Search results

The purpose of this paper is to critically assess some of the micro- and macro-economic reasons for using public finance initiative types of public–private partnerships (PPPs) and how a lack of transparency may result in an “illusion” of making optimal, rational decisions related to them. A series of balances that decision makers need to make in order to choose whether or not to use PPPs are set out, as well as 15 potential “illusions” may affect such decisions.

This paper synthesizes published evidence and develops a framework for analyzing PPPs.

A wide range of factors influence the choice of PPPs, including: budget enlargement; efficiency and value for money; certainty of expenditure and delivery; flexibility; financing costs; risk sharing; procurement process and transaction costs; legacy and public assets; and the wider impacts on the local economy. However, reasons why PPPs can provide improved infrastructure and services may not be realised due to in-built incentives, behavioural biases and implementation shortcomings. Necessary support for PPPs includes strong, robust and transparent regulatory and governance systems, the dissemination of good practice to all partners, consideration of alternative funding models and high-quality advice and training.

The paper sets out a number of reasons for using PPPs, and also assesses potential drawbacks and identifies areas where greater research is required. A number of potential “illusions” are identified, whereby decisions may be affected by factors not explicitly or transparently considered, hence giving the decision an “illusion” being rational.

PPPs are significantly influenced by the socio-economic, legal, legislative and financial system they are embedded in. A clear process for approving projects and recognising all the costs and benefits of PPPs is needed, including developing criteria and instruments to measure each phase of a PPP and its overall value added to the economy and society over its lifetime. Full transparency, having suitable support and explicitly taking account of potential “illusions” affecting decisions, could lead to different decisions, including the decision not to progress the project or to use alternative funding and development methods.

Decisions on PPPs should be based on a clear and transparent long-term basis which includes the perspectives of the full range of stakeholders to help improve the appropriate operation and social sustainability of a PPP.

The paper sets out some key arguments for and against the use of PPPs in different circumstances, including why non-optimal decisions may be made.

This paper explores key factors influencing high-performing, sustained growth, high-tech small- and medium-sized enterprises (SMEs) in South Korea.

A qualitative study is adopted to explore seventeen founder owner-managers of high-tech SMEs who sustained consistent employment growth, greater than the industry average, for seven years. Within the sample, those with higher (10% or over) employment compound annual growth rates (CAGRs) over this period are also compared to those with lower rates.

The study suggests that proactive approaches, such as flexible organization, risk management, fast decision-making and international market entry, are seen as important contributing factors to sustained growth. These findings contribute to a better theoretical and empirical understanding of sustained high-tech SME growth, in a country with a strong entrepreneurial and internationally competitive information technology sector. Also, collaboration across the SME was perceived as making an important contribution to staff development and growth, consistent with stewardship theory.

The sample is based on successful high-tech SMEs, so there are limitations in extrapolating results to other types of firms, sectors or countries.

Key factors identified in this study can be considered by entrepreneurs seeking to achieve sustainable business. These also provide improved understanding for policymakers into the complexity of factors related to sustained and high growth of technology-based SMEs, which many countries are keen to foster to aid national economic growth.

The research provides new evidence exploring the diverse perspectives of founder owner-managers, on the sustained growth and failure in South Korean high-tech SMEs, and how these have changed since the inception of their business.

This article investigates some ongoing issues faced by higher education institutions (HEIs) having to rapidly move their teaching online during the early stages of the coronavirus (COVID-19) pandemic.

The article incorporates a review of academic and policy literature concerning digitalisation and online learning in universities and qualitative interviews with staff involved in online teaching and learning at a university in Scotland.

For most HEIs and organisations across the globe, the COVID-19 pandemic has accelerated the speed at which digitalisation and digital ways of working have been embedded in organisational life and service delivery including new ways of learning and working. This has led to a recognition of the need for practically focused, effective inclusive digital interventions. A range of initiatives that have been developed or accelerated in response to the pandemic are discussed. These should be explicitly designed and implemented to also reach individuals from disadvantaged backgrounds, including those with low-skill levels or qualifications and older age groups. Effort is also needed by policymakers and HEIs to better understand the challenges and unintended consequences that digital learning and working poses.

More research is needed into the methods and implications of increased online teaching. The range of interviewees is limited to one main organisation. A wider range of staff, students, HEIs and other types of organisation would add additional insights.

Insights from interviews highlight a number of institutional responses to digitalisation, which were accelerated by the COVID-19 pandemic. These identify learning and reflection points for HEIs moving to enhanced online teaching provision.

This article provides an analysis of the processes, issues and impacts associated with the rapid shift to digitisation in HEIs at a point in time shortly following the onset of the COVID-19 pandemic in 2020. It raises issues around inclusivity of online learning, pedagogy, unintended consequences of digitalisation and privacy, when moving to online teaching that are relevant both during the pandemic and in the longer term.

