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The focus of this paper lies in our special interest in women leaders and those aspiring to leadership positions in schools and other educational contexts within Australia. Leadership is a gendered concept, and due to a myriad of factors including conscious and unconscious bias, and the challenges of balancing career with other life commitment, the reality is that women's career journeys are different from men's. Women's unique career trajectories have implications for achieving their leadership potential. In addition to reviewing some of the extant literature in the area of women in educational leadership, we share our experiences and reflections based on our research and the leadership development programmes we have run for women mainly in Australia. These programmes have reinforced to us their value, place, and contribution to enhancing women's capacities for leadership. In this paper, we address the following four key questions as they pertain to women leaders within the Australian context: (1) Why a focus on gender and leadership? (2) What are some of the barriers impeding women leaders? (3) Why is it important to have multiple faces of leadership? (4) Why is women's leadership development everyone's responsibility?

Purpose: The purpose of this paper is to discuss the challenges the author had encountered and the counter-strategies she had adopted to overcome them while conducting ethnography for the first time during her doctoral research. In this paper, the author hopes to provide guidance for future researchers by discussing the role she played in her research, the experiences she gained as a result of it, the difficulties she faced and the strategies she employed to overcome these difficulties. Design/methodology/approach: Following the social constructionist perspective, this paper analyses the experience that the author had gained during her field study. As a novice researcher, the author entered the field to study the relationship between caste and occupational mobility. The caste that she had selected was the Kansari caste to which the author belongs. Therefore, her position as a researcher while conducting ethnography became a crucial part of the methodological challenges the author faced. While insider ethnography has its advantages and disadvantages, this paper does not discuss these aspects of the methodology. Instead, it discusses how, as a novice researcher, the author had to negotiate her position as an insider and outsider. Findings: While analysing her experience as a novice researcher, the author found that her journey of conducting insider ethnography was of rediscovering herself as a Kansari as well as a researcher. Through this research, the author found that as an insider ethnographer, certain strategies had to be adopted in the field by the researcher to be objective and unbiased throughout the research process. For example, whenever the author conducted an interview, she tried to try to say less, listen more and be as objective as possible, without allowing her preconceptions to influence the information she gathered from the field. Originality/value: This is an original paper based on the primary data collected by the author.

Against a background of Bologna process goals to improve employment prospects for PhD graduates, and the crisis of precarious employment conditions and prospects afflicting postdoctoral researchers -- hitherto postdocs, the OECD ([2021], "Reducing the Precarity of Academic Research Careers." In "OECD Science, Technology and Industry Policy Papers." Paris: OECD Publishing,) called for research into postdoctoral careers and the precarity phenomenon. This paper responds by giving attention to career breaks as these represent a prevalent but under researched aspect of postdoc precarity in the contemporary academic labor market. Utilizing a substantial international mixed-method dataset with a sample of 950 postdocs, the study examined experiences and perceptions of the professional and personal implications of academic career breaks. Results reveal significant differences between males and females in key areas: maternity was the main reason for females' career breaks, and redundancy/end of contract for males. Females resumed employment more with the same employer and males with a different employer. Support surrounding career breaks was mixed, largely inadequate, but not associated with gender. Perceptions of career breaks differed significantly across groups of postdocs that previously experienced a career break, those on a career break, and postdocs that had never had a career break. The latter two groups perceived negative career outcomes and positive personal outcomes more than postdocs who had previously had a career break, however, significant gender differences indicate females were more negative about the personal implications of career breaks. Discussion of the findings concludes that under neoliberalism postdocs represent a growing lumpen proletariat, leading to recommendations for policy, practice and further research into gender, precarity and postdoctoral careers.

One of the main challenges in modern labour markets is to improve the mobility and employability of workers among workplaces, jobs and roles. This paper explores the factors that might influence people's beliefs about and attitudes towards the mechanisms for improving employability through training. We develop a research model and test it in Israel using surveys that were distributed at two points in time - before and during an acute crisis in the labour market - the Covid-19 pandemic. Perceptions about personal mobility and employability and prior educational experience play a major role in explaining citizens' attitudes towards training. Beliefs about the effectiveness of government training providers as well as employment security are relatively marginal in explaining the demand for training. Policy implications follow.

Jane Frazee, an American music educator, administrator, and author has contributed to music education in the United States. This article surveys the impact of her efforts from 1960 to 2015. A pioneer member and past president of the American Orff-Schulwerk Association (AOSA), she taught music to children and adults using the Orff approach and has presented at workshops, clinics, and conferences throughout the United States, as well as internationally. She authored several books and Orff arrangement collections, and her articles have been published in prestigious professional journals and other publications. This paper addresses Frazee's early life, training, influential individuals, teaching of children and adults, and her work with AOSA. Her roles in the founding and administration of Orff certification and graduate programs in music education in Minnesota are discussed. Lastly, Frazee's role as an author and the influences of her publications on music educators in the United States were also examined. Although retired from teaching and administration, Frazee continues to publish and inspires current and future generations of music educators.

