Journal Article

This paper studies the contribution of different skill groups to the polarisation of the UK labour market. We show that the large increase in graduate numbers contributed to the substantial reallocation of employment from middling to top occupations which is the main feature of the polarisation process in the UK over the past three decades. The increase in the number of immigrants, on the other hand, does not account for any particular aspect of the polarisation in the UK. Changes in the skill mix of the workforce account for most of the decline in routine employment across the occupational distribution, but within-group changes account for most of the decline in routine occupations in middling occupations. In addition, there is no clear indication of polarisation within all skill groups—a fact that previous literature has cited as evidence that technology drives the decline of middling occupations. These findings differ substantially from previous evidence on the US and cast doubts on the role of technology as the main driver of polarisation in the UK.

This study examines the determinants of work–family multitasking using data from two large national surveys of workers—the 2011 Canadian Work, Stress, and HealthStudy and the 2002 National Study of the Changing Workforce. We find that the following groups—in both surveys—engage in frequent multitasking: (1) individuals with higher education and income; (2) executives and professionals, business owners, the self-employed, and supervisors; (3) those who work at home or some place other than away from home at a fixed location; and (4) those who work long hours, a second job, have job pressure, and receive more work-related contact outside regular work hours, and have more challenging work. Collectively, our findings elaborate on the determinants of multitasking—underscoring the differential and sometimes-unexpected influences of socioeconomic status, job-related demands, resources. Most importantly, our results suggest a remarkable degree of similarity in both the patterns among the determinants and their interrelationships among Canadian and American workers.

This is a conceptual paper based on extensive review of various survey reports on aspects related to leadership and digital transformation. In the beginning of the paper, theoretical description about digitalization and digital transformation has been discussed and described digitalization as a change process. The study explains that the successful digital transformation depends on how leaders, use digital technology for the growth of the organization. References of different survey reports and examples of different leaders and organizations have been used to justify that this is the leader’s vision, foresightedness and how they are using digital technology for organizational productivity. The different organizational dimensions transformed by leaders for inculcating digital technology in the organization have also been discussed. The Paper also discusses the biggest barrier faced by leaders while transforming digitally or assimilating digital technology in their corporate model and suggests measures to overcome this barrier. At the end of the paper conclusion drawing the importance of leader in this digital age for organizational excellence has been given. On the whole the research paper shall prove useful in showing importance of leaders’ position and their decision making for organizational excellence in the digitally transformed world.

Based on a sample of students in both a French business school and a university established in Bahrain and recruiting students from various Arab Gulf countries, our paper is analyzing the relationship between the career goals of students and their nationality. The main results show that nationality has little effect on student motivation to continue their education, their perceptions of the results they expect, as well as their perceptions of their career prospects. However, some results show differences in relation to nationality; the most significant being the program's selection criteria in relation to business objectives and desired skills. [googletranslate_en]

We develop a framework where mismatch between vacancies and job seekers across sectors translates into higher unemployment by lowering the aggregate job-finding rate. We use this framework to measure the contribution of mismatch to the recent rise in U.S. unemployment by exploiting two sources of cross-sectional data on vacancies, JOLTS and HWOL. Our calculations indicate that mismatch, across industries and 3-digit occupations, explains at most 1/3 of the total observed increase in the unemployment rate. Occupational mismatch has become especially more severe for college graduates, and in the West of the United States. Geographical mismatch unemployment plays no apparent role.

STEM education has become strategically important to increase college readiness of high school graduates in mathematics and science, cultivate STEM interest in students, boost STEM majoring students, and prepare students for 21st century workforce. The purpose of this study is to investigate a new STEM Project-based learning model developed by Harmony Public Schools (HPS). We used theoretical sampling and 11 students (5 seniors, 5 juniors, and 1 sophomore) were interviewed. Interview transcripts were analyzed by using grounded theory coding and constant comparative analysis. As a result of the analysis, a new STEM education model named the STEM Students on the Stage (S.O.S. TM) was emerged and defined. The emerging substantive theory suggests that through the STEM S.O.S. model, students increased their conceptual understanding, STEM interest, and research interest in higher education and developed self-confidence, and skills in technology, life and career, communication and collaboration and these skills continued to improve circularly. Findings were discussed in the context of STEM education and its effects on students’ interest in STEM careers.

Purpose - The purpose of this paper is to provide an overview of the most important trends in work and employment over the past 50 years. Design/methodology/approach - The paper adopted the 50-year perspective in line with the celebration of Manchester Industrial Relations Society’s 50th anniversary. The approach adopted was to include both observable changes in work and employment and changes in the perspectives found in published research. Findings - The key trends identified were feminisation, flexibilisation, fragmentation and financialisation. These were the outcome of, on the one hand, global trends towards services, transnationalisation and transformative technologies and, on the other hand, of political choices to deregulate, decollectivise and depoliticise the employment relationship. Originality/value - The value lies in exploring the key trends in the world of work over a significant period of time, identifying the drivers behind the changes and reflecting on the implications for future prospects in work and employment.

The article discusses possible futures of self-organising peer-to-peer work through four transformative scenarios constructed in the Neo-Carbon Energy research project. These futures images probe the futures of work from the perspective of peer-to-peer organisations and distributed renewable energy production. The scenarios lay a systemic view on the development of societies, studying how decentralised renewable energy with low costs could affect society and its social relations. We anticipate the emergence of a digital meaning society, in which the economy is based on the production of meanings and meaningfulness. The article analyses the results of a futures workshop on the futures of work by classifying them to seven core themes. The results of the analysis are compared to related implications for policymaking, and to the Millennium Project Work/Technology Scenarios 2050 for international perspectives. The article presents possible disruptions and key emerging issues, including the novel drivers for inequalities of peer-to-peer work.

The question of the articulation of individual and strategic skills (skills management) expects to receive answers both theoretical and operational. A major challenge lies in building a common repository for all levels of skill. Even if HRM boasts numerous repositories, they are ineffective for articulation: they were not designed for this purpose but for the evaluation of individual skills. Thus, the proposed repository will be able to serve a dual purpose of piloting and evaluation skills. The comparative case study here precisely to offer original answers to this purpose. [googletranslate_en]