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This paper explores and evaluates a specific analytical framework that can be used by vocational and education and training (VET) researchers to gain understanding of the complex and ‘evolving’ relations of formal and informal learning within organisations. Giddens’ Structuration Theory (1984), while developed to explain the cyclic nature of broader societal relations, is also a useful tool for exploring learning in the workplace where both 'named' formal training and informal daily interaction both mediate the 'evolution' of individual capability, subjectivity and shared meaning production. The paper argues that the modalities that occur within the continual patterns of organisational interaction are a complex and homogeneous mix that continuously shape and reshape identity, values and capability. The paper then analyses the components of Structuration Theory and adapts the model for VET research within organisations. The paper provides details of a specific study where Structuration Theory was used as a framework for the analysis of 'learning' relations. The paper outlines both the form of discursive analysis used in the study and indicates how the study used Structuration Theory to conceptualise the key relations producing learning and changes in meaning within the study. Finally the paper reviews the utility of a theory generated as a broad sociological explanation two decades ago as a framework for current VET investigation, illuminating the efficacy of Structuration Theory within VET research for exploring evolving patterns of workplace learning.

Published abstract.

Available papers from the 10th Australian Vocational Education and Training Research Association (AVETRA) Conference are indexed from TD/TNC 89.401 to TD/TNC 89.447. Show less

This monograph examines the nature and value of knowledge and its role in altering economic operations, and thus business and employment. Knowledge and knowledge-related factors such as technological capability, information, quality control, human capital accumulation, corporate capabilities and competencies, and effective, innovative business processes, are rapidly emerging as the most important form of global capital. The first section entitled 'The knowledge revolution', describes the basic shift taking place from an economy based on physical resources to one based on knowledge and explores the nature of knowledge and its role in economic production. Economic, management and knowledge-based theories combined with empirical evidence and examples from leading business organisations are used to present the emergence of a new form of capitalism based on knowledge rather than physical resources. It is argued that traditional industrial era ideas about business organisation and strategy, the organisation of work, and the relationship between education, learning and work, need to be re-examined as a consequence. New models based on knowledge-centred organisation and knowledge supply rather than labour supply, are proposed. The section following, entitled 'Navigating knowledge markets', uses comparative statistics from the USA, Europe and other Organisation for Economic Co-operation and Development (OECD) countries, to illustrate the links between organisational decisions to use external resources and the knowledge-based characteristics of the outsourced work. Trends related to the theme of knowledge supply and the implications for organisations and their stakeholders are explored. The third section, entitled 'The knowledge-based firm' examines the changing nature of the organisation's intellectual resource base and focuses on the knowledge characteristics of work most likely to be retained in-house. The discussion describes the emergence of the knowledge-based organisation, an evolutionary model of knowledge-based growth, strategies for success in a knowledge-based economy, the consequent development of new ownership structures and the implications for stakeholders. The final section, entitled 'The knowledge escalator', explores the implications for lifelong learning of the economic demand for an increasingly skilled workforce. In conclusion, the author discusses the future of knowledge capitalism and strategies for governments, organisations and individuals to facilitate the transition to a global knowledge economy. Show less

Internships are becoming more relevant to universities as they provide students with practical skills that can be aligned with their career aspirations. Typically, successful undergraduate internship programs depend on the efficiency and design of the university internship program; the student commitment to the internship; and host organization's level of resource commitment to the program. Currently, there is very little empirical research conducted to examine how host organization based factors influence the quality of a good internship from a student interns' perspective. The Transaction Cost Economic (TCE) model was the theoretical lens used to address this research. The study used a survey (n=83) of an undergraduate internship program at a university in Australia. The findings indicate that the host organizations' resource commitment has a significant positive influence on the interns' perceived success of the internship. Findings from this research can help to align organizational resource commitment with the students' expectations.

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This directory aims to coordinate information on the development activities of the Pacific island countries. It presents information about government departments and development organisations for each country and is intended for aid implementing agencies, community organisations, academic institutions, technical specialists and donor organisations. It is also available through the Internet and contributors can revise and update their listing at any time.

