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This study examines the relationships between parents' and children's occupations to determine the existence of intergenerational transmission of occupations.

To achieve the purpose of the study, four predominant occupational types based on the International Standard Classification of Occupations (ISCO): agriculture and forestry; services and sales; managerial/administrative; and professional/technical are examined using data from the latest (7th) round of the Ghana Living Standards Survey (GLSS). Two complementary methods involving the correlational analysis and regression-based techniques are used.

The findings indicate the presence of parental influences on children's occupational choices (same-sex and cross-sex) in the Ghanaian labour market, with maternals and same-sector effects having a more substantial influence on children's occupational choices, especially in agriculture and forestry, and services and sales sectors.

The lack of panel data in observing children's occupational choices over time makes it challenging to assume direct causation.

The study is the first to highlight the relative strengths of paternal influence (father's effect) and maternal impact (mother's effect) on sons' and daughters' occupational choices in Africa. The findings have several implications for intergenerational (im)mobility of occupations including how policymakers can make career guidance more effective.

The peer-review history for this article is available at: https://publons.com/publon/10.1108/IJSE-10-2022-0705

Managing diversity requires an understanding of culture. The majority of businesses have realised that competitiveness no longer stems from formal organisational structures but rather from the mindsets, competencies, and functioning of individuals who create, develop, and support the organisation and who frequently come from different cultural backgrounds. Understanding the essence of a culture, its components, variations, and how all these things effect the business and the managerial process is very beneficial for international managers. Businesses in global value chains need cross-cultural management practices to obtain a competitive advantage. Global value chains make it possible to benefit from the comparative advantages of other nations, and without cross-cultural management, these multinational corporations would be unable to carry on with their business operations. Although there are many explanations on global value chains in the literature, there is no study on the effect of different cultures in value chain management and how different cultures can be managed in global value chains.

In this chapter, the definition of the concept of culture, which is comprehensive and crucial in managing differences, will be depicted. Then, the concept of cross-cultural management will be emphasised and what cross-cultural management means and why and to what extent it is important will be explained. In addition, the impact of cross-cultural management in the inclusive global value chain will be discussed, emphasising the value chain analysis, how it emerged, its basic concepts, and its importance in the international context.

As aging populations lead to longer working lives and increasing automation threatens job security, maintaining lifelong employability is becoming a fundamental challenge for many individuals. The purpose of this study is to examine how lifelong employability can be maintained.

Based on the theoretical perspectives of both movement capital and selection, optimization and compensation (SOC) theories, we used large-scale survey data (N = 2,256) from three European countries to investigate strategies for preserving employability among aging workers. Specifically, we explored the perceived risk of automation, lifelong learner characteristics and self-efficacy for occupational mobility as boundary conditions that may shape the negative relationship between age and employability.

We found a negative relationship between age and employability, which was more pronounced when the perceived risk of automation was higher. Furthermore, lifelong learner characteristics and self-efficacy for occupational mobility mitigated the negative relationship, so that age was not related to employability if people possessed lifelong learner characteristics and were ready for a career change.

Our study implies the importance of investing in enhancing lifelong learner characteristics and self-efficacy for occupational mobility for older employees.

This cross-sectional study had several objectives. This paper aims to study the direct effect of teleworking on interpersonal conflict, the mediating role that interpersonal conflict can play between teleworking and psychological well-being, the moderating role emotional intelligence (EI) can play between teleworking and interpersonal conflict and whether this moderation effect can, in turn, be associated with psychological well-being (moderated mediation effect).

Path analyses using Mplus software were performed on a sample of 264 employees from 19 small- and medium-sized organizations.

While teleworking was associated with lower interpersonal conflict, it was not associated with enhanced psychological well-being. Interestingly, workload seemed to be associated with higher interpersonal conflict, while decision authority and support garnered from one’s supervisor seemed to be associated with lower interpersonal conflict. Teleworking was indirectly associated with higher psychological well-being via interpersonal conflict. Finally, EI played a moderating role between teleworking and lower interpersonal conflict. This was, in turn, associated with higher psychological well-being.

EI is an essential skill to develop in the workplace.

A deepened understanding of the role played by EI at work could help organizations to provide positive work environments, both in person and online. This is especially relevant today, with the continued increase in teleworking practices and the resulting rapidly changing interpersonal relationships.

The current expansion of the knowledge economy and its requirements of highly educated workers make interesting to analyse the effects on the labour market outcomes of completing a master's degree. This study examines the factors determining the probability of pursuing a postgraduate programme and observes whether workers reaching this educational attainment reap the benefits of their human capital investment through better paid jobs compared to college-only degree holders. On the other hand, it analyses whether individuals with a master's degree are more prone to upward wage mobility.

