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The resource view of strategy holds internal resources as a source of unique and inimitable competitive advantage. This strategic perspective, applied to Human Resource Management (HRM), suggests that aligning HRM sub‐systems with a strategy will produce behaviors and outcomes consistent with the strategy. A current popular strategy attempts to foster intrapreneurial behavior among employees by seeking breakthrough performance and product innovation. A survey of corporate executives shows that infusing HRM sub‐systems with entrepreneurial thrusts will produce more intrapreneurial behaviors and greater organization outcomes.

This study aims to examine both male and female accountants’ perceptions of female career progression in the Accounting Profession in Ireland. This study is set in the context of a steady rise in the total proportion of female members across the seven accountancy bodies worldwide and the recent acknowledged failure of larger accountancy firms to promote women to senior levels in equal measure compared to male colleagues.

A quantitative study (with a qualitative component) was undertaken to gather the opinions and perceptions of Irish accounting professionals on their career progression, gender-related barriers and obstacles, the “glass ceiling”, networking and flexible work arrangements. The sample of respondents reflected the diversity of accounting disciplines and gender divide in the wider population.

Evidence of a divergence between the perception and the reality of the lived experience of female accountants, across the gender divide, was found. While respondents believe they have not experienced gender-related barriers in their career progression, it is clear that both genders believe that women succeed in this profession by adapting to masculine occupational values and norms.

These findings contribute to the extant literature on career progression of women and augment the female management and career development literature. The inclusion of the perception and comparison of male colleagues is of particular interest.

The importance of new business start‐ups cannot be over‐emphasised. The UK government has taken actions designed to stimulate the growth of new businesses and aid their survival. The identification of barriers to entry is important, together with strategies to minimise their impact. The UK continues to lag behind the USA in its levels of entrepreneurship. The removal of barriers to start‐up is key to rectifying this situation and stimulating the new business aspect of the economy. The paper highlights the government’s position in furthering entrepreneurship, draws on initial primary research into student barriers to start‐up and makes recommendations for how higher education institutions can assist in breaking down the barriers identified.

In this paper, the authors situate existing scholarship about men in nursing within the broader gendered landscape of the profession and society. As a consequence, the need to reframe the discourse about men in nursing from the current emphasis on personal or collective experiences to collective action becomes apparent. The paper aims to discuss these issues.

A critical synthesis of scholarship addressing men in nursing serves as the basis for a conceptual paper which challenges the existing discourse on men in nursing.

The experiences and careers of men in nursing are profoundly shaped by patriarchal power structures that situate caregiving within the realm of the feminine. Although men generally benefit in the context of patriarchal society, men in nursing are subject to a patriarchal paradox that marginalizes their performance of masculinity and situates them as unlikely caregivers. Therefore, men in nursing are preoccupied with balancing the contradictions and tensions in their lives associated with enacting a contextual performance of masculinity depending on the social context of their gender performance.

A comprehensive synthesis of the existing men in nursing literature is presented and these findings are situated within a broader discussion of gender in nursing and society. This analysis provides the impetus for a “call to action” for nursing to comprehensively and meaningfully address the negative consequences of patriarchal forces on the profession of nursing.

The linkage of human resource management (HRM) to strategy formulation and strategy implementation is vital to the long‐term success of the firm — its strategic performance. Several means of linking HRM and strategy have been proposed. Theories and models that show the range of choices in different aspects of the performance systems are discussed. A case of a large telecommunications firm attempting to integrate its performance system and strategy is presented. For each element in the performance system the old and the new performance system characteristics are contrasted. While the assessment of performance systems is ongoing, the most striking observation is that the performance appraisal system is the least changed and most problematic element.

Understanding and predicting the emergence of venture initiation entails research to explore the antecedents of entrepreneurial intention (EI) and behavior. This book chapter aims to provide an overview on the role of exogenous factors (entrepreneurship education), contextual and environmental factors (perceived entrepreneurial motivators and barriers) in developing EIs and behavior among the university graduates. It also highlights the different strands of opinion and research on the role that formal entrepreneurship programs may (or may not) play in developing EI and action. This book chapter further provides some developments on the factors mentioned above among the different Asian countries while using Global Entrepreneurship Monitor (GEM). Since 1999 GEM reports have been a key source of comparable data across a large variety of countries on attitudes toward entrepreneurship, start-up, established business activities, and aspirations of entrepreneurs for their businesses.

Within teacher education, many experienced in-service teachers routinely mentor pre-service teachers during teaching practicums. Notwithstanding the benefits pre-service teachers are meant to experience from these mentor–protégé relationships and experiences, recent research has demonstrated that mentors, too, may experience some (oftentimes unintended) potential benefits. The purpose of this paper is to further investigate such potential benefits within a Canadian secondary school physical education (PE) context.

The researchers employed a qualitative case study methodology. The three primary data sources included field observations/notes, journals and interviews. More specifically, over a ten-week period, the researchers made 26 field visits, observing two mentors’ interactions with five protégés before, during, and after PE class instruction; collected the two mentors’ ten journal entries, all made in response to researcher-provided writing prompts; and interviewed the two mentors, both individually and together.

The mentor teachers viewed the mentor–protégé relationship/experience as meaningful professional development, recognizing that it approximated a professional learning community. Relatedly, the mentor teachers experienced professional growth with respect to their own teaching identity and teaching practice.

This research could inform those who structure and/or coordinate mentoring research within teacher education programs so that they might place a more purposeful focus upon the potential and/or idealized outcomes for mentors (as well as for protégés). Given the single case study methodology, this research may lack generalizability to other educational contexts.

This research adds to the emerging body of research that investigates how mentoring may provide benefits to mentors. More specifically, this research suggests benefits to mentors relate, especially, to their own teaching identity and practice.

A person’s value in terms of physical and mental abilities, talents and skills is not simply located in degrees of her/his body’s ability to function. Efforts to achieve social and workplace equality for people with a physical/body or psychological/mental disability have grown to a transnational social movement. The community of people with a disability may be among the largest, most diverse group of people. By examining disability through lenses of cultural, economic, and political contexts, Chapter 10 underscores the importance of understanding how and why experiences and issues associated with social identity shaped by these dimensions has captured the attention of policymakers and employers around the world.

A person’s identity is socially constructed and impacted by government policy, cultural values, and organizational decision making. The field of disability studies is dedicated to advancing greater understanding of experiences of people with a disability and empowering them to pursue happy and fulfilling lives. Institutionalized manifestations of stigma, ableism, discrimination, and bias diminish these pursuits, however. People everywhere and the organizations staffed and managed by them are urged to consider the positive outcomes of fully embracing people with a disability for their ability to perform responsibilities and to bring unique perspectives on organizational practices and exchanges with key stakeholders. Chapter 10 examines subthemes central to the study of social identity among people with a disability: paradigm shift and policy making about disability, legislation and policy, people working with a disability in organizations, language and naming debates, and disability and other social identity intersectionalities.