Pub Date : 2022-12-01DOI: 10.38104/vadyba.2022.2.09
An increased interest in work engagement has emerged in recent years. Within this field, a number of crucial questions remain unanswered. Relatively little is known about the influence of gender on work engagement. Results obtained from different studies show inconsistent outcomes therefore it is still needed to examine them. In many organizations last different stereotypes about men and women. For instance, women are more sensitive and empathic, and men are more competitive and goal-oriented. There is still inconsistency among studies and no clear answer to the question “Does gender influence work engagement?”. Most studies have focused on work engagement in general, but few studies have investigated the impact of demographic factors such as gender, age, education, or years of employment. There were found various results in different sectors and countries, therefore it is important to pay attention also to these factors. Talking about gender, especially the role of women in different cultures may significantly influence work engagement which should be taken into consideration. This research explores the link between work engagement and gender in retail. The survey was distributed to 3467 participants, of whom 73,1 % (N=2535) participants completed a questionnaire and the data were used in this research. The data collected were quantitative. The questionnaire consisted of 20 questions that respondents answered on a five-point Likert scale (1 strongly disagree – 5 strongly agree). The questions in the questionnaire are based on a literature review and well-known surveys: Utrecht Work Engagement Scale (UWES-9) and Gallup Q12 and other questions that focus on engagement in the team, the role of the manager, work itself and the last one focused on the company vision. The result yielded no statistically significant relationships between gender and work engagement. Our findings can be compared to the results of earlier studies that there is no statistically significant difference in work engagement between men and women. On the other hand, some studies argue that there is a difference in work engagement based on gender, either little or in some cases significant. This research has several implications for theory and practice. At the theoretical level, it complements research about demographic factors, in this case, gender, and its influence on work engagement in retail. HRD needs to create a strategy to increase their employees' engagement, but in retail not necessary based on gender differences. This research required addressing several limitations. Firstly, the findings are not generalizable beyond retail. The research was conducted only in one country. Future research will have to confirm whether there are any differences between other sectors and other countries. Among side findings, this research revealed the highest and lowest-rated questions, which need to be further examined in future research.
{"title":"THE INFLUENCE OF GENDER ON WORK ENGAGEMENT","authors":"","doi":"10.38104/vadyba.2022.2.09","DOIUrl":"https://doi.org/10.38104/vadyba.2022.2.09","url":null,"abstract":"An increased interest in work engagement has emerged in recent years. Within this field, a number of crucial questions remain unanswered. Relatively\u0000little is known about the influence of gender on work engagement. Results obtained from different studies show inconsistent outcomes therefore it is\u0000still needed to examine them. In many organizations last different stereotypes about men and women. For instance, women are more sensitive and\u0000empathic, and men are more competitive and goal-oriented. There is still inconsistency among studies and no clear answer to the question “Does gender\u0000influence work engagement?”. Most studies have focused on work engagement in general, but few studies have investigated the impact of demographic\u0000factors such as gender, age, education, or years of employment. There were found various results in different sectors and countries, therefore it is\u0000important to pay attention also to these factors. Talking about gender, especially the role of women in different cultures may significantly influence\u0000work engagement which should be taken into consideration. This research explores the link between work engagement and gender in retail. The survey\u0000was distributed to 3467 participants, of whom 73,1 % (N=2535) participants completed a questionnaire and the data were used in this research. The\u0000data collected were quantitative. The questionnaire consisted of 20 questions that respondents answered on a five-point Likert scale (1 strongly disagree\u0000– 5 strongly agree). The questions in the questionnaire are based on a literature review and well-known surveys: Utrecht Work Engagement Scale\u0000(UWES-9) and Gallup Q12 and other questions that focus on engagement in the team, the role of the manager, work itself and the last one focused on\u0000the company vision. The result yielded no statistically significant relationships between gender and work engagement. Our findings can be compared\u0000to the results of earlier studies that there is no statistically significant difference in work engagement between men and women. On the other hand, some\u0000studies argue that there is a difference in work engagement based on gender, either little or in some cases significant. This research has several\u0000implications for theory and practice. At the theoretical level, it complements research about demographic factors, in this case, gender, and its influence\u0000on work engagement in retail. HRD needs to create a strategy to increase their employees' engagement, but in retail not necessary based on gender\u0000differences. This research required addressing several limitations. Firstly, the findings are not generalizable beyond retail. The research was conducted\u0000only in one country. Future research will have to confirm whether there are any differences between other sectors and other countries. Among side\u0000findings, this research revealed the highest and lowest-rated questions, which need to be further examined in future research.","PeriodicalId":52018,"journal":{"name":"Irish Journal of Management","volume":"35 1","pages":""},"PeriodicalIF":0.5,"publicationDate":"2022-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"83218242","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-12-01DOI: 10.38104/vadyba.2022.2.04
