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The purpose of this paper is to analyse the role of employers as “institutional” factors in the creation of segmentation in the labour market. Industrial structure defines segments of the labour market (the employer) based on the nature of demand, and with the impact on the individual workers or groups based on their personal characteristics.

Empirical work is within the Dublin labour market, which experienced the largest increase in availability of migrant workers under immigration policies of the Celtic Tiger state. Focused on the sectors of catering, cleaning and security as low‐skilled service sector providers, the analysis is based on 24 semi‐structured interviews with employers selected based on a database of a cross‐section of all employers in the selected sectors in Dublin.

Semi‐structured interviews reinforce state policies as key institutional factor underlying migrant labour trends and experiences, but perspectives of the employers in low‐end service industries reveal additional insights. In addition to using migrant labour as a means of cost cutting, the daily actions of employers reveal cultural stereotyping of workers, making them an elemental component “exploiting” the trends facilitated by state immigration policies.

Although a large body of research on migration into Ireland during the Celtic Tiger years is available, little of it has focused on labour market processes. More broadly, in attempting to understand labour market processes and the creation of segmentation there needs to be a triangulation of processes of supply, demand and state policies; and employers are key players in shaping demand and exploiting supply trends.

The purpose of this paper is to examine one of the most pressing global challenges, the ongoing migrant trafficking across sea, from international trade law and policy perspective. It identifies global poverty as one of the underlying causes of such trafficking. It argues that restrictive trade in labour-intensive services of the World Trade Organization (WTO) contributes to and sustains poverty in many migrant producing countries. Chronic unemployment in poor countries with surplus manual workforce renders these workers bewildered to survive in a jobless and incomeless home markets. Non-liberalization of movements of natural persons under General Agreement on Trade in Services (GATS) Mode 4 prevents legal cross-border delivery of labours. Restrictive trade in agriculture has but aggravated their marginalized plight. It is this poverty trap that pushes workers, lured by smugglers, to take risky migration routes for better life in countries with labour shortages.

The paper adopts a blend approach of theoretical and applied aspects of international trade law and policy, which is interpreted and applied to a fact situation of contemporary challenge of migrant trafficking by sea.

This paper establishes a nexus between restrictive Mode 4 trade and its implications for poverty-induced migration trafficking trade. It suggests a palatable trade law and policy-based reform response for the WTO to ameliorate poverty and migration trafficking trade concurrently through the creation of legal channels for the cross-border delivery of labours by liberalizing Mode 4 trade in a manner beneficial for developed countries as well.

Its value lies in its contribution to maximize multi-lateral trade liberalization for the benefit of all countries, social inclusion and economic emancipation of the disadvantaged, which would minimize global poverty.

The purpose of this paper is to explore how organizational leadership capability as a knowledge coordinating mechanism affects service organization activities towards different stakeholder groups.

The subjects in the case study are four Estonian service companies from the banking and retail industry providing high- and low-skill services, respectively. The data for the study were collected using the Organizational Leadership Capability Questionnaire with a total of 375 employees as respondents, and the organizations’ web sites to analyse corporate social responsibility (CSR). Assessment and analysis of the data included: the measurement of organizational leadership capability; the measurement of CSR communication; and analysis of the results gained from studying issues pertaining to organizational leadership capability as a knowledge coordination mechanism and innovative behaviour in terms of CSR.

Ultimately, the study reveals that organizations with higher intensity of knowledge use in high-skill service industries have greater ability to coordinate knowledge as expressed in terms of organizational leadership capability, which in turn, allows them to behave more innovatively in terms of CSR towards stakeholders.

This study suggests that innovative behaviour in organizations towards different groups of stakeholders depends on organizational leadership capability. However, the results of this study are only valid in the context of the Estonia service sector, and more precisely the retail and banking industry.

This paper demonstrates the role of organizational leadership capability in the coordination of knowledge to generate innovative behaviour in terms of CSR in service organizations.

This special issue of the International Journal of Manpower aims to make a contribution to broadening our limited understanding of the role and impact of employer‐provided training for low‐skilled service sector workers. It brings together seven of the papers that were presented at the international conference “Adapting Education and Training for the Enhancement of Low‐Skilled Jobs” held at Helsinki in May 2002. The papers are situated at the crossroads where three different strands of research and policymaking meet: the training of the low skilled, the system of vocational training and the role of training for the service sector. The contributions cover an interesting variety of European countries: Ireland, Germany, the Netherlands, Austria, Sweden, Spain and the UK, with diverging levels of low‐skilled (un)employment, vocational training and service‐sector employment.

Within the context of policies on developing the workforce of the government health sector in England, this paper aims to investigate participation in work‐related continuing education and training (WRCET), its pedagogy and effectiveness. Individual and organizational characteristics associated with effective WRCET are examined.

