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Flexibility and change are typically viewed as endemic features of late modernity, leading to increased emphasis on the importance of transition during the adult life course. The paper examines experiences of transition for eight contributors to a research project that collected and analysed life histories as the basis for an understanding of learning in relation to identity, agency and change in adult life. Four of the interviewees report mired transitions, and four report on transitions that became mobile after a period of immobility. The paper identifies a number of factors which can restrict movement, structural and internal, real and imaginary, that are described in these stories. We then set out our socio-cultural understanding of the "betwixt and between" status that Turner calls liminality, suggesting that many do not experience liminality as wholly emancipatory. The paper concludes with a discussion of the implications for lifelong learning strategies, which need to attend to the weight of what Alheit calls "biographicity" in understanding learners' lives. While this requires acknowledgement of the role of informal learning, it does not however justify understating the importance of formal adult learning.

Purpose: The purpose of this paper is twofold: to discuss methodological challenges facing US scholars when conducting international research; and to present personal reflections as educational leadership faculty in the USA conducting and publishing on research undertaken in Haiti and Thailand. Design/Methodology/Approach: This study drew from educational leadership literature and personal experiences to identify methodological challenges to conducting and publishing international research in the field of educational leadership. Findings: The methodological challenges facing international research--language, data, publication, and career incentives--should not be reasons to hinder scholars from conducting research in international contexts. Allowing methodological deterrents to impede international research limits US scholar engagement in global conversations and places the field of educational leadership in the USA at risk of a parochial and myopic future. Originality/Value: This paper explores the methodological reasons as to why US scholars are not engaging in international research and provides two vignettes of faculty research in international contexts. This discussion is valuable for faculty interested in or presently conducting research beyond US borders.

In discussing school superintendent vulnerability, the paper addresses diverse meanings among scholars of Callahan's vulnerability thesis, highlighting other articles within this theme issue. The paper reflects on discussions of Callahan's "Education and the Cult of Efficacy" before its 1962 publication and investigates the relation between Callahan's book and the development of related theory in the field of politics of education. (SM)

This paper deals with the migration motives of German and Polish final semester students and university graduates in the partner cities of Bielefeld (GER) and Rzeszów (PL), who are on the threshold of their professional careers. The survey presented here was motivated by the question: are the current migration motives of highly-skilled graduates still economically driven or have migration motives changed due to the increasing education level of migrants and new migration patterns, and will be described in this article. The survey provides insights into emigration destinations favoured by graduates from the two cities. In addition, the importance of informal networks for a migration-related job search was analysed. The survey's accomplished results contribute, at a micro-level, to the broad literature and to migration theories at macro and meso-level. In times of high (youth) unemployment in several European regions as well as skills shortages and demand for highly-skilled workers in other European regions, new approaches on migration motives are required. The content of this study can help destination countries and regions reflect on their attraction strategy for highly-skilled workers and set new incentives based on an individual view.

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 purpose of my paper is to describe and explain the probability of staying in temporary work for young people (age 16-27) in Sweden between 1992 and 2011 and its relation to socioeconomic outcomes (low socioeconomic classification and wage). I used panel data from the Swedish Labour Force Survey (LFS) and the longitudinal integration database for health insurance and labour market studies (LISA). To analyse the data, I used a dynamic probit model, unconditional quantile regression, and a pooled bivariate probit model. My results suggest that young people who have a low education have lower probabilities of receiving temporary employment in younger cohorts. However, younger cohorts with a lower education have a substantive wage disadvantage, specifically in younger cohorts compared to older cohorts. Low-educated cohorts also have a higher probability of obtaining low socioeconomic classification (SEC) employment, which is conditional on holding temporary employment in older cohorts compared to other educational groupings.

Purpose: The purpose of this paper is to examine the influence of workplace spirituality on employee well-being and intention to stay with the organization among teachers in technical higher education institutions. Furthermore, the study endeavors to test the difference in model estimates across two groups of teachers who differ in their intentional career choice. Design/methodology/approach: This descriptive study was conducted amongst a sample of 523 teachers working in technical educational institutions in India. Self-reporting questionnaires were administered among the respondents, who were selected through purposive sampling method. Structural equation modeling and multi-group analysis were done to test the hypotheses. Findings: Analysis revealed that workplace spirituality enhanced employee well-being and intention to stay. Differences were observed on the effects of different dimensions of workplace spirituality on job outcomes. Also, teachers' intentional career choice was found to moderate these relationships. Originality/value: This study is pioneering in conceptualizing and testing a theoretical model linking workplace spirituality, employee well-being and intention to stay, particularly in the context of teachers who differ in their intentional career choice. Implications with regard to the experience of workplace spirituality and job outcomes in the specific context of teaching are elaborated, thus striving to fill a gap in existing literature.

