Dr Niki Kyriakidou

The tourism industry is changing. Tourists are becoming more demanding by seeking experiences rather than relaxation. Therefore, it is becoming more apparent that holiday destinations and resort companies need to consider the tourists’ motivations for travel. This research study seeks to investigate the importance of segmenting markets, with particular attention to the sport tourism in Greece. The study also examines the benefits that the growth and expansion of golf tourism will bring to Greece. In the hospitality travel industry, psychographic segmentation is used effectively because it determines tourist categories in relation to the purposes of travelling. According to the results, there are millions of golfers around the world. Greece does meet all the criteria to be a popular golf destination and compete successfully with other Mediterranean countries. In addition, the country´s overdependence on the “cheap” end of the global tourism market is compounded by its extreme “seasonality” characteristics. Therefore, developing golfing tourism could not only extent the tourism season but also contribute towards the development of quality tourism in Greece. Keywords: Golf; Sport Tourism; Tourism Development, Greece.

Work engagement has attracted increased interest among human resource management scholars and practitioners. Within a family-work context, a population whose levels of work engagement has sparsely been previously studied has been that of employees who have children with special needs/disabilities (SND). These employees frequently face demanding responsibilities at home, a fact that may have implications in the workplace. Drawing on perceived family–work strain and organizational support literatures, we examine whether the disability severity of employees’ children and the support provided by the supervisor may affect employees’ levels of work engagement. Deriving data from two societies, those of Singapore and the United Kingdom (UK), the findings of this research may inform human resource management literature concerning the work engagement of employees who are parents of children with SND. Our two-society data collection rendered 430 usable questionnaires. Employees with children with SND in Singapore (n = 224) reported higher work engagement levels than employees in the UK (n = 206). Also, the research results confirmed that the relationship between child’s disability severity and employee work engagement is moderated by the support provided by the supervisor. Setting the grounds for an international discussion about human resource management and family-support practices directed toward employees with children with SND, implications and recommendations for future research are offered.

© 2021 by the authors. Licensee MDPI, Basel, Switzerland. (1) Background: A learning organizational culture is crucial to the safety of patients and the quality of public health care. The aim of this study was to assess the learning organizational culture and capacity of Greek public hospitals. (2) Materials and Methods: A cross-sectional analysis was carried out in six public general hospitals and stratified sampling was used as the sampling technique. A total of 480 questionnaires were distributed to health care professionals and 380 valid questionnaires were returned (78% response rate). The comprehensive form of the Dimensions of Learning Organization Questionnaire (DLOQ), which was adapted and translated into Greek, was used for data collection in this survey. (3) Results: The level of learning organizational culture and capacity in the health units are very low. All seven dimensions of the learning organizational instrument are lower than the theoretically neutral median (3.0). Health care employees believe that the hospital’s existing culture and management practices do not foster and contribute to continuing learning, which is the fundamental aspect of self-development, department development and performance improvement. (4) Conclusions: Greek public hospitals need to adopt different types of leadership practices and culture in order to be able to facilitate organizational learning. Organizational learning (OL) is based on collaborative working, a culture that encompasses learning as participation in the organizational work practice. This transformation of culture should take place at all levels of learning to enhance results.

This study’s purpose is to examine the work-family conflict of employed parents of children with special educational needs and disabilities (SEND) and those parents’ engagement in the schooling of their children. Prior to the COVID-19 outbreak, 206 parents from the United Kingdom completed a questionnaire about their school engagement and their work-family strain. Response data were examined employing descriptive and correlation analyses, as well as hierarchical moderated regression. Findings reveal that the higher the parents’ work-family conflict, the lower their school engagement. Moreover, the age of children with SEND moderates the relationship between employed parents’ work-family conflict and engagement in their children’s schooling. Specifically, for parents with younger children, the negative impact of work-family conflict on parental school engagement is not as prevalent as it is for those with older-aged children. Drawing on Hobfoll's conservation of resources theory, we explore parents' dilemma when they determine where to expend their limited reservoir of resources. Because children with SEND benefit in multiple ways when their parents are engaged in their schooling, we provide recommendations regarding how schools and organizations can operate to promote parental school engagement.

