This paper examines the relationship between foreign direct investment inflows and employment using international business strategy literature to identify the factors influencing the development of subsidiaries that might affect employment growth in host regions. A survey of German subsidiaries in North West England is used to test the significance of the variables that are identified as likely to affect employment. The results of logit regression indicate that entry mode, technology transfer, and firm age affect the growth of employment. The study also highlights that other factors, such as sector, organisational structure, the level of diversification of operations by subsidiaries in the local economy, and range of markets supplied may have important affects on employment. The research indicates that further conceptual and empirical work is required to clarify our understanding of how the organisational, operational, and diversification characteristics of subsidiaries affect employment.

The paper develops a conceptual model on relationship between the strategic development of subsidiaries, in developed economies, and the development of higher valued operations that leads to increased employment of skilled labour. A concept of effective autonomy is developed in the paper. Effective autonomy is conceived as the ability of the subsidiary to implement and finance its desired increase in skilled labour. The interrelated effects between effective autonomy and intra and inter organisational relationships and employment of skilled labour are found to be uncertain because effective autonomy can be supportive of the development of intra and inter organisational relationships that requires a higher proportion of skilled labour, but effective autonomy can lead to deterioration in intra-organisational relationships thereby leading to a more peripheral role played by the subsidiary thus lowering the need for skilled employment. The conceptual model is based on changes in effective autonomy and intra and inter organisational relationships and is therefore set in the context of the evolution of the development of subsidiaries.

Changes in organisational forms are central to the way new technologies impact on the future of work and employment. Drawing on case¿study evidence of a call centre and its client relations and a multinational IT firm and its partnership with a government department, this paper explores the implications for skill and managerial control.

Purpose - As a backdrop to the empirical contributions contained within this special issue, this guest editorial reviews the context of construction employment. It summarises the challenges inherent in construction work which have impeded the development of human resource management within the sector and discusses the mutually supporting contributions of the papers in furthering our understanding of how to improve the performance of the industry. Design/methodology/approach ¿ The operational context of the sector is reviewed briefly, before the efficacy of the industry¿s employment practices are examined through a review of the contributions contained within the special issue. Findings ¿ The papers reveal the interplay of structural and cultural factors which have led to the skills shortages currently impeding the industry¿s development. There is a need for the sector to modernise and formalise its working and employment practices if performance and productivity improvements are to be achieved. Originality/value of the paper ¿ By revealing the interconnected nature of the construction employment perspectives presented within this special issue, this paper presents a case for adopting a fresh transdisciplinary research agenda for addressing the industry's employment concerns.