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Organizational socialization refers to the process by which newcomers learn to perform in their role and adjust to work after organizational entry. Unfortunately, there is little knowledge regarding organizational socialization from the supervisors’ perspectives, although the importance of supervisors in newcomer socialization is one of the most robust findings in the field. The purpose of this paper is to examine how supervisors’ perceived organizational support (supervisor POS) and the quality of their working relationships with newcomers (supervisor leader-member exchange (LMX)) relate to the delegation of authority to newcomers and how delegation in turn relates to newcomers’ work adjustment.

A sample of new employees completed questionnaires that included delegation and socialization outcome measures. Supervisors evaluated their POS and the quality of their working relationships with newcomers (LMX).

The results showed that supervisor POS moderated the relationship between supervisor LMX and delegation. Specifically, supervisors with high POS showed delegation to newcomers irrespective of their LMX. Conversely, when supervisors’ POS was low, a high LMX was related to delegation. The results further showed that delegation was positively related to newcomers’ role clarity, organizational knowledge, and job satisfaction. Finally, the results showed indirect effects of supervisor LMX on newcomers’ role clarity and job satisfaction through delegation contingent on supervisor POS.

This study showed that a supervisor’s social exchange relations both with the organization and with a new employee are important in the delegation of authority and responsibility to a newcomer and that this delegation in turn relates to newcomers’ work adjustment.

This paper reports on the implementation and evaluation of the JOBS programme in Ireland. This is a training intervention to promote re‐employment and improve mental health among unemployed people that was implemented on a pilot basis in the border region of the Republic and Northern Ireland. Programme participants were unemployed people recruited from local training and employment offices and health agencies. The evaluation indicated that the programme was implemented successfully and led to improved psychological and re‐employment outcomes for the intervention group, lasting up to 12 months post‐intervention. This paper reflects on the implementation issues that arose in adapting an international evidence‐based programme to the local setting and considers the implications of the evaluation findings for the roll out of the programme on a larger scale.

Increasing competition in global markets requires many countries to seek new growth sectors. In addition, the nature of competition is changing. This paper applies the business ecosystem concept and studies San Diego as a spatial health and life sciences ecosystem. The purpose of this paper is to identify issues that should be considered in design of innovation policies and regional industry development.

The research approach is built on a literature review of business ecosystems and spatial innovation. The empirical study is based on semi-structured interviews, observations, and information gathering and verification during field research.

The results include a description of the ecosystem structure and dynamics. This paper demonstrates the bottom-up nature of San Diego’s health and life sciences ecosystem without a dominant lead actor, and presents prerequisites for fostering spatial ecosystems.

A single case may not be able to offer a generalized picture of this topic. However, the study raises several considerations for researchers and decision-makers involved in innovation policy design. Future work should extend the study and involve other spatial and substance contexts to compare findings and to pursue a more generic picture of innovation ecosystems and networks.

This paper demonstrates that applying the concept of business ecosystems to the spatial context provides new insights in terms of dynamic mechanisms and factors contributing to economic growth in a particular location. Understanding how to facilitate the creation of successful spatial ecosystems is in the focal point of innovation policies.

The purpose of this paper is to examine the distribution of learning and training opportunities in the Finnish workforce. It will concentrate on the sectors of the workforce that lack these opportunities.

The Working Conditions Barometer (WCB) data from 2008, 2009 and 2010 are used (N = 3,326) in this investigation. The focus of the study is to examine those employees whose learning and training opportunities fail to match the positive visions of the current “super professional hype”. The problems associated with the workforce training margin are considered as a part of the so-called work process debate.

Findings suggest that age, gender, type of industry and socioeconomic status have an independent influence on an individual’s presence in the training margin: women, older employees, employees in manufacturing and the private service sector and manual workers have a greater risk than others do. The relative differences between the social classes are still prevalent: incapacity and marginalization are primarily working class problems.

The workers should collectively demand certain benefits more forcefully, even when working under fixed-term contracts. Employers should be pressured to organise development opportunities and training for the fixed-term employees, including the type of training that not only benefits an employee in that one company but also the employees’ working life in general. Employers should be persuaded to organise the type of training that improves the chances of a fixed-term or otherwise powerless employee to find a new, perhaps better and more secure job.

Because the percentage of response to the WCB is exceptionally high, 80 per cent on average, the information obtained from the random sample can be generalised to represent all of the working wage earners in Finland and in a European context as well.

The purpose of this paper is to explore the legislative drafting processe for the Archives Act in Finland and stakeholder involvement concerning the Archives Act proposal. The study aims to identify key factors that hinder or improve the analysis and visibility of these different stakeholder perspectives through time. It considers this from a recordkeeping perspective.

First, selected law drafting guidelines and statement structures were examined to determine how they affect the analysis of stakeholder statements. Second, 90 stakeholder statements and two law drafter summaries were analyzed. Finally, six topics (public record and archives, archiving and preservation, the life cycle of records, transferring records to the National Archives, analog material and personal data) were used to examine the visibility of stakeholder statements and to compare differences in the views between law drafter summaries and stakeholder statements.

Differing views of stakeholders did not receive sufficient visibility in the law drafter summaries. The key factors hindering the analysis and visibility of stakeholder statements were law drafting guidelines that did not support the analysis of the statements, statement structures that were rarely followed and law drafter summaries highlighting the views of the legislators. The recommendations are the need to embed a recordkeeping perspective into the accounts, the requirement to follow the statement structures, guided analysis methods for stakeholder statements and clearer references to stakeholder statements.

The study compares the differing views of stakeholder statements and law drafter summaries in law drafting relating to records and information management.

The overall quality of education may be compromised due to the limited availability of safety and security (S&S) courses in professional teacher education. The purpose of this paper is to identify the main safety-related training needs of a higher education institution, which may provide insights for improving the quality of education from a safety perspective.

This study included 17 interviews with students and staff experienced in S&S due to their professions. The study also used Laurea University of Applied Sciences’ (Laurea) S&S reports, which have a variety of S&S events from 28 October 2020 to 20 December 2021. Both data sets were analyzed using qualitative theory-driven content analysis.

Safety risks at schools are mainly constructed through the negative psychosocial atmosphere and lack of safety knowledge and/or skills. There is a need for safety training covering key topics such as crime prevention, violence, fire safety and understanding inclusion and diversity.

The study proposes a new risk-based training and development management model for school management and the planning of training activities.

The analysis offers valuable perceptions of the S&S challenges of educational institutions, which can be used as a starting point to enhance overall educational quality and safety.

This paper provides a novel way of improving the safety of education by approaching training needs from a risk assessment perspective.