The project of establishing a European community since World War II has been further advanced by adding - besides the four freedoms of free movement of goods, persons, services and capital - a fifth freedom -- the free circulation of researchers, knowledge and technology -- that intends to promote community building at the level of higher education and research and by creating of a European Research Area (ERA). Based on a study of academic careers of postdocs in Switzerland and secondary data, the paper aims to analyse the key governing principles implied in the standard of transnational academic mobility of 'human capital' as well as the experiences of individual researchers in coordinating their interests and lives in this context. We refer to the theoretical framework of the economics of conventions and regimes of engagements by Boltanski and Thévenot. We show that the policies, values and norms of the ERA and the standard of geographic mobility are, at their core, based on four conventions -- industry, market, project and fame. This arrangement forces researchers to establish themselves as academic self-entrepreneurs in the knowledge market. In consequence, the mobility requirement of the ERA governance regime makes it difficult for individuals to engage in an individual plan, in familiarity and in exploration.

This paper concerns the changing nature of employability skills, moving from the original life skills or basic skills concepts to the increasingly work-oriented interpretation. The early concept of employability skills linked employability skills to job readiness and holding down employment. However, the work-oriented focus is increasingly linking the impact of employability skills to organizational (or performance) outcomes, which in turn are linked to workers' career mobility and wage gains. This paper makes use of recent skills utilization data in Singapore to map out the relationship between employability skills and mobility. It shows that employability skills in Singapore are increasingly job context related, going beyond just holding down a job. As such, mobility is likely to be influenced by the extent to which employability skills are shared between industries. Recognition of the context-related nature of employability skills has led to the modification of workforce development training in Singapore in order to meet the needs for greater employability skills effectiveness through "contextualized" training provision.

This paper analyses the situation when employees fail to adapt to overall job dissatisfaction. By combining the existing knowledge in economics on job lock and in psychology on employees' feeling of being "stuck" at work, the paper explains why some employees fail to adapt when dissatisfied with their job. Thus, the paper aims to expand our understanding of why some employees are job locked or are "stuck" at their work even though dissatisfied. Using the British household panel survey, the possibility of falling in a job-lock state is analyzed to outline a set of factors that explain why employees differ in the way they adjust to job dissatisfaction. We divide these factors into socio-demographic features, personality attributes, type of occupation, employment conditions, type of sector, and work-related contextual features. Based on results of probit regression analysis, we provide evidence that all these group of factors can jointly predict the state of job dissatisfaction, the absence of job turnover and job lock (being "stuck" at job). Moreover, our results suggest that the adaptation to job dissatisfaction could be better understood if personality attributes (such as self-esteem) are included in the analysis. Thus, this study expands our understanding of how and why employees might feel "stuck" at work and fall in a state of job lock. (Contains 3 tables.)

Purpose: This paper aims to investigate to what extent knowledge inflows have taken place among professional Malaysian workforces and what the significant employee-related factors of knowledge transfer are. The development of technology parks at Technology Park Malaysia (TPM), Kulim High Tech Park (KHTP) and Multimedia Super Corridor (MSC) is the focus of the discussion. Design/methodology/approach: Data were collected through a self-administered survey to 300 local professionals; and 51 percent responded. A multiple regression was used to identify the significant determinants of transfer of knowledge. Findings: Knowledge transfer from foreign expatriate, parent and peer subsidiary companies to local professionals is at a moderate level. The overall multiple regression shows that workplace learning, personal time management, symptom of replication, adaptation and innovation, and work experience significantly contribute to the transferring of expertise to local professional employees. Research limitations/implications: The success of companies in today's competitive economy lies more in their knowledge and intellectual capital rather than other resources. Therefore, transferring new knowledge from foreign multinational corporations (MNCs) to local workforces is a basic step for future sustainable competitive advantage. Empirical evidence from previous research shows that information and communication technology can facilitate the transfer of knowledge. This is not covered in this study. Practical implications: Training mechanisms must be designed in such a way to promote in-plant training or employee attachment at the parent company or foreign peer subsidiaries. Originality/value: The paper shows that the success of knowledge transfer depends on the absorptive capacity, the organizational learning climate and the willingness of foreign expatriates in multinational corporations to transfer knowledge. This is an empirical indication of knowledge inflows within Malaysian technology parks, which is a relatively new topic to be explored.

