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1 – 10 of over 19000Lilian Yamamoto, Diogo Andreola Serraglio and Fernanda de Salles Cavedon-Capdeville
This paper aims to assess to what extent South American countries have integrated recommendations of the international agenda to address human mobility in the context of disasters…
Abstract
Purpose
This paper aims to assess to what extent South American countries have integrated recommendations of the international agenda to address human mobility in the context of disasters and climate change in their national laws and policies.
Design/methodology/approach
This research sought to find the level of discussions around human mobility in disaster laws, NDCs and National Adaptation Plans (NAPs) by looking for a range of search terms connected to human mobility in the context of disasters and climate change, followed by the content analysis of these terms.
Findings
Some advances with regards to human mobility are already confirmed in the domestic level of South American countries through humanitarian visas to disaster displaced persons and the inclusion of the topic in the DRR, climate change laws, NAPs and INDCs/NDCs. But they have not developed specific strategies with regards to it. Hence, their advances still require that national norms and policies are harmonized with the international guidelines. This will enable to fill the protection gap of people in context of disasters and climate change.
Originality/value
The results assess the level of harmonization above-mentioned between international instruments with national policies on human mobility in the context of disasters and climate change in South America.
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Carla Sofia Ferreira Fernandes, João Loureiro and Fátima Alves
This paper aims to define a proposal of a theoretical–methodological framework aimed at supporting researchers in conducting studies on the topic of environmental mobility.
Abstract
Purpose
This paper aims to define a proposal of a theoretical–methodological framework aimed at supporting researchers in conducting studies on the topic of environmental mobility.
Design/methodology/approach
The complexity of environmental change and the frequent subsequent human mobility raises challenges in the research process. The variety of theoretical and methodological approaches that can be applied to each of the phenomena contributes to different layers of analysis when focusing on the decision-making process of migration due to environmental factors. Drawing from the theoretical and methodological frameworks used by scholars, this paper includes an analysis of how they are applied in empirical studies that focus on environmental change and mobility in the Middle East and North Africa (MENA) region.
Findings
Empirical studies in this field for the MENA region are focused on collecting and analyzing data but are not linking it with wider human mobility theoretical and methodological frameworks. The proposal included in this study privileges the use of a qualitative methodology, aimed at obtaining an overview of the individuals’ experience.
Originality/value
This study adds to existing overviews of empirical studies of environmentally induced mobility by analyzing in detail the dimensions used to frame the methodological and theoretical research approaches in the empirical studies used in different disciplines that study the environment and/or human mobility. The studies analyzed focus on the different countries in the MENA region, which has the highest level of forced migratory movements in the world while facing challenges in terms of environmental degradation.
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Jeonghwan Lee, Namgyoo K. Park and Hyojung Kim
The purpose of this paper is to examine the relationship between change in organizational identity and knowledge creation of mobile research and development (R&D) workers by…
Abstract
Purpose
The purpose of this paper is to examine the relationship between change in organizational identity and knowledge creation of mobile research and development (R&D) workers by combining the literature on human mobility and mergers and acquisitions (M&As).
Design/methodology/approach
Negative binomial regression was used to test the hypotheses, based on knowledge creation of 410 mobile R&D workers in 75 high-technology M&As.
Findings
The findings showed that while a change in organizational identity after M&As decreased the knowledge creation by R&D workers who moved before M&As, a higher degree of human capital in mobile R&D workers could increase knowledge creation after M&As. A moderating effect of the change in organizational identity on the relationship between knowledge creation and human capital of mobile R&D workers was also found.
Research limitations/implications
This paper augmented the research opportunity on the organizational change and knowledge creation during an M&A by combining study of individual-level human mobility during firm-level M&As, suggesting change in organizational identity affects knowledge creation of mobile R&D workers. A limitation of this study is the focus of human capital accumulated in the prior company before movement.
Practical implications
The study suggests that managers intending to acquire knowledge through human mobility and M&As must implement post-mergers activities such as structural integration with care.
Originality/value
Much of the literature on human mobility has focused on knowledge creation after movement, regardless of the changes that may occur in of focal dyadic companies during M&As. The paper might be one of the first studies of knowledge creation of mobile R&D workers within the context of M&As.
