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The current research proposes a model that integrates certain psychological and demographic factors in developing and strengthening young Saudi women's perceptions of entrepreneurial resourcefulness, which eventually may lead to the development and enhancement of their entrepreneurial intentions. The study also examines the ways in which changing socio-cultural norms and values may augment investments and/or efforts to enhance cognitive enablers, including entrepreneurial resourcefulness, and thereby build and strengthen entrepreneurial intentions among female entrepreneurs (i.e. human capital) in a transitioning society. Saudi Arabia is a relevant research context because the Saudi government has invested enormous resources to develop the country's human capital, particularly Saudi government intends to enhance Saudi women's participation in entrepreneurial spheres to be enhanced significantly. Saudi Arabia is undergoing a radical socio-cultural transition, and the kingdom seeks to capitalise on this ongoing transformation to further encourage women to tap into their under-utilised potential. This study seeks to corroborate such moderation effects.

The authors utilise the intellectual capital (IC) framework and theory of planned behaviour (TBP) to propose the conceptual model in this study. Using a sample of 628 young female respondents – potential entrepreneurs studying at various universities in Saudi Arabia, the authors test the hypothesised associations through partial least squares (PLS)-based path modelling.

The authors found a significant positive impact of psychological factors, such as perceived behavioural control, attitude towards entrepreneurship, subjective norms and entrepreneurial self-efficacy, on the development and enhancement of perceived entrepreneurial resourcefulness. In addition, demographic factors, including family income, family background, family business experience and entrepreneurship education, play a significant positive role in enhancing individuals' entrepreneurial resourcefulness perceptions. The authors further found that enhanced perceptions of perceived entrepreneurial resourcefulness develop and enhance entrepreneurial intentions among female entrepreneurs. However, the transformation in social and cultural norms significantly moderates this cause and effect relationship.

This study is among the first of its kind to investigate the moderating effects of social and cultural transformation on efforts and/or investments to enhance intellectual capital (more specifically, human capital) and thereby promote entrepreneurship. The study is also valuable for its focus on a unique context, i.e. female entrepreneurship in the Middle East and, more specifically, Saudi Arabia. The study offers useful insights and implications both for theory and practice, particularly for policymakers seeking to augment their intellectual capital formation efforts through an effective orchestration of socio-cultural transformation, which seeks to empower female entrepreneurs to succeed in the face of significant socio-cultural impediments.

Agency development is inherently a process of institutional evolution. The purpose of this part 2 (of a 3 part) paper is to explore development in the political context, producing a cultural model of political development as institutional evolution, explaining how political groups may come to power culturally. This requires a detailed examination of culture and cultural change, and a study of strategic political frames that define political groups seeking support for political power from agents in a political sphere. During cultural instabilities or social crises, frames may become cynical and embrace liquid persuasion and hence populism.

A cultural model for political development is created involving three variables (emotional climate, cultural order and compliance). This enables cultural comparison of different political groups. Strategic political frames are examined to understand how those vying for agency power may attract support from agents in the activity system. Liquid frames are also explored to understand the cynical nature of populism and its contribution to institutional devolution.

A political development theory result that identifies the conditions under which formal political groups can promote frames that may attract support from agents from who they require support to gain agency power status. A model is produced for political development. It explains populism as a thin ideology with a collectivist orientation that uses liquid framing, and it introduces its individualist counterpart, political synergism.

The implication of this research is that it will allow empirical methods to be used that potentially enable political outcomes in complex political environments to be anticipated, given additional appropriate measurement criteria.

Linking agency and institutional theory to explain the process of development is new, as is its application to the political development process in a political landscape. As part of this linkage, it has been shown how Bauman’s concept of liquidity relates to Sorokin’s ideas of socio-cultural change.

Previous studies have used language proficiency, citizenship, labour indicators, educational outcomes and political rights as measures of migrants’ socio-cultural integration. However, little is known about the migrants’ participation in volunteering activities, music concerts, theatrical plays and artistic activities, among others, and how this is compared to the participation of natives, defined as people of German descent and born in Germany. The study aims to investigate and compare the cultural and social involvement between migrants and natives.

The analysis relies on information from the German Socio-Economic Panel Survey (GSOEP). Panel data models, in particular, the random-effects ordered Logit model, are utilised because the investigated outcomes are recorded in frequency and are ordered variables. The authors compare the participation in socio-cultural activities among immigrants of the first, second and 2.5 generations.

The findings indicate that first-generation immigrants are less likely to engage in various socio-cultural activities. However, the 2.5 generation immigrants are more active than the native population, as this generation of immigrants participates more frequently.

