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The study investigates the impact of various factors that affect the business performance of micro-level women entrepreneurs in the UAE and India.

A conceptual model including the factors that impact the performance of micro-level women entrepreneurs is proposed. The proposed model was validated with data collected through a structured questionnaire based on a cross-sectional survey conducted in the UAE and India. The collected data was analyzed using the structural equations modeling approach.

Findings revealed that factors such as competitive aggressiveness, incubation, innovativeness, market orientation and risk-taking propensity have a positive impact on business performance and growth in both countries. Factors like training, learning and finance orientation did not affect business performance.

Gender plays an essential and influential role in developing countries with regard to entrepreneurship. This research attempts to uncover the often-neglected area of women entrepreneurship.

The purpose of this study is to get an understanding regarding the clusters of middle management employees on the basis of their knowledge sharing behaviour. Designing knowledge sharing behaviors with a distinct focus for a specified group of employees can be an effective and productive one. As it is often argued that the cluster of employees labeled as “middle management” is the key player for knowledge sharing behaviors – a subject of this study that intends to contribute to management strategy to enhance organizational effectiveness and subsequently to its knowledge sharing phenomona.

Cluster analysis was adopted as key tool as a part of quantitative method to accumulate the data from 597 employees who are working within the middle management of service sector located in the union territory of India named Jammu and Kashmir.

Three distinct segments namely – “knowledge sharing adepts (KSA),” “knowledge sharing scrupulous (KSC)” and “knowledge sharing servitudes (KSE)” as the prime domains of knowledge sharing behavior are identified.

To draw a narrow focus, the study was limited to the service sector of a union territory in India, hence the findings may not be generalized. Furthermore, as knowledge sharing behavior of individuals is always evolved out of social and historical practices, findings of this cross-sectional study should ideally be needed to be updated time to time through further research.

Cluster dynamicism of knowledge sharing behavior based on the differentiated and specified group of employee functions distinctly which in turn increases the organizational productivity with a particular focus on the mid-management of the service sector – a key managerial implication of this study.

To the best of the authors’ knowledge, this research paper is the first of its kind in Jammu and Kashmir adding value to the international literature in the area of knowledge sharing behaviors of service sector.

This study aimed to see the impact of various dimensions of the job characteristic model (JCM) through the motivating potential scores (MPSs) on professionals residing in the UAE.

A sample of 60 professionals, aged from 20 to 45 years were randomly selected from different organizations in UAE. They were administered an online questionnaire to explore their perceptions on job characteristics as per the JCM. Analysis of results was done by factor analysis using SPSS.

Results reveal the impact of increasing age on high MPSs, higher MPSs of white-collared jobs than the blue-collared jobs, owing to high skill variety in white-collar jobs. It was also noticed that women scored higher on MPSs than men, and the men of Indian origin showed high motivation as compared to their counterparts from other countries.

Based on the study conducted, it can be concluded that JCM used for calculating MPS gives an insight into the motivational levels of an employee and the cause for the same. Plotting the scores of JCM characteristics with respect to variables such as age, gender, type of job and country of residence gives a fair idea of motivation and its dependence on these variables.

The findings of this study have significant implications for developing and sustaining a motivated workforce in the organizations in the UAE. A critical analysis of the data gives many areas where the company can focus to increase the motivation level of its employees.

Background and objective: The lack of human and intellectual resources and capital has affected the survival of different industries and organizations in this globally competitive world. Universities have failed to provide necessary human resources to these organizations. The coordination between industries and universities is not optimal. Such challenges are being faced in the United Arab Emirates (UAE); therefore, there is a need to investigate the reasons behind these challenges to develop an ideal university-industry relationship in UAE. The present study aims to evaluate the missing links in the relationships between universities and industries of UAE.

Methods: A quantitative research design has been used to recruit 100 department heads and senior professors from 20 public and private universities in the UAE. Descriptive statistics, regression analysis and factor analysis have been used to analyze the data collected through SPSS v.20.

Results: The results have shown a significant and positive impact of intellectual property (IP) policies (p=0.045) and scientific knowledge (p=0.023) on knowledge transfer; IP policies (p=0.067), shared governance (p=0.018) and scientific knowledge (p=0.017) on trust; IP policies (p=0.069), shared governance (p=0.034) and scientific knowledge (p=0.018) on innovation performance.

