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Motivated by the organizational challenge coined the great discontent, employees are dissatisfied with their jobs, see minimal opportunities for growth and are actively searching for new roles. This research aims to take a novel approach to internal communication strategy by introducing employability culture and leadership empowerment as mechanisms for supporting employees' career growth and additional positive workplace outcomes.

An online survey was designed and administered in the United States. The final sample size includes 425 full-time employees working in a variety of roles, industries and work arrangements.

Findings point to the inherent need for revised internal communication strategy that goes beyond managing and disseminating information. Organizations must develop cultures and their leaders in ways that empower employees and help them understand the meaning of their work. Employability culture, or an organization's support for developing employees' adaptive skills as work roles change, positively predicted employees' perceptions of their career growth opportunities at their current place of employment, employee loyalty and engagement, and job satisfaction. Leadership empowerment behaviors also positively predicted all previously listed workplace variables. These perceptions as influenced by work arrangement (onsite, hybrid, fully remote) and younger versus older generations were also analyzed.

Research findings offer new strategies for internal communications. Internal communication teams can partner alongside executive leadership to develop a culture that helps employees envision how their skills and expertise translates to different areas of the organization, empowering them to find meaning in their work, and be driven to support organizational growth.

The purpose of this viewpoint is to examine the reasons why so many employees around the world are choosing not to go back to work as the COVID-19 pandemic eases.

The viewpoint is an overview of the various viewpoints expressed on this topic and the author’s perspective on the most likely reasons and what companies can do to prevent this “discontent” from spreading.

Companies need to carry through on their newfound commitment to citizenship and purpose beyond shareholder value to find a new capital/labor equilibrium.

While individual views on this topic have been covered, this is a comprehensive perspective and recommendation on dealing with the issue.

Drawing its arguments and conclusion from a ten-year survey on workers’ experiences of labour disputes, along with anticipation of trade union reform, the purpose of this paper is to discuss the interaction between labour resistance and its potential for institutional change in the field of labour relations in China.

This paper uses a longitudinal cohort study carried out between 2006 and 2015. The survey was conducted every two years, specifically in 2006, 2008, 2011, 2013 and 2015, in Guangdong Province, China. Questionnaire and interview methods were used; 2,166 valid sample questionnaires were collected, and 215 interviews were carried out over the research period.

An increase in collectivized disputes in China has given rise to an escalation of labour action, characterized by wildcat strikes. Joint action has strengthened the bonds among work colleagues, and it has become more important for workers to pay attention to their rights and interests. In terms of organization, two viewpoints towards union reform were revealed: the pragmatist and the idealist perspectives. Workers with greater experience of resistance were more modest in terms of demands for union reform, while workers with some experience called for their union’s independence from the party-state.

The data contained industry bias, as too many respondents were from electronics-manufacturing and textile and apparel plants.

This paper is original, and increases awareness of the development of the labour movement in China.

Continues an examination of the Gorbechev era (1985‐91) in Soviet development as an example of a movement towards a more democratized form of Soviet‐style socialism. An earlier artilce focused on underlying causes and origins of this democratized version of Soviet socialism and its institutions and policy measures. Extends analysis of the Gorbachev period to consideration of its economic and political consequences and its tensions and contradictions, leading to disintegration of the Soviet politico‐economic system.

In this chapter, the emerging education workforce management approach known as talent-centered education leadership (TCEL) is reviewed. The approach takes inspiration from progressive and cutting-edge talent management thinking and practices that emphasizes employers' intentional focus on humanizing and authentically engaging with their workforce. Pertinent to the theme of the book, the discussion then segues to the importance of diversity and inclusion as a precursor for these efforts and demonstrates how equity and organizational excellence are mutually compatible in the workplace. Relatedly, consideration is given to how traditional perceptions of “professionalism” can exacerbate inequity in the workplace. The chapter concludes by highlighting the seven core principles of TCEL to prepare school employers to embrace the future of education work.

Most fashion advertising in the UK uses and targets young, slim women (and/or men). The purpose of this paper research is to ask whether this approach is relevant and appropriate to older women, who make up a large and growing segment of the market, and who generally have more disposable income to spend on clothes.

Adapted qualitative techniques were used to examine two groups of women, one younger and one older. The Contour Drawing Rating Scale was used to examine the women's self‐image and the ideal size they perceived models should be. Triadic Sorting with laddering interviews revealed how the women perceived some recent adverts.

Although the older women, on the whole, were larger than the younger women, they displayed a greater level of satisfaction and contentment with their body's size and appearance. Both groups felt that fashion models should be larger than they are currently and the older women, in particular, felt that the advert using “normal‐sized” women was the most effective in selling product.

Directed towards the creators of fashion advertising and fashion retailers, this research was one of the first attempts to uncover how older women view fashion advertising. It reveals that while older women do not necessarily expect to see women of their own age in adverts they do require that the models are more reflective of “normal‐sized” women going about “normal” activities. In short, to interest them in the products being sold, they need advertising to be relevant to their everyday lives, without being condescending or resorting to escapism.

This paper represents one of the first research studies in the UK to explore older “normal” women and their perceptions of body‐image related to fashion advertising. It also uses specifically adapted qualitative methods to achieve its purpose.

Discusses the present‐day economic trans‐formation sponsored by the IMF in the direction of privatization in the Commonwealth of Independent States. Chooses as case study the Muslim CIS bloc as the perfect example of the fiasco of the prescriptions of structural transformation by the socialist and capitalist orders. Adopts a methodological and empirical approach to demonstrate the extreme destabilization and disequilibrium, which are shown to remain embedded in these prescriptions of change. Hence, the monetary, fiscal, trade and pricing policies prescribed by the IMF are under attack as much as the old socialist prescription is shown to have been an unreal one. Gives a brief history of the Muslim CIS bloc pointing to an altogether different approach to structural change desired by these people: the world view of Islam in socioeconomic matters. Gives details of this to bring out the nature of this world view in the form of a universally knowledge‐based model of structural change. Discusses the policy implications in the context of this Islamic knowledge‐based world view.

THE note of the Conference at Harrogate was the question of unemployment in relation to libraries. The arguments advanced were intended for the wider public rather than for librarians, and reproduced a now fairly familiar argument that the issues of books from libraries have increased by leaps and bounds since the beginning of the depression. It is quite clear that many men who normally would not read quite so much have turned to books for consolation and guidance. The fact that branch libraries were closed at Glasgow as an economy measure, and were afterwards re‐opened under the force of public opinion, would emphasize the opinion generally held that in times of economic stress it may be an even greater economy to increase expenditure upon libraries than to curtail it. This argument is, of course, in a region which the average material mind of our governors cannot always reach. It is nevertheless true, and the Conference provided ample evidence of its truth.