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Entrepreneurship is a politically charged discourse. It has positive aspects but also destabilises societal, economic and political power relations, and leads to various categories of inclusion and exclusion. Despite the Western governmental grand narrative that portrays a vision of society whereby the entrepreneurial values such as resourcefulness, risk-taking, self-efficacy, autonomy and confidence can be appropriated by everyone, regardless of their background and profile, entrepreneurship does not often elevate and liberate marginalised people who are in subordinate positions. Presupposed assumptions of entrepreneurship should be challenged when pursuing the lines of critical inquiry as advocated in this chapter. Entrepreneurship is not only a socio-economic process but also functions as a political ideology, which can be instrumental in reproducing and reinforcing conservative assumptions and actions and hence shape public policy and public perception in ways that serve conservative political or capitalist ends, as evident in the case of social enterprise and entrepreneurship in the UK. Therefore, policy implications of the intersection of diversity and entrepreneurship are fundamentally important.

There has been a profound neglect in most of the literature dealing with social entrepreneurship on the relationship between social entrepreneurship and technological innovation. The purpose of this paper is to provide new insights into that relationship by using the case of Prezi, a Budapest, Hungary-based mission-driven software company.

The research approach used for this paper is qualitative in nature and uses the case study methodology. Evidence was based on interpretative/qualitative interviews and direct observations.

Using the example of Prezi, the authors show that social entrepreneurial activities and projects could act as an important innovation source for technology-based industries.

The authors use the case of Prezi and describe several of Prezi’s socially driven projects and show how they influence those involved with the company to continuously innovate and solve problems that have positive impact in the community as well as their core product offering.

The main purpose of the paper is the validation of a broad range of RANS turbulence models, for the prediction of flow and heat transfer, for a broad range of boundary conditions and geometrical configurations, for this class of problems.

Two‐ and three‐dimensional computations are performed using a general‐purpose CFD code based on a finite volume method and a pressure‐correction formulation. Special attention is paid to achieve a high numerical accuracy by applying second order discretization schemes and stringent convergence criteria, as well as performing sensitivity studies with respect to the grid resolution, computational domain size and boundary conditions. Results are assessed by comparing the predictions with the measurements available in the literature.

A rather unsatisfactory performance of the Reynolds stress model is observed, in general, although the contrary has been expected in this rotating flow, exhibiting a predominantly non‐isotropic turbulence structure. The best overall agreement with the experiments is obtained by the k‐ω model, where the SST model is also observed to provide a quite good performance, which is close to that of the k‐ω model, for most of the investigated cases.

To date, computational investigation of turbulent jet impinging on to “rotating” disk has not received much attention. To the best of the authors' knowledge, a thorough numerical analysis of the generic problem comparable with present study has not yet been attempted.

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

Value innovation directly correlates to the creation of new market spaces, and prioritizing customer value and adaptability will generate a competitive advantage to create a unique, valuable and cost-effective firm.

The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Sustainability is viewed as an encompassing perspective, as endorsed by the international policy context, driven by the UN’s Sustainable Development Goals (SDGs). We aim to examine how women entrepreneurs transform capitals to pursue sustainability, and to generate policy insights for sustainability actions through tourism entrepreneurship.

Applying qualitative approach, we have generated empirical evidence drawing on 37 qualitative interviews carried out in Turkey, whereby boundaries between traditional patriarchal forces and progressive movements in gender relations are blurred.

We have generated insights into how women entrepreneurs develop their sustainability practice by transforming their available economic, cultural, social and symbolic capitals in interpreting the macro-field and by developing navigation strategies to pursue sustainability. This transformative process demonstrates how gender roles were performed and negotiated in serving for sustainability pillars.

In this paper, we demonstrate the nature and instrumentality of sustainable tourism entrepreneurship through a gender lens in addressing some of these SDG-driven challenges.

We advance the scholarly and policy debates by bringing gender issues to the forefront, discussing sustainable tourism initiatives from the viewpoint of entrepreneurs and various members of local community and stakeholder in a developing country context where women’s solidarity becomes crucial.