The purpose of this paper is to demonstrate the importance of social networks, and the social capital embedded in them, to secure employment if someone had become unemployed after the age of 50 years and to reveal the process of accessing and mobilising that social capital.

A case study of a Scottish labour market was undertaken which involved an interview-based survey of those who became unemployed in their early 50’s and tried to regain employment. The interview had structured and unstructured parts which allowed both quantitative and qualitative analysis to compare those who were successful in regaining work with those who were not. The uniqueness of the paper is the use of social network components while controlling for other socio-economic and demographic variables in job search of older workers.

Those older people who were unemployed and, returned to employment (reemployed) had a higher proportion of contacts with higher prestige jobs, their job searching methods were mainly interpersonal and the rate of finding their last job via their social networks was higher than those who remained unemployed. Both groups mobilised social capital (MSC), but those reemployed accessed higher “quality” social capital. “Strong ties”, rather than “weak ties”, were found to be important in accessing and mobilising social capital for the older workers who returned to employment.

This work is limited to a local labour market and is based on a small but informative sample. However, it does show that policy is required to allow older people to enhance their social networks by strengthening the social capital embedded in the networks. The results support the use of intermediaries as bridges to help compensate for older people who have weak social networks. Besides the policy implications, the paper also has two distinct research implications. First, the use of social network component to the existing literature of older workers’ job search. Second, exploring the type and relational strength with network members to explain older workers’ reemployment.

The paper illustrates that how accessed and MSC can be measured.

As populations age, this work points to an approach to support older people to re-enter employment and to include them in society.

The paper extends social network and employment literature to fill gaps on how older people require to both access and mobilise social capital. The importance of “strong ties” in the reemployment of older workers contrasts with much of the literature on younger workers where the “strength of weak ties” so far has been regarded as essential for successful job search. Measures are forwarded to reveal the relevance of social capital. The policy value of the work is in suggesting ways to facilitate older people re-enter or remain in work and hence sustain their well-being.

Although the coronavirus (COVID-19) pandemic appears to disproportionately affect those in informal employment, they often receive less government support than the formally employed. This paper considers definitions of the informal economy and informal employment, explores the rationale for participating in the informal economy and reflects on some effects of the pandemic on these workers.

The paper presents a narrative literature review with analysis of the selected academic and policy literature.

There are considerable short- and long-term implications of the pandemic for informal employment and the informal economy. This occurs against the background of unresolved tensions arising from informal workers' desire for more employment security and employers' striving for continued labour flexibility while transferring costs to government and workers. The COVID-19 pandemic might accelerate current trends and force new solutions to better protect basic work security while helping organisations to remain competitive. Government policies supporting work safety, income security, moves to formalisation of employment and fairness for informal employees are particularly important.

As statistical and qualitative evidence is currently limited, it is too early to identify the full effects of COVID-19 on employment in the informal economy.

The results suggest that governments need to carefully consider explicit support for those in informal employment to create fair, resilient and ethical structures for workers, businesses, economies and wider societies.

The paper identifies some of the social implications of COVID-19 for the informal sector.

The analysis offers initial insights into the impacts of a major health, economic and social shock on informal working.

This paper considers the multiple social networks of small family businesses and the dynamic interactions between them. It analyses family, friendship and business networks and the way additional ties within the networks become visible when they are considered together rather than separately.

Semi-structured interviews of thirteen family-owned and managed businesses are used to establish the patterns of networking. A detailed case study is then presented, allowing a deeper qualitative analysis of the interaction of different types of networks.

The findings explore multiple rationalities employed in the networking of family businesses and how different aspects of their individual family, friendship and business networks contribute to business development.

The paper suggests that a multi-rational theoretical perspective of the family, rather than a solely business-related perspective, deepens the understanding of the dynamics of family businesses behavior and that different types of businesses may be influenced to varying degrees by different rationalities.

Business networking tends to be deliberately encouraged by business support agencies, often via the deliberate development of events. A deeper understanding of the manner in which small businesses use and develop networks would enhance the direction and effectiveness of such investment.

Family businesses, especially micro- small- and SME businesses, are often integral to the communities in which they are based. By viewing family businesses within their social space, we acknowledge the importance of the community around them and the integrated nature of family, business and community in rural areas.

The value of this research lies in the proposition that smaller businesses in rural areas are often surrounded by the inter-woven networks of family, business and community.

