports the results of a study of job enlargement on a group
of female assemblers in a Scottish plant of a large multinational electronics firm. Comparison between the experimental
and control groups indicated the achievement of the expected
increases in satisfaction associated with greater work variety,
novelty and perceived use of capabilities, however, decreased
social interaction and increased effort of work suggest that
there is a greater need for behavioral science analysts and
practitioners to conceptualize job enlargement as a phenomenon
involving multiple variables and outcomes in order to produce
a better understanding of the effects of job enlargement
programmes.
DOUARD, H.
"Job enrichment, equipes autonomes, nouvelles perspectives dans
la restructuration du travail". Entreprise et personnel,
fevrier 1972.
EGGENS, J.B.
"Peut-on enrichdr le travail a la chaine?".
octobre 1971.
Le management,
"L'enrichissement des taches et l'experience Volvo".
travail libre, (271), Janvier 1973, pp 4-8.
Monde du
"L'enrichissement du potentiel humain - management horizon 80".
Personnel, nuimSro special (Paris), mai 1973, No. 160.
Les reflexions prospectives des responsables de quatre entreprises presenters au cours du dernier Congres de l'ICG
(Institut national de gestion prSvisionnelle et controle de
gestion) "Management 1980". L'amenagement du temps du travail,
l'enrichissement des taches, la creation d'Squipes autonomes
sont autant de mesures envisagees favorablement pour le renforcement de l'ethique sociale et le succes economique de
1'entreprise.
FONDATION NATIONALE POUR L'ENSEIGNEMENT DE LA GESTION.
Documents du collogue sur les nouvelles formes d'organisation
du travail. Royaumont, FNEGE, 1974 (Roneo).
- 3-
FORD, Robert N.
"Job enrichment lessons from ATET". Harvard business review,
51(1), January-February 1973, pp 96-107.
GIBSON, Charles H.
"Volvo increases productivity through job enrichment".
California management review, Vol XV(4), Summer 1973, pp 64-67.
GOMEZ, Luis R. ; MUSSIO, Stephen J.
"An application of job enrichment in a civil service setting:
a demonstration study". Public personnel management. Vol 4(1),
January-February 1975, pp 49-55.
GROTE, Richard C.
"Implementing job enrichment". California management review,
Vol XV(II), Fall 1972, pp 16-22.
GYLLENHAMMAR, P.G.
"Participation at Volvo". Journal of general management,
Summer 1974, pp 34-47.
Discusses the policies introduced by the Volvo car plants in
Sweden in the areas of job enrichment and worker participation,
dealing in particular with environment, production-team
organization and the new consultative procedures. Includes
a description of the production and personnel systems of the
new Kalmar and the modernized Skovde plants.
GYLLENHAMMAR, P.G.
"Volvo's project in human engineering" ^n: G.W. Ford (ed.)
Searchlight, Sydney, Wiley, 1973, pp 75-81.
HAMMOND, Brian.
"La chaine condamnee : l'experience de Saab". Les informations
economie-actualite. Paris, (1451), 5 mars 1973, pp 38-41.
Une experience qui a valeur d'exemple: celle de la firme automobile suedoise Saab-Scania qui, avant Volvo, a lance le
mouvement de la reorganisation des ateliers. Aujourd'hui la
suppression de la chaine de montage couronne le programme de
rSformes et d'experimentations entrepris il y a 4 ans, base
sur la volonte d'une Elevation genSrale du niveau des
responsabilites.
HASSENKAMP, A.
Quality of working conditions, problems and approaches to a
solution. Geneva, International Institute for Labour Studies,
International Educational Materials Exchange, 1975, 13 p.
Article on the improvement of the quality of working conditions
through job restructuring, the introduction of flexible working
hours and the amelioration of conditions of work.
HEDBERG, M.
Changes in work organisation; summary of trial activities in
Sweden. Stockholm, Swedish Council for Personnel Administration, 1972.
A discussion of the preliminary research results of several
ongoing projects in workers' participation and job enrichment.
- 4 -
IMBERMAN, A.A.
"Assembly line workers, humbug job enrichment". The personnel
administrator, Vol 18(2), March-April 1973, pp 29-35.
JARDILLIER, P.
Organisation humaina du travail . Paris, Presses universitaires
de France, Collection que sais^je, No. 125, 1973, 122 p.
Traite les problemes des conditions de travail dans le cadre
de la sociologie industrielle des pays developpes. Critique
le taylorisme et analyse les experiences actuelles visant a
une plus grande satisfaction dans les occupations journalieres
par le truchement d'une restructuration du travail (1'enrichisse
ment des taches et les groupes autonomes).
LAWLER, Edward E.[ HACKMAN, J. Richard; KAUFMAN, Stanley.
"Effects of job redesign: a field experiment". Journal of .
applied social psychology, 3, January-March 1973, pp 49-62.
LEGENDRE, Michele.
La restructuration des taches en milieu administratif• Paris,
These de doctorat, 19 75.
L'auteur dresse un constat des conditions de travail du secteur
administratif. Elle Studie d'abord les relations du travail
et 1'integration des travailleurs a l'entreprise (carriere,
formation...) Puis, en seconde partie, elle montre les difficultes de reorganisation des taches administratives et precise
que les deux systemes d'organisation du travail finnissent par
cohabiter. En conclusion, l'auteur analyse la volonte de
changer qui s'est revelee au cours de cette experience.
LEVITAN, S.A.; JOHNSTON, W.B.
"Job redesign, reform, enrichment, exploring the limitations".
Monthly labour review, Vol 96(7), July 1973, pp 35-43.
MACSWEEN, Jim.
"Manpower, job enrichment, the work ethic and welfare reform".
The labour gazette, Vol 73(3), March 1973, pp 157-162.
MAHER, J.(ed).
New perspectives in job enrichment.
New York, 1971, 226 p.
MEIGNANT, A.
"Formation et division du travail". Education permanente,
Paris, Vol 26, novembre-decembre 1974, pp 5-25.
Une analyse de la relation entre l'enrichissement des taches,
la formation et l'humanisation du.travail dans les entreprises
industrielles en France.
MONCZKA, Robert M.; REIF, William E.
"A contingency approach to job enrichment design".
resource management. Vol 12, Winter 1973, pp 9-17.
Human
- 5 -
MYERS, M. Scott.
Every employee a manager: more meaningful work through job
enrichment. New York, McGraw-Hill, 1970, 233 p.
A book for laymen explaining how theories of human effectiveness can be translated into practical managerial styles and
management systems geared towards the achievement of job
satisfaction through job enrichment. This last is defined as
a process for developing employees to think and behave like
managers and as a process for redefining the job and the role
of the job incumbent so as to make such development feasible.
Techniques and examples of job enrichment are presented and
the changing roles of management and the role of the personnel
function are dealt with in this context.
NEWSWEEK, "The job blues: who wants to work?" Vol LXXXI (13),
March 1973, pp 37-38, 40-43.
Discusses attempts being made by American managers to dispel
the alienation, frustration and boredom of industrial workers
by introducing job enrichment programmes designed to change
the work situation and to give workers a sense of satisfaction
and achievement. In view of the favourable results of many
ongoing job enrichment programmes it is suggested that those
methods will be used increasingly to combat worker alienation
and the resultant problems of high turnover and absence rates,
poor morale and low productivity.
NOORDHOF, D.
"Work structuring and consultation at Philips".
participation, (555), Summer 1974.
Industrial
PARKE, E.L.; TAUSKY, C.
"The mythology of job enrichment: self-actualisation revisited".
Personnel, Vol 52(5), September-October 1975, pp 12-21.
The authors criticize the assumption that job enrichment
provides the primary incentive for improvement of on-the-job
performance, increasing productivity and decreasing absenteeism
and turnover. They feel it is more plausible to argue that
the desired employee behaviour is elicited by increased accountability and by rewarding job performance that meets expressed
standards. Several studies are reviewed to demonstrate the
fact that while more interesting work may be psychologically
gratifying, workers still expect to be compensated for
increased responsibility, discretion and complexity in their
work.
PAUL, W.J.} ROBERTSON, K.B.
L'enrichissement du travail.
d'Edition, 1974, 120 p.
Paris, Entreprise Moderne
PAUL, W.J.; ROBERTSON, K.B.
Job enrichment and employee motivation.
1970, 119 p.
London, Gower Press,
PRESTAT, C.
"L'enrichissement des taches et 1'autogestion".
(1043), septembre 1975, pp 36-37.
Entreprise,
- 6 -
PRICE, C.R. .
New directions in the world of work. Kalamazoo, Michigan,
Upjohn Institute for Employment Research, 19 72.
REIF, William E.; LUTHANS, Fred.
"Does job enrichment really pay off?" California management
review, Vol XV(1), Fall 1972, pp 30-38.
REIF, W.E.; FERRAZZI, D.N.; EVANS, R.J.
"Job enrichment: who uses it and why?"
17(1), February 1974, pp 73-78.
Business horizons,
"La restructuration des taches dans le secteur tertiaire".
Liaisons sociales, 49/75, juin 1975, 5 p.
SAVALL, Henri.
Enrichir le travail humain dans les entreprises et les
organisations . Paris, Dunod, Collection etudes economiques,
No. 3, 1975, 213 p.
SIROTA, D.
"Production and service personnel and job enrichment". Work
study, Vol 22(1), January 1973, pp 9-15.
Uses the successful introduction of a job enrichment programme
in a specific company to illustrate the contention that job
enrichment will have a lasting impact on management practices
only if it is applied to correct the problem of the underutilisation of workers' skills and abilities. Contends that
the increased output, improved quality and more positive
employee attitudes which resulted from that programme were due
to this factor.
SIROTA, David; WOLFSON, Alan D.
"Job enrichment: surmounting the obstacles".
Vol 49(4), July-August 1972, pp 8-20.
Personnel,
SOCIETE D'ETUDES POUR LE DEVELOPPEMENT ECONOMIQUE ET SOCIAL.
La restructuration des taches dans le secteur tertiaire.
Paris, S.E.D.E.S., novembre 1974, 159 p.
SOUJANEN, W. William.
A case study of the longitudinal effects of a job enrichment
program. Cambridge, Mass., Sloan School of Management, 1974.
(Thesis)
SUESSMUTH, Patrick.
"Three case studies in the job enrichment area". Canadian
training methods, Vol 6 ( 3 ) , October 1973, pp 18-22.
TAYLOR, L,K.
Not for bread alone: an appreciation of job enrichment
London, Business Books, 1973, 115 p.
A study of job enrichment, job satisfaction and employee
motivation illustrated by case studies of experiments in nine
firms in the UK, West Germany, and Sweden and covering workers'
needs for recognition and responsibility. The relationship
between improvements in the work environment and increased
productivity and decreasing turnover is demonstrated.
T 7 -
TRIPIER, P.
"Enrichissement des taches: problSmes de th§orie et de m§thode°.
Perspectives, (1344), 6 juin 1974, 9 p.
TRIPIER, P.
"Les etudes de restructuration des taches".
loqique, 1972.
L'annge socio-
WHITSETT, David A.
"Where are your enriched jobs?" Harvard business review,
Vol 53(1), January-February 1975, pp 74-80.
A discussion of eleven structural clues for recognizing
opportunities to improve jobs and also the productivity and
satisfaction of those filling them. The author warns, however,
that job enrichment is not an overall problem-solving technique
that can be used indiscriminately and should, therefore, be
undertaken only when organisational conditions call for, and
favour, its implementation.
WILD, Ray.
"Job restructuring and work organization".
(3) , 1974, pp 117-126.
2.
Management decision,
AUTONOMOUS WORK GROUPS/GROUPES DE TRAVAIL
ANDREATTA, A.J.
"Job enrichment through autonomous groups". Personnel practice
bulletin, Vol 30(1), March 1974, pp 9-13.
An Australian case study is used to demonstrate that autonomous
work groups provide employees with the opportunity to participate and to develop responsibility in relation to their work,
thereby acquiring a sense of achievement, of interest and of
job satisfaction. The author notes that under such circumstances
involvement and productivity generally increase while absenteeism
declines.
ASTROP, A.W.
"Group technology as a way of life". Machinery, Vol 126(3241),
1975.
BERNOUX, P.; RUFFIER, J.
"Les groupes semi-autonomes de production", Sociologie du
travail, 4, octobre-decembre 1974, pp 383-401.
Analyse d'une experience de groupes autonomes - description de
1'organisation du travail et de l'attitude des ouvriers ainsi
que leur rapport au travail. Face au changement, les auteurs
constatent que la nouvelle organisation du travail ne modifie
en rien la perception de la situation de classe des travailleurs
tandis qu'elle fait evoluer leur rapport au travail.
BURBIDGE, John L.
Group production methods and humanisation of work . Paper
prepared for a research project of the 1ILS on Developments
in the fields of the humanisation of work and the quality of
working life. (To be published shortly.)
- 8-
BURBIDGE, John L.
Group technology. Paper prepared for the Symposium on the
Effects of Group Production Methods on the Humanisation of
Work, Turin, July 1975. Turin International Centre for
Advanced Technical and Vocational Training, 1975, 12 p.
BURCHALL, D.W.; WILD, R.
"Autonomous work groups". Journal of general management,
Autumn 1974, pp 36-43.
Examines the role of the autonomous work group in mass production
and considers the factors that influence group design. The
degree of autonomy over goals, performance, production methods
and task distribution, group membership and leadership is looked
at and case studies of the application of group technology in
the UK are described.
CRAVEN, F.W.
Human aspects of group technology. Paper presented at the
Symposium on the Effects of Group Production Methods on the
Humanisation of Work, Turin, July 1975. Turin, International
Centre for Advanced Technical and Vocational Training, 1975,
22 p.
A description of the introduction of group technology in a
British tool manufacturing plant which examines the methods
and problems of introduction and the technological and human
benefits that accrue from it. The author notes that group
technology permits enlightened managements to develop a workshop
environment that allows for greater responsibility and involvement (and, therefore, greater contentment) on the part of the
workers. He suggests however that the success of such efforts
depends largely on the flexibility of management and on its
willingness to allow the changing worker/management relationship to evolve rather than be engineered.
"Les equipes autonomes d'entreprises et 1'amelioration des conditions
de travail", Travail et methodes, Paris, No. 308, decembre 1974,
pp 3-68.
FAZAKERLEY, G.M.
"Group technology". Production engineer, October 1974, pp 383-386.
Views group technology as a socio-technical system, considering
both its benefits such as increased worker involvement and the
reduction of frustration and monotony and its problems including
resistance to change and problems encountered by foremen.
Suggests that too much reliance should not be placed on the
favourable first reactions of workers.
FAZAKERLEY, G.M.
The contribution of group technology to job satisfaction. Paper
prepared for a Symposium on the Effects of Group Production
Methods on the Humanisation of Work, Turin, July 1975. Turin,
International Centre for Advanced Technical and Vocational
Training, 1975, 21 p. (roneod).
HUBERT, J.
"Mise en pratique des Squipes autonomes d'entreprise".
et methodes, (308), decembre 1974, pp 11-20.
Travail
- 9 -
INTERNATIONAL LABOUR OFFICE.
Final report on a study of the effects of group production
methods on the humanisation of work, Turin, June 1975.
Surveys experiments in group production methods, analysing
the different forms of reorganisation and considering the
degree of job satisfaction achieved or claimed as a result.
Information for the study was obtained with a questionnaire
sent to over eight hundred companies and research institutes
in fifty-seven countries. In addition on-the-spot investigations of fifty-four companies in eleven countries were undertaken.
Concludes that although the change to group production is a
technological one, usually undertaken for economic reasons,
there is some subjective evidence that workers prefer the
resulting work organization which allows for greater shopfloor participation.
LASSERRE, G.
"Le rggime juridique du travail en equipes autonomes".
social, (2), fgvrier 1975, pp 96-101.
LINDESTAD, H.:, NORSTED, J.P.
Autonomous groups and payment by results•
1973.
Droit
Stockholm, S.A.F.,
MARGERISON, Charles J.
"Group development: a question of consulting strategy". Journal
of European training, Vol 3(3), 1974, pp 247-261,
The author notes that group work as a training method is
becoming increasingly popular and describes in detail four such
methods; namely: the technically centered, the person centered,
the work-role centered and the attitude centered groups. Notes
that each kind of group has a different objective and evokes
different behaviour from the trainees. Discusses the widening
of the role of the training executive beyond the confines of
the traditional training course and his evolution into a
resource person or process consultant.
RANSOM, G.M.
The economics of group technology. Proceedings of the Fourteenth
International Machine Tool Design and Research Conference.
London, Macmillan, 1974.
SKARD, 0.
"Industrial democrats in Norway". Journal of general management,
Summer 1974, pp 70-73.
A review of Norwegian experiments with autonomous work groups
which discusses the difficulties involved in the operationalization of the concept. It considers also the function and possible
influence on industrial relations of the recently introduced
"corporate assemblies" which allow for worker participation
through the election of one third of their members by and from
worker ranks.
- 10 -
SUSMAN, Gerald I.
"The concept of status congruence as a basis to predict task
allocations in autonomous work groups". Administrative science
quarterly, Vol 15, 1970, pp 164-175.
A study of the effects of the allocation of workers to two
task levels within independent work groups by group members
themselves. For the higher position there was a positive
correlation between competence and the allocation of tasks
on the basis of perceived competence but for the lower position
the correlation was negative. The author suggests that
differentiated formal positions within independent work groups
may reduce motivation and performance, as well as opportunities
for learning, thereby reducing potential group resources.
SUSMAN, Gerald I.
"The impact of automation on work group autonomy and task specialisation". Human relations, Vol 23, 1970, pp 567-577.
Results of a study of thirteen, three-man work groups in a
continuous process oil refinery demonstrating that in a highly
automated industrial setting work groups, that are not
restrained by exact job descriptions, develop in an autonomous
fashion with each member becoming multiskilled.
TAYLOR, James C.
Technology and planned organisational change. Ann Arbor,
Michigan. Institute for Social Research, University of Michigan,
1971, 151 p.
A survey of non-supervisory personnel of three hundred work
groups in two large companies which looks at the effects of
attempts at organisational change in the direction of more
participative groups. In the case of the successful attempt
at change, peer leadership and the group process increased,
especially in the groups with a more sophisticated technology;
while in the case of the unsuccessful attempt these group
characteristics changed negatively or remained static, demonstrating that technology had the effect of constraining group
effects counter to company actions which were perceived as
being harmful.
