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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 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.

Census data representing 7 percent of Finnish residents were used. The micro-econometric estimation method with correction of sample selection bias was applied.

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.

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.

The purpose of this paper is to present an approach to incorporating mobility into continuous manufacturing following the advent of Industry 4.0 (I4.0).

The investigation is based on a year-long canonical action research into a paper-manufacturing company implementing core I4.0 technologies.

The findings show how to: classify manufacturing mobility strategy based on the dimensions of team, task and control; design business processes enabled by mobile cyber–physical resources; involve different stakeholders in modeling mobility; and create a comprehensive guide to assist in implementing the mobile digitalization required by I4.0.

Despite the complexity, richness and depth of the insights obtained in this research for mobility management in process industries, this inquiry was conducted in a single organization.

As the fourth industrial revolution encourages decentralization and increased interaction between humans and machines, this paper presents a model to capture the mobility potential in manufacturing. The tools proposed in this research can be used to steer investments in industry transformations that fuse the physical and digital worlds, overcoming mobility constraints.

Theoretically, this paper expands the concept of manufacturing mobility in I4.0. In practice, it proposes a participative roadmap to assist technology management in increasingly decentralized environments, identifying the intertwined network of cyber–physical actors, processes and services.

The aim of this article is to define a new kind of labor mobility called technological mobility, defined here as the different levels of technological change experienced by workers as they change jobs over the course of their career. Technological mobility is viewed as a form of career mobility, and it is hypothesized that moving to jobs in higher‐tech industries might prove beneficial to workers' careers irrespective of the level of education or other measures of ability. Factors that determine upward or downward technological mobility are also investigated.

This hypothesis is tested using data from the NLSY79, a nationally representative survey of the United States, between the years 1988 and 2000. Determinants of upward and downward technological mobility are modeled using industry‐level data on technological mobility. Technological mobility is also regressed against wages to measure its impact on careers.

Gender, education and local economic conditions are found to have a significant effect on technological mobility, but the effect varies depending on the way technological intensity is measured. The results also demonstrate that workers who move to high‐tech industries are indeed rewarded with higher wages, even after controlling for education levels and other known factors.

Technological mobility as defined here is an original concept. It is shown to be an important component of overall career mobility. The article also provides an analysis of workers who are able to make the transition into higher‐tech jobs, which is a valuable addition to the research on technological change.

The past few decades have witnessed a phenomenal progress in our understanding of employee mobility as a critical driver and consequence of various outcomes for individuals, organizations, industries, and economies. In the process, researchers have tackled several important issues in conducting empirical research on employee mobility. This chapter provides a critical discussion of the extant literature focusing on five broad areas: identification of mobility, timing of mobility, outcomes of mobility and their operationalization, model identification, and other related issues. In doing so, this article identifies some of the empirical choices and methodologies adopted in prior mobility studies, evaluates those practices, and suggests areas of improvements for the practice. It is hoped that future studies will benefit from this chapter's insight by building on the best practices from the literature while continuously and successfully tackling the issues that have been challenging the researchers on this increasingly important topic of scholarly inquiry.

Concerns over health and safety are important reasons for leaving the mining industry. Yet pull factors such as better hours and shifts may be even more important. A study of 1,384 US male coal miners from 1977 to 1982 is reported. In 1977, 86 left mining and changed jobs by 1982 to other coal mining jobs or jobs outside the industry. Neither push nor pull factors were more important for within‐industry as compared to inter‐industry job changing. Further work is needed to understand the inter‐relations between health, safety and labour force mobility. More emphasis on health as a predictor of intermediate social outcomes is needed.

The study examines the career motivations, paths and challenges of convention and exhibition (C&E) industry professionals in Asia.

The paper reviews the key literature relating to life and work history research, career profiles and human capital, which is followed by a discussion of findings of an online survey of C&E industry professionals in Asia.

Findings indicate that there is no specific career route/path into the industry, with experience being generated in a wide variety of sectors, and primarily gained in management, sales and marketing roles. Professionals show a high level of career commitment and face a variety of challenges relating to environmental, customer and job demands.

Data were collected from industry professionals from four South‐East Asian destinations only, thus it is important not to generalize study findings to Asia. Practical implications are discussed in relation to career development and employee retention, specifically in view of the variety of entry points into the industry, potential for job mobility, and challenges to motivate and retain a committed workforce composed of different generations.

Appropriately educated and trained labor is essential for the success of the rapidly growing C&E industry. Yet, despite the recognized value of superior staff and the wealth of employment opportunities, there is little understanding of careers in the C&E sector to date. The research addresses this gap in the research.

