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This paper aims to identify the extent to which extreme events in the tourism and hospitality sector force artisan entrepreneurs to re-orient their entrepreneurial identity and how they respond to these extreme events.

The empirical data comprises of semi-structured interviews with 24 artisan entrepreneurs in Egypt, operating in the following fields: handmade dresses, carpets, papyrus design and sales. Thematic analysis was employed to analyse these interviews.

The findings indicate a marginal effect on the identity of dress-making artisans from the occurrence of extreme events because they mostly have a stable local demand for their products. Hence, they follow a separation strategy in response to extreme events. The findings further show a moderate influence on the identity of carpet-making artisans who supply a regular demand from mosques and churches for their carpets. At the same time, changing taste and the rise of artificial intelligence make them follow an integration strategy in response to extreme events and associated shocks. The strongest impact of extreme events is found on papyrus artisans who have been forced to re-orient their traditional working methods and expectations in response to extreme events (e.g. a decrease in tourists, Covid-19, the war in Ukraine). Papyrus artisans have no discernible local demand for their products and face decreasing tourist numbers and tough competition from Chinese products, while also lacking discernible government support.

This paper is one of the pioneering studies to link artisan entrepreneurship specific entrepreneurial identity dynamics with extreme events in a local context. This linkage significantly fills a gap in both entrepreneurship, tourism and management literature.

This study aims to examine the impact of coworkers’ sexist views on individual citizenship behaviors and performance outcomes and explores how this relationship is affected by the presence of female managers.

Drawing on diversity management literature and gendered organizational theory, the study analyzes data from 2,166 employees and 141 store managers in an international fast-food chain as well as archival work-unit-level information on performance.

The results support the hypothesis that peers’ sexist views are negatively associated with employees’ citizenship behavior and performance outcomes. Work units with members holding such views are less likely to achieve performance goals, and individuals who work with peers who hold gender inequality views are less likely to engage in citizenship behaviors. This relationship is particularly pronounced in units managed by male managers.

Our study recognizes the complex and multifaceted nature of gender dynamics in organizations and provides insights into the ways in which these dynamics impact organizational outcomes.

The study’s findings have significant implications for organizational policies and practices, specifically in terms of promoting gender equality and fostering more inclusive work environments through well-designed interventions.

This study is grounded in the gendered organizational theory, which highlights the interplay between gender, gender views and the relational dynamics of psychological, cultural and social dimensions operated within organizations. By examining how gender inequality views among coworkers affect perceived support, citizenship behaviors and performance outcomes, we contribute to the growing body of research in this area.

Drawing on climate theory and social exchange theory, the purpose of this paper is to examine whether and how the strength of the expectation climate, defined as the degree of agreement among job incumbents on what is expected from them, affects their job performance. To explain this relationship, the authors utilize mediating trust-in-the organization effects as an explanatory avenue.

In a time-lagged data sample of 568 public service employees, whose job performance is rated by their 242 line managers, the authors apply multilevel modeling. The authors employed stratified random sampling techniques across 75 job categories in a large, public sector organization in Belgium.

The analysis provides support for the argument that expectation climate strength via mediating trust-in-the organization effects impacts positively on the relationship between employee expectations and performance. Specifically, the significant association of the expectation climate strength with trust suggests that the perceived consensus about the expectations among different job incumbents demonstrates an organization’s trustworthiness and reliability to pursue intentions that are deemed favorable for employees. The authors conjecture that expectation climate strength breeds trust which strengthens employees’ job performance.

HRM professionals in general, and line managers in particular, should heed the advice and carefully manage their tools and practices in an effort to signal compatible expectancies to different job incumbents in the same or similar roles.

The results shed new light on the mechanisms through which the strength of collective expectations impacts employee outcomes.

Examines the experiences of Germany and Sweden in their attempts to develop core skills and key competencies among trainees and young employees. Particular attention is devoted to vocational training as a promising school‐to‐work transition process, which stimulates and supports the development of core skills. Some case study material (Germany) and relevant policy responses (Sweden) have also been used to go beyond mere theoretical considerations and to provide some practical help and guidance when it comes to defining, implementing, assessing and administering the concepts of core skills and key competencies. In particular, the paper highlights the importance of employer enthusiasm in the development and delivery of core skills.

