Search results

The purpose of this paper is to investigate gender differences in motivations to use flexible work arrangements (FWAs) in Korea.

Based on a literature review on theory of planned behaviour (TPB), this study considers four motivational factors that influence the intention to use FWA: motivation for personal life, motivation for productivity, peer behaviour and concerns about career disadvantages. Survey response data drawn from 92 male and 105 female Korean workers were used to analyse differences by gender.

As for the male respondents, all four motivational factors have a significant effect on the intention to use FWA. However, in the female respondents, the effects of concerns about career disadvantages on the intention to use FWA are not significant. The results of gender differences analysis show that significant difference was not found in the effect of motivation for personal life on the intention to use FWA while the other three motivational factors have significant differences by gender.

In this research, basing its conceptual background on TPB, a novel approach is taken by introducing motivational factors as the antecedents of intention to use FWA. This is a more systematic view on individuals’ behavioural mechanism relating to the intention to choose FWA. It is also meaningful in that this study looks at the intention to use FWA from a broader perspective by suggesting gender differences as critical analysis criteria given the uniqueness of Korean labour market.

For an effective operation of FWA, it is important not only to launch a flexible working programme itself, but also to ensure that the users are properly understood and fairly evaluated.

Considering the motivations of utilising FWA from various angles will contribute to coming up with various measures to raise the use and effectiveness of FWA.

Smart-work has been attracting more attention since the COVID-19 outbreak hit the world in 2020. Smart-working practices do not always run smoothly despite the necessary infrastructure being in place. Taking the quality-value-loyalty chain and information system continuance model as the basis, this study aims to identify how “smart-work support service” leads to employees’ continuance intention toward smart-work. In this study, the smart-work support service refers to the infrastructure making smart-work possible and services needed to support smart-work.

Using data collected from a survey of 406 employees working in Korea, this study verifies the components of smart-work support service quality and dimensions of perceived value through partial least squares analysis and then tests the proposed conceptual model using structural equation modeling.

The results verified that the quality of smart-work support service consists of eight attributes while dividing the perceived value of smart-work into three dimensions and further revealed that the service quality influences the intention to continue smart-working by way of perceived value and satisfaction.

This study sought to explore the relationship among service quality, perceived value and satisfaction by clearly conceptualizing and measuring them in the context of smart-work, thereby ultimately understanding the impact they have on the intention to continue smart-work.

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.

It is well established that there are several benefits of taking a placement year, for example, higher academic attainment, the acquisition of transferable skills and enhanced employability. It is therefore important to understand why students choose to take or not to take a placement. The paper aims to discuss this issue.

In the current study, 159 first year students studying psychology were asked about their perceptions of the advantages and disadvantages of taking a psychology professional placement year. Their responses were analysed using thematic analysis, and the number of participants who provided information relating to each main theme was also tabulated.

Students perceived the main benefits of placements as relating to career certainty, future prospects, experience, knowledge and skills. In contrast, they perceived the main disadvantages as practical disadvantages, social/emotional disadvantages, difficulty, and there being no guaranteed benefit of a placement.

The results are discussed in terms of their potential to inform practices for developing and enhancing psychology placements within higher education. For example, providing further empirical evidence of the benefits of placements may help staff in higher education to further promote placement years.

The study contributes to the knowledge of perceived advantages and disadvantages of taking a placement in psychology. Placements in psychology are likely to be very beneficial for employability, but are often only available on a voluntary basis.

In the last four years, since Volume I of this Bibliography first appeared, there has been an explosion of literature in all the main functional areas of business. This wealth of material poses problems for the researcher in management studies — and, of course, for the librarian: uncovering what has been written in any one area is not an easy task. This volume aims to help the librarian and the researcher overcome some of the immediate problems of identification of material. It is an annotated bibliography of management, drawing on the wide variety of literature produced by MCB University Press. Over the last four years, MCB University Press has produced an extensive range of books and serial publications covering most of the established and many of the developing areas of management. This volume, in conjunction with Volume I, provides a guide to all the material published so far.

The purpose of this study is to account for gender gaps owing to a lack of education and training. Gender gaps pervade human activity. But little is known about forces reshaping gaps across career phases, from education to running a business. Such gaps may accumulate over one’s entrepreneurial career and widen or narrow due both to environmental forces that reconfigure the gap across career phases and to the gendering of competencies and benefits from education and training.