The directory is sponsored by: The New Zealand Ministry of Foreign Affairs and Trade; the United Nations Development Fund (UNDP), Fiji; the Association of Progressive Communications (APC) Converge, New Zealand; and Polyplan (Australia). Show less

This study investigates the impact of perceived learning culture, leader-member exchange (LMX) quality, job autonomy, and proactivity on employee creativity for knowledge workers in five Korean firms. Overall, the four predictors and control variables explained 57 per cent of the variance in self-rated creativity and 14 per cent of the variance in manager-rated employee creativity. Whereas proactivity was a stronger antecedent for self-rated employee creativity than the contextual factors, the contextual factors (i.e. learning culture, LMX quality, and job autonomy) explained manager-rated creativity better than proactivity did.

The relationship between self-rated and manager-rated employee creativity was positive and significant, but modest (r = .24). Owing to the so-called initiative paradox, proactive employees who believe themselves to be more creative may not always be welcome by their managers in the Korean cultural context that is characterized as collectivistic, high in power distance, and high in uncertainty avoidance.

Published abstract reprinted by permission of the copyright owner. Show less

Very few systematic studies have been conducted on the managerial practices of Chinese Township and Village Enterprises (TVEs) despite their increasing contribution to China’s economic development. Focusing on human resource management (HRM) practices in ten different TVE organisations in a new city in southeastern China, this study aims at filling a gap in the literature by exploring the general HRM practices in those organisations. Results show that HRM practices in TVEs, although still relatively primitive compared to those in state-owned enterprises (SOEs) have been much more formalised recently. The study points out that the firm size may be an institutional factor affecting the implementation of formal HRM practices. Yet, regardless of the form of personnel management, HRM practices are shown to be a very important factor in the economic success of TVE firms.

Excerpt from published abstract reprinted by permission of the copyright owner. Show less

Why do highly skilled migrants encounter difficulties getting a skilled job? In this study, instead of searching for an answer in migrants' characteristics, we turn to organizations and ask: why do organizations underemploy highly skilled migrants? With an in-depth qualitative study of a programme for highly skilled migrants' labour integration in Sweden, we show that highly skilled migrants are perceived as a potential threat to organizational norms and practices. Using the relational theory of risk - approaching risk as socially constructed - the study provides a novel explanation for highly skilled migrants' underemployment. It shows an organization logic protecting corporate practices seen as 'normal' from a perceived disruption that employing highly skilled migrants could possibly cause. Theoretical contributions to the understanding of highly skilled migrants' employability are threefold: (1) the field assumption that organizations are in favour of hiring migrants is challenged; (2) highly skilled migrants' underemployment is explained through a protective organizational logic; and (3) we stress the necessity to problematize an implicit reference to organizational normality when recruiting.

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Museums, libraries and archives have a unique ability to engage adults in learning in an informal environment. They contain a wealth of enticing and interesting treasures and resources that can be used to stimulate and support learners to develop their literacy, language and numeracy skills, providing them with confidence boosting and empowering experiences. This practical book demonstrates how adult learners, staff and volunteers can be inspired by the collections held by museums, libraries and archives to develop imaginative, original, and effective approaches to literacy, language and numeracy development. Throughout, the authors highlight key themes of national relevance by drawing on case studies taken from three English regions where much good practice has recently been developed. Written for those concerned with literacy, language and numeracy, particularly learning providers and community organisations, this is an essential guide that illustrates the potential and benefits of working in partnership with the cultural sector.

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This paper argues that the 'rural proofing' of government policy in England has failed to protect formal learning opportunities in rural areas. It argues for adult learning in rural areas for work, personal development, community development and sustainability, delivered through both statutory and voluntary effort. Emerging issues include support for voluntary community organisations involved in learning, support for Lantra, the Sector Skills Council for the environmental and land-based sector, in addressing needs of adult employees as well as young entrants, and learning needs related to other aspects of public policy such as land use, sustainability and health. Challenges include diverging life-styles within rural areas, and diverging access to basic services such as housing, shops, education and training, and transport. It asks the following questions: How can public policy support both formal and informal learning? What are the learning needs of some 400,000 migrant workers in rural areas? How can Lantra support the needs of micro-businesses as well as large agribusinesses? Show less

This paper explores the implementation of a human resource information system at an Australian university in 2007 as an opportunity for the systematic management of organisational knowledge. Systematic management of personal formal and informal learning is needed if lifelong learning futures for individuals and institutions are to be maximised.

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