This paper investigates the Education for Sustainable Development in international and Greek Universities. It further aims to investigate how Greek students comprehend the Sustainable Development (SD) issues and Corporate Social Responsibility (CSR) and support, as future managers, its added value concerning the environmental, social and corporate governance management in the Greek Business Community. For this purpose, a literature review and a field research among Greek Higher Educational Institutions (HEIs) students has been conducted. The field research and other relevant researches conclude that the Greek HEIs have followed the international trends and started implementing CSR and Sustainable Development courses in their curriculum. Furthermore, they state that SD and CSR courses are very important for the shaping of a business ethics management, an environmentally friendly behavior and promote the stakeholders interests. Moreover, the field researches find there are strong parallels between the CSR orientation of Greek students and students and managers in other countries. For this reason, Greek Companies could play a significant role at this point, by allowing students to participate in their CSR initiatives. For Greek Higher Educational Institutions (HEIs) and students the SD and CSR, is more than just another scientific subject, as it is a way of completely altering existing way of business management, decision making and market behavior. Therefore, Greek Higher Educational Institutions and students argue that Sustainable Development and CSR are not issues that concern only academic and the corporate world but constitute a greater idea that everyone has to embrace.

This chapter examines the impact of sustainable partnership responses to prevent homelessness and discharges from other institutions. It focuses on one of the largest local councils in the UK (Leeds City Council) to explore how homelessness as a key strategic priority for the council is addressed to prevent significant social impacts for the individual and the city. Thirteen semi-structured interviews were conducted with partner stakeholders, including the probation service, prison, housing services, health and charities. Empirical findings revealed that despite increasing demands on organisations and partnerships and the constant need to transform to meet changing priorities, the potential for the partnerships to achieve effective place-based governance to deliver sustainable social change is not fully maximised. This could be achieved through self-review to target resources, empower the workforce and integrate strategic goals into their performance management to enable partnerships to learn, develop and celebrate success together.

Training alone is not adequate to increase organisational effectiveness, as not all knowledge acquired from the training is implemented correctly in the workplace. To implement training effectiveness, acquired knowledge should be transferred to the workplace. This study intends to understand and describe how expatriate faculty members perceive the supervisor's support behaviours for an effective transfer of training during three stages, (i.e., before, during and after training) in the context of UAE's higher education (HE) sector. A qualitative interpretivist approach was adopted, and the data was generated from 21 expatriate faculty members in three HE institutions through semi-structured interviews. The findings had contributed to the knowledge concerning transfer of training, particularly, in the UAE's HE sector by proposing a framework which for the first time identifies the types of supervisors' supportive behaviours that foster transfer of training among faculty members in each phase of training - thereby increasing the knowledge application and training effectiveness in the UAE private HE sector.

Innovation is the key to survive, adapt, and succeed in modern markets, which are increasingly exposed to and impacted by the transformation in progress, especially from a technological point of view, and even more so as a result of the COVID-19 pandemic. However, the propensity to innovate is not only a desirable orientation of enterprises, but also a business process that absorbs relevant resources. In this vein, this study aims to understand if there is a connection, in the form of a direct and positive effect, between corporate performance and innovation, measured in terms of both expenses and intensity, with a specific focus on the Asian region (China, Hong Kong, Malaysia, Singapore, South Korea, and Thailand). While a direct relationship seems to exist when assessed by financial indicators (Tobin's Q), the same cannot be completely proved in relation to accounting ones (return on equity). Related implications, at the theoretical and practical level, are then provided, especially in regard to the potential contribution (and consequent appreciation) of intellectual capital.

Purpose Since the 1990s, the National Health Service (NHS)advisory officers have developed considerable expertise in managing the process of specifying, procuring, contracting and running public–private partnership (PPP) projects. However, there has been a relatively consistent trajectory in the findings of studies and evaluation of PPP from its initial introduction in the health sector in 1992 to the present time. Therefore, the purpose of this study is to critically evaluate the PPP experience in the UK context using a case study in the NHS. Design/methodology/approach The partnership literature is primarily focussed on process issues, and the impact of partnerships on improving outcomes cannot be assumed. By conducting a critical review on most updated research studies and innovative approaches in this area, the literature as to the place of PPPs in health in the context of the UK is critically explored and whether they have a role in system resilience is examined. A case study has be used as well to describing the processes of a PPP arrangement. Findings Health-care PPP is one of the options relating to health system resilience. However, their contribution in the NHS has been mixed, with success noted in short-term clinical and services contracts while in the long-term the value for money argument has not been proven. In theory, the role of PPPs in bringing together ingredients supporting system resilience such as finance, management and innovation in the UK has not always been successful, and NHS providers have taken the approach to exit such arrangements. Research limitations/implications More research work is needed to capture the 21st-century challenges and critical success factors during its implementation. Practical implications The creation of strong partnerships is moving service delivery away from a project-by-project approach to one that includes strategic and policy developments for long-term results. Originality/value This is a fresh discussion in the role of PPP in system resilience in the UK perspective through a case study describing an exit from a PPP arrangement.