TICHY, N.M.; SANDSTROM, T.
"Organisational innovations in Sweden". Columbia journal of
world business, Summer 1974, pp 18-28.
Outlines factors which have influenced experiments in workers'
participation and work structuring and presents two detailed
case histories (Volvo and Saab) of group work experiments
pointing to benefits and to areas of resistance. Suggests
that team work may become repetitive and boring and speculates
about future innovation which might replace it.
3. GENERAL/GENERALITES
ARQUIE, D.; NEBENHAUS, D.; NORECK, J.P.
Quatre experiences etrangeres sur une nouvelle organisation
des taches. Paris, Union des industries metallurgiques et
minieres, 1973, 59 p.
L'ouvrage est le rapport d'un voyage d'etude (sept-oct 1972)
qui rend compte des experiences de reorganisation des taches
tentees dans quatre entreprises de Suede, Norvdge, et Hollande.
Les resultats dans leur ensemble apparaissent satisfaisants a
la fois en termes economiques et humains.
*
>
,,
- 11 -
BARRIT, R.O.
New forms of work organisation. Work research unit paper No. .
London, UK Department of Employment, 1975, 5 p.
Summary discussion of five hundred Swedish experiments in the
quality of working life. Subjects covered include cooperation
on the shopfloor, new leadership roles and effects of group
work organisation.
BERTAUX, M.
"Evolution ou revolution des structures? Les tendances nouvelles
de 1'organisation des entreprises sur le plan social". Travail
et methodes, Paris, No. 286, f£vrier 1973, pp 6-9.
BORZEIX, A.; CHAVE, D.
Reorganisation du travail et dynamique des conflits. Paris,
Conservatoire national des arts et metiers, 1975, 492 p.
Le travail de ces deux chercheurs porte sur sept entreprises
ayant en cours des realisations importantes de restructuration
de 1'organisation du travail ouvrier. C'est un exemple de
l'apport de la recherche 3 1'amelioration des conditions de
travail. La premiere partie du rapport constitue une etude
monographique sur une experience de semi-autonomie et d'autoorganisation ouvriere menSe dans le cadre d'un accord paritaire
qui n'est pas sans presenter certaines analogies avec les
projets scandinaves de "democratic industrielle".
Dans ce cas la nouvelle organisation n'a pas engendre de conflit
"ouvert" mais des tensions multiples, des propositions ou contre
propositions eiaborSes par les ouvriers et des revendications
specifiques.
Les deux autres parties proc&dent d'une demarche comparative
portant sur sept entreprises. Dans la seconde partie, l'auteur
essaie d'evaluer le degre de rupture que presentent les trois
experiences avec le modele taylorien.
La troisieme partie essaie d'apprShender la signification de
ces experiences en tant qu'actes deiiberes de politique de
personnel, devant lesquelles reaqissent les travailleurs et
leurs representants.
L'etude a pour but de s'interroger sur la creation de groupes
ouvriers auxquels est accordSe une plus grande part d'initiative
et d'autonomie dans 1'organisation de leur travail et sur les
consequences au niveau des conflits sociaux dans l'entreprise.
CHAMPAGNE, Jean.
"Adapting jobs to people: experiments at Alcan".
review, Vol 96(4), April 1973, pp 49-51.
Monthly labor
CLERC, J.M.
Experiences en vue d'une organisation plus humaine du travail
industriel. Compte rendu d'un colloque international qui s'est
tenu a Paris les 26 et 27 Janvier 1973. Collection des sciences
sociales du travail, 6. Paris, Librairie Armand Colin, 1973, 114 p
L'ouvrage comprend trois exposes: le premier relate 1'experience
des unites intSgrees realisee dans l'entreprise italienne Olivetti;
le second porte sur la politique sociale de 1'Union Sovietique et
- 12 -
1'amelioration de la condition des travailleurs consecutive a
1'automatisation de la production; le troisieme retrace les
Stapes des experiences de valorisation du travail dans l'entreprise francaise BSN depuis 1955.
"Conditions de travail et automation chez I.B.M." Production et
gestion, Paris, No. 267, dScembre 1974, pp 46-54.
L1article passe en revue les experiences d'enrichissement des
taches et d'humanisation du travail dans trois succursales
IBM tres automatisees en France et en Allemagne Federale.
Evalue egalement les repercussions de ces mesures sur la
satisfaction au travail des ouvriers a la chaine de montage.
DAVIS, Louis E.; TAYLOR, James C , (eds) .
Design of jobs. Penguin books, 1972.
DU ROY, 0.
Transformer les conditions de travail: etude sur la creation
d'un centre europeen de formation a Strasbourg. Strasbourg:
C.E.S.I, aout 1975, 101 p. Annexe- une bibliographie sur la
democratie industrielle.
Le CESI a etudie le problSme des conditions de travail en
esquissant d'abord une definition, puis en reperant les centres
de recherche, de formation, les positions des partenaires
sociaux, les lieux d1experiences dans les pays de la CEE
(Allemagne Federale, Italie, Grande-Bretagne, Belgique,
Pays-Bas, France.)
Un essai de synthase a ensuite ete tente concernant les differentes approches des conditions de travail: (ergonomique,
manageriale et sociologique) pour parvenir au troisieme point,
1'integration des conditions de travail au niveau de la conception, des equipements industriels en particulier pour le
transfert de technologie.
INTERNATIONAL CHRISTIAN UNION OF BUSINESS EXECUTIVES.
Quality of life in the business firm: a report on five
experiments being carried out in four European countries.
Brussels, 1974, 54 p.
A conference report on experiments in the humanisation of
work (including job enrichment, assembly-line work and
labour-relations experiments) in five enterprises in four
Western European countries.
JENKINS, Davis (ed).
Job reform in Sweden: conclusions from five hundred shop-floor
projects. Stockholm, Swedish Employers' Confederation, 1975,
130 p.
Seen as a "progress report" on the course of development in
job reform, the book presents the conclusions of more than
five hundred experimental projects introduced under everyday
operating conditions in manufacturing industries in Sweden
since 1969. Describes experiments in worker participation,
autonomous work groups, job design, job rotation, job enlargement and enrichment, and discusses the factors leading to
their success or failure. Attention is also drawn to innovations in supervisory roles and wage systems. Organizational
- 13 -
innovations in seven new Swedish factories are also discussed.
The authors recognise the value of the opinions and suggestions
of lower level workers in these fields and conclude that workers
can and should be given greater influence over matters directly
concerning them.
LINDHOLM, Rolf; NORSTEDT, Jan-Peder.
The Volvo report. Stockholm, Swedish Employers' Confederation,
1975, 92 p.
A "progress report" on Volvo's multifaceted work reform efforts
focussing on some of the new ideas put into action at ten of the
company's plants. These include shop-floor participation,
innovative job design, job rotation, decentralisation of
responsibility, the creation of new technology and new plant
design.
MONTMOLLIN, Maurice de.
"Taylorisme et anti-taylorisme". Sociologie du travail,
Num§ro spScial, No. 4, octobre-d§cembre 1974.
L'auteur analyse le d§veloppement des interrogations sur les
nouvelles formes d1organisation du travail. II constate que
certains concepts fondamentaux du taylorisme ne sont pas tenement mis en question mais integrSs a une rationalite supirieure
qui prend en compte les diffSrentes donnSes apportSes par la
psychologie, l'ergonomie, etc,
L'auteur considdre qu'il n'y a pas de dSplacement fondamental
des objectifs ni de rupture de processus, les nouvelles formes
d'organisation du travail permettant a certains principes du
taylorisme de se dSvelopper.
NOVARA, Francesco.
"Job enrichment in the Olivetti Company". International labour
review, Vol 108, No. 4, Geneva, October 1973, pp 283-294.
The article discusses changes in work organisation undertaken
by Olivetti under the pressure of technological, commercial,
and social developments, within and outside the company, which
could not be dealt with by conventional bureaucratic approaches.
The author contends that the changes which were introduced
have resulted in greater job satisfaction and interest on the
part of the workers - a fact which is reflected in the reduction of absenteeism and reported nervous disorders - and a
=
very much higher quality of work. He suggests that only a
new form of organisation based on an open-minded, imaginative
approach and new criteria with which to appreciate and fashion
it, can hope to formulate an adequate response to social and
technological pressures facing industry today.
UNION DES INDUSTRIES METALLURGIQUES ET MINIERES.
Evolutions dans 1'organisation du travail. Paris, 1974, 72 p.
Rapport sur les diffSrentes approches de 1'humanisation du
travail, de la satisfaction qu'on peut y trouver, des possibilitSs
d'enrichissement du travail en chaine de montage, se r§f€rant plus spScialement a des experiences faites en France.
VAN VLIET, A.A.
"Work structuring experiment in television assembly".
N.V. Philips, T.E.O. Special, No. 5, 1970.
- 14 -
II.
FLEXIBLE WORKING HOURS AND OTHER TIME ARRANGEMENTS
HORAIRES FLEXIBLES ET AUTRES AMENAGEMENTS DU TEMPS
DE TRAVAIL
ALLENSPACH, H.
Flexible working hours. Geneva, International labour office,
1975, 64 p.
A report on flexible working hours based on experiments in
Switzerland and discussing its effects on job satisfaction
and employee and management attitudes.
ALLENSPACH, H.
L'horaire mobile de travail.
novembre 1972.
Paris, Jeune Association Patronale,
ALLENSPACH, H.
L'horaire variable. Geneve, Bureau international du travail, 1975.
AUSTRALIAN DEPARTMENT OF LABOUR.
"Flexitime in Australia". Personnel practice bulletin, Vol 29
(4), December 1973, pp 337-352.
The results of a survey on the development of flexitime in
twenty public and private organisations in Australia. Details
are given of the introduction and operation of each scheme
and of management's assessment of its effectiveness. In
general it was found that the introduction of flexitime met
with staff approval and resulted in a more responsible attitude
towards work, improved staff morale, reduced unpunctuality,
absence and turnover rates, easier recruitment, increased
productivity and improved customer services. Despite some
problems the managements and staff concerned expressed reluctance to revert to a standard 9 a.m. to 5 p.m. type arrangement.
BALCH, B.W.
"The four-day week and the older workers".
Vol 53(12), December 1974, pp 894-897.
Personnel journal,
BAUDRAZ, Jean-Francois.
L'horaire variable de travail. Montreal, Les editions
d1organisation. Bordas-Dunod, 1971, 135 p.
L'auteur a assiste a 1'introduction d'un horaire flexible
(souple) dans deux entreprises suisses. II estime que les
d6savantages de l'horaire flexible sont largement compenses
par une reduction de 1'absenteisme, un climat social plus
agreable et la possibilite offerte au travailleur d'exercer
sa responsibility en choisissant son horaire, possibilite qui
contribue a la revalorisation du travail du salarie individuel.
BAUM, S.J.; YOUNG, W.M.
Practical guide to flexible working hours.
1973, 186 p.
London, Kogan Page,
- 15 -
BELL, R.L.
"New arrangements for the working week". Personnel practice
bulletin, Vol 30(1), March 1974, pp 30-37.
The results of a survey of Australian organisations which have
introduced new systems of working hours ranging from a fourday week or nine-day fortnight to a nineteen day month. Gives
details of individual schemes and discusses the advantages
and problems reported and the reactions of the employees
involved.
BENMOUYAL-ACOCA, Viviane; BOULARD, Rene; TESSIER, Bernard M.
"La semaine comprimee au Quebec". Travail Quebec, Vol 11(5),
mai 1975, pp 15-22.
Bibliographie sur la semaine variable de travail. Ottawa, Division
des recherches, Bureau de recherches sur les traitements,
Commission des relations de travail dans la fonction publique,
mai 1972, 15 p.
BOIVIN, J.; SEXTON, J.; BELANGER, L. ; BOUCHER, M.C.
Amenagement de temps de travail: l'horaire variable et la
semaine comprimee. Quebec, Presse de l'Universite Laval,
1974, 337 p.
BOLTON, J. Harvey.
Flexible working hours. Wembley, Anbar, 1971, 55 p.
CAHIERS D"INFORMATION DU CHEF DE PERSONNEL.
"Horaires libres". Cahiers d'information du chef de personnel,
(69), juin 1975, pp 43-58.
"The Canadian labour code and the shorter workweek".
gazette, Vol 73(4), April 1973, pp 235-236.
CARMEL, Alan S.
"Les femmes et les nouveaux horaires".
Vol 74(1), Janvier 1974, pp 21-23.
The labour
La gazette du travail,
CENTRE DES METALLURGISTES DE BELGIQUE.
"Conditions de travail: les horaires libres". C.M.B. Inform,
Bruxelles, septembre 1974, pp 11-16.
L'auteur reconnalt les avantages de l'horaire libre pour les
travailleurs mais met en garde contre les objectifs vises par
l'entreprise et le b§n§fice qu'elle en retire; il estime que
fondamentalement cette mesure n'ameliore en rien les conditions
de travail des salaries si l'on ne procede pas parallelement
a une reorganisation et a une revalorisation des taches.
CHALENDAR, J. de.
Les premieres experiences d'horaire libre dans 1'administration
ajnericaine. (Renseignements tires du Colloque de Venise
organise par la National Science Foundation, septembre 1974),
Paris, 1974.
CHALENDAR, J. de.
L'horaire libre en 1974. CATRAL, octobre 1974.
- 16 -
CHAMBRE SYNDICALE DES INDUSTRIES DO TRAVAIL DES METAUX DE LA MOSELLE.
Dossier sur l'horaire libre. Mai 1973.
COMITE POUR L'ETUDE ET L'AMENAGEMENT DES HORAIRES DE TRAVAIL ET DES
TEMPS DE LOISIRS DANS LA REGION PARISIENNE. (C.A.T.R.A.L.)
La pratique de l'horaire variable, Paris, CATRAL, 1973, 55 p.
CONFEDERATION FRANÇAISE DEMOCRATIQUE DU TRAVAIL.
Les 36 raisons de dire non aux horaires flottants. Rencontre
nationale sur les problèmes posés par les horaires flottants,
juillet 1972.
CONFEDERATION GENERALE DU TRAVAIL.
Déclaration du bureau confédéral de la C.G.T. sur les horaires
variables. Paris, septembre 1974.
CONFEDERATION GENERALE DU TRAVAIL.
"Les horaires mobiles". Le peuple, (958) , janvier 1975,
pp 9-12.
CRAWFORD, I.
"Varied working hours in Australia". Personnel practice
bulletin. Vol 30(4), December 1974, pp 311-320.
Article presenting the results of a survey of the introduction of flexible working hours and other departures from
traditional hours of work in 90 Australian enterprises.
DEVAUD, B.
"Une expérience d'horaire 'dynamique'". Professions et
entreprises,Paris, 78 e année, No. 653, juillet-août 1973,
pp 12-19.
DICKINSON, Terry L.; WIJTING, Jan P.
An analysis of workers' attitudes towards the four day,
forty hour workweek. (Iowa State University of Science and
Technology, Ames Industrial Relations Centre. Working paper
No. 1973-05). Ames: Iowa State University of Science and
Technology, Industrial Relations Centre, 1973, 16 leaves.
DOWNING, Peter P.
"The new workweek is coming ready or not". The Canadian
personnel and industrial relations journal, Toronto, Vol 19(4),
September 1972, pp 15-26.
ELBING, A.O. ; GADON, H.; GORDON, J.R.M.
"Flexible working hours: it's about time". Harvard business
review, Vol 52, January/February 1974, pp 18-33.
ELBING, A.O.; GADON, H.; GORDON, J.R.M.
""Flexible working hours: the missing link". California
management review. Vol 17(3), Spring 1975, pp 50-57.
Discusses the advantages of flexible working hours for both
employees and employers.
- 17 -
ELBING, A.O.; GADON, H.; GORDON, J.R.M.
"Time for a human timetable". European business, (39),
Autumn 1973, pp 46-54.
Description of the implementation and the results of flexible
working hours schemes for European non-manual workers.
EVANS, M.G.
"Longitudinal analysis of the impact of flexible working hours".
Studies in personnel psychology, Vol 6(2), Spring 1975, pp 1-10.
Illustrates the impact of flexible working hours on the job
satisfaction of British workers by comparing two survey samples
of workers on flexible and standard hours respectively.
EVANS, M.G.
"Systeme d'horaires flexibles".
Spring 1975, pp 1-11.
Studies/Etudes, Vol 6(2),
FLEUTER, Douglas L.
"Flexitime - a social phenomenon".
Vol 54(6), June 1975, pp 318-322.
Personnel journal,
FLEUTER, Douglas L.
Workweek revolution: a guide to the changing workweek. Reading,
Massachusetts, Addison-Wesley Pub. Co., 1975, 167 p.
A guide to the alternative proposals for flexible and shorter
hours of work in the U.S.
GRAHAM, Kathie.
"Another alternative to the traditional workweek". The
Canadian personnel and industrial relations journal, Vol 21(1),
January 1974, pp 35-39.
HARKNESS, Robyn.
"An experiment with flexitime". Personnel practice bulletin,
Vol 29(4), December 1973, pp 326-336.
A description of a pilot project introducing flexitime into
a small work area of the Australian Department of Labour.
Overall, the experiment provided useful information about
administrative arrangements necessary for the introduction of
flexitime, the attitudes of the staff towards the scheme and
its effects on aspects of work activity. It was found that
the staff involved reacted favourably to the scheme and that
there was an improvement in both staff morale and efficiency.
HARRISON, Gordon F.
"Flexible hours system produces impressive results". The
Canadian personnel and industrial relations journal, Toronto,
Vol 20(4), September 1973, pp 27-32.
HEDGES, Janice Neipert.
"New patterns for working time". Monthly labour review,
Washington, Vol 96(2), February 1973, pp 3-9.
HILL, J.M.
Flexible working hours. London, Institute of Personnel
Management, (its information report) 1972, 12 p.
- 18 -
HOFFMAN, Eileen B.
"The four-day week raises new problems".
record. Vol 9, February 1972, pp 21-26.
Conference board
L'horaire libre en 1974. Synthese des travaux du qroupe d'etudes
au Ministgre du travail, Paris, La documentation francaise, 1974.
Horaire variable ou libre. L'amgnaqement des temps de travail au
niveau de la journee. Rapport du groupe d'§tude r§uni a la
demande du Premier Ministre. Paris, La documentation francaise,
1972, 81 p.
