Work‐related attitudes and job characteristics of expatriates in Saudi Arabia

This study investigates the influence of job satisfaction, job autonomy, job variety, task identity, feedback, and employee demographics on organizational commitment among self‐initiated expatriates (SIEs) in Saudi Arabia. An examination of a sample of 481 SIEs reveals that only job satisfaction and job variety are related to organizational commitment. The rest—job characteristics and demographics—are unrelated to organizational commitment. The findings and the anomalies of the findings are discussed. © 2001 John Wiley & Sons, Inc.     

Exploring the role played by entrepreneurial self-efficacy among women entrepreneurs in tourism sector

This study aimed to explore how entrepreneurial self-efficacy impacts firms' performance among women entrepreneurs in developing countries in tourism and hospitality industry. Survey data collected from women entrepreneurs in Sri Lanka confirmed entrepreneurial self-efficacy is influenced by social media, entrepreneurial passion and entrepreneurial role models, whereas education and work experience had no influence over entrepreneurial self-efficacy. The mediating behavior of entrepreneurial persistence behavior is confirmed. For entrepreneurship stakeholders, this research revealed a critical factor that entrepreneurial self-efficacy is influenced by social media in digital world of technologies. Moreover, this research provided a validated model of entrepreneurial self-efficacy, enhancing its usage during the adversity or growth stages of business while producing valuable insights to policy makers in developing countries, enhancing women entrepreneurs’ contribution to the economy.     

The impact of values‐job fit and age on work‐related learning

Research shows that both individual and job‐related factors influence a worker's work‐related learning. This study combines these factors, examining the impact of fit between one's work values and job characteristics on learning. Although research indicates that fit benefits multiple work‐related outcomes, little is known about the impact of fit on learning. Moreover, life span theories indicate that values evolve throughout the lifespan. Therefore, we examined how age influences work values and thereby work‐related learning. Our self‐report questionnaire was completed by 221 workers of various ages and occupations. Our findings indicate that work values, job characteristics and their fit influence the quantity and quality of work‐related learning. Generally, a higher fit benefits learning, but misfit can also stimulate learning. Workers of different ages report an equal amount of learning, but perform different learning activities. However, this relationship is unrelated to work values. Recommendations for research and practice are discussed.     

Determinants of user demand for lifelong learning in institutions of higher education

The main objective of this study is to identify the determinants that influence user demand for lifelong learning in institutions of higher education. Qualitative methodology was used to develop an instrument and a quantitative approach was used for the remainder of the study. After a literature review and in‐depth interviews with experts in lifelong learning, we obtained the dimensions of the study and validated a questionnaire using expert opinion and a pilot test. The results and conclusions drawn from this study indicate the existence of three dimensions in user demand for lifelong learning in institutions of higher education: motivational, conflicts/difficulties and career‐development. The constructs of current‐work, career‐change and personal improvement are linearly related to the motivational dimension; personal‐constructs, external and time‐related constructs are linked to the conflict/difficulties dimension; and working‐environment and professional‐experience constructs are related with the career development dimension. One of the novel contributions of this work is that it obtains empirical evidence on the determinants of demand for lifelong learning from the perspective of people who seek training.     

A comparison of personal entrepreneurial competences between entrepreneurs and CEOs in service sector

This article discusses personal entrepreneurial competences (PECs) from a dynamic, changing perspective to demonstrate that the behavior of the entrepreneur before setting up a company is not the same as after years of experience. To that effect, 1,163 entrepreneurs and 27 CEOs answered a questionnaire based on the concept of PECs. Results suggest that there are differences between the two groups. The article is contextualized in Spain, where the Polytechnic University of Valencia has a service called the IDEAS Institute, dedicated to supporting entrepreneurs and to enhancing firm creation.     

