Search results
11 – 20 of 28Ronald W. McQuaid, Malcolm Greig and John Adams
This paper tests the appropriateness of government employment policies in targeting specific groups of unemployed job seekers in the UK. A sample of 169 job seekers is divided…
Abstract
This paper tests the appropriateness of government employment policies in targeting specific groups of unemployed job seekers in the UK. A sample of 169 job seekers is divided into those who were successful and unsuccessful in finding employment and the attributes of each group is analysed. A factor analysis of these attributes is carried out in order to develop typical profiles of unsuccessful job seekers and these profiles are compared with current policy target groups. The findings show that high levels of accumulated human and financial capital, non‐metropolitan residence and accessibility to centres of employment have a positive impact on job search success. This casts doubt on the appropriateness of using socio‐demographic and local area characteristics to select job seekers for assistance, when other factors appear to have more bearing on job search success. The only current policy target group fully justified by this study is the long‐term unemployed, who had a significantly lower chance of finding unemployment.
Details
Keywords
Taotao Chen, Ronald W. McQuaid and Maktoba Omar
The purpose of this paper is to develop a double mechanism model to separate two foreign direct investment (FDI) intra-industry spillovers mechanisms: spillovers by FDI intensity…
Abstract
Purpose
The purpose of this paper is to develop a double mechanism model to separate two foreign direct investment (FDI) intra-industry spillovers mechanisms: spillovers by FDI intensity and by FDI efficiency. This paper seeks to illustrate the potential use of the double mechanism model rather than provide precise estimates of spillovers. The evidence on the links between technology and the nature, size and mechanisms of FDI spillovers effects in economically developing countries is mixed.
Design/methodology/approach
A model is developed and tested, in principle. Empirical testing was conducted in two steps. In the first step, the authors examined the effect of each influencing factor to FDI spillovers separately. To complete this step, the authors divided the whole sample industry into sub-groups and tested them with the double-mechanism using ordinary least squares regression. This study applies Chinese National Bureau of Statistics manufacturing industry level data, for the years 2000, 2001 and 2002, including the food industry, beverage industry, textile industry, textiles and garments, chemicals and chemical products industry, overall manufacturing equipment, special equipment, computer and other electronic equipment manufacturing industries.
Findings
The analysis suggests significant differences between types of spillovers: export orientation of domestic firms mainly influences FDI spillovers by intensity; the capability gap between local and foreign firms influences spillovers by efficiency; and the growth of local firms influences both types of spillovers. This paper develops existing models of FDI and suggests that disaggregating spillovers types may provide important theoretical and policy insights.
Originality/value
This study has found, first, that compared with the classic single mechanism model, the double mechanism model is more appropriate for testing FDI intra-industry spillovers, as it is able to separate spillovers by intensity and spillovers by efficiency, which are shown as two distinct mechanisms for FDI spillovers. This allows a deeper analysis into each mechanism and the identification of relevant influencing factors.
Details
Keywords
Stephen McMurray, Matthew Dutton, Ronald McQuaid and Alec Richard
– The purpose of this paper is to report on research carried out with employers to determine demand for business and management skills in the Scottish workforce.
Abstract
Purpose
The purpose of this paper is to report on research carried out with employers to determine demand for business and management skills in the Scottish workforce.
Design/methodology/approach
The research used a questionnaire in which employers were interviewed (either telephone or face to face), completed themselves and returned by e-mail, or completed an online survey. In total, 71 employers took part in the study.
Findings
The research found that the factors which are most important to employers when recruiting graduates were; personal attitude, employability skills, relevant work experience and degree result. The most important transferable skills to employers when recruiting graduates were; trustworthiness, reliability, motivation, communication skills and a willingness to learn.
Social implications
The paper shows the importance of graduates developing excellent job searching skills, high-quality work experience and developing business courses to enhance students’ employability and better meet employers’ wants.
Originality/value
The paper is timely given the introduction of Key Information Sets. The provision of such information will drive HEI to further develop students’ employability to obtain graduate-level jobs.
Details
Keywords
The purpose of this paper is to investigate the relationship between work placements and employability, through an analysis of the impact of a work placement on students’…
Abstract
Purpose
The purpose of this paper is to investigate the relationship between work placements and employability, through an analysis of the impact of a work placement on students’ self-efficacy.
Design/methodology/approach
The basis of this paper is a large-scale work-based learning module at the University of Birmingham, the “Professional Development Module”. Students completed questionnaires both before and after they undertaken their placements and the results from the questionnaires were compared. These results were then combined with the results of semi-structured interviews undertaken with students.
Findings
The paper's findings support the view that a work placement has a positive impact on students’ self-efficacy, especially in relation to their confidence in making applications and/or attending interviews, and in articulating their skills and strengths.
Research limitations/implications
While the relatively small sample size means that the paper's conclusions must remain provisional, it highlights the need for careers practitioners to encourage students to engage in critical self-reflection. The paper suggests that it is important for careers practitioners and researchers to engage in more collaborative projects in order for a fully rounded picture of the relationship between placements and employability to emerge. The paper shows that more research is needed into the relative impact of short- and long-term placements.
