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The ascent of women enterprising community (WEC) in a couple of decades draws the attention of various government and non-government bodies. Literature has mentioned various studies that focus on the factors affecting the success or failure of women entrepreneurs (WEs), but understanding of the ranking of the factors depending on the experiences of different WEs is needed. This study aims to identify the significant factors essential for the growth of WEC.

This study examines the factors through interview of 33 WEs having different entrepreneurial experiences (less than 1 year, more than 1 year but less than 10 years and more than 10 years of experiences) from different regions of Uttar Pradesh, India, and with the help of analytical hierarchical process, ranks the factors affecting the sustainable growth of WEs.

Through analysis, significant factors have been identified such as determination, education, entrepreneurial resilience, personal satisfaction and provide employment, and these factors have been analysed according to the different experiences of WEs. An investigation of ranking these factors of WEC, especially in the emerging nations, can assist policymakers in designing projects that improve the mindfulness associated with women enterprise and define the compelling methodologies.

The growth of the WEC is significantly affected by gender orientation ways of thinking as driven by entrepreneurship models.

This study gives a direction to policymakers by emphasizing on significant factors of various stages of enterprise development for the encouragement of WEs in the emerging economies.

This qualitative research aims to analyze the effects of the global crisis known as COVID-19 in family businesses in North Macedonia and defines the strategies that Albanian entrepreneurs have used to overcome the pandemic.

The purpose of this study is to conduct a gender comparison between the behaviors of ten men entrepreneurs with ten women entrepreneurs in the city of Skopje. The data we collected by the interview method. The interviews were conducted by phone from June 1 to June 15.

The results of this research show that women entrepreneurs have overcome the crisis through defensive strategy compared to men entrepreneurs who have used more offensive approach. Due to the pandemic, the majority of women entrepreneurs have lost incomes, labor and clients. Men entrepreneurs have maintained their employees with the minimum salaries, but they have suffered the same loss in the aspect of revenues and clients. Findings show that in the category of women-owned enterprises lower financial results have shown those who operate in the textile industry and beauty salons. In companies with men entrepreneurship, the biggest loss is estimated in the luxury jewelry industry and restaurants, while pharmacies, supermarkets and detergent manufacturing companies proved to be profitable. Even companies that have shown high financial performance have encountered considerable problems in supplying raw materials due to the pandemic. This research will help SMEs in our country with useful suggestions to make the right decisions for the mentioned issue.

There are some limitations in this study that should be considered a guide for future research. First, this research includes only Albanian entrepreneurs located in the city of Skopje. The investigation will be complete if we add a more significant number of Albanian entrepreneurs from more cities in North Macedonia. Second, considering that this paper's topic is new, we did not have enough literature to compare or enrich the study. Third, due to the current situation caused by the virus, we have faced difficulties in convincing entrepreneurs over the phone to respond in our questionnaires.

This paper addresses a new topic comparing Albanian entrepreneurs' behaviors based on their gender in overcoming the pandemic in Skopje, North Macedonia.

Despite the increased gender parity in the workforce today, few women attain top management positions in America's largest corporations. Instead, an increasing number of women are achieving CEO status as entrepreneurs. In‐depth interviews with women who have lived in both worlds – that of the stable company and one launched and run on their own – give some insight as to the nature of the problems and perceptions faced by women as managers and entrepreneurs. Issues such as gender‐role bias and work/life balance are concerns for women with and without children. Gathering information from women who decided to form their own organizations after they had worked in a large organization, this paper examines some of the decision‐making factors and socio‐personal constraints that affect such entrepreneurship.

The purpose of this paper is to advance the argument for the transformative potential of e‐mentoring support to women entrepreneurs, presenting an e‐mentoring intervention to rural women entrepreneurs in Greece.

A six stage e‐mentoring process is practiced through a project supporting rural women entrepreneurs, based on mentees' and mentors' reactions. Their expressed degree of satisfaction with regard to the e‐mentoring relationship, achievement of personal goals, as well as their desire to continue the relationship are served as useful indicators. Questionnaires are used during three times (pre and post the e‐mentoring relationship, i.e. before, just after its end and six months later) to obtain information from mentees' and mentors' groups.

The features of the quality of the e‐mentoring relationship such as mentors'/mentees' characteristics, frequency of contacts, and e‐services are judged to be satisfactory by both mentors and mentees. Mentees perceive that they sufficiently achieved their personal goals, emphasizing the successful role modeling that their mentors provide. Mentors gain publicity and the broadening of their connections.

The survey results could offer substantial assistance to decision makers concerning designing and implementing e‐mentoring processes supporting female entrepreneurship.

Despite the explosion of online mentoring opportunities, few academic articles and little empirical evidence have addressed e‐mentoring support to women entrepreneurs. The present paper attempts to add research results and suggests a framework of e‐mentoring process discussing both mentors' and mentees' reactions.

