Senior entrepreneurship in economically constrained contexts: A qualitative exploration

Basándose en las teorías del desarrollo psicológico y de la inserción mixta, los autores del presente artículo tratan de identificar por qué algunas personas mayores en el contexto egipcio se dedican activamente al autoempleo mientras que otras lo evitan.

La muestra empírica consistió en entrevistas semiestructuradas a 30 empresarios senior que han desarrollado actividades empresariales durante al menos un año. Posteriormente se utilizó el análisis temático para determinar las ideas principales de las transcripciones de las entrevistas.

Los autores identificaron las tres categorías de motivos siguientes: culturales (consideraciones religiosas, modelos de éxito globales y locales, creación de redes y reconocimiento social), económicos (conocimientos empresariales y capital mínimos necesarios, ausencia de impuestos y de registro de la empresa, expectativas de beneficios y de un mercado garantizado y pensiones insuficientes para cubrir las necesidades vitales) y de envejecimiento y motivaciones individuales (revivir su herencia civilizatoria, abundancia de tiempo y escapar de la soledad). Consideramos que estos factores explican por qué las personas mayores se dedican a actividades empresariales. Además, los autores constataron que el estado de salud de las personas mayores, la influencia negativa sobre la pensión y el escaso capital disponible son las principales razones por las que algunas personas mayores evitan trabajar por cuenta propia.

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When Grand Societal Challenges Stimulate the Creation of Public Value: A Study of Nurses in a Non-Western Public Healthcare Sector

Este estudio pretende explorar en qué medida los grandes retos sociales motivan a los burócratas de a pie a crear activamente valor público y por qué. La muestra empírica comprende entrevistas semiestructuradas a 36 enfermeras que trabajan en cuatro hospitales públicos de Egipto. Posteriormente se aplicó un análisis temático a las transcripciones de las entrevistas semiestructuradas para destacar los principales temas relacionados con este asunto. Los resultados muestran que los encuestados (enfermeros en este caso) han aceptado la idea de crear valor público trabajando horas extra no remuneradas, participando activamente en los turnos de noche y atendiendo a los refugiados que llegan. Esto es el resultado de las tres categorías de motivos siguientes: Motivos humanitarios (consideraciones religiosas, aprecio y alabanza de los refugiados, deseo de emigrar), motivos relacionados con el trabajo (mayor sensación de poder discrecional, aplicación de la orientación o las directrices de la administración del hospital, aprovechamiento de los últimos avances en instrumental médico) y motivos patrióticos (comprensión de que los refugiados son una fuente de divisas, creación de un clima de diversidad cultural del que carece Egipto, garantía de colaboración entre los hospitales y el sector privado). Este estudio contribuye a la literatura emergente sobre los grandes retos de la sociedad y la creación de valor público por parte de los burócratas de a pie, sobre los que escasean los estudios empíricos, especialmente en el contexto de las naciones en desarrollo.

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Artículos en revistas arbitradas