In response to a growing interest in worker well-being in a work-life which is experiencing fundamental transformations, this paper builds and tests a research model on the role of psychological capital (PsyCap) in three different forms of engagement at work. Engagement at work has been identified as one of the most significant drivers of successful work performance.

Using a quantitative research design, data were collected from 396 highly specialized knowledge workers through anonymous questionnaires. Research hypotheses were tested with linear models.

Analysis results indicate that all three forms of engagement are affected by PsyCap which consists of self-efficacy, resilience, hope and optimism, but the effect of individual dimensions is not the same for different forms of engagement at work.

It is argued that paying more attention to personal resources, such as the dimensions of PsyCap, and acknowledging diversity among individual workers offer possibilities for increasing employee performance. HR personnel can benefit organizational performance by boosting different dimensions of employees’ PsyCap for different engagement purposes.

This paper takes a wider perspective on engagement at work, arguing that also organization engagement and social engagement, together with work engagement, are important factors for employee well-being and performance in work society.

The purpose of this paper is to present a study that evaluates the readiness level of the Turkish automotive suppliers industry (T-ASI) to provide a foundation for the successful implementation and/or sustainment of lean practices.

The paper adapts an assessment framework developed by Al-Najem et al. (2013) to conduct the evaluation of the lean readiness (LR) of the T-ASI. Thus, the LR assessment is based on six quality practices related to lean manufacturing (LM), namely: processes; planning and control; human resources; top management and leadership; customer relations; and supplier relations. One research question and three hypotheses were formulated and tested using a combination of descriptive statistics and t-test and Levene’s tests. Data were collected through a survey questionnaire responded by 48 manufacturing organisations members of the Association of Automotive Parts and Components Manufacturers (TAYSAD).

The results of the study revealed that the T-ASI has a high level of LR, especially in the areas of customer relations and top management and leadership while processes, planning and control and supplier relations still need to be enhanced. In addition, the study found that company size has no effect on the LR level of suppliers whereas supplier level and location of customers have.

As the LR level of the T-ASI is measured, this research study increases the awareness of supplier companies with respect to complementary quality practices that support the implementation and/or sustainment of LM. Thus, managers can use this study as a platform to take better decisions regarding what quality aspects of their operations need to be enhanced to successfully deploy or sustain a lean strategy.

This research is among the very few studies that have focused on evaluating how ready the T-ASI is to successfully implement or sustain lean practices. For this reason, this research expands the very limited existent body of knowledge of LM in the T-ASI.

The purpose of this chapter is to highlight the cultural values which underpin the practice and acceptance of nepotism and cronyism in societies and organizations worldwide. We argue that there are advantages inherent in harnessing the resources of the social networks involved in nepotism and cronyism, but there are also major problems arising from the inequality and unfairness of these practices. A theoretical consideration of cultural values combined with illustrative cases is used to discuss nepotism and cronyism in different cultures. We suggest that nepotism and cronyism exist in all cultures but perception and discussion of these phenomena as well as the perceived gravity of their effects can vary according to the cultural values of egalitarianism and universalism, together with the economic development of the societies in which they occur.

This study investigates how firms’ awareness of sustainability affects the revision of their internationalization strategy. Adopting a resource-based view (RBV) approach, the authors argue that sustainable-oriented firms have a higher propensity to de-internationalize (i.e., to go back to their home country) when confronted with the need to relocate foreign manufacturing subsidiaries, as the shortening of value chains would allow the reduction of transportation emissions and enhanced corporate image as green-oriented entities. Furthermore, the authors explore the role exerted by a stringent regulatory setting in the home country on the likelihood of de-internationalization. The empirical test conducted on a sample of relocations performed across European nations in 2002–2014 reveals that multinational enterprises (MNEs) – regardless of their sustainability orientation – have a higher probability to de-internationalize when their home countries have strict institutional contexts in place.