The article analyzes the implementation of sustainable passengers mobility principles in railway transport in Lithuania. Railway transport occupies a special place in passenger transportation, it has great potential, as it is an alternative to road transport. The goal of article is to reveal the prerequisites for the implementation of the principles of sustainable passenger mobility in railway transport in the Republic of Lithuania. To achieve the goal, analysis of theoretical sources, analysis of LR and EU legal acts, development strategies of the transport sector, statistical data analysis, monitoring, situation assessment have been committed. The principles of sustainable passenger mobility are modern approach to the saving of natural resources, personal and public interests, taking responsibility for the consequences of own actions as a user of transport services. Railway transport has potential in passenger transportation, as passengers flows are not high, compared to other modes of transport. Electrified railway transport is a competitive, friendly to nature and future generations choice. The opportunities of the tourism sector and railway transport are not exploited. It is necessary to assess the public's favorable attitude towards changes in transport due to ecological aspects, but the public transport sector must ensure high-quality services that meet EU standards and customer expectations. In order to achieve sustainable mobility in rail transport, priorities are set: measures are applied to reduce the negative impact on the environment, measures are applied to reduce the noise level, measures to contribute congestion reduction in the city area, to contribute to the promotion of physical activity of residents. Strategy of Lithuanian mobility development until 2050 projects in railway transport are directly related to the implementation of the principles of sustainable mobility and measures to increase passenger flows. To attract passengers to use railway transport in a sustainable way, to reject to use their own road transport, particular attention must be paid to speed, comfort, costs, connections with other transport modes or modes of travel, road transport, private or public, cycling or walking, and the compatibility of terminals with modern users needs. To implement the principles of sustainable mobility in railway transport, while simultaneously increasing passenger flows, the tasks must be solved in a complex manner, with close cooperation between institutions with different responsibilities. In addition, measures such as ensuring multifaceted connections between modes of transport and other movement alternatives, integration of tourism and railway transport, adaptation of city infrastructure to tourist needs, compliance of railway terminals with the main needs of passengers must be evaluated.
{"title":"IMPLEMENTATION OF SUSTAINABLE PASSENGER MOBILITY PRINCIPLES IN RAIL TRANSPORT","authors":"","doi":"10.38104/vadyba.2022.2.04","DOIUrl":"https://doi.org/10.38104/vadyba.2022.2.04","url":null,"abstract":"The article analyzes the implementation of sustainable passengers mobility principles in railway transport in Lithuania. Railway transport occupies a\u0000special place in passenger transportation, it has great potential, as it is an alternative to road transport. The goal of article is to reveal the prerequisites\u0000for the implementation of the principles of sustainable passenger mobility in railway transport in the Republic of Lithuania. To achieve the goal, analysis\u0000of theoretical sources, analysis of LR and EU legal acts, development strategies of the transport sector, statistical data analysis, monitoring, situation\u0000assessment have been committed. The principles of sustainable passenger mobility are modern approach to the saving of natural resources, personal\u0000and public interests, taking responsibility for the consequences of own actions as a user of transport services. Railway transport has potential in passenger\u0000transportation, as passengers flows are not high, compared to other modes of transport. Electrified railway transport is a competitive, friendly to nature\u0000and future generations choice. The opportunities of the tourism sector and railway transport are not exploited. It is necessary to assess the public's\u0000favorable attitude towards changes in transport due to ecological aspects, but the public transport sector must ensure high-quality services that meet EU\u0000standards and customer expectations. In order to achieve sustainable mobility in rail transport, priorities are set: measures are applied to reduce the\u0000negative impact on the environment, measures are applied to reduce the noise level, measures to contribute congestion reduction in the city area, to\u0000contribute to the promotion of physical activity of residents. Strategy of Lithuanian mobility development until 2050 projects in railway transport are\u0000directly related to the implementation of the principles of sustainable mobility and measures to increase passenger flows. To attract passengers to use\u0000railway transport in a sustainable way, to reject to use their own road transport, particular attention must be paid to speed, comfort, costs, connections\u0000with other transport modes or modes of travel, road transport, private or public, cycling or walking, and the compatibility of terminals with modern\u0000users needs. To implement the principles of sustainable mobility in railway transport, while simultaneously increasing passenger flows, the tasks must\u0000be solved in a complex manner, with close cooperation between institutions with different responsibilities. In addition, measures such as ensuring\u0000multifaceted connections between modes of transport and other movement alternatives, integration of tourism and railway transport, adaptation of city\u0000infrastructure to tourist needs, compliance of railway terminals with the main needs of passengers must be evaluated.","PeriodicalId":52018,"journal":{"name":"Irish Journal of Management","volume":"10 1","pages":""},"PeriodicalIF":0.5,"publicationDate":"2022-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"87577610","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-12-01DOI: 10.38104/vadyba.2022.2.10
