การวจยเชงคณภาพ เปนเครองมอสำคญอยางหนงสำหรบทำความเขาใจสงคมและพฤตกรรมมนษย การวจยแบบการสรางทฤษฎจากขอมล กเปนหนงในหลายระเบยบวธการวจยเชงคณภาพทกำลงไดรบความสนใจ และเปนทนยมเพมสงขนเรอยๆ จากนกวชาการ และนกวจยในสาขาสงคมศาสตร และศาสตรอนๆ เชน พฤตกรรมศาสตร สงคมวทยา สาธารณสขศาสตร พยาบาลศาสตร จตวทยาสงคม ศกษาศาสตร รฐศาสตร และสารสนเทศศกษา ดงนน หนงสอเรอง “ConstructingGrounded Theory: A Practical Guide through Qualitative Analysis” หรอ “การสรางทฤษฎจากขอมล:แนวทางการปฏบตผานการวเคราะหเชงคณภาพ” จะชวยใหผอานมความรความเขาใจถงพฒนาการของปฏบตการวจยแบบสรางทฤษฎจากขอมล ตลอดจนแนวทาง และกระบวนการปฏบตการวจยอยางเปนระบบ จงเปนหนงสอทควรคาแกการอานโดยเฉพาะนกวจยรนใหม เพอเปนแนวทางในการนำความรความเขาใจไประยกตในงานวจยของตน อกทงนกวจยผเชยวชาญสามารถอานเพอขยายมโนทศนดานวจยใหกวางขวางขน

Constructing Grounded Theory: A Practical Guide through Qualitative Analysis

Purpose – The purpose of this article is to demonstrate an innovative approach to embedding employability in the design of a university degree scheme using skill sets.Design/methodology/approach – The paper looks at conventional approaches to course design, which begin with the resources already available within the higher education institute. The skill sets approach, however, begins with employers because they are the ultimate arbiters of employability. Employers working with the academic design team define coherent portfolios of skills: definitions which are then used to provide shape and form to the new degree scheme.Findings – The paper finds that employers can identify skill sets that relate to long‐term employability as opposed to short‐term employment. These definitions can usefully inform the design of a degree scheme.Practical implications – The approach of this paper may benefit the design of degree schemes that aim to educate a graduate to fulfil an identifiable role in industry. This approach ...

Skill sets: an approach to embed employability in course design

Despite the growing number of women-led business and a significant increase of initiatives, policies and resources designed to promote and develop women’s entrepreneurship, the gender gap in entrepreneurship persist. This paper addresses two questions: Why does the gender gap in entrepreneurship persist? And, what does the literature suggest to us about the best ways to promote women’s entrepreneurship? Based on a feminist perspective this paper argues that current women entrepreneurship promotion policies undoubtedly benefit individual women but when the gender bias in the context in which entrepreneurship is embedded, is left intact, efforts may remain in vain and without any significant macroeconomic or social impact.

Women Entrepreneurship Promotion in Developing Countries: What explains the gender gap in entrepreneurship and how to close it?

Building on GEM research, we develop a multi-level framework that draws on the notion of the contextual embeddedness of entrepreneurship and institutional theory. We examine the mediating role of the vision for women's entrepreneurship (VWE) on the relationship between the regulatory, normative and cognitive pillars of institutional theory and women's entrepreneurial leadership (WEL) in 92 countries. Results suggest that the institutional pillars influence VWE. Regulatory institutions, entrepreneurial cognitions, and entrepreneurial norms have a direct and an indirect effect (through VWE) on WEL.

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Institutional Theory and Contextual Embeddedness of Women's Entrepreneurial Leadership: Evidence from 92 Countries

– The purpose of this paper is to review and conceptually explain the work-life balance of women entrepreneurs. , – Through the secondary data, selected papers have analysed to prepare a conceptual framework depicting the work-life balance of women entrepreneurs. , – Entrepreneurship has emerged as a global concept and contributed for economic development of the country. It utilizes competencies of entrepreneurs for success of their enterprises. Working women executives suffers the problem of work-life balance. Developing family responsibilities as well as their potential roles, generate the issue of role conflict. In order to overcome role conflict, they need to balance between work and personal life style. To gain more flexibility and control on their work and personal obligations, women start up their own business. They contribute in job creation, innovation, and economic development of nation through their entrepreneurial activities. , – It provides future direction to various researchers, academicians and policy makers in this field.

