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People with dementia require care at home, in care homes and in hospitals, which has implications for the current and future workforce in health and social care. To inform regional workforce development planning in dementia care, Health Education East of England commissioned an organisational audit of current dementia training at NHS Trusts and in social care across Hertfordshire and Bedfordshire. The paper aims to discuss this issue.

Qualitative methods and non-probability purposive sampling were used for recruitment and data collection. The audit included NHS Trusts, local authorities, clinical commissioning groups, and health and social care organisations involved in commissioning and providing dementia education and training in the two counties.

Whilst there was considerable investment in dementia awareness training, learning was not targeted, assessed or structured to ensure on-going professional development.

This has implications for workforce development and career-progression for staff responsible for the care of older people with dementia. Conclusion: if a future workforce is expected to lead, coordinate, support and provide dementia care across health and social care, a qualifying curriculum could play a critical part in ensuring quality and consistency of approach and provision.

This paper makes a timely contribution to discussions on the skills and competencies needed to equip the future workforce for dementia care across health and social care.

This paper aims to examine the de-internationalization process to determine how different forms of attitudinal commitment influence the de-internationalization process.

Because of the exploratory nature of the study, a case study design is used. Two cases of Swedish companies, which de-internationalize from the French market, are studied.

Different commitment profiles influence the de-internationalization process. In particular, a general commitment profile, in which affective, normative, instrumental and continuance commitment play a role, influences the timing of de-internationalization, while the effort directed toward the execution of de-internationalization is mainly influenced by normative commitment and the extent of de-internationalization mainly by instrumental commitment.

By offering three propositions regarding the four types of commitment and the effects of these commitment types on the process of de-internationalization, the authors contribute to the literature on de-internationalization and the commitment literature.

The findings suggest that there is a risk that managers continue to commit resources to a market for a longer period without clear benefits because of affective and continuance commitment. As local employees persist in committing to the local market because of continuance commitment, offering viable alternatives reduces commitment to the foreign operations.

Distinguishing between different types of commitment, the paper builds on a more fine-grained typology of commitment than previous internationalization literature. Thereby, the paper opens up for new insights in the de-internationalization process.

This chapter analyzes the determinants of adoption of sharing arrangements by companies. Using propositions from agency and strategic human resource management frameworks predicting the adoption of sharing arrangements, we test the relationships with a large international dataset. The study finds that adoption of sharing arrangements is related to human capital investments, individual incentives, involvement practices, and human resource management practices and that adoption is affected by country differences.

This chapter explores the context of global ventures, gives an overview of an entrepreneur’s motivations, and discusses literature on internationalization strategies of firms. Entrepreneurs innovate and find new ways to create or discover new opportunities, start a new venture, or grow an existing venture. Indeed, firms grow through sustainable and innovative process considering economic, social, and environmental protection (the three pillars of sustainability). Indeed, entrepreneurial motivations to take business globally can be because of “push” or “pull” forces such as the creation of global products and services, access to global market, access to strategic resources, and access to global sourcing. However, the capability to internationalize is dependent on the interaction between entrepreneurs’ internal resources and external constraints. These constraints are explained by the Ghemawat’s CAGE Distance Framework, including “cultural,” “administrative,” “geographic,” and “economic” challenges.

The purpose of this paper is to explore why workers remain in long hospitality careers and to challenge the frequent portrayal of careers in the sector as temporary and unsatisfactory.

The study took an interpretative social constructionist approach. Methods used were memory-work, semi-structured interviews and intersectional analysis.

A key finding in this study is that career longevity in hospitality is not solely dependent on career progression. Strong social connection, a professional self-identity and complex interesting work contribute to long careers.

The study contributes detailed empirical knowledge about hospitality career paths in New Zealand. Conclusions should be generalised outside the specific context with caution.

The findings that hospitality jobs can be complex and satisfying at all hierarchical ranks hold practical implications for Human Resource Managers in the service sector. To increase career longevity, hospitality employers should improve induction and socialisation processes and recognise their employees’ professional identity.

This paper significantly extends the notion of belonging and social connection in service work. “Social connection” is distinctly different from social and networking career competencies. Strong social connection is created by a fusion of complex social relationships with managers, co-workers and guests, ultimately creating the sense of a respected professional identity and satisfying career.

The contemporary concept of a successful hospitality career is associated with an upwards career trajectory; however, this paper suggests that at the lower hierarchical levels of service work, many individuals enjoy complex satisfying careers with no desire for further advancement.

A report conducted for the Government in 2002 concluded that public policy, although rising to the challenges presented in stimulating a stronger relationship between supply and demand in the SME graduate labour market, was essentially “running blind”. SMEs were clearly playing an increasingly important role in the wider graduate labour market, yet the evidence base on patterns of recruitment, deployment and graduate contribution was weak and insubstantive. The purpose of this paper is to revisit this issue and critically review research undertaken since 2002.

A decision was taken to critically review the research literature published in the UK on graduate employment in SMEs since 2002 as this was the year that the original report was presented to the Government. The methodological design draws out the main findings from the 2002 report and the associated research agenda. This is then used as a basis from which to evaluate recent research. The methodological design ensures that the key themes of graduate recruitment and utilization are addressed within the context of the overall SME graduate labour market.

The data suggest that whilst there may be some “glimmers of light”, serious deficiencies remain in relation both to information about the SME graduate labour market in general and to the utilization of graduates in particular. There was an apparent shift in the research agenda, towards graduate enterprise and business start‐up.

Provides a timely review of the evidence base in an area which has seen increasing policy interventions. Draws an important parallel with emergent research in the specific field of graduate start‐up.

Siavash Alimadadi is a PhD candidate at the Department of Business Studies, Uppsala University. His research focuses on the role of knowledge and trust in the internationalization process. His current research examines the impact of socio-political actors on MNCs in Turkey.

The careers of skilled migrant workers is an under‐theorised field of research. This paper proposes a theoretical and methodological expansion of studies of careers of skilled migrants.

The paper offers a critical review of the literature on careers of skilled migrants from a multilevel approach including individual, organizational, and contextual levels.

The review leads to two key theoretical and methodological expansions: first, it demonstrates that migrant careers need to be understood as a relational construct that is at the interplay of individual and institutions and as a multi‐layer and multi‐faceted phenomenon. This approach requires the authors to explore careers in temporal and spatial contexts. The second expansion made requires the adoption of relational methodologies, as well as more reflexive methods which encourages researchers to recognize a wider range of vested interests when framing their research questions and designing their studies.

This paper has two key values: first, it questions the central assumptions in the management and organizational literature regarding the topic of international mobility; second, it offers a theoretical and a methodological model for future research on this topic.