A representative sample of 110,689 adults around the world was surveyed in the Global Entrepreneurship Monitor. Gender-related effects were ascertained by odds ratios estimated by hierarchical modelling, controlling for country and attributes of individuals.

Education and entrepreneurial training, both during and after formal schooling, are highly beneficial in developing competencies and during career phases – i.e. intending to start a business, starting a business, and running a business. Early gaps in human capital are reproduced as gaps in careers, and continuous disadvantages in the environment repeatedly widen gaps throughout a person’s entrepreneurial career. That said, gender gaps are reduced slightly over time as women gain greater benefit from training than men.

The cumulative effects of early gender gaps in education and training call for research on gendered learning, and recurrent gender effects across career phases call for research on gendering in micro-level contexts such as networks and macro-level contexts such as institutions.

Understanding the gendering of human capital and careers has implications for policy and education aimed at developing human resources, especially for mobilising women. The finding that women gain greater benefit than men from training is informative for policies that foster gender equality and empower women pursuing careers.

Conceptualising the entrepreneurial career as a sequence of several stages enables the assessment of gender gaps owing to initial disadvantages in education and to recurrent disadvantages on the career path.

This paper critically evaluates potential barriers to employment opportunities for ethnic minority (EM) individuals in Scottish Local Authorities – both in terms of access to job and development opportunities. It provides a fundamental discussion of concepts around race and ethnicity, and the levels of social injustice, with an explicit focus on institutional racialisation, discrimination and segregation. The paper explores organisational approaches towards recruitment, including positive action and workforce development.

This paper adopts a subjectivist (ontology) and interpretivist (epistemology) stance, based on a small-scale, in-depth investigation. The data have been gathered through semi-structured interviews with equality diversity and inclusion (EDI) officers in four Scottish Local Authorities, utilising thematic analysis.

The finding suggests that participating local authorities have a long way to go to ensure the elimination of barriers to employment for EM people. This is largely based on concerns around limitations in the application of positive action and elimination of disadvantages in recruitment and access to career and development opportunities?

The paper aims to contribute by exploring the availability of employment opportunities for EMs through the eyes of EDI Officers in four local authorities. Their thorough understanding, over- and insight into potential equality issues from an employment perspective are invaluable, focussing on more tangible organisational issues and approaches.

Knight's Industrial Law Reports goes into a new style and format as Managerial Law This issue of KILR is restyled Managerial Law and it now appears on a continuous updating basis rather than as a monthly routine affair.

There is neither doubt nor debate that career decision-making is essential and has long-term effects on the lives of individuals, families and communities. Despite the utmost significance of career decision-making, it is well acknowledged in the literature that it remains difficult for young people in many countries worldwide to make informed and meaningful career decisions. Concerning this difficulty, this chapter presents findings from a small-scale doctoral research project investigating what influences students’ career decision-making at one public technical and vocational education and training (TVET) college in the Eastern Cape Province of South Africa. The doctoral study on which this paper reports was framed within an interpretive framework and used focus groups and individual interviews to generate data. Following the original research project, we frame this chapter within the sociological perspective, thereby focusing on the notions of careership (Hodkinson & Sparkes, 1997) and navigational capacity (Appadurai, 2004). Also, the sociological perspective reveals the tension and relation between structure and agency. Several factors influence young people’s career decision-making, for example, socio-economic status and capacity to aspire, life turning points, and horizons of action and possibility. The findings show that the participants operate from a position of disadvantage and lack; hence, career decision-making is more of a mission than a natural step in education and training. The chapter concludes that educational institutions should expand the horizon for action and improve the navigational maps of young people as they move through education and career paths.

The particular focus of this paper is female expatriates in Europe, which is a relatively under‐researched area. A total of 50 senior female expatriate managers were interviewed, representing a wide range of industry and service sectors. The aims of the paper are to highlight a number of critical factors which are necessary for successful female expatriate assignments. The results of the study show that female expatriates are disadvantaged in their careers because of the lack of organizational support which is readily available to their male counterparts. This lack of organizational support, together with the invisible barriers which constitute the glass ceiling, explain the relative scarcity of female expatriate managers.