Background: In recent years, there has been a concerted effort to acknowledge the effect the working environment has on health professionals in the UK. Several institutions have produced reports either commenting on the current status of the situation or pointing to a future direction. Still, practically it is unclear how much difference these intentions have made to the lives of health professionals. Method: One of the main obstacles in advancing this agenda is that without knowing what well-being is and how to measure it, a person cannot modify it. A multidisciplinary team of experts set as a task to develop a new theoretical framework of well-being accompanied by a tool to measure it hence affording the individual better knowledge and more control of their state of wellbeing. The development of this framework took three steps: understanding the concept of wellbeing from existing literature by reviewing all available tools to identify gaps and weaknesses, constructing a new framework for wellbeing and devising a set of questions to measure it. Results: The result of this work was a framework suggesting that wellbeing is determined by the domains of health, thoughts emotions, spiritual and social along with 25 questions (five for each domain) the answers to which are given an indication of a person’s wellbeing status. Conclusion: The current models of wellbeing are limited. They are grounded either on concepts of mental illness such as major depressive disorder or single functions such as psychological or social. We propose that a new framework for wellbeing is required which is more holistic to enable professionals to develop “Wellbeing Intelligence”.

This chapter reviews the effectiveness of accelerator programmes and their impact on entrepreneurial success. Accelerators are programmes that support start-up businesses with mentorship and educational components culminating in a graduation event. Funded by local authorities in the UK, their effectiveness in supporting and championing entrepreneurship and growth has been questioned. A case study of Bradford Council used a stakeholder analysis (by taking a sample of key stakeholders, delivery partners, and participants) to determine the success of these programmes. Target data included the need to create more jobs to measure these programmes’ success. However, accelerators still need to achieve this goal, given that funding and survival are the main drivers for entrepreneurs. The study highlighted the importance of defining the accelerator's clear vision and purpose and engaging and collaborating with key stakeholders. This study provides insights into how aligning programmes and accelerating business practices can aid entrepreneurial success. It can serve as a valuable resource for startups, programme managers, and local authorities that want to implement accelerator programmes to support economic development.

Background: Advancements in medical science have focused largely on patient care, often overlooking the well-being of health care professionals (HCPs). This oversight has consequences; not only are HCPs prone to mental and physical health challenges, but the quality of patient care may also endure as a result. Such concerns are also exacerbated by unprecedented crises like the COVID-19 pandemic. Compared to other sectors, HCPs report high incidence of stress, depression, and suicide, among other challenging factors that have a significant negative impact on their well-being. Objective: Given these substantial concerns, the development of a tool specifically designed to be used in clinical settings to measure the well-being of HCPs is essential. Methods: A United Kingdom–based cross-sectional pilot study was carried out to measure self-reported well-being in a cohort of 148 physicians, using the newly developed well-being thermometer. The aim of the tool is to allow respondents to develop an individual sense of “well-being intelligence” thus supporting HCPs to have better insight and control over their well-being and allow insights into how to manage it. The tool consists of 5 well-being domains—health, thoughts, emotions, spiritual, and social. Each domain can be measured individually or combined to produce an overall well-being score. Results: The tool demonstrated good internal consistency; the Cronbach α in this study was 0.84 for the total scale. Conclusions: Results from this cohort demonstrated that the well-being thermometer can be used to gather intelligence of staff well-being. This is a promising new tool that will assist HCPs to recognize their own well-being needs and allow health care organizations to facilitate change in policies and practices to reflect a better understanding of staff well-being.

Aim: This paper presents evidence on the impact of leadership development programmes on developing key competencies of clinical leaders in the European Health Sector. Methods: An International Leadership Development Programme has been used as a pilot to assess effectiveness on skills development and leadership styles. A longitudinal pre and post-test design was used, with a sample of clinical professionals attending the programme within three years. A control group provided a method of isolating the impact of the programme. Results: We found that participation in health leadership programmes has a positive impact on health professionals’ leadership potential; leadership styles and talent management. However, leadership qualities are also influenced by other factors such as national and organisational culture, structure and team dynamics. Conclusion: The European cases presented in this paper reveal that the higher the contribution of clinicians in management roles, governance, and administration is, the more efficient and productive their healthcare systems become.