The purpose of this paper is to explore current patterns of transition from education to work in the Dual System of VET in Denmark. First it will explore some of the significant changes that have taken place in the transition process. Then it will discuss two dimensions of the role of vocations and occupations in the transition process. One dimension is to connect the educational system with the employment system. The other is to offer imagined future identities for young people entering vocational education. The last part of the paper will present some findings from two research projects on the role and meaning of vocations in the transition from education to work in the Danish dual system. One surprising result is that graduates from the VET system have a very high mobility in the labour market even though the programmes provide mainly specific qualifications.

The paper aims to contribute to the European education policy literature through an analysis of what I refer to as "discretional policies", which are now instrumentally used by the EU but that have so far been largely overlooked by this literature, and to the literature on transparency of qualifications. The paper argues, first, that the education policy literature--as other policy literatures--has overlooked individual "discretional policies", to which greater attention should now be paid as they are employed by EU institutions to bypass Member States in particularly difficult policy areas and to try to address their often alleged detachment from citizens. Second, the paper looks at the crucial aspect of the effectiveness of discretionary policies and their consequences for individuals and Member States, with reference to a case study of the Europass framework in education and training. (Contains 1 table.)

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.)

Based on a study on academic career paths of PhD graduates in Switzerland, this paper is concerned with the individual and institutional factors that affect transnational academic mobility in the postdoctoral period. It will be argued that the institutionalisation of geographic mobility in academic career paths through research funding institutions and universities have gendering and stratifying effects. Complex formations related to gender, partnership, children, and dual-career constellations, as well as to social class and academic integration, are resulting in inequalities in the accumulation of international cultural and social capital. (Contains 1 table.)

The global trend of fisheries overexploitation and collapse has resulted in the need to reduce fishing effort, and providing alternative employment for fishermen is a frequently mentioned policy option in order to achieve this goal. Reducing fishing effort is central to the European Commission Common Fisheries Policy and over the years, the Commission has developed a number of socio-economic measures to encourage labour mobility among fishermen, and as such mitigate the impact caused by the structural adjustment. Considering this aim, this paper seeks to identify European fishermen's willingness for occupational and geographical mobility and the characteristics that influence this willingness. A survey was conducted with the participants in the inshore commercial fisheries of the Highlands of Scotland (UK), the Algarve (Portugal) and the South Evoikos Gulf (Greece), and logit models fitted to identify the characteristics that influence willingness for labour mobility. The paper argues that there are differences in attitudes towards labour mobility among fishermen from the different countries and that personal preferences, demographic characteristics, job-related and financial reasons influence the willingness for both occupational and geographical mobility. The paper concludes by pointing out the importance of taking local conditions and the heterogeneity that characterizes fishermen's behaviour into account, in order to achieve successful policy measures aimed at providing alternative occupations for fishermen. (Contains 1 figure and 6 tables.)

Purpose: The paper seeks to explore the career attitudes, motivations and behaviours of young people in initial vocational education and training (IVET) in Europe. Design/methodology/approach: This exploratory web-based survey was conducted during the European year for mobility. Drawing on existing research on the motivators of international careers, it explored young people's perceptions of barriers and incentives to mobility. Findings: The study differentiates "natives" (those who did not go abroad) and "boundary crossers" (those who did). Cultural exposure, travel and a desire for adventure are key motivators. Counter-intuitively, those who chose not to go abroad are significantly more positive about the potential for professional development but are significantly more concerned for personal safety. Some maturational trends are apparent. Research limitations/implications: The study is limited to a "European-wide" perspective from a sample, which had access to the web survey. Further research could usefully explore differences in attitude and mobility behaviours within and across specific European countries. Practical implications: Factors restricting boundary-crossing behaviour may be rooted in aspects of psychological mobility such as perceived benefits of the experience, self-confidence and risk aversion. This has practical implications for policy makers and career development for early career foreign didactic experiences where support for placements may need to focus more on psychological mobility, an area currently under-researched. Originality/value: This exploratory paper provides data to examine the mobility behaviours among young people in IVET, distinguishing between "natives" and "boundary crossers". It presents an important attempt to more fully understand the dynamics of mobility attitudes and behaviours among young people. (Contains 8 tables and 1 note.)