The study relies on data obtained from the second survey on the Labour Insertion of University Graduates conducted by the National Statistics Institute (INE, 2019). This survey allows us to observe labour market transitions of the first group of Spanish university graduates under the European Higher Education Area (EHEA) and their earnings. The methodological procedure consists of the estimation of wage models controlling for the unobservable differences between workers who have or have not completed a master's degree.

The results indicate a significant positive impact of master's degree on salaries. Furthermore, individuals with postgraduate studies are more prone to upward wage mobility in comparison to college-only degree holders.

Data used does not allow us to identify which competences associated with the completion of a master's degree are more remunerated by employers.

The econometric specification applied allows us to compute the direct effect of a master's degree on wages and predict the average probability that an individual is in a determined wage interval according to the knowledge area and controlling by the rest of characteristics.

The findings are helpful to diagnose and understand how the knowledge acquired through postgraduate studies are rewarded by the labour market, which is essential to evaluate the return on educational investments when making decisions about whether or not to continue postgraduate studies.

This research addresses novelty aspects on tertiary education in Spain and its effects on workers' careers.

Advanced education is often thought to respond to the demands of the economy, market forces create new occupations, and then universities respond with new degrees and curricula aimed at training future workers with specific new skills. Presented here is comparative research on an underappreciated, yet growing, concurrent alternative process: universities, with their global growth in numbers and enrollments, in concert with expanding research capacity, create and privilege knowledge and skills, legitimate new degrees that then become monetized and even required in private and public sectors of economies. A process referred to as academization of occupations has far-reaching implications for understanding the transformation of capitalism, new dimensions of social inequality, and resulting stratification among occupations. Academization is also eclipsing the more limited professionalization processes in occupations. Additionally, it fuels further expansion of advanced education and contributes to a new culture of work in the 21st century. Commissioned detailed German and US case studies of the university origins and influence on workplace consequences of seven selected occupations and associated knowledge, skills, and degrees investigate the academization process. And to demonstrate how universal this could become, the cases contrast the more open and less-restrictive education and occupation system in the US with the centralized and state-controlled education system in Germany. With expected variation, both economies and their occupational systems show evidence of robust academization. Importantly too is evidence of academic transformations of understandings about approaches to job tasks and use of authoritative knowledge in occupational activities.

Skilled migrant (SM) women play a key role in developed countries especially in healthcare and education in easing staffing shortages and migrate expecting to gain qualification-matched employment (QME). The aim of this review is to assess whether SM women gain the anticipated QME, equitably compared to their skilled counterparts and to examine why and how they do so.

I conducted a systematic literature review to derive empirical studies to assess if, why and how SM women achieve QME (1) using SM women-only samples and comparative samples including SM women, and (2) examining whether they gain QME directly on or soon after migration or indirectly over time through undertaking alternative, contingent paths.

Only a minority of SM women achieve the anticipated QME directly soon after migration and less often than their skilled counterparts. Explaining the mechanism for achieving QME, other women, especially due to having young families, indirectly undertake alternative, lower-level contingent paths enabling them to ascend later to QME.

The SM literature gains new knowledge from revealing how SM women can gain positions post-migration comparable to their pre-migration qualifications through undertaking the alternative, contingent paths of steppingstone jobs and academic study, especially as part of agreed familial strategies. This review results in a theoretical mechanism (mediation by a developmental contingency path) to provide an alternative mechanism by which SM women achieve QME.

The purpose of this study was to provide an outline of the process of developing an on-road driving test route and rating form. Comprehensive evaluation of medical fitness to drive should comprise of an off-road and an on-road assessment. Much research attention has focussed on the off-road phase of assessment, while there is less standardisation evident in the completion and measurement of the on-road phase of fitness-to-drive assessment.

A scholarship of practice approach was used to inform the development of an on-road test route and an associated generic on-road assessment tool that was guided by research evidence and best practice recommendations.

A step-by-step guide, outlining seven recommended phases in the development of an on-road route for the assessment of fitness to drive that aligns with best practice recommendations, was developed. A preliminary generic on-road assessment tool (the Maynooth–Trinity Driving Test) that includes higher-order cognition alongside element of strategic, tactical and operational driving ability was developed and piloted alongside the newly developed on-road test route.

This paper offers an overview of an approach to developing evidence-based on-road test routes and an associated generic assessment tool that may assist occupational therapists and on-road driving assessors establish a standard practice for testing on-road behaviour as part of a comprehensive approach to evaluate fitness to drive.

