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The purpose of this paper is to assess the country-level drivers of managers' and executives' mobility. Both sub-groups play a fundamental role in entrepreneurship, innovation and ultimately on wealth creation in destination countries. The objective is to capture how the impact of economic, cultural and institutional factors differ for these sub-groups’ vis-a-vis the broad highly skilled group's mobility.

The paper investigates the country-level drivers of managers' and executives' bilateral migration from 190 countries to 32 Organisation for Economic Co-operation and Development (OECD) countries. It builds a model on four macro-contextual attractiveness factors of destination countries: economic conditions, cultural affinity, institutions and quality of life. The authors use fixed-effects regressions and carry several model specifications comparing the impact of different attractiveness factors on the migration of lower skilled, highly skilled, managers and executives.

The authors find that economic incentives do not motivate managers' or executives' mobility. The quality of life is more significant in driving executives' mobility than economic measures are. Cultural affinity, institutions and quality of life are more important for managers. Ethnic relations are significant for the overall highly skilled sample.

These results have implications for global companies interested in recruiting managers and executives and their recruitment strategies. International businesses attempting to maximize their access to international managers, for instance, can develop recruitment packages that capitalize on the particularities of the quality of life of the potential destination country. Such packages can contribute to streamlining the process and focusing on candidates' needs to increase the likelihood of relocation. The study’s results, in addition, have policy implications in terms of the “branding” of countries whose aim is to attract managers and other highly skilled talent. Officials can build an effective country-branding strategy on the existence of ethnic networks, effective institutions and quality of life to attract a particular segment of the talent pool. For instance, they can develop a strategy to attract executives by focusing on a specific cultural characteristic and elements of the quality of life such as the effectiveness of their country's healthcare and education systems.

The paper also points out to the issues that policymakers must resolve in the absence of an education system that guarantees the talent pool that the economy needs. For those countries that rely on foreign talent (such as Switzerland, Singapore and the USA), it is paramount to promote safety, quality of life and institutional development, in order to guarantee a sufficient inflow of talent.

Most global studies focus on the complete migrant stock or on highly skilled workers in particular. The authors disaggregate the sample further to capture the drivers of managers' and executives' migration. The authors find that latter sub-groups respond to different country-level attractiveness factors compared to the broader highly skilled sample. In doing so, the authors contextualize the study of mobility through a positively global lens and incorporate the impact of some of the factors generally overlooked.

The American society is undoubtedly in a great transition period towards a post‐industrial state. While wholeheartedly celebrating the bi‐centennial birthday, uncertainty and confusion still pervade the United States, and a discontent with the quality of life seems to have been growing concomitantly with the technological know how and material wealth among people in America. These phenomena have developed as a result of conflicting values: “operative values” in the industrial state and the “declared values” important in the founding of the nation. While the former is characterised by the indefinite economic persuasion, the latter is highlighted by concerns with equality, justice and freedom and the pursuit of happiness.

Wonders whether companies actually have employees best interests at heart across physical, mental and spiritual spheres. Posits that most organizations ignore their workforce – not even, in many cases, describing workers as assets! Describes many studies to back up this claim in theis work based on the 2002 Employment Research Unit Annual Conference, in Cardiff, Wales.

The aim of this paper is to explore how employees make sense of their work context and its influence on their learning orientation to improve their quality of work life.

Qualitative data drawn from a dynamic online discussion that spanned three years were used in the content analysis. A total of 137 MBA participants from a university in the southwest of the USA contributed to the online forum.

Perception of work-life context influences the cognitive intent of employees in such a way that they change their learning orientation and develop learning strategies to improve their current work conditions. These strategies are in turn influenced by their sensemaking of the context to determine their quality of work life.

The study illuminates the relationship between learning and context through the theoretical perspective of sensemaking. It extends the concept of learning orientation as operating at the individual and group levels other than the organizational level.

Organizational leaders and human resource development (HRD) professionals will recognize how certain contextual stimuli can trigger their employees ' readiness to learn and improve their work life. They can direct their employees ' learning orientation through job redesign and job enrichment.

The study provides a learning context to quality of work life, an area that has not been extensively researched in the HRD literature. By exploring sensemaking of quality of work life in the context of learning, the paper offers a more encompassing perspective of learning orientation and quality of work life contexts.

Proposes to determine the relative importance of factors on which people rely in choosing a place to live and their assessments of a local area in the Southeastern USA. Presents recommendations to aid local authorities in improving quality of life in the region. Concludes that this should be done in partnership with non‐governmental entities such as Parent/Teacher Associations or trustees of local art councils for effective changes to be made.

Quality of care in the residential aged sector has changed over the past decade. The purpose of this paper is to examine these changes from the perspectives of staff to identify factors influencing quality of residential aged care, and the role and influence of an aged care accreditation programme.

