ABSTRACT
This study has sought to uncover the impact of the changing voluntary sector–state relationship on HR, employment relations policies and working conditions in the voluntary sector, and subsequent implications for worker commitment. The research was carried out in the context of a low level of knowledge regarding employment issues in the UK voluntary sector. Two phases of fieldwork were undertaken, which were informed by two separate conceptual frameworks. The first drew from the institutional, labour process and inter-organizational relationship literatures to scrutinize different dimensions of the voluntary sector–state relationship, and its impact on employment policies and working conditions. The second focused on utilizing the psychological-contract construct to evaluate the impact of externally generated changes to working conditions on employees’ orientations to work. In the light of these frameworks and the subsequent research questions this chapter presents a discussion and conclusion to this book. It begins with an overview of how the empirical data in this study answered the research questions and reflects on whether these findings confirm or detract from established literature. Part of this reflection will include comparisons with the international studies from USA, Canada and Australia. There will then follow a section that reflects on some future areas of research in the light of the results and limitations of this study. Finally, it will then present a section that discusses the implications of these findings for the management of human resources and employment relations in the voluntary sector, in the context of the contract culture.