Originality/value
The paper demonstrates the value of assessing students’ views both before and after their work placements so that these views can be compared directly.
Details
Keywords
Bryan McIntosh, Ronald McQuaid and Anne Munro
This purpose of this paper is to engage two enduring sets of assumptions within nursing: firstly, that woman with children should prioritise the care of children; and secondly…
Abstract
Purpose
This purpose of this paper is to engage two enduring sets of assumptions within nursing: firstly, that woman with children should prioritise the care of children; and secondly, that nursing standards require nurses to put their profession above other priorities. Commitment is linked to full-time working which contrasts sharply with the reality for many women with children who need to work part-time and are not able to change or extend working hours
Design/methodology/approach
This qualitative research involved the use of 32 in-depth interviews with 32 female registered nurses with children and without children. They were employed in “acute” nursing, aged between 25 and 60 years, and in registered grades “D” to “senior nurse manager”. They worked or had worked on a variety of employment conditions, some, but not all, had taken career breaks. The rationale for exclusively selecting women was based on the need to identify and describe organisational, situational and individual factors related to women and the associations and barriers which affected their careers.
Findings
In a female-dominated profession, we find the profession resisting attempts to make the profession more accessible to women with young children. The career progression of women with children is inhibited, and this is driven in part by a determination to maintain “traditional” employment practices.
Originality/value
This paper develops Heilman’s argument that gender perceptions, by both males and females, can be biased against women, and these produce gender inequalities in employment. These findings are relevant across many areas of employment, and they are significant in relation to broadening the debate around equal opportunities for women.
Details
Keywords
This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.
Abstract
Purpose
This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.
Design/methodology/approach
This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.
Findings
SMEs, particularly those in the high-tech sectors, can face significant challenges to sustained growth. There are some key elements to focus on for owner-managers in order to help improve the odds of survival.
Originality/value
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.
Details
Keywords
This article employs linear regression techniques to model the variables associated with work‐life balance outcomes of employees. Using data from employee surveys carried out in…
Abstract
This article employs linear regression techniques to model the variables associated with work‐life balance outcomes of employees. Using data from employee surveys carried out in four financial sector companies in Scotland, it was found that while the level of perceived availability did not have an impact on work‐life balance, organisational culture was significantly associated. This indicates that without a supportive work‐life organisational culture, the provision of arrangements in themselves will not necessarily lead to better work‐life balance outcomes. The analysis also shows that longer working hours, job status, take‐up and experiences of limited access to arrangements were significantly associated with work‐life outcomes. The findings are discussed in the context of recent government legislation and initiatives and further research examining the impact of work‐life initiatives on employees is recommended.
Details
Keywords
The world is seeing a large deficit in employable workforce. An employable workforce is developed with appropriate combination of academic and practical skills. Practical skills…
Abstract
Purpose
The world is seeing a large deficit in employable workforce. An employable workforce is developed with appropriate combination of academic and practical skills. Practical skills are better developed with industry intervention rather than in classrooms. Changing trends of economic activity have steadily changed the business thought. The purpose of this paper is to assess the role of industry in developing employability by studying employability from the value chain and “Demand-Supply” of workforce models. The scope is limited to Indian context. This paper is a part of the research on factors influencing employability in India.
Design/methodology/approach
Literature review, expert interviews and authors’ own experiences and understanding.
Findings
It has been found that most of the countries in the world are facing a shortage of skilled and employable workforce. We examined various literature content and studied specific instances in the Industry. The study has shown that in the cases where industry has been actively involved in identifying training needs, the supply of manpower has been adequate. So, it is found that industry's role in employability is crucial and impacts on other macro policies for human development.
Social implications
As this paper is a part of a larger study on “Factors impacting employability in India,” it is of paramount importance to Indian researchers, students and policy makers. The paper and the research are oriented to identifying causes to the problem of employability, so that systemic changes can be identified.
Originality/value
This paper is based on large amount of literature that is existing in various sources. All the literature has been thoroughly read and assimilated. Suitable references have cited and others have been acknowledged. Most importantly this is an original work of the authors and their views.
Details
Keywords
Mahmoud M. Yasin, Ronald F. Green and Tom Zimmerer
Executive courage is an important cultural variable that influences the survival of a business organization in an increasingly competitive global business environment. This study…
Abstract
Executive courage is an important cultural variable that influences the survival of a business organization in an increasingly competitive global business environment. This study presents the results of an empirical cross‐cultural investigation of executive courage. Forty American and 29 Arab executives participated in the study. Nine hypotheses were tested. Results indicated that the two samples exhibited significant differences with regard to their perceptions of the dimensions of executive courage, the role of executive courage in today's business organization, the relative importance of personal growth and personal courage, and the interaction between executive courage and the organizational reward system. It is concluded that executive courage is a positive cross‐cultural force, deserving careful consideration by researchers and practitioners. It is also concluded that business organizations can best serve their need for survival by rewarding those who seek to do the right things, rather than those who do the expected things right.