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The purpose of this study is use a bibliometric analysis to explore the relational nature of knowledge creation in WFM in operations. Companies live under constant pressure to find the best ways to plan their workforce, and the workforce emangement (WFM) is one of the biggest challenges faced by managers. Relevant research on WFM in operations has been published in a several range of journals that vary in their scope and readership, and thus the academic contribution to the topic remains largely fragmented.

To address this gap, this review aims to map research on WFM in operations to understand where it comes from and where it is going and, therefore, provides opportunities for future work. This study combined two bibliometric approaches with manual document coding to examine the literature corpus of WFM in operations to draw a holistic picture of its different aspects.

Content and thematic analysis of the seminal studies resulted in the extraction of three key research themes: workforce cross-training, planning workforce mixed methods and individual workforce characteristics. The findings of this study further highlight the gaps in the WFM in operations literature and raise some research questions that warrant further academic investigation in the future.

Likewise, this study has important implications for practitioners who are likely to benefit from a holistic understanding of the different aspects of WFM in operations.

Purpose – We analyze segregation between immigrants and natives at the firm level and explore the connection between segregation and wage inequality in Switzerland.

Methodology/Approach – Our approach accounts for the interaction between skill level and immigration status (work permit). First, we calculate exposure rates in order to analyze segregation at the firm level along these two dimensions. Second, we examine the role of segregation in the explanation of wage inequality between different skill–nationality groups. We use data from the Swiss Wage Structure Survey 2002, an employer–employee database that records individual wages among a very large sample of establishments in all industries, covering approximately 42,000 firms and 1 million workers.

Findings – Our results show that interfirm segregation is particularly pronounced for unskilled foreign workers and for recently arrived, highly skilled foreigners. The former earn lower wages than equally skilled Swiss workers, and the latter are paid higher wages than highly skilled Swiss workers. In both cases, interfirm segregation accounts for almost the entire wage differential.

Originality/Value of paper – This paper presents a generalization of the approach used by Groshen (1991) to the multigroup case by defining segregation with respect to the two dimensions of nationality and skill. The use of multigroup exposure rates is common in studies of neighborhood segregation (e.g., Bayer et al., 2004), but our paper shows that they can also be fruitfully applied in the analysis of interfirm segregation and wage inequality.

Models of career success outcomes have specified that gender is one covariate, among many. Theoretical reasons why gender is better specified as a moderating variable are advanced. The purpose of this paper is to examine empirically how gender moderates that influence of personal and structural factors on objective (total compensation, and ascendency), and subjective (perceived success) career outcomes.

The research draws on a sample of 521 chief executive officers (CEOs), executives and managers. Multivariable (step‐wise) linear regression was employed to examine simultaneously the influence of the predictor variables on career success outcomes.

Even after controlling for explanatory influences on career success, gender influences remained. Gender moderated the predictive influence of international experience on compensation, ascendancy, and perceived success. The findings also illustrate that career development models should be situated by (private versus public) sector and specify systemic gender differences in career success outcomes.

The survey response rate was problematic. A response rate of 9 percent was lower than ideal. In this context, scholars note low‐response rates in mail surveys targeted at senior executives and CEOs. The attending limitation of self‐report responses and retrospective perceptions are also acknowledged.

The findings alert women about the importance of career preparation (role investment), such as graduate education and international experience, key credentials to executive‐level advancement. Women executives are also encouraged to seek clarification about compensation relative to their male counterparts.

Most studies about career success are mute with respect to how gender moderates the strength of personal and structural predictors on career outcomes. Given evidence about gender differences in how managers perceive success, examination about the influence of gender on subjective career outcomes is also warranted. Finally, the preponderance of studies about women's career experiences are based on American samples and/or sectors such as high‐tech. Public and service‐based industries, sectors historically populated with women, are often excluded from research. This work addresses the need for generalization by drawing on a across sector of Canadian managers, executives, and CEOs.