L'horaire variable ou libre: rapport du groupe d'fetude rguni a la
demande du Premier Ministre. Paris, La documentation francaise,
1972.
KAPP, B.; PROUST, 0.
Les horaires libres.
Paris, Chotard et associSs, 1973, 316 p.
LACAPRA, Louis J.
"Trying out the four-day workweek". Public personnel administration, Vol 2(3), May-June 1973, pp 216-220.
Considers the successful introduction of new working hours in
several American firms. Notes that the trial programme undertaken by the New York and New Jersey Port Authority was
unsuccessful and suggests that the reason for failure is in
the fact that this concern had merely rearranged working hours
without prior consultation with the employees concerned when
other more successful firms had either reduced the number of
hours worked or had first consulted their employees on a
decision which affected them directly.
MACSWEEN, Jim.
"The shorter workweek - policy for the steelworkers". The
labour gazette, Ottawa, Vol 73(8), August 1973, pp 531-533.
NADEAU, J.R.
"Let's be practical about the shorter week". The Canadian
personnel and industrial relations journal, Vol 19(4),
September 1972, pp 26-37.
NORD, Walter R.; COSTIGAN, Robert.
"Worker adjustment to the four-day week: a longitudinal study".
Journal of applied psychology, Vol 58(1), August 1973, pp 60-66.
An exploratory study of employee responses to the four-day
workweek in a medium-sized pharmaceutical company. The author
notes that ;;hile responses are generally favourable, patterns
of response changed over time especially in relation to its
effects on job pace and planning of leisure time and absenteeism
which decreased over time. In general women reported more
favourable effects on task oriented plans and on home life
than men.
ORGANISATION DE COOPERATION ET DEVELOPPEMENT ECONOMIQUES.
L'amenagement du temps de travail. Paris, septembre 1972.
Conference internationale supplement au rapport final.
- 19 -
ORGANISATION FOR ECONOMIC COOPERATION AND DEVELOPMENT.
New patterns for working time. International Conference final
report, Paris, OECD, September 1973, 86 p.
PETITGUYOT, B.
Journges d'Etudes sur les horaires mobiles. Paris, Institut
technique des administrations publiques, Janvier 1974, 101 p.
POOR, Riva (ed.).
Four days, forty hours and other forms of the rearranged
workweek. New York, New American Library, 1973, 333 p.
PROULX, P.P.; LAGANA, A.
"Analyse des effets Sconomiques de la semaine comprimSe et
des horaires flexibles sur l'entreprise". Actuality Sconomique,
Vol 51(1), janvier-mars 1975, pp 128-147, 157-158.
PROUST, 0.; LANDIER, H.
Les horaires libres. Paris, Centre national d'information
pour le progres economique, octobre 1974, 192 p.
Les auteurs ont constituS un dossier, SISment de preparation
3 une session de formation qui permet de cerner le concept
d'horaire libre. Apres une breve definition, ils exposent
les dispositions juridiques qui permettent 1"introduction de
ce changement dans l'entreprise tout en decrivant 1'organisation a mettre en place: le reglement interieur, la saisie des
temps, 1'information du personnel. Ils donnent quelques
elements d'enquete (questionnaire avant et apres 1'experience)
et essaient de cerner les incidences de cette nouvelle
organisation sur le personnel.
ROUSHAM, S.
Flexible working hours today: practices and experiences of
over fifty British organisations. London, British Institute
of Management (its management survey report No. 17) 1973,
IX + 58 p. The results of a questionnaire survey of over
fifty enterprises which have introduced flexible working hours.
RUSTANT, Marcel.
"L'emploi et la durSe du travail hier et demain". Futuribles,
(4), automne 1975, pp 377-397.
Discussion de 1'evolution de la durSe du travail en France
et des perspectives d'avenir. (Action sur l'offre et la
demande d'emploi, mesures concernant 1'organisation du travail,
mesures concernant la dur§e du travail.)
SALVATORE, P.
Flexible working hours; the experiment and its evaluation.
Ottawa, Communications Canada, Staff relations division,
Personnel branch, 1974, lv.
Report evaluating a pilot project introducing flexible working
hours for civil servants in the Federal department of communications.
- 20 -
SANDERSON, George.
"A report on the four-day week".
Vol 72, March 1972, pp 116-127.
The labour gazette, Canada,
SARTIN, P.
"Les horaires flexibles". Relations industrielies/Industrial
relations, quarterly review. Vol 29, No. 2, 1974, pp 343-365.
L'auteur presente les horaires flexibles, leurs avantages pour
l'employeur et 1'employe, leurs modalites d'application et les
reactions des cadres et des syndicats a cette forme d'amenagement du temps de travail. Exemples a l'appui, il conclut que
les succes enregistres jusqu'a present dans les entreprises
laissent prevoir un elargissement croissant de leur champ
d1application.
"La semaine de quatre jours?". La gazette du travail, Ottawa,
Vol 73(4), avril 1973, pp 241-242.
SEXTON, J.; BOIVIN, J.
L'amenagement des temps de travail. L'horaire variable et la
semaine comprimge. Quebec, Departement des relations industrielles de l'Universite Laval, 1974, 337 p.
SWART, J.C.
"What time shall I go to work today?". Business horizons,
Vol 17(5), October 1974, pp 19-26.
Discusses the.merits and drawbacks of flexible working hours,
illustrating the arguments with the experiences of several
enterprises.
TEGA, V.
Flexible working hours and the compressed workweek: technical
and practical aspects, implications; an international selected
and annotated bibliography. Montreal, Ecole des hautes etudes
commerciales, bibliotheque,. 1973, IX + 217 p.
"Tendances nouvelles en organisation du travail". Economie et
humanisme, No. 227, janvier-fevrier 1976, 95 p.
Ce volume est consacre a 1'analyse des nouvelles tendances dans
le domaine de 1"organisation du travail et comprend des articles
sur les tendances actuelles en matiere d'amelioration des conditions de travail, 1'abandon du taylorisme en France, des
experiences de reorganisation du travail et la position des
syndlcalistes face a ces changements.
TERRASON, Ph.
L'avenir de l'horaire flexible. Paris, SAGEM (Direction du
personnel et des relations sociales), mai 1972, 27 p.
WADE, Michael.
Flexible working hours in practice. Gower Press, Essex, 1973, 1
Noting that flexible working hours are an increasingly popular
method of improving the working environment, the book review
the origin of "gliding time" concept (Gleitzelt) in Germany
and its development and effects in Britain. The topics discussed include the reasons for its inception, the possible
- 21 -
variations of the system, methods of time recording, the
process of installation, its advantages and disadvantages and
possible future developments. The author points out that
there is no one system of flexible working hours and that the
major prerequisite is the attitude of senior management.
The book also contains a list of fifty British companies using
flexible working hours.
WALSH, W.
"Pliable working hours". Education and training, April 1975,
pp. 105-107.
Questions the viability of flexible working hours suggesting
that they do not lead to higher productivity and that they
cause supervisory problems. Suggested alternatives include
shift work, fixed hours that are decided by the individual
workers, staggering of hours, longer hours in exchange for
fixed off-days and the five-day week.
WARD, C.D.E.
"Flexible working hours in operation: the Cheshere County
council experiment". Administrative management. Vol 27(2),
Summer 1973, pp 38-43.
WHATLEY, Arthur A.
"Will the four-day, forty-hour workweek work?". The personnel
administrator, Vol 18(3), May-June 1973, pp 27-30.
WILLAT, N.
"Flexitime at Sandoz".
pp 56-61.
European business, (39), Autumn 1973,
WISEMAN, Anne H.
"Four days a week". Personnel practice bulletin. Vol 29(4)
December 1973, pp 261-276.
Description of the operation and effects of the introduction
of a four-day, 36-hour working week in a medium-sized Australian
clothing company. Introduced with the support of the workers
and the relevant union the scheme resulted, as had been hoped,
in increased output and levels of profitability, improved
quality of production, decreased turnover, absenteeism, accident
and overtime rates and in savings in overhead and training costs.
As a result of the overall success of the experiment and the
workers' satisfaction with the new working hours, the four-day
week has become accepted company policy.
ZUMSTEC, B.J.
L'horaire libre dans 1'entreprisef ses problemes, ses consequences. Paris, Delachaux et Niestlg, 1971, 120 p.
- 22 _
III.
WORKERS' PARTICIPATION AT THE SHOP-FLOOP LEVEL
PARTICIPATION DES TRAVAILLEURS AU NIVEAU DE L'ATELIER
BEYNON, H.; BLACKBURN, R.M.
Perception of work: variations within a factory. Cambridge
University press, 1972, 179 p.
Study intended to contribute to the current discussion of
the nature and consequence of worker involvement as well as
assisting in the understanding of social forces operating
within the local labour market.
BOND-WILLIAMS, N.
"Participation in practice". Industrial society, Vol 55,
July 19 73, pp 8-10.
A case study of participation in a division of the Delta
Metal Group through union-management consultation, the use
of a central council of shop stewards and management and the
formation of plant works councils which regulate joint
decisions at plant level. The areas of consultation include
redundancy, grievance and disciplinary procedures and the
application of job evaluation. The author notes that the
main objective of such participation in this company is to
draw on the knowledge and skills of everyone in achieving
its objectives.
BOWEN, P.; SHAW, M.; SMITH, R.
"Steelworker and work control; a sociological analysis and
industrial relations case study". British journal of industrial relations. Vol 12(2), July 1974, pp 249-267.
A case study of worker involvement in the elaboration of
work rules in a steel plant which analyses also manual workers
perception of their influence on decision-making.
BUNCH, J.D.
"How Danish workers participate". Journal of general management. Summer 1974, pp 59-69.
Traces the history of the workers' participation movement in
Denmark, describing the provisions of the national cooperation
agreement between unions and employers. Looks critically at
the experimental schemes now being introduced in the field of
workers' participation.
CLUTTERBUCK, D.
"Faiveley opens its doors to shop-rfloor management". International management, May 1975, pp 22-26.
A description of the management patterns in a 600 employee
French engineering firm in which the board has an equal number
of representatives from among shareholders, managers and
workers. The structure of the organisation ensures that
information is readily available to those who need it. Consultation takes place at all levels including the shop-floor
level and covers both day-to-day decision-making and planning
for the future and a training programme for every level of
employee is available.
- 23 -
COATES, K.
Quality of life and workers' control. Nottingham, Russel Peace
Foundation, Spokesman pamphlet No. 27, 1972, 15 p.
Argues that workers' participation and self-management could
provide the basis for improved working conditions and therefore for the humanisatlon of work in the UK.
DENHARDT, Robert B.
"Alienation and the challenge of participation". Personnel
administration, Vol 34, September-October 1974, pp 25-32.
DEVELOPMENT COUNCIL FOR COLLABORATION QUESTIONS.
Participation in thirty-five Swedish companies. Stockholm,
May 1975, 45 p.
The booklet contains case studies of participation and consultation activities in Swedish companies of varying sizes
and in different industries. The experiments are concerned
with practical participation at the level of the work place
and the descriptions cover such subjects as changes in work
organisation, project groups, consultation, changing supervisory roles and the development of information activities.
While it does not present standard solutions or suggest the
exportability of the Swedish experience the booklet hopes to
"provide ideas and stimuli" in this field.
DONALDSON, William V.
Participatory management: exmployees are creative. Strengthening local government through better labour relations series,
No. 16, Washington: Labor-Management Relations Service, 19 73, 8 p
EMERY, F.E.; THORSRUD, E.
Democracy at work: the report of the Norwegian industrial
democracy programme. Oslo, Tanum Press, 1970.
A description of the implementation and results of projects in
several Norwegian companies, aimed at the testing of alternative organisational forms and their impact on employee participation at different levels of the companies involved. Major
emphasis is placed on the concrete conditions for personal
participation including technological factors structuring the
tasks, the work roles and the wider organisational environment
of workers. In the course of experiments semi-autonomous
work groups came to be accepted as an important alternative
form of work organisation.
EMERY, F.E.; EMERY, M.
Participative design.
continuing studies.
1974, Canberra, ANU, Centre for
FROIDEVAUX, P.; GRAVEJAT, A.
Recherche sur la participation du personnel aux decisions dans
1'entreprise.
Lyon, Institut de recherches appliquees en
sociologie, 1970, 159 p.
Part de l'hypothese que les processus formels de participation
n'apportent pas de satisfaction au travailleur s'ils ne sont
pas de nature a amSliorer le controle qu'il exerce sur les
decisions qui l'affectent. L'etude se consacre principalement
_ 24 _
a la participation des travailleurs au niveau de leur poste
de travail et du chantier. C'est surtout le manque de
participation a ce niveau qui est a la base de revendications
des travailleurs pour une humanisation des conditions de
travail.
GUEST, D.J FATCHETT, D.
Worker participation: individual control and performance.
London, Institute of personnel management, 1974, 252 p.
Discusses worker participation in the UK, providing a theoretical framework for its analysis and explores employee attitudes
towards the various types of participation. The part played
by wage incentive schemes, human relations programmes and
strategies such as job enrichment are also examined.
HILL, S.
"Norms, groups and power; the sociology of workplace industrial
relations". British journal of industrial relations. Vol 12(2),
July 1974, pp 213-235.
Article on labour relations at the enterprise level in the
United Kingdom, covering shop-floor behaviour and action and
the power of work groups.
HORNER, J.
Studies in industrial democracy. London, Victor Gollancz,
1974, 256 p.
A description of experiments in workers' participation in
selected industries in the UK covering the attitudes of trade
unions and management to such schemes.
JENKINS, David.
Job power.
London, Penguin 1972.
JENKINS, David.
"Beyond job enrichment: workplace democracy in Europe".
Working papers for a new society. Cambridge, Massachusetts,
Cambridge Policy Studies Institute Inc.
LIDBOM, T.
"Industrial democrary in Sweden".
November 1971, pp 14-17.
Free labour world, (257),
LISCHERON, Joe; WALL, Toby D.
"Attitudes towards participation among local authority
employees". Human relations, Vol 28(6), August 1975,
pp 499-517.
A questionnaire study of the attitudes of one hundred and
twenty seven blue collar employees towards participation in
management decision-making. The findings demonstrate that
while the employees who experienced little participation
wished to be involved in decision-making, the preferred form
of participation depended on the nature of the decision in
question. Additionally, attitudes towards participation were
positively correlated with job satisfaction.
- 25 -
MORALDO, H.
"Suède: où en est la démocratie dans l'entreprise".
L'usine nouvelle No. 21, 22 mai 1975, Paris, pp 64-65.
Depuis 1969 le système d'organisation du travail à l'usine
automobile suédoise de Saab-Scania à Södertälje a fait ses
preuves. La mise en place des groupes de production et des
groupes de développement touchera la totalité des 4300
ouvriers en 1976 et l'extension du système aux 2000 employés
de bureau est à l'étude.
NEAL, Leonard.
"Making shop-floor participation work". Journal of general
management. Autumn 1974, pp 44-50.
Relates the demand for greater worker participation in
decision-making to the devolution of union power to the shopfloor and to the higher expectations of the labour force.
Advocates already-defined management policy objectives for
jointly agreed procedures and working relationships at plant
level, enlargement of the scope of joint regulation and job
enrichment and suggests that an independent third party can
play an important part in improving employer/employee
relations.
PEACH, David A.
"Participation in action: how it was applied at Alean, Kingston,
Ontario, Canada", Industrial and commercial training. Vol 7(3),
March 1975, pp 109-116.
Describes new organisational approaches in Alean's Kingston
plant. Based on the belief that conscientious employees,
properly informed and carrying out their duties in a responsible manner are the best assurance of effective operation,
the experiments include the elimination of time clocks, and of
the inspection department and the discontinuation of the
traditional hourly pay system. Unions and management have
collaborated in introducing the changes and it has been claimed
that the workers are more productive and have a more responsible
attitude towards and interest in their work and that, consequently, job satisfaction has increased.
POWELL, Reed M.;
SCHLAETER, John L.
"Participative management: a panacea?". Academy of management journal, Vol 14, 1972, pp 165-173.
Results of a field experiment in participation in decisionmaking in a non-industrial setting (the Ohio Department of
Highways), indicating that the highest of the three degrees
of participation introduced among the six construction crews
involved was most closely associated with increased performance,
motivation, and morale. Overall absenteeism, however, increased
among all the crews. Among the questions raised by the study
are that environmental factors might intervene to diminish
behavioral incentives, that the personality of public service
employees might differ from that of the average industrial
worker that the non-utilisation of economic incentives was
significant.
REÍD, D.
"Involving the workforce". Management today, February 1975,
pp 74-77.
- 26 -
ROCHE, William J.; MACKINNON, Neil L.
"Motivating people with meaningful work". Harvard business
review, May-June 1970, pp 97-110.
Discussion of the operation of an action programme aimed at
making work more meaningful through worker participation in
problem solving and through the adoption of a managerial
style based on Theory Y. The programme resulted in workers
becoming actively and creatively involved in their work and
in the increasing
self-motivation of the most effective
work groups which took on many of the managerial functions.
ROSNER, M.; KAVCIC, B.; TANNENBAUM, A.S.
"Worker participation and influence in five countries".
Industrial relations, Vol 12(2), May 1973, pp 200-212.
A comparative study on the effects of workers' participation
in fifty-two enterprises in five countries (Austria, Israel,
Italy, U.S. and Yugoslavia), relating the degree of participation to the degree of control in each enterprise.
*
*
TAYLOR, James C.
"Some effects of technology in organisational change".
Human relations, Vol 24(2), 1971, pp 105-123.
A study,involving over 1000 persons in 140 non-supervisory
work groups employed by a large petroleum refinery,- designed
to explore the relationship between sophisticated technology
and a more autonomous and participative group process. On
the basis of the findings, the author concludes that as
technology advances, the idea of participative management
will have more meaning and application.
THOMASON, George F.
Experiments in participation. London, Institute of personnel
management, 1971, 55 p.
Conference report on British experiments on workers' participation covering the demand for participation and its motivation
in terms of job satisfaction and job enrichment.
THORSRUD, E.; EMERY, F.E.
"Industrial democracy in Norway".
9, pp 187-196.
Industrial relations, 1970,
THORSRUD, E.
"La democratisation du travail et le processus de transformation de 1'organisation". Socioloqie du travail, No. 3, juilletseptembre 1975, pp 241-265.