After many years of equal opportunities legislation, motherhood still limits womens' career progress even in a feminized occupation such as nursing. While the effect of motherhood, working hours, career breaks and school aged children upon career progression has been discussed widely, its actual scale and magnitude has received less research attention. The purpose of this paper is to examine the impact of these factors individually and cumulatively.

This paper considers the impact of the above through a longitudinal analysis of a demographically unique national database, comprising the 46,565 registered nursing workforces in NHS Scotland from 2000‐2008. The variables examined include gender, employment grades, number and length of career breaks, lengths of service, age, working patterns, the number and age of dependent children.

The results indicate: motherhood has a regressively detrimental effect on women's career progression. However, this is a simplistic term which covers a more complex process related to the age of dependent children, working hours and career breaks. The degree of women's restricted career progression is directly related to the school age of the dependent children: the younger the child the greater the detrimental impact. Women who take a career break of greater than two years see their careers depressed and restricted. The results confirm that whilst gender has a relatively positive effect on male career progression; a women's career progression is reduced incrementally as she has more children, and part‐time workers have reduced career progression regardless of maternal or paternal circumstances.

This paper is the only example internationally, of a national workforce being examined on this scale and therefore its findings are significant. For the first time the impact of motherhood upon a women's career progression and the related factors – dependent children, career breaks and part‐time working are quantified. These findings are relevant across many areas of employment and they are significant in relation to broadening the debate around equal opportunities for women.

The purpose of this paper is to consider the development of “Green” jobs in one region of the European Union, Scotland, where the government has sought to develop renewable and sustainable energy industries and associated employment.

The paper analyses selected secondary data and policy documents and conceptualises issues concerning employment in the renewable energy sector.

It analyses published data and projections on employment in renewable energy sectors, considering the reasons for the lower actual job creation. Many of the jobs in the renewable energy sector are likely to be high skilled, so there is need to support the development of low-skilled workers and job seekers so that they can enter and progress in the industry. Similarly there is a strong gender bias in the industry which may similarly reduce the entry and retention of the best staff and inhibit social equity.

The paper suggests that “Career first” recruitment and development policies are needed which emphasise improving both productivity and the “quality” and attractiveness of sustainable, long-term careers in the sector.

In addition to relying on general labour attraction policies and separate industry-specific skills initiatives for those already in work, more attention needs to be given to developing sustainable employment with career progression for people moving into, or already in, the industry.

The links between support for those moving into jobs and developing the skills of existing workers in sustainable industries have been under researched and this paper adds new conceptual developments, in terms of “Career” first approaches and empirical analysis of employment in renewable industries in Scotland.

The purpose of this paper is to investigate the association of social networks with being in work, contrasting those under age 50 with those over 50 years.

A case study is undertaken of a local labour market in Scotland. Data were collected by interview using a semi‐structured questionnaire from 194 people divided into four groups. Data include information on individuals' socio‐economic characteristics and on their networks. A four‐way comparison is made by age and employment status.

Those in work have denser social networks populated with members with higher social and human capital. For those over 50 years, the more contacts one has with higher prestige employment positions (a proxy for social capital), and the stronger the ties with these contacts, the more likely that one is to be in employment. For those under 50 years, their own qualifications and the number of contacts are important.

This work adds to both research on employability and social networks.

The over 50s tend to be the age group that is most likely to be not in employment and as populations age there is a need to ensure that barriers to employment against those over 50 are reduced. Finding routes to reduce unemployment will also help combat social exclusion.

This is in the combination of a social network approach with age cohort analysis to give insight into how social capital is associated with being in employment.

The purpose of this paper is to present a study of age management in small and medium‐sized enterprises (SMEs) in the UK.

Qualitative data collection and exploratory research with six SMEs comprising of: initial interviews with representatives from the SMEs; action research activities designed to raise awareness of age management issues and age discrimination legislation; and follow‐up interviews to ascertain if awareness raising activities resulted in any changes, or planned changes, in policy, practice and attitudes towards older workers.

Good practice in age management can be found in SMEs, but was not found to be part of a systematic strategy. Negative practices and attitudes towards older workers are observed, with positive and negative age stereotypes coexisting. Negative stereotypes displayed can undermine the perceived economic value of older workers. There may be a gap between policy and practice, but awareness raising campaigns that reach employers can influence existing ways of working by showing the benefits of an age diverse workforce and helping reduce prejudices against older workers.

The sample size is small and context specific. However, the study usefully illustrates different approaches to age management policies and practices in SMEs, and the potential benefits of age management awareness in influencing attitudes and practices towards older workers in SMEs.

The experience of age management in SMEs is under researched and examples of good practice in age management are often drawn from large organisations. The paper highlights that SMEs often lack the resources to seek advice regarding age management; therefore, those responsible for age management awareness raising activities may need to approach businesses directly.