The paper employs a cross‐sectional study, using data from annual large‐scale National Staff Surveys of 2006 and 2009. Based on detailed occupational groups, the authors classify respondents to high‐ and low‐skilled staff and develop four dependent variables that combine specific types of training with respondent assessments of the effectiveness of their training for their professional development. Probit regressions models are estimated for both groups of workers, controlling for individual and organizational characteristics.

Participation in WRCET increased between 2006 and 2009 for both groups with differential patterns of participation across four types of training. Applying an effectiveness criterion eliminates relative change in participation rates between the groups and results in only about a quarter of those who participated in WRCET rating it as effective. Appraisal and particularly membership of positively rated work teams are strongly associated with training being rated as effective.

This is the first use of this large‐scale data set to appraise health sector policies on WRCET. Distinguishing between participation alone and whether participation is perceived as effective has benefits in appraising training policies and identifies appraisal and membership of positively rated teams as factors associated with effective WRCET. Use of an effectiveness criterion shows very large differences between participation alone and participation in effective WRCET.

Many factors may influence the training and development of middle-skill, low-skill, and disadvantaged workers. Within the United States and worldwide there are many middle-skilled, low-skilled, and disadvantaged workers whom training and development professionals must consider as organizations seek to expand their workforce and increase productivity using technology. Temporary agencies employ many middle-skilled, low-skilled, and disadvantaged workers; however, there is very little information regarding how effective these agencies are in developing these workers beyond the skill level with which they enter the agency.

President Obama positions community colleges as a linchpin of federal policy on education and training for citizens adversely affected by the recession. Chief among recommended reforms is the notion of career pathways that enable students, especially non-traditional age adults, to participate in postsecondary education directed at employment.

This paper reviews the literature on career pathway reforms to describe these programs and the students who enroll in them. It also presents evidence from two third-party evaluations of federal grants supporting career pathway implementation.

Results suggest career pathway programs are spreading throughout the United States through unprecedented levels of federal funding. Adult learners are a primary target group, but more data are needed to determine on a deeper level who these students are and whether they are being well served.

This paper offers new information to help readers consider whether President Obama’s agenda will achieve its goals and positively impact college completion and economic recovery.

It is commonly argued that many economies must look toward a service‐based future. This article discusses the role of the service sector in generating economic growth and employment. It is argued that defining, measuring and distinguishing service output as opposed to output of goods has become increasingly difficult, which makes the traditional attempts to define a specific role for the service sector more or less futile. Instead, the diverse activities performed within the service sector form an integral part of a well‐functioning economy as a whole. Moreover, there is nothing inherently “wrong” with service sector jobs: recent experience suggests that the service sector has generated disproportionately both good quality, well‐paid jobs, as well as those in the lowest category. Worrying about the relative size of the service sector helps us little: what matters is each sector’s contribution to overall productivity growth.

This paper seeks to outline four scenarios developed for the future of the South West Midlands region of England. Like many depressed regions in the UK, the foundation industries that initially developed the region have gone. Manufacturing is continuing to decline and the low‐skilled economic underpinnings of the region have all but disappeared. The population, however, has not changed with the times, but remains low‐skilled and largely unemployable to many of the industries the region is trying to attract to regenerate itself. Despite this economically depressed picture, the region is renowned for its sense of community and regional identity, and hence crime is uncharacteristically low given the economic and demographic circumstances of the region.

A range of methodologies were employed to inform scenario building for the future of the region, including a literature review, interviews with employers and community leaders, a word association exercise and questionnaire with children approaching school leaving age, and data analysis of demographic and economic trends.

Four scenarios were developed as possible futures for the region to help inform policy making, in particular educational policy to encourage more young people to remain in education for longer and gain higher qualifications.

The paper offers practical ideas for (re)engaging young people in education in a depressed region where the value of education has never really been appreciated.

This paper offers readers alternative perspectives on an area of education that might otherwise be ignored and finds positive ways forwards to further promote education in the region.

This paper identifies market forces which induce employers to provide training in Ireland. It investigates if they are present in sufficient strength in the consumer service sectors with a high concentration of low‐skill jobs to provide a basis to upgrade such jobs. Data from a survey of firms on training incidence, duration, and cost are used in OLS regressions to investigate the determinants of training at national and sector level. The results show that firm size, the proportion of skilled workers, foreign ownership, perception of changing skill requirements and tightness of the labour market all influence employers' training decisions. Analysis of sector‐specific effects indicates that firms in consumer service sectors are unlikely to respond to market forces by increasing training to a level which would encompass low‐skill jobs. However, policies involving the school system and company‐based training could help to enhance low‐skill jobs in consumer service sectors.