L'auteur rappelle le cadre institutionnel du travail et les
principes generaux qui guident ces experiences. Apres avoir
decrit les projets de democratisation et de diffusion, des
nouvelles formes d'organisation du travail, il analyse
1'experience de la marine norvegienne et en particulier le
role des chercheurs dans cette phase de dgmocratisation du
travail.
»
- 27 -
UNION DES INDUSTRIES METALLURGIQUES ET MINIERES.
L'experience Guilllet. Paris, 1974, 30 p.
L'6tude relate 1'experience dans l'entreprise francaise
Guilllet de la mise en place progressive d'un systeme de
participation dans lequel sont associ§s tous les membres du
personnel: "La direction participative par les objectifs,
du president directeur general au manoeuvre". La nouvelle
structure, de type vertical, est constituSe d'equipes autonomes: "les groupes d'enrichissement des taches".
WALKER, Kenneth F.
"Workers' participation in management: problems, practice,
and prospects". International institute for labour studies,
Bulletin No. 12, 1974, pp 3-35.
Describes a comparative study by the IILS of the operation of
workers' participation in ten countries, identifying factors
which influence participation, its dimensions and objectives
and its forms and effectiveness. Discusses its impact on
industrial relations, industrial efficiency, power-sharing
and job satisfaction. Reviews various systems of workers'
participation, presents a set of concepts for their analysis
and assesses relevant trends and future prospects.
WANG, K. K.
"A worker participation matrix". Personnel practice bulletin,
September 1974, pp 264-278.
Suggests that worker participation consists progressively of
information, consultation, joint decision and self-management
at shop-floor, departmental, organisational and corporate
levels and that a matrix can therefore be constructed to
demonstrate the degree of participation achieved. It can
also be used to illustrate the implications of future change
in the technological, social, economic and political elements
of participation.
- 28 -
IV.
JOB SATISFACTION/SATISFACTION AU TRAVAIL
ADAMS, Paul G. Ill; SLOCUM, John W. Jr.
"Work groups and employee satisfaction". Personnel administration. Vol 34, March-April 1971, pp 37-43.
ALTIMUS, Cyrus A. Jr.; TERSINE, Richard J.
"Chronological age and job satisfaction: the young blue
collar worker". Academy of management journal, Ohio, Vol 16(1),
March 1973, pp 53-67.
AIKEN, Wilbur J.; SMITS, Stanley J.; LOLLAR, Donald J.
"Leadership behaviour and job satisfaction in state rehabilitation agencies". Personnel psychology, Vol 25(1), Spring 1972,
pp 65-75.
ATCHISON, T.J.; LEFFERTS, E.A.
"The prediction of turnover using Herzberg's job satisfaction
technique". Personnel psychology. Vol 25(1), Spring 1972,
pp 53-65.
"Attitudes to work: a selected bibliography: Part I: Job satisfaction"
Personnel practice bulletin, Vol 28, March 1972, pp 78-89.
BAGLEY-MARRETT, Cora; HAGE, Gerald; AIKEN, Michael.
"Communication and satisfaction in organisations". Human
relations, Vol 28(7), September 1975, pp 611-626.
Based on data obtained in health and welfare agencies, the
study attempts to develop some measures for establishing the
dimensions of organisational communication and for examining
the relationship between formality of communication and satisfaction. The findings demonstrate that systems of communication
can be empirically specified and their relationship to satisfaction measured though they varied depending on whether
satisfaction with the job or with co-workers was the focus.
Hypotheses to be tested by further research are proposed.
BAKER, Cherry.
"Job enrichment and job satisfaction - selected overseas
studies, Part I: American studies". Personnel practice
bulletin, Vol 29(4), December 1973, pp 277-288.
The first of three articles summarizing US, British and
Continental European research projects (all mentioned in this
bibliography) experiments in job enrichment, job satisfaction
and attitudes to work which reflect these countries' approaches
towards explaining employee attitudes and behaviour and
improving the quality of working life and organizational
effectiveness. Five of the six studies discussed here are
examples of practical implementations of job redesign which
emphasize job enrichment as a means of improving employee
morale and motivation. The sixth, a research project designed
to examine the determinants of job satisfaction and work
performance, recommends, but does not implement experimental
changes.
- 29 -
BAKER, Cherry.
"Job enrichment and job satisfaction - selected overseas
studies, Part 2: British studies". Personnel practice bulletin,
Vol 30(1), March 1974, pp 38-46.
Presents four British studies in this field, one of which is
an experiment in job redesign conducted with a view to evaluating the effects of job enrichment and employee motivation.
The other three studies described research projects which were
concerned with describing and explaining the industrial attitudes and behaviour of employees but which did not involve
experimental changes to jobs or work environment.
BAKER, Cherry.
"Job enrichment and job satisfaction - selected overseas studies,
Part 3: European studies". Personnel practice bulletin,
Vol 30(2), June 1974, pp 149-161.
Summaries of studies in job enrichment, job satisfaction and
attitudes to work in Norway, Sweden, Germany and Yugoslavia.
Their predominant emphasis is on the redesign of jobs to give
greater autonomy and responsibility to employees and on the
encouragement of other forms of worker participation.
BETZ, Ellen L.
"An investigation of job satisfaction as a moderator variable
in predicting job success". Journal of vocational behaviour,
Vol 1, April 1971, pp 123-128.
BLAKE, Jenny.
"Experiments in job satisfaction".
Vol 6(1), January 1974, pp 32-34.
BROOKS, T.R.
"Job satisfaction: an elusive goal".
79(10), October 1972.
Personnel management,
The American federationist,
CARNALL, C;
WILD, Ray.
"Job attitudes and overall job satisfaction: the effect of
biographical and employment variables: research note".
Journal of management studies. Vol 2, February 1974, pp 62-67.
CARPENTER, Harrell H.
"Formal organisational structural factors and perceived job
satisfaction of classroom teachers". Administrative science
quarterly, Vol 16, 1971, pp 460-465.
The effects of organisational structure on the satisfaction
of sociopsychological needs are tested demonstrating that the
greater the number of administrative levels in the organisational hierarchy the more the lower-level positions are seen
as restrictive, regimented and formalised by the incumbents.
CHAPMAN, William.
"Job satisfaction: the vanishing blues". The American federationist, Washington, Vol 81(1), January 1974, 18 p.
CHERRINGTON, David J.
"Satisfaction in competitive conditions". Organisational
behaviour and human performance, 10, August 1973, pp 47-71.
- 30 -
CLARK, Alfred'W.; MCCABE, Sue.
"The motivation and satisfaction of Australian managers".
Personnel psychology, Vol 25(4), Winter 1972, pp 625-639.
COSTELLO, John M.; LEE, San M.
"Needs fulfilment and job satisfaction of professionals".
Public personnel management, Vol 3, September-October 1974,
pp 454-561.
CROSS, Denys.
"The worker opinion survey: a measure of shop-floor satisfactions". Occupational psychology, 1973, Vol 47, pp 193-208.
DAVIS, L.E.
"Job satisfaction research: the post-industrial view".
Industrial relations, Berkeley, Vol 10(2), May 1971, pp 176-193.
Reviews various research studies on the psychological aspects
of human behaviour in the work environment including motivation, job description and design and the impact of technology
on job requirements, with a view to examining research methods
for determining job satisfaction.
EWEN, R.B.
"Weighing components of job satisfaction".
psychology, Vol 51(1), pp 68-73, 1967.
Journal of applied
FLANAGAN, R.J.; STRAUSS, G.; ULMAN, L.
"Worker discontent and workplace behaviour". Industrial relations, Vol 13(2), May 1974, pp 101-123.
An analysis of worker behaviour in relation to working
conditions and job satisfaction which covers absenteeism,
labour turnover, hours of work, job enrichment, etc.
FORM, W.H.
"Auto workers and their machines: a study of work, factory
and job satisfaction in four countries". Social forces,
Vol 52(1), 1973.
GEARE, A.J.
"The use of two dimensions to achieve a practical measure of
factors determining job satisfaction". The journal of industrial relations, Vol 16, No. 4, December 1974, pp 351-362.
Using a research study of three groups of workers in a mediumsized process firm, the paper demonstrates how a combined
measure incorporating measures of both the importance attached
to various aspects of work and job satisfaction items could
provide the information required by a manager interested in
raising job satisfaction. The author contends that such a
measure is superior to measures of job satisfaction alone and
makes a case for the use of both dimensions to examine factors
affecting job satisfaction.
- 31 -
GHISELLI, Edwin E.; JOHNSON, Douglas A.
"Need satisfaction, managerial success and organisational
structure". Personnel psychology, Vol 23, 1970, pp 569-576.
A study of the effects of organisational structure on the
perceived job satisfaction of 413 managers from various
business and industrial enterprises in the U.S. indicating
that structures with few supervisory levels and large areas
of control were associated more with the fulfilment of social,
esteem, autonomy and self-actualisation needs than organisations having many supervisory levels and small areas of
control.
GOLDRING, Patrick.
Multi-purpose man: a new work style for the modern age.
New York, Taplinger Publishing Co., 1974, 120 p,
Proposes the introduction of widespread multiple job holding
(i.e. having two or three substantially different part-time
jobs simultaneously) as a way of reducing work related boredom
and therefore, alienation and job dissatisfaction.
GOMBERG, William.
"Job satisfaction: sorting out the nonsense". The American
federationist. Vol 80(6), June 1973, pp 14-20.
GRUPP, Fred W. Jr.; RICHARDS, Allan R.
"Job satisfaction among state executives in the US". Public
personnel management, Vol 4 ( 2 ) , March-April 1975, pp 104-109.
HALDANE, B.
Career satisfaction and success; a guide to job freedom.
New York, Amacom, 1974, 194 p.
Addressed to individual employees in the USA, the book suggests
a schema for self-evaluation and reappraisal of skills and
qualifications and outlines a strategy for access to more
satisfying kinds of work.
HINRICHS, J.R.
"A replicated study of job satisfaction dimensions".
psychology, Winter 1968, pp 479-503.
Personnel
HINRICHS, J.R.
Motivation crisis; winding down and turning off. New York,
Amacom, 1974, 164 p.
Considers the psychological aspects of alienation, job satisfaction and worker motivation in the United States of America
and discusses job enrichment and the humanisation of work as
possible solutions to the problems of boredom, etc.
HUTTON, M.A.; O'BRIEN, G.E.
A regression test of Herzberg's two-factor theory of job
satisfaction. Bedford Park, 1974, 14 1.
(The Flinders
University of South Australia. Institute of Labour Studies,
working paper series, (6).
IRIS, B.; BARRETT, G.V.
"Some relations between job and life satisfaction and job
importance". Journal of applied psychology, vol 56, 1972,
pp 301-304.
- 32 -
JOHNSTON, Ruth.
"Pay and job satisfaction: a survey of some research findings".
International labour review, Vol 111(5), May 1975, pp 441-449.
Several enterprise-level studies done in the US, the UK and
Australia (including three of the author's own studies) are
cited to support the view that workers often value factors
such as job interest and good working relations above pay and
that even dissatisfied workers indicate that pay is not crucial
in determining positive or negative attitudes towards work.
The author concludes that pay becomes the most important factor
in job satisfaction only when it is seen as a compensation for
dissatisfying and alienating job situations.
KAVANAGH, Michael J.; MACKINNEY, Arthur C ; WOLINS, Leroy.
"Satisfaction and morale of foremen as a function of middle
manager's performance". Journal of applied psychology. Vol 54,
1970, pp 145-156.
Demonstrates a relationship between high rating of department
heads on their performance of personnel-related job functions
and high group satisfaction of foremen in the areas of pay,
on-the-job learning opportunity, authority and control and
lack of undue pressure and fatigue.
KERPOLLA, K.
"Participatory administration and teamwork in labour-management
cooperation". American journal of economics and sociology,
Vol 33(1), January 1974, pp 19-32.
Referring to Mas low's hierarchy of human needs, the author
contends that modern development leads to more autonomy for
the individual, more information and more participation in
planning, thus moving away from elitism, mechanical organisation and formal subjection to authority. Searching for ways
of increasing motivation (and therefore job satisfaction) it
is found that motivation is more likely to be created by the
delegation of decision-making power, participation and teamwork than by improving the "hygiene factors" that cause dissatisfaction initially. This is illustrated by reference to
an empirical study of Finnish factory workers.
KILLINGWORTH, J.S.M.
"Sources of work satisfaction in Australia".
chologist, Vol 9, 1974, pp 126-140.
Australian psy-
KLEIN, Stuart M.
"Pay factors as predicators to satisfaction: a comparison of
reinforcement, equity and expectancy". Academy of management
journal, Vol 16, December 1973, pp 598-610.
KRISTOL, Irving.
"Job satisfaction: daydream or alienation?". The American
federationist, Washington, Vol 80 (2), February 1973,
pp 11-13.
LAROUCHE, Viateur.
Inventaire de satisfaction au travail. Ecole des relations
industrielles, Universite de Montreal, juin 1974, These.
L'auteur presente la demarche suivie pour valider 1'inventaire
- 33 -
de satisfaction au travail. Les indicateurs choisis sont
administrés à deux groupes de travailleurs (infirmières et
contremaîtres). L'auteur explique le calcul des scores sur
les différentes échelles de son inventaire et analyse également les résultats obtenus.
LAROUCHE, Viateur; LEVESQUE, André; DELORME, François.
"Satisfaction au travail: problèmes associés à la mesure".
Relations industrielles. Vol 28(1), mai 1973, pp 76-109.
Apporte des suggestions à la mesure du concept de la satisfaction au travail. Discussion de la méthodologie des questionnaires utilisés à cet effet.
LAROUCHE, Viateur; DELORME, François.
"Satisfaction au travail: reformulation théorique". Relations
industrielles, Vol 27(4), 1972, pp 567-602.
Passe en revue les définitions existantes de la satisfaction
au travail. Conclut que le manque d'un cadre d'analyse valable
est responsable de la confusion qui entoure ce concept.
L'auteur propose une définition qui tient compte de sa perception concernant son rôle dans le processus de travail.
Arrive à la conclusion que satisfaction ou dissatisfaction au
travail dépend de congruence entre la perception de son travail
et les stimulants offerts effectivement par le travail qui lui
est assigné.
LAWLER, Edward E. III.
Motivation in work organisations. Monterey, California,
Brooks/Cole Publishing Co., 1973, 224 p.
A review of the current major psychological theories of work
motivation, presenting also some empirical data on the subject.
Topics covered include theories of motivation, the determinants
of satisfaction and the relationship between it and. work performance, the reinforcement of work performance through the
use of rewards, the impact of the nature of tasks on job
performance, satisfaction, self-esteem and perceived competence
and the influence of peers on productivity. Discussing three
types of management patterns (paternalistic, scientific and
participative) the author concludes that a combination of all
three is necessary for an organisation to be truly effective.
LAWLER, Edward E. Ill; HALL, Douglas T.
"Relationship of job characteristics to job involvement,
satisfaction and intrinsic motivation". Journal of applied
psychology , Vol 54, 1970, pp 305-312.
A study demonstrating the relationship between perceived job
characteristics and job behaviour and job involvement, higher
order need satisfaction and intrinsic motivation.
LEVITAN, Sar A.; JOHNSTON, William B.
"Job satisfaction: work is here to stay, alas". The American
federationist. Vol 81(1), January 1974, pp 18-22.
LOCKE, Edwin A.
"Satisfiers and dissatisfiers among white-collar and bluecollar employees". Journal of applied psychology, Washington,
Vol 58(1), August 1973, pp 67-77.
- 34 -
LYONS, Thomas F.
"Role clarity, need for clarity, satisfaction, tension and
withdrawal". Organisational behaviour and human performance,
Vol 6, 1975, pp 99-110.
A questionnaire-survey of 156 female nurses testing the
relationship between perceived role clarity and work satisfaction, withdrawal and tension. Findings indicate that
perceived role clarity is positively correlated with satisfaction and negatively correlated with withdrawal and tension.
MACARTHUR, D.
"One Canadian's search for job satisfaction". The Canadian
personnel and industrial relations journal, Vol 22(3), May
1975, pp 178-196.
MANNHEIM, Bilha.
"A comparative study of work centrality, job rewards and
satisfaction: occupational groups in Israel". Sociology of
work and occupations, London, Vol 2 ( 1 ) , February 1975,
pp 79-103.
MORIN, F.
"Le non-interessement des travailleurs a 1'entreprise: analyse
de quelques causes d'ordre juridique". Relations industrielles,
28(4), 1973, pp 862-871.
MUMFORD, Enid.
Job satisfaction: a study of computer specialists. London,
Longman, 19 72, 2 42 p.
Using a sample of computer specialists from eight organisations,
the study examines their work needs, the factors which contribute to job satisfaction and the reconciliation of occupational
efficiency needs with individual needs for a satisfactory and
stimulating work environment.
PALLONE, Nathaniel J.; HURLEY, Robert B.; RICKARD, Fred S.
"Emphases in job satisfaction research: 1968-1969". Journal
of vocational behaviour, Vol 1, January 1971, pp 11-28.
PRYBIL, Lawrence D.
"Job satisfaction in relation to job performance and occupational level". Personnel journal, Vol 52(2), February 1973,
pp 94-101.
QUINN, Robert P.; MANGIONE, Thomas W.
"Evaluating weighted models of measuring job satisfaction:
a Cinderella story". Organisational behaviour and human
performance. New York, Vol 10(1), August 1973, pp 1-24.
RITTI, Richard R.
"Underemployment of engineers". Industrial relations, Vol 9
(4), 1970, pp 437-452.
Uses the results of research to support the argument that lack
of opportunity to perform meaningful work is at the root of
the frustration and dissatisfaction among engineers. Cites
the fact that "field" engineers, who have more autonomy and
- 35 -
responsibility are more satisfied than "laboratory" engineers,
who feel that they are underemployed or misemployed, as
evidence supporting the theory that greater performance leads
to greater satisfaction.
ROBERTS, Karlene H.; SAVAGE, Frederick.
"Twenty questions: utilizing job satisfaction measures".
California management review. Vol XV, (3), Spring 1973, pp 82-91.
RONAN, W.W.
"Individual and situational variables relating to job satisfaction". Journal of applied psychology monograph, 1970,
54(1), Part 2, pp 1-31.
