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When we take the lens of race, ethnicity, gender, and class to the collected academic work on women business owners, what does it reveal? What do we really know? Are there differing definitions of success across segments of the women businessowner demographics? Do the challenges faced by African American women entrepreneurs differ from those confronting white female entrepreneurs? Do immigrant female women businessowners face more significant institutional barriers than their counterparts who have been U.S. citizens for at least two generations? Are there similar reasons for starting their businesses?

In this study, the authors examine whether social capital embedded in individuals' social networks is connected to employees' long-term income development in Finland.

Analyses are based on 25–35-year-old employees from the Finnish Living Conditions Survey of 1994 combined with register data on earned incomes from 1995 to 2016. The authors used questions addressing the frequency of meeting parents or siblings, spending free time with co-workers and participation in associational, civic or other societal activities as measures of the extent of network capital. Ordered logistic model was used to examine whether the size and composition of social networks differ by gender and socio-economic status. Linear growth curve models were employed to estimate the effect of social capital on long-term income development.

Results indicate minor differences in network composition according to gender, but large differences between socio-economic groups. The authors found that income development was faster for those who participated in civic activities occasionally or who met their relatives or co-workers on a monthly basis, that is, for the “middle group”.

Results are generalizable only to Finnish or Nordic welfare state context. The authors’ measures of social capital come from cross-sectional survey. Thus, the authors are not able to address the stability or accumulation of social capital during life course. This restriction will probably cause the authors’ analysis to underestimate the true effect of social capital on earned incomes.

Moderate-level investments to network capital seem to be the most beneficial with regard to the long-term income development.

The study results give support to the idea that social capital can be transformed into economic capital. The results also imply that in economic terms it is important to balance diverse forms of social capital. At the policy level, a special emphasis should be directed to employees with low-socio-economic position. These people are especially vulnerable as their low level of income is combined with network composition that hinders their further income development.

The combined survey and register data give unique insight on how the social capital embedded in individuals' social networks is connected with long-term income development.

Drawing on Bourdieu's conceptualisation of physical capital, this article explores the experiences of male and female employees in non-traditional occupations where body work is an integral part of the role. Specifically, the authors examine how being an underrepresented gender in this context impacts the experience of work, including challenges faced and perceptions for future opportunities in the role.

The research is based on two in-depth case studies undertaken in the social care and security/door work sector. Semi-structured interviews were conducted with male social care workers and female security workers in the night-time hospitality sector. Management representatives were also interviewed in each case. The interviews examined how the nature of the work in these roles impacted on the underrepresented gender's perceptions of various aspects of their working lives.

The findings illustrate how many of the challenges associated with non-traditional occupations are experienced differently in body work roles, either being amplified or instead presenting opportunities for the role holder with implications for the day-to-day and longer-term experience of work. The findings illustrate how the actions and behaviour of management and colleagues can exacerbate the extent to which underrepresented gender feel accepted within their role and organisation.

Organisational decision makers need to be aware of the importance of reviewing practices regarding hiring, promotion and the allocation of tasks and duties for non-traditional role holders engaged in body work.

The article contributes to understandings of “body work” and physical capital in non-traditional occupations, illustrating how gender-based assumptions can restrict individuals in these roles to a greater extent than in other forms of work where the body is salient to the performance of the role.

Drawing on the discursive properties of placemaking theory, this paper discusses the development of film tourism in Crete from the release of the award-winning Zorba the Greek (dir. Michael Cacoyannis, ZG) to date. The approach is “genealogical,” seeking to explain how ZG-inspired tourism on Crete ended up being more than about the film itself owing to historical contingency.

This paper aims to explore what environmental justice (EJ) can offer to sport management research and highlights the urgency for sport management scholars interested in environmental and ecological issues to engage with EJ as an important research agenda.

This paper is primarily a position and conceptual paper. Drawing from multidisciplinary literature (e.g. critical human geography, environmental sociology, Indigenous studies and postcolonial studies), it provides an overview of the major conceptualizations of EJ and discusses important premises for sport management researchers to engage with EJ topics.

EJ offers opportunities for sport management researchers to form stronger analyses on existing racial, socio-economic, and gender-related inequities manifest in the sport industry. The incorporation of EJ can strengthen the emerging sport ecology research in sport management and offer opportunities for sport management researchers to form stronger analyses on existing racial, class and gender-related inequities manifest in the sport industry.

It provides a critical and original intervention to the sport management literature. EJ's emphasis on power and its position at the convergence of social movements, public policy, and scholarship hold important potential for sport management researchers to advance scholarship with “actions,” addressing environmental harms and seeking practical solutions for enhancing communities' well-being.

Although there is a small body of empirical research on the working lives of managers, both the popular media and the academic literature tend to ignore the distinct ways that role identities such as age and gender intersect to create a complex work–life interface for diverse managers. This gap is especially surprising considering that managerial roles are defined by unique demands and expectations that likely intersect with the differential life course shifts experienced by men and women, which has the potential to create specific challenges across the work and life domains of managers. The current study aims to address this gap through an intersectional examination of the non-linear effects of age and gender on the work–life balance of managers.