A fresh start and the learning experience of ethnic minority entrepreneurs

This paper focuses on ethnic minority entrepreneurs whose businesses failed within the first 3 years of trading, but were starting afresh with the help of the Brent Business Venture Fresh Start in Business programme. The paper aims to identify why the entrepreneurs had previously failed; what prompted them to start again; what was different about their business approach and practices second time around; and how key lessons had been learned as a result of their previous experiences that can improve their prospects for success in the future. The resultant insight derives out of an evaluation study of the Fresh Start programme, the methodology for which included initial telephone interviews with 20 ethnic minority entrepreneurs spread across eight business sectors, during which profile data were collected. The second phase of the study involved in‐depth face‐to‐face and semi‐structured interviews with the 20 entrepreneurs. The main findings suggest that failed entrepreneurs learn from their mistakes and actions embedded in the development processes and activities underpinning their first business venture attempt and are more successful second time around. The key learning processes and activities include learning from customer feedback, from interface with suppliers, from interaction with peers and from the fostering and facilitating inputs of provision such as the Fresh Start programme. The ability to learn by doing, problem‐solving and opportunity‐taking is important. The study concludes by highlighting key identified management capabilities which can improve the likelihood of new venture success, and in particular the value of giving future focus to the nature and form of effective strategic learning processes and activities that successful owner managers undertake and how these could be nurtured as part of the would‐be entrepreneurs’‘management capabilities tool box’.     

Consumer well‐being and social responsibility of subsistence entrepreneurs in subsistence marketplace

Business malpractices, such as the sale of overpriced, underweight and adulterated foodstuffs and essential commodities, can pose serious threats to subsistence consumers' wellbeing, given they are more vulnerable than their affluent counterparts. Drawing on 40 interviews with subsistence entrepreneurs in Bangladesh and Sri Lanka, our findings provide insights into the interplay between religiosity and social responsibility of entrepreneurs. We further explore how socio‐economic conditions and local embeddedness—two important characteristics of individuals in subsistence marketplaces—moderate the relationship between religiosity and social responsibility of entrepreneurs, providing implications for consumer welfare at the macro‐level. Our research makes a distinctive contribution to three streams of literature relating to social responsibility, subsistence marketplaces, and consumer affairs, with specific policy implications.     

Age differences in career activities among higher‐level employees in the Netherlands: a comparison between profit sector and non‐profit sector staff

The present study describes age differences in the occurrence of career activities among profit sector and non‐profit sector employees in the Netherlands. Three different types of variables have been studied, i.e. individual, job‐related and organizational variables. Hypotheses have been tested with original survey data from 423 profit sector employees and 136 non‐profit sector employees. The employees are all working in higher‐level jobs in large organizations. Overall, we may conclude from this study that the differences between profit sector and non‐profit sector workers are not consistent at all. For some factors the situation is more advantageous for profit sector employees, whereas for other factors the outcomes point in the opposite direction. Regarding age effects, we have found that, in general, for profit sector employees the differences between starters (20–34 years) and middle‐aged workers (35–49 years) are not univocal, whereas the differences between middle‐aged workers and seniors (over‐fifties) imply that the amount of individual initiatives and organizational activities is less for the latter group of employees. When the three age groups are compared for the non‐profit sector employees, most factors do not vary significantly. For the factors where the F‐test is found to be significant, by and large, the situation regarding the possibilities for a further career development is worst for the seniors.     

Development and validation of a scale measuring approaches to work‐related informal learning

Social approaches to work‐related informal learning, such as proactive feedback‐seeking, help‐seeking and information‐seeking, are important determinants of development in the workplace. Unfortunately, previous research has failed to clearly conceptualize these forms of learning and does not provide a validated and generally applicable measurement instrument. We set out to develop and validate such a scale measuring social approaches to work‐related informal learning. We collected data in four organizations in Austria and the Netherlands, with a total sample size of 895 employees. These data were used to conduct exploratory and confirmatory factor analyses, which showed four distinct factors: feedback‐seeking from the supervisor, feedback‐seeking from colleagues, help‐seeking and information‐seeking. In conclusion, the scale we developed is valid in a range of contexts and thus is an appropriate tool for research as well as human resource development practice.     

What about the managers? Contradictions between lifelong learning and management development

The policy priority of management development in the past 20 years appears to have been overshadowed since the new millennium by the goal of widening participation in learning of low‐skilled and excluded groups. This change of emphasis could potentially be damaging if efforts to increase management participation in learning are relaxed, because Britain's managers are still poorly qualified in comparison with other countries and managers play a key role in widening participation in learning at work. Research into barriers to learning amongst life assurance managers in Scotland has identified intrinsic and extrinsic factors affecting participation, suggesting a need for renewed efforts to ensure that management development remains a priority and that appropriate support is provided for learning at work.     

