Abstract This study aims to understand how ‘employability’ factors and ‘work climate’ affect the effective implementation of service charter protocols in the public sector context. The study employed a quantitative method anchored on the Understanding-Skillfulness-Efficacy belief-metacognition (USEM) model and self-determination theory, utilising the convenience sampling method in surveying 402 graduate employees of the civil service in Ghana. The findings confirm that skillfulness, efficacy belief, and metacognition employability elements derived from the USEM employability model significantly influence the service charter’s effectiveness. Meanwhile, ‘work climate’ significantly moderates the ‘efficacy-belief-service charters’ effectiveness (SCE)’ relationship. However, understanding the subject matter did not significantly impact SCE. This study makes a novel contribution to the services literature by addressing how ‘employability’ elements and ‘work climate’ interact to influence service charters’ effectiveness, an area of study needing more attention in services literature.

Abstract This paper proposes a process for enacting a financial services consortium-led apprenticeship education framework, underpinned by higher education and industry collaboration (HE-IC). While there is significant research in the areas of, HE-IC and apprenticeship education programmes, there is a lack of research combining these areas as a mechanism for facilitating a consortium-led financial services apprenticeship education framework. Underpinned by boundary organisation theory, the research questions ask: what is the process for developing, implementing and enacting a higher education financial services apprenticeship education framework? and, how can this framework serve as a mechanism for higher education institute and industry collaboration? Insights from apprenticeship education, higher education and industry collaboration literature informs the empirical research. A single interpretive case study explores the creation of an International Financial Services suite of apprenticeship education programmes in Ireland and captures subjective and contextual experience of apprenticeship consortium members and policy stakeholders. Findings suggest that HE-IC is key to achieving employer-led apprenticeship education programme success. A research-informed framework provides greater insight into creating a process for enacting an apprenticeship education framework as a mechanism for facilitating broader HE-IC, thereby extending boundary organisation theory.

Abstract Evolving social and industry practices, standards and expectations make it clear that the further education and training (FET) sector must help students acquire the knowledge, skills and attitudes that enhance their competency and prepare them for an increasingly complex and digital world. This phenomenological study shares leaders’ experiences of managing digital technology change throughout the COVID-19 pandemic that led to the acquisition of the digital skills, qualities and dispositions necessary to support the development of an educator digital mindset for some individuals, but not for all. We also reveal novel insights into how these leaders positioned their organisations for successful strategic change by supporting their educators’ engagement in the creative and effective use of digital technology in their chosen discipline, craft or professional area of expertise. We conclude that successful technology change can lead to constructive peer support and resources, create learning spaces that strengthen digital mindsets and professional identity, promote student retention and create successful digital technology-practitioners.

Abstract There is a link between market orientation (MO) and higher education institution (HEI) performance. However, conceptualisations of MO in a HEI context are limited in their development. A review of the literature provides a specific higher education conceptualisation. This conceptualisation is utilised to undertake a content analysis of the strategic plans of six HEIs in Ireland. The data can be interpreted as identifying the MO of the HEIs. Furthermore, the MO of different HEI types as well as individual HEIs was determined. This paper provides a conceptual framework to assess the MO of HEIs that can provide guidance on future actions to enhance performance.

Abstract This paper explores student perceptions of learning from failure through the lens of entrepreneurial learning. Using Q-methodology, we explain how students of entrepreneurship make sense of and learn from failure. We demonstrate that individual heterogeneous experiences can be grouped and presented in a framework of five failure learning archetypes. Our research contributes to the academic discourse on entrepreneurship education by demonstrating how to address the topic of entrepreneurial failure at an intermediate level. Such knowledge allows us to bridge the gap between individual perspectives that may be difficult to address in organisational settings, such as entrepreneurship education programmes, and the societal perspectives that may be too coarse-grained to address personal aspects of learning from failure. Our study implies that entrepreneurship educators need to balance individual learning preferences, based on personality and behavioral styles, and not avoid the topic of failure.

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.

Abstract Anti-discrimination legislation is a key policy measure used to improve employment outcomes for people with disabilities. Law though is not necessarily value-free and can be underpinned by various discourses notably the medical and social model of disability. This article examines the process and outcomes of legal complaints taken by employees against employers relating to reasonable accommodation provisions of the Employment Equality Acts 1998–2015. We find that legal claims can involve a medicalised inquiry process while a more social model is evident regarding accommodations provisions. Accommodations sought by employees overwhelming related to a modification of their role rather than the physical environment. The success rates for employee claimants in legal cases is relatively low but case law has developed the procedural obligations of employers in dealing with disability issues. The findings are based on an analysis of adjudicated decisions under the legislation and the views of expert practitioners.

Abstract The increase in the number of immigrants in Europe in recent decades has been accompanied by a rise in anti-immigrant sentiment and a growth in support for far-right political parties in Europe. A key element for ant-immigrant sentiment is the assumed lack of attachment and commitment of immigrants to the institutions, values and national identity of the host country. While a considerable body of studies have focused on the political and social assimilation of immigrants into European countries, the possible influence of Irish labour market experiences of first and second generation immigrants from non-western countries and Eastern European countries remains an under-researched area in th e literature. Combining five waves of the European Social Survey we test the proposition that the labour market experiences of first and second-generation immigrants from non-western countries and Eastern European countries are a factor affecting the extent of political and social assimilation into the host country. Our findings indicate that first-generation immigrants’ attachment to the political institutions of the host country are likely influenced more by a comparison with conditions in their country of origin rather than how they fare in labour market of the host country.

Abstract This paper explores how general practitioners (GPs) address potentially opposing motivations stemming from being altruistic and self-interested, and the implications for patients and GPs. The author finds that GPs address dual goals of patient care and profit generation. This can be challenging, while professional values (altruism) encourage a patient focus, business realities (self-interest) mandate other priorities. Viewing clinicians as altruistic in isolation of business needs is unrealistic, as is the notion that profit is the dominant motivation. A blending of interests occurs, pursuing reasonable self-interest, patients’ best interests are ultimately met. GPs need a profit focus to sustain/improve the practice, benefitting patients through continued availability and capacity for enhancement. Therefore, it is argued that GPs behave in a manner that is ‘part altruistic, part self-interested’ and mutually beneficial. These insights should be considered in designing incentive systems for GPs, raising compelling questions about contemporary understanding of the nature of professionals.

Abstract This paper analyses the impact of stimulating staff creativity and idea generation on the likelihood of innovation. Using data for over 3,000 firms, obtained from the Irish Community Innovation Survey 2008-2010, we examine the impact of six creativity generating stimuli on product, process, organisational and marketing innovation. Our results indicate that the stimuli impact the four forms of innovation in different ways. For instance, brainstorming and multidisciplinary teams are found to stimulate all forms of innovation, rotation of employees is found to stimulate organisational innovation, while financial and non-financial incentives are found to have no effect on any form of innovation. We also find that the co-introduction of two or more stimuli increases the likelihood of innovation more than implementing stimuli in isolation. These results have important implications for management decisions in that they suggest that firms should target their creative efforts towards specific innovation outcomes.