This paper aims to better delineate the patterns of mobility and turnover of rural principals in Texas. Specifically, the authors examine the patterns of movement into, within, and out of rural principal positions, as a means to gain a better understanding of the forces of 'draw' within rural areas and 'drain' out. The study consisted of a sample of 22,385 principals in Texas from 1995 to 2015, representing the population or rural principals in the state. Using methods including OLS and logistic regression as well as discrete time hazard modeling, the study aims to capture the general trends of rural principal mobility to better inform policy interventions. Results demonstrate that: (1) Rural districts tend to hire candidates from rural backgrounds; (2) Rural principals are much less likely to transfer out of the rural context, but tend to switch positions at similar rates as nonrural principals; and (3) Rural principals turnover at similar rates as nonrural principals. The paper includes a discussion and policy recommendations for facilitating healthy rural principal recruitment and retention.

Purpose: The purpose of this study is to examine the effect of succession planning practice (SPP) on employee engagement (EE) and employee performance (EP) in Malaysian private universities (MPU). Design/methodology/approach: This paper used a survey research design, and the study unit of the analysis consists of the academic staff of MPU. In the selection of the sample from the focused respondents (10,473) of the study, a stratified and simple random sampling method was used, and the study sample consists of 314 MPU academic staff. A questionnaire was used to collect data from the focused respondents while partial least square-structural equation modeling (PLS-SEM) was used to test the study hypotheses. Findings: The findings revealed that SPP has a significant effect on EP, and the relationship between SPP and EP is partially mediated by EE. Practical implications: Sound succession systems for achieving academic staff performance should be put in place by the university management. Furthermore, the outcome of this research urges the policymaker to come up with a sound policy that can allow internal talents of the university to hold key leadership positions of any nature when the need arises before considering external talents, with that the talents will be satisfied and put decisive effort to achieve a positive result. Originality/value: This paper has made a significant contribution to the knowledge and operationalization of the EE, EP and SPP literature. The research also assists the university management to mobilize qualified and talented staff for an unexpected and sudden resignation of staff which saves the university the cost of hiring and development, and at the same time, it encourages internal hiring.

Occupationally mobile families exist in multiple forms globally. While these families contribute significantly to the socioeconomic life of the locations that they traverse, sometimes their mobilities generate hostility in those locations. This hostility in the form of an anti-nomadic/sedentarist ideology creates corresponding difficulties for the schooling options and outcomes of the children of these mobile families. This paper explores the educational applications and implications of the anti-nomadic/sedentarist ideology as experienced by occupationally mobile families globally, and investigates also several successful schooling approaches for their children. The analysis identifies effective forms of schooling provision implemented in specific ways in these distinctive learning contexts. The author posits that 'innovative' in relation to the education of occupationally mobile communities is enacted in the historically constructed and materially grounded mobilities of each community, and 'works' and 'makes sense' only when conceptualised with references to those mobilities.

Purpose: The purpose of this paper is to determine the relationships between learning opportunities, person-organization fit, self-directedness career attitude and job hopping among generation Y employees in Malaysian small medium enterprise (SME) service sectors. Design/methodology/approach: Research data was gathered from a sample of 203 generation Y employees from SME service sectors in Malaysia. Partial least squares structural equation modelling is used to perform the data analysis in the present study. Findings: The results demonstrated that person-organization fit and self-directedness career attitude correlates significantly with job hopping among generation Y employees. However, there is no significant relationship between learning opportunities and job hopping. Research limitations/implications: This study provides an empirical framework for explaining the job hopping among generation Y employees in SME service based on the review of related careers. Originality/value: This study offers new insights into the predicting factors of job hopping among generation Y employees in the Malaysian context specifically.

This paper investigates to what extent the returns to a PhD depend upon the region of birth and the place of work. We examine the career paths of eastern and western German PhD graduates and estimate the returns to obtaining a job suited to their skill level and with high wages. Our data set combines information on graduates and their place of birth with administrative data. We find that the place of work rather than the region of birth affects labor market outcomes. Due to lower mobility, eastern German graduates profit less from adequate jobs located in western Germany.

This paper is a meta-analysis of qualitative studies on international scholars migrating to academic peripheries. In contrast to studies focused on relocating to the US and other global centers, or those focused on 'star faculty,' these studies reveal a different face of international migration. By examining 19 studies from all over the world, we identified eleven common themes centered around: institutional motivations to hire international faculty, individual motivations to seek employment in the peripheries, the specificity of migration and recruitment processes as well as various integration problems associated with choosing a career in less popular destinations. This analysis offers an overview of in-depth national cases, which is interesting for cross-cultural researchers and students of particular peripheral systems. We demonstrate that foreign-born scholars in the peripheries are very often motivated by factors that would be negligible in the analysis of academic migration to centers and face different challenges.