Using a sample of 421 managers, the authors apply statistical tests of the incremental validity of non-linear interaction terms to examine the complex relationship between age, gender and work–life balance.

Results support a non-linear U-shaped main effect of age on leader work–life balance. This effect is moderated by gender, however, with a non-linear U-shaped effect of age on work–life balance being supported for male managers – with female managers displaying no effect of age on work–life balance.

Based on these findings, the authors highlight the need for increased availability of flexible schedules and employee empowerment for managers as well as general employees.

The current study offers one of the first tests of the intersection of age and gender on the work–family interface of managers.

This study aims to investigate patterns in international travel behavior of scientific staff depending on the categories of gender, scientific field and scientific seniority level. The learning from salient differences possibly revealed may inform measures for reducing travel greenhouse gas (GHG) emissions, especially for high-emitting staff groups, and help strengthen the equality between scientists of different categories concerning their travel behavior.

The study collected and used novel empirical data on travel GHG emissions from University of Graz scientific staff for five consecutive years (2015–2019) and used statistical analysis and inference to test and answer three distinct research questions on patterns of travel behavior.

The travel footprint of scientific staff, in terms of annual GHG emissions per scientist, exhibits various highly significant differences across scientific fields, seniority and gender, such as male senior natural scientists showing ten times higher per-person emissions than female junior social scientists.

The five-year travel GHG emissions data set across all fields from natural sciences via social sciences to humanities at a large university (Uni Graz, Austria, about 2,000 scientific staff) and across seniority levels from predocs to professors, both for female and male scientists, enabled a robust empirical study revealing distinct differences in travel GHG footprints of academic staff. In this way, the study adds valuable insights for higher research institutions toward effective GHG reduction policies.

As the next generation of social workers in a continent bedecked by oppressive customs, it is cardinal that the voices of social work students be heard. This study aims to share the reflections of Nigerian BSW students about anti-oppressive approach to professional practice.

Drawing on a qualitative approach, semi-structured interviews were conducted among fourth-year social work students at one of the elite universities in the southern region of Nigeria.

Results reveal that, although willing to challenge oppressive practices, social work students are ill-equipped to apply anti-oppressive approach to social work practice in Nigeria.

This study makes an important contribution to the field and to the existing literature because the findings have broader implications for social work education in Nigeria.

In enforcing the suggestions of this study, it is expected that social work education will become able to produce competently trained students who are only knowledgeable about anti-oppressive social work but are equally prepared to address Nigeria’s myriad oppressive practices that have long undermined the nation’s quest for social development.

The application of the anti-oppressive approach to social work practice is integral to ridding society of all forms of overt social injustice and other forms of latent oppressive policies.

Suggestions are offered to Nigerian social work educators toward ensuring that students are not only well equipped in the understanding of anti-oppressive social work but also ready to apply this model to professional social work practice following their graduation.

This study identifies how self-employed older women experience and represent self-integrity – an element and source of meaningfulness – in their work, and how these experiences are intertwined with gendered ageing.

The authors used thematic analysis, influenced by an intersectional lens, to scrutinise qualitative data generated during a development project, with ten over 55-year-old self-employed women in Finland.

The study reveals three dominant practices of self-integrity at work: “Respecting one's self-knowledge”, “Using one's professional abilities”, and “Developing as a professional”. Older age was mostly experienced and represented as a characteristic that deepened or strengthened the practices and experiences of self-integrity at work. However, being an older woman partly convoluted that. Self-integrity as a self-employed woman was repeatedly experienced and represented in contrast to the male norm of entrepreneurship.

The authors contribute to the literature on gender and entrepreneurship by highlighting the processual dimensions – how integrity with self is experienced, created and sustained, and how being an older woman relates to self-integrity in self-employment. The results show a nuanced interplay between gender and age: Age and gender both constrain and become assets for older women in self-employment through older women's experiences of self-integrity.

The research aims to test the links amongst Meyer and Allen's three levels of organisational commitment and the commitment's effect on reducing turnover intentions for Islamic bank (IB) employees during the lockdown caused by coronavirus disease (COVID-19).

The research follows a variable-centred approach. Primary data are collected through a survey of 324 respondents comprising IB employees from three Arab countries, notably the United Arab Emirates (UAE), Lebanon and Oman. Exploratory factor analysis (EFA) and Cronbach's alpha test are conducted to test the construct validity, reliability and internal consistency of collected data. Descriptive statistics are used to interpret the data. Zero-order correlations, multiple regression analysis and Fisher's Z-test are applied to assess the interrelations of the various groups of variables and the determinants of turnover intentions.

Results show that there is a high level of significant intercorrelation amongst affective, normative and continuance commitments as well as amongst organisational commitment, individual differences and turnover intentions for IB employees from the three studied Arab countries. The results confirmed that turnover intentions are minimised in the presence of all three organisational commitment subscales and that individual differences amongst IB employees and organisational efficiency moderate the relationship between organisational commitment and turnover intentions.

There is no empirical work that has been done on the determinants of turnover intentions amongst IB employees during the lockdown. This is valuable to organisational behaviour scholars and practitioners who are interested in the role that organisational commitment plays in IB's employment behaviour.