RONAN, W.W.; MARKS, E.
"The structure and stability of. various job satisfaction
measures". Studies in personnel psychology, Vol 6(1), 1973,
pp. 2-27.
ROSOW, Jerome M. (ed).
Workers and the job; copying with change. Englewood Cliffs,
New Jersey, Prentice-Hall, 1974, 208 p.
A compilation of conference papers on job satisfaction covering such topics as alienation, boredom, attitudes towards jobs
and job enrichment and considering the usefulness of the
revision of employment policies and the humanisation of work.
SANDERSON, George. .
"Fulfilment on the job: possible goal or impossible dream".
The labour gazette, Ottawa, Vol 73(6), June 1973, pp 385-392.
SCHWAB, Donald P.? WALLACE, Marc J. Jr.
"Correlates of employee satisfaction with pay".
relations, Vol 13, February 1974, pp 78-89.
Industrial
SCHWAB, Donald P.f CUMMINGS, Larry L.
"Theories of performance and satisfaction: a review". Industrial relations. Vol 9(4), October 1970, pp 408-430.
Traces the development of concepts and theories of performance
and satisfaction commencing with the view expressed by the
Human Relations School in the 30"s and 40's that satisfaction
led to better performance and ending with the most recent
theories which hold that satisfaction is caused by performance
rather than being the cause of it. The Porter and Lawler
model is described in detail as an example of the latter view.
SCHWARTZ, A.P.J RONAN, W.W.; DAY, E.J.
"Satisfaction au travail". Studies/Etudes, Vol 6(2), Spring
1975, pp 35-55.
SERVAN-SCHREIBER, J.L.
L'entreprise a visage humajn., Paris, Robert Laffpnt, 1973, 266 p.
Traite des problemes de la satisfaction au travail et de
1'humanisation du travail, y compris les questions de 1'alienation et de la lassitude des ouvriers et des cadres. Analyse en
particulier la situation en France et aux Etats-Unis. Autres
sujets traites: duree du travail, travail a la chaine de montage,
participation ouvriere et role social de l'entreprise.
- 36 _
SHEPARD, Jon M.
Automation and alienation: a study of office and factory
workers. Cambridge, MIT Press, 1971, 163 p.
SHEPARD, Jon M.
"Functional specialisation, alienation and job satisfaction".
Industrial and labour relations review, Vol 23(2), January 1970.
pp 207-219.
SHEPARD, Jon M.
"Specialization, autonomy and job satisfaction". Industrial
relations, Vol 12(3), October 1973, pp 274-281.
A comparative study of three groups of workers, with different
degrees of functional specialization, which demonstrates that
job satisfaction is more closely related to the "objective"
factor of specialization than to the "subjective" factor of
perceived lack of autonomy.
SHEPPARD, Harold L.
"Asking the right questions on job satisfaction".
labour review, Vol 96(4), April 1973, pp 51-52.
Monthly
SIMONETTI, S.H.; WEITZ, Joseph.
"Job satisfaction: some cross-cultural effects".
psychology, Vol 25(1), Spring 1972, pp 107-119.
Personnel
SLOCUM, John W. Jr.
"Performance and satisfaction: an analysis". Industrial relations, Vol 9(4), October 1970, pp 431-436.
Re-examines the Porter and Lawler model of performance and job
satisfaction in the light of the findings of an empirical study
of two hundred middle and lower-level managers employed by a
steelmill in Pennsylvania. Although the results tend to support
the prediction that performance is related to the satisfaction
of needs for autonomy and self-actualization, the author points
out that his findings could also be used to support many other
theories of the causal relationship between performance and
satisfaction and suggests that further research is imperative.
SMITH, P.I.S.
Job involvement and communications. London, Business books,
1973, 126 p.
A study of the various ways in which enterprises in the UK,
US and elsewhere attempt to improve job satisfaction and the
quality of work. The schemes discussed include job enrichment
and workers participation. Trade union attitudes and management efforts in this field are examined.
STOLLBERG, Rudhard.
Job satisfaction and relationship to work. Paper prepared for
the VIII World Congress of Sociology, Toronto, August 1974.
SOSMAN, Gerald I.
"Process design, automation, and worker alienation".
Industrial relations, 11, 1972, pp 34-45.
- 37 -
UNITED STATES DEPARTMENT OF LABOR MANPOWER ADMINISTRATION.
Job satisfaction: is there a trend? (Its Manpower Research
Monograph, No. 30), Washington, G.P.O. 1974, 57 p.
WANOOS, J.P.; LAWLER, Edward E, III.
"Measurement and meaning of job satisfaction". Journal of
applied psychology, Vol 56(2), 1972, pp 95-105.
WATERS, L.K.; ROACH, Darrell.
"The two-factor theories of job satisfaction: empirical tests
for four samples of insurance company employees". Personnel
psychology, Vol 24, Winter 1971, pp 697-705.
WEAVER, Charles N.
"Sex differences in job satisfaction".
17(3), June 1974, pp 43-52.
Business horizons,
WILD, Ray.
"Job needs, job satisfaction and job behaviour of women manual
workers". Journal of applied psychology, Vol 54, 1970,
pp 157-162.
- 38 -
V.
WORK ORGANISATION AND PRODUCTIVITY
ORGANISATION DU TRAVAIL ET PRODUCTIVITE
CALLICOAT, Nathaniel J.; ENTREKIM, Leland; GRANT, Colin.
"The importance of pay: an Australian research finding",
The journal of industrial relations. Vol 16(4), December
1974, pp. 333-350.
The major finding is that although the importance attached to
pay did vary with occupational level, the direction of variance
was unexpected with higher-level employees placing a greater
value on pay than lower-level employees. The authors use the
needs theory findings of earlier studies to explain this
variance and suggest that high-level employees, unlike their
lower-level counterparts, see a more direct relationship
between pay and such higher order needs as recognition, esteem
and autonomy.
Conclude that while interpretations of pay data are highly
situational, requiring analysis of such factors as personal
background and job factors, as well as personal needs for
individual employees at different occupational levels, the
findings are nevertheless useful to management because they
contain indications as to how employee behaviour can be
influenced through recruitment and pay policies. Management
can, therefore, utilize their human resources effectively
while simultaneously improving job satisfaction and the
quality of working life.
CROSS, Denys; KARR, Peter.
"Work group composition as a factor in productivity and satisfaction". Industrial relations journal, Vol 2, Summer 1971,
pp. 3-13.
DANIEL, W.W.
"Productivity bargaining and orientation to work: a rejoinder
to Goldthorpe". The journal of management studies. Vol 8,
October 1971, pp. 329-335.
DELAMOTTE, Yves.
The social partners face the problems of productivity and
employment; a study in comparative industrial relations.
Paris, Organisation for Economic Cooperation and Development,
1971, 202 p.
DONNELLY, John F.
"Increasing productivity by involving people in their total
job". Personnel administration, Vol 34, September-October
1971, pp. 8-13.
GREENBLATT, Alan D.
"Maximizing productivity through job enrichment".
Vol 50(2), March-April 1973, pp. 31-40.
Personnel,
- 39 -
GUNZBURG, Doron (ed).
Bringing work to life: the Australian experience. Melbourne,
Cheshire Publishing Pty., Ltd. 1975.
Presents a wide range of case studies dealing with the successful efforts of a variety of Australian firms to cope with the
problems of high labour turnover, low morale and low effectiveness. Written by industrial relations practitioners, as well
as behavioural scientists, the studies illustrate the achievement of "cohesive groups" where members, their group and their
leader enjoy personal and vocational growth through sharing in
satisfying, challenging and productive activity.
HAWKINS, Kevin.
"Productivity bargaining: a reassessment". Industrial relations journal, Vol 2, Spring 1971, pp 10-34.
KATZELL, M.E.
Productivity: the measure and the myth. New York, American
management association, 1975, 38 p.
A report on management attitudes to employee motivation, job
enrichment and productivity improvement in the U.S.
LAWLER, Edward E. III.
Pay and organizational effectiveness: a psychological view.
New York, McGraw-Hill, 1971.
"Les conditions de travail".
CFPT auiourd'hul, No. 16, novembredecembre 1975, 93 p.
Ce volume comprend des articles sur:
La question du travail
(Rosanvallon P.); Conditions de travail et conditions de vie
(Le Due J.M.); Comment aborder le probleme des conditions de
travail (Faivret J. PH; Missika J.L.; Wolton D.); Elements
de stratSgie syndicale: l'action des D.P., C.H.S., C.E.
(Le Tron M.); Les groupes autonomes de production (Blassel H.,
Tron M.)j L'ergonomie (dossier) (Blassel H.); bibliographie selective sur les conditions de travail; les
principaux centres de recherche sur les conditions de travail.
LINDHOLM, Rolf.
Advances in work organisation: four Swedish cases. Stockholm,
Swedish Employers' Confederation, 1973.
Four case studies of developments in factory organisation and
assembly-line work and of innovations in production which
resulted in the humanisation of work and in increased
productivity.
MORSE, John L.; LORSCH, Jay W.
"Beyond theory Y". Harvard business review, May-June 1970,
pp 61-68.
Suggest that it is necessary to go beyond the McGregor concept of participative management (theory Y) in order to
improve organisational effectiveness. A study of four
organisational units is used to illustrate the contention
that the most productive organisation is one that maintains
"a fit between task organisation and people"(contingency
theory).
- 40 -
NORSTEDT, J.P.
Work organisation and payment system at Orrefors Glasbruk.
Stockholm, Swedish Employers' Confederation, 1970, 21 p.
A report on an experiment in increasing productivity through
the introduction of job enrichment and wage incentive schemes
in a glass industry enterprise.
PRESTAT, C.
"Enrichissement des taches: motiver a produire plus".
Entreprise, (1024), avril 1975, pp 69-71.
ROSENBERG, Nathan (comp.).
The economics of technological change: selected readings.
Harmondsworth, England, Penguin, 1971, 509 p.
ROSOW, Jerome M.
"Now is the time for productivity bargaining". Harvard business
review, January-February 1972, pp 79-89.
Examines the mechanics and argues the merits of productivity
bargaining in which management and labour agree to establish
a set of quid pro quos whereby labour agrees to scrap old
work habits for the new and more effective ones desired by
management in return for some of the gains of modernisation
and increased efficiency in the form of new and better work
incentives.
SCHAFFER, Robert.
"Demand better results - and get them". Harvard business
review, November-December 1974, pp 91-98.
SMITH, Ian G.
"Productivity agreements and productivity: an appraisal and
a possible approach to productivity measurement at the plan/
firm level". Industrial relations journal, Vol 2, Winter
1971, pp 63-80.
TOWERS, B.; WHITTINGHAM, T.G.; GOTTSCHALK, A.W. (eds).
Bargaining for change, London, George Allen and Unwin, 1973,
279 p.
Twelve essays containing an account of Britain's experience
with productivity bargaining in the 1960's when it was introduced as a possible (but unsuccessful) response to the
inability of the traditional system of industry-wide bargaining to cope with the plant-level problems Of wage drift,
unconstitutional strikes, etc.
TOWERS, B.; WHITTINGHAM, T.G.
"Productivity bargaining in the United Kingdom: an overview".
Journal of industrial relations, Vol 13, September 1971,
pp. 251-273.
UNITED NATIONS ECONOMIC COMMISSION FOR EUROPE.
Economic aspects of automation, New York, 1971,60 p.
- 41 -
WALTON, Richard.E.
"How to counter alienation in the plant". Harvard business
review. Vol 50(6), November-December 1972, pp 70-81.
The author uses the example of comprehensive organizational
redesign effort in a large pet-food manufacturing enterprise
to support the contention that the total restructuring of the
workplace and -the organization of work is necessary to counter
alienation, to meet the changing expectations of employees and
to increase productivity.
WATSON, G.
"Low productivity: the real sin of high wages".
news record, 24 February 1972.
Engineering
WEIL, R.
Alternative work organization: improvements of labour rnnrHtions and productivity in Western Europe.
Paper prepared
tor a research project of the IILS on developments in the
fields of humanisation of work and the quality of working life.
(To be published shortly).
WHITTINGHAM, T.G.; TOWERS, B.
"Bargaining for change". Industrial relations. Vol 3, Spring
1972, pp 64-68.
YOUNG, Harvey A.; DOUGHERTY, Michael F.
"Influence of the guaranteed annual wage upon labour relations
and productivity: national sugar refinery's experience".
Management of personnel quarterly, Vol 10, Winter 1971,
pp 27-32.
*
- 42 -
VI.
ATTITUDES AND POLICIES TOWARDS QUALITY OF WORKING LIFE
ATTITUDES ET POLITIQUES DANS LE DOMAINE DE LA QUALITE
DE LA VIE DE TRAVAIL
ADAM, G.
"Conditions de travail: qui veut vraiment la réforme?".
Les informations,(1552), 10 février 1975, pp.32-34.
"L'amélioration des conditions de travail: cent patrons donnent
leur point de vue". Entreprise et formation continue (12)
novembre-décembre 1974, pp 41-45; (13), janvier-février 1975,
pp.39-43; (14), mars-avril 1975, pp.40-43.
"L'amélioration des conditions de travail: résultats de l'enquête".
Entreprise et progrès, Paris, juin 1973, 33 p.
Une enquête menée auprès d'un échantillon de 1.254.250
salariés d'entreprises fait apparaître l'ordre de priorité
qu'ils attribuent aux diverses mesures visant l'amélioration
des conditions de travail. La restructuration des tâches
vient en troisième position, après l'hygiène, la sécurité
et l'environnement physique.
CAMERON, C.R.
"Modem technology, job enrichment and the quality of life".
Journal of industrial relations, Vol 14(4), December 1972,
pp. 361-378.
A statement of Australia's future labour policy expressing the
views of the Socialist Party with regard to employment policy,
approaches to technological change, job enrichment and the
humanisation of work.
CAMPBELL, Bonnie.
"How to implement the humanizing process". The labour gazette,
Ottawa, Vol 73(8), August 1975, pp. 523-531.
COLLINS, Donald C ;
RAUBOLT, Robert R.
"A study of employee resistance to job enrichment".
journal, Vol 54(4), April 1975, pp. 232-236.
Personnel
DELAMOTTE, Yves.
L'approche française envers l'humanisation du travail .
Paper preapred for a research project of the IILS on developments in the fields of the humanisation of work and the quality
of working life.
(To be published shortly.)
DELAMOTTE, Yves.
"The attitudes of French and Italian trade unions to the
'humanisation' of work". Labour and Society, Vol 1(1),
January 1976, pp. 49-62.
An examination of the reaction of trade unions in France and
Italy to the largely management-inspired experiments in the
restructuration of jobs and the humanisation of work. In
France the initial reaction of suspicion has given way to the
analysis of the positive and negative consequences of change
and to the formulation of a comprehensive strategy regarding
these innovations, the guiding principles of which have been
laid down at the national and inter-occupational level.
- 43
In Italy, where the movement started at the enterprise level,
a more detailed strategy was quickly formulated representing
a highly developed attempt to make management initiatives lead
to changes far exceeding what had been anticipated. In both
countries conditions of work have become a matter for negotiation.
DELAMOTTE, Yves.
Union attitudes to the quality of working life. Paper prepared
for the International Conference on the Quality of Working
Life, Arden House, New York, August 1972.
DUBOIS, P.
"Comment transformer les conditions de travail?". Economie
et humanisme, Paris, No. 214, novembre-dfecembre 1973, pp. 27-46.
GUNTER, Hans.
"Labour-oriented approaches to the humanisation of work".
International institute for labour studies, Bulletin No. 11,
1974, pp. 21-24.
A review of recent literature in the Federal Republic of
Germany which approaches the questions of the humanisation of
work and the quality of working life from the point of view of
trade union policy formulation and which suggests that active
policies rather than reactive attitudes to employer-initiated
experiments are required to obtain greater humanisation of
work compatible with labour interests at both national and
enterprise levels.
HACKMAN, J. Richard; LAWLER, Edward E. III.
"Employee reactions to job characteristics". Journal of
applied psychology monograph 55(3), 1971, pp. 259-286.
HERRICK, Neal Q.
"Government approaches to the humanisation of work".
labour review, Vol 96(4), April 1973, pp. 59-61.
Monthly
IVALDI, J.P.
"La quality de la vie dans l'entreprise". Hommes et techniques,
(366), France, Suresnes, 1975, pp. 236-245.
Plutot qu'une augmentation de leur remuneration, les travailleurs rSclament de meilleures conditions de travail et de plus
grandes responsabilit&s. L'auteur analyse les motivations
des OS, 6tudie le malaise de la maitrise et fait le point sur
les solutions amorcSes: 1'enrichissement des taches, les
systSmes socio-techniques et l'am§nagement du temps de travail.
LOUBSER, J.J.; FULLAN, M.
Industrial conversion and workers' attitudes to change in
different industries. Study No. 12, Ottawa, Task Force on
Labour Relations, 1969, xi + 270 p.
Concerned with the impact of industrial, (and in particular,
technological) change on workers' attitudes, the study uses
data from 2,832 employees in 16 undertakings in six industries
to demonstrate the relationship between job satisfaction and
positive reactions to change. Noting that mobile people are
more likely to quit their jobs when faced with the negative
consequences of technological advancement, the authors conclude
that industry and society are better served by a more flexible
and adaptable labour force.
- 44 -
MAURICE, M.
"Politiques syndicales pour l1amelioration des conditions de
travail et de 1'organisation de 1'entreprise". Revue frangaise
des affaires sociales, Vol 28(1), janvier-mars 1974, pp. 53-99.
Documents prepares pour une Conference sur la politique syndicale
dans les pays industriels par rapport aux problemes des conditions de travail et de leur humanisation.
MIRE, Joseph.
"Improving working life: the role of European unions". Monthly
labour review. Vol 97(9), September 1974, pp. 3-11.
Describes efforts to restructure and reorganise work in several
Western European countries. Lists some of the programmes and
approaches developed to combat worker dissatisfaction and
considers briefly specific efforts being made in Sweden, Great
Britain, France, Italy and West Germany. Focusses on union
attitudes towards these programmes and their role in implementing them. Suggests that unions will be compelled to participate
as a result of management initiatives and their own long-term
interests. Concludes that without union cooperation and support
the goals of job improvement could not be achieved.
MYERS, M. Scott.