Strategic group has been intensively studied since this term emerged in 1970s, but previous studies have been limited to the comparisons between groups such as performance comparison. The purpose of this paper is to explore the internal structure of strategic groups by examining the effect of strategic distance from a firm to the center of its strategic group on firm performance.

The research is based on data acquired from the annual reports of listed companies and some Chinese domestic databases, including CSMAR Solution, WIND financial database, and China Core Newspapers Full-text Database. After grouping listed pharmaceutical companies in China over the period 2010-2011, the authors test three hypotheses by using fixed effect regressions.

The paper finds that the strategic distance from a firm to the center of its strategic group has a significant negative effect on the firm's financial performance. Two factors are discovered to influence that effect: corporate diversification strengthens the negative effect of strategic distance on performance, while firm's media visibility weakens that negative effect.

The findings reveal the relationship between intra-group strategic positioning and firm performance, and specify how firms can gain competitive advantage through positioning choices and strategic actions. This study promotes the establishment of a more comprehensive strategic group theory by revealing the structure within strategic groups.

This paper aims to examine transferable skills and viable career transition pathways for hospitality and tourism workers. Future career prospects are discussed, along with the importance of reskilling for low-wage hospitality workers.

A network analysis is conducted to model skill relationships between the hospitality industry and other industries such as health-care and information technology. Multiple data are used in the analysis, including data from the US Department of Labor Occupational Information Network (O*NET), wage data from the Bureau of Labor Statistics and job computerization data (Frey and Osborne, 2017).

Although hospitality workers have lower than average skills scores when compared to workers from other career clusters included in the analysis, they possess essential soft skills that are valuable in other industries. Therefore, improving hospitality workers’ existing soft skills may help them enhance their cross-sector mobility, which may allow them to obtain jobs with a lower likelihood of computerization.

The findings shed light on workforce development theories and practice in the hospitality industry by quantitatively analyzing cross-sector skill correlations. Sharpening transferable soft skills will be essential to enhancing hospitality workers’ career development opportunities.

To the best of the authors’ knowledge, this is the first study that specifically examines the skill taxonomy for the hospitality industry and identifies its connection with other in-demand career clusters.

The purpose of this paper is to estimate the impact of industry and occupation skills on the wages of displaced workers due to firm closure.

Using linked employer-employee data on displaced workers, this paper estimates the impact of industry and occupation tenure on post-displacement wage changes correcting for endogeneity with a multinomial logit model.

The evidence suggests that occupation has more specific skill requirements than industry. Displaced workers moving both industry and occupation suffer a higher wage decline than those changing only industry or occupation. Furthermore, the transferability of skills varies across occupations and industries; more specifically, intermediate-level occupations are more demanding in specific skills and impose higher wages losses for displaced workers. Finally, the economic crisis reduced the return on firm-specific skills only in some cases.

The examination of skill specificity/transferability helps firms, workers and policy makers to draw strategies and policies to improve their individual situation and social welfare. The analysis suggest that when experienced workers are displaced and forced to find a job in a different industry, they suffer considerable wage cuts. While displacement imposes costs to workers and society, different choices impact wages differently.

To the authors’ best knowledge, this is the first paper studying the simultaneous impact of industry and occupation tenure on wages using displaced workers due to firm closing. The paper also corrects for the selection of different alternatives after the displacement and uses data from a country characterised by low-job flows and low-worker flows. Finally, the impact of economic crises on return to skills is assessed.

The purpose of the article is to explore the perceptions of Brazilian game developers about the power relations between them and the sponsors of digital game platforms. It also aims to identify forms of collective action that developers can use to counteract the asymmetry of power.

The research employed an abductive approach, seeking empirical evidence that would challenge consolidated theory. To achieve this, semi-structured interviews were conducted with 25 Brazilian developers. The data were analyzed qualitatively using NVivo software. The aim was to resolve theoretical ambiguities identified in the literature review and to explore unexpected findings.

The study explores Brazilian game developers' perceptions through interviews, revealing their experiences within the industry’s concentrated structure and their use of collective action to navigate power dynamics.

The study's focus on Brazil limits the generalizability of its findings to the broader game development industry.

The study suggests Brazilian game devs can leverage collective action to counteract power imbalance with platforms, collaborate through events and projects and facilitate internationalization of their games.

The study suggests collective action could empower developers to challenge platform dominance and foster a stronger community among Brazilian game developers.

The article’s value lies in examining Brazilian devs' experiences within their specific industry context and highlighting collective action as a potential strategy for developers.