Corporations, managers, and employees are still having difficulties comprehending the idea of sustainable leadership and identifying this concept itself is a challenge for modern businesses. A new and expanded definition of leadership that is founded on sustainability principles, sustainable leadership practices, and developing an inclusive, collaborative, and responsive leadership approach is known as sustainable leadership. A better understanding of the idea of sustainable leadership and sustainable leadership practices we conducted research among Hungarian middle level managers. Main purpose of this study is to examine the level of sustainable leadership skills of middle-level Hungarian managers in a variety of industrial sectors and which sustainable leadership practices with its subcomponents can be preferred to implement in organizations by Hungarian managers. Questionnaire method was used among 201 middle-level Hungarian managers. Findings show that there is a slight difference between non sustainable leadership skills and sustainable leadership skills among managers, general results showed that sustainable leadership scores of the Hungarian managers (3.20) stayed below non- sustainable leadership scores (3.75) that indicates Hungarian managers need to improve themselves relate to sustainable leadership skills based on applying sustainable leadership practices in organizations. Among sustainable leadership practices key performance drivers (3.69) are the most applicable sustainable leadership practices among the middle level Hungarian managers comparing to foundation practices (3.35) and higher-level practices (3.56) based on scores. Among subcomponents of the sustainable leadership practices score of managers centered leadership (3.4), employee centered leadership is the highest score (3.9), organizational profit (3.2), employee’s engagement (3.4) and lowest score is the knowledge sharing culture (2.7) among the middle level Hungarian managers.
{"title":"IMPORTANCE OF SUSTAINABLE LEADERSHIP AND SUSTAINABLE LEADERSHIP PRACTICES AMONG MIDDLE-LEVEL HUNGARIAN MANAGERS","authors":"","doi":"10.38104/vadyba.2022.2.10","DOIUrl":"https://doi.org/10.38104/vadyba.2022.2.10","url":null,"abstract":"Corporations, managers, and employees are still having difficulties comprehending the idea of sustainable leadership and identifying this concept itself\u0000is a challenge for modern businesses. A new and expanded definition of leadership that is founded on sustainability principles, sustainable leadership\u0000practices, and developing an inclusive, collaborative, and responsive leadership approach is known as sustainable leadership. A better understanding of\u0000the idea of sustainable leadership and sustainable leadership practices we conducted research among Hungarian middle level managers. Main purpose of\u0000this study is to examine the level of sustainable leadership skills of middle-level Hungarian managers in a variety of industrial sectors and which\u0000sustainable leadership practices with its subcomponents can be preferred to implement in organizations by Hungarian managers. Questionnaire method\u0000was used among 201 middle-level Hungarian managers. Findings show that there is a slight difference between non sustainable leadership skills and\u0000sustainable leadership skills among managers, general results showed that sustainable leadership scores of the Hungarian managers (3.20) stayed below\u0000non- sustainable leadership scores (3.75) that indicates Hungarian managers need to improve themselves relate to sustainable leadership skills based on\u0000applying sustainable leadership practices in organizations. Among sustainable leadership practices key performance drivers (3.69) are the most\u0000applicable sustainable leadership practices among the middle level Hungarian managers comparing to foundation practices (3.35) and higher-level\u0000practices (3.56) based on scores. Among subcomponents of the sustainable leadership practices score of managers centered leadership (3.4), employee\u0000centered leadership is the highest score (3.9), organizational profit (3.2), employee’s engagement (3.4) and lowest score is the knowledge sharing culture\u0000(2.7) among the middle level Hungarian managers.","PeriodicalId":52018,"journal":{"name":"Irish Journal of Management","volume":"69 1","pages":""},"PeriodicalIF":0.5,"publicationDate":"2022-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"77806156","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Abstract This paper argues that a dedicated legal status for Irish social enterprises - or the wider social economy - holds to date a mostly overlooked potential to increase clarity of what social enterprises are and for social enterprises themselves on governance. A legal status takes an agnostic approach towards the enterprise’s legal form while offering certain incentives and privileges for those that meet the criteria. A review of recent trends across Europe points towards a legal status being the preferred approach in more recent years, with country reports pointing towards lessons learnt in terms of aiming to capture and support the sector holistically. This paper concludes that while promising as a concept, further research is needed to validate the potential in the Irish context.
