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This paper aims to examine two types of age-related human resources (HR) practices, i.e. age-specific and age-inclusive HR practices and firm-level (meso-level) factors that foster or hinder the implementation of these two types of practices.

Based on a cross-case analysis of four firms across industries in Thailand, a developing country, the empirical evidence draws on semi-structured interviews with the top managers, HR managers and aging employees of four firms; field visits; nonparticipant observations; and a review of archival documents and Web-based reports and resources.

This paper proposes that age-specific HR practices primarily include those HR practices under the regulation HR bundle and some HR practices under the maintenance and recovery HR bundles. Additionally, the factors fostering the implementation of age-specific HR practices in firms include group corporate culture, nonunionism within the workplace, paternalistic leaders, a focus on the development of internal labor markets within firms and the need for tacit knowledge transfer from aging employees to younger-generation employees, whereas the factors hindering the implementation of age-specific HR practices in firms include age biases within firms. Moreover, age-inclusive HR practices primarily include HR practices under the development HR bundle and some HR practices under the maintenance and recovery HR bundles. Additionally, the factors fostering the implementation of age-inclusive HR practices in firms include the procedural justice climate, the transition from a family ownership structure to a professional ownership structure and result-/output-based corporate culture, whereas the factors hindering the implementation of age-inclusive HR practices in firms include experience-/seniority-based corporate culture. In fact, some of the meso-level factors that foster or hinder the implementation of age-specific and age-inclusive HR practices tend to be influenced by the national institutional and cultural contexts of the developing country where firms that implement such HR practices are located.

This paper aims to fill the research gap by examining both age-specific and age-inclusive HR practices. Additionally, this paper analyzes the factors fostering or hindering the implementation of these two dimensions of age-related HR practices across firms by using a case study of firms in Thailand, a developing country. To date, most studies in this area have focused on one of these dimensions, while comparisons between different HR dimensions are rather scarce. Finally, this paper contributes to the prior literature on strategic HR and comparative institutional perspective on HR strategies and practices as proposed by Batt and Banerjee (2012) and Batt and Hermans (2012) that future research should go beyond the meso-level (organizational) context. In this regard, some of the factors that foster or hinder the implementation of age-specific and age-inclusive HR practices tend to be influenced by the national institutional and cultural contexts of the developing country of Thailand.

The customer as an active and engaged value co-creator raises new challenges for theory and practice, especially in the hospitality industry. However, the connection between engagement and co-creation is little studied in the hotel/tourism literature. This paper proposes a connection between customer engagement (CE) and value co-creation frameworks to ascertain and depict the internal actors' activities and factors that foster or hinder guests' co-creation and destruction of value.

The researchers used qualitative methods (35 in-depth interviews, document analysis and four observation sessions) in seven regions of Ghana to explore the customer's perspective. Data were analyzed with NVivo11 within a thematic analysis framework.

The findings suggest that positive and negative engagement fosters or hinders guests' interactions, which lead to value co-creation or destruction. The research also discovered that negative interactions occasioned by any factor or actor trigger value destruction at multiple stages of the experience journey.

Industry players can use the framework developed to assess their businesses, explore and reflect on the proposed value they aim to generate, and thus be more aware of how they can better facilitate value co-creation with their consumers and avoid value destruction.

This research proposes a novel connection between customer interactions, engagement and value co-creation to ascertain and depict the internal actors' activities and factors that foster or hinder customers' experience in the hotel/tourism industry.

The purpose of this paper is to explore how highly skilled migrants to Australia integrate into the workplace, focussing on the factors that foster or hinder that integration.

An inductive method using an interpretive methodological approach was employed. In-depth interview data were analysed thematically.

Informal workplace practices, such as informal peer mentoring and having an “empathetic” supervisor, also assisted with integration, as did migrant self-help strategies. Factors hindering integration included structural barriers outside the organisation and workplace factors such as racism, cultural barriers and individual factors that centred on the migrants themselves.

While the exploratory qualitative enquiry sheds light on issues of concern regarding workplace integration of skilled migrants, further studies with diverse migrant groups would be required to understand if the findings could be replicated. An industry or sector-wise migrant study would shed more light on the issues.

