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The conceptual framework of Multicultural Hybridism is adopted to reflect the emerging themes of transnationalism and superdiversity in the context of ethnic minority migrant entrepreneurs breaking out of their ethnic enclaves into mainstream economy. It is constructed as an extension of Mixed Embeddedness theory (Kloosterman, 2006), given that ‘Multicultural Hybrid’ (Arrighetti, Daniela Bolzani, & Lasagni, 2014) firms display stronger resilience with a higher survival rate than enclaved businesses (Kloosterman, Rusinovic, & Yeboah, 2016). With further integration of incremental diversification typology (Lassalle & Scott, 2018), the current study adopts Multicultural Hybridism as a lens to explore the opportunity recognition capabilities of transnational, migrant entrepreneurs who are facilitated by the hybridity of opportunity recognition (Lassalle, 2018) from linking host-country and home-country cultures. The hybridity of opportunity recognition focuses on access to markets and resources between transnational ethnic and local multicultural mainstream markets. Through the theoretical lens of Multicultural Hybridism, interviews with 16 Birmingham-based Chinese migrant entrepreneurs have been analysed to shape a dynamic understanding of the multifaceted concept of breakout in a superdiverse and transnational context. The multilayered interpretation of breakout provides an enhanced understanding of the diversity of hybridism between transnational ethnic and local multicultural mainstream markets. This is seen from the perspectives of firm growth and social integration in the current locations and future spaces of transnational migrant entrepreneurs. It goes beyond the narrow imagination of breakout as an economic assimilation process, avoiding the singular conceptualisation of the host-country mainstream market as the only breakout destination for transnational ethnic entrepreneurs.

The purpose of this study is to examine the issues relating to recruiting highly skilled managerial and professional staff experienced by multinational companies (MNCs) manufacturing in six Asian countries, namely Indonesia, Malaysia, Philippines, Singapore, Taiwan and Thailand.

Data collected from 529 MNCs were used to examine critical human resource planning and recruitment concerns of companies operating in high growth “Dragon” and newly developed “Tiger” economies. The study examined the differences in recruitment practices between manufacturing and service companies and the issues relating to how manufacturers maintain an adequate skills basis.

There appears a considerable extent of battle for talent among Dragon and Tiger economies with the latter required to be more aggressive as they attempt to sustain growth. Manufacturing companies are experiencing a higher demand for more job‐related managerial and technical capabilities whilst competing with service companies that are also in need for more talent. To succeed, manufacturing MNCs will need to adopt a strategic approach for recruitment and retention, and internal capability training to maintain their skilled employees in order to sustain competitive advantage.

The results shown in the paper provide manufacturing MNCs with insights into managerial and professional recruitment trend in Asia.

HFS pieces together a collage of lodging, car rental, real estate, and related businesses. With its latest merger, the whole may become greater than the sum of its parts.

Jobs fundamentally influence and are influenced by individuals, organizations, and societies. However, jobs themselves are largely conceptualized in an atomized and disembodied way. They are understood as being designed, altered, and dissolved and bringing their consequences one at a time. I advance an alternative view of jobs as a system of ties that span jobs, organizations, and the environment beyond organizational boundaries. These ties create Gordian Knots that hold jobs in place and explain how they change. I illustrate the model with case study evidence and propose an agenda for research on jobs as organizational systems.

Scholars have argued that changes in the U.S. corporate economy in recent decades transformed labor market institutions in revolutionary ways. Although there is a fair amount of evidence in support of these claims, other studies suggest that labor market change in this period was more gradual. This paper synthesizes research from multiple disciplines to assess whether the transformation of two main labor market structures – closed employment relationships associated with internal labor markets (ILMs), and job structures within these ILMs – was revolutionary or evolutionary in recent decades. It then specifies implications of the labor market transformation process for human resource management (HRM), and concludes by suggesting avenues for future research.

Reviews the literature on career mobility and considers its implications for career development practices within organizations. Focuses on individualistic and organizational perspectives and identifies a range of factors which facilitate or inhibit the mobility process. Identifies a range of career development implications including changing notions about what constitutes a career, the need to take into account business issues and the move towards joint career planning.

This paper explores the careers of four Research Centre Directors located in university art and design departments in the UK. It examines on a case by case basis the relationship of cause and effect during critical moments of career progression. The research reinforces previous findings that suggest that promotion within Higher Education is greatly enhanced by research performance over teaching. The study goes much further in exploring the underlying relationships between the “entrepreneurial” and “autonomy” career anchors of Research Centre Directors and the corresponding impact on power relationships as their personal capital grows. In conclusion, the paper reports that a Research Centre Director’s career trajectory may be determined not only through responsibilities and research reputation in the field, but also through skilful application of political nous, strategic awareness, and tact in marrying internal research agendas with that of the Research Centre.

This article examines the discourse of appointment, promotion, and tenure (APT) documents for academic librarians. Discourse analysis can illuminate the social role of language, social systems, and social practices.

This qualitative research analyzes the APT documents for librarians from a group of US universities (n = 50) whose librarians are tenured faculty (n = 35). Linguistic features were examined to identify genre (text type) and register (language variety) characteristics.

The documents showed strong relationships with other texts; vocabulary from the language of human resources (HR); grammatical characteristics such as nominalization; passive constructions; few pronouns; the “quasi-synonymy” of series of adjectives, nouns, or verbs; and expression of certainty and obligation. The documents have a sociolinguistic and social semiotic component. In using a faculty genre, librarians assert solidarity with other faculty, while the prominent discourse of librarians as practitioners detracts from faculty solidarity.

This research is limited to librarians at US land grant institutions. It has implications for other research institutions and other models of librarian status.

This research can help academic librarians fulfill their obligations by understanding how values encoded in these documents reflect positive and negative approaches.

Higher education and academic librarianship are in a state of flux. Understanding the discourse of these documents can help librarians encode appropriate goals and values. Little has been written on the discourse of librarianship. This is a contribution to the understanding of librarians as a discourse community and of significant communicative events.