In recent years, Chinese college graduates have faced a challenging employment situation, calling for an analysis of the social stratification function of higher education. This paper used linear regression to analyze factors influencing the occupational status attainment of college graduates. The social stratification function of higher education was found to be significant. Educational factors were essential for occupational status attainment. Nevertheless, new graduates' occupational status could also be affected by individual and family factors. On the whole, college graduates achieved stratum promotion. Men had higher occupational status and longer mobility distance than women, and rural graduates had higher occupational status and longer mobility distance than urban graduates.

Translanguaging has now become central to a sociolinguistics that foregrounds globalization and mobility as key concepts for grasping human beings' capacity to engage with and draw on both multiple linguistic -- including named languages -- and semiotic resources dynamically and in combination for the purpose of meaning-making (García, Ofelia & Wei Li. 2014. "Translanguaging: Language, bilingualism and education." New York: Palgrave/McMillan; Li, Wei. 2018. Translanguaging as a practical theory of language. "Applied Linguistics" 39(1). 9-30). The contributions collected here testify to the growing importance of translanguaging as a theory and practice within contexts of unprecedented mobility, namely educational and work environments, bringing to light processes of circulation of linguistic and semiotic resources across both physical and digital spaces involving the development of communicative practices as well as subjectivities and identities.

Purpose: This paper aims to explore approaches that organizations can implement to manage talents through organizational socialization. Design/methodology/approach: This paper is conducted based on relevant human resources (HR) work experiences in various organizations and the HR literature. Findings: Organizations need to systematically and periodically review and modify their organizational socialization process. A one-size-fits-all organizational socialization process is unhelpful and ineffective. Originality/value: This paper provides value to HR managers and talent management specialists involved in designing and implementing organizational socialization. [ABSTRACT FROM AUTHOR]

This paper explores the relationship between workforce competence, migration, and quality improvement in the Asia-Pacific through analysis of Early Childhood Education (ECE) policy texts from three East Asia Summit countries. Content (word level) analysis of salient policy texts was undertaken to address two questions: How are culture and diversity "conceptualized" in these texts? How are diverse educators "positioned" in these texts? We show that, despite differing historical trajectories of ECE, policy frameworks in all three countries fail to sufficiently acknowledge the potential contribution of migrant educators to quality improvement initiatives. We conclude by calling for greater attention to workforce mobility and diversity in ECE policies, and for further research into the untapped competence of migrant educators.

As in other countries, bilingual/multilingual education has become widespread in Spain. However, research either focuses on Spanish programs' implementation, students' performance or teacher training, but not on their contribution to graduates' self-perceived linguistic success (understood as a combination of intercultural competence, international mobility and employability). Therefore, this paper studies whether Spanish bilingual education results in higher self-perceived competences. An instrument examining these three elements is applied, and Facebook Audience Insights is used for sample targeting. Findings prove that Spanish bilingual education graduates have higher self-perceived intercultural competence and international mobility. In terms of gender, women who have participated in Spanish bilingual education show higher self-perceived intercultural competence, whereas men who have studied in these programs consider themselves more interculturally competent and mobile. Conversely, there is no evidence of more positive self-perceived employability than in monolingual education. All in all, participation in a Spanish bilingual program is demonstrated to be an influential factor in self-perceived global linguistic success, employability, and intercultural competence.

In this paper, we examine 15 academics who crossed national borders in response to the strong pull of recruiting efforts from a Korean university. These foreign professors at the case university are on tenure-stream and teach regular academic courses in various academic departments and colleges. By discussing their motivations for global mobility, their professional experiences and plans for crossing national borders in the future, we found that these professors seek to remain within a boundary, preparing for the possibility of future mobility. Therefore, the seemingly fluid global mobility of highly educated academics has many layers of boundaries which are tightly connected by the cultural and language proximity academics have. With this, the concept of segmented mobility (e.g. physical or profession versus personal or psychological) is developed in the context of global mobility of academics.

The Erasmus programme represents one of the most popular policy measures of the European Union among its citizens. The aim of this paper is to explore the causal effect of this mobility action on labour market outcomes and skills' development in Spain. In order to do so, this research exploits the Spanish University Students Employability Survey 2014 an employs and instrumental variables strategy, based on the supply of Erasmus scholarships by area of studies and region of residence, to address the potential endogeneity of the participation in the programme. On the one hand, the empirical results suggest that studying abroad has a positive effect on the probability of becoming an entrepreneur, working in a foreign country and the formation of Information Communication and Communication skills. On the other hand, they do not reveal any significant impact of participating in this programme on the likelihood of employment and several working conditions.

