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Summer vacation employment plays an important role in the financial survival of students in higher education. Examines what job search methods are used and questionnaire evidence is analysed to establish how success in job search is dependent on a number of control and job search variables. Finds that for students seeking temporary full‐time employment, a search process including either the use of Job Centres and/or responses to newspaper advertisements increases the probability of gaining work. However, females were found to be less likely to gain full‐time temporary work than males. The success of those students seeking part‐time employment was improved by the use of a private employment agency. A mature student was found to be more likely to obtain a job in all of the models.

Research on weighting of measures often examines only one incentive at a time (usually bonus) and provide mixed findings regarding the relevance of non-financial performance (NFM) measures to evaluate and reward long-term time horizon employees. Using proprietary data from an auto dealership organization, we show that financial measures (FM) are weighted more for bonus than they are weighted for merit raise and promotion but NFM are weighted more than FM for merit raise and promotion. Thus, the temporal orientations of the measures and incentives seem to be aligned: the short-term (long-term) nature of FM (NFM) parallel’s the time horizon of the incentives. Next, our exploratory research questions find that for bonuses, both FM and NFM exert similar levels of significant and positive influence on junior and senior managers. But for promotions, the influence of FM is insignificant for both groups. In contrast, the influence of NFM on promotions is not only significant for both groups but is significantly greater for junior managers than it is for senior managers. That is, the evaluations of NFM for senior managers are less influential on their promotion than they are for junior managers suggesting that promotions for senior managers are often based on factors other than their formal performances.

The purpose of this paper is to set out to analyze the supervisor psychological contract as a new psychological contract focus. Furthermore, the relationship between this psychological contract and the organizational psychological contract is compared in the prediction of job satisfaction and organizational affective commitment among a sample of traditional (in-house) and temporary agency workers.

The hypotheses were tested with multiple group analyses in a sample of 444 Portuguese call center workers: 215 were in-house and 229 were temporary agency workers.

Results confirmed that workers, regardless of their status, distinguished these two foci of psychological contract. However, for temporary workers, the supervisor psychological contract partially mediated the relationship between the organizational psychological contract and attitudes; while for in-house workers the organizational psychological contract was relevant to explain job satisfaction and the two foci of the psychological contract related independently to workers’ affective commitment toward the organization.

The study is limited due to the nature of the sample (call center sector where temporary agency and in-house workers received similar opportunities and treatment) and the lack of a longitudinal design.

An important implication of this research is that employers should assume the relevance of the supervisor for temporary agency workers. The social exchange between them and the host organization occurs in part through his/her actions.

Although supervisor psychological contract has been acknowledged, as far as the authors know there are no empirical studies that support its existence or analyzes its relevance in worker-organization relationships.

Italian worker cooperatives display a high proportion of profits reinvested into asset locks: there is some literature investigating their function, but little has been said about workers' attitude toward them. In this chapter we therefore investigate what workers' motivations are regarding reinvesting profits into asset locks. We propose to interpret them as a common good and we inquire which factors may increase workers' willingness to contribute to it. We test two arguments that are provided in the literature on collective action: the effect of having a long-time perspective within the cooperative and the effect of displaying “collective” motivations and preferences other than self-regarding. We perform this test by means of a survey among workers of cooperatives affiliated to Legacoop Ravenna in Italy.

We identify a positive effect of both factors, although with some distinction. At a first glance, we find a positive correlation between a longer time horizon and a greater concern for profit reinvestment; when looking closer at the data, we nevertheless see a more complex relationship as two other aspects come into the game: the employment insurance role of worker cooperatives and the “feeling of belonging” that links workers to the firm. The positive effect of this second aspect on the willingness to reinvest into locked assets is strong, although it only appears among worker-members. Moreover, its effect seem to become greater as workers' involvement in decision making increases.

Longer life expectancy brings a new phenomenon: senior entrepreneurship. Whereas starting a business involves investing energy, time, money or other types of resources, ageing is somewhat incompatible with these terms. Research on the impact of time perception on the entrepreneurial process is rather scarce. Considering the lack of knowledge related to the impact of time perception on the entrepreneurship process, this study aims to answer the following research question: how does temporal perception influence the entrepreneurial process?

Senior entrepreneurs are the most relevant category of individuals from which the impact of time perception could be observed, as they are objectively closer to the end of their careers than younger entrepreneurs. Therefore, longitudinal research was conducted by interviewing five senior entrepreneurs at 4-year intervals.

