Search results

This paper gives a succinct account of current debates in the literature on graduate attributes as they are related to employment and lifelong learning, and argues the limitations of a “key skills” agenda as a guide to curriculum practice. Development of a curricular innovation that addresses key skills, “integrative studies” at the Strathclyde University Business School, is described and located in a wider framework of work‐related facets that extend thinking beyond key skills. Those facets include the idea of a learning organisation and the concept of student identity formation. A research‐based approach to further development of the curriculum is outlined, which takes the experiences of students and the perceptions and practices of specific employers to be key influences.

Looks at the 2000 Employment Research Unit Annual Conference held at the University of Cardiff in Wales on 6/7 September 2000. Spotlights the 76 or so presentations within and shows that these are in many, differing, areas across management research from: retail finance; precarious jobs and decisions; methodological lessons from feminism; call centre experience and disability discrimination. These and all points east and west are covered and laid out in a simple, abstract style, including, where applicable, references, endnotes and bibliography in an easy‐to‐follow manner. Summarizes each paper and also gives conclusions where needed, in a comfortable modern format.

The purpose of this paper is to explore the impact of having minor children on parents' life satisfaction. Given the demands on working parents in terms of their time and financial resources, the authors suspect a complex interaction between employment and parenthood and explore the effect of parenthood on life satisfaction of mothers and fathers, working parents and those with children of various ages.

Data from three rounds of the European Social Survey (R3 2006/07, R5 2010/11 and R8 2016/17) are used to account for Ireland's changing economic landscape. Three ordered probit models are estimated examining parents, and mothers and fathers separately.

The findings indicate that any life satisfaction benefits derived from having children appear to be eroded for working parents. There is a negative association between life satisfaction for working mothers with child(ren) aged between 5 and 12 years. Furthermore, when both parents are working, mothers' life satisfaction is also significantly reduced.

Family policies and supports can shape the effects of parenthood on individual wellbeing and decisions regarding parenthood. Such policies need to be purposeful for working parents of school going children and consistent with economic strategy and labour market goals.

Much of the existing economic research on individual wellbeing and parenthood are focused on the fertility decision rather than examining the factors affecting the life satisfaction of different cohorts of parents thus leading to more targeted and informed policies. Contemporary weighting methodology is employed.

This article was developed to provide a viewpoint for the 10th Annual EABIS Colloquium on Strategic Innovation for Sustainability held at IMD in Lausanne, Switzerland on 3-4 July 2012.

The authors present a framework of three practices that must be applied to an ever-increasing degree along the spectrum of strategic innovation for sustainability.

To reap the benefits of innovation for sustainability, businesses need to adapt the type of innovation they aim for to their particular context. Three practices are crucial to the innovation process – i.e. an integrated approach, multiple partnerships and visionary leadership from the top. These practices address two of the main challenges companies face in innovating for sustainability, namely actively engaging with the wider dynamic context in which they operate, and spanning boundaries they are not used to crossing.

By analysing the specific context in which a business operates, it is possible to form a better idea of where on the spectrum a particular company may focus its efforts in order to have the greatest chances of success.

The analyses in this paper contribute to the debate and practical realisation of sustainable development.

While many studies distinguish between continuous versus discontinuous change as the two ends on a spectrum, the authors extend the spectrum to include three major points from incremental to radical to game-changing systemic innovation for sustainability. The three critical practices must be applied to an ever-increasing degree along the spectrum.

This paper is based on the experiences of 31 women who have recently left partner roles within an international management consultancy firm. The purpose of this paper is to explore discursively their perceptions of choice within their decisions to leave.

Data were collected from 31 women using semi‐structured telephone interviews, a 66 per cent response rate. A discursive approach to analysis was adopted.

The decision to leave is the culmination of many interacting factors at a time when a financial incentive for resignation is available. Findings present here focus on discourses of loyalty to and affection for the company and work‐life integration.

Limitations include access only to women who have left the firm, allowing for no comparison with those who were still partners. Additionally, we were unable to speak to any of the male partners who have left the firm in the same timescales, although in smaller proportions.

The findings indicate the need to review the excessive time demands placed on partners and provide further support for policies, which enable greater flexibility.

This paper uses data from a rare sample of women, those who have actually left senior roles within one organization.

Expanding access to entrepreneurship training programs can be a method to increase female involvement in technology commercialization only if these programs adequately address the specific challenges facing female faculty and graduate students. In the context of the US National Science Foundation's Innovation Corps (NSF I-Corps) program, this study examines gender differences in prior experience and attitudes towards the training in order to propose improvements to the program design.

This quantitative study uses Pearson's Chi-Square and ANOVA tests on survey data from the I-Corps national program (n = 2,195), which enrolls faculty members, graduate students, postdoctoral researchers and industry experts.

In comparison to male participants, female I-Corps participants reported less entrepreneurial experience prior to the program, poorer team relationships during the program and lower entrepreneurial intention and technology commercialization readiness at both the beginning and the end of the program. However, no gender differences were found in positive or negative perceptions of the instructional climate or perceptions of program usefulness.

This study is unique as it is based on a large-scale dataset drawn from sites across the United States. The results support potential changes to I-Corps and similar programs, including providing more explicit instructions for tasks with which female participants have less prior experience than males (e.g. in applying for patents), offering guidance for team interactions, and providing mentorship to assess whether low self-efficacy is leading women to underestimate the potential success of their projects.

OUR readers will, we trust, appreciate our double souvenir number issued in connection with the Library Association Conference at Glasgow. Special features are the articles on the Mitchell Library, Glasgow, 1874–1924, by a member of the staff, Mr. J. Dunlop, and one on the Burns Country, by Mr. J. M. Leighton, of Greenock Public Library. We printed the provisional programme in our July issue and as we go to press have little to add to the particulars there given, except to compliment the Library Association and the Local Reception Committee on the excellent programme arranged for the occasion, from both the professional and social point of view.