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There is an abundance of empirical evidence on the positive effects of employment – and the detrimental effects of unemployment – on individuals’ psychological and physical health and well-being. In this chapter, the authors explore whether and how self-employment or entrepreneurship could be a solution for individuals’ (re)entry to the job market and which (psychological) variables enhance the likelihood of entrepreneurial success. Specifically, the authors first focus on unemployment and its detrimental effects for health and wellbeing, and outline the existing interventions aimed at assisting reemployment and combating the negative consequences of unemployment for individuals’ well-being. Then, the authors will explore entrepreneurship as a potential solution to unemployment and explore the psychological variables that enhance the likelihood of entrepreneurial success. One of the variables the authors highlight as particularly relevant for self-employment is the second-order construct of Psychological Capital (PsyCap; Luthans, Avolio, Avey, & Norman, 2007), as well as its individual components – hope, optimism, efficacy, and resilience. PsyCap is a malleable construct that can be successfully trained, and PsyCap interventions are inherently strength-based and have positive effects on employees’ and entrepreneurs’ performance and wellbeing. Therefore, the authors end the chapter by suggesting that a PsyCap component in existing education and training programs for entrepreneurship is likely to not only increase entrepreneurial intentions and success, but also increases participants’ well-being, self-esteem, and the general confidence they can pick up the reigns and take back control over their (professional) lives.

This paper aims to study the impact of micro-level socio-economic, demographic and geographical factors on the likelihood of self-employment entry of young adults in Palestine and filling a gap in the analysis of determinants of self-employment for young adults in Palestine.

The research design is based on a multinomial logistic (MNL) model and on the testing of seven hypotheses deriving from the review of the theoretical and empirical literature, using a micro-level longitudinal data set from the Palestinian Labour Force Surveys (PLFS) between 2009 and 2016. In the analysis, the dependent variable (employment status) is a discrete variable that takes four unordered and independent outcomes: wage employee, self-employed, employer and unpaid family member.

This study has strong evidence that the likelihood of self-employment increases with age. However, results are inconsistent with the well-known curvilinear relationship between age and self-employment. Regarding the role of gender, results show that young men are more likely to become self-employed than young women. Results indicate that there is a significant and negative impact of an increasing level of education on self-employment entry for both youth and the whole population. On the opposite, training after graduation increases the likelihood of self-employment entry for youth with high education level. Besides, this paper finds that young workers living in urban areas have more likelihood to enter self-employment than those in rural areas and young workers in Gaza have more likelihood to enter self-employment than their counterparts in West Bank.

First, in both West Bank and Gaza, young women are less inclined to actively engage in self-employment, which confirms structural inequalities between men and women. Therefore, this study calls for social protection programmes and for national programmes that would promote and develop women’s self-employment. Second, because this paper finds that youth self-employment is more an opportunity-driven phenomenon than a necessity-driven one, this study calls for programmes that provide youth with small business grants and training on entrepreneurship and business models.

Insights are valuable as both government institutions and universities and entrepreneurial startups can benefit from knowing which factors contribute to the self-employment likelihood of youth in Palestine and use the policy recommendations to develop capacity-building programmes to provide the youth and women with skills and competencies which enable them to turn to self-employment.

The purpose of this paper is to introduce social enterprise self-employment programs (SEPs) as a two-dimensional human capital investment strategy that can potentially advance economic development.

SEPs are frequently utilized as a tool for increasing economic self-sufficiency in poor communities. Literature discussing the use of commercial enterprise SEPs to increase economic development highlights the potential for creatingthe similar programs geared toward creating social enterprises. Human capital theory is used to illustrate how social enterprise SEPs can foster human capital, a predictor of economic growth and development. Examples of existing social enterprise SEPs are discussed to highlight how they can be designed. Cases of human capital-oriented social enterprises are also used to outline different business forms social enterprise SEPs can help create.

This general review paper suggests that social enterprise SEPs can be a sound two-dimensional human capital investment strategy. It argues that social enterprise SEPs can train aspiring social entrepreneurs to create businesses than subsequently foster human capital in their local communities.

This paper introduces the concept of social enterprise SEPs, opening up a new area of research for scholars to explore. Researchers should examine participant and organizational factors of existing social enterprise SEPs to assess their impact, as literature has linked them to success rates of commercial SEPs.

This paper emphasizes the need for SEPs to offer task-related training as opposed to general business training to prepare social entrepreneurs in effort to run successful social enterprises.

The concept of social enterprise SEPs is new, and literature pertaining to it is scarce. This paper introduces them as a tool for attending to community problems while equipping future generations of social entrepreneurs with the skills to create social enterprises.

One of the most successful labour market programmes in Sweden is a start‐up subsidy programme for job seekers registered at the public employment service. The purpose of this paper is to examine if there are gender differences in outcomes of this programme.

The analysis compares the outcome for female participants of the start‐up programme with that of four other matched groups: male and female non‐participants, male non‐participants, female non‐participants, and male participants.

The authors' results indicate that females entering the programme have a higher success rate than both female and male non‐participants; however, the impact is less in comparison with male than with female non‐participants. Compared to a matched sample of males in the start‐up scheme, female participants are less successful.

The paper concludes is that it is essential to find evidence regarding which programmes work for which target groups and to find out why effects differ by categories. Such knowledge could be used for fine‐tuning labour market policy programmes.

Using quasi-experimental designs, the purpose of this paper is to study the effects of training entrepreneurs and such entrepreneurs going ahead to retrain its workers on the business high-growth performance.

