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Stresses the importance of a talented workforce due to the rapid changes in development in new technology. States that in order to deal with change organizations need to apply new management concepts and techniques. Examines the differences in human resources practices and the effects of new practices on organizational change during 1995‐1999 in ISO 9001‐9002 accredited companies in Turkey by means of a questionnaire distributed to 253 firms, of which 65 responded. Concludes with a list of results derived from the questionnaire.

The paper aims to highlight the extent to which the institutional context of a country can inhibit entrepreneurial activity in clusters.

Case study method employing exploratory survey questionnaire and interviews administered to 78 firms in the Denizli textile cluster in Turkey.

Findings show that Denizli district firms nurture effectively only some of the features of an industrial district, that is flexibility, participative managerial structure and trust. However, there is limited availability of skilled workers, and limited co‐operation in the form of joint projects and investments for innovation owing to the weak institutional context in which these firms are embedded. Although this might be expected to discourage economic benefits, performance, particularly in terms of efficiency and relations with internal and external customers, is perceived to be high by the cluster firms.

It is not adequate to argue that policy makers of developing countries should take particular systems of organizing, such as cluster formation, into consideration for their industrialization efforts. One needs to consider the wider institutional context in which entrepreneurial activity is embedded that can limit the degree to which clusters can stimulate economic development. This has implications for the applicability of a cluster approach to foreign contexts, particularly where global value chain governance is of a quasi‐hierarchical form.

Although district firms can strategize on the basis of their flexibility, trust relations and managerial structures within the confines of a state‐organized institutional environment and a quasi‐hierarchical global value chain, further improvements such as relocation of production and equity participation are needed to meet the global challenge.

This study shows that the institutional make‐up of a country can discourage actors from changing patterns of organizing for innovation. Although a substantial number of studies have been carried out for more than a decade on the internal structure and formation of clusters, these pertain predominantly to operations in developed nations and, by and large, ignore developing countries. The paper argues that clusters may not generate the same economic benefits when embedded in weak, state‐organized institutional settings as when operating in strong collaborative institutional contexts. The study is of value particularly to policy makers.

Workplace learning and HRD are considered legitimate topics for study and investigation alongside organisational strategies and practices. Considers key themes in the workplace earning literature in addition to its relationship with HRD. Identifies a paradigm shift from formalised, intermittent and discontinuous learning to increasingly informal, experiential, asynchronous and real‐time situated learning. Highlights three contemporary themes in both the workplace learning and HRD literatures, namely: knowledge, expertise, competence and capability; organisational learning; and employability and career issues.

This study aims to examine the relationship between neutrophil to lymphocyte ratio (NLR), handgrip strength (HGS) and nutritional status in non-critically ill patients and outpatients.

A cross-sectional study was conducted on 80 geriatric patients. Nutritional status was evaluated using the Mini Nutritional Assessment Short Form, Geriatric Nutritional Risk Index, some anthropometric and biochemical parameters. NLR was calculated from the complete blood count results. Data were analyzed using SPSS 24.0.

While 38.3% of patients were malnourished or at risk of malnutrition, 61.7% had normal nutritional status. Mini Nutritional Assessment Short Form was not correlated with NLR, whereas it showed a weak positive correlation with HGS. According to the logistic regression analysis, age, HGS, hemoglobin and platelet to lymphocyte ratio were significant independent factors for predicting malnutrition or risk of malnutrition. The receiver operator characteristic curve analysis showed that the optimum HGS cut-off point for patients with malnourished or at risk of malnutrition was 13.2. In conclusion, HGS was associated with the nutritional status. NLR was not associated with nutritional status but associated with nutritional risk.

It is well known that malnutrition is a serious health problem among older adults, and it is important to assess the nutritional status of older adults because of the adverse health effects. In addition, to the best of the authors’ knowledge, this is the first study to determine the relationship between NLR, HGS and nutritional status in non-critically ill patients and outpatients.