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Supplemental Material for Stimulating Entrepreneurial Interest in Engineers Through an Experiential and Multidisciplinary Course Collaboration by Nira Roy, Francine Schlosser and Zbigniew Pasek in Entrepreneurship Education and Pedagogy

Immigrants face significant challenges that impair their ability to access resources that can develop their entrepreneurial potential. Using an action research and case-based approach, we highlight the challenges experienced by immigrant entrepreneurs and in turn discuss practical measures to resolve these challenges through mentoring programmes for nascent entrepreneurs. We profile a unique multi-disciplinary programme involving both business and law students who coordinate and deliver workshops for course credit. Established entrepreneurs and professionals also volunteer their time as mentors. We develop a balanced scorecard to assess and improve the programme. Study results provide a model to enable universities and others to reach out to nascent immigrant entrepreneurs.

Drawing on the perceived organizational membership theoretical framework and the group-value justice model, we developed and tested a model predicting older workers' intention to remain with their organization. We hypothesized that human resource practices targeted to older workers would be related to perceived insider status through how older workers perceived their supervisor managed these practices (perceived procedural and interpersonal justice). We also hypothesized that perceived insider status would mediate the relationship between perceived contribution and intention to remain. We conducted two studies to test the hypothesized model. Study 1 participants (N = 236) were a diverse group of older workers and Study 2 participants (N = 420) were older registered nurses. Using structural equation modeling, we found support for the hypothesized model. All of the hypothesized relationships were significant in Study 2 and all except one were significant in Study 1. Older workers will want to remain a member of their organization when their organization engages in practices tailored to the needs of older workers, their supervisor implements these practices fairly, and their organization conveys that it values the contribution of its older workers thereby fostering a strong sense of belonging.

This longitudinal study tested a model of the mechanisms through which HR practices are linked to older nurses' intention to remain with their hospital. The participants were 528 registered nurses aged 45 to 67 years. The study focused on two HR practices, flexible work options and performance evaluation practices, which are more directly under the influence of the immediate supervisor. Supervisor-related procedural justice mediated the relationship between the HR practices and perceived supervisor support (PSS), and in turn, PSS was associated with enhanced perceived organisational support (POS). POS partially mediated the relationship between PSS and affective commitment, and affective commitment fully mediated the relationship between POS and older nurses' intention to remain with their hospital. The findings indicated that fostering older nurses' commitment and ultimately retention requires HR practices relevant to older nurses, supportive and fair supervisors, and a hospital that values their contribution and cares about their well-being.

Resource constraints and retention issues associated with an ageing workforce have challenged non-profit institutions. Human resource management professionals in these organisations can stem the loss of organisational learning by developing strong social exchanges that encourage employees to pursue post-retirement volunteering. This paper developed a conceptual model that described how ageing workers may evaluate and connect the quality of the relationships they build at work through social exchanges to their fit with the organisation, workgroup and vocation. Alignment of fit may create an intention to volunteer upon retirement, although we argue that this will be strengthened if the organisation is perceived to value volunteering activities. This value is also shaped through social exchange and might include attitudes toward the extra-role activities of both employees and volunteers in the current organisation.

Co-operative education gives students the opportunity to observe important interpersonal skills while applying their technical knowledge. Eighty students on their second and third co-op work terms described communication incidents in face-toface,mobile text, and mobile voice situations perceived to have shaped relationships with their managers. Richness is provided by a qualitative analysis that asks students to express their feelings about how they are talked to by their supervisors. Results identify some apparent themes with respect to the use of message content and tone, media selection and message timing. They also show that students appear to value face-to-face communication and reveal that social extra-role relationships are important to student feelings of selfefficacy and attributions of manager effectiveness. These connections may form the basis for student development of their own communication styles. The results lead to suggestions of how to make the learning of communication skills more tangible within co-op programs.