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Introduction Much concern has been expressed in recent years about the long‐run trend of unemployment in the UK. Abstracting from short‐run cyclical swings, the trend has been…
Abstract
Introduction Much concern has been expressed in recent years about the long‐run trend of unemployment in the UK. Abstracting from short‐run cyclical swings, the trend has been upwards for at least the last 20 years. The available evidence suggests that this trend has become more pronounced over time, so that by the mid‐1980s the long‐run equilibrium rate of unemployment was around eleven per cent. If the notion of the “non‐accelerating inflation rate of unemployment” is accepted — as it now is by most economists — this means that demand management policies alone can never restore the persistently low levels of unemployment enjoyed during the post‐war period. The main aim of labour market policies must be to act directly on the non‐accelerating inflation rate of unemployment (NAIRU) itself. Only thus can the long‐run trend be reversed.
Denis Tolkach and Vincent Wing Sun Tung
This paper aims to evaluate the career patterns and global mobility trajectories of hospitality and tourism graduates that are relevant for global knowledge and local talent…
Abstract
Purpose
This paper aims to evaluate the career patterns and global mobility trajectories of hospitality and tourism graduates that are relevant for global knowledge and local talent management.
Design/methodology/approach
This study maps and assesses the public profiles of over 2,000 hospitality and tourism graduates from five institutions each from a different territory using a popular online professional network.
Findings
The findings highlight a network of worldwide mobility from hospitality and tourism graduates of the five institutions. The findings also suggest five different types of mobility trajectories (i.e. stateside, intra-regional, continental, inter-regional and global) and career patterns (i.e. rooted, prospector, seeker, two-homes and wanderer).
Research limitations/implications
Geographical mobility of graduates in tourism and hospitality is one of the less studied phenomena; however, it is important to understand due to growing concerns regarding globalization of the workplace and internationalization of education.
Practical implications
This study provides insights into how knowledge transfer and talent management could be impacted by the global graduate movements.
Originality/value
This is one of the first studies to date to combine mobility trajectories with a classification of career patterns to provide implications relevant for global knowledge and local talent management.
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María Pilar de Luis Carnicer, Angel Martínez Sánchez, Manuela Pérez Pérez and María José Vela Jiménez
This paper shows the results of a survey to Spanish employees about labour mobility and its determinants. Job non‐related factors are more significant than job related factors to…
Abstract
This paper shows the results of a survey to Spanish employees about labour mobility and its determinants. Job non‐related factors are more significant than job related factors to explain the employees’ labour mobility. The employee's perceptions about job satisfaction, pay fairness, and work‐family conflict are more explanatory of labour mobility than traditional job‐related factors like pay or social benefits.
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The purpose of this paper is to investigate inter-industry labor mobility, paying special attention to workers who move into high-tech (HT) sectors or knowledge-intensive business…
Abstract
Purpose
The purpose of this paper is to investigate inter-industry labor mobility, paying special attention to workers who move into high-tech (HT) sectors or knowledge-intensive business services (KIBSs). This study inquires whether skilled workers are mobile and whether the characteristics of mobile workers support the effective transfer of knowledge across industries.
Design/methodology/approach
Census data representing 7 percent of Finnish residents were used. The micro-econometric estimation method with correction of sample selection bias was applied.
Findings
The results show that young workers are the most mobile, whereas mobility decreased for those with previous work experience, higher education and higher income level. These findings indicate that the highly skilled workers are not necessarily the most mobile, a trend that may weaken the effectiveness of knowledge spillover. However, on average, highly educated workers move into KIBS sectors more often than to other sectors, and HT sectors attract workers who have higher incomes, which may indicate that their skills are highly valued. As a result, knowledge spillovers may emerge. The knowledge spillovers resulting from job mobility are concentrated in large growth centers that have universities.
Originality/value
This study provides a new and topical viewpoint to the mobility literature by focussing on skilled workers and their movement toward the HT and KIBS sectors.
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Izabela Grabowska and Agata Jastrzebowska
This paper aims to investigate the interplay between international migration, soft skills and job and life satisfaction after returns.
Abstract
Purpose
This paper aims to investigate the interplay between international migration, soft skills and job and life satisfaction after returns.
Design/methodology/approach
The paper uses the dataset of Human Capital in Poland 2010–2014 representative surveys with 4040 return migrants, who worked temporarily abroad and returned to an origin in comparison with almost 70,000 stayers, who never worked abroad. In this study, Poland is treated as a strategic research site for the labor migration processes, which happened after the biggest European Union enlargement in 2004.