{"title":"A legal status for Irish social enterprise-an overlooked opportunity?","authors":"Sarah Hofmayer","doi":"10.2478/ijm-2023-0005","DOIUrl":"https://doi.org/10.2478/ijm-2023-0005","url":null,"abstract":"Abstract This paper argues that a dedicated legal status for Irish social enterprises - or the wider social economy - holds to date a mostly overlooked potential to increase clarity of what social enterprises are and for social enterprises themselves on governance. A legal status takes an agnostic approach towards the enterprise’s legal form while offering certain incentives and privileges for those that meet the criteria. A review of recent trends across Europe points towards a legal status being the preferred approach in more recent years, with country reports pointing towards lessons learnt in terms of aiming to capture and support the sector holistically. This paper concludes that while promising as a concept, further research is needed to validate the potential in the Irish context.","PeriodicalId":52018,"journal":{"name":"Irish Journal of Management","volume":"41 1","pages":"155 - 167"},"PeriodicalIF":0.5,"publicationDate":"2022-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48376762","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-12-01DOI: 10.38104/vadyba.2022.2.03
Academic staffs migrate from one institution to another, some within the same country while some academics migrate to foreign institutions. Academic migration to foreign institutions entails greater challenges due to various factors including different national policies, language and cultural adaptations. Based on the theoretical concept of "person-in-environment", this research focused on three factors that would appeal to foreign academics who seek engagement with universities in the European Union countries, i.e. 1) accessibility to rules of conducts at EU universities, 2) understandable languages for foreign academics, and 3) organizational units assisting with the integration of foreign academics. Thirty-one universities from countries within the EU were randomly selected for the purpose of data collection. A formal analysis was carried out on the selected university websites to assess both the presence and the extend of the three factors of this research. The findings show the existence of ethical principles in the universities’ internal rules and practical manuals available to help solve situations associated with foreign academics adaptation into the work and social environment. However the availability of such support is not adequately available in all institutions and are limited in many institutions. Comprehensive support is found in the four universities - the University of Limerick in Ireland, the University of Heidelberg in Germany, the University of Malta, and the University of Utrecht in the Netherlands. The Swedish University of Linköping also has rules in place for whistleblowing, paving the way for other EU universities to emulate. The ethics of the 21st century will have to address new situations, and dilemmas in relation to migration, and different values among social, cultural, and religious backgrounds. This article provides guidelines for better integration in the working environment abroad by introducing the three factors for integration, and points out the need to shift basic standards into practice to cater for better assimilation of expats into host country environment.
{"title":"ACADEMIC EXPATRIATION INTO EUROPEAN UNIVERSITIES: APPLICATION OF PERSON IN ENVIRONMENT THEORY","authors":"","doi":"10.38104/vadyba.2022.2.03","DOIUrl":"https://doi.org/10.38104/vadyba.2022.2.03","url":null,"abstract":"Academic staffs migrate from one institution to another, some within the same country while some academics migrate to foreign institutions. Academic\u0000migration to foreign institutions entails greater challenges due to various factors including different national policies, language and cultural adaptations.\u0000Based on the theoretical concept of \"person-in-environment\", this research focused on three factors that would appeal to foreign academics who seek\u0000engagement with universities in the European Union countries, i.e. 1) accessibility to rules of conducts at EU universities, 2) understandable languages\u0000for foreign academics, and 3) organizational units assisting with the integration of foreign academics. Thirty-one universities from countries within the\u0000EU were randomly selected for the purpose of data collection. A formal analysis was carried out on the selected university websites to assess both the\u0000presence and the extend of the three factors of this research. The findings show the existence of ethical principles in the universities’ internal rules and\u0000practical manuals available to help solve situations associated with foreign academics adaptation into the work and social environment. However the\u0000availability of such support is not adequately available in all institutions and are limited in many institutions. Comprehensive support is found in the\u0000four universities - the University of Limerick in Ireland, the University of Heidelberg in Germany, the University of Malta, and the University of Utrecht\u0000in the Netherlands. The Swedish University of Linköping also has rules in place for whistleblowing, paving the way for other EU universities to emulate.\u0000The ethics of the 21st century will have to address new situations, and dilemmas in relation to migration, and different values among social, cultural,\u0000and religious backgrounds. This article provides guidelines for better integration in the working environment abroad by introducing the three factors\u0000for integration, and points out the need to shift basic standards into practice to cater for better assimilation of expats into host country environment.","PeriodicalId":52018,"journal":{"name":"Irish Journal of Management","volume":"1 1","pages":""},"PeriodicalIF":0.5,"publicationDate":"2022-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"87057856","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Sheila M. Cannon, Daniel G. Byrne, Gemma Donnelly-Cox, M. Rhodes
