Quality management requires increasing employee involvement, with the aim of attaining improved employee and customer satisfaction. However, although it may lead to increasing job demands and intensification, the evidence of an association between employee job satisfaction and quality management remains mixed and narrow. This study investigates this link in the wider economy, and addresses the role of human resource management practices that target direct employee participation (job enrichment and high involvement management) in this relationship.

Despite the post-2008 financial crisis economic fallout, demand for skilled employees outstrips supply in various locations. What might assist organisations in tight labour markets better understand how prospective employees choose the jobs they apply for? Signaling theory explains how job seekers are attracted based on the information and signals they receive (directly and indirectly) about organisations. There is evidence that Corporate Social Responsibility is one of the signals that can motivate and retain workforces. Our study examines the extent to which job choices are influenced by CSR issues (a company's legal, ethical, philanthropic responsibilities) as compared to traditional job characteristics (salary, prospects, location, company type). Our focus is on the Greater China Region.

In the UK, the benefits of flexible working, for both employees and employers, have been widely advocated. Data suggests there has been an increase in the offering of flexible working options to employees in Britain, and that similar schemes have been introduced across Europe. A systematic review of the academic research showed that a clear link between flexible working arrangements and organisational performance is yet to be established. In fact, a large empirical study of firms in the UK, France, Germany and the USA concluded that there was no direct link between flexible working practices and firm performance. This study examines data from the Workplace and Employment Relations Survey of 2004 to facilitate further understanding.

Drawing on data from the first ever national survey of trade union equality representatives, this article assesses the impact the role has had in British workplaces. This evaluation is important, given the role the previous government identified for unions in helping to deliver equality policy. It is also important as part of a broader evaluation of the union modernisation agenda.