Fostering and hindering factors identified through the lens of four workplace integration theories can inform workplace integration strategies and related policy formulation.

Informed by four theories of integration, the findings shed light on the everyday workplace experiences of linguistically competent, self-initiated, highly skilled migrants from diverse ethnic/cultural backgrounds in Australian workplaces in a range of industries. While previous research has identified problems experienced by migrants at work, this paper explores factors fostering and hindering workplace integration through the lens of the lived experiences of skilled migrant workers.

The relationship between sustainability, traceability and transparency in the fashion-apparel industry, characterised by complex, labour-intensive and geographically dispersed supply chains (SCs), needs further clarification. The first goal of this study is to revise, refine and adapt to the scope of this industry, the conceptualisation of traceability and transparency and their interrelations with sustainability. The second goal is to uncover the key elements responsible for fostering and hindering their relationship in the fashion-apparel practice.

A Delphi study with fourteen experts representing key stakeholders in the entire fashion-apparel SC was carried out.

Operational definitions for and clear boundaries amongst sustainability, traceability and transparency are identified, and a relational model including stakeholder groups and roles, drivers and barriers is developed. Traceability, defined as an ability, together with transparency, conceptualised as an internal decision and assisted (inter alia) by cross-sector collaboration are found to be necessary but not sufficient conditions to achieve SC sustainability, which is conceived as an outcome.

The work adapts concepts from the sustainable supply chain management (SSCM) literature to the particular fashion-apparel context, incorporating the practical vision and nuances of all the key stakeholder groups and highlighting the mutually reinforcing relationship among traceability, transparency and cross-sector collaboration for effective SSCM in the fashion-apparel industry.

The purpose of this paper is to contribute to the ongoing debate on organizational socialization by exploring the constitutive aspects of socialization practice. By taking a practice stance, the paper explores how the constitutive aspects shape the evolution of the socialization practice and of the overall organizational functioning. The aim is to address a clear gap in the literature as it does not have fully investigated socialization as an evolving practice in the web of other organizational practices.

The research relies on a case study analysis, which focuses on a multinational consulting firm. The paper focuses on the evolution of two main practices within the company one of which is socialization and the second is knowledge management.

The main result emerging from the field study is that the evolution of the socialization practice as well as its alignment with other organizational practices is affected by a set of constitutive aspects. The analysis of these elements allows to disarticulate the nature of a practice and to clarify how it evolves. The paper is particularly interesting as during the analysis, the case study firm experienced an external shock. This latter resulted to be a relevant cornerstone for understanding the evolution and alignment of the socialization practice and of the organizational functioning as a whole.

The research presents two clear limitations. First, the results might be very case‐specific. Further analysis should be done to increase consistency and validity of the findings. Second, the qualitative methodology needs further improvement as the practice based analysis of socialization is still at its infancy and thus is not well assessed.

Findings indicate that socialization practice might be somehow rigid over time and unable to match the evolving organizational setting. The case study further shows that while the procedures which are embedded in a practice might not change apparently, their content might be substantially affected by external facts.

Starting from the recognition that the evolution of the socialization practice has not received enough attention, this paper sheds new light on how a set of constitutive aspects may facilitate/hinder such evolution.

Entrepreneurship and small businesses in Russia have been of academic interest for over 15 years. This paper seeks to bring together current knowledge concerning the phenomenon, and to suggest further directions for research.

The study consists of a systematic review of 48 refereed empirical articles on entrepreneurship and small businesses in Russia.

From the articles reviewed it appears that entrepreneurs in Russia use non‐material resources to overcome the financial and institutional obstacles, which still seem to afflict the market. However, theoretical and methodological issues are, in many cases, poorly reported and this undermines the scientific rigour of the studies they report.

Because of the wide scope of the studies reviewed the results included here provide somewhat broad‐brush descriptions of the phenomenon. However, it is believed that the findings are valuable for an understanding of the current situation for entrepreneurship and small businesses in Russia. The findings may also stimulate more in‐depth research in this increasingly important topic.