• Mousa, M., Althalathini, D. and Puhakka, V. (2025), When Grand Societal Challenges Stimulate the Creation of Public Value: A Study of Nurses in a Non-Western Public Healthcare Sector. Public Admin Dev. https://doi.org/10.1002/pad.2093
• Mousa, M., Marquina, P. and Fernández Concha, R.A. (2025). When age really matters: digital entrepreneurship of seniors in Latin American contexts. Management Research. https://doi.org/10.1108/MRJIAM-11-2024-1631
• Mousa, M. & Arslan, A. (2025). Navigating between Grand Challenges and Unusual Work Setbacks: How Do Public Managers Use Strategic Human Resources Management?. Public Organizion Review. https://doi.org/10.1007/s11115-025-00843-y
• Mousa, M., & Arslan, A. (2025). Strategic human resources management in times of economic uncertainty: a lifebuoy for employees?. Journal of Organizational Effectiveness: People and Performance. https://doi.org/10.1108/JOEPP-06-2024-0279
• Mousa, M., Marquina, P., & Fernández, R. A. (2025). Does socio-emotional selectivity really matter? Self-employment of seniors in Peru. International Journal of Organizational Analysis. https://doi.org/10.1108/IJOA-09-2024-4803
• Mousa, M., Arslan, A., & Lange, T. (2025). When extreme events become the norm:how do artisan entrepreneurs adapt identity. International Journal of Organizational Analysis, 33(12), 35-55. https://doi.org/10.1108/IJOA-07-2024-4647
• Mousa, M., Arslan, A., & Pahlevansharif, S. (2025). Senior entrepreneurship in economically constrained contexts: A qualitative exploration. Journal of Entrepreneurship and Public Policy. https://doi.org/10.1108/JEPP-08-2024-0147
• Mousa, M., Shahzad, F., & Shabana, M. (2024). Digital entrepreneurship among Egyptian women: Autonomy, experience, and community. Journal of Small Business and Enterprise Development, 31(7), 1378-1399. https://doi.org/10.1108/JSBED-11-2023-0560
• Mousa, M., Ayoubi, R., & Puhakka, V. (2024). Able or disabled: why should neurodiverse students experience improved access to public universities? An exploratory study. Higher Education, Skills and Work-based Learning, 14(5), 1011–1025. https://doi.org/10.1108/HESWBL-06-2023-0163
• Mousa, M., Althalathini, D., & Abdelgaffar, H. (2024). Cronyism as a coping strategy: How do female academics deal with the lack of emancipative support?. Asia-Pacific Journal of Business Administration, 16(4), 979-993. https://doi.org/10.1108/APJBA-12-2022-0527
• Mousa, M., Abdelgaffar, H., Salem, I. E., Chaouali, W., & Elbaz, A. M. (2024). From harasser tourists to above the law managers: Female tour guides strategies for coping with sexual harassment. Asia-Pacific Journal of Business Administration, 16(4), 958-978. https://doi.org/10.1108/APJBA-10-2022-0429
• Mousa, M., Del Aguila, L., & Abdelgaffar, H. (2024). How might responsible management education (RME) be used to develop responsible leadership skills among students in business schools?. European Journal of Training and Development, 48(7-8), 833-850. https://doi.org/10.1108/EJTD-02-2023-0018
• Chaouali, W., Haddoud, M., Mousa, M., Elbaz, A., Aloui, N., & Dekhil, F. (2024). Understanding Muslim frontline employees’ perceived religious discrimination and emotional exhaustion. Journal of Services Marketing, 38(6), 731-745. https://doi.org/10.1108/JSM-08-2023-0312
• Mousa, M., & Avolio, B. E. (2024). Context really matters: Why do women artisans in the Peruvian context avoid the sole ownership of their enterprises?. Journal of Entrepreneurship and Public Policy, 13(4), 599–617. https://www.emerald.com/insight/content/doi/10.1108/JEPP-09-2023-0087/full/html
• Mousa, M. (2024). Refugee entrepreneurship in a non-western country: How do Syrian refugee entrepreneurs respond to diaspora consciousness and negative prejudice?. International Migration, 62(3), 57-72. https://doi.org/10.1111/imig.13260
• Mousa, M., Arslan, A., & Szczepanska-Woszczyna, K. (2024). Hosting mega sporting events in the extreme hospitality context: Why do hotel employees engage so intensively in their job duties?. International Journal of Organizational Analysis. https://doi.org/10.1108/IJOA-12-2023-4138