This paper presents case study research of a job rotation pilot involving six library assistants in Cardiff University Library Service (ULS). Firstly, it investigates whether job rotation improves motivation and secondly, whether there is an improvement in skills, both technical and "soft". Following a review of the literature, semi-structured interviews took place with each of the "rotatees", both immediately before and after the rotations. They completed daily reflective logs during their rotations which were also analysed. The findings indicate that the rotations resulted in wide-ranging positive outcomes including an increase in both motivation and technical skills. Other positive outcomes included increased confidence, a sense of "the bigger picture" and "social capital". The paper concludes that job rotation can be a positive and powerful tool for staff development. (Contains 2 tables.)

This paper discusses the relationship between internationalisation, mobility, quality and equality in the context of recent developments in research policy in the European Research Area (ERA). Although these developments are specifically concerned with the growth of research capacity at European level, the issues raised have much broader relevance to those concerned with research policy and highly skilled mobility. The paper draws on a wealth of recent research examining the relationship between mobility and career progression with particular reference to a recently completed empirical study of doctoral mobility in the social sciences (Ackers et al. "Doctoral Mobility in the Social Sciences." Report to the NORFACE ERA-Network, 2007). The paper is structured as follows. The first section introduces recent policy developments including the European Charter for Researchers and Code of Conduct for the Recruitment of Researchers and the European Commission's Green Paper on the ERA. The discussion focuses on concerns around the definition of "mobility" and the tendency (in both policy circles and academic research) to conflate different forms of mobility and to equate these with notions of excellence or quality. Scientific mobility is shaped as much by "push" factors (limited opportunity) as it is by the "draw" of excellence. Scientists are exercising a degree of "choice" within a specific and individualised framework of constraints. The following sections consider some of the "professional" and "personal" factors shaping scientific mobility and the influence that these have on the relationship between mobility, internationalisation and excellence. The paper concludes that mobility is not an outcome in its own right and must not be treated as such (as an implicit indicator of internationalisation). To do so contributes to differential opportunity in scientific labour markets reducing both efficiency and equality.

Purpose: The purpose of this paper is to explore the extent to which project preferences and social capital constrain mobility in project-based careers. Design/methodology/approach: The paper analyzes the careers of 352 individuals who entered the motion picture industry between 1988 and 1990. It uses motion picture credit histories to generate role sequence paths. The paper quantifies differences between paths using optimal matching techniques and cluster analysis to classify paths into clusters. It validates the classification by testing hypotheses about differences between path clusters. Findings: In addition to a large group of individuals who exit the industry after the initial credit, the paper identifies three distinct clusters of career paths that exhibit differences in the sex of individuals on them, in the persistence of relationships with employers, in employer characteristics, and in the nature of subsequent projects. Research limitations/implications: Because the paper is exploratory, general hypotheses are tested. Motion picture production may be an extreme example of project-based production, which would limit generalizability. Practical implications: Managers, individuals and career experts should recognize that mobility can be constrained and channeled by preferences in project type and by social capital. Employer celebrity appears to play no role in the careers of assistants, but control over many projects plays a significant role. Originality/value: The paper demonstrates non-organizational constraints on mobility in project-based, apparently boundaryless, self-managed careers. (Contains 6 tables.)

In engineering education, the accreditation and assessment of academic programmes is vital in order to maintain the quality and the status of engineering graduates, and hence the technical workforce. Results of a survey of the relevant literature and observations indicate that various accreditation models have been developed regionally, as well as internationally but most of these models seem to be non-uniform, too complex, non-transparent and, moreover, non-precise. This leads to confusion and growing concerns about the mutual recognition and global mobility of the engineering profession. As a result, there is an urgent need for a systematic global model of engineering accreditation that can be used to assess global professional skills and attributes of engineering graduates. The aim of the current paper is to present a brief review of existing accreditation systems implemented in engineering education worldwide as well as to describe the methodology for developing a global accreditation model in engineering education. Various existing accreditation models in engineering education are briefly discussed in this paper and the strengths and weaknesses of these models are outlined and presented. The need for the global accreditation model has been justified and the methodology for the development of the model is outlined with its advantages listed in the paper. (Contains 2 figures and 1 table.)

This paper examines the career progress of female principals in Greek secondary schools and the under-representation of women in management positions. Drawing on in-depth interviews with six women principals in Athens, the paper considers the factors affecting women's participation in school management. The findings demonstrate that women are greatly under-represented in secondary school management positions. The main reasons for this disadvantage are personal factors, covert discrimination, gender stereotypes and constraints experienced through their socially defined roles. (Contains 1 table and 2 figures.)