"Overcoming union opposition to job enrichment". Harvard
business review, Vol 49, May-June 1971, pp. 37-49.
Contending that union, as well as management involvement is
essential to ensure the success of efforts at organisational
change, the author describes four company approaches to making
job enrichment and other aspects of organisational development
feasible in a unionised workforce.
ORGANISATION DE COOPERATION ET DEVELOPPEMENT ECONOMIQUES,
Les nouvelles attitudes et motivations des travailleurs;
rapport d'une reunion d'experts patronaux, Paris, 24-26 mai 1972.
PAUL CAVALLIER, Marcel.
Strategies patronales d'organisation du travail . Paris,
Memoire de sciences politiques, aout iy /4, bJ p. annexes.
Mise a jour 1975.
La premiere partie de ce memoire est consacree a la description
• des intentions patronales a partir de leurs publications - en
particulier en ce qui concerne les conditions de travail 1'etude est ensuite consacree aux experiences d1amelioration
des conditions de travail decrites dans le rapport de Monsieur
Delamotte realise a la demande du Ministere du Travail.
L'auteur tente de degager par la-meme la portee de ces
experiences et de cerner les "limites d'une politique d'amelioration des conditions de travail qui se borne a celle-ci et
ne pose pas le probleme du pouvoir". En deuxieme partie., il
essaie d'analyser "le discours patronal" sur les problemes du
pouvoir dans 1'entreprise par le biais des publications, puis
de quelques experiences de "democratie industrielle".
PROUST, 0.; LANDIER, H.
Les syndicats et 1'amelioration des conditions de travail.
Paris, Centre national d'information pour le progres economique,
fevrier 1975, 109 p.
- 45 -
ROLLIER, Matteo.
"L'organisation du travail et les relations professionnelles
dans l'industrie italienne de la construction mScanique".
(Paper prepared for a research project of the IILS on Developments in the fields of the humanisation of work and the quality
of working life.) Labour and Society, Vol 1(2).(forthcoming)
SCHRANK, R.
"Work in America: what do workers really want?". Industrial
relations. Vol 13(2), May 1974, pp 124-129.
Discusses the present position of thinking on job enrichment
in assembly line work and other aspects of the humanisation
of work in the USA.
"Solutions nouvelles pour le 'nouveau' travailleur" . L'observateur
de l'OCDE, Paris, No. 61, decembre 1972, pp 13-15.
SUSMAN, Gerald J.
"Job enlargement: effects of culture on worker responses".
Industrial relations, Vol 12(1), February 1973, pp 1-15.
Tests previous research findings indicating that community
attitudes play a large part in determining employee reactions
to job enlargement schemes. Uses data from twenty-six plants
with continuous process technologies to challenge the assumption
that rural workers respond more favourably to such schemes
than urban workers. Indicates that, while all workers respond
positively to job enlargement programmes, rural workers show
more pride in job accomplishment and urban workers show greater
intrinsic job interest. Notes, however, that the characteristics
of continuous process industries create initially favourable
job attitudes and suggests that these might colour worker
response to job enlargement.
TCHOBANIAN, R.
"Les syndicats et 1'humanisation du travail". Revue Internationale du travail, Vol m , (3), mars 1975, pp 215-234.
Apres avoir examine les consequences de la restructuration
des taches pour les syndicats, aussi bien en matiSre professionnelle et Sconomique que sur le plan de la structure et
de 1'action du mouvement syndical, l'auteur procSde 3 1'analyse
des differentes strategies adoptees par les syndicats selon
les pays et les tendances idSologiques.
TIMPERLEY, Stuart R.
"Shop-floor attitudes to industrial relations change". Industrial relations journal. Vol 2, Winter 1971, pp 22-33.
VAMPLEW, C.
"Automated process operators: work attitudes and behaviour".
British journal of industrial relations, November 1973,
pp 415-430.
WALKER, Kenneth F.
Workers' attitudes and the quality of working life. Paper
prepared for the International Conference on the Quality of
Working Life, Arden House, New York, August 1972. (roneoed)
-• 46 -
WEDDERBURN, Dorothy; CROMPTON, Rosemary.
Workers' attitudes and technology. Cambridge papers in
sociology No. 2, Cambridge University Press, London, 1972.
Based on material obtained from a survey of workers employed
in a single firm, the book explores the complexities which
shape attitudes and behaviour at work. The concept of technology and the systems of control which are devised for the
planning and execution of the task are used as a fruitful
starting point in the study of behaviour in organisations and
the links between expressed attitudes and actual behaviour on
the part of workers. The contrasts between skilled and semiskilled workers and the relation between general orientation
to work and work behaviour are scrutinized.
WEINBERG, Arthur S.
" "Six American workers assess job redesign at Saab-Scania".
Monthly labour review, Vol 98(9), September 1975, pp 52-53.
Discussion of the reactions of American automobile workers
who participated in a month-long experiment at the Saab-Scania
plant in Sodertalje where several job redesign and worker
participation experiments are being carried out. While the
workers were favourably impressed by physical working conditions in the plant and by some job redesign experiments, they
were indifferent to the worker participation schemes.
WHITE, Terrence H.
"Worker attitudes about industrial democracy". The Canadian
personnel and industrial relations journal, Vo1 19,
September 1972, pp 39-42.
WINPISINGER, William W.
"Job enrichment: a union view". Monthly labour review,
Vol 96(4), April 1973, pp 54-56.
WINPISINGER, William W.
"Job satisfaction: a union response".
Vol.80(2), February 1973, pp 8-11.
The American federationist,
"World of Work". Dialogue, Vol 7(4), 1974, pp 3-52.
Collection of articles on employees' attitudes and society's
expectations with regard to humanisation of work.and job
satisfaction in the United States of America.
- 47 -
VII.
WORK ENVIRONMENT/ENVIRONNEMENT DU TRAVAIL
ASHFORD, Nicholas A.
"Worker health and safety: an area of conflicts". Monthly
labour review, Vol 98(9), September 1975, pp 3-11.
Examines the technical, legal and economic problems related
to the prevention of occupational disease and injury.
BARRAUX, J.
"Qui succedera a Taylor?". Entreprise, avril 1973.
BELL, C.R.
Men at work. Allen and Unwin, 1974, 144 p.
A discussion of the affective quality of the physical environment of the workplace and its consequences for worker behaviour.
Some general factors involved in the interaction between man
and his working environment are explored, including types of
industrial environments, varieties of work, physical limits
in adverse environments and other environmental hazards. In
addition the author considers the effects of lighting, noise
and temperature on work performance and the effects of the
organization of space on social interaction.
BERNOUX, P.; BROSSARD, M.J DURAND, C.J MAURICE, M.
"Conditions de travailj le taylorisme en question". Sociologie
du travail. Vol 16(4), octobre-decembre 1974, pp 337-425.
Compilation d'articles relatifs a 1'evolution des conditions
de travail du point de vue de la theorie de la gestion
scientifique (scientific management). Comprend des essais
sur l'ergonomie, 1'organisation de la production dans l'entre-.
prise, l'enrichissement des taches et l'humanisation de la vie
professionnelle.
BOLINDER, E.J GERHARDSON, G.
"A better environment for the workers". International labour
review, 105(6), June 1972, pp 495-505.
Considers some of the harmful side effects of technological
change and suggests that existing legislation and the degree
of state control would have to be modified to reflect the
changing view of occupational health and safety and that
remedial action for the improvement of the workplace environment should be undertaken despite the high cost. Advocates
international cooperation for the formulation of firm standards
and regulationsj the preparation of guidelines for remedial
action and the collation and dissemination of existing
information on factors affecting working life.
BUREAU INTERNATIONAL DU TRAVAIL.
Pour un travail plus humain - les conditions et le milieu de
travail. Rapport du Directeur gSnSral a la Conference international du Travail, Geneve, B.I.T., 1975, 133 p.
CAZAMIAN, P.
"Reflexions sur l'ergonomie industrielle".
travail, (1), 1973.
Medecine du
- 48 -
COUILLAULT, S.
L'humanisation du travail dans l'entreprise industrielle.
Epi éditeurs, Paris, 1973, 157 p.
Reprochant à l'ergonomie de se limiter à l'aspect rationalité
technique du travail et de négliger les lois biologiques et
psychologiques, l'auteur, médecin du travail, pose comme
condition préalable d'une meilleure humanisation, une perception
globale (psycho- physio- sociologique) du travailleur. Il
rapporte les expériences récentes d'humanisation du travail
dans des entreprises et se montre favorable à ces méthodes
nouvelles qui ont fait diminuer l'absentéisme, premier indice
d'insatisfaction des travailleurs.
EMERY, F.E.
"Bureaucracy and beyond".
1974, pp. 3-13.
Organizational dynamics, Winter
EMERY, F.E.; TRIST, E.L.
Toward a social ecology. London, Plenum Press, 1972.
"L'ergonomie aujourd'hui". Liaisons sociales, série R: problèmes
humains du travail. No. 87/75, 31 octobre 1975, 8 p.
GAVIN, James F.
"Employee perceptions of the work environment and mental
health: a suggestive study". Journal of vocational behaviour,
Vol 6, April 1975, pp. 217-234.
HERBST, P.G.
Socio-technical design.
London, Gower Press, 1974.
HERBST, P.G.
Socio-technical design: strategies in multidisciplinary
research. London, Tavistock Publications, 1974.
HERON, A.
"Le taylorisme hier et demain". Les temps modernes, No. 349350, août-septembre 1975, pp. 220-278.
L'auteur montre les principes, fondés sur une vision de
l'homme et des rapports sociaux, de la méthode de l'organisation scientifique du travail, puis analyse le développement
du taylorisme aux Etats-Unis et son introduction en Europe en particulier dans l'ensemble des usines Renault.
Enfin, il présente les techniques de l'O.S.T.: la mise au
point de méthodes d'organisation de travail analysant le
poste de travail et ses aspects physiologiques, définissant
ainsi chaque geste de l'ouvrier.
L'auteur pose le problème de l'avenir de l'O.S.T., de ses
principes et de ses méthodes et pense en effet que cette
organisation est dans une impasse.
INTERNATIONAL LABOUR OFFICE.
Environmental specifications for working places. Working
oaper prepared for the UN Conference on the Human Environment,
Geneva, 19 71
- 49 ^
INTERNATIONAL LABOUR OFFICE.
"Ergonomics and physical environmental factors".
safety and health series: No. 21, Geneva 1970.
INTERNATIONAL LABOUR OFFICE.
Publications on occupational safety and health.
Occupational
Geneva, 1973.
KANAWATY, G. ILO MANAGEMENT DEVELOPMENT BRANCH
"Labour management co-operation in work organisation: cases
and issues". Management and productivity, (38), Geneva, 1973.
LABORATOIRE DE PHYSIOLOGIE DU TRAVAIL ET D'ERGONOMIE.
Bilan de l'apport de la recherche scientifique a 1'amelioration des conditions de travail. Paris, Laboratoire de
physiologie, 1974, 165 p.
Analyse et critique des criteres interdisciplinaires mis en
serie pour evaluer les conditions de travail. Analyse des
principales recherches contribuant a 1'Evaluation de la
charge de travail. Etude des reactions de l'organisme a des
contraintes liees au travail - analyse des criteres permettant de cerner une situation reelle: le r61e des travailleurs.
LE BALC'H, B,
"Conditions de travail: ce qu'ils font en France". L'usine
nouvelle.No. 21, 22 mai 1975, Paris, 65 p.
A la poursuite d'un meme but: concilier efficacite Sconomique
et progres social, deux entreprises francaises prgoccupees du
probleme de 1'amelioration des conditions de travail ont
emprunte des chemins differents. La society Leroy Somer met
l'accent sur l'environnement physique, la societe Guilliet
sur l'environnement psychologique de ses employes. Les
deux experiences se soldent par un gain de productivity.
MARSTRANDER, Nilf EBELTOFT, Anne.
"An educational trigger for organisational development".
Journal for European training, Vol 3(3), 1974, pp 215-225.
Contending that many attempts at organisation development
fail because insufficient attention is paid to technical,
structural and social constraints which exist within the
organisation, the authors have devised an educational programme designed to stimulate interest in organisation
development within establishments and to encourage participants
to develop action plans based on their knowledge of the needs
and constraints of their own organisations. The educational
programme, which begins with intensive group process work
amongst the participants and ends with the production of
plans for the introduction of changes in specific organisations, is illustrated by a case study of a Norwegian insurance
company. The authors feel that there are real signs of significant attempts to introduce potentially effective change
within the company.
MATHER, W.G.; KIT, B.V.
Man, his job and the environment: a review and annotated
bibliography of selected recent research on human performance.
Washington, National Bureau of Standards, 1970, 101 p.
- 50 -
MILLER, Eric J.
"Socio-technical systems in weaving, 1953-1970: a follow-up
study". Human relations, Vol 28(4), pp 349-386.
ORGANISATION DE COOPERATION ET DEVELOPPEMENT ECONOMIQUES,
Problemes de 1'environnement industriel interne; conference
internationale. Paris, 1972.
ORGANISATION FOR ECONOMIC COOPERATION AND DEVELOPMENT.
Country reports of a joint working party on internal industrial environment. (Countries: Australia, Belgium, Canada,
Denmark, France, Germany, Netherlands, Spain, Sweden,
Switzerland, Turkey, the United States of America), Paris,
1975, (roneoed, restricted).
PLOWMAN, Shirley.
"Organisations of the future". The labour gazette, Vol 74(1),
January 1974, pp 31-36.
ROSHCHIN, A.V.
"Protection of the working environment". International labour
review, Vol 110(3), September 1974, pp 235-249.
Examines the causes of pollution in the work environment,
discussing the impact of technological change on it and
considering its implications for occupational health.
THOMASON, George F.
Improving the quality of organisation.
Personnel Management, 1973, 112 p.
London, Institute of
*
- 51 -
VIII.
SOCIAL INDICATORS AND MEASUREMENTS
OF THE QUALITY OF WORKING LIFE
INDICATEURS SOCIAUX ET MESURES DE LA
QUALITE DE LA VIE DE TRAVAIL
ANDREWS, F.; WITHEY, S.
"Developing measures of perceived life quality: results from
several national surveys". Social indicators research,1, 1974.
BARNOWE, J.T.j MANGIONE, Thomas W,; QUINN, R.P.
"Quality of employment indicators, occupational classifications, and demographic characteristics as predictors of job
satisfactions", rn: R.P. Quinn and T.W. Hangione, The 1969-19_7J)
Survey of Working Conditions: Chronicles of an Unfinished
Enterprise, Ann Arbor, University of Michigan, Survey Research
Centre, 1973, pp 385-392.
BIDERMAN, Albert D.; DRURY, Thomas F. (eds)
Work quality measures as social indicators. Bureau of Social
Science Research, Inc., Washington, D.C. (To be published.)
BRADBURN, Norman M.
Is the quality of working life improving? How can you tell?
And who wants to know? In: Alan Portigal (ed.) op. cit.
Discusses the question of changes occurring in the quality of
working life as highly industrialised countries move into the
post-industrial era. The two main questions examined are:
(i) the conceptualisation of the variables to be examined if
attempts were to be made to monitor changes in this area; and
(ii) the proper role of governments in monitoring such changes.
Concludes that changes in the quality of working life will
produce no unitary or obvious trends in psychological wellbeing
and that they must be investigated separately before one can
decide whether QWL is improving or not. Does not consider
government monitoring of changes in QWL appropriate, feeling
rather that it is a matter for individuals to work out for
themselves with their employers.
BRADBURN, Norman M.
"Is the quality of working life improving". Studies in
personnel psychology, 6(1), Spring 1974, pp 19-35.
CAMPBELL, Angus.
"Measuring the quality of life". Michigan business review,
Vol XXVI,(1), January 1974, pp 8-11.
CANADA ECONOMIC COUNCIL.
Economic targets and social indicators: eleventh annual
review. Ottawa, Information Canada, 1974.
CANADA, STATISTICS CANADA.
Perspective Canada, a compendium of social statistics.
Ottawa, Information Canada, July 1974.
- 52 "
CENTRE DE RECHERCHES ECONOMIQUES PURES ET APPLIQUEES.
Essai d'elaboration d'indicateurs micro-soclaux, (sine data),
95 p.
CENTRE DE RECHERCHES ECONOMIQUES PURES ET APPLIQUEES.
La mesure sociale: forces et faiblesses des instruments
actuels, nouvelles propositions. Nebenhaus, Paris, Universite
de Paris IX Dauphine, (sine data), 66 p.
CENTRE DE RECHERCHES ECONOMIQUES PURES ET APPLIQUEES.
Les performances sociales des organisations, Nebenhaus, Paris,
Universite de Paris IX Dauphine, (sine data), 106 p.
CHARNES, A.; COOPER, W.W.; KOZMETSKY, G.
"Measuring, monitoring and modeling quality of life".
ment science. Vol 19(10), June 1973, pp 1172-1189.
Manage-
CHERRINGTON, David J.
"The effects of a central incentive-motivational state on
measures of job satisfaction". Organizational behaviour and
human performance, (10), October 1973, pp 271-289.
DELORME, Francois; LAROUCHE, Viateur.
"La mesure des besoins des individus en situation de travail:
Elaboration d'un inventaire". Revue de psychologie appliquee.
Paris, 1974.
FALGOS-VIGNE, J.L.; MARTIN, G.
Materiaux pour une analyse des conditions de travail sous
1'angle des indicateurs sociaux,
Grenoble, Institut de
recherche economique et de planification, juillet 1974, 132 p.
FINLAND, ECONOMIC PLANNING CENTER.
Quality of life: social goals and measurement, Helsinki, 1973.
Report of the Finnish Economic Council on the question of the
possible utility of social indicators as an aid to social
planning. The areas examined included working conditions.
GASS, J.R.
"Education, work and the quality of life". The OECD Observer,
(67), December 1973, pp 6-10.
The need for increasing flexibility between education, working
life and leisure is weighed against the social concerns agreed
upon by the OECD member countries as a first step towards
developing a set of social indicators.
GREVE, R.
A survey of current activity in the field of social indicators.
A paper prepared within the context of an IILS research project
(roneoed).
HELZEL, M.F.; GOODALE, J.G.; JOYNER, R.C.; BURKE, R.J.
Development of a quality of working life questionnaire: item
discrimination study. In:. Alan Portigal, op. cit.
HERRICK, Neal Q.; QUINN, Robert P.