To the best of one's knowledge, no literature review on this topic has previously been published in academic journals.

Using various macro-level measures of economic and political performance Shleifer and Treisman (2005) and Treisman (2014) call Russia a “normal country” implying that Russia’s economic and political development is not deviating from the other middle-income or transition countries significantly. The purpose of this paper is to challenge this proposition and investigate whether Russia is a normal country in terms of entrepreneurship by comparing Russia with other post-socialist and similarly developed countries.

Many studies have examined Russia’s institutional setup to explain its deficiencies in entrepreneurial activity. However, there is a lack of comprehensive research taking into account both the individual and institutional dimensions of the entrepreneurial ecosystem. The authors use the Global Entrepreneurship Index (GEI) methodology to analyze Russia’s quality-related individual as well as institutional features from a system perspective in a single model.

Russia’s performance has been poor relative to the post-socialist countries and to most of the former republics of the Soviet Union. Russia’s entrepreneurial profile is different from other transition and similarly developed non-transition countries, as well. Russia’s scores are less than the scores of other post-socialist countries in six out of the nine pillars of entrepreneurial attitudes and abilities. In sum, conditions supporting entrepreneurship in Russia lag seriously behind other post-socialist countries. Moreover, Russia’s individual scores are even lower than the institutional ones. Hence, improving the hostile environment alone would not be sufficient for entrepreneurship development.

Although, there have been numerous studies analyzing Russia’s macroeconomic conditions, institutional development, and entrepreneurship, there is lack of comprehensive studies. Besides common macro-level measures, the authors use a unique, GEI data set that combines institutional factors relating to entrepreneurship or new business creation with measures of individual capabilities, motivations, and attitudes about entrepreneurship. The single-model framework reveals that individual factors are even greater obstacles to entrepreneurship development in Russia than the institutional factors that most studies focus on.

Whilst an urgent need for collaboration is increasingly seen in education to better respond to socio-educational challenges, in practice, collaboration between primary school teachers and their partners is hampered by barriers. The aim of this study is to shed light on these barriers from a human resource management (HRM) angle, using the ability, motivation and opportunity (AMO) framework.

Quantitative and qualitative data were collected amongst staff in 16 child centres offering joint pre-school, education and childcare.

The authors' findings suggest that in general, both teachers and childcare workers perceive themselves as skilled and motivated for collaboration. They perceive aspects of opportunity to perform as most important barriers.

Based on this research, school leaders are advised to organise opportunities for collaboration, especially by fostering an inclusive organisational climate and scheduling sufficient time for collaboration.

This paper contributes to the relatively scarce body of research on HRM within the education sector. Furthermore, it illustrates the applicability of the AMO model for gaining insight into how educational management can be utilised to foster increased collaboration between teachers and childcare workers.

Extra care housing enables older people to remain in their ‘own home’, while providing appropriate housing and access to health and social care services that are responsive to their needs. This type of provision is very much in line with the government policy of fostering people's sense of control and independence, and is a priority area for expansion. We explored the current levels of development and expansion of extra care housing in terms of the numbers of schemes and places and factors that contributed to and were problematic in its development.

This study investigates how role overload in the sharing economy leads to emotional exhaustion, which restricts value co-creation activity, and also investigates the moderating effect of perceived platform support.

Two experimental investigations and field research questionnaires were given to respondents with shared mobility industry expertise.

First, role overload detrimentally affects service providers' value co-creation behavior; second, emotional exhaustion acts as a mediator between role overload and value co-creation behavior; and finally, perceived platform support moderates the adverse effect of role overload on emotional exhaustion.

To the best of the authors' knowledge, this study is the first to explore the antecedents of value co-creation behavior from the service provider's perspective, extending the application of COR theory in a sharing economy context.

First, alternative mediators between role overload and emotional exhaustion were not identified. Second, other dimensions of role overload and their impacts were not examined. Lastly, this study did not explore broader perspectives beyond algorithms.

This study recommends that managers reduce role overload ex ante in terms of clarifying responsibilities and obligations, providing substantive resource support and rationalizing order allocation, respectively.