The findings highlight the importance of fostering interaction between natives and immigrants in the workplace and the social and cultural realms. Participation in social and cultural activities may increase intercultural awareness and contribute to the eradication of bias and prejudice.

To the best of the authors’ knowledge, this is the first study to use a large panel dataset to compare the participation of natives and migrants in various social and cultural activities. In addition, this is the first study to analyse second and 2.5-generation immigrants.

The aim of this paper will be to examine the social and economic changes that have shaped women's work identity in the USSR and Russian Federation. Based on interview research with 30 female professionals in St Petersburg, Russia, we unravel the complexities of the “woman question” in soviet discourse and explore the individual subjectivities of managing gender and managing transition.

The paper adopts a life‐history qualitative research approach. We examine how transition from a Marxist system to a free market economy has impacted employment experiences of women.

It is shown that women have traditionally progressed in managerial and professional fields in Soviet society but that this advancement is being reversed during transition stages. Emphasising the socio‐political legacies of the Soviet gender order, we highlight how dominant gender roles are being reinforced along essentialist lines. The results highlight how women's work identity is being reconstructed along stereotypically feminine lines. This feminisation of work identity however, focuses on the aesthetic qualities of being a professional woman rather than on personal managerial qualities. We argue that the construction and reconstruction of a feminine professional self is an important aspect of managing gender and transition. The results also highlight an increase in discriminatory practices in HR systems and that women face both cultural and organisational barriers to their career advancement.

The paper argues that socialist ideology did not solve the woman question, but rather produced different forms of gendered inequalities. It suggests that equal opportunities will only be achieved when organisations comply with employment legislation. The research provides important insights into the gendered management processes within transitional contexts, which have previously remained uncharted.

Previous research indicates that accompanying partners often struggle to find employment upon international relocations. This study aims to highlight diplomat’s partners’ employment situation and to examine how unrealized professional aspirations affect their socio-cultural and psychological adjustment in the foreign environment.

This study applies OLS regression analysis to a sample of 220 partners of German Foreign Service diplomats who were surveyed regarding their locational adjustment, general stress and perceived quality of life using an online questionnaire. This study differentiates between working partners (19.5% of the total sample), non-working partners with a desire to obtain paid employment (65.5%) and partners who are unemployed by choice (15.0%).

The results demonstrate that partners’ employment situation and employment aspirations are important variables explaining differences in socio-cultural and psychological adjustment. Working partners reveal the highest levels of general stress, non-working partners with an employment desire report the lowest levels of locational adjustment and non-working partners without employment aspirations experience the highest quality of life.

As this study has a cross-sectional design, the authors are not able to deal with potential issues of reverse causality.

Sending organizations should consider accompanying partners' unrealized employment aspirations by providing services with regard to job search and career development. Moreover, they should ensure the provision of services that support the work–life balance of working couples.

Previous research only sparsely examined the adjustment and well-being of partners accompanying foreign service employees, who are in contrast to business expatriates required to relocate every three to five years. Moreover, this study features the crucial role of partners' employment situation and discusses possibilities to promote spousal employment, as well as complementary measures to improve work–life balance for dual-earner couples.

This study aims to fulfill the need to explore positive side of work–family interface, especially in emerging economies like India. The authors assessed the relationships of individual (family role salience), organizational (work–family culture) and social (community support) antecedents to work-to-family enrichment. They also examined whether gender moderated the relationship between the three antecedents and work-to-family enrichment.

Data were collected on a questionnaire scale from 487 employees.

It has been found that family role salience, supportive work-family culture and community support were directly related to work-to-family enrichment. Gender did not influence the relationship between work-family culture and work-to-family enrichment. However, relationships between family role salience and work-to-family enrichment, and between community support and work-to-family enrichment, were stronger in case of the male employees. The evolving nature of gender and integration of work-family-community domain provide insights into managers and policymakers about the importance of family and community in the organizations.

The study builds a business case for facilitating a positive work-family culture in India for both male and female employees. The results point to the transitioning socio-cultural scenario of India, which advocates more similarities than differences in modern gender role expectations and identity. The current study emphasizes that while formulating policy, managers and policymakers should keep in mind evolving preferences of both the genders.

The research provides a holistic view of how individual-, organizational- and social-level factors may affect employees’ work–family enrichment in India. It also highlights the changing role of gender. Theoretical and practical limitations are also discussed.

The qualitative study was conducted to examine work-family (W-F) balance practices in the collectivist culture of Pakistan. Keeping in view the context of Pakistan, three W-F practices, flexibility, childcare arrangement and social support, were studied by applying the theory of W-F balance.

In total, 16 In-depth interviews from the bank operating in three different cities in Sindh, Pakistan.

