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The spread of economic global integration in the last 50 years has resulted in the recent emergence of global labour markets. Ageing populations and skill shortages have placed significant pressure upon Australia's economic sustainability and survival in a global economy. The global race for talent has seen the emergence of skilled migration as a key element in Australia's strategy to address major human capital trends and issues and to source pools of talent considered highly skilled or in demand. This paper seeks to address these issues.

This paper draws together research on skilled migration in the Australian context and the factors that explain use of Australia's 457 visa scheme by organisations for attracting and recruiting talent. Data from a survey of members of the Australian Human Resources Institute (n=1,045) is analysed using logistic regression.

The results show that larger, goods producing, organisations with skills shortages are more likely to employ skilled migrants, while not‐for‐profit and regional organisations are less likely. Sponsorship of 457 visa workers for permanent residency is more likely in larger, regional organisations willing to pay above market rates to fill long‐term vacancies and seeking to attract international skills and knowledge but less likely in public organisations.

The study has limitations related to the fact that the sample is limited to Australian members of a human resource professional body.

There is very little literature on the use of temporary skilled migration by organisations from a HRM perspective. The findings shed light upon the extent of employer‐sponsored temporary skilled migration as a talent sourcing strategy in a range of industries and organisations across Australia.

This paper seeks to examine the discourses that influence policy and practice in social enterprises. In institutional circles, arguments are shaped by the desire to protect assets for the community, while entrepreneurial discourses favour a mixture of investment sources, surplus sharing and inclusive systems of governance. A critique is outlined that challenges policy‐makers and academics to move beyond the heated debate on “business‐like” activity through a deeper understanding of the social relations entered into (and created by) different social entrepreneurial activities.

The paper is wholly theoretical. First, contradictions are exposed through a review of practitioner and scholarly literature. Thereafter, empirically grounded studies are used to develop a theoretical model that accommodates and accounts for diverse practices.

A broader perspective, that views human behaviour as a product of, and support system for, our socio‐sexual choices, is deployed to extend understanding of social capital. By integrating this into governance theory, workplaces come to be seen as complex centres of community‐building, replete with economic and social goals. The concept of “social rationality” is elaborated as an alternative way to understand the legitimacy of social entrepreneurial activity and management practice.

The paper concludes by developing a framework and typology that theorises social enterprise as a heterogeneous business movement. Each form of social enterprise integrates socially rational thinking into its policies and practices. This suggests a different educational agenda for social entrepreneurs oriented towards the equitable distribution, and not accumulation, of social and economic capital.

This paper aims to re-evaluate social enterprise (SE) history to pinpoint a pluralist turn in communitarian philosophy during the 1970s, which has the potential to transform labour and consumer rights in enterprise development.

Through a close examination of model rules created by founders of the FairShares Association (FSA), the authors find that the communitarian origins of SE are disturbingly obscured and hidden.

In studying FSA documents and building a timeline of the development of the FairShares Model (FSM), the authors found links between SE developments in the UK, continental Europe, Asia, North/South America and the development of solidarity cooperatives.

The authors argue that the discovery of a communitarian pluralist turn advances “new cooperativism” by enfranchising both labour and users in industrial relations (IR). Using this insight, they challenge accounts of SE history and argue for more research on SE’s potential contribution to radical IR.

The paper highlights the potential of the FSM as a vehicle for catalysing new SE and IR practices that share wealth and power more equitably between social entrepreneurs, workforce members, service/product users and community/social investors.

The purpose of this paper is to explore empirically manager and employee views on employees’ skills utilisation in organisations in Scotland.

Questionnaires to managers and employees, plus three case studies comprising manager interviews and employee focus groups.

Highly significant differences are found between manager and employee views on: the match of employee skills to their current jobs; the extent of utilisation of employees’ skills; and opportunities for promotion. The main difference in views is on the match of employee skills to their current jobs, with employees opining more than managers that employees’ skills exceed the requirements of their job. Also, for managers and employees alike, the meaning of skills utilisation is obscure despite the language of skills being widely used in organisations.

The scale of the empirical research is possibly limited. There is potential for manager and employee bias. A case study of a private sector organisation is not included.

It is apparent that there is potential to increase employees’ skills utilisation in organisations in Scotland. Managers are challenged with better utilising the skills within their workforces by using these skills to drive improvements in work processes and practices.

