Does congruence between espoused and enacted organizational values predict affective commitment in Australian organizations?

This article explores the motives of individuals to accept international assignments. It uses a combination of qualitative and quantitative research methods to further our understanding of how important a variety of items are in the decision to work abroad. Employing a mutual dependency perspective it contrasts individual motives and organizational perspectives. Organizations significantly underestimate the importance of career, work/life balance and development considerations and overestimate the financial imperative and some family motives. The analysis showed that for individuals some of these factors significantly relate to outcome variables in terms of the perceived career capital accrued from assignments. The study presents a more nuanced picture of influence factors on the decision to go and advocates the use of context-sensitive, multiple perspectives. Practical implications for multinational organizations are discussed.     

Mind the gap: national and local partnership in the Irish public sector

This article uses case study data from a major Irish city council to investigate and explain public sector worker attitudes towards social partnership at local and national level. It is argued that the more sceptical attitudes to workplace partnership reflect structural differences between local and national arrangements, which have enabled public sector employers to use ‘social partnership’ as a constraint in the implementation process of a pre‐determined public sector reform agenda.     

The Gap between Male and Female Pay: What Does the Case of Hotel and Catering Tell Us?

This article discusses the gap between men's and women's pay with particular reference to the hotel and catering industry.

The general causes of pay inequality are reviewed and their relevance to hotel and catering assessed. The general conclusion is that the dismantling of the Wages Councils, the fragmentation of pay structures and the contracting out of Catering services are all likely to cause a deterioration in Women's pay relative to men's. Furthermore, the gap between the average pay of men and women is likely lo compare even less , favourably in the ,future. The effect of this deterioration may be masked if increasing numbers of men are forced to compete with women for low paid jobs in service industries.     

Retailer internationalization: overcoming barriers to expansion

This paper develops an understanding of the barriers to retailer foreign market expansion focusing on SME retail firms. A qualitative methodology was adopted to obtain a holistic understanding of the key barriers to international expansion experienced by retailers from both the firm and industry-level perspectives. In light of the findings from the case companies and industry organizations in this study, the paper concludes that the main barriers to foreign market expansion experienced by SME UK retailers, both at the entry and growth stages, comprise internal and external factors. This paper not only provides an understanding of the barriers encountered by SME retailers but also considers how such problems may be overcome.     

Human resource management and performance in the Barbados hotel industry

This article measures the effect of human resource management (HRM) on performance in the hotel industry in Barbados. It used a quantitative survey covering 46 hotels out of a population of 75 hotels. The respondents were hotel's management, being either a general manager, human resource (HR) manager or line manager. Similar to Hoque's study of UK hotels, the impact of internal and external fit and the universal relevance of HRM were tested. The findings showed no major support for external fit, universal relevance and internal fit in the Barbados hotel industry. All the hotels perceived themselves as performing well, given the focus on quality and targeting high spending tourists. A quest for high service pushes the industry more towards best-practice ‘HRM’ rather than best fit.     

Technical education in Scotland: Fit for purpose?

As Technical education strains to find a niche in the educational market place, are teachers suffering from a crisis of confidence? How comfortable are they with the ever-changing curriculum, with the subjects they are teaching and the reasons why they are teaching them? The broadening of the Technical curriculum in secondary schools to include Practical Craft Skills has proved popular with some teachers, while others perceive a drift back to a purely skills based curriculum along with a further deterioration of the status of Technical departments. This paper explores the present state of Technical Education in Scotland through the analysis of an online survey of 95 practising teachers and an investigation of employers’ entrance requirements for apprenticeships in the engineering and construction industries. The results indicate a degree of conflict among staff regarding the role of Technical education, coupled with limited recognition for Technical subjects among employers.     

Exploring the motives of company-backed and self-initiated expatriates

Few studies have investigated the range of issues considered important to the decision to move abroad for expatriates, particularly comparing the company-backed and self-initiated expatriate experiences. This study contributes to an important gap in current research about the drivers of both company-backed and self-initiated expatriation. It reveals details about the diverse motivations to undertake an expatriation and the similarities and differences between these two groups. Through a web-based study, the structure of the motivational components considered influential to the decision to move abroad was explored and quantitatively assessed. Principal component analysis (PCA) suggested an eight-factor model. Scales developed from the model highlighted significant differences between the motivations of the self-initiated and company-backed across three key areas. Location and host reputation motives were significantly more important to the self-initiated suggesting that the desire to move to a particular country and characteristics of that country were primary drivers. Company-backed individuals placed significantly more emphasis on specific career motives including job, skills and career impact. Discussion focuses on the motivational gestalt of the two groups providing a better understanding of the underlying attitudes and actual vocational choices of self-initiated and company-backed individuals. The paper poses a theoretical distinction between the self-initiated and company-backed expatriate, exploring the implications for career and international management theory. Practical implications are rehearsed, exposing areas for further research.     

The role of ICTs in the servitisation and degradation of IT professional work

Recently IT work has been subjected to management approaches that apply production methods to service work. Specialised information and communication technologies (ICTs) used by IT professionals have played an important role in this ‘service turn’, but this has not been adequately explored in the literature. Via a qualitative study of IT professionals situated across the servitised IT functions of five UK‐based organisations, this article considers how these ICTs are inscribed with managerial logics that afford control benefits to managers while undermining professional autonomy and job quality. The article makes two main contributions to the literature. Firstly, it sheds light on how ICTs introduced into organisational IT functions support managerial control objectives and impact the job quality of IT professionals. Secondly, it suggests that ICTs may infect the logic of professionalism that takes pride in the quality of the work performance with a dominant managerial logic that places an emphasis on meeting management objectives.