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Entrepreneurship, due to its association with risk and dynamic engagement with the world of business, is often considered a domain of economic activity for younger people. This perspective creates a problematique that stems from excluding entrepreneurship of elderly in the field. In this chapter, we examine entrepreneurship for an understudied group, senior entrepreneurs in terms of gender differences and intersectionality of this group. We illustrate that senior entrepreneurship cannot be studied as a gender-neutral phenomenon since women and men experience senior entrepreneurship differently. We also explore senior entrepreneurship along other demographic categories such as ethnicity, race, sexual orientation, disability, religion and belief as well as other emic categories of difference. Our analyses demonstrate the utility and urgency of considering age diversity in entrepreneurship theory and policy.
Erhan Aydin; Gözde Inal Cavlan; Cynthia Forson; Mustafa Ozbilgin. Senior Entrepreneurship, Gender Diversity and Intersectionality. Handbook of Research on Elderly Entrepreneurship 2019, 125 -138.
AMA StyleErhan Aydin, Gözde Inal Cavlan, Cynthia Forson, Mustafa Ozbilgin. Senior Entrepreneurship, Gender Diversity and Intersectionality. Handbook of Research on Elderly Entrepreneurship. 2019; ():125-138.
Chicago/Turabian StyleErhan Aydin; Gözde Inal Cavlan; Cynthia Forson; Mustafa Ozbilgin. 2019. "Senior Entrepreneurship, Gender Diversity and Intersectionality." Handbook of Research on Elderly Entrepreneurship , no. : 125-138.
This paper aims at highlighting the theoretical development of diversity management by providing an integrated understanding of how diversity management has made progress and evolved in organisations. The current article adopts a conceptual and critical review to demonstrate the changes and shifts in diversity management research. This study reveals that there are four stages of workforce diversity within the business and management field. These stages are equal employment opportunity/affirmative action, valuing differences, diversity management and global diversity management. Each stage is discussed in greater details within the article. This study contributes to the broader diversity management literature in three main ways: firstly, by shedding some light on the conceptual clarity of the diversity notion itself; secondly, by foregrounding the holistic view of diversity management; thirdly, by reflecting the recent developments in diversity research. The review consistently points to the fact that the current literature on diversity management has been predominantly shaped by a mainstream managerial discourse and neoliberal logic which has mostly a discrimination focus rather than an inclusiveness perspective. The paper also suggests that further research is required on workforce diversity particularly with an emic, an intersectional, a contextual and a relational approach rather than reproducing the existing knowledge by an etic framing of diversity from an instrumental point of view that dominates the extant literature.
Erhan Aydin; Emir Özeren. RETHINKING WORKFORCE DIVERSITY RESEARCH THROUGH CRITICAL PERSPECTIVES: EMERGING PATTERNS AND RESEARCH AGENDA. Business & Management Studies: An International Journal 2018, 6, 650 -670.
AMA StyleErhan Aydin, Emir Özeren. RETHINKING WORKFORCE DIVERSITY RESEARCH THROUGH CRITICAL PERSPECTIVES: EMERGING PATTERNS AND RESEARCH AGENDA. Business & Management Studies: An International Journal. 2018; 6 (3):650-670.
Chicago/Turabian StyleErhan Aydin; Emir Özeren. 2018. "RETHINKING WORKFORCE DIVERSITY RESEARCH THROUGH CRITICAL PERSPECTIVES: EMERGING PATTERNS AND RESEARCH AGENDA." Business & Management Studies: An International Journal 6, no. 3: 650-670.
This paper aims at highlighting the theoretical development of diversity management by providing an integrated understanding of how diversity management has made progress and evolved in organisations. The current article adopts a conceptual and critical review to demonstrate the changes and shifts in diversity management research. This study reveals that there are four stages of workforce diversity within the business and management field. These stages are equal employment opportunity/affirmative action, valuing differences, diversity management and global diversity management. Each stage is discussed in greater details within the article. This study contributes to the broader diversity management literature in three main ways: firstly, by shedding some light on the conceptual clarity of the diversity notion itself; secondly, by foregrounding the holistic view of diversity management; thirdly, by reflecting the recent developments in diversity research. The review consistently points to the fact that the current literature on diversity management has been predominantly shaped by a mainstream managerial discourse and neoliberal logic which has mostly a discrimination focus rather than an inclusiveness perspective. The paper also suggests that further research is required on workforce diversity particularly with an emic, an intersectional, a contextual and a relational approach rather than reproducing the existing knowledge by an etic framing of diversity from an instrumental point of view that dominates the extant literature.