"The working conditions survey as a source of social indicators
Monthly labour review, April 1971.
- 53 -
INSTITUT NATIONAL DE LA STATISTIQUE ET DES ETUDES ECONOMIQUES.
Données sociales, Paris, Imprimerie nationale. 1973, 1974.
LABORATOIRE D'ECONOMIE ET DE SOCIOLOGIE DU TRAVAIL, AIX-EN-PROVENCE.
Recherches d'indicateurs sociaux concernant les conditions de
travail, Aix-en-Provence, 1973.
MONTLIBERT; LESNE.
Formation et analyse sociologique du travail: essai sur
l'analyse qualitative des situations de travail. Paris,
La documentation française, 1972.
ORGANISATION FOR ECONOMIC COOPERATION AND DEVELOPMENT.
Indicators of the quality of working life. Note prepared for
the Working Party on Social Indicators, Paris, 1975.
(roneoed, restricted)
Lists the aspects of the quality of working life which can
only be measured using long and medium term indicators and
develops short term indicators for other aspects such as
working conditions, earnings and working and work related time.
ORGANISATION FOR ECONOMIC COOPERATION AND DEVELOPMENT.
List of social concerns common to most OECD countries. Paris,
the OECD Social Indicator Development Programme (1), 1973, 27 p
A report of the first phase of the OECD's Social Indicator
Development Programme containing a list of Social Concerns.
Eight major areas of interest are defined and twenty-four
fundamental social concerns identified among which are, the
availability of gainful employment for those who desire it,
the quality of working life and individual satisfaction with
the experience of working life. This list of concerns forms
the basis for the second phase of the programme - the development of short and medium term indicators for each area of
interest.
PORTIGAL, Alan A.
"Current research on the quality of working life in industrial
relations". Industrial relations: quarterly review. Vol 28(4),
October 1973, pp 736-767.
Reviews some viewpoints on QWL and comments on some of the
studies purporting to document the apparent dissatisfaction
of workers with the prevailing working conditions. Contends
that QWL must be viewed not only from the perspective of the
workers but also those of government and employers if findings
are to be comprehensive and relevant.
Discusses job satisfaction, alienation and experiments in work
humanisation and looks ahead at future prospects of QWL and
their implications for governments and labour.
Notes that experiments which deal simultaneously with the
multiple facets of job satisfaction and worker motivation
generally live up to management expectations and considers the
varied reactions of European and American unions to such
experiments. Suggests that QWL should be an objective of
legitimate interest and concern to governments.
- 54 -
PORTIGAL, Alan H.(ed).
Measuring the quality of working life. Research Development
Programme, Labour Canada, 197 3, 2 80 p.
A Collection of papers prepared for Symposium on Social
Indicators of Working Life held in Ottawa under the auspices
of the Canada Department of Labour. The Symposium reached
the conclusion that there is a highly developed (though not
yet completely satisfactory) technology available for the
measurement of the quality of working life both as an aid to
policy formation and practical efforts to improve QWL at the
plant level. Many participants also expressed strong reservations as to the appropriateness of any major governmental
efforts to monitor QWL at this time, feeling that present
efforts towards measurement and experimentation could best be
carried out in the private sector with the government acting
merely as a catalyst.
»
QUINN, Robert P.; SHEPHARD, Linda J.
The 1972-1973 quality of employment survey. Ann Arbor,
University of Michigan Institute for Social Research, 1974,
328 p.
One of the two surveys designed to assess the frequency and
severity of work related problems, to develop measures of job
satisfaction and to assess the impact of working conditions
upon the wellbeing of the worker, the study presents data on
topics such as the meaning of work, job satisfaction, physical
working conditions, fringe benefits, work related injuries
and illness, discrimination and wage loss.
RESEARCH COMMITTEE OF THE NATIONAL LIVING COUNCIL.
Social indicators of Japan. Japanese Economic Planning Agency,
Tokyo, 1974, 270 p.
A scheme for a system of social indicators including coverage
of such areas as employment and the quality of working life
and classes and social mobility. The report also outlines
social goal areas and the indicators which are intended to
measure progress towards the attainment of these goals.
SEASHORE, Stanley E.
"Job satisfaction as an indicator of the quality of employment".
Social Indicators Research (Dordrecht), Vol 1(2), September
1974, pp 135-168.
The author explains the importance attached to the measurement
of the quality of employment by drawing attention to the fact
that as work is prevalent and occupies a large part of the
available time of adults its ramifications affect virtually
all other aspects of the quality of life. He attempts to
clarify conceptual issues that are basic to its effective
assessment, comments critically on the currently popular conceptions of the nature of job satisfaction and its role as a
social indicator, suggests a broader view of the nature of job
satisfaction and recommends priorities for research and action.
*"
••>
- 55 -
SEASHORE, Stanley E.; TABER, Thomas D,
"Job satisfaction indicators and their correlates". American
behavioral scientist, Vol 18(3), February 1975, pp 333-367.
Presents an overview of the present position of research into
the measurement of job satisfaction, summarizing considerations
that bear upon the choice of approaches and operational methods.
The known correlates of job satisfaction are reviewed so as to
assess the value of its potential role as an indicator of the
quality of employment and theoretical development priorities
are outlined. The authors suggest that high priority should
be given to longitudinal studies, to the accumulation of time
series data archives and to the validation of causal propositions by experimentation.
TAYLOR, James C.
Concepts and problems in studies of the quality of working life.
Los Angeles, University of California, 1973, 56 p.
UNITED KINGDOM, CENTRAL STATISTICAL OFFICE.
Social trends, (1-5), London, Her Majesty's Stationery Office,
1970-1974.
A compendium published annually containing collections of
tables and charts, as well as, some theoretical analyses of
current concerns with social indicators.
UNITED NATIONS.
Current national and international activities in the field of
. social indicators and social reporting. Report of the
Secretary-General. (E/CN.5/518, 2 January 1975).
UNITED NATIONS ECONOMIC, SCIENTIFIC AND CULTURAL ORGANISATION.
"Les indicateurs socio-economiques: theories et applications".
Revue internationale des sciences sociales, Vol XXVII(1), 1975.
UNITED NATIONS STATISTICAL COMMISSION.
System of social and demographic statistics (SSDS), potential
uses and usefulness. Report of the Secretary-General,
(E/CN.3/449, 19 June 1974).
Report of a study designed to develop international guidelines
on social indicators of levels of living, covering ten areas
including earning activities, employment services and social
security and welfare services.
UNITED STATES OF AMERICA, EXECUTIVE OFFICE OF THE PRESIDENT.
Social indicators, 1973. Washington, D.C., United States
Government Printing Office, 1973.
A government-sponsored study directed towards the conceptualisation of social indicators on a multi-sectoral level. Presents
one hundred and sixty indicators of individual and family wellbeing in eight social areas including employment, income and
leisure and recreation.
VAN DUSEN, Roxann A.(ed.)
Social Indicators, 1973: a review symposium.
Social Science Research Council, 1974.
New York,
- 56 "
WALTON, Richard E.
QWL indicators - prospects and problems in: ftlan Portigal, op.cit•
- Widespread belief in workers dissatisfactTon with the quality
of their working lives has raised a series of questions about
measurement of relevant factors, diagnosis and remedial and
preventative action. The first part of this paper indicates
three levels on which the quality of working life can be
analysed, namely: organisational conditions, employee attitudes and behavioural symptoms. The QWL dimensions under
these three headings constitute a diagnostic framework,
identifying factors which should be measured in order to
monitor QWL in industry and government. In the second part
the author discusses additional social dynamics which could
complicate interpretation of QWL indicators used in broad
surveys in the United States and Canada. The third part of
the paper presents a model for improving QWL in particular
organisations, which specifies a positive role for social
assessment techniques tailored to the particular time and
place in which they are applied.
WALTON, Richard E.
Criteria for the quality of working life. Paper prepared
for the International Conference on the Quality of Working
Life, Arden House, New York, August 1972. (roneoed)
- 57"
IX.
GENERAL LITERATURE ON THE
QUALITY OF WORKING LIFE
OUVRAGES GENERAUX
"Amelioration des conditions de travail".
(10), Janvier 1975, pp 41-52.
Enseignement et gestion,
BOWEY, Angela M.
"The changing status of the supervisor". British journal of
industrial relations, 11, November 1973, pp 393-414.
BUCKLOW, Maxine.
"The changing world of the personnel manager". Personnel
practice bulletin. Vol 29(4), December .1973, pp 302-315.
A review of current literature on major developments affecting
the personnel manager. These include the rate and extent of
social and technical change, the emergence of new organisational forms and the growth of industrial democracy in the
U.Si and Europe. The author concludes that managers must
understand and come to terms with impact of the accelerated
pace of technical change on their knowledge and practices
and must try to meet the growing demands for democracy at
work and for new and flexible organisation structures that
will allow for participation and autonomy. With this in mind,
the author suggests that personnel managers must keep up-todate with technological developments and work towards a more
positive role within the organisation.
CHERNS, A.B.J DAVIS, L.E.
Quality of working life: problems, prospects and state of
the art. New York, Free Press, Macmillan, 1975.
CHERNS, A.B.J DAVIS, L.E.
Quality of working life: cases and commentaries.
Free Press, Macmillan, 1975.
New York,
"Conditions de travail et formation: leurs incidences rSciproques"
(compte rendu des JournSes d'Etudes de l'ANFOPPE du 5 au 10
septembre 1974 a Toulouse) Informations SIDA, No. 251 (suppl),
mars 1975, 41 p.
PremiSre partie du dossier consacrS aux journSes d'etudes
1974 de l'ANFOPPE, ce document est constituS des exposes de
quatre experts sur 1'Evolution des conditions de travail.
M. Delamotte traite des. conditions de travail en gSnSralj
M. Cazamian, des incidences des connaissances techniques et
des syst£mes de production sur les conditions de travail
(analyse ergonomique)j Dr. Roustang, des incidences de
1'Evolution 6conomique sur les conditions de travail, et
M. Gautrat, de la formation et de 1'Evolution technique.
"Conditions de travail et formation: leurs incidences rSciproques".
(compte rendu des Journ6es d'etudes de l'ANFOPPE du 5 au 10
septembre 1974 a Toulouse) Informations SIDA, No. 252-253,
—
avril-mai 1975, 97 p.
La seconde partie du compte-rendu des journSes d'etudes 1974
de l'ANFOPPE comprend les exposes de M. R. Sainsaulien sur
- 58 "
"les conditions de travail et 1'evolution des structures de
l'organisation" et de M. Prestat sur "1'Evolution psychologique
et sociale de l'organisation du travail".
CONFEDERATION GENERALE DES TRAVAILLEURS.
Pour des conditions de travail plus humaines en rapport avec
notre temps. Paris, 1973.
COUNCIL OF EUROPE.
Report on the humanisation of working conditions in industrial
society. Strasbourg, 1974, 26 p.
Report and draft resolution of the humanisation of working
conditions in the EC countries, covering such issues as job
satisfaction, boredom, alienation, worker participation, job
enrichment and flexible working hours.
DELAMOTTE, Yves.
Recherches en vue d'une organisation plus humaine du travail
industriel. Paris, La documentation francaise, 1972, 96 p.
DELAMOTTE, Yves; WALKER, Kenneth.
"Humanisation of work and the quality of working life: trends
and issues". International Institute for Labour Studies,
Bulletin,No. 11, 1974, pp 3-14.
Reviews the present position and future prospects of the
interest and activity in the field of the humanisation of
work; discussing its various dimensions,the issues involved,
the problems encountered and the roles, attitudes and reactions of the three industrial relations actors, the social
scientists and the international organisations. Predicts
that the interest in the humanisation of work and the-quality
of working life will grow, but stresses the need for dialogue
between unions and management with regard to innovations and
experiments in work organisation.
DONNADIEU, J.L.
"L'amelioration des conditions de vie au travail".
France, aout-septembre 1975, pp 30-36.
Management
EMERY, F.E.; TRIST, E.L.
Towards a social ecology: contextual appreciations of the
future in the present. London and New York, Plenum Press, 1973.
GELLERMAN, S.W.
"Doing dull work well". The Conference Board Record, September
1974, pp 28-34.
Examines the problems created for management by the increasing
volume of dull work. Claims that such work is inherently
susceptible to being done badly and goes on to discuss the
advantages and disadvantages of alternative work strategies,
each of which includes a different combination of job design
and personnel selection.
GUION, Robert M.; LANDY, Frank J.
"The meaning of work and the motivation to work'. Organisational behaviour and human performance, Vol 7, April 1972,
pp 308-339.
- 59 -
HERRICK, Neal Q.; MACCOBY, Michael.
Humanisation of work: a priority goal of the 1970's.
Paper
presented to the International Conference on the Quality of
Working Life, Arden House, New York 1972. (roneoed)
HILL, P.
Toward a new philosophy of management.
London, Gower Press, 1970
INTERNATIONAL LABOUR OFFICE.
Human values in social policy: an ILO agenda for Europe.
Report of the Director-General of the ILO to the Second
European Regional Conference, Geneva, January 1974.
JOHNSTON, Denis F.
"The future of work: three possible alternatives".
labour review, Vol 95, May 1972, pp 3-11.
Monthly
KERR, C ;
DUNLOP;"j.T.; HARBISON, F.H.; MYERS, C.A.
"Post-script to 'industrialism and industrial man'".
national labour review, Vol 103, Geneva, June 1971.
Inter-
La reforme de 1'entreprise: rapport du comite d'etude. Paris,
La documentation francaise, 1975, 191 p.
LEVITAN, Sar; JOHNSTON, William.
"Changes in work: more evolution than revolution".
September 1973, pp 2-8.
Manpower,
LUCAS, A.
"L'amelioration des conditions de travail: justification,
definition, illustration". Management France, (516), maijuin 1975, pp 21-34.
II importe pour 1'auteur de situer la restructuration du
travail dans le contexte d'une politique globale d'amelioration des conditions de travail et de distinguer les principes
qui determinent un changement de ce qui n'a que valeur de
modalites de mise en oeuvre ou de variantes techniques. C'est
dans cette perspective globale que s'inscrivent les essais
de restructuration du travail de la Regie Renault les plus
recentsdont il est question ici - (usine du Man, usine de
Choisy le Roi et usine de Dorian).
MILLS, Ted.
Quality of work - an emerging art and science. Booklet of
the working together campaign, Contemprint Ltd., London, 18 p.
Defining the quality of work movement as one which views
workers as entire persons, capable of reasoning, rather than
as mere cogs in a machine, the author postulates that the
inclusion of workers in shop-floor decision-making will
increase both their productivity and their identification with
the organisation. He outlines the American, governmentsponsored Quality of Work Programme and considers the potential
and the limitations of such efforts, listing thirteen possible
problems, including management and union resistance, the
diversity of available alternatives and the difficulties of
diffusion.
- 60 _
ORGANISATION FOR ECONOMIC COOPERATION AND DEVELOPMENT. .
Advances in work organisation: international management seminar final report. Paris, 1974, 59 p.
Designed to examine, evaluate and elicit lessons from developments in work reorganisation, the report of the seminar
describes new practices, analyses reported cases and considers
their results and their implications for managers, supervisors
and workers. While reports told of improvements in productivity
and job satisfaction resulting from changes in work organisation,
the conclusions stress the impracticability of assuming the
existence of a single solution, given the great variety of
approaches to the management of change.
PILLIARD, J.L.
"Quelques reflexions autour d'une grande preoccupation du
moment: les conditions de travail". Humanisme et entreprise
(83), fevrier 1974, pp 25-35.
PIORE, Michael Joseph.
Upward mobility, job monotony and labor market structure.
Paper prepared for the International Conference on the
Quality of Working Life, Arden House, New York, August 1972
(roneoed)
RAPPORT DU GROUPE DE REFLEXION.
"Recherches scientifiques,amelioration des conditions de
travail". Progres scientifique, mai-juin 1975, pp 73-84.
Le progres technique de ces dernieres annSes conduit avec
l'obiectif essentiel du progres economique et de la rentabilite immediate a profondement modifie les conditions de
travail a tous les niveaux de responsabilite ou d'execution.
Toutefois il n'a pas resolu le probleme des conditions de
travail, mais l'a plutot constamment deplacS. Ce groupe de
prospective a dresse un inventaire des recherches dans des
secteurs prioritaires.
"Redonner un sens au travail".
(63), juin 1973, pp 5-35.
Industrie de la chaussure de France,
REHN, G.
"Pour une plus grande flexibility de la vie de travail".
L'Observateur de l'OCDE (62), fgvrier 1973, pp 3-7.
Favorable aux mesures economiques destinees a encourager les
travailleurs a utiliser leurs facultes d'adaptation pour
operer des ajustements sur le marchS du travail, l'auteur
propose la creation d'un systeme unifie de transfert des
revenus entre les differentes periodes de la vie integrant
toutes les formes d'epargne obligatoire grace a une comptabilisation individualisee assortie de droits de tirage.
REYNAUD, J.D.
Quality of working life as a stake in industrial relations.
Paper prepared for the International Conference on the
Quality of Working Life, Arden House, New York, August 1972.
SARTIN, P.
"L'amelioration des conditions de travail: une politique
globale". Travail et mSthodes, (312), avril 1975, pp 20-26.
- 61 _
SEASHORE, Stanley E.
"Assessing the quality of working life: the US experience".
(Paper prepared for a research project of the IILS on Developments in the fields of the humanisation of work and the
quality of working life), Labour and Society, Vol 1(2),
(forthcoming).
SKINNER, Wickham.
"The anachronistic factory". Harvard business review,
January-February 1971, pp 61-70.
The author contends that given today's economic conditions,
new technologies and societal demands the conventional factory
is becominq an anachronism in need of profound chanae that
must be focused both on increasing its mechanisation and its
humanisation.
SORCHER, Melvin.
"Motivation, participation and myth". Personnel administration,
Vol 34, September-October 1971, pp 20-24.
STOLLBERG, Rudhard.
Some remarks on the problem of the humanisation of labour.
Paper prepared for the VIII World Congress of Sociology,
Toronto, August 19 74.
(roneoed)
SUTERMEISTER, Robert A.; SAXBERG, B o r j e O .
"Today's imperative: humanising the organisation". The
personnel administrator. Vol 19(1), January-February 1974,
pp 53-59.
TAKEZAWA, Shin-ichi.