Results show that there are two types of temporal perception in entrepreneurship: temporal perception of the entrepreneur's career and temporal perception of the enterprise's development. When these two-time perspectives are not synchronized with the entrepreneur's vision, the entrepreneur develops strategies for seeking to re-establish synchronicity between the temporal perspective (TP) of their entrepreneurial career and that of the business development. The senior entrepreneur is distinguished from a traditional entrepreneur by a limited TP of their entrepreneurial career combined with the notions of bridge employment and generativity.

The number of cases under study did not allow us to examine every possible type of situation. The sampling of the cases under study did not offer great diversity in terms of gender, as the study had only men. However, the range of ages at startup, from 50 to 65 years, provides greater diversity, as does the range of business segments that included the service, manufacturing and retail food industries.

Entrepreneurs with a limited career time perspective correspond to senior entrepreneurs, while others who have an open career prospect, regardless of their age, correspond to any other form of an entrepreneur. This study has also been able to identify that an entrepreneur who realizes their limited entrepreneurial career horizon and perceives a temporal purpose of their company in the service of the involved parties tends to plan the entrepreneurial exit phase.

This paper aims to track the operations of a radical social enterprise, “New Horizon”, which attempted to provide a different approach to improve the independent living and employment opportunities for disabled people. The longitudinal study covers a period from the new labour project in the late 1990s to current austerity measures.

The project applied an emancipatory disability research agenda which places both the social and material relations of knowledge in the hands of the disabled participants.

Under the neo-liberal marketisation of public services, the radical nature of the organisation needed to be tempered, as different stakeholder groupings required different and not always complementary approaches to be undertaken to maintain legitimacy. Neo-institutional pressures tended to drive the organisation towards conformity with similar more mainstream rivals meaning the radical approach which assisted the formation of the organisation became less observable.

This research provides a unique insight into the systemic challenges faced by a social enterprise attempting to improve the independent living/employment prospects of disabled people. The longitudinal nature of the study illustrates how similar radical social enterprises, policymakers and researchers can understand how normative forces act in opposition to radical agendas.

This longitudinal study of a radical disability organisation which is undertaken through an emancipatory disability research agenda provides a unique insight into a marginalised and largely disenfranchised group in society. The paper provides a voice for the disabled stakeholders of New Horizon and hence differs from the majority of social research in that interpretations and analyses arise from the knowing subjects of research as opposed to the more traditional non-disabled academic research community.

Past research on self-employment and health yielded conflicting findings. Integrating predictions from the Stressor-Strain Outcome model, research on challenge stressors and allostatic load, we predict that physical and mental health are affected by self-employment in distinct ways which play out over different time horizons. We also test whether the health impacts of self-employment are due to enhanced stress (work-related strain) and differ for man and women.

We apply non-parametric propensity score matching in combination with a difference-in-difference approach and longitudinal cohort data to examine self-selection and the causal relationship between self-employment and health. We focus on those that transit into self-employment from paid employment (opportunity self-employment) and analyze strain and health over four years relative to individuals in paid employment.

Those with poorer mental health are more likely to self-select into self-employment. After entering self-employment, individuals experience a short-term uplift in mental health due to lower work-related strain, especially for self-employed men. In the longer-term (four years) the mental health of the self-employed drops back to pre-self-employment levels. We find no effect of self-employment on physical health.

Our research helps to understand the nonpecuniary benefits of self-employment and suggests that we should not advocate self-employment as a “healthy” career.

This article advances research on self-employment and health. Grounded in stress theories it offers new insights relating to self-selection, the temporality of effects, the mediating role of work-related strain, and gender that collectively help to explain why past research yielded conflicting findings.

In the last four years, since Volume I of this Bibliography first appeared, there has been an explosion of literature in all the main functional areas of business. This wealth of material poses problems for the researcher in management studies — and, of course, for the librarian: uncovering what has been written in any one area is not an easy task. This volume aims to help the librarian and the researcher overcome some of the immediate problems of identification of material. It is an annotated bibliography of management, drawing on the wide variety of literature produced by MCB University Press. Over the last four years, MCB University Press has produced an extensive range of books and serial publications covering most of the established and many of the developing areas of management. This volume, in conjunction with Volume I, provides a guide to all the material published so far.

Aim of the present monograph is the economic analysis of the role of MNEs regarding globalisation and digital economy and in parallel there is a reference and examination of some legal aspects concerning MNEs, cyberspace and e‐commerce as the means of expression of the digital economy. The whole effort of the author is focused on the examination of various aspects of MNEs and their impact upon globalisation and vice versa and how and if we are moving towards a global digital economy.