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Outside of Europe and the United States, the knowledge on skills dynamics is scarce due to a lack of data. We therefore assess whether online data on vacancies and applications to a job board can help fill this gap. We propose a taxonomy with three broad categories – cognitive, socioemotional, and manual skills – and 14 commonly observed subcategories, which we define based on unique skills identified through keywords and expressions. The taxonomy is comprehensive but succinct, suitable for developing and emerging economies, and adapted for online data. We then develop a text-mining approach to implement the taxonomy. Based on Uruguayan data from the job board BuscoJobs, we find that our model is able to assign skills to 64% of applicants' employment spells and 94% of vacancies. While online data are usually skewed toward highly qualified work, we show that our data include meaningful numbers of vacancies and applicants of intermediate and even lower qualification levels. Our approach relies on data that are currently available in many countries, thereby allowing for country-specific analysis that does not assume that occupational skills are constant across countries. This is key as we find considerable differences between our findings and those using US O-NET data. Finally, we end with an illustration of how our approach can inform the analysis of skills dynamics. To our knowledge, we are the first to explore this approach in the context of emerging economies.

Controversy has long swirled over the claim that Donald Trump's base has deeply rooted authoritarian tendencies, but Trump himself seems to have few doubts. Asked whether his stated wish to be dictator “on day one” of second term in office would repel voters, Trump said “I think a lot of people like it.” It is one of his invariable talking points that 74 million voters supported him in 2020, and he remains the unrivaled leader of the Republican Party, even as his rhetoric escalates to levels that cautious observers now routinely call fascistic.

Is Trump right that many people “like” his talk of dictatorship? If so, what does that mean empirically? Part of the answer to these questions was apparent early, in the results of the 2016 American National Election Study (ANES), which included survey questions that we had proposed which we drew from the aptly-named “Right-Wing Authoritarianism” scale. Posed to voters in 2012–2013 and again in 2016, those questions elicited striking responses.

In this chapter, we revisit those responses. We begin by exploring Trump's escalating anti-democratic rhetoric in the light of themes drawn from Max Weber and Theodor W. Adorno. We follow this with the text of the 2017 conference paper in which we first reported that 75% of Trump's voters supported him enthusiastically, mainly because they shared his prejudices, not because they were hurting economically. They hoped to “get rid” of troublemakers and “crush evil.” That wish, as we show in our conclusion, remains central to Trump's appeal.

Degree apprenticeships are becoming more established within the higher education sector, however within England there are growing concerns around the completion rates of apprentices. Whilst there are a number of factors which could be impacting this, the support structure surrounding apprentices throughout their programme is a key consideration. This study aims to investigate the support relationship between construction degree apprentices and their work-based mentors through the lived experiences of both the apprentice and the mentor.

This study adopted a qualitative cross-sectional approach, collecting data from three focus groups involving Level 6 apprentices from a higher education institution and their work-based mentors based in England. The data was analysed inductively using NVivo 12 software to identify codes and key themes.

The relationship between the apprentice and their work-based mentor is key to the success of degree apprenticeships. The data analysis recognised three key themes: knowledge of the apprenticeship process, support structure and employer provider relationship.

This study is an original contribution addressing a gap in the literature around higher-level apprentices and their work-based mentors, generating and analysing new primary data, identifying ongoing issues and formulating subsequent recommendations for practice. There are also implications for the current English apprenticeship model and those seeking to adopt or adapt it more widely.

The 7th decade manager (7DM) is an overlooked and under-researched group in organisation studies. This paper explores the changes which 7DMs experience in later life through the lenses of age, work and identity.

An interpretivist methodology was adopted and data were obtained via semi-structured interviews with 32 managers across 10 different sectors in England and Scotland. These data were analysed thematically.