When it comes to social entrepreneurship, India is often referred to as the epicentre of impact investing, and the world’s laboratory for testing new ideas. In the global social entrepreneurship circle, India is clearly a country, making a big contribution. It is led by many visionary men and women. The chapter focuses on reviewing the link between the contribution of women’s co-operatives, self help groups (SHGs) and women’s empowerment. Women’s cooperatives offer self- employment opportunities that can contribute to women’s empowerment and status in society. Microfinance programmes like the Self-Help Bank Linkage Programme in India, have been increasingly hailed for their positive economic impact and the empowerment women. This is based on the view that women are more likely to be credit constrained, have restricted access to wage labour market and have limited decision-making and bargaining power within the household. This article argues that true women empowerment takes place when women challenge the existing norms and culture, to effectively improve their well being. While doing so, it carefully interprets the World Bank’s definition of empowerment within the South Asian contexts and makes comprehensible distinctions between community driven development, efficiency, improving activities that are culturally considered to be the women’s domain and activities which truly empower women. Based on this conceptual framework the results of the Focus Group Discussions (FGD) and interviews, analyze the activities through which the Self Help Groups impact the lives of women in India. It is argued that only a fraction of these activities is truly empowering for the participating women, however, drawing inference from the household data, preliminary results indicate that SHGs could be leading to empowerment of women.

The present study examines foreign language (English) adaptation of Indian BPO (Business Process Outsourcing) agents. The theoretical framework of the paper is based on the model suggested by Y. Kim’s (1988, 2001). According to Kim (1988), Cross-cultural adaptation starts with communication, proceeds in and through communication, and is revealed in host communication competence. Based on this conceptualization, this study examines the relationship between Indian BPO ( Business Process Outsourcing) Agent’s host country’s communication adaptations, especially foreign language adaptation. The present study, which is part of doctoral thesis, reports the preliminary findings of an empirical study that investigates the relationship of English as a foreign language, in India and its effectiveness at transnational workplace, BPO. Foreign language adaptation includes the ability of Indian BPO agents to acquire, interpret, and respond to the information necessary to perform satisfactory with the host country’s client and its influence in establishing effective communication. This is a daunting for the Indian BPO agent as the non verbal aspect which is critical in the communication process, is absent. The BPO Agents have the task to solve the problems of the host country’s client within minutes of the telephonic conversation and be effective. This study also examines the relationship between the age of the Indian BPO agent and acquisition of a foreign language -English.

Importance – The concept of patient satisfaction has received significant attention internationally since 1990s (Hamilton et al. 2013; Schoenfelder, T.; Klewer, J. and Kugler, J. 2011;Thomas, et al. 2006; Speigth, 2005; Bredart, 2001; Rahmqvis, 2001;Williams, 1994) mainly in three key areas of research: a) expectations of the services, b) personal preferences, and finally c) realities of the care received. The purpose of this study is to identify key determinants of patient satisfaction in Greece. The primary health care in Greece (Noula , et al. 2007), is still lacking behind targets and expectations. Issues like long waiting lists, poor medical and nursing service, and high expectations of patients are consider to be ones of the most important factors that result in negative influence on satisfaction (Tountas et al. 2005; Niakas and Mylonakis, 2005; Papagianopoulou et al. 2008; Pierrakos and Tomaras, 2009). By taking the above issues into consideration, the scope of this study is to develop a comprehensive conceptual method for measuring the satisfaction experienced of the offered Primary Health Care (PHC) services in Greece. Design/methodology/approach – the empirical part of the study is based on a survey of 500 self- administered questionnaires by stratified random sampling distributed in five hospitals throughout the Attica region during the period of April 2013 to July 2013. Findings – There are some preliminary results of a pilot research. Many factors have been suggested to influence patient’s satisfaction; however there is little consensus at to which areas of care actually influences overall satisfaction response. Patients stated satisfied with medical care and nursing care. However, the level of satisfaction was found quite low in administrative services as also in facilities. The non-parametric test by Kruskall Wallis, showed that the improvement in the patient's health was statistically significant in the overall satisfaction of health care (p≤ 0.001), as was also the satisfaction with medical (p≤ 0.004) and nursing care (p≤ 0.014). Practical implications – Development of a conceptual framework that can be tested empirically. Results of the present study have implications for health providers and policy makers, aiming at improving the service quality and quality of care.