This paper used a unique evaluation data from the National Business Plan Competition in Nigeria, organized by the Nigerian government in collaboration with the World Bank. The data was analyzed using the Propensity Score Matching technique and complemented with the Difference-in-Difference estimates.

The authors find from the estimation of this paper that those entrepreneurs who received standard evaluation training and goes ahead to retrain its workers experienced an expansion in the number of employees by two persons, an increase in innovation index by about 3 units. An increase in revenue is also observed, but this increase was not significant at the 1, 5 or 10 per cent levels.

This paper presents an interesting view point on how training within an entrepreneurial venture should be viewed as a ‘two sided coin’. This is such that training the entrepreneur is one side of the story, and the entrepreneur retraining its workers is another important side of the story.

The technological revolution is creating new goods and services and altering how and where they are produced. One of the principal issues for all countries is how these new technologies will affect employment and the composition of skills demand. Surveys the literature to attempt to answer three main questions: to what degree are the new technologies becoming diffused around the world? How much do they reduce, or increase employment? And do they reduce, or increase, the skills required in the labour force? Touches briefly on implications for educational policy. The survey suggests that because of new technologies, new organizations of production, changing employment conditions and the development of new sectors of production, the complementarity of general, formal schooling, in‐plant training and learning‐by‐doing to capital investment are increasing over time and that general schooling plus on‐the‐job training is more complementary to new technologies than is vocational schooling. The former combination is more likely to give workers the flexibility they need in such changing conditions.

A career in entrepreneurship is stressful, especially during the start-up phase. Training programs for these nascent entrepreneurs are designed to improve entrepreneurial competencies and, more generally to generate learnings. Although learning outcomes can reduce stress, the conditions under which this can happen are not fully understood. The study looks particularly at the effect of learning, interaction with other participants and gender.

A six-month three-wave longitudinal study of 120 nascent entrepreneurs has been conducted to investigate the before-and-after effects of training on stress reduction. The training is specially designed to develop competencies, share knowledge about business creation and support the development of the project, not to reduce per se stress.

The training has no direct effect on stress levels. However, results indicate that interacting with others has a positive moderating effect on training as stress reduction, just as gender has. Specifically, women reduce their stress through training while men see theirs increasing. The authors conclude that breaking isolation through training is a relevant way to reduce entrepreneurial stress for nascent entrepreneurs.

Training programs offer different ways to deliver the learning content (online, in cohorts, in the continuous entrance, etc.). The findings of this study suggest ensuring that the participants will have opportunities to interact with others as it reduces the stress on nascent entrepreneurs. Nevertheless, the authors cannot demonstrate that this has a long-term effect as our timeframe is limited to six months.

This research investigates the stress-reduction effect of training, which is not a common outcome studied related to training. This highlights the importance of looking at other more distal outcomes as nascent entrepreneurs may seek other peripheral outcomes from training, like seeking a sense of belonging or wanting to break isolation.

Dhaka is one of the most populated megacities in the world with a total population of over 12 million and an area of 276sqkm (DCC, 2004). The city is situated at the center of the country and is surrounded by a river system comprising Buriganga, Balu, Turag, and Shitalakhya. The city has a long history dating from the Pre-Mughal, to the Mughal, and, finally, to the Bangladesh period. The growth of Dhaka basically started from the current extreme south and along Buriganga River and then it expanded earlier to the West (Hazaribagh) and the East (Gandaria) and later to the North (Mirpur). However, in the last few decades, the city experienced huge population growth and rapid industrial, commercial, business, residential, and infrastructure development, which have significantly expanded the physical feature of Dhaka. Still many of the development activities are taking place in an informal way within the Dhaka City Corporation (DCC) area, the main part of the megacity.

The purpose of this paper is to develop a typology of organization behavior based on the guidelines from Manusmriti, an ancient Indian law text. The paper also purports to provide guidelines from the text for values‐based corporate governance.

The paper first develops an organizational behavior typology based on Manusmriti. The paper then provides guidelines for various aspects of values‐based corporate governance.

The paper finds that the guidelines from Manusmriti are relevant in providing a holistic approach to corporate governance which promotes ethical and social idealism.

The paper has practical implications to practitioners of corporate governance in terms of developing structures which promote ethical and socially responsible behavior.

The originality of the paper is in deriving guidelines for values‐based corporate governance from Manusmriti.

The purpose of this paper is to investigate the way the adult non-formal education and training (NFET) centres motivated and empowered graduates to start their own micro-enterprises as individuals or as a group. The specific objectives are as follows: to find out the transforming factors fostering the utilisation of acquired skills into self-employment in micro-enterprises; to investigate challenges encountered in starting and managing micro-enterprises and to investigate short-term impact of the NFET programmes and micro-enterprises on living conditions of graduates.

The research design was multiple case studies. Semi-structured interviews and field observations were used for data collection in the qualitative study. In the context of non-probability sampling, the study used the purposive sampling method to select five out of 20 self-employed graduates for one-on-one interviews. Case studies also comprised some observations of activities in their small businesses.

The main findings reveal that “learning by doing” training approach and forming groups of entrepreneurs while being on the programme were major factors fostering the translation of acquired skills into micro-enterprises.

The adult NFET is a tool to enable poor disadvantaged people to improve their well-being. However, this can be achieved if the livelihood skills training is combined with the creation of conducive environments to allow adult trainees become micro-entrepreneurs and self-reliant.

The study contributes to the knowledge of effective entrepreneurial training programmes by demonstrating the importance of involving stakeholders from the local communities and designing post-training support mechanisms for self-employment prior to the training delivery. The centre managers should also motivate trainees to start micro-enterprises in groups or co-operatives while still on the training programmes.