Previous commentary and research on skills utilisation mainly centres on policy and employer standpoints. This paper focuses on manager and employee viewpoints on employees’ skills utilisation.

To discuss the historical roots of contemporary geopolitical economy, this paper aims to explore the complex and influential analysis of Tilly's formation of European national states as a predominant type of territorial political organization in contemporary world. To do this, Tilly described different eras of dominant organization of warfare in relation to state organization: patrimonialism, brokerage, nationalization, specialization. In this paper, we explore the link between the organization of military power and trade policy. We are trying to answer the question, if it is possible to credibly state a connection between the trade policy types pursued by selected states in specific historical periods and Tilly’s eras of dominant form of organization of warfare. For this purpose, we developed a typology of trade policies of important states throughout the history, using the economic history research of leading experts in the field. Our conclusion is that such a connection – between trade policy and Tilly’s eras of organization of warfare – can be made and that this connection is solidly supported by economic history. Our analysis may be of value for any critical assessment of international trade relations in contemporary geopolitical economy – and of influential cosmopolitan interpretations of the liberal trade regime of 19th century or globalization in 20th century.

This article provides a detailed investigation of how Lewis revisited classical and Marxian concepts such as productive/unproductive labor, economic surplus, subsistence wages, reserve army, and capital accumulation in his investigation of economic development. The Lewis 1954 development model is compared to other models advanced at the time by Harrod, Domar, Swan, Kaldor, Solow, von Neumann, Nurkse, Rosenstein-Rodan, Myint, and others. Lewis applied the notion of economic duality to open and closed economies.

During the last few decades, rising intra-regional volumes of trade as well as air passenger traffic have been key characteristics of Asia-Pacific’s economic development. Although conceptual and empirical linkages between rising levels of trade and air passenger flows are often assumed, relatively little is known about the potential causality in these parallels. In this chapter, we seek to empirically uncover this causality through the application of heterogeneous Time Series Cross Section Granger causality analysis for the period 1980–2010. Four scenarios are found amongst the different country-pairs: (1) there is no co-evolution, implying that both patterns develop independently (e.g. Japan–Australia); (2) there is ‘real’ co-evolution in that both patterns influence each other through feedback loops (e.g. South Korea–Philippines); (3) air passenger traffic is facilitated by trade (e.g., South Korea–Philippines); or (4) trade is facilitated by air passenger traffic (e.g. Australia–Malaysia). Some possible interpretations of this heterogeneity are discussed.

The article seeks to analyse and explore the contradictions and variations in the concepts “team” and “teamwork” and their use in the NSW, Australia, commercial cleaning industry.

The article utilises an ethnographic study of a large Australian cleaning firm. Data were collected using participant observation, field notes, and interviews with managers.

The study provides evidence for the limited uptake of the idealised form of teamwork in commercial cleaning and suggests that teamworking is another means of coordinating groups of workers. Furthermore, the findings support previous research into the paradox of teams without teamwork.

The research provides an insight into the largely neglected area of the reorganisation of work in commercial cleaning. It also provides a critique of the concept of teams and teamworking.

This paper aims to examine the practice of teamwork in an under‐researched, yet growing industrial setting.

Longitudinal ethnographic‐styled methods of data collection were used and data was examined using the Team Dimensions Model.

The findings suggest the Team Dimensions Model, with the addition of a customer service perspective, is of use for identifying managerial objectives and organisational outcomes of teamwork. However, this does not suggest that teamworking is easy to implement in the hospitality setting.

The findings were obtained using unobtrusive participatory and observational methods and based on a single company.

The paper allows management practitioners to reflect on realities of implementing teamworking under a corporate customer service initiative.

The paper takes an existing theory on teamworking and develops the theory in an under‐researched and growing industrial sector.

Research on organisational learning is limited in three ways; in terms of the type of organisation and the type of employees which are seen to benefit from a learning culture; and in terms of the consensual assumptions made about the nature of learning within the workplace, assumptions which contradict the reality of the workplace for most people. Other researchers have attempted to form a typology of learning; they are narrowly constructed and often internal to the enterprise; learning is often de‐contextualised from other organisational processes. In response to these criticisms, we have framed and measured a holistic concept of learning that more readily takes account of organisational context. This paper presents data on learning within two traditional companies operating in the food and drinks sector. In particular it is concerned with long‐term organisational learning in light of discussions of the mutual gains workplace, reflecting more general concerns about organisational behaviour.