In light of the COVID-19 pandemic's economic effects, this paper focuses on how home-based women artisans running their family businesses plan their operations to function in the “new normal” environment. The paper emphasises the adaptability and reorientation of business strategies displayed by women entrepreneurs in response to the changing work environment. The paper argues that the women's sense of agency after years of running the family business enables them to bargain and offer passive resistance to the family's power, with the latter aiming to curtail their entrepreneurial gains as the men return to their homes after losing their jobs with the onset of the pandemic.

The research draws from a qualitative study that was conducted employing field surveys and in-depth interviews with the women entrepreneurs in four important handloom clusters in Nadia, West Bengal (India) in 2022. The empirical evidence is gathered from five months of extensive ethnographic study with 66 home-based women entrepreneurs belonging to 26 handloom family enterprises. Semi-structured, in-depth interviews and the following narrative analysis have been used to comprehend the complex and dynamic conception of female entrepreneurship and women's agency to pivot business strategies during the economic turmoil of the COVID-19 pandemic.

As a result of the abrupt suspension of the textile industry and the partial or total closure of the traditional and contemporary markets due to the COVID-19 pandemic, women from family handloom enterprises are taking steps to strengthen their entrepreneurial resistance. Although women entrepreneurs had spent years running the family business in the absence of their husbands, the pandemic exacerbated the deep-seated gender disparities within the family when social norms threatened to undo the hard-won progress made by them. However, their sense of agency enables them to plan well and resist the patriarchal onslaught with a variety of potentials, utilising tools of active and/or passive resistance within an environment of concrete limits and oppressions.

The paper contributes to the literature on women's entrepreneurial capacity by focusing on how the COVID-19 crisis and changing market demands enable gendered reactions in family enterprises. While men, back home after losing their jobs, choose to strengthen their individual identities and power positions by trying to retain control over the family business, women contribute to collective actions for enhancing the resilience of the community by pivoting their business strategies and implementing new ideas to suit new market conditions. Women thus play a central role in fostering social cohesion, helping build and maintain relationships, promoting empathy, and creating a sense of belonging, which strengthen community bonds and cooperation. The paper shows how women's entrepreneurial resilience and responsibility provide an important basis for organizing sustainable collective action for the survival of the artisanal community during crisis situations.

The authors' work aims to identify the employer-specific drivers of the college (or university) wage gap, which has been identified as one of the major determinants of the dynamics of overall wage and income inequality in the past decades. The authors focus on three employer-level features that can be associated with asymmetries in the employment relation orientation adopted for college and non-college-educated employees: (1) size, (2) the share of standard employment and (3) the pervasiveness of incentive pay schemes.

The authors' establishment-level analysis (data from the Basic Survey on Wage Structure (BSWS), 2005–2018) focusses on Japan, an economy characterised by many unique economic and institutional features relevant to the aims of the authors' analysis. The authors use an adjusted measure of firm-specific college wage premium, which is not biased by confounding individual and establishment-level factors and reflects unobservable characteristics of employees that determine the payment of a premium. The authors' empirical methods account for the complexity of the relationships they investigate, and the authors test their baseline outcomes with econometric approaches (propensity score methods) able to address crucial identification issues related to endogeneity and reverse causality.

The authors' findings indicate that larger establishment size, a larger share of regular workers and more pervasive implementation of IPSs for college workers tend to increase the college wage gap once all observable workers, job and establishment characteristics are controlled for. This evidence corroborates the authors' hypotheses that a larger establishment size, a higher share of regular workers and a more developed set-up of performance pay schemes for college workers are associated with a better capacity of employers to attract and keep highly educated employees with unobservable characteristics that justify a wage premium above average market levels. The authors provide empirical evidence on how three relevant establishment-level characteristics shape the heterogeneity of the (adjusted) college wage observed across organisations.

The authors' contribution to the existing knowledge is threefold. First, the authors combine the economics and management/organisation literature to develop new insights that underpin the authors' testable empirical hypotheses. This enables the authors to shed light on employer-level drivers of wage differentials (size, workforce composition, implementation of performance-pay schemes) related to many structural, institutional and strategic dimensions. The second contribution lies in the authors' measure of the “adjusted” college wage gap, which is calculated on the component of individual wages that differs between observationally identical workers in the same establishment. As such, the metric captures unobservable workers' characteristics that can generate a wage premium/penalty. Third, the authors provide empirical evidence on how three relevant establishment-level characteristics shape the heterogeneity of the (adjusted) college wage observed across organisations.