Findings
This study discovered that working abroad had a positive relation with cognitive, intrapersonal and interpersonal competencies, as well as job and life satisfaction. However, the relations differ depending on the key destination country.
Practical implications
This study discusses the implications for future research and practice, offering recommendations to organizations on how to embed employees with these resources in companies and how to support return migrants and their potential employers with the use of migratory informal human capital in personnel management and counseling.
Originality/value
This paper brings quantitative arguments about the hidden impacts of international migration on human capital by uniquely comparing the migrant population with the non-migrant population.
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Seunghun Shin, Eunji Lee, Yerin Yhee, Jungkeun Kim and Chulmo Koo
This study aims to explain how the impact of COVID-19 on human mobility is affected by the perceived risk of the pandemic.
Abstract
Purpose
This study aims to explain how the impact of COVID-19 on human mobility is affected by the perceived risk of the pandemic.
Design/methodology/approach
Using a statistical analysis and a geographic visualization technique, we investigate whether and how changes in people’s restaurant visiting patterns during COVID-19 vary with their level of risk perception.
Findings
The changes in people’s restaurant visiting patterns vary with their risk perception: the tendency to increase the number of visits to restaurants located in non-popular areas is related to the level of perceived risk.
Originality/value
This research confirms the importance of risk perception when examining the pandemic’s multi-dimensional impacts.
研究目的
这项研究旨在解释 COVID-19 对人类流动性的影响如何受到大流行的感知风险的影响。
研究设计/方法
使用统计分析和地理可视化技术, 我们调查人们的餐厅是否以及如何变化COVID-19 期间的访问模式因他们的风险感知水平而异。
结果
人们的餐厅光顾模式的变化随着他们的风险感知而变化:去位于非热门区域的餐厅的光顾次数增加的趋势与感知的风险水平有关。
原创性/价值
这项研究证实了在检查大流行的多维影响时风险认知的重要性。
Diseño/metodología/enfoque
Mediante un análisis estadístico y una técnica de visualización geográfica, investigamos si los cambios en los patrones de visita a restaurantes de las personas durante COVID-19 varían en función de su nivel de percepción del riesgo y cómo lo hacen.
Objetivo
Esta investigación pretende explicar cómo el impacto de COVID-19 en la movilidad humana se ve afectado por el riesgo percibido de la pandemia.
Resultados
Los cambios en las pautas de visita a restaurantes de las personas varían en función de su percepción del riesgo: la tendencia a aumentar el número de visitas a restaurantes situados en zonas no populares está relacionada con el nivel de riesgo percibido.
Originalidad/valor
Esta investigación confirma la importancia de la percepción del riesgo a la hora de examinar los impactos multidimensionales de la pandemia.
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Scott A. Snell and Shad S. Morris
The knowledge that is embedded within people, relationships, and organizational routines present key, but varied, sources of capabilities needed to compete. The value of this…
Abstract
Purpose
The knowledge that is embedded within people, relationships, and organizational routines present key, but varied, sources of capabilities needed to compete. The value of this knowledge depends on the investment costs and benefits that come as employees draw on and utilize these different forms of knowledge to respond to global challenges. But something as intangible as knowledge can be a major source of misunderstanding and mismanagement. The purpose of this paper is to develop a framework that explores the underlying path of how knowledge assets might be configured to overcome misunderstanding and mismanagement.
Design/methodology/approach
The authors develop a framework to help scholars and organizations understand how to manage their different knowledge assets to ensure continual organizational effectiveness. To do this, the authors juxtapose three classes of knowledge assets – human capital, social capital, and organizational capital – against three types of learning – knowledge generation, transfer, and application.
Findings
The framework the authors develop provides both theoretical and practical insight into how organizations can manage their knowledge assets to overcome learning challenges.
Practical implications
The framework helps understand how organizations might align learning with their strategic challenges. It is useful in helping organizations develop a better understanding of the costs and benefits of different knowledge-management interventions according to the nature of the task and the learning needs of their organizations. When firms are confronted with challenges that present a great deal of uncertainty and they are in need of knowledge generation, transfer, and/or application, the framework could help them to identify which assets to invest in as well as the potential benefits of the investments.
Originality/value
This paper is unique in that it provides a framework linking knowledge assets with organizational learning in a way that has not been done before. It also outlines specific human resource approaches to managing these different configurations.
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