Abstract Extensive research over the past twenty years explains and documents different approaches to and examples of social enterprise across the world. One line of research analyses the institutional contexts – considering economic development, governance, culture, and civil society - in order to explain different national approaches to social enterprise. Simultaneously, researchers have focussed on organisational level features to create typologies of social enterprises. This paper synthesises that research to create an embedded model of types, which sit within and are infl uenced by institutional contextual factors. The model is tested in the case of the Republic of Ireland, through desk research and empirical observation. A set of 57 organisations provides qualitative data for a narrative account of four types of social enterprise. Contributions include a new model of institutionally embedded social enterprise types which conceptualises and highlights the importance of historical contexts in applying typologies.
{"title":"Institutional influences on social enterprise types in the Republic of Ireland","authors":"Sheila M. Cannon, Daniel G. Byrne, Gemma Donnelly-Cox, M. Rhodes","doi":"10.2478/ijm-2023-0001","DOIUrl":"https://doi.org/10.2478/ijm-2023-0001","url":null,"abstract":"Abstract Extensive research over the past twenty years explains and documents different approaches to and examples of social enterprise across the world. One line of research analyses the institutional contexts – considering economic development, governance, culture, and civil society - in order to explain different national approaches to social enterprise. Simultaneously, researchers have focussed on organisational level features to create typologies of social enterprises. This paper synthesises that research to create an embedded model of types, which sit within and are infl uenced by institutional contextual factors. The model is tested in the case of the Republic of Ireland, through desk research and empirical observation. A set of 57 organisations provides qualitative data for a narrative account of four types of social enterprise. Contributions include a new model of institutionally embedded social enterprise types which conceptualises and highlights the importance of historical contexts in applying typologies.","PeriodicalId":52018,"journal":{"name":"Irish Journal of Management","volume":"41 1","pages":"119 - 134"},"PeriodicalIF":0.5,"publicationDate":"2022-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42391171","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
The importance of social enterprise is becoming increasingly evident across societies, economies and local communities, and ‘the past decade has witnessed a surge of research interest in social entrepreneurship’ (Saebi, Foss and Linder, 2019, p.70). In Ireland, the development of the social enterprise policy in 2019 was welcomed as an important indicator of the growth and importance of this sector. Furthermore, burgeoning networks, ecosystems and research all indicate the widespread development of this sector across many towns, cities and villages nationally. Fundamental to social enterprise is social impact, and at a time when the world is facing signifi cant global challenges Halsall, Oberoi and Snowden (2020, p. 80) note that ‘social enterprise is a key player in societal changes’. Given the potential impact of social enterprises, there are many benefi ts in exploring how they can play a vital role in creating a sustainable, inclusive and resilient future by addressing the signifi cant local and global challenges of the sustainable development goals. While the fi eld of study on social entrepreneurship has progressed at the researcher, educator, practitioner and policy perspectives, it is still somewhat fragmented and lacks a cohesive integrated perspective. This individual stakeholder approach has left work on social entrepreneurship a loosely connected domain of issues often resulting in singular representation of endeavors. Social entrepreneurship when viewed as a multidisciplinary and collaborative partnership approach presents a rich environment for practical knowledge exchange and co-creation and the development of support infrastructures to advance theory, practice, policy and competency development interventions (educational and training). This special issue provides a vehicle for one of many such potential cocreations and collaborations. The call for papers for this issue arose from cross institutional collaboration between the editors who have been working in the social enterprise space and wanted to provide a forum for scholars, practitioners and policy makers to come together to explore key issues of concern. In the fi rst instance we ran a Social Enterprise Symposium at the annual Irish Academy of Management conference in 2021 and launched an open call for this special edition. We had great interest from the academic and researcher community to share their research in this growing and important topic, which has resulted in seven papers which will be showcased across two issues in the Irish Journal of Management (this issue and the forthcoming next issue). The papers come from policy makers and researchers and cover a wide range of topics, and perspectives which demonstrate the knowledge and expertise that exists among this embryonic research community. An overview of the papers which are in this special issue will now be outlined, which is supplemented with a summary of a book chapter, which further identifi es the future potentia
