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Purpose: The purpose of this paper is to address a gap in the comparative research literature on vocational education and training (VET) and skill formation systems. It examines the impact of international technical standardisation and regulation on the design, organisation and delivery of apprenticeships in the aeronautical and aerospace sectors in England and Germany. Design/methodology/approach: The research design was informed by insights from economics, workplace and work-based learning and comparative education. Academic experts in the fields of aerospace and aeronautical standardisation and regulation, VET, human resource development and business organisation were consulted. The generic occupation of 'aircraft mechanic' was selected as being the closest match for comparison. Interviews and non-participant observation in workplaces and training centres were carried out involving three companies in England and four in Germany.

Findings: Findings show that there is considerable convergence across the pedagogical approaches to apprenticeships in England and Germany related to fostering the capacity to take responsibility for the quality of one's work, to work in and lead teams, and to respond to and work with customers. Increasing international regulation and technical standardisation underpins a shared language about learning through practice in technologically advanced workplaces. Originality/value: This paper is original because it turns the lens of inquiry to workplace processes to reveal the level of convergence in training philosophies and practices in an internationally highly regulated sector. It shows how international technical standardisation and regulation is leading to pedagogical innovation. The findings have implications for VET and apprenticeship policy at the national and international level.

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Purpose: The purpose of this study is to conceptualize, validate and confirm a structural equation modeling (SEM) hypothesized model of strategic leadership practices of Malaysian vocational college educational leaders. Design/methodology/approach: The study used a quantitative survey approach. The data were collected from 500 educational leaders of 65 Malaysian vocational colleges throughout Malaysia using a five-point strategic leadership scale. The gender composition of the sample was almost equivalent. The study embarked on descriptive statistics, confirmatory factor analysis and full-fledged SEM for the data analyses.

Findings: The findings revealed that the Malaysian vocational college educational leaders had high tendency and inclination of practicing strategic leadership at their workplace. Besides, there was also evidence that the educational leaders of the Malaysian vocational college exhibited high levels or degree of strategic leadership practices. The responses to the survey items were consistent with seven distinct practices of strategic leadership such as strategic orientation, strategic alignment, strategic intervention, restlessness, absorptive capacity, adaptive capacity and leadership wisdom. The use of SEM procedures had confirmed that the hypothesized model of strategic leadership practices for Malaysian vocational college educational leaders was empirically valid and reliable. Practical implications: The findings highlighted the importance of planning and development of a specific-context training program for Malaysian vocational college educational leaders in strategic leadership. The training was considered fundamental in pursuit of effective leadership and positive institutional outcomes for such colleges in Malaysia. Originality/value: The study had successfully formulated, tested and validated a model of strategic leadership practices for Malaysian vocational college educational leaders. The model was believed to be the first of its kind in the Malaysian vocational education context.

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Purpose: The present study aims to examine how a group of young leaders in Indonesia developed their leadership throughout their early and later years. In particular, the study examined focused motivation ('undeterred, intentional perseverance'), which is a common trait found in high-achieving individuals (Paik, 2013, p. 106). The study further investigated the nurturance of focused motivation through key support networks in home and school environments. Design/methodology/approach: Using the productive giftedness model (Paik, 2013, 2015) as its theoretical framework, the study used a mixed-method design comprising a structured interview and survey. The final sample included 38 high-achieving Indonesian leaders.

Findings: Findings from the study demonstrate that focused motivation can be cultivated through a combination of opportunities, support and resources. More specifically, the home and school are integral in the development of characteristics contributing to focused motivation, such as resilience and mastery-orientation. In the study, positive characteristics and support networks of young leaders enabled them to overcome a variety of personal and professional challenges, including overcoming social barriers experienced by some of the leaders. Social implications: Findings from the study can inform practice and policy efforts in creating nurturing home and school environments that will help children and young adults achieve their leadership potential, especially in developing countries where access to education and resources is often limited. Originality/value: The study highlights the sociocultural context in Indonesia to discuss the opportunities and barriers in talent and leader development.