Purpose: The purpose of this paper is to discuss the joint training and apprenticeship system emerging in maintenance occupations in the US transit industry, its challenges and strategies to overcome them. Design/methodology/approach: The paper reports on early results, including efforts to develop a consensus national framework for apprenticeship and training in transit maintenance. In the paper, training is an arena that both management and labour have common interests. Collaboration in training can foster partnership and improved labour-management relationships. Implementing technological innovations and organisational changes in workplace practices are facilitated by training and together with training demonstrate strong positive financial payoffs. Findings: The paper finds that the training and apprenticeship system discussed is not yet fully implemented. Research limitations/implications: The paper shows that several industries in America and other countries are facing similar shortages of skilled technicians due to technological and significant demographic changes. Originality/value: The paper reviews approaches taken to develop a national effort to promote quality and sustainability in the emerging training system for transit maintenance workers.

This paper outlines the main substantive findings from the latest stage of a research programme which began in 1982. The most recent project was designed to provide an interim snapshot through a questionnaire survey of the progress of a group of young men and women whom we have been following since the start of their secondary education when they were deemed to be "destined for success." When we first revisited them they were in their mid-20s. We found that, by and large, their early educational promise had been realized. However, differences (sometimes very slight) in background and education were becoming evident in earnings and status. In this project, we have further investigated these differences now that they are in their early 30s through exploring the relative impact of: (a) entry into the labour market of those with extended educational transitions; (b) sideways occupational movements; (c) differences between professional and managerial career trajectories; (d) participation in lifelong education; (e) regional migration; (f) domestic responsibilities; and (g) public-private orientations. In broad terms, our survey of their current positions indicates that the early success of our respondents has been sustained. The large majority are in middle class occupations on comfortable, even very high, incomes. But behind this picture of what might be considered unextraordinary success, we have found that some within-cohort differences have been magnified. We noted in the earlier study that those who were "getting on famously" were most likely to have attended private schools and elite universities. Nearly 10 years on, the advantage of an elite education seems to have been consolidated. There has, however, been significant mobility, in terms of employment, occupations and regional migration that reveal the complexity and fluidity of middle class transitions and destinations. (Contains 25 tables and 6 notes.)

This paper examines the patterns of entry into self-employment in urban and rural China and across different reform stages, focusing on how communist cadres have responded to new market opportunities. Analysis of data from a national representative survey shows that both education and cadre status deter people from entry into self-employment in urban areas but not in rural areas. However, urban cadres have become increasingly more likely to be self-employed over time, and only those who became self-employed in the late reform stage have enjoyed higher income returns. The paper concludes that the labor mobility process should be taken into account in studying changes in advantages/disadvantages associated with different social groups in post-socialist transition economies. (Contains 4 tables, 1 figure and 9 notes.)

This paper focuses on the shifting terrain of mobile researchers beginning with an overview of research and research policy on "brain mobility", and then discussing what we call their optical illusions/delusions. Subsequently, our main purpose is to elaborate on a line of inquiry that offers richer notions of researcher mobility, connectivity and globalisation than those employed in current policies and their usual research base. Indeed we seek to conceptually enrich the field of research on "brain mobility" by bringing it into dialogue with anthropological discussions of cultural globalisation. We argue that global ethnography offers considerable potential as an alternative methodology particularly when accompanied by the notion of global assemblage. We unpack these concepts showing how we are deploying them in a current project of ours which is exploring the contemporary configurations of knowledge, culture and connection that come about through researchers movements, and which seeks to contribute to socio-cultural studies of contemporary knowledge flows and of global research governance.

This paper summarizes the phenomenon of offshore outsourcing and relates it to the history and current state of engineering education and the engineering profession in Europe and the USA. In order to assess the climate affecting employment decisions by and about engineers we have used as sources mostly the serious press, with an emphasis on material dating from 2004 forward. The authors conclude that despite anxiety about the out-migration of engineering and technical jobs to places such as India and China, there is reason to see offshoring as the result of Western investment in capacity building in developing countries and to believe that the creation of new jobs will outpace the rate of job loss in Europe and the USA. The paper should serve as a prod to policy-makers and educators to set about creating an environment in which highly educated engineers and technical employees can continue a pattern of economic revitalization.