Study on work-life balance of women entrepreneurs – review and research agenda

Purpose – The purpose of this paper is to highlight the global dearth of training options to support women entrepreneurs and to forward a set of recommendations to better meet the learning needs of women who own their businesses.Design/methodology/approach – The paper provides a thorough literature review on the topic, which examines the learning and training experiences of female entrepreneurs in a wide range of disparate societies.Findings – The absence of leaning, training and professional development opportunities for women entrepreneurs is found to be an almost universal phenomenon. In the few examples where training has been planned and provided, the results have been very significant. Further, women and their businesses are disadvantaged by the lack of training available and that this comes at a high cost to their businesses.Research limitations/implications – The implications are that countries are hindering economic activity, growth and prosperity by ignoring the professional development needs of...

The global training deficit: the scarcity of formal and informal professional development opportunities for women entrepreneurs

Purpose – The purpose of this paper is to identify Australian managers’ attitudes and understandings regarding workforce diversity management (WDM) and the practices and incorporation of WDM in organisations. Design/methodology/approach – Methodology is quantitative. A questionnaire in the form of a self-administered survey instrument was mailed to 650 managers (325 HR managers and 325 other managers) in Sydney, Melbourne and Brisbane. Findings – The research found that workforce diversity is not especially well understood or appreciated; especially by non-HR managers. Organisations appear generally not to prioritise WDM and levels of senior manager engagement with the topic are tentative. Statistical analysis highlighted considerable divergence of opinion across the surveyed group. Research limitations/implications – As an exploratory study, further research is encouraged to better understand cause and effect relationships pertaining to the findings. Practical implications – There are implications for HR...

Workplace diversity management in Australia

Purpose – This article promotes the versatility and usefulness of critical incident technique (CIT) as a method for addressing organizational problems and challenges.Design/methodology/approach – A brief overview of CIT is provided and a worked example is given from the author's professional experience. A process map is outlined to assist organizations plan the course of a CIT intervention.Practical implications – CIT is a practical tool that can be used by organizational members to resolve a diverse range of issues across any industry.Originality/value – CIT has tended towards a three‐question approach to guide the intervention process and analyze the issue at hand. This paper proposes that practitioners need to address a fourth question. The fourth question is designed to help organizations prioritize a proposed CIT intervention.

Critical incident technique: a learning intervention for organizational problem solving

This paper explores the extent to which women entrepreneurs and their businesses share a set of common characteristics and/or experiences internationally and introduces new research on women entrepreneurs in Kazakhstan. It finds that while women entrepreneurs around the world share many common characteristics, there exist sufficient exceptions or insufficient evidence to validate any unifying typology. Further, that the experiences of women entrepreneurs and the women themselves are not homogenous and that formulation of a typology would be simplistic and, in itself, sexist. The Kazakhstani research introduced suggests the experience of women entrepreneurs there is similar to that of women entrepreneurs in many other countries.

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En Route to a Typology of the Female Entrepreneur? Similarities and Differences Among Self-Employed Women

Purpose



– Demonstrates how to build commitment and retain employees through a career-development strategy. 




Design/methodology/approach



– Shows how organizations often mismanage career development and how they could do better. 




Findings



– Describes the five “Ps” of poor career development, the foundations of a career-development strategy and a number of career-development activities. 




Practical implications



– Highlights the importance of beginning early, communicating clearly, partnering employees, facilitating internal movements and taking action frequently. 




Social implications



– Advances the view that employee disengagement and high employee turnover are expensive and often avoidable. 




Originality/value



– Argues that the lack of career development continues to be a major cause of employee dissatisfaction and turnover and shows how this can be avoided.

Paul J. Davis

Papers

The global training deficit: the scarcity of formal and informal professional development opportunities for women entrepreneurs

Workplace diversity management in Australia

Critical incident technique: a learning intervention for organizational problem solving

En Route to a Typology of the Female Entrepreneur? Similarities and Differences Among Self-Employed Women

Implementing an employee career-development strategy: How to build commitment and retain employees