This introduction unpacks the key question that informs the articles in this special issue. How does a social sphere inform regulation and, more specifically, how can the regulatory capacity of a social sphere be harnessed, as an alternative or significant complementary force to state regulation and reliance on the self-regulatory capacity of markets? This question is salient and topical also in light of the search for new regulatory strategies and perspectives in the aftermath of the 2007 financial and subsequent EU sovereign debt crises, which have led to a major realignment of economy and society in a number of countries.

This introduction argues that economic sociology is a crucial reference point for understanding more about the social practices that constitute business behavior. It enables to explore the scope and significance of often interlinked social and legal norms for regulating various transnational risks that economic activity can give rise to. The introduction therefore locates the quest for understanding more about the regulatory capacity of a social sphere in debates that draw on Karl Polanyi’s analysis of the embedding, disembedding, and re-embedding of economic activity into social norms. The introduction highlights one of the key themes developed in this special issue, the idea of society within economy which questions an assumed conceptual distinction between economy and society.

This introduction concludes by specifying how the accounts of risk regulation developed in this special issue chart a path that is different from recent explorations of the role of a social sphere in regulation, which were conducted under the banner of “the sociological citizen,” “regulatory sociability,” and “collaborative governance.”

To introduce the papers which make up a special issue of IJM on labour market intervention.

Briefly describes each of the five papers which comprise this issue of IJM.

Notes that the study contexts of the papers are New Zealand, the UK, Sweden, West Germany, and 14 member countries of the EU.

The papers provide an international overview of contemporary, empirical findings on the effectiveness of various types of labour market intervention.

The aim of the paper is to assess the determinants and impact of employer sponsored further training on wage growth in West Germany over the period 1992 to 2002.

Following a descriptive narrative on further training and wages in Germany, data derived from the West German sub‐sample of the German Socio‐Economic Panel is being utilised, which has the main advantage of providing detailed information about the respondents' labour market histories prior to and after 1992. The information provides powerful predictors, controlling for the endogeneity of the training participation decision when estimating a wage growth equation. To assess the impact of training on wages, Heckman selectivity corrected wage equations are used, with the selection being based on a probit model for the probability that an individual receives firm‐sponsored training.

The analysis provides details of significant gender differences in both, the incidence and earnings impact of further training. The results show that further training has a strong positive effect on wages. However, gender inequality issues remain a salient feature of the German training system, which further training only reinforces. The analysis also suggests that the economic conditions during Germany's post‐unification period may have mitigated some of the potential benefits of further training on wage growth.

Despite its growing importance, the determinants and earnings impact of employer‐sponsored, further training have attracted little attention in the empirical literature. Even less is known about the impact of further training during Germany's post‐unification period. This paper adds value by contributing to this fledgling field of investigation.

This paper aims to contribute to the growing body of empirical evaluations of subjective wellbeing by assessing the impact of basic cultural values and beliefs on job satisfaction across 20 countries in Eastern and Western Europe.

Basic cultural values and beliefs are defined by reference to traditional vs secular values and survival vs self‐expression values, respectively. Data derived from the European Values Study 1999/2000 are utilised, which provide detailed information not only on job satisfaction and socio‐demographic characteristics, but also on individuals' subjective views on religion, family values, work, child‐parent ties, political engagement, tolerance and interpersonal trust. Ordered probit regressions are performed to determine the significance of these characteristics, values and beliefs on job satisfaction.

The study highlights the strong influence of a society's broad cultural heritage on individuals' wellbeing at work. This raises questions about the impetus for numerous motivational interventions by managers and consultants. Traditional cultural values exhibit a strong influence on workers' job satisfaction in Western Europe. Interpersonal trust serves as a particularly strong predictor of job satisfaction for both Eastern and Western Europe, and for both male and female workers. The main difference between Eastern and Western Europe is driven primarily by the importance of family and religion.

In previous studies, job satisfaction has been strongly associated with measures of organisational culture. In contrast, the broad cultural heritage of a society as measured by its basic value and belief system has not figured prominently in this literature. This paper adds value by contributing to this fledgling field of empirical research.