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Manufacturing companies increasingly have to deal with uncertainty and complexity without being sufficiently prepared for it. High-reliability organizations (HROs) successfully deal with dynamic and unknown situations. The authors ask the question whether learning concepts of HROs can be a role model for manufacturing companies and if their learning principles can be successfully applied there. The paper aims to discuss these issues.

The authors’ research is based on high-reliability theory and former qualitative empirical studies on learning and development of mission-based HRO. The authors compare their learning practice with learning and development demands of the own empirical cases studies of three manufacturing firms.

Learning concepts in the manufacturing firms are disconnected from their practical demands. In HRO in contrast, learning and development follows a distinct choreography, with a focus on collective reflection. Manufacturing firms can learn from HROs about learning principles especially with respect to collective reflection-on-action in order to develop situational awareness. However, the HROs’ learning should not be seen as a strict role model as their work organization differs significantly from that of manufacturing firms.

The research is based on in-depth case analyses (e.g. interviews and observation). The outcomes are case specific and focus on manufacturing firms. Hence, only patterns or principles can be generalized. To gain a more complete picture, the authors suggest further case analyses in different industries.

Manufacturing firms can benefit from learning principles of HROs, like combining formal and informal learning and collective reflection on practice.

The paper connects previous research on HRO with original empirical research on manufacturing firms. Through the matching of data, the authors contribute to the discussion on whether the concept of HROs can be seen as a role model for learning and development in manufacturing firms.

Purpose – The purpose of this paper is to introduce new measures of stereotypical beliefs about older workers' ability and desire for learning and development and test relationships with key antecedents and outcomes. Design/methodology/approach – In a sample of workers over 40 years of age from across the US workforce, a two‐wave survey study was unique in that it examined stereotypes held by aging workers themselves in relation to their own behavior. Findings – The psychometric qualities of the scales were positive and findings tied the stereotype measures to important outcome constructs involving retirement, interest in development, and self‐efficacy/concept for development. Relationships of the stereotype measures also existed with antecedent variables, including experience with the stereotyped behavior and general beliefs about changes with aging. Research limitations/implications – These are critical constructs for managerial psychology in the coming decades, and the findings and measures presented here can contribute to future research, not only on older workers themselves but also on younger workers' stereotypes and behavior toward older workers, which were not addressed here. Practical implications – The measures can be used as diagnostic tools and the findings offer potential ideas for organizational policy or interventions to target stereotypes. Originality/value – Because employee development is increasingly important and the workforce is rapidly aging, there is a need to understand development behavior by aging workers. While stereotypes can be a problem in this area, there is a lack of measures of these stereotypes and there is no research on the stereotypes by aging workers themselves.

The corporate virtual university model outlined in this paper embraces the workplace learning paradigm, but not in an exclusive sense. It seeks to understand the roles of academic and professional institutions as external forces in developing rigorous models of virtual corporate universities that meet the learning needs of individuals and organizations. This approach is enhanced by our ability to support knowledge creation and disseminate knowledge using electronic communications infrastructure.

The purpose of this paper is to identify what work-related factors influence the continued participation of older workers in the workforce.

A systematic quantitative literature review of the workforce participation literature identified 27 publications from 1995 to 2016 that examined the impact of work-related factors on older workers’ intention to continue working.

Results show that work demands, learning and development opportunities, job autonomy, recognition and respect, mentoring opportunities, supportive organisational climate and social support were significant factors that predicted older workers’ workforce participation decisions. Interestingly, less evidence was found to support flexible work arrangements or salary as inducers of workforce participation. Results also show an overrepresentation of cross-sectional studies involving participants from western countries employed in healthcare and social assistance sectors.

Organisations should adjust their policies and practices to accommodate the needs of older workers, focusing specifically on increasing factors that encourage participation and removing obstacles to participation.

Increasing the participation rates of older workers is a key goal for governments and organisations worldwide. This research identifies some specific factors that are likely to encourage continued participation.

A systematic evaluation of the extant research draws new conclusions and insights as to what work factors are more likely to influence the participation decisions of older workers.