Since 2008, the global economic crisis influenced the economy of Cyprus. The Ministry of Finance announced in 2008 that the development of the construction industry in Cyprus will experience a decrease of 20% from 2008 until 2012. Apparently this announcement had directly influenced the number of Cypriot students who were willing to choose a program of study which was related to the construction industry. However, during the academic year 2008-­‐2009 there were 1840 Cypriot students who were studying Architecture and Civic Engineering in Cyprus and abroad, and during the next academic year this number increased to 1874 students. It seems that the announcement of the Ministry of Finance did not influence the course/program choice of the students. So, which factors affect students’ decisions? This is just one example of many others which will be mentioned in this research. Examples like this one raise some questions for research which need to be investigated. All of these research questions attract the interest of its writers in deciding to conduct this research. The purpose of this study was to identify: To what extent, if any, parents influence students’ decision regarding universities courses. The role of public school career consultants/counselors towards students’ decision making process for tertiary education. Sample Population For this survey, 20 students have been chosen from different schools, from all districts of Cyprus, bearing in mind the population of all Cypriot students in their senior year of high school. For the selection process the snowball stratified sampling method was used. Parental consent was taken before the interviews took place.

The European case studies that I included in this book authored by Professor Paul Turner, are extremely important as they come from both academic and professional expertise on European health systems and the role of clinical directors on managing effectively their departments.

Primary health care services delivery and its effects on patient satisfaction are very important for healthcare managers as it affects healthcare results and organizations operational expenses’ management. Patient satisfaction is typically view it as a multidimensional construct. The purpose of this study is to exploit the theoretical frameworks of three-factor theory in order to identify the service delivery factors affecting patient satisfaction formation and to investigate whether there is an asymmetric service quality-satisfaction relationship. Regression analysis with dummy variables was used to analyze the responses of 407 primary healthcare services’ users, which were collected via personal interviews using a properly designed questionnaire. The results showed empirical support to the three-factor theory in the context of primary health care services by confirming the asymmetric relationship between service delivery performance assessment and patient satisfaction. Implications for practice and directions for future research are then discussed.

health care services delivery and its effects on patient satisfaction are very important for healthcare managers as it affects healthcare results and organizations operational expenses’ management. Patient satisfaction is typically view it as a multidimensional construct. The purpose of this study is to exploit the theoretical frameworks of three-factor theory in order to identify the service delivery factors affecting patient satisfaction formation and to investigate whether there is an asymmetric service quality-satisfaction relationship. Regression analysis with dummy variables was used to analyze the responses of 407 primary healthcare services’ users, which were collected via personal interviews using a properly designed questionnaire. The results showed empirical support to the three-factor theory in the context of primary health care services by confirming the asymmetric relationship between service delivery performance assessment and patient satisfaction. Implications for practice and directions for future research are then discussed. Keywords: Patient satisfaction, service quality, three-factor theory, service process evaluation, primary healthcare services

This chapter examines GBGTE—a global leader in sports betting, gaming, and entertainment—and its approach to integrating AI into its HR technology, focusing on HR tasks such as performance reviews, recruitment, data privacy, and bias mitigation. To effectively support the research objectives, which were to focus on the role of AI in automating HR function in a technology business, the study uses quantitative and qualitative data, analysed using a narrative perspective. Also, the research gathered primary data through a survey of hiring managers across the organisation to understand their perception of using artificial intelligence within HR processes. The chapter identifies barriers to AI adoption, managerial perceptions, and framework gaps hindering AI utilisation in HR processes. Building on Alsheibani et al.’s (2020) framework, the chapter proposes principles for successful AI integration within HR, addressing the complexities of AI implementation in a large, multi-national organisation.

This paper investigates how non-oil international organisations (NOIO) in Libyan post-crisis assess management training and development programme (MTDP) needs. The current situation of MTDP needs assessment and factors that may influence MTDP are investigated. Questionnaire was distributed to (150) managers from nineteen NOIO. We find that performance and experience were the most common MTDPNA measures. Likewise, poor performance, lack of knowledge, and introduction of new work methods were the most common MTDPNA indicators. Customer dissatisfaction, poor service quality, low profitability, and lack of knowledge were also found that have a positive or negative influence on MTDPNA such as; organisational sectors, size, and ownership. Customer dissatisfaction, poor service quality, low profitability, and lack of knowledge were the most used positive indications for the hotel sector, services, manufacturing, and joint venture organisations. Our findings suggested that MTDPNA should be conducted at different times, and different methods should be used.Also, MTDPNA decisions have to be based in a systematic way rather than targeting single or a group of individuals, and have to be delivered equally