This paper analyses a sample of academic 'quit lit' to explore how graduate students might be better prepared for the realities of higher degree research and employment. It will pay particular attention to how graduate programs can provide realistic, transparent career advice and promote alternatives to academic (Alt-ac) employment for graduates. By considering the reasons 'quit litters' themselves give for their departure from the tertiary education sector, this investigation will be listening to the voices of those most affected by the rapidly changing face of academia.

An effective and just industrial transition is necessary both to mitigate climate change and protect jobs, and as a precursor to enable other sectors to decarbonise. Activity is at an early stage and examples of successful sector-wide interventions to decarbonise industry do not yet exist. Governments of industrialised countries are beginning to develop policy and provide funding to support deployment of carbon capture and low-carbon hydrogen infrastructures into high-emitting industrial clusters, but options for sites outside of clusters, denoted here as 'dispersed sites', are also required. This paper takes a mixed methods approach to provide the first analysis of the issues facing dispersed industrial sites on their route to decarbonisation and to suggest solutions to the challenges they face. Using the UK as a case study, it first characterises dispersed sites in terms of location, emissions released, sectors involved, and size of companies affected. It then shows how these features mean that simply expanding the geographical scope of the present UK decarbonisation strategy, which focuses on the provision of carbon capture and low-carbon hydrogen, would face a number of challenges and so will need to be broadened to include a wider range of abatement options and other considerations to meet the needs of dispersed sites. While the solutions for each place will be different, these are likely to include some combination of the expansion of shared infrastructure, the development of local zero-carbon hubs, research into a wider range of novel abatement technologies and facilitating local participation in energy planning. The paper concludes with a discussion of remaining knowledge gaps before outlining how its findings might apply to industrial decarbonisation strategies in other countries. [ABSTRACT FROM AUTHOR]

The urgent and interlocking social, economic and ecological crises faced by societies around the world require dialogue, empathy and above all, hope that transcends social divides. At a time of uncertainty and crisis, many societies are divided, with distrust and divides exacerbated by media representations pitting different groups against one another. Acknowledging intersectional interrelationships, this collaborative paper considers one type of social distinction – generation – and focuses on how trust can be rebuilt across generations. To do this, we collate key insights from eight projects that shared space within a conference session foregrounding creative, intergenerational responses to the climate and related crises. Prompted by a set of reflective questions, presenters commented on the methodological resources that were co-developed in intergenerational research and action spaces. Most of the work outlined was carried out in the UK, situated in challenges that are at once particular to local contexts, and systematic of a wider malaise that requires intergenerational collaboration. Reflecting across the projects, we suggest fostering ongoing, empathetic dialogues across generations is key to addressing these challenges of the future, securing communities that are grounded as collaborative and culturally responsive, and resilient societies able to adapt to and mitigate the impacts of change. [ABSTRACT FROM AUTHOR]

South Asians constitute Britain's largest ethnic minorities, yet very little is known about their migration history in the prewar era. Recent literature has begun to challenge the widely held view that South Asian migration to Britain was a post-war phenomenon in response to Britain's need for labour as it emerged from two costly wars. The literature has demonstrated that the South Asian presence in Britain can be traced back to the seventeenth century. This paper adds to that literature by analysing the occupation distribution and mobility of South Asian-born migrants during the early twentieth century. Regression results from the 1901 and 1911 Censuses of England and Wales suggest that relative to other foreign-born and British-born, South Asian-born immigrants were primarily employed in white-collar jobs, a position they largely retained until at least 1911. These results suggest that the South Asian diaspora was economically well assimilated into the British economy. [ABSTRACT FROM AUTHOR]

Using the mobility restrictions implemented by Malaysia during the COVID-19 pandemic as a case study, this paper relies on detailed data on employment patterns and on the possibility to work from home and without physical proximity to estimate the extent and distribution of jobs most vulnerable to mobility restrictions. It finds that about 64.5 per cent of jobs in Malaysia cannot be pedormed from home, after adjusting for Internet access. while about 50.9 per cent of jobs require high levels of physical proximity. These are the jobs that are most vulnerable to strict mobility restrictions, such as those imposed during the pandemic. Workers most at risk are primarily those with relatively low education, low level of income and advanced or very young age. Jobs in less developed regions of Malaysia are also particularly vulnerable. Against this backdrop, the paper argues that Malaysia's experience during the COVID-19 pandemic provides some vital lessons in supporting those who are most vulnerable to job losses during mobility restrictions. These lessons include improving the targeting of cash transfers, scaling up wage subsidies in supporting worker retention and hiring and leveraging upskilling/reskilling initiatives with a focus on non-routine cognitive analytical and interpersonal skills. [ABSTRACT FROM AUTHOR]