• Mousa, M. (2024). What determines the engagement of nurses in organisational learning post Covid-19? The role of street-level bureaucracy and Florence Nightingale theories. Public Integrity. https://doi.org/10.1080/10999922.2024.2348902
• Mousa, M., Althalathini, D., & Avolio, B. E. (2024). Autonomy, competence, and relatedness: How and why do artisan entrepreneurs act as responsible leaders?. Journal of Small Business and Enterprise Development. https://doi.org/10.1108/JSBED-07-2023-0342
• Mousa, M., & Avolio, B. E. (2024). Why might home-based work duties be perceived by female academics as extreme? A qualitative study. Asia-Pacific Journal of Business Administration, 16(5), 1259–1274. https://doi.org/10.1108/APJBA-08-2023-0365
• Mousa, M., & Abdelgaffar, H. (2024). Emancipation really matters: Why family firms might be a preferable choice for Syrian refugees in Egypt? An exploratory study. International Migration, 62(1), 37-53. https://doi.org/10.1111/imig.13193
• Mousa, M., Arslan, A., Cooper, C., & Tarba, S. (2024). Live like an ant to eat sugar: nurses’ engagement in extreme work conditions and their perceptions of its ethicality. The International Journal of Human Resource Management, 35(2), 309-332. https://doi.org/10.1080/09585192.2023.2237877
• Mousa, M., Avolio, B. E., & Molina, V. (2024). The Incas have no end: women artisans in Peru and the continuity of their entrepreneurial activity. International Journal of Organizational Analysis. https://doi.org/10.1108/IJOA-09-2023-3974
• Mousa, M., Arslan, A., Abdelgaffar, H., Seclen, J., & De la Gala, B. (2024). Extreme work environment and career commitment of nurses: empirical evidence from Egypt and Peru. International Journal of Organizational Analysis, 32(1), 58-79. https://doi.org/10.1108/IJOA-08-2022-3400
• Mousa, M. (2024). From announcing their pregnancy to returning to work: The experience of pregnant street-level bureaucrats in non-western public contexts. Public Integrity. https://doi.org/10.1080/10999922.2024.2304763
• Mousa, M., & Abdelgaffar, H. (2023). They sell Shawarma and pain: how do refugee entrepreneurs include host-country citizens? Evidence from a non-Western country. Tourism and Hospitality Research, 25(1), 15-26. https://doi.org/10.1177/14673584231182992
• Mousa, M., Tarba, S., Arslan, A., & Cooper, S. (2023). When extreme work becomes the norm: an exploration of coping strategies of public sector nurses. Public Management Review, 27(1), 297-316. https://doi.org/10.1080/14719037.2023.2246493
• Mousa, M., Arslan, A., & Abdelgaffar, H. (2023). Psychological contract of employees in family-owned hotels: the role of talent management practices. Journal of Family Business Management, 13(4), 1306-1319. https://doi.org/10.1108/JFBM-03-2023-0029
• Mousa, M., & Arslan, A. (2023). Responsible leadership practices in the hospitality sector family businesses: Evidence from an emerging market. Journal of Family Business Management, 13(4), 1429-1442. https://doi.org/10.1108/JFBM-01-2023-0008
• Mousa, M., Avolio, B. E., & Pahlevan Sharif, S. (2023). Emancipation and street-level bureaucracy in non-western contexts: The representation of neurodiverse individuals in public sector organizations. Public Integrity. https://doi.org/10.1080/10999922.2023.2247867
• Mousa, M., Althalathini, D., & Abdelgaffar, H. (2023). The gendered use of cronyism in academic contexts: does social exchange really matter?. International Journal of Educational Management, 37(5), 968-985. https://doi.org/10.1108/IJEM-04-2022-0165
• Mousa, M., & Arslan, A. (2023). To what extent does virtual learning promote the implementation of responsible management education? A study of management educators. The International Journal of Management Education, 21(2). https://doi.org/10.1016/j.ijme.2023.100772
• Mousa, M., Abdelgaffar, H., & Del Aguila, L. (2023). To what extent do management educators embed Globally Responsible Humanism (GRH) in their courses and why? An exploratory study. Journal of Education for Business, 98(8), 435-442. https://doi.org/10.1080/08832323.2023.2223891
• Mousa, M., & Abdelgaffar, H. (2023). Career shock of hotel employees and their individual resilience: an exploratory study. Consumer Behavior in Tourism and Hospitality, 18(2), 228-240. https://doi.org/10.1108/CBTH-06-2022-0134