The purpose of this article is to examine how international and joint venture organisations in all sectors rather than oil in Libya assess MTDP. This article will outline the recent situation in regards to MTDP needs assessment. Questionnaires were distributed to over 140 mangers from different sectors. SPSS software was applied, different tests were used, and significant-non significant findings were presented. The results of this research indicated that, experience and performance were the only MTDP needs assessment measurement used by many organisations. Also, the most common MTP needs assessment indicators used by some organisations were lack of knowledge, new methods introduced, and poor performance. Internal factors such as sector, size, and ownership of the organisations were also recognised to influence MTDP needs assessment whether positively or negatively. Only the hotel sector positively used poor service, low profit, customer satisfaction, and lastly, lack of knowledge as indicators for MTDP needs assessment. International and joint venture organisations in Libya advised to conduct MTDP needs assessment to all managers equally at different stages, time and used different methods.

Small and medium-sized enterprises (SMEs) have a strong presence in the UK chemical distribution industry, a major contributor to the UK economy and employment. Brexit, more a phenomenon than a singular event, has irreversibly altered the political arena and introduced an era of uncertainty and volatility. Such a radical occurrence has increased the number of factors critical to success and has thus created a far more complex and challenging environment for UK SMEs to operate in. A distinct shift is noted and certain factors, namely the political environment, financial resources and internationalisation, previously not considered critical are now deemed as highly influential in the success of small businesses in the chemical distribution industry. Regulatory compliance and human capital remain critical but with their importance reinforced.

Scope and Importance: The UK Chemical Distribution Industry is an integral part of the UK Chemical Industry. According to the American Chemistry Council’s Global business of Chemistry (available at: www.americanchemistry.com/Jobs/EconomicStatistics/Industry-Profile/Global-Business-of-Chemistry, accessed April 2014), in 2012, the UK chemical industry was ranked tenth regarding its worldwide influence and reference. Small Medium Enterprises (SMEs) operating in the Chemical Industry are extremely important as they are an effective mechanism to generate employment and promote economic growth (Chawla et. al, 2010; Dobbs and Hamilton, 2007; Mortelmans and Reniers, 2012; Lussier, 2010). Business literature recognises that internationalisation has a positive impact on firm performance and has been long established as an important characteristic of firms experiencing high growth (Bianchi and Ostale, 2006; Javalgi and Todd, 2011; Hessels and Parker, 2013; Lu and Beamish 2001; Mudambi and Zahra 2007; Pangarkar, 2008; Zhou et al., 2007). Currently, there is very limited business research investigating the internationalisation process of SMEs in the UK Chemical Distribution Industry. Therefore, the scope of this study is to offer an insight in this area by initially focusing on the internationalisation activities of a typical SME operating in this industry. Theoretical background and importance: Overall, there are three models that explain how firms gradually intensify their activities in foreign markets (internationalisation process): the gradual internationalization (Uppsala model), the radical internationalization (or born global firms and international new venture) and the radical but late internationalization (born-again global firms) (Olejnik and Swoboda, 2012; Calof and Beamish, 1995). In general, SMEs in the UK Chemical Distribution tend to gradually intensify their activities in foreign markets by first gaining experience from the domestic market before moving to foreign markets and tend to start their foreign operations from culturally and/or geographically close countries (Chemagility, 2008; Flavell-While, 2012; Hornke, 2012; Mortelmans and Reniers, 2012). This is in line with the Uppsala model and therefore this study will be based on the same model. The current research study is focusing on The White Sea and Baltic Company Ltd (WSB); one of the leading medium-sized distributors of speciality chemicals in the UK. Research Questions: Reflecting on the theoretical framework of the project, the scope of the study is dual; first to evaluate the current internationalisation strategy of one of the leading distributors of speciality chemicals in the UK and secondly to identify the skills and capabilities of its international managers that could be associated / have an impact on its success. Methodology: This is a pilot study of a larger research project started in May 2013, focusing on SMEs operating in the UK Chemical distribution that sell directly or through sales agents to international markets. A small scale research project was conducted to examine the internationalization strategy of the WBS. The research strategy adopted is a case study approach. Face-to-face in-depth interviews with 5 senior managers with exporting responsibilities and the Managing Director of the company have been conducted. Key Findings: Preliminary findings reveal that WSB is more reactive to internationalization and that there is no clearly defined strategy or skills development plan. International managers working in the Chemical Distribution Industry support the view that when venturing into the foreign markets, firms are facing uncertainty and risks which entails a process of learning and adaptation. Practical Implications: This is the first study conducted in the UK Chemical Distribution Industry that aims to assess the existing internationalisation strategy; identify the challenges, needs and skills required for the target groups to explore internationalization; help Chemical SMEs overcome any barriers identified by proposing an appropriate a business strategy; and the development of “soft skills” which are needed to build the employees cross cultural capability in the SMEs operating in the Chemical Distribution Industry.

