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The aim of this study is to examine in detail the impact of technological advancements on the workforce within the tourism industry. Specifically, it seeks to understand the effects of information and communication technologies (ICT), social media, the internet and websites, mobile technologies and other technological developments on workforce dynamics, skill requirements and job descriptions. The research intends to analyze how technological innovations are transforming the workforce and how these transformations are influencing practices within the industry.

This study employs a comprehensive literature review to understand the impact of technological innovations on the workforce in the tourism industry. The research aims to conduct an in-depth examination of empirical data obtained from extensive databases in the fields of technology and tourism and detail the effects of technological advancements on the workforce. Additionally, it includes a general assessment of trends and transformation processes within the sector by synthesizing findings from existing literature on the relationship between technology and workforce.

The results of the research reveal that technological innovations have fundamentally transformed workforce dynamics and job descriptions. Developments in information technology have led to the automation of routine tasks and the creation of high-skilled new job roles. Social media has contributed to the emergence of new job roles and skill requirements, while the internet and websites have altered digital marketing strategies. Mobile technologies have increased the necessity for the workforce to develop mobile skills. Furthermore, big data and artificial intelligence applications have enhanced the workforce’s data management and analysis capabilities.

This study makes a significant contribution to understanding the impact of technological innovations on the workforce in the tourism industry. The findings emphasize how technological changes have altered skill requirements and job descriptions, highlighting the increased need for continuous education and skill development.

The purpose of this study is to investigate the relationship between the workforce environment and corporate social responsibility (CSR) audit report lag while also developing a comprehensive understanding of the moderating effect of media coverage on this relationship.

This paper was based on a sample of 151 French nonfinancial companies listed on the CAC All Shares index and covered an eight-year period, from 2014 to 2021. To test the hypotheses, a feasible generalized least squares regression was applied. Moreover, the authors checked the results using an additional analysis and the generalized method of moment model for endogeneity problems.

Based on a panel data set comprising 960 observations of French firms from the period 2014 to 2021, the results obtained indicate a significant negative relationship between the workforce environment and CSR audit report lag. Additionally, it was found that media exposure moderates the relationship between the workforce environment and CSR audit report lag.

This study contributes to the existing research on workforce environment and CSR audit report lag, potentially providing stakeholders such as employees, employers, regulators and auditors with an environment that shortens the time for issuing CSR audit reports. The findings are also relevant for foreign institutional investors aiming to enhance their investment decisions with more comprehensive information.

The work is innovative as it explores the moderating impact of media exposure on the connection between workforce environment and CSR audit report lag, a topic not extensively studied before. To the best of the authors’ knowledge, no prior empirical studies have examined this relationship within the French context or elsewhere.

The rapid adoption of digital technology forced the leaders to explore and examine the drivers and facilitators capable of enhancing the bank's performance. This paper empirically aims to examine the role of technology acceptance and workforce agility in digital technology adoption in the banking industry. Furthermore, this research examines the mediating role of workforce agility between digital technology acceptance and digital technology outcome.

Influenced by the Attitude–Behavior–Outcome framework, this survey research has been designed to collect data from both high-level executives and low-level executives working in the banking sector undertakings of India. The research adopted a two-step procedure for testing theoretical models using SPSS-AMOS, Version 27. Hayes PROCESS macro (Version 4.3.1; 2023) technique was executed to test the mediation.

The result proved that the banker's acceptance of digital technology positively impacted banks' performance. Furthermore, this study proved that workforce agility has a favorable, significant mediating influence between digital technology acceptance and digital technology outcome suggesting banks design and implement suitable management policies and practices to enhance the technology acceptance mindset of the bankers and promote workforce agility for higher customer relationships and performance.

Being the first-ever research to examine the role of workforce agility, this study proved its mediating effect on effective digital transformation.

Addressing workforce shortages in operations and supply chain management (OSCM) necessitates adaptive measures by both individuals and organizations, with a pivotal role played by Human Resources (HR). This impact pathway delves into how healthcare organizations can effectively manage workforce shortages, informed by HR practices. Through an in-depth understanding of healthcare organizations, the authors pinpoint challenges and concerns linked to workforce shortages. Pathways are proposed to stimulate future OSCM research and collaboration, leveraging innovative and creative methods from the HR field.