This paper evaluates the productivity impacts and the subsequent adjustment costs associated with hiring different knowledge workers. I focus on the difference between hiring former entrepreneurs, employees who change jobs, and unemployed individuals. I am the first to evaluate the direct impact that hiring former entrepreneurs has on firm productivity and the heterogenous adjustment costs associated with the different types of new hires. I find no difference between the first-year adjustment costs of entrepreneurs and those of regular-wage employees. Hiring former entrepreneurs is a way to increase productivity after the first year of employment only if the former entrepreneurs are from the highest end of the ability distribution. [ABSTRACT FROM AUTHOR]

Significant recent changes in labor affect organizations, managers, and employees; we do not yet fully understand the depth and scope of these changes. For example, although previous research on person–job and person–organization fit is helpful, it has struggled to provide clarity when the very nature of work and jobs is changing and new types of work are emerging. To contribute to the literature on person–job and person–organization fit, this paper proposes a conceptual model that explains the ways in which individual, job, and organizational factors interact with diverse work environments. Specifically, I show that a new work environment generates a new form of employee fit, which I call "person–skill fit." I argue that changes in the constructs that contribute to employee fit (e.g., competencies, trust, commitment, and values) may generate a fit gap that manifests in the form of a managerial gap. Firms should address this gap to improve their dynamic alignment with new forms of work. This framework offers potentially valuable new ways of assisting managers and organizations in their efforts to adjust to the changing nature of work and to transition from standard management practices to new management practices to achieve improved outcomes by utilizing the person–skill fit model. [ABSTRACT FROM AUTHOR]

Labour market dynamics are complex, limiting the capacity for consensus on a singular phenomenon to account for patterns. In this paper, we present a range of broader empirical trends from the Irish labour market that suggests the possible impact of neoliberal-type policies in the Irish market has been counterbalanced by strong human capital and skills development, growth in higher level occupations and employment protection. Though precarious work is a feature of parts of the labour market, the theoretical assumptions underpinning precarious work we argue should not be extrapolated to explain changes in job stability in the labour market at large. [ABSTRACT FROM AUTHOR]

Purpose: The aim of the paper is to identify the changes in the area of work content in a selected municipal enterprise in the following years: 2009, 2018 and 2023. Design/methodology/approach: The study presents the results of the analysis of the work content of jobs of the municipal company according to ALM model and job evaluation. In the observations carried out on the general population there were also used following methods: interview, document analysis and group discussion. Similar approach is commonly used in the analysis of changes in work content under the influence of technology in sectoral and economic research. However, there is little research showing the application of such an approach in relation to individual enterprises, particularly all positions in the enterprise. Findings: Potential for automation of manual jobs have been limited to the greatest extent in core activities, which may suggest that it is in this area that technical progress in work processes, especially manual jobs, is implemented first and relatively most intensively. Additionally, technological progress in work processes implemented in core and auxiliary activities limits routine manual jobs, but is associated with an increase in routine cognitive jobs. Research limitations/implications: (if applicable) The research assumed that the change in the content of work occurred as a result of technical progress, which is justified especially in the case of analysis of all organizational positions in the company. However, further research should directly investigate the impact of technological progress on changing job content especially in the cross-section of individual organizational units in the management and auxiliary areas of the enterprise. Practical implications: Identification the different specificity of the impact of technical progress on the content of work in individual areas of the company's activity. Empirical confirmation of the sequence of automating work within individual areas of the company's activities. Originality/value: While researches on changes in work content in the context of technical progress across economies and sectors are relatively common, in relation to the general population of employees in an enterprise it is rather absent. [ABSTRACT FROM AUTHOR]

The paper investigates the short-run job mobility of educationally mismatched workers, examining the validity of the Sicherman-Galor hypothesis, which predicts that overeducation is a temporary condition from a worker's perspective associated with higher upward occupational and wage mobility. The study uses data from the Polish Labour Force Survey, investigating yearly changes in employment status, occupation, and wages. The results show that overeducated workers are more likely to remain employed compared to their properly matched colleagues. Both overeducated and undereducated workers tend to move towards jobs for which they are better matched. However, the rate of this adjustment is very low, contradicting the Sicherman-Galor hypothesis. On the other hand, overeducated workers, but mostly prime-aged ones, are found to experience faster wage growth compared to properly matched individuals, aligning with the Sicherman-Galor hypothesis. The higher wage growth of overeducated workers can be partially attributed to workers improving their match status over time. [ABSTRACT FROM AUTHOR]

