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working practices are not so radical, and do not fundamentally alter the experiences of the majority of employees. Rather, there is a change in the degree but not the type of experience. In other words, as a result of a new working practice, an employee has more or fewer demands, experiences more or less control, feels less or more anxiety, performs less or more effectively, or uses more or fewer of the same skills. The experience of work is similar but different . However, this conclusion may be due to the type of measures used to assess change, such as job satisfaction or job control, which are relatively invariant over time and context. In addition, factors are often looked at individually, and this may make it harder to ascertain more global aggregate changes. By focusing on generic measures in a disaggregated manner, it may be dif cult to assess whether modern working practices do radically change the experience of work. If other factors were assessed, or employees perceptions examined in a more aggregated way, then qualitative shifts in the experience of work might be discerned more readily. Consider, for example, the psychological contract, which has been de ned as a set of unwritten reciprocal expectations (i.e. a mental model) that act as a deep driver of motivation, career behaviour, reward and commitment (Herriot & Pemberton, 1996; Rousseau, 1995). An understanding of employees psychological contracts has implications for the design of HR practices, such as the provision of job security, extensive training or exible working practices. Conversely, the nature of the psychological contract might be a valuable outcome variable to consider in its own right. New forms of work, such as teleworking, for instance, might be associated with very different expectations concerning the responsibility of the employer for providing security of employment and training. Debate has focused on the extent to which organisational change, as well as economic and societal change, violates contracts and whether employees are adopting alternative psychological contracts as a result of these violations (Rousseau, 1995). Research has shown that breaches of contract in the workplace are common but often temporary, implying that the introduction of a new practice will not necessarily lead to the adoption of different types of contract (Guest et al., 1996). However, transitions in the psychological contract do occur, but there is little data on the extent to which this occurs and whether changes are due to workplace change or wider societal changes regarding work expectations (Sparrow, 1996). Further empirical research is needed, but the point here is that the psychological contract is one construct that could be used to capture qualitative changes in how employees experience work. Identity is another construct that could capture whether employees experience work in a qualitatively different manner. Some writers have noted that modern working practices have the capacity to challenge or change an individual s identity, as they can require individuals to relate to others differently or to view themselves in a substantially different manner (Jermier, Knights & Nord, 1994). Others have expressed concern about whether the new practices allow a meaningful identity to be formed at all. Sennett (1998) has argued that modern working practices, and the exibility that underpins them, lead to a corrosion of identity and limit the possibility of forming identities that a person can be proud of (e.g. a tradesperson, a member of a community). Whatever is the case, as Legge ( 20) points out, our experience of work is intimately tied to our identity, and if our identity should change, then so too will our experience of work. In summary, questions about the prevalence of working practices are bound up with debates about the extent and nature of the exible, post-Fordist or new workplace, and these debates need to consider several points. First, it is important to consider which aspects of experience are focused on, as the aspect chosen might restrict the extent to which one
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This WORD is a near pointer (relative to USER's DGROUP) to a QUEUEMSG structure. (QUEUEMSGs is described in the preceding section.)
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In Windows 3.1, the value of this WORD affected what the task's application signal procedure did, although the exact meaning was unknown. In Windows 95, the application signal procedure address (offset 26h) appears to be unused.
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The output lines do not necessarily appear in thread number order but may appear in any order (even normal ascending order!).
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