• Mousa, M., & Avolio, B. E. (2023). Continuing working from home in the academic context: what do female academics prefer?. Globalisation, Societies and Education. https://doi.org/10.1080/14767724.2023.2207122
• Mousa, M., & bdelGaffar, H. (2022). Coping with sexual harassment in the Egyptian context: A study on female academics. Equality, Diversity and Inclusion: An International Journal, 41(6), 907-926. https://doi.org/10.1108/EDI-10-2021-0281
• Mousa, M. (2022). Disability of non-academic employees in public universities: an exploration of daily work experiences. International Journal of Educational Management, 36(6), 877-891. https://doi.org/10.1108/IJEM-07-2021-0287
• Mousa, M., & Chaouali,, W. (2022). Job crafting, meaningfulness and affective commitment by gig workers towards crowdsourcing platforms. Personnel Review. https://doi.org/10.1108/PR-07-2021-0495
• Mousa, M. (2022). Winterizing the Egyptian spring: why might business schools fail to develop responsible leaders?. European Journal of Training and Development. https://doi.org/10.1108/EJTD-11-2021-0194
• Mousa, M., & Monowar, M. (2022). Mental Illness of Management Educators: Does Holding Multiple Academic Jobs Play a Role? A Qualitative Study. Public Organization Review. https://doi.org/10.1007/s11115-022-00612-1
• Mousa, M., & Samara, G. (2022). The institutional limitations of émancipation : the inclusion of disabled employees in the Egyptian public context Post Page 6 of 15 COVID-19. International Journal of Public Administration. https://doi.org/10.1080/01900692.2022.2049815
• Abdulrahman, H., Mousa, M., Chaouali, W., Mjahed, S., McKnight, H., & Patrick, N. (2022). Using humanness and design aesthetics to choose the “best” type of trust: a study of mobile banking in France. International Journal of Retail and Distribution Management, 50(2), 251-275. https://doi.org/10.1108/IJRDM-04-2021-0159
• Mousa, M., Chaouali, W., & Mahmood, M. (2022). The Inclusion of gig employees and their career satisfaction: Do individual and collaborative job crafting play a role?. Public Organization Review. http://doi.org/10.1007/s11115-021-00596-4
• Mousa, M., & Samara, G. (2021). Mental health of business academics post COVID-19: Can meaningful work help? A qualitative study. Employee Relations. https://www.emerald.com/insight/content/doi/10.1108/ER-04-2021-0170/full/html
• Mousa, M. (2021). It is not a man’s world: perceptions by male faculty of the status and representation of their female colleagues. International Journal of Educational Management, 35(7), 1476-1491. https://doi.org/10.1108/IJEM-03-2021-0104
• Mousa, M. (2021). From Intersectionality to substantive representation: determinants of the representation of women faculty in academic contexts: voices of Egyptian academic leaders. International Journal of Public Administration, 46(2), 97-106. https://doi.org/10.1080/01900692.2021.1990317
• Mousa, M., Ayoubi, R., & Massoud, H. (2021). Gender, Workplace Fun and Organizational Inclusion. Euromed Journal of Business, 16(4), 512-525. https://doi.org/10.1108/EMJB-12-2019-0149
• Mousa, M., & Chaouali, W. (2021). Inspiring workplace happiness: the role of religiosity and organizational trust in academic contexts. Asia-Pacific Journal of Business Administration, 14(4), 658-674(17). https://doi.org/10.1108/APJBA-08-2021-0416
• Mousa, M., Ayoubi, R., & Massoud, H. (2021). Workplace Fun, Organizational Inclusion and Meaningful Work: an Empirical Study. Public Organization Review(21), 393–408. https://doi.org/10.1007/s11115-020-00496-z
• Mousa, M. (2021). The hidden curriculum in business schools: Does it initiate the implementation of responsible management education in fragile Page 7 of 15 states? A conceptual analytical study. Journal of Education for Business, 97(6), 393-400. https://doi.org/10.1080/08832323.2021.1973944
• Mousa, M., Massoud, H., & Ayobi, R. (2021). Responsible Management Education in Time of Crisis: A Conceptual Framework for Public Business Schools in Egypt and Similar Middle Eastern Context. Public Organization Review volume(22), 403–419. https://doi.org/10.1007/s11115-021-00532-6