The purpose of this paper is to compare the distribution of occupation and rates of occupational mobility in the ATO Longitudinal Information Files (ALife) and the Household, Income and Labour Dynamics in Australia (HILDA) datasets. As tax is not occupation dependent, occupation data from tax records may not be reliable. We find that occupational mobility in the ALife data is less than half that in the nationally representative HILDA data. In contrast, the distribution of occupation and its relationship with most key socio‐economic characteristics appear relatively similar across the two datasets. However, occupation evolves differently over time in the two datasets and there are some differences between the sexes. [ABSTRACT FROM AUTHOR]

This paper explores how talent flow network and the firm life cycle affect the innovative performances of firms. We first established an interorganizational talent flow network with the occupational mobility data available from the public resumes on LinkedIn China. Thereafter, this information was combined with the financial data of China's listed companies to develop a unique dataset for the time period between 2000 and 2015. The empirical results indicate the following: (1) The breadth and depth of firms' embedding in the talent flow network positively impact their innovative performances; (2) Younger firms' innovations are mostly promoted by the breadth of network embedding, but this positive effect weakens as firms increase in age; (3) Mature firms' innovations are primarily driven by the depth of network embedding, and this positive effect strengthens as firms increase in age. This paper enriches and deepens the studies of talent flow networks, and it provides practical implications for innovation management based on talent flow for various types of firms at different development stages. [ABSTRACT FROM AUTHOR]

In this academic essay, I invite the reader to think about our human relationships, our friendships: who are the supporters and allies in our lives? How are friendships born and why do they fade away? What do we need to strengthen our friendships and to become people who are seen as supporters by others? The way we make friends throughout our lives depends on our personality, our gender, our age, and our socio-cultural environment. Our network of relationships needs to include family, friends, home, and work. Our network of friends may also change from time to time, for example, when we move to a new place or change jobs. As the distances between connections increase, so do the number of people with whom we can no longer have deeper relationships. In this paper, we look at the basic dynamics of relationships and how friendship patterns change with age. The paper concludes with a brief theological reflection on friendship. [ABSTRACT FROM AUTHOR]

Occupationally mobile families exist in multiple forms globally. While these families contribute significantly to the socioeconomic life of the locations that they traverse, sometimes their mobilities generate hostility in those locations. This hostility in the form of an anti-nomadic/sedentarist ideology creates corresponding difficulties for the schooling options and outcomes of the children of these mobile families. This paper explores the educational applications and implications of the anti-nomadic/sedentarist ideology as experienced by occupationally mobile families globally, and investigates also several successful schooling approaches for their children. The analysis identifies effective forms of schooling provision implemented in specific ways in these distinctive learning contexts. The author posits that 'innovative' in relation to the education of occupationally mobile communities is enacted in the historically constructed and materially grounded mobilities of each community, and 'works' and 'makes sense' only when conceptualised with references to those mobilities. [ABSTRACT FROM AUTHOR]

The main objective of this paper is to investigate the extent to which inward foreign direct investment (FDI) in advanced business services (ABS) – a result of so-called offshoring of white collar jobs – contributes to the structural change of employment in regions of host economies. We use a fixed-effect regression model based on cross-regional panel data for Hungary and Poland for the period between 2005 and 2014. Our findings show that ABS FDI carries structural impacts: employment in foreign-owned firms increases the share of the tertiary sector in a region both directly and indirectly through inducing other tertiary activities as well. [ABSTRACT FROM AUTHOR]

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This paper demonstrates that the decline in routine occupations and concurrent rise in abstract occupations are largely due to workers changing jobs. The reduction in routine manual tasks is further explained by workers transitioning to unemployment or retirement. In contrast, the increase in non‐routine manual occupations is primarily driven by the entry of young or unemployed individuals into the workforce. Plant closure information is used to identify involuntary job separations. These findings indicate that routine cognitive workers can adjust to smaller employment disruptions compared to routine manual workers among women. However, a contrasting pattern is observed for men. [ABSTRACT FROM AUTHOR]

We consider the classical machine scheduling, where n jobs need to be scheduled on m machines, and where job j scheduled on machine i contributes p ij ∈ R to the load of machine i, with the goal of minimizing the makespan, i.e., the maximum load of any machine in the schedule. We study the inefficiency of schedules that are obtained when jobs arrive sequentially one by one, and the jobs choose the machine on which they will be scheduled, aiming at being scheduled on a machine with a small load. We measure the inefficiency of a schedule as the ratio of the makespan obtained in the worst-case equilibrium schedule, and of the optimum makespan. This ratio is known as the sequential price of anarchy (SPoA). We also introduce two alternative inefficiency measures, which allow for a favorable choice of the order in which the jobs make their decisions. As our first result, we disprove the conjecture of Hassin and Yovel (Oper Res Lett 43(5):530–533, 2015) claiming that the sequential price of anarchy for m = 2 machines is at most 3. We show that the sequential price of anarchy grows at least linearly with the number n of players, assuming arbitrary tie-breaking rules. That is, we show SPoA ∈ Ω (n) . At the end of the paper, we show that if an authority can change the order of the jobs adaptively to the decisions made by the jobs so far (but cannot influence the decisions of the jobs), then there exists an adaptive ordering in which the jobs end up in an optimum schedule. [ABSTRACT FROM AUTHOR]

