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Purpose: The main objective of this study is to provide an overview of the extent of labor and skills shortages that exist in the information and communication technology (ICT) sector in Malta and gain insights into the dependency on foreign labor. Methodology: This study draws upon primary data generated from two research instruments, namely in-depth interviews and an online questionnaire. Various in-depth interviews were conducted with key institutional actors. In addition to the interviews, six locally based companies were requested to complete an online questionnaire. Secondary data from ICT surveys, official documents were consulted. Findings: Findings emerged from this study relate to each of the four seminal thematics, namely, demand and supply, rationale for employing foreign labor, wages, and challenges of foreign labor employment. Practical Implications: This study examined the current contribution of foreign labor in the ICT sector. Unsustainable growth in the ICT sector creates a demand for skilled labor which is currently not locally available. Significance: ICT is one of the most rapidly developing economic sectors in Malta. Labor shortages can slow down economic growth, if not addressed. The annual number of ICT graduates is insufficient. For this sector to continue to thrive and further consolidate itself within the Maltese economy, there will be a continued dependency on the importation of highly skilled foreign labor.

Purpose – We analyze segregation between immigrants and natives at the firm level and explore the connection between segregation and wage inequality in Switzerland.

Methodology/Approach – Our approach accounts for the interaction between skill level and immigration status (work permit). First, we calculate exposure rates in order to analyze segregation at the firm level along these two dimensions. Second, we examine the role of segregation in the explanation of wage inequality between different skill–nationality groups. We use data from the Swiss Wage Structure Survey 2002, an employer–employee database that records individual wages among a very large sample of establishments in all industries, covering approximately 42,000 firms and 1 million workers.

Findings – Our results show that interfirm segregation is particularly pronounced for unskilled foreign workers and for recently arrived, highly skilled foreigners. The former earn lower wages than equally skilled Swiss workers, and the latter are paid higher wages than highly skilled Swiss workers. In both cases, interfirm segregation accounts for almost the entire wage differential.

Originality/Value of paper – This paper presents a generalization of the approach used by Groshen (1991) to the multigroup case by defining segregation with respect to the two dimensions of nationality and skill. The use of multigroup exposure rates is common in studies of neighborhood segregation (e.g., Bayer et al., 2004), but our paper shows that they can also be fruitfully applied in the analysis of interfirm segregation and wage inequality.

The purpose of this paper is to examine the impact of migrant workers on the output growth of 15 sub-industries of the manufacturing sector in Malaysia during the period 1990–2008. The paper seeks to answer the following critical questions: what is the impact of migrant workers on the output growth of the manufacturing sector, the leading sector of Malaysian economy? It is possible that migrant workers with different skill levels may have different impacts on output growth of such sector?

The paper employs three econometric techniques: mean group, dynamic fixed effect and the pooled mean group on extended form for Cobb–Douglas production function.

The overall findings suggest that due to the inflow of low skills of migrant workers, output growth in the manufacturing sectors is likely to witnesses a marginal decline in the long run.

The present study complements previous studies by providing a quantitative assessment of the impact of migrant workers on output growth in the manufacturing sector in Malaysia, which is not attempted in extant literature. More importantly, the analysis considers the probability that migrant workers with different skill levels may have different impacts on the growth of output in the manufacturing sector.

Labours are one of the key resources of construction projects having a significant impact on economic development. With time, the construction industry is getting a boom due to numerous construction projects in which labours’ contribution is significant. Project betterment is associated with the project productivity which relates to the labours. Wages play a vital role in retaining labours in the construction industry.

This study focuses on investigating the increasing and decreasing behaviour of labour wages in the construction industry and observing the impact of the inflation rate in deviating labour wages. Initially, the percentage deviation was calculated to observe the changing behaviour of the data and then the Spearman correlation test was used to find the relationship between the inflation rate and the labour wages.

It is evident that even with a good economy and a stable construction sector, still, the labour wages faced a decline over time, which is a matter of concern. Also, based on the correlation coefficient, it was revealed that several labour wages categories are moderately and strongly correlated with the inflation rate and can impact project cost if the inflation rate is not considered while finalizing the budget. Besides that, the changing behaviour of labour wages due to the inflation rate impacts significantly on gross domestic product (GDP); therefore, it requires vital attention.

Changes in labour wages are not considered in budget estimation which drag the project towards cost overrun. This study brings the attention of the stakeholders on the issue with experimental justification. Also, how the inflation rate is affecting the labour wages has also been addressed.

The purpose of this research is to assess the place of language skills in the international orientation of decision‐makers of successfully internationalised SMEs. The position of language skills in this area of literature and policy is problematic and a new paradigm is proposed.

This paper considers findings from an empirical project using both quantitative and qualitative methods, first, a 1,200 company telephone survey and second, an 80 company batch of face‐to‐face interviews.

Strong international orientation seems indeed to be a determinant of success in international trade. The decision‐makers of the successful companies were notably more likely to have foreign language skills than those in the other groups and were also the only group to include self‐reported skills at the highest level. However, comparison of the countries in which the firms were dealing with the languages in which decision‐makers claimed skills shows very clearly that the decision‐makers of the “successful” international companies were often not using their foreign language skills in business. In addition, these decision‐makers also possessed better attitudes towards foreign experience and other elements of international orientation.

The paper discusses the implications of the findings for policy‐makers responsible for training and trainers themselves. The evidence supports the view that government subsidies focusing on language training might be better directed at a more varied range of activities to develop international orientation.

The article contributes to the development of qualitative research in this area in examining the foreign language use of decision‐makers in successful international SMEs and locating this within their broader international orientation. It posits that language skills make an indirect contribution to overall international business success which is more valuable than their direct contribution to improved communication with specific foreign clients and markets.