Change manifested itself in various contradictory ways across three domains of age, work and identity. Age was experienced dichotomously, with these 7DMs identifying as subjectively younger yet openly (if reluctantly) accepting signs of ageing. They appeared more tolerant and kinder but could be impatient and outspoken. Work remained important, providing structure, a sense of purpose and camaraderie; however, career progression was not. Altruistically, the 7DMs exercised generativity by providing their colleagues with counsel in both work and personal matters. Their sense of self and identity work featured prominently, particularly in the liminality associated with the impending cessation of work. Preparation for the psychosocial transition to retirement was lacking.

This project would have benefitted from a larger and broader cohort demographic. Whether there are any significant gender or ethnic differences in attitudes, values or approaches to work cannot be ascertained from the data obtained. Future studies should therefore include a greater diversity of participants. There may also be merit in investigating if any differences exist for the ex-military 7DM manager compared to others.

Organisations can benefit from greater recognition of the value experienced managers in their later working lives can bring. Both the broader community of managers and their employers would benefit from leveraging the experience, knowledge and attributes of older managers in their passage through their 7th decade and better prepare younger people to succeed them.

Different agencies such as government, employers, professional bodies like the Chartered Institute of Personnel and Development, Trade Unions or consultancies may wish to explore the benefits and practicalities of preparing the individual for the transition to retirement. Importantly, this should address the psychosocial connotations associated with ceasing work. Whilst this applies to all 7th decade workers, we suggest that there are some challenges that are peculiar to being an older manager.

Whilst much is known about older workers, research relating to older managers, especially those in their seventh decade, is largely absent. This paper illustrates the changes and challenges they experience in both their professional and personal lives, some of which seem to be unique to this age group and many of which would benefit from being addressed in organisational policy and practice as well as further research.

Building on the forms of immersion in computer games, this chapter argues that games, whether played alone or with others, require a level of engagement equal to that of immersive artworks. Drawing on concepts from Ernest Adams, Staffan Björk and Jussi Holopainen, the chapter explores how games and digital worlds engage and immerse the viewer through sensory-motoric, cognitive, emotional and spatial elements. These digital spaces position the audience as both participants and co-creators, similar to immersive art forms dating from the 1950s and 1960s, where the shift from passive spectator to active participant, as seen in the works of Allan Kaprow and the Light and Space Movement, is mirrored in contemporary digital practices. This chapter examines how digital tools and new thinking enable unique opportunities for representation, display, engagement and interpretation, where the concept of an expanded narrative, incorporating active spaces and cross-disciplinary collaboration, is crucial for contemporary digital and new media practice. This chapter explores the intersection of art and VR gaming, using Half-Life: Alyx as a case study to demonstrate immersive engagement. Highlighting the impact of the COVID-19 pandemic, this chapter also discusses how cultural and heritage institutions have adopted technology to engage remote audiences. By linking research with practical examples, the chapter illustrates how VR and gaming push the boundaries of immersive experiences, creating novel opportunities for audience interaction and engagement.

This paper aims to unravel the puzzle that the United Kingdom’s high-quality government accounting and fiscal architecture is associated with low-quality outcomes, including poor productivity growth, high public debt, public services which do not meet citizen expectations and historically high levels of taxation. It contributes to public sector accounting research in the fields of fiscal transparency and governance.

This paper uses Miller and Power’s (2013) economization framework and Dunsire’s (1990) concept of collibration to explain why being a global leader in public sector accounting reform and in fiscal and monetary architecture has not protected the UK from weak governance. The intersection of economization’s roles of accounting with modes of government accounting clarifies the puzzle.

Whereas accruals government accounting contributes to fiscal transparency, this is not a sufficient condition for well-judged policy and its effective application. Collibration is the dominant mechanism for mediation in the fiscally centralized UK, but it has failed to deliver stable outcomes, in part because Parliament is limited in its ability to hold back inappropriate behaviour by the Executive. Subjectivization has disrupted adjudication because governments at all levels resist constraints on their behaviour, with unpredictable and often damaging consequences.