{"title":"Building a better tomorrow – Bridging the disconnect between policy, practice, education and research in social enterprise","authors":"Felicity Kelliher, Briga Hynes, Ziene Mottiar","doi":"10.2478/ijm-2023-0006","DOIUrl":"https://doi.org/10.2478/ijm-2023-0006","url":null,"abstract":"The importance of social enterprise is becoming increasingly evident across societies, economies and local communities, and ‘the past decade has witnessed a surge of research interest in social entrepreneurship’ (Saebi, Foss and Linder, 2019, p.70). In Ireland, the development of the social enterprise policy in 2019 was welcomed as an important indicator of the growth and importance of this sector. Furthermore, burgeoning networks, ecosystems and research all indicate the widespread development of this sector across many towns, cities and villages nationally. Fundamental to social enterprise is social impact, and at a time when the world is facing signifi cant global challenges Halsall, Oberoi and Snowden (2020, p. 80) note that ‘social enterprise is a key player in societal changes’. Given the potential impact of social enterprises, there are many benefi ts in exploring how they can play a vital role in creating a sustainable, inclusive and resilient future by addressing the signifi cant local and global challenges of the sustainable development goals. While the fi eld of study on social entrepreneurship has progressed at the researcher, educator, practitioner and policy perspectives, it is still somewhat fragmented and lacks a cohesive integrated perspective. This individual stakeholder approach has left work on social entrepreneurship a loosely connected domain of issues often resulting in singular representation of endeavors. Social entrepreneurship when viewed as a multidisciplinary and collaborative partnership approach presents a rich environment for practical knowledge exchange and co-creation and the development of support infrastructures to advance theory, practice, policy and competency development interventions (educational and training). This special issue provides a vehicle for one of many such potential cocreations and collaborations. The call for papers for this issue arose from cross institutional collaboration between the editors who have been working in the social enterprise space and wanted to provide a forum for scholars, practitioners and policy makers to come together to explore key issues of concern. In the fi rst instance we ran a Social Enterprise Symposium at the annual Irish Academy of Management conference in 2021 and launched an open call for this special edition. We had great interest from the academic and researcher community to share their research in this growing and important topic, which has resulted in seven papers which will be showcased across two issues in the Irish Journal of Management (this issue and the forthcoming next issue). The papers come from policy makers and researchers and cover a wide range of topics, and perspectives which demonstrate the knowledge and expertise that exists among this embryonic research community. An overview of the papers which are in this special issue will now be outlined, which is supplemented with a summary of a book chapter, which further identifi es the future potentia","PeriodicalId":52018,"journal":{"name":"Irish Journal of Management","volume":"41 1","pages":"89 - 92"},"PeriodicalIF":0.5,"publicationDate":"2022-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44943145","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-12-01DOI: 10.38104/vadyba.2022.2.06
In this study, we examine the labour market of the public and private sectors, as well as the willingness to move from one to another based on specific factors, such as age or working position. Our research concerns the Hungarian labour market. It is important to determine the reasons behind employees deciding to switch from one sector to the other, as these two areas hold significantly different expectations and characteristics. In the literature review, we explore the characteristics of the two sectors separately, determine which factors are attractive and repulsive, followed by a comparison of them. We examine the expectations young graduates have towards employers, as well as which priorities have been showing an ever-increasing tendency. It is interesting to explore which areas young graduates imagine their futures in the most, as this may not correspond to where they can actually find employment. There are some cases where they use one sector to gain experience, only to accept a job in the other environment at the right moment. A properly established employer brand is important to young people, which may encompass internal, organizational and external labour market expectations, such as to establish a proper internal value system, offer a career path and ensure satisfaction. An organization recognizes what it can do to be desirable to the labour market and attract the professionally trained employees it needs as a result. As part of the empirical research, survey respondents from both sectors evaluated multiple positive workplace characteristics. During our research, we discovered discrepancies compared to our sector-specific ranking of leading characteristics. The typical features that received the highest evaluations served as feedback to employers and HR managers on what to pay attention to and how to improve upon these areas within their means. The study examines cases wherein the influencing factors that motivate employees during job selection can be determined.