• Mousa, M., Chaouali, W., Aboramadan, M., Ayoubi, R., & Abdelgaffar, H. (2021). Effects of rectors’ narcissism on academics’ silence and commitment in the context of public universities. International journal of organizational analysis. International Journal of Organizational Analysis, 29(4), 974-988. https://doi.org/10.1108/IJOA-03-2020-2063
• Ghulam, M., & Mousa, M. (2021). Understanding the Role of Self-Efficacy in Moderating Work-Family Interface and Emotional Exhaustion. Human systems management, 40(3), 353-364. https://www.researchgate.net/publication/343542154_Understanding_the_Role_of_Self-Efficacy_in_Moderating_Work-Family_Interface_and_Emotional_Exhaustion
• Mousa, M. (2021). Academia is racist: Barriers women faculty face in the academic context. Higher education quarterly, 76(4), 741-758. https://doi.org/10.1111/hequ.12343
• Mousa, M. (2021). COVID-19 and responsible management education (RME) among others: why should public business schools feel threatened?. International Journal of Educational Management, 35(3), 579- 593. https://doi.org/10.1108/IJEM-10-2020-0453
• Mousa, M., Ayoubi, R., & Massoud, H. (2021). Contexts of organisational learning in developing countries: the role of training programmes in Egyptian public banks. Personnel Review,, 51(3), 1169-1186. https://doi.org/10.1108/PR-06-2020-0453
• Mousa, M. (2021). How workplace fun is experienced in the banking sector? A qualitative study. Employee Relations, 43(3), 687-703. https://doi.org/10.1108/ER-04-2020-0156
• Mousa, M. (2021). How workplace fun is experienced in the banking sector? A qualitative study. Employee Relations, 43(3), 687-703. https://doi.org/10.1108/ER-04-2020-0156
• Mousa, M. (2021). Does Gender Diversity Affect Workplace Happiness for Academics? The Role of Diversity Management and Organizational Inclusion. Public Organization Review(21), 119-135. https://doi.org/10.1007/s11115-020-00479-0
• Mousa, M. (2021). Responsible management education (RME) post COVID-19: what must change in public business schools?. Journal of Management Development, 40(2), 105-120. https://doi.org/10.1108/JMD-10-2020-0316
• Mousa, M., Hiba, M., Rami, M., & Ghulam, M. (2021). Why Him Not ME? Inclusive/Exclusive Talent Identification in Academic Public Context. International Journal of Public Administration, 45(10), 747-759. https://doi.org/10.1080/01900692.2021.1887217
• Mousa, M., Massoud, H., & Ayoubi, R.M. (2020). Gender, diversity management perceptions, workplace happiness and organizational citizenship behaviour. Employee relations, 42(6), 1249-1269. https://doi.org/10.1108/ER-10-2019-0385
• Mousa, M., Abdelgaffar, H., Chaouali, W., & Aboramadan, M. (2020). Narcissistic leadership, employee silence and organizational cynicism: A study of physicians in Egyptian public hospitals.. International journal of public administration, 44(15), 1309-1318. https://doi.org/10.1080/01900692.2020.1758719
• Mousa, M., Massoud, H., & Ayoubi, R.M. (2020). Organizational learning, authentic leadership and resistance to change: a study on Egyptian academia. Management research, 18(1), 5-28. https://www.emerald.com/insight/content/doi/10.1108/MRJIAM-05-2019-0921/full/html
• Mousa, M., Abdelgaffar, H., Chaouali, W., & Aboramadan, M. (2020). Organizational learning, organizational resilience and the mediating role of multi-stakeholder networks: A study of Egyptian academics. Journal of workplace learning. Journal of workplace learning, 32(3), 161-181. https://doi.org/10.1108/JWL-05-2019-0057
• Mousa, M., Massoud, H., Ayoubi, R.M., & Puhakka, V. (2020). Barriers of organizational inclusion: a study among academics in Egyptian public business schools. Human systems management, 39(3), 1-13. https://www.researchgate.net/publication/339924198_Barriers_of_organizational_inclusion_A_study_among_academics_in_Egyptian_public_business_schools
• Mousa, M., & Ayoubi, R. (2019). Inclusive/exclusive talent management, responsible leadership and organizational downsizing: A study among academics in Egyptian business schools. Journal of management development, 38(2), 87-104. Scopus
