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The parent-child relationship is important to the solidarity of families and the emotional well-being of family members. Since people are more dependent on their close social relationships as they age, understanding the quality of relationships between aged parents and their adult children is a critical topic. Previous research shows that this relationship is complicated with both kinship and ambivalence. However, there is little research on the causes of this complexity. This paper proposes a role model to explain this complexity by studying the leadership transition within a family as the child grows.

In this paper, we proposed a novel perception to understand this transition process and explain related problems based on the analysis of the leader-follower relationship between the parents and their children.

When a child is born, his/her parents become the leader of this family because of their abilities, responsibilities and the requirements of the infant. This leader-follower role structure will last a long time in this family. Decades later, when the parents become old and the child grows up, the inter-generational contracts within the family and the requirement of each members change. This transition weakens the foundation of the traditional leader-follower role structure within the family. If either the parent or the child does not want to accept their new roles, both of them will suffer and struggle in this relationship. This role conflict will cause ambivalence in the relationship between aged parents and their adult children.

Based on the quantitative study model provided in this paper, we can moderate the relationships between aged parents and their adult children. This effort is meaningful in enhancing the quality of life and emotional wellbeing for senior citizens.

The purpose of this paper is to understand the needs and experiences of Chinese families where grandparents were involved in the non-custodial care of their grandchildren.

In total five grandparent focus groups and three parent focus groups were conducted. The data were analysed using the constant comparative method.

Though most grandparents enjoyed their grandparent roles, there were differences in the perception of the grandparent role between grandparents and parents. Both grandparents and parents reported intergenerational conflicts on the management of the grandchildren, which was distressing for both parties.

It was suggested that grandparent training programmes might be a viable strategy to support families.

The study provided insights into family dynamics in the context of grandparent caregiving, child development, as well as children's services.

The purpose of this paper is to present a comprehensive training program for volunteers for the elderly in Israel, which has been operated under the National Insurance Institute of the State of Israel.

The paper considers the need and values of training elderly volunteers to support the elderly in the community. The methodology of training is presented, starting with the first program of a new volunteer and continue with an advanced consultant course. The methodology of maintaining and continuous improvement of the training programs are also discussed.

Each year, about 500 volunteers participate in a 64 hours (four weekly hours for 16 weeks) new volunteer course, and about 50 volunteers participate in the consultant course. In addition, all active volunteers (about 4,000) participate in regular training groups, every alternate week for two hours.

The paper introduces a unique training methodology and training programs for elderly volunteers to support the elderly in the community. A continuous improvement methodology is discussed to ensure training effectiveness.

Enabling decision-makers in Israel to better assess the prospects of government policies aimed at changing inter-generation income distribution for the benefit of the retirees.

Based on a comprehensive data set, the paper utilizes multivariate ordered-probit regression for empirical investigation of the motivations for support between parents and children in Israel.

The main finding is that child-parent support in Israel is usually driven by a combination of exchange and altruistic motives, rather than altruism alone.

Child-parent support will not reduce the impact of governmental policies aimed at redistributing income among different generations. If the Government of Israel raises the income level of its citizens aged 65 and over, the improvement in this population's condition will most probably be bigger than that caused directly by the amount the government has added to their income.

Empirical evaluation of the motivations for support given by children to their retired parents in Israel. Israel is a multicultural, immigrant country, home to people originating from all over the world, which provides an interesting cross-cultural perspective. In addition, the underlying database used in this study includes much more information than most databases utilized by earlier studies.

The purpose of this paper is to extend understanding of marketing in MENA by investigating how women entrepreneurs use social networking sites (SNS) in marketing their businesses in Lebanon.

To address contextual issues arising from research in this region, this study consists of a two-phase research design of, first, a panel of specialised business commentators and, second, digital qualitative data collection that enabled access to hard to reach informants.

The study reveals that the activities of women entrepreneurs are fundamentally enabled by SNS as it allows them to optimise their networks in prospecting, communicating and developing relationships with stakeholders. It also allows them to support the social fabric of the family unit by providing an extra source of income and facilitating connections.

This study draws on a single country within the MENA region; nonetheless, the analysis offers new and nuanced understanding to marketing of small businesses in uncovering how Lebanese women entrepreneurs are able to build and run their businesses using SNS.

This research demonstrates how women entrepreneurs can set up and run businesses using SNS to reach and extend their networks in a culturally diverse and growing economy. SNS provides an inclusive platform through which women build and run a small business.

This research responds to a World Development aim of studying the relationships between gender and trade such as women entrepreneurs using social technologies.

This research responds to a World Development aim of studying the relationships between gender and trade, here by investigating how women entrepreneurs set up and run small businesses enabled by SNS.

As government funding continues to decrease, higher education (HE) providers are pressed to become autonomous in terms of managing resources and innovation. Many operate as small and medium-sized enterprises (SMEs), expanding business activities beyond borders by integrating programmes of International Academic Mobility (IAM). Such programmes involve managing the flow of staff beyond national borders, contributing to a key dimension of internationalisation and IAM-driven innovation. This paper seeks to ascertain the motivations, benefits and barriers for undertaking IAM, and the HR processes through which they operate.

A four-stage qualitative methodological approach including interviews with 26 participants is employed to identify factors that motivate staff to participate in IAM programmes.

Eight factors that motivate staff to be involved with IAM (breaking from routine, leisure/recreation, socio-cultural discovery, networking, altruism, developing new skills/capabilities, research/funding collaboration and self-enhancement) and four issues that act as barriers (funding, HR myopia/lack of information, personal circumstances and schedule constraints) are identified.

