Yi Liu

Supporting employment for people with intellectual disabilities is essential for their social inclusion and psychological well-being. Previous studies have explored how social enterprises facilitate employment for this group. However, relatively little attention has been given to family-driven social enterprises, particularly the behavioral motivations and mechanisms through which parents create inclusive work opportunities for their adult children. This exploratory single-case study investigates why and how parents engage in social entrepreneurship to support individuals with intellectual disabilities. Findings show that parents dynamically mobilize human and material capital, driven by both egoistic and altruistic motives. Meanwhile, the enterprise gradually evolved from an informal initiative into a more structured organization. Employment inclusion emerged as the primary outcome, enabled by knowledge acquisition and capacity building, with social empowerment as a broader benefit. The study contributes by identifying dual parental motivations, extending resource bricolage to family-driven social entrepreneurship, and reconceptualizing bricolage as a strategic management of human and material capital.

This paper investigates the influence of power dynamics on knowledge-hiding (KH) behaviors in Chinese enterprises. Data were collected through questionnaires from 342 respondents. Structural equational modeling was performed to analyze the relationships among the perceived value of knowledge (PVK), loss of knowledge power (LOKP), and KH. The findings indicate that PVK is positively related to LOKP, and LOKP mediates the relationship between PVK and KH. However, several hypothesized relationships were not supported, highlighting the complexity of the mechanism underlying KH. The findings suggest that while power dynamics influence KH behaviors, their effects may vary across different contexts and conditions. This study enhances the current understanding of knowledge hiding by contextualizing power dynamics in the Chinese context. It offers a nuanced understanding of when and how knowledge power affects employees' willingness to share or withhold knowledge.

In 2018, the World Bank recommended an index to forecast Human Capital productivity based on four components. Based on healthy 17-year-olds, this study examined their potential. Investigated the potential of 17 graders described in the HCI. Methods - The HCI index includes schooling years, test scores, and child survival. This study compares 12th-grade results with 17th-grade results based on national examinations. SPSS paired t-tests were used with 102 students who took national exams from 2009 to 2018. Limitation. Finances prevented health coverage. Results indicate that the null hypothesis is rejected. There is a need for further research into health coverage.

Purpose: This study aims to minimize the research gap by finding out what are the current state of knowledge management (KM) in the Chinese private science and technology organizations, the essential factors for promoting KM behaviors and the role of knowledge-oriented leadership in determining employees’ KM behaviors. Specifically, this research attempts to create a theoretical framework, which can be used to facilitate KM implementation in general, in the Chinese context in particular.Design/methodology/approach: Semi-structured interviews with executives, senior managers and specialists were used to capture interviewees’ responses to the research question. The responses were analyzed with Nvivo to detect the obstacles of KM behaviors within Chinese private science and technology organizations.Findings: This study highlights that poor KM behaviors are caused by knowledge-oriented leaders’ weak awareness of the KM values, and also these leaders are not equipped with the necessary knowledge-oriented leadership skills. As a result, there is a lack of knowledge sharing and knowledge inheritance. To respond to the identified KM related issues, while maximizing the KM values, some effective countermeasures focusing on the strategic, managerial as well as operational levels are proposed.Practical implications: There is a need for knowledge-oriented leaders to recognize the growing significance of KM practices, and to increase the level of awareness of KM values. To achieve such ambition, they need to build a corporate knowledge culture, which promotes knowledge development, application, preservation, sharing and inheritance.Originality/value: This study contributes to deepening the understandings of the linkage between knowledge-oriented leadership and KM behaviors, which is of great significance to promote the soft power of KM on employees’ attitudes and behaviors.

This paper aims to review the current state of workplace inclusion of employees with disabilities in India. Specifically, this work uses the human resource (HR) practices to examine how employees with disabilities are accommodated and integrated with the non-disabled workforce in organizations. A qualitative research design was adopted. Interview responses were collected from HR heads and employees with disabilities in sixteen organizations of foreign multinationals, Indian multinationals and Indian start-ups operating in India. This study found that the disability inclusion practices and programs, social and professional networking opportunities, and career development factors of employees with disabilities vary across different types of studied organizations. The country specific context becomes relevant for the implementation of disability inclusion initiatives. The findings are relevant to HR executives, who are entrusted with the responsibility of accommodating employees with disabilities. This paper serves as a guiding principle for rolling out initiatives targeted towards employees with disabilities.

This study aimed to identify employment barriers experienced by long-term working Indigenous Australians so that initiatives can be taken to ensure their social inclusion and participation in the workplace. A qualitative approach was carried out by interviewing 25 Australian Indigenous people in Nhulunbuy. The participants were without employment prospects and so embraced a vocational educational training (VET) program that enabled them to transition into sustainable jobs in small businesses and the mining sector. A qualitative analysis that employed the Leximancer process using data of comprehensive interviews recorded respondents’ experiences from being unemployed to the sustainable different states of wellbeing associated with long-term employment. The participants showed preparedness to confront entrenched barriers to employment in the Australian labor market, but their residual participation was a function of preferences as well as aspirations of cultural attachment. This paper offers helpful advice to decision makers at the national level to redress the high rate of Indigenous unemployment. The key message of our research is that government policies that pursue the ideal of socioeconomic equality need to examine the values of cultural diversity and differences to ensure Indigenous people successfully participate in Australian mainstream society.