• Mousa, M., & Puhakka, V. (2019). Inspiring Organizational Commitment: Responsible Leadership and Organizational Inclusion in the Egyptian Health Care Sector. Journal of management development, 38(3), 208-224. Scopus
• Mousa, M. (2019). Organizational inclusion, responsible leadership and physicians’ psychological contract: A study from Egypt. Equality diversity and inclusion: international journal, 39(2).
• Mousa, M., Ayoubi, R., & Abdelgaffar,, H.A. (2019). Responsible management education in Egyptian public business schools: are academics ready?. Journal of management development, 38(8), 681- 696.
• Mousa, M., & Ayoubi, R. (2019). Talent management practices: a study on academic in Egyptian public business schools. Journal of management development., 38(10), 833-846.
• Mousa, M., Puhakka, V., & Abdelgaffar, H. (2019). Climate change, responsible leadership and physicans’ organizational commitment: A study from Egypt. Management of environmental quality, 30(5), 945-962. https://doi.org/10.1108/MEQ-11-2018-0198
• Mousa, M. (2019). Responsible leadership, Diversity and Physicians’ organizational Commitment: A study from Egypt. International Journal of Emerging Markets. https://doi.org/10.1108/IJoEM-06-2017-0217
• Mousa, M. (2018). Inspiring work-life balance: Responsible leadership among female pharmacists in the Egyptian health sector. Entrepreneurial business and economics review, 6(1), 71-90.. https://doi.org/10.15678/EBER.2018.060104
• Mousa, M. (2018). The effect of cultural diversity challenges on organizational cynicism dimensions: A study from Egypt. Journal of Global Responsibility, 9(3), 133-155.
• Mousa, M., Sai, A. & Salhin, G. (2018). An exploration for the motives behind enhancing senior banker’s level of organizational resilience: A holistic case study. Journal of intercultural management, 9(4), 141-163.
• Mousa, M. (2017). Organizational cynicism and organizational commitment in Egyptian primary public education: when spring yields black flowers. Management research and practice, 9(3), 13-29.
• Mousa, M. (2017). How do nurses perceive their cultural diversity? An exploratory case study. African journal of business management, 11(17),446-455.
• Mousa, M. & Abdelgaffar, H. (2017). A float over uncertainty and cynicism: an experience from Egypt. Journal of commerce and management thought, 8(3), 508-530.
• Mousa, M., Sai, A. A., & Salhin, G. (2017). An Exploration for the Motives behind Enhancing Senior Banker’s Level of Organizational Resilience: A Holistic Case Study. Journal of Intercultural Management, 9(4), 141-163. doi: https://doi.org/10.1515/joim-2017-0025
• Mousa, M. (2017). Clouds over Egypt: Culture Traits and Organizational Commitment in Public Education. International Journal of Education and Management Studies, 7(2), 251-258.
• Alas, R., & Mousa, M. (2016). Cultural diversity and business schools’ curricula: a case from Egypt. Problems and perspectives in management, 14(2), 130-137. https://www.researchgate.net/publication/305154794_Cultural_diversity_and_business_schools’_curricula_A_case_from_Egypt
• Alas, R. & Mousa, M. (2016). Cultural diversity and business schools’ curricula: a case from Egypt. Problems and perspectives in management, 14(2), 130- 137.
• Alas, R. & Mousa, M. (2016). Organizational culture and workplace spirituality. International journal of emerging research in management and technology, 5(3).
• Mousa, M. & Alas, R. (2016). Workplace spirituality and organizational commitment: a study on primary public schools’ teachers in Menoufia (Egypt). African journal of business management, 10(10).
• Mousa, M. & Alas, R. (2016). Cultural diversity and organizational commitment: A study on teachers of primary public schools in Menoufia (Egypt). International Business Research 9(7).
• Mousa, M. & Alas, R. (2016). Mousa, M. & Alas, R. (2016). Uncertainty and Teachers’ Organizational Commitment in Egyptian Public Schools. European Journal of Business and Management, 8(20), 38- 47.
• Mousa, M. & Alas, R. (2016). Organizational commitment: a case study of Egyptian Teachers Post Revolution. International Journal of Business Administration, 7(4), 33- 42.