This study aims to investigate the relationship between self-determined motivation and organizational commitment, with the mediating role of cross-cultural adjustment of low-skilled workers who come from an emerging economy working in a developed economy. This study also aims to determine the interaction effect between intrinsic and extrinsic motivation on organizational commitment.

This study collects a sample data of 236 Vietnamese laborers in Taiwan. Structural equation modeling is used to analyze data and test hypotheses.

Results show that intrinsic and extrinsic motivations are positively related to organizational commitment. Cross-cultural adjustment positively mediates the relationship between intrinsic motivation and organizational commitment and that between extrinsic motivation and organizational commitment. Furthermore, extrinsic motivation positively moderates the relationship between intrinsic motivation and organizational commitment.

This study helps to untangle the relationship between self-determined motivation and organizational commitment of low-skilled workers in an unfamiliar environment. Furthermore, this study also clarifies the mediating and moderating mechanisms of cross-cultural adjustment and extrinsic motivation in this relationship. The findings provide implications for researchers and managers to plan and implement policy and management systems that combine tangible and intangible incentives to motivate foreign workers and induce positive outcomes for companies in a new cultural context.

The purpose of this paper is to study the impact of large inflow of foreign workers on the Singapore manufacturing productivity using a panel data at the disaggregated industry level from 1998 to 2008. The results indicate that foreign workers do make productive contribution to manufacturing productivity, but it is much lower as compared to local workers. However, the author observe the declining capital-labour ratio with the increase in the flow of foreign workers. This is expected to have direct impact on the competitiveness of the manufacturing in the export market. Since new technologies are embodied in new capital investment, the declining capital-labour ratio indicates that workers might be producing output with less technology-intensive capital. Conversely, local workers are more productive with high capital investment, indicating that local workers are more skilled and hence there is more complementarity between capital investments and local human capital.

The author implement a panel estimation of disaggregated industry level data of Singapore manufacturing from 1998 to 2008. The author use GMM estimation to control for any endogeneity issues in the estimation.

The results indicate that foreign workers do make productive contribution to manufacturing productivity; but it is much lower as compared to local workers. However; the author observe the declining capital-labour ratio with the increase in the flow of foreign workers.

The data for foreign workers at the disaggregated level is not publically available and this is given for this research purpose. The data for foreign workers is limited as it does not have by educational levels.

This is the first paper to study impact of foreign workers on manufacturing sector at a disaggregated panel data. There are important policy implications for managing foreign workers and achieving sustainable growth for the Singapore economy.

The welfare and social impacts of foreign workers on the Singapore economy is discussed. There is also the issue of policy calibration to balance the flow of foreign workers in the Singapore economy.

This is the first paper to study impact of foreign workers on manufacturing sector at a disaggregated panel data.

The purpose of this study is to investigate the relationship between workplace learning and organizational commitment with the mediating role of cross-cultural adjustment and the moderating role of supervisor trust for the case of foreign workers in a new cultural setting.

This study uses structural equation modeling to analyze a sample data of 367 Vietnamese and Philippine workers in Taiwan.

Results show that workplace learning enhances foreign workers' organizational commitment. Cross-cultural adjustment is found to have a mediating effect in the link between workplace learning and organizational commitment. Furthermore, supervisor trust moderates the link between cross-cultural adjustment and organizational commitment. In addition, supervisor trust moderates the indirect effect of workplace learning on organizational commitment through cross-cultural adjustment.

Prior literature often focuses on expatriates who are high-skilled employees. This study investigates low-skilled workers who come from less-developed country working in a more developed economy. This study is one of the first researches examining the issue of foreign workers' commitment in new cultural environment. Our findings shed a new light to the effect of workplace learning on organizational commitment. Our findings also help to clarify the roles of cross-cultural adjustment and supervisor trust into the workplace learning–organizational commitment relationship. This study provides implications for researchers and managers regarding to management and development of foreign workers for local organizations.

This study examines which dimensions of a business environment are most important for attracting globally mobile self-initiated expatriates to a country. The authors use secondary data from the World Bank, the World Economic Forum, IMD and the World Population Review to test eight hypotheses involving six macro-contextual factors that prior studies suggest attract internationally mobile skilled professionals, such as self-initiated expatriates, to a country's business environment. The macro-contextual factors examined are socio-cultural, economic, natural, ecological, technological clusters and legal and regulatory.

The authors use secondary data from the World Bank, IMD, World Population Report and the World Economic Forum to test eight hypotheses concerning macro-contextual factors that attract self-initiated expatriates to a country's business environment.

The study finds that factors such as the ease of hiring foreign labor, the use of English, macroeconomic stability, the diversity of the workforce and the quality of life in a country positively influence the attractiveness of its business environment to self-initiated expatriates. The study also finds that a business environment's socio-cultural, natural, economic and legal and regulatory macro-contextual attributes make it attractive to self-initiated expatriates.

To reduce common source bias, the authors use secondary data from four sources to examine which of six macro-contextual factors make a sample of 63 national business environments attractive to self-initiated expatriates. This study is one of the few to examine the impact of business environments on global mobility.

A description is given of the MBA programme which began in 1988 at the International University of Japan (IUJ) in conjunction with an American business school. A discussion of the traditional Japanese management development methods is given and differences from the Western approach are noted. In the 1980s, the global expansion of Japanese firms and the growing consumer demand for foreign goods and services prompted a review of the various management skills required and the methods of management development. The MBA programme at the IUJ aims to combine the best of both Japanese and Western methods and hopes to promote more effective communication between Japanese companies and their foreign counterparts.