Erhan Aydin; Emir Özeren. RETHINKING WORKFORCE DIVERSITY RESEARCH THROUGH CRITICAL PERSPECTIVES: EMERGING PATTERNS AND RESEARCH AGENDA. Business & Management Studies: An International Journal 2018, 6, 1 .
AMA StyleErhan Aydin, Emir Özeren. RETHINKING WORKFORCE DIVERSITY RESEARCH THROUGH CRITICAL PERSPECTIVES: EMERGING PATTERNS AND RESEARCH AGENDA. Business & Management Studies: An International Journal. 2018; 6 (3):1.
Chicago/Turabian StyleErhan Aydin; Emir Özeren. 2018. "RETHINKING WORKFORCE DIVERSITY RESEARCH THROUGH CRITICAL PERSPECTIVES: EMERGING PATTERNS AND RESEARCH AGENDA." Business & Management Studies: An International Journal 6, no. 3: 1.
This research aims at exploring a political perspective that includes political benefits, barriers and risks to E-HRM implementation in the context of Bangladesh through adopting an institutional perspective. In order to achieve this aim, we conducted 30 semi-structured qualitative interviews (15 in each ministry) in the Ministry of Foreign Affairs and Public Administration. Based on the interviews, the findings were thematised as three categories: political benefits, political barriers, and political risks. This research makes a robust contribution to the field as indicating different aspects of political perspectives by adopting an evidence-based approach that comes from the qualitative orientation of this research. This also provides a map for understanding current political benefits, barriers and risks regarding e-HRM implementation.
Mushfiqur Rahman; Erhan Aydin. POLITICAL BENEFITS, BARRIERS, AND RISKS OF E-HRM IMPLEMENTATIONS IN BANGLADESH PUBLIC SECTOR ORGANISATIONS: AN INSTITUTIONAL PERSPECTIVE. Business & Management Studies: An International Journal 2018, 6, 1 .
AMA StyleMushfiqur Rahman, Erhan Aydin. POLITICAL BENEFITS, BARRIERS, AND RISKS OF E-HRM IMPLEMENTATIONS IN BANGLADESH PUBLIC SECTOR ORGANISATIONS: AN INSTITUTIONAL PERSPECTIVE. Business & Management Studies: An International Journal. 2018; 6 (3):1.
Chicago/Turabian StyleMushfiqur Rahman; Erhan Aydin. 2018. "POLITICAL BENEFITS, BARRIERS, AND RISKS OF E-HRM IMPLEMENTATIONS IN BANGLADESH PUBLIC SECTOR ORGANISATIONS: AN INSTITUTIONAL PERSPECTIVE." Business & Management Studies: An International Journal 6, no. 3: 1.
This research aims at exploring a political perspective that includes political benefits, barriers and risks to E-HRM implementation in the context of Bangladesh through adopting an institutional perspective. In order to achieve this aim, we conducted 30 semi-structured qualitative interviews (15 in each ministry) in the Ministry of Foreign Affairs and Public Administration. Based on the interviews, the findings were thematised as three categories: political benefits, political barriers, and political risks. This research makes a robust contribution to the field as indicating different aspects of political perspectives by adopting an evidence-based approach that comes from the qualitative orientation of this research. This also provides a map for understanding current political benefits, barriers and risks regarding e-HRM implementation.
Mushfiqur Rahman; Erhan Aydin. POLITICAL BENEFITS, BARRIERS, AND RISKS OF E-HRM IMPLEMENTATIONS IN BANGLADESH PUBLIC SECTOR ORGANISATIONS: AN INSTITUTIONAL PERSPECTIVE. Business & Management Studies: An International Journal 2018, 6, 619 -633.
