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American workers at nearly every level of the income spectrum are not and often cannot to save properly to be secure in retirement. Addressing this challenge will require a comprehensive policy discussion by both federal and state policymakers. Employee stock ownership plans (ESOPs) are the primary form of employee ownership, and for reasons explored in this report, companies organized as S corporations are especially likely to be fully ESOP-owned. The purpose of the paper is to explore the role played by employee ownership in retirement security overall and across wage and age groups.

The findings described in this report are derived from a survey of privately held S corporation ESOPs. The report compares these findings to nationally representative survey data. The online survey, conducted between January and March 2018, received responses from 39 companies that supplied the median and average account balances of a total of 61,020 plan participants. It breaks new ground by presenting retirement account balances by wage and age categories (e.g. 20,000 lower-wage workers and 8,000 employees nearing retirement).

ESOP participants represented in this survey have more than twice the average total retirement balance of Americans nationally: $170,326 vs $80,339. This is not just a function of higher wage ESOP employees driving the average up. ESOP employees making less than $25,000 a year also have on average more than double the retirement savings ($55,526) compared to similar workers nationally ($22,447). Nearly all of the respondent companies (97 percent) offer at least one other retirement plan in addition to the ESOP. By contrast, 32 percent of all workers in the US workforce as a whole do not have access to any retirement benefits at work, and 49 percent of all workers are not participating in the plan that is available to them. Additionally, these S corporation ESOP companies provide an array of benefits at levels solidly higher than firms overall where comparison data exist. Certainly, these benefits make their own contribution to retirement security because workers are less likely to have to dip into savings for critical investments or expenses, such as tuition, to advance their career or unexpected medical expenses. Among the surveyed S ESOPs, workers nearing retirement have on average a median account balance of $147,522 in their ESOP plus $98,974 in a non-ESOP plan(s). By contrast, more than one-third (35 percent) of all workers nearing retirement have neither retirement savings nor a defined benefit pension. This percentage rises to 50 percent among low-income workers in this age bracket. As such, national data place the median account balance of all US workers aged 55–64 years at zero. Even among workers who have retirement accounts, the median balance nationally is $100,000. A typical millennial worker (25–34 years old) at a surveyed S ESOP company has a median ESOP account balance of $22,588 and a median balance of $11,239 in a non-ESOP account. In contrast, the median savings of US millennials is zero. Among the surveyed S ESOPs, lower-wage employees ($10.00–$12.85 per hour) typically have median account balances in their ESOP of $4,381 and in a non- ESOP plan of $2,149. In contrast, nationally, 56 percent of workers in this category do not have access to any retirement benefits at work. This translates into a median savings for this group of zero. Finally, ESOPs are clearly associated with reduced turnover. Respondent companies report quit and separation rates that are more than two times lower than national rates.

This is the first such study of its kind.

There is growing evidence that serious games can be an effective tool in social marketing programmes. Although multiple (serious) game attribute frameworks exist, there is limited knowledge about which game attributes are applicable for sensitive social marketing issues. This research aims to fill this gap by compiling a taxonomy of game attributes for serious games based on the existing literature and investigating which of the game attributes users prefer in the context of an alcohol programme targeted at adolescents.

Three serious games were administered to a sample of adolescents as part of a larger trial. Game feedback data from 640 participants are coded and compared using the synthesised classification taxonomy of reward-based and meaningful game attributes.

Meaningful game attributes are more frequently preferred than reward game attributes across all three serious games.

This study examined serious games targeting only one specific context (alcohol) in one market segment (Australian adolescents) on one gaming platform (online).

This study proposes that meaningful game attributes are more important than reward game attributes when designing serious games for (alcohol) social marketing programmes. Nevertheless, social marketers must also recognise that reward-based game attributes are important attributes, as they are essential for making and motivating gameplay.

This research is the first social marketing study that provides insight into game attributes which are preferred by users of serious games or gamified technology in social marketing programmes.

The purpose of this paper is to define and explore the concepts and relationships between intellectual capital, knowledge, wisdom and corporate responsibility in the context of the corporate governance of Islamic financial institutions.

This paper presents an adaptation of the Nicholson and Kiel intellectual capital model of the board of directors including the role of the Shari'a Supervisory Board (SSB). It is driven by the following research questions: how does the SSB add value to the corporate governance model of IFIs through their intellectual capital? Is there any value in replicating the IFIs structure in western conventional banks and, if yes, how could it be done without the religious and cultural impacts?

