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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?

Current trends in workforce development indicate the movement of workers within and across occupations to be the norm. In 2009, only one in three vocational education and training (VET) graduates in Australia ended up working in an occupation for which they were trained. This implies that VET enhances the employability of its graduates by equipping them with the knowledge and competencies to work in different occupations and sectors. This paper presents findings from a government-funded study that examined the occupational mobility of selected associate professional and trades occupations within the Aged Care, Automotive and Civil Construction sectors in Queensland. The study surveyed enrolled nurses and related workers, motor mechanics and civil construction workers to analyse their patterns of occupational mobility, future work intentions, reasons for taking and leaving work, and the factors influencing them to leave or remain in their occupations. This paper also discusses the implications of findings for the training of workers in these sectors and more generally. (Contains 5 tables and 3 figures.)

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.

This paper draws from the ARC Discovery project called "Moving Ideas: Mobile Policies, Researchers and Connections in the Social Sciences and Humanities--Australia in the Global Context" (2006-2009). This project explored the ways that ideas travel and how knowledge transforms through travel. One aspect of the study was the critical examination of various research policies around the world that are associated with moving ideas and moving researchers. These are often coupled with notions of "brain drain-gain/mobility" and diaspora. A second focus was on the mobility biographies of globally mobile intellectuals with various links to Australia and on the implications of their mobility for their ideas, politics and national and trans-national identifications. It is our view that the actual experiences and insights of such people have the potential to enhance researcher (academic) mobility policies. A third concern has been to address the question of what it means to globalise the research imagination. In addressing this question we have drawn on leading researchers from around the globe who undertake research on globalisation itself. The paper to follow draws from selected publications associated with this project. The book from the project, to be completed in 2010, is titled "Moving Ideas and Mobile Intellectuals". It should be noted at the outset that our focus in the project and in this discussion paper is on researchers in the social sciences and humanities including but not exclusively educational researchers. We begin by asking what it means to globalise research and how is this related to the nation-state? (Contains 4 endnotes.)

Corporations invest heavily in human resource management infrastructures intended amongst other things to provide for the future leadership needs of the corporation. Adopting well-known succession planning techniques, human resource managers routinely engage in corporate leadership identification and development processes, often directly involving the chief executive officer. This paper reports on a tendency for chief executive officers not to take all that much notice of these processes when making appointments to their own senior leadership teams. Drawing on three institutional case studies and in-depth interview data with the 12 chief executive officers, the paper shows that what appears to matter most in these appointments is likely impact of a leadership appointment on corporate profitability, though other pet leadership criteria may also be applied. The paper discusses the implications of this situation for human resource managers. (Contains 1 figure.)

Insufficient access to specialised career development within many rural, regional and remote (RRR) areas contributes to persistent differences in the higher education participation rates of young people from these areas. This paper reports on research conducted with 4,993 students at a university in Western Australia who self-assessed their perceived employability (career capabilities) and career orientation. Data were analysed by year and mode of study, location, gender and discipline. Comparisons were made between RRR students and their metropolitan peers. The findings compare perceptions of employability and career orientation among RRR students in comparison with domestic metropolitan students. This shows a level of commonality between the two groups, with lessons from research on RRR students being applicable to metropolitan students.

In the past decades, income inequality has risen in most developed countries. There is growing interest among economists in international comparisons of economic and educational mobility. This is aided by the availability of internationally comparable, large-scale data. The present paper aims to make three contributions. First, we introduce the Japan Child Panel Survey (JCPS), the first longitudinal survey of school-age children that includes cognitive and non-cognitive measures, and plentiful household information. The JCPS was developed to measure dynamic inter-relationships among children's academic and social outcomes, their family background, and local policy and environment, in a way that allows comparison of the results with international data. Second, based on JCPS data, we present selected results of the dynamics of inequality in multiple indicators of children's educational and behavioral outcomes. We found that changes in cognitive achievement across parental income groups, the degree of mobility of cognitive test scores, and the correlation between the difficulty score and parental education in Japan are similar to those of other countries, such as the United States, United Kingdom, Australia, and Germany. Finally we discuss issues underlying the globalization of education research based on our experiences with the JCPS. We discuss reasons and strategies for further globalization of education research in Japan, and propose suggestions as to how Japanese education research can move toward better international collaboration, particularly in research on economic and educational mobility.