Focusing on conventional taxis and e-hailing, this paper discusses the technology, job and mobility choices of a conventional occupational group – taxi drivers – faced with an algorithm-enabled mode of mobility. Based on six-month ethnographic fieldwork in Xi'an, China, it shows that taxi drivers generally prefer taxis to e-hailing. Because the e-hailing algorithm treats each driver independently, drivers' spatio-temporal skills become marginalised and taxi drivers are no longer able to maintain a regular spatio-temporal arrangement that facilitates their community nodes as they do in taxi-driving. Their preference for taxis is a response to the potential threat to their community and social values imposed by algorithm-enabled mobilities. The paper emphasises how workers' response to algorithmic digital automation are centred around and operationalised by spatio-temporal mobility. It also shows that the impacts of new mobilities are distributed unevenly across groups with different socio-economic backgrounds and life experiences, in this case vis-à-vis the privatisation and urbanisation of Chinese society. [ABSTRACT FROM AUTHOR]

This paper examines the links between women's un/safety and their night-time mobilities in Brussels, Belgium and Recife, Brazil. While the significance of women's intersectional identities to the construction of fear and safety in urban space has been well documented in feminist urban geography, we argue that the lens of South-North comparison highlights specific ways in which local urban spaces are implicated in women's experiences of un/safety. A comparative perspective draws out the spatial and temporal embeddedness of un/safety, while at the same time challenges the framing of particular cities and areas as either safe or unsafe (which is particularly damaging when it reproduces simple global North – global South binaries). The paper draws on mixed-method research combining a questionnaire-based survey and a series of interviews with women in Recife and Brussels. The four dimensions examined include transport modes; situated experiences of un/safety; the accumulation of unsafety feelings over the long term; and the work women perform in maintaining mobility. We find that while unsafety broadly limits women's access to cities at night, feeling unsafe plays out differently in specific and situated interactions, many of which are recognisable from both Brussels and Recife. Across the two research locations, women's mobility strategies at night are similar, in that they involve extensive planning, preparation, and drawing on financial and non-financial resources. We conclude with some reflections on the role of comparative research in the feminist geographies of gendered urban mobilities, particularly in relation to previously little-studied cities. [ABSTRACT FROM AUTHOR]

This paper presents a model considering intergenerational occupational mobility as the joint outcome of three main determinants: income incentives, equality of opportunity and changes in the composition of occupations. The model, rationalising the use of transition matrices to measure occupational mobility, allows for identifying asymmetric mobility patterns and constructing a specific mobility index for each determinant. The empirical application of our model to Italy suggests that intergenerational mobility increased from the cohort of children born in the period 1940-1951 to the one born in the period 1952-1965, then to remain at the same level for the cohort of children born in the period 1966-1977. This steady mobility, however, hides i) lower structural mobility, caused by a declining trend in the composition of occupations in favour of upper-middle classes; ii) less upward mobility for those whose fathers were in the lower class; and iii) higher downward mobility from upper-middle classes, both caused by a decrease in the income incentives. Equality of opportunity is low and constant for those born after 1951. [ABSTRACT FROM AUTHOR]

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In this paper, we develop a comprehensive model of earnings and labor market dynamics, where employment and job change are endogenous. The model is estimated by applying the method of indirect inference on Swedish register data, and then used to carry out some policy experiments. There are three key conclusions from these experiments. First, employment shocks early in life can, to a larger extent, be mitigated before retirement compared with employment shocks occurring later. Second, we find that idiosyncratic productivity shocks, unobserved heterogeneity, and education contribute substantially to life‐cycle earnings inequality. Finally, we find that transitory shocks to employment risk have negative effects on earnings and employment in the short run but may increase labor market fluidity in the medium run. [ABSTRACT FROM AUTHOR]

Identifying sources of barriers to occupational mobility is central to evaluating the efficiency of the labor market. In this paper, we present an augmented Roy model in which workers self‐select into occupations, subject to labor market barriers that are specific to their socio‐linguistic group. Our findings provide evidence of differences in labor market outcomes across gender and linguistic groups in Canada. We argue that these differences could be attributed to barriers to labor mobility and that the reduction of these disparities would result in higher aggregate productivity in the country. In the augmented Roy model, the frictions result in inefficient allocation of labor across occupations. The study quantifies the change in aggregate productivity that would result from reducing the friction. The elimination of the frictions increased aggregate output on average by 6.2% and 4.4% in 1991 and 2011, respectively. This finding highlights the importance of reducing language barriers and gender inequality in the labor market. We provide policy recommendations for mitigating the disparities in socioeconomic outcomes between gender and linguistic groups. [ABSTRACT FROM AUTHOR]