Discusses the findings of a recent study into the development of women managers, in the field of information technology (IT). Addresses the key question as to why few women are entering IT. Provides an insight into the perception of women working in IT, and their role in this “fast‐growing” technological area. Identifies four obstacles – gender stereotypes and attitudes, family responsibility, working time constraints, and lack of confidence – that have had a restrictive impact on the careers of female managers employed in this field. Albeit each of these obstacles has an overlap of common characteristics, it was decided that it would be better to explore each in individual context for the purpose of clarity. Also evaluates evidence taken from “personal interviews” carried out with 46 female delegates enrolled on a specialised IT training course, and 17 female managers from various companies. Uses structured questionnaire to elicit and record this data.

This special “Anbar Abstracts” issue of Women in Management Review is split into five sections covering abstracts under the following headings: Leadership Styles and Personality; Recruitment and Career Management; Dependant Care and Health/Family Issues; Job Evaluation, Appraisal and Equal Pay; Discrimination and Equal Opportunities.

An Innovatory Action Research Project was initiated in 1987 at the University of Ulster, Jordanstown, Northern Ireland, to address the problem of women′s under‐representation in key areas, including management and new technology. A new course for women, integrating personal and professional development, was designed and validated by the University of Ulster. Twenty‐five unemployed women were selected each year to attend this one‐year training project, which was evaluated with respect to the following criteria – effectiveness in relation to employment, self‐employment or continuing education; in developing leadership skills; in developing competence in information technology; entrance criteria as predictors of success on the course and in subsequent employment; employers′ views on the course and on potential employment of women; effects of participation on relationships within the family; barriers to learning for women. The outcome was positive. Additional EC funding ensured the continuation of the course for another three years, now in transnational partnership with other European programmes and this year introducing a specialism in telematics. The hybrid managers have arrived – and some are women!

The term “social entrepreneurship” is being adopted and used more extensively, but its meaning is not widely understood. In particular, the scope of social entrepreneurship in both business and the voluntary sector has not been mapped effectively. This paper seeks to do this. It begins by defining social entrepreneurs and social entrepreneurship. Then, using projects considered for a charter award under the Duke of York’s Community Initiative, it looks at what social entrepreneurs do and achieve for the community, at the wide scope of their world, and at the help that is available and needed. The paper includes two case studies of successful social entrepreneurs as a means of drawing out a number of important issues and lessons. It provides a new map for understanding the complexity and the many facets of the world of the social entrepreneur and the voluntary sector. It questions whether the UK government’s stated desire for an “explosive act” of volunteering can happen without more substantial support, and concludes that whilst the growth of this sector is urgent and vital, a number of hurdles remain to be overcome.

Studies of entrepreneurial intentions (EIs) have become increasingly common, informed usually by Ajzen’s (1991) theory of planned behaviour (TPB). Although the TPB postulates that beliefs determine EIs, the contents of the beliefs have not been properly studied, leaving EIs’ cognitive underpinnings and cognitive approaches to influencing EIs unclear. To clarify the TPB/EI-belief nexus, the study examines the conceptual background of entrepreneurial cognitions and elicits the beliefs of a group of nascent micro entrepreneurs (NMEs) to compare them with their TPB attitudes and EIs, facilitating assessing their mutual consistency as implied by the TBP.

The respondents are entrepreneurial novice clients of a micro business advisory organisation. Their TPB attitudes and EIs were measured using standard TPB/EI methods. Comparative causal mapping (CCM) combined with semi-structured interviewing was used to reveal the NMEs’ typical belief systems, presented as aggregated cause maps.

The NMEs have uniform, relatively detailed belief systems about entrepreneurship and micro business. The belief systems are consistent with theory- and context-based expectations and logically aligned with the NMEs’ expressed TPB attitudes and EIs. CCM provides an accessible method for studying contents of entrepreneurial cognitions.

It was not possible to study “entrepreneurship-negative” respondents or the intensity or origins of some specific beliefs.

Diagnosing and better understanding beliefs can benefit entrepreneurship education and development, in general or connected with TPB/EI studies.

The study reveals entrepreneurial belief systems systematically, evidently not done before generally or in terms of “everyday” micro entrepreneurship or TPB. It clarifies and supports the TPB notion that beliefs underpin actors’ attitudes and intentions.

Drawing on recent, successful experience in Nepal, this paper traces the use of Appreciative Inquiry (AI) in designing roles, structures, and processes to support the engagement of private-sector businesses and non-profit civic organizations in a peace-building response to the collapse of governance and the Maoist insurgency. Specific case illustrations are offered including: the design of grassroots peace building and development organizations; the need for continual redesign; the power of populist design; the positive design lens for micro-business and post-conflict development in Africa; and the positive design lens in global business. The paper concludes by asking what might be learned from this experience that might bring new hope to Africa, the Middle East, and other troubled corners of the globe. Some of the most important lessons identified include: (1) focusing information-gathering and decision-making conversations on the positive, on the successful, and on what works in resolving conflicts and promoting collaborative understanding, (2) designing conversations which identify windows of opportunity to build success on success, (3) creating dialogical structures which illuminate positive deviation and highlight exceptional experiences that have contributed to building trust, enhancing communications, resolving conflicts, and bridging cultures and viewpoints, and (4) streamlining social design processes such as AI, so that people at all levels can embrace them quickly, easily, and enthusiastically to bring about rapid and positive change.