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Hybrid people can be riven by identity conflicts and yet be profoundly disruptive of social boundaries. How can we understand these two facets of hybridity? This study examines how internal identity conflict resolution is related to external boundary disruption by focusing on the identity work of individuals who cross professional knowledge boundaries. It looks at artist-academic hybrids who operate at the interface between the academic and art worlds. The analysis shows the dynamic interplay between their hybrid identity work and knowledge boundary work. It distinguishes three categories of hybrids ('Janusian', 'ambivalent' and 'asymmetric') whose varied identity work strategies ('integrative', 'multiplex' and 'buffering') disrupt knowledge boundaries in different ways ('blurring', 'transgressing' and 'brokering'). The study sheds light on the varied nature of hybrids and the mutually constitutive nature of their internal and external identity work. It advances our understanding of identity work as an agentic activity and reveals the identity processes underlying the disruption of knowledge boundaries.

This chapter draws on self-determination theory to explain the mix of pecuniary and non-pecuniary motivational drivers underlying academic scientists' commercial pursuits. It examines the diversity of their personal motivations for knowledge commercialization and how this is influenced by their values and beliefs about the science-business relationship. It argues that scientists can be extrinsically or intrinsically motivated to different f in their pursuit of knowledge commercialization, depending how far they have internalized the values associated with it. Beyond reputational and financial rewards, intrinsic motivations (e.g., pro-social norms and hedonic motivation) are also powerful drivers of commercial engagement. The conventional assumption that scientists are motivated by reputational rewards and the intrinsic satisfaction of puzzle-solving in academic research while commercial engagement is driven primarily by the pursuit of the financial rewards builds on a false dichotomy and polarized view of human motivation. (HRK / Abstract übernommen).

This article seeks to explain how knowledge, organizational forms, & societal institutions interact to shape the learning & innovative capabilities of firms. It focuses on education & training systems & types of labor markets as key societal institutions shaping work organization & the knowledge base of the firm. The paper argues that tacit knowledge, which is difficult to create & transfer in the absence of social interaction & labor mobility, constitutes a most important source of learning & sustainable competitive advantage in the knowledge economy. Institutions that are able to harness tacit knowledge as a source of learning are more likely to produce strong innovative capabilities. The analysis suggests that there are two alternative models of competence building that are favorable to learning & innovation: the "organizational community" & "occupational community" model. The paper looks at the cases of Japan, the high-technology clusters in the US & UK, & Denmark as illustrative examples. It argues that societies with different institutional arrangements will continue to develop a variety of organizational forms & learning strategies that privilege some sectors & discourage others. Institutionalized variation in patterns of learning & innovation therefore reproduce distinctive regional or national patterns of technological specialization. 3 Tables, 27 References. Adapted from the source document.

"For many years Japanese companies built their high performance upon an
employment system which excluded the majority of women from key jobs.
Since the early 1980s Japan has come under increasing pressure from the
international community to improve the position and status of women
workers in compliance with the standards of gender equality accepted by
other advanced countries. In May 1985, the Japanese government passed the
Equal Employment Opportunity Law (hereafter refered to as EEO Law) which
took effect from April 1986. It prohibits discrimination against women in
vocational training, fringe benefits, retirement and dismissal. It also
urges employers to 'endeavour' to treat women equally with men with
regard to recruitment, job assignment and promotion.
This paper analyses the nature of the EEO Law and looks at its effects on
companies' personnel policies and women's career attitudes. The main
conclusions are that the EEO Law has not had the desired effect. Japanese
companies' continued attachment to the 'traditional' employment practices
and their desire to protect the stability of the established maledominated
internal labour markets constitute the major obstacle for
change." (author's abstract)

AbstractGlobal human mobility constitutes a key mechanism for knowledge transfer. This study examines the micro‐dynamics of knowledge transfer in the developed‐developing country migratory context. It highlights the agentic role of return migrants in transforming overseas learning into relevant knowledge in their home contexts. Drawing on situated and relational theories of knowledge and learning, the study views knowledge transfer as a relevance discovery process. It looks at a group of highly skilled migrants who had returned from developed countries to Ethiopia. Despite their high skill, the focus of knowledge transfer was mostly in non‐technical fields that include a broad range of organizational knowledge and work practices. These were made relevant to the local context through the returnees' 'work of reconciliation', involving 'engagement', 'alignment' and 'imagination'. The study challenges the standard assumption of a one‐way linear flow of knowledge from developed to developing countries. It sheds new light on the migration‐development link by highlighting the 'aspirational' aspect of migrant transnational learning.

This article examines employee agency in psychological contracts by exploring how young scientists proactively shape their careers in response to unmet expectations induced by academic entrepreneurialism. It uses the lens of social exchange to examine their relationships with the professors engaged in two types of activities: collaborative research characterized by diffuse/reciprocal exchange, and commercial ventures, by restricted/negotiated exchange. These two categories show how career agency varies in orientation, form and behavioural outcome depending on the relational context within which their psychological contracts evolve. Those involved in collaborative research experienced a relational psychological contract and responded to unfulfilled career promises by 'extended investment' in their current jobs. They use 'proxy agency' by enlisting the support of their professors. However, some become 'trapped' in perennial temporary employment and are 'content to be sad'. By contrast, those involved in research commercialization experienced a transactional contract and assert 'personal agency' by crafting their own entrepreneurial careers. They are 'runaways' who seek autonomy. The evidence is based on interviews with 24 doctoral/postdoctoral researchers and 16 professors from three leading UK universities. The article extends psychological contract theory by incorporating career agency and sheds new light on changing academic careers.

"Die unzulängliche Nutzung des Potentials an Facharbeitern und Ingenieuren ist ebenso abträglich für den wirtschaftlichen Erfolg wie der Mangel an Fachkräften. Mit diesem Artikel sollen einige typische Erscheinungsformen und die Ursachen für die mangelhafte Nutzung von Fachkräften in britischen Unternehmen untersucht werden. Bis zu einem gewissen Grad sind hierfür auch die Qualifikationsdefizite verantwortlich, da sie Ausdruck einer mangelnden Transparenz auf den Arbeitsmärkten sind. Größere Transparenz und ein effektiverer Nutzungsgrad sind letzten Endes nur bei Akzeptanz am Arbeitsplatz möglich und folglich nur durch Verhandlungen zwischen Arbeitgebern, Arbeitnehmervertretungen und Berufsverbänden zu erreichen." (Autorenreferat)

"Die unzulängliche Nutzung des Potentials an Facharbeitern und Ingenieuren ist ebenso abträglich für den wirtschaftlichen Erfolg wie der Mangel an Fachkräften. Mit diesem Artikel sollen einige typische Erscheinungsformen und die Ursachen für die mangelhafte Nutzung von Fachkräften in britischen Unternehmen untersucht werden. Bis zu einem gewissen Grad sind hierfür auch die Qualifikationsdefizite verantwortlich, da sie Ausdruck einer mangelnden Transparenz auf den Arbeitsmärkten sind. Größere Transparenz und ein effektiverer Nutzungsgrad sind letzten Endes nur bei Akzeptanz am Arbeitsplatz möglich und folglich nur durch Verhandlungen zwischen Arbeitgebern, Arbeitnehmervertretungen und Berufsverbänden zu erreichen." (Autorenreferat)