Data analysis showed that providing economic benefits and short working hours can achieve W-F balance. Nevertheless, the provision of flexibility in terms of short working hours is more important than economic benefits in balancing both domains of life. Secondly, the provision of childcare arrangements helps to balance work and home life. This practice favors females more compared to males. Thirdly, supervisor and co-worker support is most important in creating W-F balance than family support.

It is crucial to understand the W-F balance practices in developing countries; the bank should encourage policies related to flexibility, childcare arrangement and social support in Pakistan. In addition, banks should take the initiative to develop a way that facilitates the employees' social support, which should consequently help to achieve the W-F balance.

It is crucial to understand the W-F balance practices in developing countries; the bank should encourage policies related to flexibility, childcare arrangement and social support in Pakistan. Banks should take an initiative to develop a way that facilitates the employees' social support which should consequently help to achieve the W-F balance.

This research has a tremendous impact on society due to current changes in South Asian countries including Pakistan constitute a socio-cultural transition that directly affects working and family life.

Given the importance of W-F balance in recent times, the authors identified and extended the W-F balance practices in the collectivist culture of Pakistan. This study is novel and contributes to the W-F balance literature by considering most primary W-F balance practices that employees require.

This study provides an in-depth understanding of the structural and contextual factors that foster or hinder the educational pathways and employment opportunities of young refugees and asylum-seekers in Catalonia (Spain), and how their expectations and aspirations vary and change before and after forced migration. The authors implemented a multimodal ethnographic methodology that explore, the potential of photography, to analyze how these young people, belonging to differentiated social locations – class, ethnicity, status, gender, and/or sexual orientation – have been exposed to similar systems of oppression. These systems function at their mutual intersection within a general matrix of domination. The vulnerability of asylum-seeker status is the main obstacle to social integration. However, these young people stand out for their great capacity for resilience and a strong desire to advance in education as a proactive response that helps them resist new “structural and contextual oppression” in the host society.

This study asks whether lower quality forms of employment lead to career transitions into higher quality forms of employment acting as steppingstones, or bridges or, whether instead they lead to dead-ends, or traps, in which workers move between unstable jobs with low prospects for upward mobility and unemployment.

This study uses a unique longitudinal dataset recording monthly employment states over 3 years for 373 individuals in the Albanian city of Shkoder. The analysis uses sequence and regression analysis to investigate whether people employed in lower quality, more precarious jobs remain in these kinds of jobs or instead are able to transition into higher quality, permanent and full-time employment.

In line with previous evidence for the region, the analysis confirms the precarization of many working lives particularly for women, young people and those with lower educational attainment. This evidence is more supportive of the dead-end hypothesis than the idea that a lower quality job can be a steppingstone into a better job.

This study contributes to the limited knowledge of labour market functioning in developing post-socialist Western Balkans countries. Recent flexicurity policies have generated an increased prevalence of more precarious employment arrangements in Albania. This investigation addresses previous research limitations regarding point-in-time transitions and unobserved heterogeneity using retrospective longitudinal data and controlling for personality traits.

LGBTQ+ spaces are often considered as safe havens for the LGBTQ+ community, as they can gather free from prejudice and fear. This research explores the effect that heterosexual people attending LGBTQ+ venues have on this community. This paper considers the impacts on the community, the importance of their safe spaces and identifies practical implications to be considered in protecting these spaces.

The study implemented a multi-method qualitative data collection approach with LGBTQ+ community venue attendees in the UK. Stage 1 utilised an online qualitative survey and collected data from 558 respondents. Stage 2 saw critical incident techniques (CITs) used with 12 participants. The data collected were analysed using a thematic system.

The LGBTQ+ community has experienced an increase in frustration and fear as a result of more heterosexual attendees infiltrating their safe spaces. Both participants and respondents discussed the importance that security personnel play in ensuring safe spaces. Finally, the findings demystified that not all attendees in LGBTQ+ venues are allies, and that there is a need for those outside the community to better understand the importance of these spaces for the LGBTQ+ community, as many heterosexuals do not consider how they should act.

Limitations associated with the implementation of the CIT were identified. Further training is advised for researchers employing this method to prepare them for dealing with the emotional impact of participants’ experiences.

This study highlighted the need for security and staff working at LGBTQ+ venues to undergo extensive inclusivity training, and for stricter door policies. Participants also argued for LGBTQ+ venues to educate heterosexual attendees about the community and their historical and present-day struggles and culture.

This paper is of practical value to those who organise and manage LGBTQ+ events, bars and nightclubs. An enhancement to the four types of space framework originated by Castilhos and Dolbec (2018) has been identified.