This study explores Industry 4.0 in the Australian context, where manufacturing is dominated by smaller firms servicing the domestic market. We interviewed 20 advanced Australian manufacturers from diverse fields, capturing detailed descriptions of the Industry 4.0 implementation process. We compared the themes that emerged from their descriptions with the factors typically assessed in Industry 4.0 frameworks to draw out differences in emphasis. Consistent with these frameworks, Australian manufacturers were focused on using Industry 4.0 technologies to automate the capture, integration and analysis of data. To enable this activity, they were reorganising workforce roles and developing new skill sets. Knowledge sharing and collaborations within and across the organisation were seen to be especially important for small Australian manufacturers (with limited funding for technology investment and research and development) to maintain global competitiveness. However, while most Industry 4.0 frameworks describe supply chain applications, the development of smart products and services, and the need to adopt a strategy-led approach, relatively few participants spoke about these opportunities. Even fewer addressed the need for improved governance, standards and data security in the context of Industry 4.0. We argue that these gaps are best addressed through government policy and investment focusing beyond manufacturers, to support Industry 4.0 uplift across key domestic supply chains.

This study delineates the relative importance of organisational, research discipline and application domain factors in influencing researchers' data sharing practices in Australia's national scientific and industrial research agency. We surveyed 354 researchers and found that the number of data deposits made by researchers were related to the openness of the data culture and the contractual inhibitors experienced by researchers. Multi-level modelling revealed that organisational unit membership explained 10%, disciplinary membership explained 6%, and domain membership explained 4% of the variance in researchers' intentions to share research data. However, only the organisational measure of openness to data sharing explained significant unique variance in data sharing. Thus, whereas previous research has tended to focus on disciplinary influences on data sharing, this study suggests that factors operating within the organisation have the most powerful influence on researchers' data sharing practices. The research received approval from the organisation's Human Research Ethics Committee (no. 014/18).

PurposeThe authors proposed that participation in large-scale, structured events designed to match students to employers' internship opportunities could support students' employability by focussing students' career goals, strengthening students' career self-efficacy and growing students' social capital.Design/methodology/approachInterviews were carried out with 49 students both before and after the students took part in the event to assess whether students career goals, self-efficacy or social capital changed after taking part in the events. In the second interview, the authors also asked students what outcomes students gained from the event and how the event process had contributed to these outcomes.FindingsStudents' descriptions of their outcomes from the event aligned with social capital theory and self-efficacy theory. The students valued the information, connections, skills and experience they developed through taking part in the interviews and connecting with employers and students. The longitudinal analyses revealed that most students career goals did not change, but students' career self-efficacy improved and students could identify more actions for achieving their career goals after taking part in the event. Importantly, these actions were often explicitly connected with information or connections that students gained from the event.Originality/valueThe interviews illustrate that students can build social capital from short, one-on-one engagement with employers that then enable them to identify ways of furthering students' career goals. The authors' findings suggest that structured, event-based engagement with employers can provide an efficient and equitable means of enhancing students' social capital and career self-efficacy.