AMA StyleMushfiqur Rahman, Erhan Aydin. POLITICAL BENEFITS, BARRIERS, AND RISKS OF E-HRM IMPLEMENTATIONS IN BANGLADESH PUBLIC SECTOR ORGANISATIONS: AN INSTITUTIONAL PERSPECTIVE. Business & Management Studies: An International Journal. 2018; 6 (3):619-633.
Chicago/Turabian StyleMushfiqur Rahman; Erhan Aydin. 2018. "POLITICAL BENEFITS, BARRIERS, AND RISKS OF E-HRM IMPLEMENTATIONS IN BANGLADESH PUBLIC SECTOR ORGANISATIONS: AN INSTITUTIONAL PERSPECTIVE." Business & Management Studies: An International Journal 6, no. 3: 619-633.
Purpose Social entrepreneurs innovatively exploit opportunities and create, in this way, social change and value by bringing together different resources to meet social needs and solve social problems. To achieve this, given their limited size and financial resources, the personal ties and social networks that social entrepreneurs build in this process play a crucial role in developing relationships and enabling their ventures to succeed. The purpose of this paper is to examine the role of network processes in innovative activities carried out by social entrepreneurs and to stress the importance of network processes rather than network structure/design for social innovation. Design/methodology/approach “Çöp(m)adam” (Garbage Ladies), a social development project and business in Ayvalik, Turkey (which aims to provide opportunities for women who have never had the chance to work and earn regular salaries in the course of their lifetimes), was explored qualitatively as a case study within the framework of the network orchestration theory. In-depth, semi-structured interviews and observations were conducted. Relevant documents about Çöp(m)adam were also collected at the time of the interview to provide the triangulation of reference material for thematic analysis and post-research inquiry. Findings It has been found that Çöp(m)adam dynamically manages the network process in the course of realizing social innovation and builds a win-win environment that creates value both for the future of the social enterprise and for all the actors in the network by integrating the relationships among the actors it is in a relationship with. Originality/value In contrast to traditional studies dealing with the network theory, this research focuses on network processes rather than network structure. Also, since the literature provides evidence for profit-based organizations, the study differentiates into two main reasons. First, the authors adopt a case study approach in social entrepreneurship for social value creation, and second, based on the case study, the authors provide a conceptual enrichment through proposing the sub-categories of knowledge mobility, innovation appropriability and network stability in orchestration processes. This paper seeks to broaden the existing understanding of how social entrepreneurial processes and innovative outcomes are shaped by social networks and orchestration processes in a network-centric innovation from the viewpoint of a hub/focal firm by undertaking research on a less examined type of enterprise and context – namely, a social entrepreneurial venture in Turkey.
Emir Ozeren; Omur Yasar Saatcioglu; Erhan Aydin. Creating social value through orchestration processes in innovation networks. Journal of Organizational Change Management 2018, 31, 1206 -1224.
AMA StyleEmir Ozeren, Omur Yasar Saatcioglu, Erhan Aydin. Creating social value through orchestration processes in innovation networks. Journal of Organizational Change Management. 2018; 31 (5):1206-1224.
Chicago/Turabian StyleEmir Ozeren; Omur Yasar Saatcioglu; Erhan Aydin. 2018. "Creating social value through orchestration processes in innovation networks." Journal of Organizational Change Management 31, no. 5: 1206-1224.
The aim of this research is to explore the common theoretical perspectives in diversity research. The need for such a research comes from the lack of literature on understanding and emphasising theoretical differences amongst diversity research based on the focus of the studies that can be either performance or non- performance based. For this reason, having adopted this aim, we discuss the categorisation of “business case for diversity” and “ethical case for diversity” as a comprehensive discussion. Thus, we provided a conceptual contribution to the diversity literature through indicating the need for awareness of research focus.
Erhan Aydin; Mushfiqur Rahman. Theoretical Perspectives to Diversity in Management Research. Journal of Management Research 2017, 9, 160 -170.
AMA StyleErhan Aydin, Mushfiqur Rahman. Theoretical Perspectives to Diversity in Management Research. Journal of Management Research. 2017; 9 (2):160-170.