This paper provides insights through the combined lens of economization and modes of government accounting, demonstrating the practical value of this conceptualization. Although some causes for unsatisfactory outcomes are specific to the UK, there are cautions for accounting and fiscal reformers in other countries, such as Member States of the European Union.

Although existing literature emphasizes the significance of diversity and inclusion in management roles for employees, there is a notable absence of a standardized scale to assess employees’ perceptions of an inclusive climate, particularly in relation to practices that encourage acceptance of demographically diverse leaders. This study aims to bridge this gap by developing the perceived inclusion climate for leader diversity (PICLD) scale.

The scale development process was carried out in five phases which included: qualitative component (interviews); test for face validity; check for content validity; construct and criterion-related validity; and nomological network testing.

Following the first three phases of scale development, 12 measurement items were produced. Phase four results indicate that PICLD is distinct from both the intercultural group climate scale and diversity-oriented leadership scale, in which all three scales were found to be positively correlated with job satisfaction. Phase five results show that PICLD positively correlates with organizational justice. Organizational justice also mediates the relationship between PICLD and three employee outcomes (performance, engagement and turnover intention).

Organizations are encouraged to be open to suggestions made by managers from historically marginalized groups that motivate diverse leaders to voice their concerns to foster inclusionary climate perceptions among employees. Welcoming diverse managerial perspectives can dismantle systemic barriers, enabling marginalized leaders to thrive while fostering employees’ perceptions of an inclusionary workplace.

This study introduces the PICLD Scale to enhance comprehension of how policies supporting leader demographic diversity impact employee perceptions of inclusive climate. This research also contributes to the advancement of social exchange theory and literature on organizational justice, performance and engagement.

Drawing upon the cognitive-affective processing system (CAPS) framework, the current study proposes a dual-pathway model that suggests self-serving leadership has a positive influence on employee knowledge hiding. The study also examines the mediating effects of relative deprivation and emotional exhaustion, as well as the moderating effect of political skill, to provide a comprehensive understanding of these relationships.

This study employed two-wave time-lagged survey data collected from 644 employees in 118 teams within a company based in Shenzhen, China. Moreover, hierarchical linear modeling (HLM) was used to test the hypothesized relationships.

The results indicated that self-serving leadership positively influenced employee knowledge hiding, and this relationship was mediated by relative deprivation and emotional exhaustion. Additionally, political skill was found to negatively moderate both the direct relationship between self-serving leadership and relative deprivation and emotional exhaustion, and the indirect path from self-serving leadership to employee knowledge hiding through relative deprivation and emotional exhaustion.

This study makes a unique contribution to the knowledge management literature in several ways. First, it introduces self-serving leadership as a predictor of employee knowledge hiding, expanding the current understanding of this phenomenon. Second, it offers a novel conceptualization, suggesting that employees coping with self-serving leadership may experience relative deprivation and emotional exhaustion, and these factors can predict their engagement in knowledge hiding. Third, the research findings on the moderating role of political skill push the boundaries of the knowledge-hiding literature, providing new insights into the conditions under which this behavior occurs.

Social media-induced fatigue has received much attention in recent years. Although studies have discussed the association between related stress and fatigue, few studies have analyzed the media characteristics corresponding to social interaction stress and their effects on fatigue from the perspective of social relations and interaction structure. This paper aims to explore the association between network heterogeneity, social stressors and fatigue from the perspective of a person-environment misfit.

The survey data of 402 social media users were analyzed, and hierarchical regression models were used to validate the proposed theoretical model.

Data analysis showed that supplementary misfits (network heterogeneity) and complementary misfits (information overload and role conflict) positively affect fatigue. Additionally, supplementary misfits can indirectly affect fatigue through complementary misfits. The analysis results also confirmed the positive moderating effect of the relationship climate between network heterogeneity and role conflict. However, the quality of information does not reduce the impact of network heterogeneity on information overload.

This study reveals the mechanisms affecting user fatigue due to a lack of match with the environment. It also provides evidence of stress self-regulation among social media users and suggests how managers can help alleviate it.