The European Commission’s public consultation on the role of publishers in the copyright value chain: a response by the European Copyright Society

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Employee Voice and Private Sector Workplace Outcomes in Britain, 1980-2004

Non-union direct voice has replaced union representative voice as the primary avenue for employee voice in the British private sector. This paper provides a framework for examining the relationship between employee voice and workplace outcomes that explains this development. As exit-voice theory predicts, voice is associated with lower voluntary turnover, especially in the case of union voice. Union voice is also associated with greater workplace conflict and poorer productivity. Nonunion voice is associated with better workplace financial performance than other voice regimes.employee voice, trade unions, productivity, industrial action, quits, labor-management relations

Toward Spatially Regulated Division of Protocells: Insights into the E. coli Min System from in Vitro Studies

For reconstruction of controlled cell division in a minimal cell model, or protocell , a positioning mechanism that spatially regulates division is indispensable. In Escherichia coli , the Min protein s oscillate from pole to pole to determine the division site by inhibition of the primary divisome protein FtsZ anywhere but in the cell middle. Remarkably, when reconstituted under defined conditions in vitro , the Min proteins self - organize into spatiotem poral patterns in the presence of a lipid membrane and ATP. We review recent progress made in studying the Min system in vitro , particularly focusing on the effect s of various physicochemical parameters and boundary conditions on pattern formation . Furthermore , we discuss implications and challenges for utilizing the Min system for division site placement in proto cells

Topology forming and optimization framework for heterogeneous wireless back-haul networks supporting unidirectional technologies

Wireless operators, in developed or emerging regions, must support triple-play service offerings as demanded by the market or mandated by regulatory bodies through so-called Universal Service Obligations (USOs). Since individual operators might face different constraints such as available spectrum licenses, technologies, cost structures or a low energy footprint, the EU FP7 CARrier grade wireless MEsh Network (CARMEN) project has developed a carrier-grade heterogeneous multi-radio back-haul architecture which may be deployed to extend, complement or even replace traditional operator equipment. To support offloading of live triple-play content to broadcast-optimized, e.g., DVB-T, overlay cells, this heterogeneous wireless back-haul architecture integrates unidirectional broadcast technologies. In order to manage the physical and logical resources of such a network, a centralized coordinator approach has been chosen, where no routing state is kept at plain WiBACK Nodes (WNs) which merely store QoS-aware MPLS forwarding state. In this paper we present our Unidirectional Technology (UDT)-aware design of the centralized Topology Management Function (TMF), which provides a framework for different topology and spectrum allocation optimization strategies and algorithms to be implemented. Following the validation of the design, we present evaluation results using a hybrid local/centralized topology optimizer showing that our TMF design supports the reliable forming of optimized topologies as well as the timely recovery from node failures.Federal Ministry of Education and Research of the Federal Republic of German (F¨orderkennzeichen 01 BU1116,SolarMesh Energieeffizientes,autonomesgroßfl¨achiges Sprach- undDatenfunknetzmitflacher IP-Architektur

Employee voice and human resource management: an empirical analysis using British data

The definition of formal employee voice employed in this paper is a variant of the definition developed by Hirschman (1970) in his seminal monograph and later elaborated and appropriated to unions in the labour market by Freeman and Medoff (1984). What we refer to as formal voice is any institutionalised form of two-way communication between management and employees. This is not the same as information sharing or other types of one-way consultation. Meaningful two-way dialogue, as that found typically in union collective bargained voice, is what formal employee voice refers to. As we endeavour to show in this paper, these forms of two-way communication typically extend beyond union voice to non-union forms of representation and direct forms of two-way dialogue, such as problem-solving groups and the statutory systems of works council voice developed as part of deeper European Union (EU) integration. Broader definitions of voice can also be invoked for the labour market as a whole or even for society more generally. In this context see recent work by Adrian Wilkinson and his colleagues (Dundon et al., 2004) and also John Budd’s Employment with a Human Face (2004). Some may take our definition of voice above and simply state that a formal voice system is 'the way workers communicate with management'. For us that would not be a poor workable definition. But how does that play out when we talk about Human Resource Management (HRM) techniques and their role in either abetting or inhibiting voice at work? HRM is not a voice system. Instead we assert that it has a different purpose altogether but may employ voice alongside in order to achieve the end goal of improving worker performance. This assertion flies against most received wisdom and evidence from the US, where union voice (the only real form permitted by the Wagner Act) often sits uncomfortably with HR. In England, up to now, the only thorough evidence by Wood and Machin (2005) suggested no correlation between voice (union) and HRM adoption. In this paper, however, we offer a new explanation for these findings above and in the process contribute some important new findings of our own. The principal source of formal employee voice has typically been provided by trade unions. However, in Britain, where our empirical analysis resides, unions have not been the sole, or even main, conduit for worker-management voice relations for more than three decades. Since the 1960s, firms in Britain have been combining traditional collective bargaining over wages and working conditions with independent non-union channels of two-way communication. Practically, this means things like having a non-union employee-employer committee to handle health-safety issues, promotion criteria or disability concerns. In my own university, a traditional collective bargaining process has neatly resided alongside a plethora of non-union administration and staff committees that discuss nearly every aspect of day-to-day work life and even strategic university planning goals. How these varying types and intensity of voice systems at work can (and do) sit alongside certain managerial innovations for the improvement of employee productivity, is the subject matter of our paper

Trust Over Time in Exchange Relationships: Meta-Analysis and Theory

A common premise in prior research is that trust increases over time in relationships. Through a meta-analysis of 39 studies, we find that the bivariate correlation between trust and relationship duration (1) is on average positive and small, and (2) varies significantly across studies indicating the presence of unobserved moderators. We therefore build a theoretical framework to specify four different mechanisms—initial bias correction, change in relationship value, identification, and trust-based selection—that may affect the development of trust. We then argue that the relative strength of these mechanisms should influence whether trust increases, remains constant, or decreases over time

Non-Equilibrium Large-Scale Membrane Transformations Driven by MinDE Biochemical Reaction Cycles

The MinDE proteins from E. coli have received great attention as a paradigmatic biological pattern-forming system. Recently, it has surfaced that these proteins do not only generate oscillating concentration gradients driven by ATP hydrolysis, but that they can reversibly deform giant vesicles. In order to explore the potential of Min proteins to actually perform mechanical work, we introduce a new model membrane system, flat vesicle stacks on top of a supported lipid bilayer. MinDE oscillations can repeatedly deform these flat vesicles into tubules and promote progressive membrane spreading through membrane adhesion. Dependent on membrane and buffer compositions, Min oscillations further induce robust bud formation. Altogether, we demonstrate that under specific conditions, MinDE self-organization can result in work performed on biomimetic systems and achieve a straightforward mechanochemical coupling between the MinDE biochemical reaction cycle and membrane transformation.We thank MPI‐B Core Facility for assistance in protein purification