The complex interplay of technological advances, global demographic trends and macroeconomic forces has seen the emergence of global markets, economies, supply chains and labour markets. The use of skilled migration policy and initiatives for many countries feeling the effects of aging populations and skill shortages adds another dimension to this complex environment. These macro trends are impacting upon the provision of technical vocational education and training (TVET) and created a growing need for TVET educators, curriculum and ultimately TVET graduates to have global perspectives and competencies and international mobility skill sets. Another trend impacting on TVET is the increasing internationalisation of tertiary education. In response to the trade of skilled workers, nations such as the Philippines are adapting the delivery of higher education courses to include cross-border qualifications to produce a globally-ready workforce. The paper presents a case study of a cross-border, cross-sectoral alliance between Australia and the Philippines to highlight some of the possibilities. The paper will explore an array of issues and the challenges and possibilities these present for a globally responsive and sustainable TVET system. (Contains 8 tables, 3 figures, and 1 diagram.)

As job security declines and precarious employment arrangements become more prevalent, transferable skills have become vital for job seeking success. In recognition of this issue, many governments are seeking to redesign their training systems in ways that transferable skills become better emphasised. This paper examines the challenges of developing transferable skills among a nation's workforce and the tensions that can emerge between training design intentions and training delivery outcomes when training delivery is marketised. Australia, where incremental training sector reforms have occurred since the late 1980s, serves as the context for this study. While training design occurs through a tripartite process involving employer, government and union representatives, training delivery is now determined in an open, deregulated market environment. Our analysis reveals a complex underlying design with an in-built intention of developing widely transferable skills, yet there exists significant concern about the actual training outcomes. We conclude that in an environment where VET delivery is user-choice driven with the aim of fulfilling specific employer skills needs the quality, depth and breadth of transferable skills are compromised.

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]

Farmers have traditionally been perceived as having a deep attachment to land and place that contrasts with the mobility of modern society. In this paper, we use this work as a starting point for analysing new forms of attachments among a cohort of Australian farmers who are highly mobile in their business activities. In response, we devise a new way of thinking about farmer attachments that involves decoupling three elements: attachment to farming as an activity and source of agrarian identity; attachment to the farm as an economic and social unit; and attachment to place. Individual farmers recombine these different elements of attachment in different ways, depending on their specific context, promoting both mobility and stasis. We illustrate these recombinant attachments through examples of globally engaged Australian farmers who enact different configurations of attachment of place, farm business and farming identity. (Contains 1 table.)

Although it can be argued that directors of central academic development units (ADUs) are critical to the implementation of university teaching and learning strategies, it would appear there is a high director turnover rate. While research in the USA, the UK, and Australia illustrates that ADUs are frequently closed or restructured, that research has not considered the longevity of directors in their positions. This paper reports on the experiences of 19 Australian directors of academic development who retired between 2002 and 2007. The research highlights the high turnover (82% in five years) and the relatively early retirement of directors from their positions, in part related to disagreement with senior managers, lack of a career path, and stress related to the role. Conclusions include that the turnover of staff in director positions has the potential to have a negative impact on the implementation of institutional strategic plans, the retention of corporate knowledge and experience, and the renewal of the academic profession. (Contains 4 tables.)

Against a background of declining employment in agriculture, a mobile workforce plays a crucial role in meeting seasonal labour demand in Australia. The dynamics of this labour force have received surprisingly little attention. We situate seasonal migration within the rising diversity of present-day mobility, and capture images of its early history in Australia. Statistical and documentary sources provide a basis to illustrate patterns of demand for seasonal labour and estimate the size of the workforce. Drawing on fieldwork in three case study regions of Queensland, we then seek to establish the composition of the seasonal workforce, identify their motives for undertaking seasonal work, and discover their harvest trails. Combining these data generates a typology that distinguishes key groups. Our results point to a fall in the numbers of Permanent Itinerants compensated by a sharp rise in Retirees and Working Holiday Makers from Overseas, each with distinctive spatial circuits. We argue that consumption motives play a growing role in the dynamics of seasonal labour mobility, and identify an emerging organisational apparatus that shapes and controls the industry. Drawing on the experience of other developed countries with more open labour markets, we anticipate continuing transformation in seasonal labour dynamics.