It was only recently that one entered the knowledge economic era and organizations are slowly realizing the need and the benefits not only of managing knowledge better, but also of managing it in a wiser way. The concepts and values carried by Islamic banking and by social responsible investments have a lot in common and they both tend to bring wisdom to the organization's operations and goals.

This paper explores how the core concepts of Islamic banking governance could be adapted to conventional banking. It shows the need for organizations to continue their knowledge management journey by integrating organizational wisdom with their decisions and actions. Corporate social responsibility is perceived as being a first step to reach organizational wisdom. This paper touches on various critical issues and it is hoped that it will be a source of inspiration for numerous research questions and debates on these topics.

Special education is the education segment that deals with the students facing hurdles in the traditional education system. Research data have evolved in the domain of special education due to scientific advances. The present study aims to employ text mining to extract the latent patterns from the scientific data.

This study examined the 12,781 Scopus-indexed titles, abstracts and keywords published from 1987 to 2021 through an integrated text-mining and topic modeling approach. It combines dynamic topic models with highly cited reviews of this domain. It facilitates the extraction of topic clusters and communities in the topic network.

This methodology discovered children’s communication and speech using gaming techniques, mental retardation, cost effect on infant birth, involvement of special education children and their families, assistive technology information for special education, syndrome epilepsy and the impact of group study on skill development peers or self as the hottest topic of research in this domain. In addition to finding research hotspots, it further explores annual topic proportion trends, topic correlations and intertopic research areas.

The results provide a comprehensive summary of the popularity of research topics in special education in the past 34 years, and the results can provide useful insights and implications, and it could be used as a guide for contributors in special education form a structured view of past research and plan future research directions.

Diversity is becoming the context through which researchers can account for different aspects of increasingly complexifying conditions of both entrepreneurship and migration. Taking a superdiversity perspective, this chapter uncovers and conceptualises what is diversifying particularly in migrant entrepreneurship. The authors identify four different dimensions of diversity and diversification affecting the activities of migrant entrepreneurs. First, with diversifying flows of migration, the characteristics of the entrepreneurs themselves as individual (usually transnational) migrants are diversifying. Second, with changing migration contexts, resources deriving from migration experiences are diversifying, exemplified by the different forms of transnational capitals used in entrepreneurship. Third, through migrant-led processes of diversification in the larger society, the main markets are diversifying, providing further opportunities to migrant entrepreneurs. Last but not least, the entrepreneurial strategies of migrant entrepreneurs are accordingly also diversifying, whereby finding different breaking-out strategies beyond the classical notion of only serving ethnic niche markets arise.

These diversities are embedded in the context of the overall superdiversifying society in which migrant entrepreneurs emerge and struggle to establish. By disentangling the different dimensions of diversity, this chapter contextualises debates on entrepreneurship and migration, including those in the present edited book, into the larger debate on the societal turn to superdiversity. It further discusses the notions and practices of differences embodied in migrant entrepreneurship, beyond the notion of the ethnic niche and the disadvantaged striving for market integration.

Scholars and practitioners in the OB literature nowadays appreciate that emotions and emotional regulation constitute an inseparable part of work life, but the HRM literature has lagged in addressing the emotional dimensions of life at work. In this chapter therefore, beginning with a multi-level perspective taken from the OB literature, we introduce the roles played by emotions and emotional regulation in the workplace and discuss their implications for HRM. We do so by considering five levels of analysis: (1) within-person temporal variations, (2) between persons (individual differences), (3) interpersonal processes; (4) groups and teams, and (5) the organization as a whole. We focus especially on processes of emotional regulation in both self and others, including discussion of emotional labor and emotional intelligence. In the opening sections of the chapter, we discuss the nature of emotions and emotional regulation from an OB perspective by introducing the five-level model, and explaining in particular how emotions and emotional regulation play a role at each of the levels. We then apply these ideas to four major domains of concern to HR managers: (1) recruitment, selection, and socialization; (2) performance management; (3) training and development; and (4) compensation and benefits. In concluding, we stress the interconnectedness of emotions and emotional regulation across the five levels of the model, arguing that emotions and emotional regulation at each level can influence effects at other levels, ultimately culminating in the organization’s affective climate.