Suchergebnisse

The Employment Research Institute (ERI) was commissioned by the Scottish Government to identify ways in which equalities groups can be better represented at board level in the public, private and third sectors. The purpose of the research was to identify how barriers to equality can be overcome and to identify the potential costs and benefits of each approach.

This investigation explores the relationship of sentence management and recidivism. Data were manually gathered on a sample of more than 200 prisoners released from two facilities in Scotland. Key elements of sentence management are observed as significant in the prediction of reoffending, such as a prisoner's previous offense history and employability. However, other elements integral to the design of sentence management, such as psychometric and behavioral test results, are not. In addition, survival analysis shows that release from an open prison environment is associated with reduced reconviction rates, but only during the 1st year from release.

Purpose
The purpose of this paper is to demonstrate the importance of social networks, and the social capital embedded in them, to secure employment if someone had become unemployed after the age of 50 years and to reveal the process of accessing and mobilising that social capital.


Design/methodology/approach
A case study of a Scottish labour market was undertaken which involved an interview-based survey of those who became unemployed in their early 50's and tried to regain employment. The interview had structured and unstructured parts which allowed both quantitative and qualitative analysis to compare those who were successful in regaining work with those who were not. The uniqueness of the paper is the use of social network components while controlling for other socio-economic and demographic variables in job search of older workers.


Findings
Those older people who were unemployed and, returned to employment (reemployed) had a higher proportion of contacts with higher prestige jobs, their job searching methods were mainly interpersonal and the rate of finding their last job via their social networks was higher than those who remained unemployed. Both groups mobilised social capital (MSC), but those reemployed accessed higher "quality" social capital. "Strong ties", rather than "weak ties", were found to be important in accessing and mobilising social capital for the older workers who returned to employment.


Research limitations/implications
This work is limited to a local labour market and is based on a small but informative sample. However, it does show that policy is required to allow older people to enhance their social networks by strengthening the social capital embedded in the networks. The results support the use of intermediaries as bridges to help compensate for older people who have weak social networks. Besides the policy implications, the paper also has two distinct research implications. First, the use of social network component to the existing literature of older workers' job search. Second, exploring the type and relational strength with network members to explain older workers' reemployment.


Practical implications
The paper illustrates that how accessed and MSC can be measured.


Social implications
As populations age, this work points to an approach to support older people to re-enter employment and to include them in society.


Originality/value
The paper extends social network and employment literature to fill gaps on how older people require to both access and mobilise social capital. The importance of "strong ties" in the reemployment of older workers contrasts with much of the literature on younger workers where the "strength of weak ties" so far has been regarded as essential for successful job search. Measures are forwarded to reveal the relevance of social capital. The policy value of the work is in suggesting ways to facilitate older people re-enter or remain in work and hence sustain their well-being.

Policy-makers across industrialized nations have sought to increase participation in work-related training as a route to improved competitiveness. However, research conducted in Britain during the 1990s identified significant differences in participation, suggesting that processes of labour market polarization were being played out in unequal access to training. This article updates and builds upon this work through an analysis of British Labour Force Survey data. The analysis sought to assess continuing inequalities in work-related training, comparing the experiences of samples of public and private sector employees, in order to identify evidence of polarized access to skills development opportunities. The study also sought to establish if union representation increased participation and reduced inequalities in access to training. It was found that older workers, the lower skilled and unqualified, part-timers and temporary workers (among others) remained disadvantaged. Trade union presence had powerful positive effects on participation and reduced some inequalities, especially in the private sector.

PurposeThe purpose of this paper is to investigate the association of social networks with being in work, contrasting those under age 50 with those over 50 years.Design/methodology/approachA case study is undertaken of a local labour market in Scotland. Data were collected by interview using a semi‐structured questionnaire from 194 people divided into four groups. Data include information on individuals' socio‐economic characteristics and on their networks. A four‐way comparison is made by age and employment status.FindingsThose in work have denser social networks populated with members with higher social and human capital. For those over 50 years, the more contacts one has with higher prestige employment positions (a proxy for social capital), and the stronger the ties with these contacts, the more likely that one is to be in employment. For those under 50 years, their own qualifications and the number of contacts are important.Research limitations/implicationsThis work adds to both research on employability and social networks.Social implicationsThe over 50s tend to be the age group that is most likely to be not in employment and as populations age there is a need to ensure that barriers to employment against those over 50 are reduced. Finding routes to reduce unemployment will also help combat social exclusion.Originality/valueThis is in the combination of a social network approach with age cohort analysis to give insight into how social capital is associated with being in employment.

Research Methods for Business and Social Science Students aims to present a clear discussion of the research methods employed in various disciplines related to our daily life problems. The theoretical basis of research methods is explained clearly and succinctly. Collecting data is a key part of the book and this includes both qualitative and quantitative methods of data collection, along with the advantages and disadvantages of each method. The book also describes in clear terms how students can analyse data, interpret results and link these to the literature review and hence their own contri

PurposeFor many nations, their workforces are ageing. The purpose of this paper is to explore the concerns and attitudes of employers to employing older workers and what information they require.Design/methodology/approachA questionnaire survey of workplaces was undertaken in the Fife region of Scotland, which in economic and demographic terms is representative of wider Scotland and other nations in Northern Europe. Descriptive analysis was undertaken to give insight into concerns and actions taken regarding ageing workforces.FindingsMost workplaces perceive more advantages to employing older workers than challenges. Many have adapted training and work practices, but many have not. The majority surveyed believe that existing policies and strategies are sufficient. This points to the need for national and local government and employer associations to become more active to persuade workplaces to better manage future workplaces.Research limitations/implicationsGeneralisability is problematic and the small sample restricted the scope of statistical analysis.Practical implicationsThe authors were unable to judge the severity of how an ageing workforce impacts on workplace performance, as employers found it difficult to conceptualise and identify the impact of ageing from market and economic pressures.Social implicationsResulting from population ageing the workforce of many societies are becoming older, this will impact on workplace relations and the social identity of those over the age of 50 years.Originality/valueLittle research has been undertaken to assess workplaces awareness of, and how to adapt to, an ageing workforce, and research is required to inform and guide management strategy of employers.

Design/methodology/approachA questionnaire survey of workplaces was undertaken in the Fife region of Scotland, which in economic and demographic terms is representative of wider Scotland and other nations in Northern Europe. Descriptive analysis was undertaken to give insight into concerns and actions taken regarding ageing workforces.PurposeFor many nations, their workforces are ageing. The motivation of this paper is to explore the concerns and attitudes of employers to employing older workers and what information they require.FindingsMost workplaces perceive more advantages to employing older workers than challenges. Many have adapted training and work practices, but many have not. The majority surveyed believe that existing policies and strategies are sufficient. This points to the need for national and local government and employer associations to become more active to persuade workplaces to better manage future workplaces.Research Limitations/implicationsGeneralisability is problematic and the small sample restricted the scope of statistical analysis.Practical ImplicationsWe were unable to judge the severity of how an ageing workforce impacts on workplace performance, as employers found it difficult to conceptualise and identify the impact of ageing from market and economic pressures.Social ImplicationsResulting from population ageing the workforce of many societies are becoming older, this will impact on workplace relations and the social identity of those over the age of fifty years.OriginalityLittle research has been undertaken to assess workplaces awareness of, and how to adapt to, an ageing workforce and research is required to inform and guide management strategy of employers.