This study contributes to an important yet under-researched area of employee-driven IAM, developing a conceptual framework that draws from and enriches: expectancy theory, communities of practice, social and human capital theories and intrapreneurship (i.e. employee-driven innovation).

Corporate social responsibility (CSR) has often been presented as a challenge for management. This is due to the fact that the CSR debate has been associated with the business practices that are linked to it. But CSR is also an approximation to the business practices that require us to question the underlying corporate business model. Therefore, as it deals with a company's business model, the term CSR at once reveals its potential and its limitations. The ambiguity of the term “social” and the risk of not combining this with the term “economic” is by no means less significant: neither is the diversity of interpretations and approaches allowed by the term “social”. Using the words of the Lewis Carrol character, Humpty Dumpty, as a metaphor–according to which a word's meaning depends on the power of the person who uses it – the purpose of this paper is to propose a shift away from talking in terms of CSR (corporate social responsibility) to talking in terms of responsible and sustainable corporation (RSC).

The intention is not to become bogged down with questions of semantics of terminology but, rather, to bring about a change in emphasis. The author intends this to be a means of considering a more relational vision of the company (in other words, a relational corporation), taking as the point of departure the company's relationships with stakeholders. The paper proposes an analysis of the stakeholder relationship which is not reduced to mere relationship management.

Once these relationships have been established, it can be highlighted how, in each of them, the existence of economic, social and environmental dimensions can be investigated and, as a result, how these dimensions can be integrated into management. This means that the integration process should be translated into a vision of CSR (or, as is suggested, of RSC: responsible and sustainable corporation) at the same time as being a transversal management approach and an axis of corporate identity and of understanding the company as a project.

The paper proposes a change of emphasis regarding the approach to CSR. The aim of the paper is to contribute towards preventing the CSR debate from becoming blocked by debate on the scope of the term “social”. It should be put forward directly in terms of business strategy, in order for CSR not to be reduced to a set of business practices but for it to become part of the vision of the company, leading to the proposal of: responsible and sustainable corporation.

The purpose of this study is to systematically review the practice of reverse mentoring and draw a timeline of the research over the past two decades. Considering the novelty of this intervention, this paper proposed an agenda for future research on this burgeoning topic.

By adopting narrative literature review and Gregory and Denniss’ (2018) four-step process, this paper reviewed 54 studies grounded in conceptual, literature review and empirical research published between 1998 and 2020.

The articles included in the literature review on reverse mentoring research were summarized according to journal publications, research methodologies, contextual settings, theoretical framework, purpose and outcomes. Reverse mentoring studies are dominantly published in educational journals using primarily qualitative and conceptual approaches to explore both academic and business contexts within the USA and Europe. Theories frequently used to frame and examine the need of reverse mentoring included social exchange theory and leader-member exchange theory. The fundamental purpose of reverse mentoring research is to transfer knowledge and to bridge the technology divide between intergenerational groups. Reverse mentoring has been used to promote inclusivity between multiple generations in relation to gender, ethnicity and culture.

As per the knowledge, this is the first-ever comprehensive English summary of reverse mentoring research done in the past two decades. Findings from this research can be used to better understand reverse mentoring research trends and directions.

The purpose of this paper is to question the frequently heard claims of a negative relationship between inequality and intergenerational mobility (such as the “Great Gatsby Curve” by Alan Krueger) and to propose entrepreneurship as the neglected prime countervailing force against the putative advantages of the rich.

A critical examination of evidences marshalled to support the case for a negative relationship between inequality and mobility, in terms of the appropriateness of statistical inferences and the consistency between implications and observations. The paper adopts alternative approach of Austrian economic in emphasizing the role of entrepreneurship in generating mobility.

The putative negative relationship between inequality and mobility is not supported by evidence. The result is partly that egalitarians tend to skip close examination when they run into evidence that seems to support their preconception. It is also partly that the dominant tradition in economics, based on the model of efficient allocation of given resources, induces them to overlook entrepreneurship, the prime wealth creator and generator of mobility.

The research outlines an argument that the rich do not have advantage in entrepreneurship because it depends not on the ownership of currently valued resources, but on the discovery and exploitation of profitable opportunities. This claim is made based on Kirznerian perspective and author’s own theory of inference and learning process. However, it would be nice to able to provide empirical evidence of this claim made in the paper.

Many policies of redistribution, based on the belief that increase in inequality (as measured by Gini coefficient) signifies a diminution of intergenerational mobility, should be re-examined since the alleged negative relationship between inequality and intergenerational mobility turns out to be untrue. For greater intergenerational mobility, entrepreneurs should be encouraged, by allowing them to experiment freely.

Emphasizing the role of entrepreneurship in intergenerational mobility and the dealing with the question of whether or not the rich would have advantage in entrepreneurship is original to this paper.

This article reconstructs the conditions under which displaced persons are integrated into their workplaces with their hosts. It identifies the characteristics of this pathway and provides guidance on the support that should be provided to these people. This support is part of social responsibility. Theories on professional integration/labour market integration (LMI) have been categorised and then arranged in a logical order to determine the stages of this integration. Theories on professional integration support for refugees were also reviewed and examined in relation to this categorisation. Six stages characterise professional integration: getting a job, its sustainability and its wage adequacy, its security and sustainability, career continuity and employability, the fact of being a full and equal participant and being an integrated part of the workforce and the meaningfulness of that job. The level of professional integration marks the quality of this integration. Each level encompasses the previous levels. Displaced persons should be supported throughout their careers to go beyond technical and behavioural skills and take a more holistic view of their tasks to find meaning in their work. While most research focuses on getting a job as a characteristic of occupational integration, this study found five other characteristics that were ordered. It also links vocational integration with social responsibility and provides guidance on how to help displaced people reach the final stage of this integration.