Measuring self‐regulated learning in the workplace

In knowledge‐intensive industries, the workplace has become a key locus of learning. To perform effectively, knowledge workers must be able to take responsibility for their own developmental needs, and in particular, to regulate their own learning. This paper describes the construction and validation of an instrument (the Self‐Regulated Learning at Work Questionnaire) designed to provide a measure of self‐regulated learning (SRL) behaviour in the workplace. The instrument has been validated through a pilot study with a cohort of 170 knowledge workers from the finance industry. Results indicate that the five scales of the instrument are reliable and valid, testing a broad range of sub‐processes of SRL. The instrument can be used to identify knowledge workers who demonstrate different levels of SRL in workplace contexts for further exploration through qualitative studies and could also provide the basis of professional development tools designed to explore opportunities for self‐regulation of learning in the workplace.     

Computer‐assisted learning design for reflective practice supporting multiple learning styles for education and training in pre‐hosplital emergency care

This article describes and discusses a unique project in the field of RP, CAL and Learning Styles. Reflective Practice (RP) is a method that can be used to assist the student to learn from experience using a carefully structured framework. This has been shown to result in new learning and improved practice. In PHEC the application of RP is seen as essential for clinical effectiveness and continuing professional development in paramedic practices. Evidence from Canada indicates that while PHEC work would be expected to attract convergers (as categorised by Kolb, 1984), in fact, the data did not support that expectation. No particular learning style was dominant. The teaching process for RP at the University of Hertfordshire normally uses the lecture‐discussion method between teacher/facilitators and students based largely on the presentation of scenarios and case studies with a wide‐ranging, but focused dialogue and discussion. The design problem discussed here was to provide computer–student interaction which offers the students additional opportunities to develop their own preferred styles as well as to achieve the same learning outcomes as the taught content.     

An Anglo‐Japanese study of young people and some domestic tasks related to food

Housework, in particular related to food preparation, has received little attention. Tasks are performed in line with gender stereotypes which are culturally specific and change with time. A comparison has been made between the domestic tasks and behaviours and attitudes related to food in young people in Japan and England. Gender stereotyping was apparent in both countries to a remarkable and fairly similar degree (very few children thought that men should have responsibility for tasks related to food) although many aspects were different; English children were more involved in preparing food and fewer Japanese children claimed to like cooking. Fewer Japanese boys (almost half) than English boys (14%) helped to clear up after meals. Almost all Japanese children ate sitting at a table compared with about 75% of English children for whom it was more common to have to be careful to keep their mouths closed when eating. Japanese culture however, does seem to be becoming more Westernized. Even ‘liberated women’ and ‘new age men’ may acquiesce to a degree of stereotyping in order to ensure that their children are ‘normal’. Curiously, the high media attention given to food and food preparation does not seem to be resulting in increased involvement in cooking by young people. This lack of involvement by young people in food preparation may have consequences for nutritional skills and so compromise health in later life.     

Female Entrepreneurs,Work–Family Conflict,and Venture Performance: New Insights into the Work–Family Interface*

Existing theory is extended to predict the effectiveness of strategies for structurally reducing work–family conflict by manipulating roles, given the salience of work and family roles and resources available to the female entrepreneur. A conceptual framework based on the constructs of role involvement and role conflict is used to examine whether high‐growth female entrepreneurs choose more appropriate strategies for reducing work–family conflict than their less successful counterparts. Three basic strategies for manipulating roles are discussed: (1) role elimination; (2) role reduction; and (3) role‐sharing. The following propositions are advanced: (1) work–family management strategies are a significant determinant of venture growth; (2) women who develop high‐growth businesses more effectively reduce work–family conflict by choosing strategies better matched with their internal needs and access to external resources than less successful women; and (3) role‐sharing strategies are preferred because they allow women to enjoy the enhancement of both work and family roles while reducing the level of inter‐role conflict. As a result, the high prevalence of team‐building and participative management practices observed in women‐owned businesses may be driven by the need for female entrepreneurs to manage work–family conflicts as well as genetics or socialization.     