"The quality of working life: trends in Japan". Labour and
Society Vol 1(1), January 1976, pp 29-42.
The present position of the quality of working life in Japan
is explored within the context of its historical background
and nature, the signs of a movement towards a new definition
of the term and the exploration jof new solutions to the
problem of alienation. Contending that the quality of working
life could become a major labour-issue, the author sees
lessons for the future in current experiences in this field.
TAYLOR, James C.; LANDY, J.;
LEVINE, M.; KAMATH, D.R.
The quality of working life: an annotated bibliography.
Los Angeles, University of California, 1973, lv,
An annotated bibliography of published and unpublished research
articles and books (1957-1972) on the quality of the work
environment, covering such topics as job enrichment, motivation,
and workers' participation.
US NEWS AND WORLD REPORT.
"The drive to make dull jobs interesting".
world report, 17 July 1972, pp 50-54.
U.S. News and
- 62 -
W.E. UPJOHN INSTITUTE FOR EMPLOYMENT RESEARCH,
Work in America: report of a special task force to the
Secretary of Health, Education and Welfare, M.I.T. Press,
Cambridge, Massachusetts, 1973, 281 p.
Alternately criticized for its research methods and hailed
as a breakthrough in the acceptance of public responsibility
for the quality of working life, the Report presents an
analysis of the problems of working in America and recommends
some solutions. It defines work, analyses its functions in
American society and indicates that there is a growing sense
of alienation among both white and blue collar workers and
suggests possible reasons for this. Special attention is paid
to the problems of minority workers, young workers and women
workers. The relationship between work and retirement and
work and health are explored. Suggested solutions to perceived
problems include redesigning jobs, increasing worker participation and opportunities for self-fulfilment, massive worker
re-training programmes and seven yearly sabbaticals for all
workers. Concludes that the government has an important role
to play in planning future strategies for the improvement of
the working environment.
WALTON, Richard E.
"Quality of working life".
Autumn 1973, pp 11-21.
The Sloan management review,
WILLIAMSON, D.T.N.
"The anachronistic factory"! Personnel review, Vol 3(3),
Autumn 1974.
Contending that trends of management organisation in flowline
and batch manufacturing and the work patterns they have created
have been coming increasingly into conflict with the values,
aspirations and expectations of workers, the author suggests
that industry should stop trying to mould man to meet its needs
and should instead be reshaped to meet the needs of man. He
describes the present position of these types of manufacturing
and considers possible directions of change which would provide
both improved efficiency and a better match with society.
WILSON, N.A.B.
On the quality of working life. London, HMSO, 1973, 52 p.
(Great Britain, Department of Employment. Manpower papers 7)
The quality of working life depends on both the output and
the satisfaction of workers. The present report describes
the effects that some of the characteristics of modern industrial systems have, first on the work experience of employees
and then on their feelings of responsibility and their
enthusiasm for their work.
Noting that one must take into consideration the fact that
conditions of the future will be very different from those of
today, the report makes several recommendations for future
government action in this area.
»•
- 63 -
WILSON, N.A.B.
La qualité de la vie de travail. Londres, HMSO, 1973, 49 p.
(Service de recherche et de prévision, département de l'emploi
de Grande-Bretagne.)
La qualité de la vie de travail affecte le rendement des
performances et,la satisfaction du travailleur. Le
présent rapport décrit comment quelques-uns des traits
caractéristiques des systèmes industriels modernes affectent
tout d'abord l'expérience qu'ont les salariés de leur travail
puis, à la longue, le sentiment de responsabilité des travailleurs et leur enthousiasme pour la réalisation de leurs tâches.
Les diverses recommendations suggèrent des démarches futures
du gouvernement et propose que l'on réfléchisse sur l'avenir
du travail dans des conditions qui peuvent être très différentes de celles d'aujourd'hui.
- 64 -
AUTHOR INDEX - INDEX DES AUTEURS
A
Adam, G., 42
Adams, Paul G. , 2 8
Aiken, Michael, 2 8
Aiken, Wilbur J. 28
Allenspach, H., 14
Altimus, Cyrus A., 2 8
Andreatta, A.J., 7
Andrews, F., 51
Arquie, D., 10
Ashford, Nicholas A., 47
Astrop, A.W., 7
Atchison, T.J., 2 8
Audibert, Dominique, 1
Australian Department of
Labour, 14
B
Bagley-Marrett, Cora, 2 8
Baker, Cherry, 28, 29
Balch, B.W., 14
Barnowe, J.T., 51
Barreaux, J., 47
Barret, G.V., 31
Barrit, R.O. 11
Baudraz, Jean-François, 14
Baum, S.J., 14
Belanger, L., 15
Bell, C R . , 47
Bell, R.L. 15
Benmouyal-Acoca, Viviane, 15
Bernoux, P., 7, 47
Bertaux, M., 11
Betz, Ellen, 29
Beynon, H., 2 2
Biderman, Albert D., 51
Binois, R., 1
Bishop, Ronald C., 1
Blackburn, R.M., 22
Blake, Jenny, 29
Boivin, J., 15, 20
Bolinder, E., 47
Bolton, J. Harvey, 15
Bond-Williams, N., 22
Borzeix, A., 11
BQucher, M.C., 15
Boulard, René, 15
Bowen, P., 2 2
Bowey, Angela M., 57
Bradburn, Norman M., 51
Brooks, T.R., 29
Brossard, M., 47
Bucklow, Maxine, 57
Bunch, J.D., 22
Burbidge, John L,, 7,8
Burchall, D.W., 8
Burke, R.J., 52
Butteriss, Margaret, 1
C
Cahiers d'Information du Chef
du Personnel, 15
Callicoat, Nathaniel J., 38
Cameron, C R . , 42
Campbell, Angus, 51
Campbell, Bonnie, 42
Canada, Statistics Canada, 51
Canada Economie Council, 51
Canselle, B., 1
Carmel, Alan S., 15
Carnall, C., 29
Carpenter, Harrel H., 29
Carpentier, J., 1,2
Cazamian, P., 47
Centre d'Etudes Supérieures
industrielles, 10
Centre de Recherches Economiques
Pures et Appliquées, 52
Centre des métallurgistes de
Belgique, 15
Chalendar, J. de, 15
Chambre Syndicale des Industries
du Travail des Métaux de la
Moselle, 15
Champagne, Jean, 11
Chapman, William, 29
Charnes, A., 52
Chave, D., 11
Cherns, A.B., 57
Cherrington, David J., 29, 51
Clark, Alfred W., 30
Clerc, J.M., 11
Clutterbuck, D., 22
Coates, K., 23
Collins, Donald C , 42
Comité, pour l'Etude et l'Aménagement des Horaires de Travail
et des Temps de Loisir dans la
Région Parisienne, 16
Confederation Francaise
D§mocratique du Travail, 16
Confederation generale des
Travailleurs, 58
Confederation generale du
Travail, 16
Cooper, W.W., 52
Costello, John M . , 30
Costigan, Robert, 18
Cotgrove, S., 2
Couillault, S,, 48
Council of Europe, 58
Craven, F.W., 8
Crawford, I. , 16
Crompton, Rosemary, 46
Cross, Denys, 30, 38
Cummings, Larry L., 35
D
Daniel, W.W., 38
Davis, L.E., 2, 12, 30, 57
Day, E.J., 35
Delamotte, Yves, 38, 42, 43, 58
Delorme, Francois, 33, 52
Denhardt, Robert B., 2 3
Devaud, B., 16
Development Council for
Collaboration Questions, 23
Dickinson, Terry L. , 16
Donaldson, Lex, 2
Donaldson, William V., 23
Donnadieu, J.L., 58
Donnelly, John F. , 38
Douard, H. , 2
Dougherty, Michael F., 41
Downing, Peter P., 16
Drury, Thomas F., 51
Dubois, P., 4 3
Dunham, J., 2
Dunlop, J.T., 59
Durand, C., 47
DuRoy, O., 12
E
Ebeltoft, Anne, 49
Eggens, J.B., 2
Elbing, A.O., 16, 17
Emery, F.E. , 23, 26, 48, 58
Emery, M., 2 3
Entrekin, Leland, 38
Evans, M.G., 17
Evans, R.J., 6
Ewen, R.B., 30
F
Falgos-Vigne, J.L., 52
Fatchett, D., 24
Fazakerley, G.M., 8
Ferrazzi, D.N., 6
Finland Economic Planning
Centre, 52
Flanagan, R.J., 30
Fleuter, Douglas, L., 17
Fondation Nationale pour
1'Enseignement de la Gestion, 2
Ford, Robert N., 3
Form, W.H., 30
Froidevaux, P., 23
Fullan, M., 43
G
Gadon, Herman, 16, 17
Gass, J.R., 52
Gavin, James F., 4 8
Geare, A.J., 30
Gellerman, S.W., 58
Gerhardson, G., 47
Ghiselli, Edwin E., 31
Gibson, Charles H., 3
Goldring, Patrick, 31
Gomberg, William, 31
Gomez, Luis R., 3
Goodale, J.G., 52
Gordon, John R.M., 16, 17
Gottschalk, A.W., 40
Graham, Kathie, 17
Grant, Colin, 38
Gravejat, A., 23
Greenblatt, Alan D., 38
Greve, R., 52
Grote, Richard C , 3
Grupp, Fred W., 31
Guest, D., 2 4
Guion, Robert M. , 58
Gunter, Hans, 43
Gunzburg, Doron, 39
Gyllenhammar, P.G., 3
66 -
H
Hackmann, J. Richard, 4, 4 3
Hage, Gerald, 28
Haldane, B., 31
Hall, Douglas T. , 33
Hammond, Brian, 3
Harbison, F.H., 59
Harkness, Robyn, 17
Harrison, Gordon F., 17
Hassenkamp, A., 3
Hawkins, Kevin, 39
Hedberg, M., 3
Hedges, Janice Neipert, 17
Helzel, M.F., 52
Herbst, P.G., 48 43, 52, 59
Heron, A., 48
Herrick, Neal Q.
Hill, J.M., 17
Hill, James W., 1
Hill, P., 59
Hill, S., 24
Hinrichs, J.R., 31
Hoffman, Eileen, B., ]
Horner, J., 2 4
Hubert, J., 8
Hurley, Robert B., 34
Hutton, M.A., 31
Imberman, A.A., 4
Institut national de la
Statistique et des Etudes
Economiques, 53
International Christian Union
of Business Executives, 12
International Labour Office/
Bureau international du
travail, 9, 47, 48, 49, 59
Invaldi, J.P., 43
Iris, B., 31
Jardillier, P., 4
Jenkins, David, 12, 2 4
Johnson, Douglas A., 31
Johnston, Denis F., 59
Johnston, William B., 4, 33, 59
Joyner, R.C., 51
K
Kamath, D.R., 61
Kanawaty, G., 49
Kapp, B., 18
Katzell, M.E., 39
Kaufman, Stanley, 4
Kavanagh, Michael J., 32
Kavcic, B., 26
Kerpolla, K., 32
Kerr, C., 59
Killingworth, J.S.M., 32
Kit, B.V., 49
Klein, Stuart M., 32
Kozmetsky, G., 52
Kristol, Irving, 32
Laboratoire d'Economie et de
Sociologie du Travail, 53
Laboratoire de Physiologie du
Travail et d'Ergonomie, 49
Lacapra, Louis J., 18
Lagana, A., 19
Landier, H,, 19, 44
Landy, Frank J., 58
Landy, J., 61
Larouche, Viateur, 32, 33, 52
Lasserre, G., 9
Lawler, Edward E., 4, 33, 37, 39, 43
Le Balch, B., 49
Lee, San M., 30
Lefferts, E.A., 28
Leoendre, Michele, 4
Lesne, 53
Levesque, Andre, 3 3
Levin, M., 61
Levitan, Sar A., 4, 33 59
Lidbom, T., 2 4
Lindestad, H., 9
Lindholm, Rolf, 13, 39
Lischeron, Joe, 24
Locke, Edwin A., 33
Lollar, Donald J., 28
Lorsch, Jay W., 39
Loubser, J.J., 43
Lucas, A., 59
Luthans, Fred, 6
Lyons, Thomas F., 34
- 67 -
M
MacArthur, D., 34
MacKinney, Arthur C., 32
MacKinnon, Neil L, 26
MacSween, Jim, 4, 18
Maccoby, M. , 59
Maher, J.R., 4
Mangione, Thomas W.
Mannheim, Bilha, 34
Margerison, Charles J., 9
Marks, E., 35
Marstrander, Nils, 49
Martin, G., 52
Mather, W.G., 49
Maurice, M., 44, 47
McCabe, Sue, 30
Meignant, A., 4
Miller, Eric J., 50
Mills, Ted, 59
Mire, Joseph, 4 4
Monczka, Robert M., 4
Moraldo, H., 25
Montlibert, 53
Montmollin, Maurice de, 13
Morin, F., 34
Morse, John L., 39
Mumford, Enid, 34
Mussio, Stephen J., 3
Myers, C.A., 59
Myers, M. Scott, 5, 4
N
Nadeau, J.R., 18
Neal, Leonard, 2 5
Nebenhaus, D., 10
Newsweek, 5
Noordhof, D., 5
Nord, Walter R. , 18
Noreck, J.P., 10
Norstedt, J.P., 9, 13, 40
Novarro, Francesco, 13
O
O'Brien, G.E., 31
Organisation for Economic
Cooperation and Development/
Organisation de Cooperation
et Developpement Economiques,
18, 19, 44, 50, 53, 60
P
Pallone, Nathaniel J., 34
Parke, E.L., 5
Paul, W,J,, 5
Paul Cavallier, Marcel, 44
Peach, David A., 25
Pettiguyot, B., 19
Pilliard, J.L., 60
Piore, Michael Joseph, 60
Plowman, Shirley, 50
Poor, Riva, 19
Portigal, Alan A., 53, 54
Powel, Reed M., 25
Prestat, C , 1, 5, 40
Price, C.R., 6
Proulx, P.P., 19
Proust, 0., 18, 19, 44
Prybil, Lawrence D., 34
Q
Qulnn, Robert P., 34, 51, 52, 54
R
Ransom, G.M., 9
Rapport du Groupe de Reflexion, 60
Raubolt, Robert R., 42
Rehn, G., 60
Reid, D., 25
Reif, William E., 4, 6
Research Committee of the National
Living Council (Japan), 54
Reynaud, J.D., 60
Richards, Allan R., 31
Rickard, Fred S., 34
Ritti, Richard R., 34
Roach, Darrel, 37
Roberts, Karlene H., 35
Robertson, K.B., 5
Roche, William J., 26
Rollier, Matteo, 45
Ronan, W.W., 35
Roschchin, A.V., 50
Rosenberg, Nathan, 4 0
Rosner, M., 26
Rosow, Jerome M., 35, 40
Rousham, S., 19
Ruffier, J., 7
Rustant, Marcel, 19
68 -
Salvatore, P., 19
Sanderson, George, 20, 35
Sandstrom, T., 10
Sartin, P., 20, 60
Savage, Fredrick, 35
Savall, Henri, 6
Saxberg, Borje O., 61
Schaffer, Robert H., 40
Schlaeter, John L., 2 5
Schrank, R., 45
Schwab, Donald P., 35
Schwartz, A.P., 35
Seashore, Stanley E.,
54, 55, 61
Servan-Schreiber, J.L., 35
Sexton, J., 15, 20
Shaw, M., 22
Shepard, Jon M., 36
Shephard, Linda J., 5 4
Sheppard, Harold L. , 36
Simonetti, S.H., 36
Sirota, David, 6
Skard, O., 9
Skinner, Wickham, 61
Slocum, John W., 28, 36
Smith, Ian G., 40
Smith, P.I.S., 36
Smith, R., 22
Smits, Stanley J., 2 8
Société d'Etudes pour le
Développement Economique
et Social, 6
Sorcher, Melvin, 61
Soujanen, W. William, 6
Stollberg, Rudhard, 36, 61
Strauss, G., 30
Suessmuth, Patrick, 6
Susman, Gerald I., 10, 36, 45
Sutermeister, Robert A., 61
Swart, J.C., 20
Tessier, Bernard M., 15
Thomason, George F., 26, 50
Thorsrud, E,, 23, 26
Tichy, NÍM.,10
Timperley, Stuart R., 45
Towers, B., 40, 41
Tripier, P., 7
Trist, E.L., 48, 58
U
Ulman, L., 30
Union des Industries Métallurgiques
et Minières, 13, 27
United Kingdom, Central Statistical Office, 55
United Nations, 55
United Nations Economie Commission
for Europe, 40
United Nations Economie, Scientific
and Cultural Organisation, 55
United Nations Statistical
Commission, 55
United States Department of Labor
Manpower Administration, 37
United States of America, Executive
Office of the President, 55
Upjohn W.E. Institute for Employment Research, 62
U.S. News and World Report, 61
V
Vamplew, C., 2, 45
Van Dusen, Roxann A.
Van Vliet, A.A., 13
55
W
Taber, Thomas D., 55
Takezawa, Shin-Ichi, 61
Tannenbaum, A.S., 26
Tausky, C., 5
Taylor, James C., 2, 10, 12,
26, 55, 61
Taylor, L.K., 6
Tchobanian, R., 45
Tega, V., 20
Terrasson, Ph., 20
Tersine, Richard J., 28
Wade, Michael, 20
Walker, Kenneth F., 27, 45, 58
Wall, Toby D., 24
Walsh, W., 21
Walton, Richard E., 41, 56, 62
Wang, K.K., 2 7
Wanous, J.P., 37
Ward, C.D.E., 21
Warr, Peter, 3 8
Waters, L.K., 37
Watson, G., 41
Weaver, Charles N., 37
Wedderburn, Dorothy, 46
69
Weil, R., 41
Weinberg, Arthur S. , 46
Weitz, Joseph, 36
Whatley, Arthur A., 21
White, Terrence H., 46
Whithey, S., 51
Whitsett, David A., 7
Whittingham, T.G., 40, 41
Wijting, Jan P., 16
Wild, Ray, 7, 8, 29, 37
Willat, N., 21
Williamson, D.T.N., 62
Wilson, N.A.B., 62, 63
Winpisinger, William W., 46
Wiseman, Anne, 21
Wolfson, Alan D., 6
Wolins, Leroy, 32
Young, Harvey A., 41
Young, W.M., 14
Zumstec, B.J., 21