Focus groups were held with 66 aged care staff from 11 Australian aged care facilities. Data from semi-structured interviews were analysed to capture categories representing participant views.

Participants reported two factors stimulating change: developments in the aged care regulatory and policy framework, and rising consumer expectations. Four corresponding effects on service quality were identified: increasing complexity of resident care, renewed built environments of aged care facilities, growing focus on resident-centred care and the influence of accreditation on resident quality of life. The accreditation programme was viewed as maintaining minimum standards of quality throughout regulatory and social change, yet was considered to lack capacity of itself to explicitly promote or improve resident quality of life.

For an increasingly complex aged care population, regulatory and societal change has led to a shift in service provision from institutional care models to one that is becoming more responsive to consumer expectations. The capacity of long-established and relatively static accreditation standards to better accommodate changing consumer needs comes into question.

This is the first study to examine the relationship between accreditation and residential aged care service quality from the perspectives of staff, and offers a nuanced view of “quality” in this setting.

The teaching of subjects such as quality of life and sustainable development presents tremendous challenges because of the nebulous and multifaceted nature of the subject matter. An important advantage of the case‐study approach to teaching is its capacity for understanding complexity in particular contexts. The purpose of this article is to examine quality of life and the use of its case studies for teaching and learning. It will discuss some issues on quality of life research and their difficulties in definition and evaluation, illustrated with actual case studies.

Penal institutions affect their inmates’ mental as well as physical health. Prisoners have higher rates of physical health conditions than the public. While it is known that psychosocial factors determine patients’ quality of life, little research has focused on factors related to prisoners’ psychophysical quality of life (PQoL). The purpose of this study is to analyze the determinants of prisoners’ PQoL.

The sample consisted of 390 prisoners recruited from correctional facilities administered by the Warsaw District Inspectorate of Prisons. This study hypothesized that social support, coherence and self-efficacy would be positive determinants of PQoL and that depression, anxiety and anger would be its negative determinants. The collected data were analyzed by means of structural equation modeling.

The positive determinants of PQoL in prisoners are coherence, self-efficacy and social support. The negative determinant of PQoL is trait depression.

This study has revealed a list of factors significant for improving prisoners’ PQoL. Factors have also indicated which of the predictors measured are the most significant. The identified set of significant factors should be taken into account in social rehabilitation programs for prisoners as contributing to the preservation of life and health.

This research aims to propose the development of a model that identifies, in essential services, the determining factors affecting the technological advances offered by different smart technologies in supermarket retail channels that influence citizens' quality of life, amidst the coronavirus disease 2019 (COVID-19) pandemic.

The data were collected using a cross-sectional questionnaire survey (n = 469). The authors applied the structural equation modeling (SEM) technique to test the hypotheses, along with the partial least squares (PLS) method for estimating latent variables and combining with the necessary condition analysis (NCA) method.

According to the results of the NCA method, the results were adequate, and more attention should be paid to the quality of life construct after finding the bottleneck point of 50%. In this sense, adaptive resilience was characterized as the main necessary predictor construct for quality of life. In addition, Generation Z and Millennials have the highest frequency of use in all smart technologies, with “assisted purchase” being the most widely used.

Finally, the effect of the pandemic changed the consumption routine with supermarkets, not being a mere option but a necessity in the context of a smart city.

As a result, the proposed model was consistent, showing that all direct and indirect SEM paths were validated, highlighting data security and privacy and resilience issues. In addition, the NCA method complemented the procedures performed in the SEM phase.

A city's resident population is strategically the most valuable segment among those targeted by place marketing practitioners. Residents' quality of life and their satisfaction with their city of residence should be the ultimate aim of place management. The aim of this paper is, therefore, to develop a conceptualisation of place satisfaction for city residents that can be applied by place managers.

By reviewing prior definitions and conceptualisations of the related concepts of quality of life and satisfaction, a model of city resident place satisfaction is presented.

From a broad survey of the literature, three main fields were identified that have dealt with satisfaction – psychology, sociology and human ecology, and marketing. Drawing on, and integrating insights from, these separate, yet interrelated fields, the concept of resident place satisfaction is established and then the identified components of the working model of resident place satisfaction are presented.

The tensions facing place managers in satisfying internal targets' interests are outlined, followed by examples of performance measures and indicators designed to support place managers' complex task of positively shaping the lifestyles of their city inhabitants, workers and pleasure seekers.

The sub‐field of place management and marketing has emerged in the last decade and recognises satisfaction with a place as important, but, as yet, this concept remains theoretically undeveloped. This paper draws on concepts from other, related disciplines to establish the concept of resident place satisfaction as a contribution to the theory and practice of place management.