This series addresses all aspects of work and employment, from macro-level labour market studies and debates about the nature of work, to micro-level studies of work organisation and employment relations. By design, the series is international in character and books that offer a comparative analysis are particularly encouraged. Our aim is to publish leading-edge research in the field that will contribute to advancing theory, informing policy and improving practice. Contributions are encouraged that deal with such issues as:• Globalization – international supply chains, transnational capital and labour market regulatory frameworks, international labour standards• Restructuring - processes, current crises, effects on work and employees, including worker well-being and precarious work • European and Asian labour markets – employment policy and politics, unemployment and under-employment, employability in practice• Social dialogue – employment relations, collective bargaining, unionization in developed and developing economies, employee voice and non-union work• Equality, diversity and inclusion - including vulnerable workers, state regulation and trade union and employer inclusion strategies • Workforce skills - including competence and qualifications, skills mismatches, worker mobility and skilled migration• Vocational education and training - policy and practice in developing human potential, advancing the high skills agenda • Work organization – innovation in work organization, knowledge-intensive work, high performance work systems and high involvement work processesThe above list is illustrative and not intended to exclude other topics: indeed, we invite prospective authors to propose titles on any topics relating to work and employment. In brief, the distinctive characteristics of the Work and Employment Series are: the inclusion of all aspects of work and employment; macro-level and micro-level empirical studies; international and comparative analyses; rigorous leading-edge research that will advance theory, inform policy and improve practice. All proposals will be subject to independent double-blind peer review and selected on the basis of quality and relevance. The series will contain a mixture of research monographs and edited collections. Whilst each title will have a particular target audience, the series in general is aimed primarily at academics in higher education, policy-makers and practitioners as well as specialized master students and final year undergraduates following courses related to work and employment (sociology of work, employment relations, labour economics, human resource management, training and development). Titles that include a comprehensive historical and international review of a topic of contemporary relevance are solicited for their potential to become reference points for developing curricula in the field as well as required reading for masters and doctoral students.
Jonathan Winterton is Professor of Employment and Dean of the Faculty of Business and Humanities at Curtin University Sarawak, Malaysia. For fifteen years he was Professor of Employment at Toulouse Business School, where he served for 10 years as the first Director of Research and then as Director of International Affairs. After completing an engineering apprenticeship as a Technician Instrument Maker in Cambridge, he worked in the food processing, brewing and paper industries before obtaining a first class honours degree in Industrial Technology and Management from the University of Bradford (1976) a Masters in Industrial Relations from the London School of Economics and Political Science (1977) and a doctorate in Economics and Business Studies from the University of Leeds (1990). During his early academic career as Lecturer in Industrial Technology at Bradford University, he established the Working Environment Research Group, which provided research support for trade unions confronting changes in work. When he moved to the Bradford School of Management as Senior Lecturer in Industrial Relations in 1990, this work was continued in the Work Organisation Research Centre and he subsequently ran a series of research projects for the Employment Department. Appointed Professor of Employment and founding Director of the Employment Research Institute at Edinburgh Napier University in 1997, he continued working on employment, skills and training issues for the Department for Education and Skills, the Department of Trade and Industry, the Inland Revenue and various European programmes. He was a member of the UK Skills Task Force Research Group and played a leading role in the development of the Union Learning Funds in England and Wales. In September 2000 he was recruited as Director of Research at Toulouse Business School, which achieved triple accreditation (EQUIS, AMBA and AACSB) in 2003, and in January 2011 became Director of International Affairs. Since 1992 he has undertaken research for the International Labour Office, the Organisation for Economic Cooperation and Development and the three European Commission Agencies involved in training and development: Cedefop, the European Training Foundation and the European Foundation for the Improvement of Living and Working Conditions. He worked closely with the European Trade Union Confederation on social dialogue, employment and vocational training issues and served as European Commission expert on vocational training with the Leonardo da Vinci Programme from 1995 to 2002. He also worked on EU and national government projects in Italy, Lithuania, Moldova, Portugal, Turkey and Vietnam. Professor Winterton has published extensively on employment issues; his most well-known books to date include a study of the 1984-85 miners’ strike (Coal, Crisis and Conflict: The 1984-85 Miners’ Strike in Yorkshire, Manchester University Press, 1989) and an evaluation of the impact of competence-based management development on organizational performance (Developing Managerial Competence, Routledge, 1999) each co-authored with Ruth Winterton. His current research interests include restructuring and vulnerability, skills mismatches and skilled migration, union-led learning and high involvement work systems.