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Purpose: This study aims to examine the relationship between human resource development (HRD) and the interaction between corporate social responsibility (CSR) and marketing capabilities in small and medium enterprises (SMEs) in the food industry. Design/methodology/approach: This research uses the extended regression model on a sample of 2,649 food SMEs in Vietnam. Findings: This research found that CSR and marketing strategies positively influence HRD; the interaction of CSR and marketing capabilities has a negative effect on HRD; the endogenous role of network capabilities on the effects of CSR and marketing capabilities on HRD. Originality/value: This research helps food companies use their resources in allocating resources for CSR and conduct marketing reasonably and effectively. This study highlights that the impact of CSR and marketing on HRD is dominated by endogenous networking.

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Purpose: The purpose of this study was to determine which, if any, managerial behaviors were associated with high managerial job performance in three selected countries, China, the UK and the USA. After identifying which behaviors were associated with high managerial job performance, the study then compared the results from each country to identify behaviors that were unique to a country and those that recurred across multiple countries. Design/methodology/approach: This study draws from an archival database of multisource (360 degree) feedback rating managerial job performance. Supervisors' ratings on 23,877 national managers from China, the UK and the USA were examined using simultaneous stepwise regression analysis

Findings: This study found that there were unique behaviors associated with high managerial job performance in each country examined. Additionally, the study found that were also behaviors associated with high managerial performance shared between all three countries. Originality/value: This study offers another insight to the unique-versus-universal managerial behaviors debate in leadership development literature. Existing literature offers mixed messages regarding universal or unique behaviors across countries. Understanding which key managerial behaviors are associated with perceived high managerial job performance in each country may help to focus the development of these managers and enhance the specificity of selection, coaching, and training initiatives.

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Purpose: The purpose of this study is to develop a reliable and valid measurement of employee learning agility for use in human resources development. Design/methodology/approach: This paper analyzed a total of 365 cases collected from Korean organizations. This paper conducted exploratory factor analysis, confirmatory factor analysis and Rasch analysis to validate the measurement. This paper conducted a measurement invariance (MI) test to confirm the generalizability of the measurement and used Harman's single factor test to assess the common method variance (CMV). Findings: This paper derived a learning agility measurement with six subfactors (Cronbach's a = 0.893). This paper verified that it could be applied equally to supervisors and subordinates using an MI test. Factor analysis confirmed the feasibility of CMV. Based on [Individual Adaptability] I-ADAPT theory, the learning agility measurement can be applied to assess not only leader competency but also general employee competency.

Research limitations/implications: Practitioners may use this model of learning agility for developing competency-based training programs and evaluations. This study is meaningful because it extends the concept of learning agility. In particular, the MI test indicated that there are no differences between supervisors and employees regarding the utility of the concept. Originality/value: This study is meaningful because it extends the concept of learning agility. In particular, the MI test indicated that there are no differences between supervisors and employees regarding the utility of the concept. The concept in this paper is distinguished from other studies by applying the Rasch model from an item response theory perspective.

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Purpose: The purpose of this paper is to examine small and medium-sized enterprises' (SMEs) level of participation in human resource development activities during a labor shortage. Drawing on human capital theory, it examines whether SMEs' profiles, determined according to their participation in different types of training activities, relate to perceived benefits of training, barriers to participation in training and learning culture. Design/methodology/approach: This study applies latent profile analysis (LPA) to 10 training practices of 427 SMEs in Quebec, Canada. Findings: The LPA distinguished four profiles of SMEs, reflecting differing capacities for mobilizing training resources during a labor shortage. These four profiles show differences with regard to perceived training benefits, barriers to participation in training and learning culture. Originality/value: To the best of the authors' knowledge, this study is among the first to focus on the specific ability of SMEs to invest in their human capital in the unique and recent context of a labor shortage.

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Purpose: This paper aims to provide an overview of an expanded, workable conception of rural youth and adult education that will move Brazil closer to a fair, egalitarian society focused on human development. Design/methodology/approach: This research uses a qualitative bibliographic perspective, analyzing historical data extracted from bibliographic and empirical research on rural education – assumptions for thinking about lifelong learning for young and adult peasants – and education and learning for all throughout life. Findings: Education is critical in a democracy, forming the foundation of social, cultural and political citizenship, critical decision-making and an informed populace. Therefore, teacher education policies aimed at rural education in Brazil must be strengthened, funded and improved.