SMEs have long been established as an effective mechanism to generate employment and promote economic growth. Even though there has been significant empirical research on the determinants of small business success, there is still no agreed-upon definition of SMEs and business success, no unifying theory and with success factors varying with the business environment (country and industry). Knowledge remains more fragmented than cumulative. This paper reviews and synthesises empirical contributions in the small business success literature from the early 1990s with a view to consolidate knowledge. This is done in the form of a conceptual framework that categorises success factors into entrepreneurial, enterprise and business environment. The paper concludes that more empirical research is needed to develop a more unified approach to SMEs success factors and informs thinking on this critical to policy makers and business owners area.

Recent changes in the socio-economic environment have transformed the UK labour market. Research findings suggest that there will be an increase in the demand for higher level skills by 2020 and projected a continued polarisation of the labour market across the UK (UKCES, 2014). One in five jobs (20%) now require degree level skills and the proportion is likely to rise in the years ahead (CBI, 2012). However, in an increasingly competitive labour market, employers are looking beyond simple academic achievement when considering applicants for a job. Thus, there is an increasing focus on employability in higher education (HE) and how graduate skills should be developed and enhanced (Knight and Yorke, 2013). For example, appropriate employability skills are now the most important factor taken into account when businesses recruit graduates, with four in five employers (81%) valuing these skills above other factors such as degree subject (70%) and class (46%) (CBI, 2012). This chapter draws on qualitative case study work undertaken with Higher Education Institutions (HEIs) as part of a large European Union Lifelong Learning (ERASMUS) Programme funded research project lead by researchers in the Faculty of Business and Law at Leeds Beckett University, UK (Work Based Learning as an Integrated Curriculum: Partnership Development and Delivery by HE and the Labour Market) and research undertaken with employers by researchers at York St John Business School, York St John University, UK. For both pieces of research, the aim was to explore the development of appropriate skills and abilities through work-based learning which assimilates the business environment and equips students with the necessary skills and competences that reflect the requirements of the business community. Given there is a need to distinguish the difference between employment as a graduate outcome and the pedagogy aspects of employment skills, this chapter will explore and discuss how a work-based learning as an integrated curriculum approach could be used to help meet the managers' demand for ‘employable’ graduates.

The purpose of this article is to examine how international and joint venture organisations in all sectors rather than oil in Libya assess MTDP. This article will outline the recent situation in regards to MTDP needs assessment. Questionnaires were distributed to over 140 mangers from different sectors. SPSS software was applied, different tests were used, and significant-non significant findings were presented. The results of this research indicated that, experience and performance were the only MTDP needs assessment measurement used by many organisations. Also, the most common MTP needs assessment indicators used by some organisations were lack of knowledge, new methods introduced, and poor performance. Internal factors such as sector, size, and ownership of the organisations were also recognised to influence MTDP needs assessment whether positively or negatively. Only the hotel sector positively used poor service, low profit, customer satisfaction, and lastly, lack of knowledge as indicators for MTDP needs assessment. International and joint venture organisations in Libya advised to conduct MTDP needs assessment to all managers equally at different stages, time and used different methods. © 2014 Inderscience Enterprises Ltd.

Menopause and perimenopause are natural phases of life that bring about significant physiological changes, including alterations in hormonal levels, bone density, cardiovascular health, and muscle mass. These changes directly affect women’s wellbeing and ability to maintain and benefit from physical activity. Understanding the perspectives of these women and identifying evidence-based strategies is crucial. Despite growing recognition of these health transitions, research has historically neglected the specific needs of this population, leaving a critical gap in tailored interventions and advice. The symposium showcases the recent work of the Leeds Beckett University Peri-and Post-Menopause Research Team, building on interdisciplinary expertise from the Carnegie School of Sport (CSS), the School of Humanities and Social Sciences (HSS), and the Leeds Business School (LBS). This session aims to foster a multidisciplinary dialogue on the intersection of women’s health, physical activity, and workplace experiences during these pivotal life stages.