Conclusion: The findings have suggested that the role of interorganizational governance mechanisms is important in university industry collaborations to increase trust, innovation, and shared governance.

The purpose of this study is to investigate the differences between labour market requirements in the United Arab Emirates (UAE) in the 21st century and university graduates’ level of knowledge, skills and aspects of competence (KSAs) qualification benchmark.

The study used a discourse analysis methodology, which is a qualitative and interpretive method of analysing texts. The content for the analysis was extracted from Scopus, Ebscohost, Proquest, Google Scholar, Web of Science, news, publications, thesis papers, dissertations and other research papers. A narrative approach for analysing the content was adopted.

The findings reveal that new graduates often encounter difficulties in searching for jobs due to a lack of awareness of how to conduct an employment search that best aligns their KSA with the requirements and needs of the labour market. The study concludes that to increase the employability of graduates, higher education institutions should reduce the KSAs gap by collaborating with the private sector and providing students with relevant, industry-based job experience before graduation.

This study investigates the gap between graduate KSAs and labour market requirements in the 21st-century UAE. The findings of the study encapsulate the weaknesses and shortcomings of the current educational systems amid the reform agenda in the UAE. It also deliberates upon the state-of-the-art recommendations regarding making the country a knowledge-based economy and society.

The purpose of this paper is to investigate the impact of organizational norms on employee productivity within the higher education sector in UAE.

A quantitative research approach was used to investigate 89 respondents from higher education institutions. An online survey approach was used to investigate the opinions of respondents with regard to the impact of organizational norms on employee productivity in UAE. The data were then statistically analyzed using SPSS version 22.

The results showed a positive association between the investigated organizational norms and employee productivity. Furthermore, there was a significant relationship between age and organizational norms. Increase in employee age corresponds to an increase in employee productivity.

This study has made a novel contribution, since there is a significant lack of research surrounding the influence of organizational norms on employee productivity in the higher education institutions in UAE.

The purpose of this paper is to investigate experiences of women working at managerial positions to develop a degendering of leadership.

The study was based on interview-based approach to investigate the work experience of a group of around 35 women from a total of 15 different institutions. Face-to-face and semi-structured interviews were conducted to study the leadership experiences within the organizations, unlike the positivist frame that make sense of their association to power structure. The results were analyzed through thematic analysis.

The results showed that the gender of a leader is inconsequential, where men and women are treated equally. The working-women at managerial posts have depicted high level productivity and performance in their work. The career advancement of women requires increased commitment and motivation. These factors are significant as they are likely to pose a significant impact on their ability to respond to the environmental influences.

These findings helped to understand the reasons regarding under-representation of women at managerial positions and gender segregation.

Human perceptions, attitudes, and relationships are shaped by worldviews and values. The rich mosaic of worldviews in today's fast-changing global village, where cultures interact and information flows freely, challenge educators and students. Worldviews influence problem modeling and solutions. Worldviews give us psychological confidence that the world is as we see it, safe, secure, and belonging. Each worldview is consistent with the assumptions, ideals, and analytical processes. Values define behavior, attitudes and decision-making. The global higher education system's long history and recent developments in globalization, technological innovations, and internationalization make it even more complex. Globally, higher education is evolving rapidly. Global political, economic, social, technological, and environmental factors promote rapid change. Higher education institutions have struggled to adapt to these developments due to limited resources and capacity. Growing demand has created new business models and institutions. Access, equity, inclusion, and quality are new issues that emerged. To be relevant in a rapidly changing environment, higher education institutions must adapt to the knowledge society and growing need for access. This anthology contains 14 thought-provoking studies on worldviews and values in teaching-learning, curricula, assessment, and outcomes.

Although educators would likely agree that values and ethics are important in all disciplines, they have particular importance for practice-oriented fields. These applied professionals need to solve complex social problems that require the application of ethical standards and value perspectives. While the importance of value-engaged practice is known to the applied field, there is little research and conversation about how values can be integrated into teaching. This chapter synthesizes values-education approaches in various practice-based disciplines such as public administration (PA), program evaluation, social work, and public health. This chapter draws from empirical and theoretical works as well as the authors' experiences developing, participating in, and conducting values-based research on professionals and professional education.