Capítulos en libros

• Mousa, M. (2021). Organizational Commitment in the Public Context: A Voice from a Parallel Planet. Farazmand A. (eds) Global Encyclopedia of Public Administration, Public Policy, and Governance. Springer, Cham.. https://doi.org/10.1007/978-3-319-31816-5_4227-1
• Mousa, M. (2021). Organizational Inclusion in Arabian Public Contexts. Farazmand A. (eds) Global Encyclopedia of Public Administration, Public Policy, and Governance. Springer, Cham.. https://doi.org/10.1007/978-3-319-31816-5_4334-1
• Mousa, M. (2021). Responsible Leadership in Public Contexts. Farazmand A. (eds) Global Encyclopedia of Public Administration, Public Policy, and Governance. Springer, Cham.. https://doi.org/10.1007/978-3-319-31816-5_4333-1
• Mousa, M. (2021). Work from Home in the Public Sector Context Post-Covid-19: Challenges and Barriers.. Farazmand A. (eds) Global Encyclopedia of Public Administration, Public Policy, and Governance. Springer, Cham. https://doi.org/10.1007/978-3-319-31816-5_4343-1
• Mousa, M. (2020). Diversity Management in Egyptian Public Contexts: When the Heat Yields Cold Reactions.. Farazmand A. (eds) Global Encyclopedia of Public Administration, Public Policy, and Governance. Springer, Cham. https://doi.org/10.1007/978-3-319-31816-5_4114-1

El profesor Mohamed Samy Saad Mousa centra sus investigaciones en la gestión del talento, el liderazgo responsable y la inclusión organizacional. Sus estudios buscan comprender cómo las empresas y las instituciones pueden fomentar entornos laborales más inclusivos y equitativos, promoviendo prácticas de liderazgo ético y sostenible. Entre sus investigaciones más destacadas se encuentra “Strategic human resources management in times of economic uncertainty: a lifebuoy for employees?”, publicado en Journal of Organizational Effectiveness: People and Performance, donde analiza el papel de la gestión estratégica de recursos humanos en la estabilidad laboral durante períodos de crisis económica. Asimismo, en su artículo “Digital entrepreneurship among Egyptian women: Autonomy, experience, and community”, publicado en el Journal of Small Business and Enterprise Development, examina las barreras y oportunidades para las emprendedoras en el ámbito digital.

Metodológicamente, el profesor Mousa emplea enfoques cualitativos y cuantitativos, incluyendo análisis de entrevistas, estudios de caso y modelos econométricos para evaluar el impacto de las políticas de inclusión y liderazgo en la productividad organizacional. Sus investigaciones abordan problemáticas como la discriminación en el lugar de trabajo, la falta de diversidad en los procesos de toma de decisiones y la necesidad de desarrollar estrategias efectivas de gestión del talento en entornos multiculturales. Su enfoque interdisciplinario combina elementos de la gestión empresarial con la psicología organizacional, proporcionando herramientas para la implementación de estrategias inclusivas en el ámbito corporativo.

Sus principales hallazgos indican que las empresas con estrategias de liderazgo responsable y diversidad bien estructuradas logran mayor compromiso de sus empleados y mejores resultados organizacionales. Sus estudios han sido publicados en revistas indexadas como International Journal of Organizational Analysis y Public Management Review, consolidando su impacto en la academia y la práctica empresarial. Como alternativa de solución, propone políticas de inclusión más sólidas, programas de desarrollo de liderazgo adaptados a la diversidad y estrategias de gestión del cambio que permitan integrar de manera efectiva prácticas responsables en las organizaciones.

Palabras clave: Gestión del talento, liderazgo responsable, inclusión organizacional, emprendimiento digital y sostenibilidad corporativa.

• Reconocimiento a la Investigación (RI) 2023, Pontificia Universidad Católica del Perú (PUCP) (2024).
• Reconocimiento a la Calidad de la Investigación 2023, CENTRUM PUCP (2024).
• Reconocimiento a la Investigación (RI) 2022, Pontificia Universidad Católica del Perú (PUCP) (2023).
• Fellow of Higher Education, Higher education academy (Enero 2020 – Junio 2020).
• Associate Fellow of Higher Education, Higher Education Academy, United Kingdom (Marzo 2019 – Agosto 2019).