The world is close to the bottom of a global recession that is causing widespread business contraction, increases in unemployment, shrinking government revenues and growing management challenges between firms. Nearly all industrialised countries and many emerging and developing nations have announced economic stimuli and/or financial sector rescue packages. This financial crisis which began in industrialised countries quickly spread to emerging-market and developing economies. Investors pulled capital from countries, even those with small levels of perceived risk, and caused values of stocks and domestic currencies to plunge. Also, slumping exports and commodity prices have added to the woes and pushed economies worldwide either into recession or into a period of slower economic growth. Most importantly, with the exception of this financial crisis and recession, businesses are now entering into the toughest five years since the industrial revolution. How will businesses respond to global challenges and conditions of growing international turmoil? The main purpose of this special issue is to focus on the importance of management and management-related topics associated with international business. The issue will provide a greater theoretical, methodological understanding to help face business challenges and responses under the conditions of international turmoil that are happening right now across the world. This issue aims to give a clear general global overview of the global challenges the business industry is facing after the financial crisis.

The world of work is evolving and the COVID- 19 pandemic has accelerated this change. AI&ML is here to stay, and HR professionals must be able to compete in this increasingly technology-dependent workplace where new skills and roles are gaining prominence. In this research we explore how technology is changing the way organisations operate and the effect this is having on employees and the challenges and opportunities that HR face. This chapter is based on key themes that emerged from 3 case studies derived from semi-structured interviews with senior HR practitioners and gives an oversight of current experience and perceptions of the future use of technology from these professionals. The chapter also informs potential knowledge and skills development for delivery to HR practitioners.

Abstract

Menopause and perimenopause are natural phases of life that bring about significant physiological changes, including alterations in hormonal levels, bone density, cardiovascular health, and muscle mass. These changes directly affect women’s wellbeing and ability to maintain and benefit from physical activity. Understanding the perspectives of these women and identifying evidence-based strategies is crucial. Despite growing recognition of these health transitions, research has historically neglected the specific needs of this population, leaving a critical gap in tailored interventions and advice. The symposium showcases the recent work of the Leeds Beckett University Peri-and Post-Menopause Research Team, building on interdisciplinary expertise from the Carnegie School of Sport (CSS), the School of Humanities and Social Sciences (HSS), and the Leeds Business School (LBS). This session aims to foster a multidisciplinary dialogue on the intersection of women’s health, physical activity, and workplace experiences during these pivotal life stages.

This paper analyzes the literature on women and networking between 1985 and 2021 to explore what is known about networking and its effect on women, and what new research is needed on networking. The authors analyzed a total of 78 articles published in women's and gender studies journals. Thematic analysis and three-tier coding have been used in analyzing available articles. Findings reveal that organizational cultures did not change during the four decades of research as boys' clubs still exist and take men ahead much more than women's networks take women ahead. Old boys' clubs remain persistent and more powerful than women's networks and women do not report benefits from networking even when they engage with this, often-seen, masculine practice. Women also report exclusion from important professional networks and this is a theme that consistently runs through research, and additionally, many women cannot join networks due to the social expectation that women will look after families.

This report analyses literature on women and networking between 1985 and 2021, as published in women and gender studies journals. Authors analysed a total of 78 articles published in European Journal of Women’s Studies, Feminist Review, Women’s Studies International Forum, Feminist Theory, Gender & Society, Journal of Gender Studies, Frontiers: A Journal of Women Studies, Signs, Women Studies Quarterly, Feminist Economics, Gender in Management: An International Journal (previously called Women in Management Review,), Gender, Work & Organization, Feminist Studies, Hypatia and International Journal of Gender and Entrepreneurship. Thematic analysis and three-tier coding have been used in analysing available articles. Findings reveal that organisational cultures did not change during the four decades of research as boys clubs still exist and take men ahead much more than women’s networks take women ahead. Old boys clubs remain persistent and more powerful than women’s networks and women do not report benefits from networking even when they engage with this, often seen, masculine practice. Women also report exclusion from important professional networks and this is a theme that consistently runs through research, and additionally, many women cannot join networks due to the social expectation that women will look after families. Networking thus presents a structural barrier and this is visible throughout decades of analysed research, with recurring and repeating themes of networking as a structural barrier, exclusion of women and persistent power and influence of old boys clubs.