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Open Courseware, in many ways, was the starting point towards mainstream discussion and adoption of open learning, particularly in higher education. In its first iteration, the concept specifically excluded assessment recognition, and credentialisation, which aims to ‘liberate’ knowledge without shattering the designing, teaching and awarding processes traditional education has relied upon for decades, if not centuries.

Purpose–To provide a conference report on the annual Charleston Conference, a meeting that blends acquisitions, serials, collection development and general publishing trends. Design/methodology/approach–Describes the highlights of the conference. Findings–Many trends continue to evolve in the area of electronic publishing, scholarly communications practices and library/publisher/vendor relations. Originality/value–This conference however covered by the press, attracts a “straight shooters” sharing the latest ideas and implications from doing new things in the area of acquisitions, serials, collection development, publishing developments and increasingly user services.

The COVID-19 pandemic exacerbated the talent challenges faced by hospitality organisations. This paper aims to propose a new concept – industry talent branding – which, is argued, offers industry stakeholders the opportunity to reduce such issues through working more collaboratively and strategically to magnify the pool in which individual organisations compete for talent.

This paper proposes a conceptual framework of industry talent branding, based on brand equity theory, signalling theory and the employer branding literature.

Industry talent branding opens a potentially new stream of research on how talent attraction and retention issues may be addressed. The authors propose that there is merit in moving beyond the organisational-level phenomenon of employer branding to industry talent branding through articulating a broader collaborative and strategic agenda to increase and widen the talent pool available to organisations.

The proposed framework offers the hospitality industry and its encompassing stakeholders a means to adopt a more proactive, collective and strategic approach to address long-standing talent challenges.

This paper combines brand equity and signalling theories to develop the concept of industry talent branding, defined as a strategically curated, yet realistic impression of the employee value proposition (i.e. the benefits and rewards received by employees in return for their work performance) available within the industry, that by design will sustainably attract new employees into the industry and retain existing talent.

The purpose of this paper is to explore the labour market experiences of highly skilled migrants from developed countries who are not linguistic or visible minorities in the host country.

The results of the paper derive from interviews with 64 highly skilled British migrants in Vancouver. Participants were asked open‐end and closed‐ended questions and the data from the interviews were coded and analysed manually.

British migrants were divided with their labour market outcomes. Some cited positive experiences such as better responsibility, treatment and salary, while others cited negative experiences such as having to re‐accredit, unduly proving themselves to their employers and not having their international experience recognised.

The results are particular to a single case study, hence they cannot be generalised or taken to represent the experiences of all British skilled migrants in Vancouver.

Governments and organisations should ensure that they fulfil any promises they make to highly skilled migrants before the migration process and manage their expectations. Otherwise they face problems with brain waste and migrant retention in the short term and attracting foreign talent in the long term. They should also consider taking a more flexible approach to recognising foreign qualifications, skills and international experience.

The paper adds to our understanding of migrant groups from countries who share similar social and cultural characteristics to the host population. The paper shows that labour market integration challenges are not exclusive to low skilled visible minority migrants, but also to highly skilled migrants who speak the same first language and have the same skin colour as the majority of the host population.

During the last years, workplace fun has emerged as a potential indicator of a healthy workplace. Congruently, organisations have become interested in enhancing positive experiences at work, such as joy in the workplace. While such trends have resulted in a growing literature on fun in the workplace, humour and play, academics and practitioners are still uncertain as to the nature of fun and its antecedents. The purpose of this paper is to explore the concept of fun in the modern organisation and understand the underlying elements necessary for creating environments that valorise and promote fun.

The authors conducted semi-structured individual interviews with open-ended questions with 34 employed individuals from a variety of professions. The data were analysed using thematic analysis.

The analyses revealed organised fun as a distinct type of workplace fun that can have a significant impact through its social support function and psychological safety as the underlying element for promoting healthy positive fun interactions. The culture of the organisation and management attitudes towards fun emerged as key issues in promoting a fun workplace.

