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This study explores local Qatari job seekers' and employees' perceptions of the workforce nationalization strategy to address an inadequacy in the workforce nationalization literature in Gulf Cooperation Council countries. It also unpacks the factors that attract or discourage local job seekers and employees when considering a new job.

Data were collected through in-depth interviews with 28 local job seekers who were either currently unemployed or employed and seeking another job at the time of the interviews.

The data revealed that nationals perceive Qatarization as a means to replace expatriate employees with nationals, particularly in the public sector and leadership positions. This misinterpretation of the strategy leads to complications, such as the waithood phenomenon and a sense of entitlement for guaranteed employment. The findings also provide insights into nationals' attitudes toward employment, including job attraction and discouraging factors.

The results provide policymakers with insights into the misinterpretation surrounding nationals' perceptions of workforce nationalization and remedies for better implementation of the strategy.

The study addresses two clear gaps in the workforce nationalization literature: (1) examining how nationals perceive the workforce nationalization strategy and (2) unpacking the factors that make employment attractive or unfavorable for nationals.

This paper seeks to emphasise the need to re-evaluate university teacher recruitment processes. The implementation of lean processes helps to improve organisational practices; in the case of university recruitment, however, organisational processes have remained unchanged for decades. Although there is a traditional justification for having academic recruitment as a rigorous and complex process (as a practiced method by which to identify the most suitable applicants), the increase of competition across the sector, and the internet revolution, has rendered these older methods partially ineffective. The author argues that recruitment systems and practices need reviewing to overhaul inefficacious elements.

This is a quasi-literature discourse combined with the author’s experience in human resources management teaching and recruitment expertise at the Higher Education level.

Lean approach if successfully introduced to academic recruitment might reduce the effect of discouraged job seekers paradox and workload on human resources (HR) officers.

The volume of studies reviewed is limited, and therefore, more empirical findings are required in the area of lean recruitment.

HR departments of universities might consider practices that will improve the recruitment process and promote labour force participation.

According to the author’s knowledge, lean concept has been applied to HR (recruitment) for the first time in this study.

Some superficial similarities between Australia and Canada are readily apparent: enormous countries, well endowed with resources, their relatively small populations derive in large part from European immigrants. As far as the structure and performance of their economies are concerned, both are relatively affluent, trade‐dependent countries with a long tradition of agricultural and extractive activity, a beleaguered manufacturing sector, anxieties about their abilities to exploit technological change and the most severe recession since the 1930s.

Socially responsible organizations strive to foster gender diversity values in the workplace. As women, relative to men, tend to fall victim to gender discrimination more frequently, organizations can promote gender diversity in the workplace by either increasing female employment or discouraging job seekers who resist gender diversity from applying for positions. While more attention has been devoted to the former approach, less attention has been given to the latter.

A between-subjects experiment is conducted to test the hypotheses. Participants are randomly assigned to one of five conditions that feature different numbers of women in job advertisements.

For male job seekers who hold a male breadwinner ideology, their job pursuit intentions decrease as the number of women in job advertisements increases. Perceived person-organization fit acts as the mediating influence.

Job advertisements are purposed to attract job seekers who share similar values. Men who embrace male-dominant values are likely to resist and thwart the progress of gender diversity in the workplace. This study informs practitioners of how by strategically adapting job advertisements, organizations can discourage individuals who are likely to be a poor fit from applying for vacant jobs.

This study focuses on gender discrimination and resistance in a job seeking context from a social dominance perspective. The study informs organizations of the potential benefits of strategically adapting job advertisements.

This paper provides an account of Australian immigration in the late twentieth century focusing on labour market and industrial relations issues. The paper chronicles the changing immigration policy framework, from one premised on exclusion to one designed primarily to serve the needs of the domestic labour market. One of the consequences of the policies, more by default than design, has been the transformation of society from a monocultural to a multicultural one. In spite of this migrants from other than mainly English speaking (MES) countries often have poor labour market outcomes, sometimes well after the time of arrival. This group appears to be more adversely affected by the downturn in economic cycles than other migrants or the Australian‐born population. At the industrial relations level trade unions have made a pragmatic, as well as a principled, shift to embrace immigrant workers from non‐MES countries. However the transition from a centralized system of conciliation and arbitration to a more deregulated labour market has compounded the disadvantage suffered by these workers.

This study uses a longitudinal data set of administrative records to investigate geographical mobility among unemployment benefit recipients in Australia, focusing on the role of regional differences in employment opportunity and housing costs. Two statistical approaches are used. The first is to model the probability that a benefit recipient changes region within a 12‐month period, with measures of employment opportunity and housing costs in the “home” region included among the explanatory variables. The second models flows between regions, with the regional differentials included among the regressors. Rather than providing evidence that unemployed persons move to areas of higher employment opportunity, the results are suggestive of poverty traps in which the unemployed move to areas of lower living costs and hence lower employment opportunity. There is some evidence of negative incentive effects of unemployment benefit levels on mobility, but this is difficult to ascertain due to the limited variation in that variable.

This paper aims to examine whether companies in Indonesian controversial industries can rely on their corporate social responsibility (CSR) practices to improve potential employees' job pursuit intention, which lead to a higher quality of work life (QWL) and a better performance from their employees.

The target respondents are interns, staff and supervisors of 42 Indonesian listed companies in controversial industries. The data collection method is performed by distributing questionnaires using a seven-point Likert scale. Collected data using partial least squares (PLS) analysis are conducted and tested.

Consistent with the existing result, the authors find out that potential employees have a higher intention to join and accept a job offer from companies with a higher level of CSR practices. Regarding the corporate social responsibility, it is further proven to have a positive effect on employee's quality of work life. More interestingly, the findings of the current study reveal that CSR also affects employee performance (EP), both directly and indirectly, through QWL.

Findings demonstrate that CSR in Indonesian controversial industry represents an important factor for recruiting top employees that lead to the improvement of the employee's quality of work life and performance.

The findings indicate that enterprises should be more concerned about CSR engagement in attracting new talents, enhancing the quality of work life and cultivating the employee's performance.

This study enhances previous supports and studies on the concept of CSR and human resource management by analyzing the relationship between CSR and employee performance. Previous researches have concentrated their objectives in finding the link between CSR and the financial performance of a company. However, it must be understood that a company's success actually hinges on the performance of one of their greatest assets, the human resources. Additionally, due to the change in generations that will be the job seekers, recruitment strategy to attract job applicants and improve the job pursuit intention (JPI) is now needed more than ever. One of the strategies that Indonesian companies can use to do so is by practicing CSR. Hence, this is the first study in an attempt to observe the overall relationship of the CSR with the job pursuit intention, QWL and EP, especially in the controversial industries. The study will drive companies to intensify their efforts in maintaining good employee performance.