Research limitations/implications: This research does not present similarities and differences compared to European experiences; instead, it suggests expanding studies on this topic in other international contexts through developmental research to widen the discussion. Practical implications: Providing high-quality, customized training for the teachers who teach the vastly diverse body of rural students is essential in terms of empowering and recognizing young and adult peasants’ right to learn. Social implications: 'Education for all throughout life' has become a recognized right. Democracies must universalize this right by developing public policies, implementing them throughout the entire population and monitoring progress to verify that everyone – including the poorest peasant in the remotest countryside – has the tools to learn effectively. Originality/value: By placing this study in the context of youth and adult learning, the study complements research that has addressed this topic in different international contexts, contributing broadly to knowledge regarding teacher education for rural areas and, more generally, to the implications of lifelong learning.

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Purpose: The purpose of this paper is to analyse the qualification measures of 12 German multi-national companies (MNCs), all of which are present in China, India and Mexico. In particular, the transfer of dual initial training practices and further training measures are investigated. It examines the impact consistent training strategies across national borders have emerged in German companies or local arrangements have developed despite identical internal influencing factors. Design/methodology/approach: Because of its design, the focus is on the external factors that influence the companies' training measures. However, an exploratory approach was followed. To pursue the research question face-to-face expert interviews were conducted with 46 training managers in 12 active companies in all 3 countries. The interviews were completely transcribed and evaluated using qualitative methods. Findings: The analysis shows that it is not internal company factors but country-specific contextual factors that influence training measures and that companies cannot act in the same way worldwide. Research limitations/implications: The study is based on 12 MNC and only analyses the blue-collar area. Therefore, it would have to be evaluated whether a similar analysis would result from a survey of other companies in different sectors or whether the differences in terms of training and further training measures would then be even greater. Practical implications: The study supports the internationalization strategies of MNC by providing first-hand empirical results concerning recruitment and training of blue colour workers on an intermediate skill level. It gives evidence on the need of national adaptation in the process of transferring training cultures from countries of origin into the host countries. More attention must, therefore, be paid to external factors when developing and implementing training measures. Social implications: The economic development in many countries includes an expansion of foreign investments. MNC provides employment and income for workers and their families. However, successful foreign investments also include sustainable recruitment and training strategies of the local workforce. The results of the study support policymakers to guide and support foreign companies to develop successful Human Resource Management strategies in the host countries. Originality/value: This paper is original because due to the research design the internal factors are kept largely constant and the external influencing factors are singularly focused in detail. Therefore, this procedure makes it possible to investigate whether consistency training strategies across national borders have emerged in German companies or local arrangements have developed despite identical internal influencing factors.

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Purpose: This paper reviews what has been written on leadership development from the leadership-as-practice (L-A-P) perspective, which views leadership as emerging in everyday activities and interactions of a collective in a specific context. This paper aims to deepen the theoretical understanding of how leadership can be learned and developed from the L-A-P perspective. Design/methodology/approach: An integrative literature review was undertaken to review and synthesise what has been written on the topic in journal articles and scholarly books. Findings: The importance of the context and the practices that are embedded in it is the most central aspect affecting leadership development from the L-A-P perspective. This places workplace leadership development centre stage, but several papers also showed that leadership programmes have an important role. Not only collective capacity building is emphasised in the papers, but the importance of individual-level leader development is also recognised. Originality/value: The contribution of this study is twofold: First, it brings the currently fractured information on L-A-P development together to enhance theory building by providing a synthesis of the literature. Second, a conceptual framework is constructed to show how the L-A-P perspective on leadership development can take both leadership development at the collective and individual levels into account, as well as the learning that takes place either inside or outside the workplace. This study's results and framework show that the development has its own specific purpose and suggested methods in both levels, in both learning sites.

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