Observes that increasing numbers of overseas-trained professionals are seeking recognition of their qualifications in Australia. Asserts that only scant consideration has been given to recognizing and supporting skilled migrant early childhood professionals. Explores one type of program that attempts such recognition and makes key recommendations to achieve this recognition and support. (BGC)

An analysis of the economic returns of education in Australia finds a rising need for education at a time of diminishing apparent returns. It is proposed that the notions of credentialism and education as a positional good provide a better explanation for this phenomenon than does the human capital approach. (MSE)

This paper explores the occupational status of immigrant birthplace‐generation groups in Australia, a country which emphasises skills in immigrant admissions. Using 2016 data, the occupational statuses of the first, 1.5, and second generations of Australia's China, India, Malaysia, Philippines, and Vietnam birthplace‐generation groups are compared to those for the main English‐speaking countries, all other countries, and third‐ and above‐generation Australians. The results show that the occupational status of the 1.5‐ and second‐generation Asian groups considered generally exceed that for their first generation counterparts and invariably exceed that for third‐ and above‐generation Australians, even after controlling for a range of confounding factors. For most Asian groups, the 1.5 generation's occupational status exceeds that of the second generation. Modification of the 'segmented assimilation' hypothesis to incorporate a new category of 'hyper‐selective differentiation' is proposed to capture the extraordinary upward occupational mobility of most 1.5‐ and second‐generation Asian groups in Australia. [ABSTRACT FROM AUTHOR]

This paper seeks to theorise and historicise a new category of female mobility termed the ‘sojourn’. By drawing upon existing scholarship, as well as the case study of twentieth-century Australian women in the United States, it identifies the sojourn as a well-documented yet under-theorised form of women’s mobility, characterised by three core features: the sojourn was prolonged yet time-bound; it was vocational; and it was freely chosen and opportunistic. Equipped with this concept, historians can gather otherwise disparate women into a collective that together unsettles the persistent coding of self-willed and careerist mobility as masculine. To name the sojourn is hence also to recalibrate the gendered landscape of historical mobility. [ABSTRACT FROM AUTHOR]

An introduction is presented in which the editor discusses various topics within the issue including articles on language teachers and tensions ofeveryday life in Vietnam, teacher mobility, and leadership quality in teachers in Australian rural setting.

Background: Reduced opportunities for children's schooling and spouse's/partner's employment are identified internationally as key barriers to general practitioners (GPs) working rurally. This paper aims to measure longitudinal associations between the rurality of GP work location and having (i) school-aged children and (ii) a spouse/partner in the workforce.Methods: Participants included 4377 GPs responding to at least two consecutive annual surveys of the Medicine in Australia: Balancing Employment and Life (MABEL) national longitudinal study between 2008 and 2014. The main outcome, GP work location, was categorised by remoteness and population size. Five sequential binary school-age groupings were defined according to whether a GP had no children, only preschool children (aged 0-4 years), at least one primary-school child (aged 5-11 years), at least one child in secondary school (aged 12-18 years), and all children older than secondary school (aged ≥ 19). Partner in the workforce was defined by whether a GP had a partner who was either currently working or looking for work, or not. Separate generalised estimating equation models, which aggregated consecutive annual observations per GP, tested associations between work location and (i) educational stages and (ii) partner employment, after adjusting for key covariates.Results: Male GPs with children in secondary school were significantly less likely to work rurally (inclusive of > 50 000 regional centres through to the smallest rural towns of < 5000) compared to male GPs with children in primary school. In contrast, female GPs' locations were not significantly associated with the educational stage of their children. Having a partner in the workforce was not associated with work location for male GPs, whereas female GPs with a partner in the workforce were significantly less likely to work in smaller rural/remote communities (< 15 000 population).Conclusions: This is the first systematic, national-level longitudinal study showing that GP work location is related to key family needs which differ according to GP gender and educational stages of children. Such non-professional factors are likely to be dynamic across the GP's lifespan and should be regularly reviewed as part of GP retention planning. This research supports investment in regional development for strong local secondary school and partner employment opportunities. [ABSTRACT FROM AUTHOR]