Data was collected from various representatives from healthcare organizations to explore how healthcare organizations for people with intellectual disabilities address the challenges stemming from contemporary workforce shortages.

Three pathways were outlined to address workforce shortages in healthcare supply chains, utilizing intellectual disability care as a representative example. These pathways comprise optimizing the potential of the current workforce, illustrating innovative HR practices for enhancing their performance, and proposing strategies for retaining these valuable workers.

Despite its potential, the HR domain remains relatively underdeveloped within OSCM research. The authors show how HR practices can potentially mitigate impending workforce shortages. While utilizing intellectual disability care as a representative example, this paper proposes that the impact pathways identified can be extended to various other healthcare settings.

The authors make the case for concluding that current workforce models stop short at workforce planning. These are not truly integrated approaches that take an inclusive approach to the involvement of stakeholders. Nor do current models put the service users first in terms of designing a holistic workforce development process driven by and for the service user. The authors go on to articulate the key features of such a service user‐focused approach.

The purpose of this APQC (American Productivity and Quality Center) research study is to understand which strategic workforce planning approaches are currently in use; whether these approaches are meeting business needs; and what workforce planning challenges organizations are facing today.

This study involved survey research with 236 valid respondents representing organizations from a wide range of industries, regions, workforce sizes and revenues. American productivity and quality center (APQC) identified 46 “best-in-class” workforce planners from among these organizations based on their consistent achievement of superior results from workforce planning.

Best-in-class workforce planners are doing more than closing skills gaps and reducing skills surpluses. They are optimizing talent. Leveraging technology, varied work arrangements and employee development, they assemble the optimal mix of talent to achieve business goals.

The findings provide insight into how best-in-class workforce planners build a strong foundation for effective workforce planning through the distinctive ways they use process, people, technology and time. Organizations that adopt the practices and approaches of best-in-class workforce planners can drive improvements in their own workforce planning process.

New Zealand is not alone in facing challenges for the building and sustaining of a future health workforce that can meet the needs of a diverse population. In this article, the author describes how New Zealand has begun to build on models developed from the UK and elsewhere to attend to workforce issues in the child and adolescent mental health and addictions sector. The workforce planning development model being implemented by the Werry Centre for Child and Adolescent Mental Health has a solid pedigree, with a very New Zealand focused process for implementation.

The purpose of this paper is to identify and review the leadership challenges in workforce planning, paying special reference to adult social care primarily in England (UK) whilst raising leadership issues that have international resonance.

This is a viewpoint which presents a distillation of key issues, challenges and relevant literature spanning workforce planning, human resources and social care.

The paper finds that growing demands on services, rising expectations for personalised care and support, together with the provision of safe and effective joined up care are some of the key drivers facing social care and wider public services. Leaders need to ensure a robust data and evidence base, sound interpretation of intelligence as well as building integrated approaches to workforce planning both within and between services.

Workforce leadership provides the bedrock to ensuring social care builds the workforce required for the future. As services undergo redesign and transformation the workforce planning task is more important now than ever and is a key responsibility for every organisation's leadership, including chief executives, commissioners and workforce specialists.

Workforce planning in social care is afforded relatively little attention and the analysis presented in this paper provides the stimulus for debate.

This paper aims to critically examine the discourse on the disability workforce in Australian tourism policy and planning documents.

This research draws on a database of 490 Australian tourism policy and planning documents, across national, state, regional and local levels of governments, destination management organisations and peak industry bodies, to systematically examine the issues pertaining to disability workforce over the ten-year policy cycle (2013–2023), through critical discourse analysis.

Analysis revealed 20 of the existing 490 documents had mentions of the inclusion of people with disability (PWD) in the tourism workforce. Through critical discourse analysis, the nuances of political attitudes are evident. Tourism policies tend to exert a cautious approach towards the inclusion of PWD employment. PWD do not have a strong voice when it comes to the formation of tourism policy, especially not as members of the tourism workforce.