Chicago/Turabian StyleErhan Aydin; Mushfiqur Rahman. 2017. "Theoretical Perspectives to Diversity in Management Research." Journal of Management Research 9, no. 2: 160-170.
The purpose of this study is to explore problems of Non-Governmental Organisations (hereafter NGOs) of sexual orientation minorities in micro-national, meso-organisational, and micro- individual levels in the context of Turkey and UK. In order to conduct this research, documentary analysis has been made on the reports of NGOs of sexual orientation minorities. For Turkey, findings show three main problematic themes relating to legislation and regulations (macro-national), organisational survival and freedom (meso- organisational), and personal life of LGBTs (micro-individual). For UK, findings show three main themes as politics and practices of regulations (macro-national), visibility of LGBT organisations (meso-organisational), and problems regarding the personal lives of LGBTs. The main limitation of this study is to consider merely reports of LGBT organisations and news which are stated in these reports. The originality of this research comes from considering NGOs of sexual orientation minorities in the diversity management studies.
Erhan Aydin. “Problems and Suggestions”. Handbook of Research on Climate Change and the Sustainable Financial Sector 2017, 232 -252.
AMA StyleErhan Aydin. “Problems and Suggestions”. Handbook of Research on Climate Change and the Sustainable Financial Sector. 2017; ():232-252.
Chicago/Turabian StyleErhan Aydin. 2017. "“Problems and Suggestions”." Handbook of Research on Climate Change and the Sustainable Financial Sector , no. : 232-252.
Erhan Aydin. Interrogating Women’s Leadership and Empowerment. Gender in Management: An International Journal 2016, 31, 154 -159.
AMA StyleErhan Aydin. Interrogating Women’s Leadership and Empowerment. Gender in Management: An International Journal. 2016; 31 (2):154-159.
Chicago/Turabian StyleErhan Aydin. 2016. "Interrogating Women’s Leadership and Empowerment." Gender in Management: An International Journal 31, no. 2: 154-159.
Purpose – The purposes of this paper are to determine the role of organizational forgetting in different type of coaching companies and to determine organizational survival based on both knowledge structure of coaching companies and organizational forgetting with core features of organizations. Design/methodology/approach – Within the context of this research, two worldwide and well-known coaching companies were examined as case study, and analyses of case studies which included company background and testimonial analysis was used as inputs for the semi-structured interviews of 12 PhD students in the UK who took seminars and training from the coaching companies. Based on the interviews, the authors concluded the research as describing knowledge structure, core features and organizational forgetting type. Thus, organizational survival based on organizational forgetting could be interpreted. Findings – Based on the case studies and interview results, there were two findings. First, it was indicated that the type of organization (knowledge structure) had a different type of organizational forgetting. Second, core features of organizations based on the interviews and types of organizational forgetting were linked to each other. According to these results, organizational survival for coaching companies was discussed. Research limitations/implications – This study also has some limitations. First, this paper just focuses on coaching organizations to find new perspective for the organizational forgetting literature. Second, because of the scope of this research, interviewees are limited to individuals who have knowledge or take any seminars related to field of coaching. Other sectors also must be considered to attain detailed knowledge related to organizational forgetting because case-specific studies will bring new dimensions to the literature of organizational forgetting. Originality/value – First, this study makes a research contribution to the field of organizational forgetting because studies related to organizational forgetting mostly consist of conceptual papers, and, second, we have introduced two new perspective to the concept of organizational forgetting through this research paper.
Erhan Aydin; Alparslan Sahin Gormus. Does organizational forgetting matter? Organizational survival for life coaching companies. The Learning Organization 2015, 22, 150 -162.
AMA StyleErhan Aydin, Alparslan Sahin Gormus. Does organizational forgetting matter? Organizational survival for life coaching companies. The Learning Organization. 2015; 22 (3):150-162.
Chicago/Turabian StyleErhan Aydin; Alparslan Sahin Gormus. 2015. "Does organizational forgetting matter? Organizational survival for life coaching companies." The Learning Organization 22, no. 3: 150-162.