Exploring the relation between work domains and work‐related learning: the case of the Dutch police force

The principal aim of this study is to explore the relations between work domains and the work‐related learning of workers. The article is intended to provide insight into the learning experiences of Dutch police officers during the course of their daily work. Interviews regarding actual learning events and subsequent changes in knowledge, skills or attitudes were conducted with police officers from different parts of the country and at different stages of their careers. Interpretative analyses grounded in the notion of intentionality and developmental relatedness revealed how and in what kinds of work domains police officers appear to learn. Homogeneity analysis use of Alternating Least Squares (HOMALS) analysis showed work‐related learning activities to vary with different kinds of work domains. The implications for training and development involve the role of colleagues in different hierarchical positions for learning and they also concern the utility of the conceptualisation of work‐related learning presented here.     

A two‐sector Keynesian model of business cycles

In this paper, we examine the effect of sectoral interactions on business cycles in a simple Keynesian model. As a first step for introducing viewpoints of multiple sectors in the context of business cycles, we consider a dual economy in which there are only two kinds of goods: the consumption good and the investment good. By examining a two‐sector Keynesian model, we intend to take a look at some phenomena induced by interactions between the consumption good sector and the investment good sector, which cannot be observed in one‐sector models. We then find that the stability of equilibrium and the possibility of emergence of a periodic orbit depend on whether the Keynesian stability condition holds or not and that along periodic orbits (business cycles), the consumption good sector lags behind the investment good sector and that the volatility (measured by the ratio of the amplitude of cycles to the equilibrium value) of the investment sector is larger than that of the consumption good sector. Also, we supplement the analysis by performing numerical simulations.     

Moderating effects of consumer empowerment on the relationship between involvement in eco‐friendly food and eco‐friendly food behaviour

This study investigates the moderating effect of consumer empowerment on the relationship between involvement in and purchase behaviour towards eco‐friendly food. It uses the generalized linear model, with data from the 2017 Research on Food Consumption. The results showed that gender is related only to involvement in eco‐friendly food and this involvement is higher for women than for men. Moreover, involvement in eco‐friendly food, purchase empowerment, engagement empowerment and frequency of buying eco‐friendly food increase as age increases, with the highest increases observed at ages 40–49 and 50–59; the score for those older than these age groups was much lower, resembling an inverted U shape. Groups with high education and income levels presented high scores for involvement in eco‐friendly food, purchase empowerment, engagement empowerment and frequency of buying eco‐friendly food. Regarding the effects of involvement in eco‐friendly food, purchase empowerment and engagement empowerment on the frequency of buying eco‐friendly food, the main effects of involvement in eco‐friendly food and purchase empowerment as well as the interactive effects between involvement in eco‐friendly food and engagement empowerment were statistically significant.     

Managing micropolitical risk: A cross‐sector examination

This article stresses the need for today's multinational firms to adopt their own political risk‐assessment and risk‐mitigation strategies. A comparative study of the energy, financial, and automobile sectors illustrates the need for all companies in these sectors to undertake comprehensive risk‐assessment strategies. Risk‐assessment models established by leading multinationals like British Petroleum, Bank of America, and General Motors are examined as examples that other companies in these sectors can build upon. The consistent micropolitical risk variables then lead to a proposed practical framework for examining sector‐specific micropolitical risk. © 2006 Wiley Periodicals, Inc.     

Risky business: Financial‐sector liberalization and China

China's dramatic growth in exports, its rising conflict with its trade partners over the perceived undervaluation of the renminbi, and the snail's pace of financial liberalization is pushing its bilateral trade and monetary relations to a boil. Discontent in the United States, Japan, Southeast Asia, and, most recently, Brazil, has led popular pundits and even country finance ministers to speak publicly of a “currency war” with many calling for the de‐pegging of the renminbi to the dollar and an immediate appreciation of China's currency. However, China's history of liberalization, beginning with the opening to the West in 1978, is well known as one of gradualism in trade and the financial spheres. Economic history is replete with economic crises brought on by too rapid or premature liberalization of countries' capital flows. This article presents the case both for and against capital account liberalization and highlights the risks that China in particular confronts in responding to external demands for greater openness and an appreciation of the renminbi. It clearly captures the tightrope that China must walk between responding to the demands of its trade partners and maintaining economic growth and political stability at home. © 2011 Wiley Periodicals, Inc.