The present paper explores the role language plays in establishing power relations in multicultural teams, understood as teams comprising members from three or more than three different national, cultural and linguistic backgrounds. To this end, the general relationship between language and power is examined in an initial theoretical section and subsequently probed from a practical viewpoint by reporting on the results yielded in a study recently carried out in Spain within the international research project ICOPROMO (Intercultural Competence for Professional Mobility). After characterising the latter and describing the sample of subjects who have integrated into the Spanish part of the study, this paper goes on to reflect their view of power in multicultural teams, with a clear focus on the relationship between mastery of the official team language and influence in such a team. The data obtained carries relevant implications, such as the need to consider language an integral component in current models of intercultural communicative competence or the significance of incorporating intercultural training in foreign language learning. (Contains 3 tables and 2 notes.)

Canada's provincial and territorial governments are committed to implement the Labour Mobility chapter of the "Agreement on Internal Trade" (AIT) in 2009. This article examines the implications of this agreement for teacher certification and teacher education programs. It argues that the full impact of AIT will not be immediately apparent, but over the long term the new circumstances have the potential to bring about profound changes to public education. This is a two-part paper: the first half examines the development of the "Agreement on Internal Trade" with reference to its labour mobility provisions. The second half lays out what we see as four troubling aspects of the Agreement. (Contains 12 footnotes.)

Purpose: The purpose of this paper is to examine the conceptualization of knowledge transfer and technology transfer to seek answers to the question: Why should an organizational manager need to know the difference between knowledge transfer (KT) and technology transfer (TT)? Design/methodology/approach: An extensive literature review method was used to identify and analyze relevant international publications. The literature sources are categorized as follows: literature on KT only, literature on TT only and literature on comparative analysis on KT and TT. The conceptualization of KT and TT is based on signaling theory. Findings: The authors identified differences between KT and TT based on six dimensions, namely knowledge versus technology characteristics, usage of KT and TT in national development, sender versus receiver, intra-firm versus inter-firm transfer, foreign direct investment (FDI) and workers' mobility. Research limitations/implications: This is a conceptual analysis that should contribute to the existing literature by comprehensively reviewing the processes of KT and TT based on selected research conducted worldwide as well as suggest practical guidelines to organizational managers in managing KT and TT. Originality/value: This review could shed new insights for future researchers to validate and examine the identified differences between KT and TT so that managers could make use of the findings to manage KT and TT successfully in their organizations.

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.

This paper examines the intersection of one form of contemporary mobility, i.e. lifestyle mobility, with the ELT industry. It draws on the discursive analysis of a small corpus of life story data produced by native English language teachers of different ages residing in Barcelona. Through their own personal and professional accounts and rationales, it seeks to comprehend how they construct their work experiences in the light of previous professional trajectories, prior expectations and future mobility plans, but also against the backdrop of a highly precarised job market. The article argues that the 'backpacker' language teacher is certainly a reality but also a contemporary cultural myth that works to disguise a complex "humanscape" of relocators of different ages and aspirations who face difficulties fitting in an industry that expects docile and inexperienced bodies and a local market where nativeness enables quick access to teaching jobs but only to unskilled and temporary ones. The younger informants narrate biographies in flux and a sense of life stagnation or development to which commercial ELT may be differently instrumental. This article challenges assumptions about the value of (native) English in the work field and how easily work experience and qualifications travel around for middle-class professionals.

The number of highly skilled Africans leaving their country of origin, many with PhDs, has reached disturbing proportions. Meanwhile, Africa spends billions per year to fill the capacity gaps that are created by the exodus of the highly skilled. In Africa, Ethiopia ranked first in terms of rate of loss of human capital. Many African governments are unable to match salaries or offer incentives to draw the highly skilled to return home in this context. The article focuses on the knowledge Diaspora, and the possibilities that exist to offset the potential impact of brain drain on their country of origin. The paper examines pathways for the mobilisation of the African Intellectual Diasporas, in particular the Ethiopian knowledge Diaspora, by addressing the main factors that played a role in shaping the new direction of the brain drain phenomenon. (Contains 2 figures.)

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]

The United States Census Bureau characterized the position of school superintendent as being the most male-dominated executive position of any profession in the United States (Glass, Bjork, & Brunner, 2001). Paul Houston, president of the American Association of School Administrators (AASA) has stated that the future of school system leadership belongs to women (2004). Research completed in 2005, and updated in 2006, reflected that the representation of women in the superintendency in the state of Iowa is increasingly more discrepant than the national average. In the past two years the percentage of female superintendents in the state of Iowa has continued to decrease. Based on interviews with the three major search firms in the state, interviews with female superintendents and a quantitative statewide survey this paper articulates insights about why this discrepancy may be occurring. These findings could be applicable across the field of K-12 education. The issue extends beyond gender issues to a consideration of justice.

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]