This research underscores an emerging call for the government’s commitment to considering the underrepresented social group of PWD in the tourism workforce. By shedding light on critical discourse analysis of the disability workforce, tourism scholars and practitioners understand the current challenges and explore opportunities to implement tangible actions for an inclusive work environment for all.

The research is novel and innovative as it critically examines the discourse of the disability workforce in the tourism sector through an institutional theory perspective. The limited emphasis of government policies on the disability workforce may result in missed opportunities to encourage meaningful employment engagement of PWD in tourism organisations. Consequently, this research contributes a tripartite model of policy recommendations that explicitly articulates the mechanisms for change that are tailored to tourism workforce and advocates for the active voices of PWD community in the policy formation process.

本研究旨在对澳大利亚旅游政策和规划文件中有关残疾人劳动力的讨论进行批判性话语分析。

本研究采用了490份澳大利亚旅游政策和规划文件, 涵盖了国家、州、地区和地方政府、目的地管理组织和行业峰会机构的文件, 系统地分析了 2013 年至 2023 年的10年政策周期内有关残疾人劳动力的讨论。

分析显示, 在现有的 490 份文件中, 有20份提到了在旅游业中的残疾和工作包容性。通过批判性话语分析, 可以看出政治态度的细微差别。旅游政策在雇佣残疾人时往往采取谨慎的态度。在关于旅游业工作政策的制定过程中, 残疾人的声音略显薄弱。

本研究强调了政府应致力于考虑残疾人这一少数社会群体在旅游劳动力中的参与度。通过揭示残疾人工作的批判性话语分析, 旅游学者和从业者能够了解当前面临的挑战, 并采取切实可行的措施来创造更具包容性的工作环境。

本研究具有新颖性和创新性。它从制度理论的角度批判性地审视了旅游业中残疾人工作的讨论。政府政策对残疾人工作的重视不足可能导致错失在旅游相关公司促进残疾人有意义的就业参与机会。因此, 本研究提出了一个三方政策建议模型, 明确阐述了针对旅游业工作的变革机制, 并倡导在政策制定过程中积极听取残疾人社区的建议。

Este artículo tiene como objetivo examinar en profundidad el tema del personal discapacitado en los documentos de política y planificación turística en Australia.

Esta investigación parte de una base de datos de 490 documentos de política y planificación del turismo australiano del gobierno a nivel nacional, estatal, regional y local, de las organizaciones de gestión de destinos y de los organismos del sector turístico, para examinar sistemáticamente las cuestiones relativas al personal con discapacidad a lo largo del ciclo político de 10 años (2013–2023).

El análisis reveló que 20 de los 490 documentos existentes mencionaban la inclusión de personas con discapacidad (PcD) en el empleo turístico. El análisis crítico del discurso pone de manifiesto los matices de las actitudes políticas. Las políticas turísticas tienden a adoptar un enfoque cauteloso hacia la inclusión laboral de las PcD. Las PcD no presentan una voz fuerte cuando se trata de la formación de la política turística, especialmente como miembros del empleo turístico.

Esta investigación destaca la necesidad emergente de un compromiso gubernamental para considerar al grupo social subrepresentado de personas con discapacidad en el empleo turístico. Al arrojar luz sobre el análisis del discurso crítico del empleo turístico con PcD, los investigadores y profesionales del turismo comprende los retos actuales y exploran las oportunidades de poner en práctica acciones tangibles para un entorno laboral inclusivo para todos.

La investigación es novedosa e innovadora, ya que examina en profundidad el personal con discapacidad en el sector turístico bajo un enfoque de la teoría institucional. El limitado énfasis de las políticas gubernamentales del personal con discapacidad puede hacer que se pierdan oportunidades de fomentar una participación laboral significativa de las PcD en las organizaciones turísticas. En consecuencia, esta investigación aporta un modelo tripartito de recomendaciones políticas que articula explícitamente los mecanismos de cambio adaptados a los trabajadores del sector turístico y aboga por la participación de la comunidad de PcD en el proceso de formulación de políticas.