{"title":"LABOUR MARKET MOBILITY IN THE PUBLIC AND PRIVATE SECTORS IN HUNGARY","authors":"","doi":"10.38104/vadyba.2022.2.06","DOIUrl":"https://doi.org/10.38104/vadyba.2022.2.06","url":null,"abstract":"In this study, we examine the labour market of the public and private sectors, as well as the willingness to move from one to another based on specific\u0000factors, such as age or working position. Our research concerns the Hungarian labour market. It is important to determine the reasons behind employees\u0000deciding to switch from one sector to the other, as these two areas hold significantly different expectations and characteristics. In the literature review,\u0000we explore the characteristics of the two sectors separately, determine which factors are attractive and repulsive, followed by a comparison of them.\u0000We examine the expectations young graduates have towards employers, as well as which priorities have been showing an ever-increasing tendency. It\u0000is interesting to explore which areas young graduates imagine their futures in the most, as this may not correspond to where they can actually find\u0000employment. There are some cases where they use one sector to gain experience, only to accept a job in the other environment at the right moment. A\u0000properly established employer brand is important to young people, which may encompass internal, organizational and external labour market\u0000expectations, such as to establish a proper internal value system, offer a career path and ensure satisfaction. An organization recognizes what it can do\u0000to be desirable to the labour market and attract the professionally trained employees it needs as a result. As part of the empirical research, survey\u0000respondents from both sectors evaluated multiple positive workplace characteristics. During our research, we discovered discrepancies compared to our\u0000sector-specific ranking of leading characteristics. The typical features that received the highest evaluations served as feedback to employers and HR\u0000managers on what to pay attention to and how to improve upon these areas within their means. The study examines cases wherein the influencing factors\u0000that motivate employees during job selection can be determined.","PeriodicalId":52018,"journal":{"name":"Irish Journal of Management","volume":"37 1","pages":""},"PeriodicalIF":0.5,"publicationDate":"2022-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"78947356","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-12-01DOI: 10.38104/vadyba.2022.2.08
Digitization increases operations efficiency, innovative processes, value creation and delivery in business activity. Many developed countries use digital transformation as one of the strategies for improving their enterprises operations. Business digitization highly depends on country financial investments to network physical infrastructure, relevant skills, various regulations, use and adoption of technologies. However, there are still large differences in business digitization across countries. The aim of the study is to perform a comparative analysis of business digitization development indicators in Lithuania and Bulgaria. The aim was reached by performing a theoretical justification of the concept of business digitization and to identify the main conditions and development indicators of business digitization, and by conducting a comparative evaluation study of business digitization development indexes and indicators. The overview of literature of business digitalization was conducted and it was found that the difference between Industry 4.0 and Industry 3.0 is that the latter was based on the global transition of specimen data from analogue to digital signals, and the Industry 4.0 develops on Industry 3.0. Also, it was found that the development of business digitalization is closely related to the country's level of digitalization, which depends on several conditions, such as: digitalization-related government decisions, regulation, communication infrastructure and availability, skills, financial incentives, and the use of technology. The research was conducted by comparing five dimensions of Digital Economy and Society Index (DESI) 2022 that are: Connectivity, Digital skills, Use of Internet, Integration of Digital Technology, Digital Public Service, and three dimensions of ICT Development Index (IDI) 2017 that are: Access, Usage and Skills. The results of DESI 2022 and IDI 2017 showed that Lithuania in both indexes ranks higher than Bulgaria, and the weakest area in Lithuania is DESI 2022 dimension of Connectivity. Thus, more targeted investments for the development of 5G network development and accessibility is needed for better adoption and development of intelligent technologies that are the future of all businesses, and society.
