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This paper aims to examine transferable skills and viable career transition pathways for hospitality and tourism workers. Future career prospects are discussed, along with the importance of reskilling for low-wage hospitality workers.

A network analysis is conducted to model skill relationships between the hospitality industry and other industries such as health-care and information technology. Multiple data are used in the analysis, including data from the US Department of Labor Occupational Information Network (O*NET), wage data from the Bureau of Labor Statistics and job computerization data (Frey and Osborne, 2017).

Although hospitality workers have lower than average skills scores when compared to workers from other career clusters included in the analysis, they possess essential soft skills that are valuable in other industries. Therefore, improving hospitality workers’ existing soft skills may help them enhance their cross-sector mobility, which may allow them to obtain jobs with a lower likelihood of computerization.

The findings shed light on workforce development theories and practice in the hospitality industry by quantitatively analyzing cross-sector skill correlations. Sharpening transferable soft skills will be essential to enhancing hospitality workers’ career development opportunities.

To the best of the authors’ knowledge, this is the first study that specifically examines the skill taxonomy for the hospitality industry and identifies its connection with other in-demand career clusters.

This research examined the relationships among a number of outcomes of mediation. The sample consisted of 73 hearings at two dispute settlement centers in New York State. Predictions from goal achievement theory were contrasted with predictions from procedural justice theory. In accordance with goal achievement theory, disputants who attained their goals in the agreement indicated immediate satisfaction with that agreement and with the conduct of the hearing. However, goal achievement was unrelated to long‐run success or long‐run satisfaction with the agreement, a result which may apply primarily to the mediation of interpersonal disputes. The predictions from procedural justice theory were more successful. Disputants who perceived that the underlying problems had been aired, that the mediator had understood what they said and that they had received a fair hearing also showed immediate satisfaction with the agreement and with the conduct of the hearing. In addition, these and related perceptions—especially in the eyes of the respondent—were predictive of several aspects of long‐run success.

The purpose of this paper is to provide a review of contemporary perspectives, policies, and practices relating to reported vocational education and training (VET) teacher recruitment and retention challenges, with a particular focus on England and Australia.

This position piece discusses the topic from a transnational perspective by reviewing the relevant literature and examining the impact of policies and practices in England and Australia.

The paper finds that there is a paucity of empirical research relating to VET teacher shortages, but that globally, experience in the sector suggests there are challenges in recruiting and retaining the qualified VET teaching workforce required to address current and future training needs. It recommends that further research is undertaken with an international approach to better understand the problem from the perspective of VET teachers, leaders, and education institutions, and to identify potential solutions.

The paper does not report on empirical research but suggests that further studies are required to better understand the problem and identify potential solutions based on the respective socioeconomic, demographic, and policy contexts.

While there are studies examining VET and VET teaching from the perspectives of quality, reputation, and esteem, few examine the issue and impact of VET teacher shortages, or the challenges of VET teacher recruitment and retention in the contemporary and comparable contexts of Australia and England.

The purpose of this paper is to test Mastrofski's six‐dimensional conceptualization of perceived service quality of the police.

The paper draws on data collected from a mail survey of residents in a suburban Virginia (USA) community and uses confirmatory factor analysis to test the six‐dimensional model of service quality.

The six‐dimensional model does not fit the data. Instead a one‐factor model fits the data, suggesting that public perceptions of police service quality are a one‐dimensional construct.

Further research is necessary on two fronts. First, research should seek to determine whether the findings are consistent across different community contexts and types of samples. Second, research on related perceptual constructs, including procedural justice and legitimacy, should explore measurement properties in more detail.

This is one of few studies to examine the construct validity of public perception measures in police research.

This article's overarching purpose is to serve as an initial theoretical and empirical step in applying rights consciousness inquiry to the criminal procedure context. First, building on previous work within the legal consciousness and rights consciousness traditions, I discuss the ways in which attention to criminal procedure can inform our understanding of rights consciousness and enumerate differences between the way rights consciousness approaches civil law and the ways it might approach criminal law. Additionally, I suggest that understanding the relationship between people's subjective impressions of procedures and procedures’ legal and moral validity offers a novel means of studying procedure that I term “procedural rights consciousness.” In the second part of the article, I report results of two studies designed as first empirical steps in applying rights consciousness as the first part suggests. My findings indicate that not only do people lack knowledge about their rights in criminal investigations but they also think about these rights in patterned ways that reflect a method of understanding law characterized by “lay jurisprudence” reasoning, in which culturally prevalent “tenets” are applied to specific situations. This mechanism often leads people to erroneous conclusions about the rights they possess. The final part of the article sets out an agenda for further rights consciousness research.