The paper examines influences of doctoral study and structured early career interventions on academic work. It uses evidence from a survey in six Australian universities (n=1158) to explore academics' engagement with research and teaching development. It regards universities as social situations that are ambiguous, presenting conflicting opportunities for growth and development and the pursuit of personal objectives. Academics' emphases on different aspects of academic work involve complex responses that are subject to many influences. It shows that doctoral work may avoid developing key skills that academics need and that the extent to which doctoral study prepares academics for different aspects of their role is different in different disciplines and institutions. It also shows that the conduct of academics in their major roles is little influenced by the training and development they engage in. The paper discusses the survey findings in terms of what constrains and what enables academics to take up particular development opportunities. It argues that to understand academic practice, analysis of how organisational influences are interpreted is needed. [ABSTRACT FROM AUTHOR]

Purpose -- This paper seeks to examine the career patterns and labour mobility of managers in the convention and exhibition industry in Australia, an example of a new emerging industry within the service sector. Design/methodology/approach -- Through the use of the technique of life and work history analysis, career information was gathered from a sample of individuals employed within the various sectors of this industry in Australia. The information was then analysed using a range of descriptive and evaluative statistical tests. Findings -- Results indicated the emergence of a new career pattern "butterfly" progress. This could he identified as an extension and development of the boundaryless career model, where the individual is clearly in charge of his/her career but where he/she "flutters" between sectors in order to build up human capital and progress his/her career. Research limitations/implications -- Though the research was undertaken in a specific industry sector the results indicate that the concept of "butterfly" progress may be part of the developments in contemporary career patterns or a gender issue. Further research in other industries dominated by women is suggested. Practical implications -- Outcomes from this study have implications for management development in relation to a different pattern of job progression and subsequent staff development opportunities. This may require the development of alternative strategies for the successful recruitment and retention of managers within the convention and exhibition organisation. Originality/value -- This is the first time such a research study has been undertaken in the convention and exhibition industry. The paper provides practical outcomes for potential entrants and managers in this sector. [ABSTRACT FROM AUTHOR]

In this article, results are presented from a large-scale online survey about the motivations of career change students, and their beliefs about the attributes that they bring to the teaching profession. The findings revealed that career changers' motivations were largely intrinsic, although pragmatic decisions were also important, with perceived family-friendliness of a teaching career a common response. These findings generally support findings of previous research into motivations to teach, as found in the literature. The data examined in this paper also revealed that career change entrants believed that the most important attributes they bring to teaching are life experiences, generic workplace skills and experience, and personal qualities, rather than specific content knowledge. These findings provide support for the continued targeting of career change people into the profession, particularly in the current policy context in which some stakeholders express concerns about a perceived lack of quality of teaching in Australian schools. [ABSTRACT FROM AUTHOR]

This paper uses data from the Longitudinal Survey of Immigrants to Australia to examine the empirical relevance of a model of immigrant occupational mobility. Consistent with the model, there is a U-shaped pattern of occupational change from the pre-immigration occupation through to the occupation held after three-and-a-half years in Australia. The U is shallower for immigrants from countries similar to Australia than it is for immigrants from countries that differ more in language, occupational requirements, and labour market structure. The U-shaped pattern is deeper for immigrants who are refugees than for family migrants and is the least deep for economic migrants. [ABSTRACT FROM AUTHOR]

Purpose: – While researchers have discussed the association between career change to self-employment and job satisfaction, few have considered how the association is achieved. Therefore, in this study, the authors aim to explain this relationship from the perspective of job quality. The authors build on job design theory to propose and empirically test how fluctuations in job satisfaction as associated with the transition to self-employment can be explained by changes in job quality. Design/methodology/approach: – The authors tested their propositions using a longitudinal, nationally representative database from Australia for the 2005–2019 period. The final sample included 108,384 observations from 18,755 employees. Findings: – In line with the literature, the authors found that job incumbents experienced low job satisfaction in the years prior to their career change to self-employment and that their job satisfaction improved after the transition. More importantly, the authors found the same change pattern for job quality – measured as job autonomy and skill variety – and the statistical results demonstrated that job quality was the key determinant of job satisfaction during the process. Practical implications: – This study advocates the importance of job quality in managing employee wellbeing and facilitating retention. Originality/value: – The authors contribute to the literature by uncovering how job quality, represented by skill variety and job autonomy, can explain fluctuations in job satisfaction during individuals' career change from paid employment to self-employment. [ABSTRACT FROM AUTHOR]