The librarian and researcher have to be able to uncover specific articles in their areas of interest. This Bibliography is designed to help. Volume IV, like Volume III, contains features to help the reader to retrieve relevant literature from MCB University Press' considerable output. Each entry within has been indexed according to author(s) and the Fifth Edition of the SCIMP/SCAMP Thesaurus. The latter thus provides a full subject index to facilitate rapid retrieval. Each article or book is assigned its own unique number and this is used in both the subject and author index. This Volume indexes 29 journals indicating the depth, coverage and expansion of MCB's portfolio.

In the last four years, since Volume I of this Bibliography first appeared, there has been an explosion of literature in all the main functional areas of business. This wealth of material poses problems for the researcher in management studies — and, of course, for the librarian: uncovering what has been written in any one area is not an easy task. This volume aims to help the librarian and the researcher overcome some of the immediate problems of identification of material. It is an annotated bibliography of management, drawing on the wide variety of literature produced by MCB University Press. Over the last four years, MCB University Press has produced an extensive range of books and serial publications covering most of the established and many of the developing areas of management. This volume, in conjunction with Volume I, provides a guide to all the material published so far.

Aim of the present monograph is the economic analysis of the role of MNEs regarding globalisation and digital economy and in parallel there is a reference and examination of some legal aspects concerning MNEs, cyberspace and e‐commerce as the means of expression of the digital economy. The whole effort of the author is focused on the examination of various aspects of MNEs and their impact upon globalisation and vice versa and how and if we are moving towards a global digital economy.

This study aims to explore the need for space (demand) and the provision thereof (supply) in the Faculty of Architecture building at Thammasat University Rangsit campus using variables from the designing an accommodation strategy (DAS) framework; these variables are incorporated to test and improve the framework. Another purpose is to examine the planning and development of the faculty building to understand its strategy, which serves as a means to contribute to the planning and development theory.

A case study of the Faculty of Architecture building was conducted at Thammasat University in Thailand. The DAS framework was used to reconstruct and examine the development process of the building to determine the gaps between supply and demand in terms of building space, to reflect on the building plan and process and to make suggestions as to how the DAS framework might be improved. Research methods included interviews and document analysis concerning space requirements and provision in the Faculty of Architecture building.

The gaps between supply and demand in terms of the faculty building space are affected by the condition of the building (i.e. building obsolescence), the number of building users and the changing environmental context. This study shows that both pre-design and post-occupancy evaluation are essential to collect data concerning the match or mismatch between supply and demand of space and to assess users’ needs and preferences concerning the faculty building. Regarding the building development process, factors impacting the step-by-step planning of the real estate interventions include the organisational context (public/private sector) and the management of the construction project (time, cost, quality). The DAS framework is found to be useful for structuring the information-generating processes necessary to determine gaps between demand and supply in terms of space and for making decisions regarding real estate interventions.

Additional case studies in different environmental and organisational contexts are required to test the DAS framework and improve data validity. This study was conducted during the COVID-19 pandemic period, which affected data accessibility.

The results provide insight into the influence of various factors on the decision of corporate real estate. The DAS framework can be used to explore the range of demand for and supply of space and to find an optimal match.

This paper shows valuable steps in planning and development of educational real estate and a first application of the DAS framework in Thailand. The findings confirm the importance of the physical learning environment of architecture schools, particularly the studio spaces required in architecture education.

Utilising data from 18 in‐depth case studies, this study seeks to explore training, development and human resource development (HRD) practices in European call centres. It aims to argue that the complexity and diversity of training, development and HRD practices is best understood by studying the multilayered contexts within which call centres operate. Call centres operate as open systems and training, development and HRD practices are influenced by environmental, strategic, organisational and temporal conditions.

The study utilised a range of research methods, including in‐depth interviews with multiple stakeholders, documentary analysis and observation. The study was conducted over a two‐year period.

The results indicate that normative models of HRD are not particularly valuable and that training, development and HRD in call centres is emergent and highly complex.

This study represents one of the first studies to investigate training and development and HRD practices and systems in European call centres.