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We model the conditions under which parents optimally reallocate time to childcare when an outside agent exogenously restricts the number of hours an employer can demand of a working parent. Theoretically, when the restriction binds, a parent's available time increases. We exploit a series of voluntary and mandated labor-market reforms in South Korea that regulated the statutory and maximum work hours of parents. The government implemented the laws in stages by industry and size of firms. This implementation process generates exogenous variation across families where one or both partners worked at jobs that were or were not affected by the reform. We show the reforms affected work hours and use the predicted changes to investigate the total amount they spent on paid childcare and whether or not they changed the relative use of market and parental care. When fathers get more time (work less), parents spend less money on childcare. A change in mother's work time does not affect expenditures. When parents get more time, they are more likely to spend money on paid childcare for school-age children and more likely to use private academies.

This chapter draws on longitudinal case study research that focused on the experiences of hospitality employees working in a UK university who worked split shifts in the morning and evening while completing NVQ 2 and 3 apprenticeship training. We show how fragmented working time (Rubery, Grimshaw, Hebson, & Ugarte, 2015) rather than long hours led to the apprenticeship training further eroding an already blurred work-life boundary as workers were required to complete training activities in their non-work time which for them is during the middle of the day. We argue current depictions of the positive impact of training and development on low paid workers are decontextualized from the challenges and priorities of workers whose work-life interface is already complex because of working fragmented hours across the day. This is complicated even further by the dynamic and evolving experiences of workers themselves as they experience the highs and lows of combining paid work and training. We situate the research in the context of wider conceptual debates that call for a more inclusive approach to research on the work-life interface (Warren, 2021) and highlight implications for HR practitioners who want to offer such opportunities to low paid workers in sectors such as hospitality, while also recognizing the complex challenges such workers may face.

After a period of accelerated workplace change, this chapter takes an interpretivist-constructionist approach to explore the experiences of, and perceptions around, flexible and hybrid working among a sample of women owners/directors in the UK small and medium size enterprise (SME) public relations (PR) agency community. Their views, both in terms of running teams and their own engagement with flexible and hybrid working, are discussed through both a personal and a sociocultural lens, with particular reference to the impact of the global COVID-19 pandemic and the gendered experience. Specifically, we consider whether global events have alleviated or heightened concerns around teamwork, collaboration, creativity and culture. This chapter adds to a growing body of research into flexible and hybrid working relating to the PR profession and focuses on gendered experience which has often seen women caregivers and those in unstable relationships at a disadvantage with career progression. We explore whether recent events have ‘improved’ the situation for women in PR. We consider how the life stage and personal experience of the individual owner/director impacts their learned and dynamic attitude development and assess whether flexibility for family is viewed differently to other needs. Themes include authentic leadership and responding to ‘the crucible’, reputation and ‘doing the right thing’ and discretionary effort and ‘work ‘til it hurts culture’.

Despite the existing gaps in the use of technology in East Africa, the region is among the fastest-growing mobile data users on the continent. This progress is partially attributed to local initiatives to develop and adapt homegrown technologies to local contexts to increase their accessibility and use even in the remotest areas. In this chapter we identify a few of these innovations in Kenya, Rwanda and Uganda and examine how they have been indigenised to fit local contexts as well as the processes of their diffusion, adoption, affordability and accessibility among users and their everyday gratifications from the innovations. The socio-technological assemblage theory, which illuminates the influences of, and the connections between various types of actors and their roles, visions, ideas, concepts and the technological products, informs our inquiry. Other related concepts including ‘innovation’, ‘indigenisation’ and ‘diffusion’ are discussed to understand the homegrown technology innovations and their adaptability. Discussions with both innovators and users/beneficiaries reveal rigorous proactiveness and responsiveness of innovation creators and users in the three countries – reflected in numerous attestations of life transformation. Nevertheless, there is a paradigm shift in the diffusion of innovations amongst users – contrary to the discourse around its early precepts.

This essay examines how two Marxist anti-colonial intellectuals from Portuguese India and French India – Aquino de Bragança and V Subbiah – differentially theorized movements for independence from colonial rule. Through the analysis of primary source documents in French, Portuguese, Italian and English, I compare V Subbiah's Dalit, anti-fascist anti-colonial Marxism to Aquino de Bragança's internationalist anti-colonial Marxism. Both theorists' approaches have similarities in (1) theorizing the relationship between fascism and colonialism given that the Portuguese Empire was administered by Salazar's Estado Novo and the French Empire was under Vichy rule, (2) rethinking Marxism to better fit the Global South context and (3) intellectual and political connections to Algeria were critically important for theory and praxis. Despite the distinct geographic and social spaces in which they lived and worked, both produced remarkably similar theories of anti-imperialism.

In this introduction to the special issue, ‘Marxist Thought in South Asia’, we detail the long history of Marxist politics and theorizing in South Asia and highlight the unique contributions and perspectives of South Asian Marxists to global Marxism. Three contributions we find particularly significant are (1) South Asian Marxists' approach to thinking about questions of capitalism, colonialism and imperialism, (2) the treatment of agrarian and feudal continuities in Marxist theories from South Asia and (3) unique South Asian contributions to theorizing caste from a Marxist perspective.

Purpose: Significant structural changes are currently occurring in the Indian labour sector. Artificial intelligence (AI) and other emerging technologies are redefining the activities and skill requirements for various jobs in the healthcare sector. These adjustments have been accelerated by the economic crisis brought on by COVID-19, along with other considerations.

Need for the Study: Skills shortages, job transitions, and the deployment of AI at the company level are the three main challenges confronting the Indian labour market. This chapter aims to discuss policy alternatives to address a rising need for health workers and provide an overview of changes to the healthcare sector’s labour market.

Methodology: A review of the available literature was conducted to determine the causes of the widening skill gap despite a vibrant and prodigious young population. The background of the sustainable labour market is examined in this chapter, with a focus on workforce migration and mobility.

Findings: This chapter gives a comparative review of recent policy papers and evidence, as well as estimates of the health workforce and present Indian datasets. Furthermore, it highlights how important it is for all people concerned to invest in today’s workforce to close the skill gap and create better future opportunities.

Practical Implications: This chapter’s findings imply a severe shortage of human intellectual capital in India and a need to bridge this gap in the Indian labour market.