The police often respond to persons who are not in direct violation of the law, but are rather undergoing behavioral crises due to mental illness or substance abuse disorders. The purpose of this study is to examine how police behavior influences civilian bystanders' emotional responses and perceptions of procedural justice (PPJ) when officers interact with these populations, which traditionally have been stigmatized in American culture.

Using a factorial vignette approach, the authors investigate whether perceived public stigma moderates the relationship between police behaviors (i.e. CIT tactics, use of force) and PPJ. The authors also investigate whether emotional reactions mediate the relationship between police behaviors and PPJ.

Regardless of suspect population (mental illness, substance use), use of force decreased participants' PPJ, and use of CIT tactics increased PPJ. These effects were consistently mediated by anger, but not by fear. Interactive effects of police behavior and perceived public stigma on PPJ were mixed.

Fear and anger may operate differently as antecedents to PPJ. Officers should note using force on persons in behavioral crisis, even if legally justifiable, seems to decrease PPJ. They should weigh this cost pragmatically, alongside other circumstances, when making discretionary decisions about physically engaging with a person in crisis.

In this paper, we review current theoretical thinking about organizational justice. We contend that there are three major perspectives for understanding why justice perceptions predict work-relevant criteria: (a) an instrumental approach which emphasizes gains and losses, (b) an inter-personal approach which emphasizes the nature of the relationships among individuals and organizations, and (c) a moral principles approach which emphasizes commitment to ethical standards. We review each of these perspectives, identify the many conceptual frameworks that underlie each approach, and describe both common themes and gaps that exist between the three approaches.

This chapter examines the effect an informal control namely trust-in-superior and subordinates’ truthfulness in revealing their private information on budgetary slack. A laboratory experiment was conducted. A one-way analysis of variance (ANOVA) and ordinary least squares (OLS) regression were used to test the hypotheses proposed in this chapter. The independent variables were trust-in-superior and subordinates’ truthfulness in revealing their private information. The dependent variable was budgetary slack. The results indicate that trust-in-superior reduces the budgetary slack created by subordinates under private information condition. In addition, the results show that subordinates’ truthfulness in revealing their private information mediates the effect of trust-in-superior on budgetary slack.

This chapter utilises the analogy of ‘parasitical resistance’ (Fisher, 2020) to explore how young people act and interact in ‘adult’ contexts, where they are welcome as young people but still subordinated because of their age, and sometimes their gender. The analysis of young people’s participation in the Greater Manchester Youth Combined Authority suggests that young people who participate in formal, adult spaces need to be able to find the ‘play in the system’ to be heard and to be involved in decision-making. In this sense, the young people embraced a form of ‘parasitism’ and developed tactics to ‘effect subversion from within hegemonic structures’ (Fisher, 2020). This new paradigm argues that resistance is less likely to be found in a radical activism now and is more likely to be found instead in the mutually exploitative relations between dominant hosts (in this case, ‘adults’) giving of their power just enough, and ‘parasitical’ actors (in this case, young people) taking only as much as they need for their own ends. The chapter does not argue that young people are ‘parasites’ at the adult table but, rather, it acknowledges young people must find ways to ‘play the game’ in spaces where longstanding tools of radical resistance have limited effect. The ‘play’ is not unproblematic, however, and the chapter concludes that young people need more than just ‘being heard’ and contributing to something that is achievable, but not especially disruptive or redistributive. Instead, involvement of young people should be focused on achieving genuine parity that can benefit as many marginalised and precarious young people as possible.

Research on how performance measurement systems affect employees’ perceptions of workplace fairness is important. As organizations often rely on their performance measurement systems to communicate information to their employees, it is useful to ascertain if and how the developments of performance measurement systems that are far more comprehensive than traditional financial systems affect employees’ perceptions of informational fairness through the information communicated to employees. Informational fairness refers to employees’ perceptions of workplace fairness that is based on the amount and the truthfulness of information that organizations provide to their employees. Based on a sample of managers from manufacturing organizations, the Partial Least Square results indicate that comprehensive performance measurement systems (comprehensive PMS) have a significant direct effect on job-relevant information. They also indicate that comprehensive PMS have an indirect effect on informational fairness via job-relevant information. In contrast, systems that are based on financial measures have no significant effects on job-relevant information and informational fairness. These results demonstrate how comprehensive PMS (through the communication of a greater amount of job-relevant information) can be used to engender employees’ perceptions of high workplace fairness.