Organised fun emerged as a new type of workplace fun. The relational characteristic of fun and its function as a social support method are discussed. The study has delineated the contextual factors that should be addressed by researchers when studying workplace fun.

Workforce diversity has become an important issue in Australia. This study examined the extent to which human resource management practices were being used by organisations in Australia to manage workforce diversity. The study also assessed the perceived challenges and benefits of diversity in the workforce. The findings of this study indicated that overall, management of workforce diversity is only “mediocre”. In particular, inadequate diversity management practices were found in the areas of recruitment and selection and training and development. As migrant employees do not create any problems and are very compliant, the challenges that workforce diversity presents does not receive adequate attention by organisations in Australia. However, these organisations seek several benefits from their multicultural workforce. The implications of these findings are discussed.

This paper aims to investigate the effect of fun activities on employee engagement at Lebanese financial institutions.

The study follows the qualitative process through semistructured interviews. In total, five managers and 20 employees within five different financial institutions and banks were interviewed. The data were first analyzed using the coding technique and then “quantitized” data were analyzed using SPSS software.

The findings convey the factors that can influence employee engagement, the measurements associated with employee engagement, the advantages and disadvantages of fun activities and the types of fun activities applied and its inhibitors. The findings demonstrate that workplace fun can help attain organizational goals through increasing the level of engagement regardless of the financial satisfaction.

The results stress on the importance of implementing fun activities and highlight the importance of implementing such activities and their effects on the employees’ overall engagement and productivity, as well as the various ways of applying those activities in Lebanese financial institutions.

The findings assist managers in creating a fun workplace environment that enhances employee engagement, which in return will help organizations attain their goals.

Understanding the work–fun concept in Lebanese financial institutions may encourage potential candidates to apply for a job within these institutions and be the reason to encourage other organizations to adopt such activities as well. Such development will help improve the quality of candidates and employees, which will reflect better institutional income.

This paper offers new insights and perspectives regarding fun activities and their relationship with employee engagement in Lebanese financial institutions. It introduces a new idea in Lebanese businesses as well as sheds light on the importance of adopting such activities to enhance employee engagement that creates organizational competitive advantage as reached in the results.

In the face of newly industrialised nations, there is the tendency that there will be a shift or redirect of tourists from old tourism destinations to the newly industrialised ones. While there has been a consistent growth in cruising to the Caribbean, the question is whether the growth in cruise ship calls and increase in cruise passenger arrivals to the Caribbean translate into greater development for the region ' s stakeholders or whether this just creates increased profits for the cruise lines, and whether there will be a shift from the Caribbean to the newly industrialised nation in years to come. This paper seeks to address these issues.

This research employed mixed methods approach to answer the research question. The nature of the question and data necessary to answer the question led to the choice of qualitative and quantitative techniques.

The findings from this research will, hopefully, serve as a guide for Caribbean nations to develop a better strategy to cope with the cruise tourism industry; an approach based more along the lines of inter-island collaboration as opposed to competition.

Lack of ample data on cruise tourism in the Caribbean was one of the limitations of the study. Another drawback involved the high level of secrecy which surrounds the industry and the unwillingness of cruise lines and their associates to provide access to operational data, which they regard as confidential.

The Caribbean, particularly Caribbean governments, will benefit from a greater understanding of the power relations among the cruise tourism stakeholder chain and the profile of costs and benefits associated with the industry. Over the years, the Caribbean has relied solely on the economic impact surveys produced by Florida Caribbean Cruise Association (FCCA) and Cruise Lines International Association (CLIA), both of whom represent the cruise lines, in order to make projections and development plans for the industry.

This paper aims to explore accounting across time and space via novels.

The paper uses distant readings.

The paper reveals peculiarities and commonalities of the work of Certified Public Accountants 70 years ago and now.

The originality/value is to be decided by readers.