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This paper examines the impact of massive refugee inflows on the mobility patterns of host communities. We rely on panel data from before and after the Syrian war and exploit the geographical distribution of Syrians across Jordanian subdistricts. Using difference in differences, we find that native outflows of the camp-hosting areas increased by 27%. This increased residential mobility out of the camp-hosting areas seems to be triggered by an increase in rents and a crowding out of Jordanian students by Syrians in schools. Our results also show that the Syrian presence increased Jordanians' job location mobility into the camp areas. [ABSTRACT FROM AUTHOR]

In this paper, we examine transborder commuters' experiences (i.e. individuals who commute between U.S. and Mexican border cities frequently) during the Covid-19 pandemic, with keen attention to the links between racial capitalism and temporality. We address two interrelated issues: first, we unpack how the United States framed the pandemic through the metaphor of war and the production of the categories of 'essential work(er)' and 'essential travel' to ensure racial capitalism's surplus labor and continuation. These categories function like a double-edged sword, tying racialized populations to racial capitalism's temporality to exploit them while excluding privileged others. We argue that Covid-19's temporality conflicts with racial capitalism's temporality. While the former relies on the deceleration of everyday life, the latter depends on constant acceleration driven by profit-seeking. Using queer and feminist theoretical lenses, we then demonstrate how U.S. Covid-19 border restrictions at land ports of entry exacerbated transborder commuters' cross-border travels and privileged some based on legal status. As a result, they used public Facebook groups to navigate and comprehend new commuting conditions, disidentifying with the United States' official pandemic framing and producing their own. This shared experience catalyzed 'digital transborder kinships' or temporally-bound socialities rooted in relational care, advocacy, and knowledge production. [ABSTRACT FROM AUTHOR]

All over the world, Business Processing Outsource (BPO) companies have been set up to provide services that would enable utmost efficiency to business-related work operations. BPOs have been fertile ground for dreams of mobility and freedom for their employees. Illustrative is the 2017 Philippine novel in English, The Quiet Ones by Glenn Diaz, which frames the lives of call center agents who steal from the multimillion-dollar American-based BPO company and remain remorseless even after they have been caught for the crime. The novel narrates how the contemporary lives of Filipinos are drastically shaped by their experience of working as call center agents, highlighting their various unethical 'traversals' behind the stationary façade of the industry in order to escape from their sense of disempowerment. This paper would like to show how the novel's depiction of the BPO industry's shrinking physical and imagined spaces, protocols in customer service, and its bureaucracy are symptomatic of the call center agents' obsession, psyche, and modes of surviving the system. To do that, careful attention was given to the portrayal of the experience of the physical, representational, and mobile practices in the BPO industry. While the BPO industry plays an essential role in the economic progress of the Philippines, it has also affected the material and mobile conditions of Filipino call center agents, as they follow a business model of efficacy aligned with the larger scheme of global capitalism. Such efficacy is underpinned by a kind of 'modern' ethics specific to the BPO call centers concretizing the betrayal of globalization's promise of proper mobility and freedom as embodied by the infrastructure of the call center offices shaping the superstructural official practice and 'call center culture.' [ABSTRACT FROM AUTHOR]

This paper studies the extent to which the cyclicality of occupational mobility shapes that of aggregate unemployment and its duration distribution. We document the relation between workers' occupational mobility and unemployment duration over the long run and business cycle. To interpret this evidence, we develop a multisector business cycle model with heterogenous agents. The model is quantitatively consistent with several important features of the US labor market: procyclical gross and countercyclical net occupational mobility, the large volatility of unemployment and the cyclical properties of the unemployment duration distribution, among many others. Our analysis shows that occupational mobility due to workers' changing career prospects, and not occupation‐wide differences, interacts with aggregate conditions to drive the fluctuations of the unemployment duration distribution, and the aggregate unemployment rate. [ABSTRACT FROM AUTHOR]

The purpose of this study is to develop a conceptual model of learning agility based on an integrated literature review. Learning agility is the ability to learn from experience and apply it when faced with a new and unfamiliar environment. However, the absence of a theoretical basis for learning agility causes confusion among researchers in defining the concept and limits the scope in which practitioners apply the concept in their respective fields. This paper discusses the ability to perform effectively in new and unexpected environmental conditions and in changing job environments based on the Individual Adaptability Theory (I‐ADAPT Theory). Applying the conceptual model presented in this paper, practitioners will be able to propose and apply practical interventions, such as the development of an organizational education program that could identify and develop the level of individual learning agility. [ABSTRACT FROM AUTHOR]