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The study seeks to classify retailer‐driven clothing supply networks to provide new insights on their structure and operation and examine whether or not differences are evident in the types of networks operated by different types of retailer.

A large‐scale empirical investigation is conducted of 73 supply networks operating with 26 Sri Lankan apparel manufacturers, representing 39 major retailers. In‐depth interviews and survey methods are used, representing qualitative and quantitative approaches, respectively.

Six primary types of clothing supply network are identified. A strong association is shown between retailer type and network type, specifically for networks operated by established brand retailers and by value players such as supermarket retailers. The typical attributes of the supply networks of each type of retailer are compared.

Although the empirical study is large, it is limited to supply networks with prime manufacturing partners located in Sri Lanka. The country is important in global clothing production, serving many prominent global retailers. Studying and comparing supply networks anchored in other regions will provide a valuable comparison with the findings here.

The study has implications for clothing retailers in analyzing, managing and developing their networks. For manufacturers, it provides insights to understand the network structures operated by different types of retailer for different classes of garment. The study also offers insights for policy makers in clothing producing regions.

A new empirically based classification is presented for clothing supply networks. The diversity in network types has not previously been shown. The comparison of networks of established brand retailers and value players provides empirical evidence of differences not reported previously. The findings enrich both the theoretical and empirical bases for sector‐specific supply network studies.

This research explores anticipated long-term change in the retail and services marketplace, directly arising as a result of the Covid-19 pandemic.

A series of 20 in-depth interviews were conducted with retail and service stakeholders (executives, suppliers and thought-leaders) from across Asia-Pacific (New Zealand and Australia), the United Kingdom, Europe and the United States.

We identify six guiding principles for long-term change in the retail and services sector required to guide future business development and practice, including embedding new ways of working, rethinking the role and purpose of physical space, prioritizing digital elements, integrating employees in community, building agile supply and planning for future turbulence.

The Covid-19 pandemic is different from prior disruptive experiences in that it was a sudden shock to business and was collectively experienced by firms, workers and consumers across the globe. This research provides a view of decision-makers’ sensemaking and anticipated changes impacting the future retail and services marketplace.

This paper aims to analyse the impact of globalization on the manufacturing operations of industries and industrial districts and how it influences the specialization and diversification of manufacturing decisions.

The sample includes 9,684 Spanish manufacturing textile firms and the analysis is both cross‐sectional and longitudinal.

The results show that globalization tends to diminish the district and subsector effects over time, but they also show the positive impact of specialization on productivity and of diversification on business growth.

The paper indicates to managers that the production function in textile firms has viability in Europe through achieving specialization and efficient operations management.

Workplace learning and HRD are considered legitimate topics for study and investigation alongside organisational strategies and practices. Considers key themes in the workplace earning literature in addition to its relationship with HRD. Identifies a paradigm shift from formalised, intermittent and discontinuous learning to increasingly informal, experiential, asynchronous and real‐time situated learning. Highlights three contemporary themes in both the workplace learning and HRD literatures, namely: knowledge, expertise, competence and capability; organisational learning; and employability and career issues.

Most articles in the field of management evidence that knowledge transfer enhances firms’ innovation, productivity and employment. Despite of the amount of studies a systematization of dimensions of knowledge transfer and its effects on firms sustainability is still absent. The purpose of this paper is to fill this literature gap.

The author proposes a conceptual paper aimed to provide a framework for classifying knowledge transfer and its effects on firms’ competitiveness.

The paper provides a conceptual paper on the role of innovation for sustainability.

The author’s perspective on knowledge for sustainability is a topic of great interest for managers, practitioners and policy-makers.