{"title":"THE FEATURES OF BUSINESS DIGITIZATION DEVELOPMENT INDICATORS IN SELECTED ECONOMIES","authors":"","doi":"10.38104/vadyba.2022.2.08","DOIUrl":"https://doi.org/10.38104/vadyba.2022.2.08","url":null,"abstract":"Digitization increases operations efficiency, innovative processes, value creation and delivery in business activity. Many developed countries use digital\u0000transformation as one of the strategies for improving their enterprises operations. Business digitization highly depends on country financial investments\u0000to network physical infrastructure, relevant skills, various regulations, use and adoption of technologies. However, there are still large differences in\u0000business digitization across countries. The aim of the study is to perform a comparative analysis of business digitization development indicators in\u0000Lithuania and Bulgaria. The aim was reached by performing a theoretical justification of the concept of business digitization and to identify the main\u0000conditions and development indicators of business digitization, and by conducting a comparative evaluation study of business digitization development\u0000indexes and indicators. The overview of literature of business digitalization was conducted and it was found that the difference between Industry 4.0\u0000and Industry 3.0 is that the latter was based on the global transition of specimen data from analogue to digital signals, and the Industry 4.0 develops on\u0000Industry 3.0. Also, it was found that the development of business digitalization is closely related to the country's level of digitalization, which depends\u0000on several conditions, such as: digitalization-related government decisions, regulation, communication infrastructure and availability, skills, financial\u0000incentives, and the use of technology. The research was conducted by comparing five dimensions of Digital Economy and Society Index (DESI) 2022\u0000that are: Connectivity, Digital skills, Use of Internet, Integration of Digital Technology, Digital Public Service, and three dimensions of ICT\u0000Development Index (IDI) 2017 that are: Access, Usage and Skills. The results of DESI 2022 and IDI 2017 showed that Lithuania in both indexes ranks\u0000higher than Bulgaria, and the weakest area in Lithuania is DESI 2022 dimension of Connectivity. Thus, more targeted investments for the development\u0000of 5G network development and accessibility is needed for better adoption and development of intelligent technologies that are the future of all\u0000businesses, and society.","PeriodicalId":52018,"journal":{"name":"Irish Journal of Management","volume":"20 1","pages":""},"PeriodicalIF":0.5,"publicationDate":"2022-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"74822958","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Abstract The National Social Enterprise Policy for Ireland (2019 – 2022) was a watershed moment for social enterprise in Ireland. Ireland has a rich, proud and diverse experience of social economy and social enterprise, yet the policy framework developed comparatively later than in some other EU member states. Since its launch in 2019, the Policy has helped to significantly shape the social enterprise sector in Ireland including through targeted measures and improved coherence across government policy. At the same time, the sector is still in a nascent phase and faces dramatic new challenges associated with the realities of focussing on social impact whilst trading in a competitive market economy traditionally focussed on export-potential, which have been exacerbated by the economic effects of the COVID-19 pandemic. As this foundational Policy comes to the end of its term, the Government, in partnership with the sector, now faces another significant juncture which will determine how successful social enterprise can be in moving from the margins to the mainstream and contributing to Ireland’s economic, social and environmental progress. The current article seeks to clarify the features of Ireland’s indigenous social enterprise sector, and offers perspectives on some of the prerequisites for an ambitious and impactful successor policy in 2023 to unlock the potential of the sector to grow in scale and impact.
{"title":"Consolidating Ireland’s Indigenous Social Enterprise Sector – A Policy Perspective","authors":"A. Forde","doi":"10.2478/ijm-2023-0003","DOIUrl":"https://doi.org/10.2478/ijm-2023-0003","url":null,"abstract":"Abstract The National Social Enterprise Policy for Ireland (2019 – 2022) was a watershed moment for social enterprise in Ireland. Ireland has a rich, proud and diverse experience of social economy and social enterprise, yet the policy framework developed comparatively later than in some other EU member states. Since its launch in 2019, the Policy has helped to significantly shape the social enterprise sector in Ireland including through targeted measures and improved coherence across government policy. At the same time, the sector is still in a nascent phase and faces dramatic new challenges associated with the realities of focussing on social impact whilst trading in a competitive market economy traditionally focussed on export-potential, which have been exacerbated by the economic effects of the COVID-19 pandemic. As this foundational Policy comes to the end of its term, the Government, in partnership with the sector, now faces another significant juncture which will determine how successful social enterprise can be in moving from the margins to the mainstream and contributing to Ireland’s economic, social and environmental progress. The current article seeks to clarify the features of Ireland’s indigenous social enterprise sector, and offers perspectives on some of the prerequisites for an ambitious and impactful successor policy in 2023 to unlock the potential of the sector to grow in scale and impact.","PeriodicalId":52018,"journal":{"name":"Irish Journal of Management","volume":"41 1","pages":"93 - 102"},"PeriodicalIF":0.5,"publicationDate":"2022-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43903365","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
京公网安备 11010802042870号
京ICP备2023020795号-1
扫码关注我们
求助内容：
应助结果提醒方式：