Looks at the 2000 Employment Research Unit Annual Conference held at the University of Cardiff in Wales on 6/7 September 2000. Spotlights the 76 or so presentations within and shows that these are in many, differing, areas across management research from: retail finance; precarious jobs and decisions; methodological lessons from feminism; call centre experience and disability discrimination. These and all points east and west are covered and laid out in a simple, abstract style, including, where applicable, references, endnotes and bibliography in an easy‐to‐follow manner. Summarizes each paper and also gives conclusions where needed, in a comfortable modern format.

This paper aims to examine and analyze the effects of government policy, quality of human resources and professional institutions on workforce competitiveness using welding technology variable as a mediating variable.

This study used quantitative research by using partial least square – structural equation modeling (PLS-SEM) to analyze the collected data.

Based on the results of the analysis, it was noted that there was a significant influence between government policy, quality of human resources and professional institutions on welding technology. The coefficients are characterized by a positive direct relationship, which means that the higher the quality of government policy and human resources professionals variables, the higher the value of the institute of welding technology.

This study recommends that government should create policies that have benefits to competitiveness of Indonesian workforce. Implications from this study support government to use the model to determine and initiate policies in the field of welding as well as establish clear and standardized operating standards and recruitment process (government apparatus) that can accommodate the competitiveness of welding workers in Indonesia.

The originality of this paper is that the participatory approach was adopted in this study using PLS-SEM. In addition, this study was one of the first studies to carry out research at the BNSP office, BLK-Bandung-Jakarta, Makassar, B4T and dismiss the Ministry of Manpower and the Ministry of Industry in Jakarta, Indonesia, where there was no research in this location. Previous studies conducted research in various case studies.

The purpose of this paper is to examine whether individual experiences at workforce entry affect later job satisfaction.

This study utilized the British Household Panel Survey for the years between 1991 and 2008. Ordered probit estimation is used for the analysis. Also fixed effect and pooled ordinary least squares methods are employed to make robustness check.

The results of the analyses show that people who enter the workforce when the unemployment rate is high have less job satisfaction even in later ages compared to the ones who enter the workforce when the unemployment rate is lower. Even controlling for important factors on job satisfaction, such as industry and occupation differences, age, gender and income, the effect of workforce entry conditions on job satisfaction continues to survive. The results indicate that high unemployment has larger and longer lasting negative welfare effects than commonly predicted.

An increment in workforce entry unemployment rate causes lower job satisfaction even years later of these early workforce experiences. The results indicate that high unemployment has larger and longer lasting negative welfare effects than commonly predicted.

The study is among the few that investigates macroeconomic experiences on job satisfaction and the first one providing evidence on the negative effect of entering the workforce in worse economic conditions on later job satisfaction.

Two major trends – demographic shifts in the working-age population, and the proliferation of web technologies – are having a profound and generally unrecognized effect on the nature and characteristics of work, and on opportunities for the mature workforce. Key features of the workplace point to seven broad work trends. These trends have significant implications for organizations and for older workers. Six interdependent organizational changes are central to the far-reaching effects on enterprises and operating approaches. These changing work characteristics require certain essential behaviors for mature workers to be successful in the contemporary work environment. Such a dynamic workplace provides opportunity to introduce new thinking and propose new models. Realigning organizational and workforce interests calls for developing solutions beyond the individual level, reorienting enterprise capabilities, and reframing of the organization development practitioner role as work ecosystem advisor. High-leverage strategies and systemic interventions, such as multiconstituent initiatives and action research, can be used to influence constructively the multifaceted world of work.

This paper outlines a theoretical framework for studying the integration of ethnically diverse workforces in public service organizations. Individual and work group characteristics are viewed as determinants of social identity and organizational identification. Social Identity theory suggests that individuals develop self‐concept through identification with salient groups, including ethnic groups and organizational roles. The extent to which these identifications are competitive or synergistic may depend upon organizational and work group characteristics and on organizational policies concerning selection, performance appraisal, and rewards. Cross‐functional teamwork may provide an integrative mechanism which can promote intergroup relations and encourage greater organizational commitment among an ethnically diverse workforce. Cross‐functional teams can contribute to reduced intergroup conflict and promote the development of organizational identification. The benefits of cross‐functional teams will be particularly important in situations where the workforce is diverse, but work groups are ethnically homogeneous.