Women in Management ReviewGender issues in home‐based business operation and training: an Australian overviewScott Holmes Sharyn Smith Georgie Cane

Article information:To cite this document:Scott Holmes Sharyn Smith Georgie Cane, (1997),"Gender issues in home#based business operation and training: anAustralian overview", Women in Management Review, Vol. 12 Iss 2 pp. 68 - 73Permanent link to this document:http://dx.doi.org/10.1108/09649429710162839

Downloaded on: 11 November 2014, At: 07:49 (PT)References: this document contains references to 21 other documents.To copy this document: permissions@emeraldinsight.comThe fulltext of this document has been downloaded 396 times since 2006*

Users who downloaded this article also downloaded:Elizabeth Walker, Beverley Webster, (2004),"Gender issues in home#based businesses", Women in Management Review,Vol. 19 Iss 8 pp. 404-412Helene Ahl, Teresa Nelson, Fiona Wilson, Stephen Tagg, (2010),"Social constructionism and personal constructivism:Getting the business owner's view on the role of sex and gender", International Journal of Gender and Entrepreneurship, Vol.2 Iss 1 pp. 68-82

Access to this document was granted through an Emerald subscription provided by 549136 []

For AuthorsIf you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors serviceinformation about how to choose which publication to write for and submission guidelines are available for all. Pleasevisit www.emeraldinsight.com/authors for more information.

About Emerald www.emeraldinsight.comEmerald is a global publisher linking research and practice to the benefit of society. The company manages a portfolio ofmore than 290 journals and over 2,350 books and book series volumes, as well as providing an extensive range of onlineproducts and additional customer resources and services.

Emerald is both COUNTER 4 and TRANSFER compliant. The organization is a partner of the Committee on PublicationEthics (COPE) and also works with Portico and the LOCKSS initiative for digital archive preservation.

*Related content and download information correct at time of download.

Dow

nloa

ded

by O

ND

OK

UZ

MA

YIS

UN

IVE

RSI

TY

At 0

7:49

11

Nov

embe

r 20

14 (

PT)

Introduction

In response to a range of economic and socialfactors, it appears that the number of peopleoperating a business from home is increasingsignificantly[1,2]. Home-based businesses(HBBs) are usually in the very small business(micro; <5 employees) segment. HBBs alsohave a separate set of characteristics associat-ed with being located in the home of theoperator. Owners of HBBs typically havedifferent needs and motivations for businessownership. However, to date there is limitedresearch and information on this growingsector. The term “home-based business” iscommonly used to refer to business opera-tions which primarily take place from a domi-cile/private residence or are centred on ahome-base. In addition, the domicile is usual-ly the residence of the owner(s).

Smith and Hutchinson[3] have proposedthat an increasing number of women arechoosing to leave corporate organizationsbecause of their dissatisfaction with tradition-al organizational cultures, which have contin-ued with a “glass ceiling” approach[3]. Inaddition, women are leaving organizationsbecause of a lack of work flexibility and fami-ly-oriented policies[4]. Associated with this isthe significant evidence relating to the diffi-culty of re-entry into the workforce for womenwho have children[5,6]. It is suspected thatsome of these women will turn to self-employ-ment[3,7,8], many of them based at home. Atthis stage, the influence of gender-relatedissues on home-based business operations is arelatively unknown variable.

Several researchers have identified thatwomen continue to face certain barriersassociated with operating their own business,such as socialization practices, educationalexperiences, family roles, and a general lack ofbusiness contacts[9-11]. The issue of familyroles is particularly prevalent, as, despite theincreased participation of women in the paidlabour force, women are still maintainingprimary responsibility for child care andassociated household duties[6,12]. The needto accommodate family-related issues, asopposed to other factors, such as the tradi-tional characteristics of small and medium-sized enterprises, has been the basis of recentdiscussion in the research, but these issues

68

Women in Management ReviewVolume 12 · Number 2 · 1997 · pp. 68–73© MCB University Press · ISSN 0964-9425

Gender issues in home-based businessoperation and training:an Australian overview

Scott HolmesSharyn Smith andGeorgie Cane

The authorsScott Holmes is Professor of Accounting and Head of theGraduate School of Business and Sharyn Smith is SeniorResearch Assistant in the Graduate School of Business atthe University of Newcastle, Australia.Georgie Cane is Chief Executive of Business Skills,Victoria, Australia.

AbstractRecent research has shown that home-based businesses(HBBs) are increasing, and that a significant number ofwomen are seeking such self-employment. Summarizesthe results of a recent large-scale survey examiningvarious aspects of HBB operation in Australia. Finds thatthere are significant gender differences associated withHBB operation, including reasons for HBB start-up, lifestage and age of operator, business assistance, and theperceived negative factors associated with HBB operation.Also notes that some training issues differ significantlywith respect to the propensity to undertake training andthe type of training preferred and finds that the majority offemale operators are operating their HBB with children athome. Calls for more research into the implications of HBBoperators working at home with their children.

The authors would like to thank Cynthia Websterfor her comments on an earlier draft of this paper.

Dow

nloa

ded

by O

ND

OK

UZ

MA

YIS

UN

IVE

RSI

TY

At 0

7:49

11

Nov

embe

r 20

14 (

PT)

have not been explored in businesses based inthe home.

Method

Two large-scale telephone surveys were con-ducted. Confronted with the difficulties ofachieving a large viable sample of HBBs, thesample for the first telephone survey wasgenerated randomly from business advertise-ments in local, suburban and regional news-papers. While completion of the interviewswas still in place, it became apparent that thetype of businesses in the sample were predom-inantly trade-based, with professional HBBsbeing underrepresented. Relatively olderbusinesses also tended to advertise more, withthe age of the HBBs skewed to this end.

To rectify the sample a second telephonesurvey was conducted by placing HBB ques-tions in the AGBMcNair Omnibus[13],which randomly dials households throughoutAustralia, administering a questionnaireconsisting of several topics. Each householdwas questioned on whether they were operat-ing an HBB and, if they were, subsequentquestions followed. Using this sampling it wasdiscovered that approximately 12 per cent ofhouseholds surveyed were operating an HBB,which indicates that there are more HBBsthan the Australian Bureau of Statistics datapredict[1,2].

The telephone surveys were followed by amore focused and detailed mail survey, repre-senting a sub-set of those owners canvassed inthe telephone surveys. A 30 per cent responserate was achieved from the mail question-naire, with approximately 228 usable ques-tionnaires received. The issues highlighted inthis paper reflect the result obtained from themail surveys.

Profiling the HBB sector and genderissues

Previous research suggests that women tendto open businesses in industries that are nottypically dominated by men[14,15]. Thisappears to be only partly true for the HBBsector, with women represented in some ofthe traditionally male-dominated industries,such as maintenance (Table I). However,some differences are still evident with womenoperators dominating catering and businesssupport services, and men dominating com-puting and maintenance services.

There appears to be an approximately equalproportion of new male and female HBBoperators (Table II). However, overall therewas a significant difference between time inbusiness of male and female HBB owners (χ2 = 10.27, p < 0.05). From Table II it can beseen that this difference occurs primarily inthe 1-5 years and 6-10 years categories. Therewas a lower than expected number of femalebusinesses in operation for 1-5 years, and ahigher than expected number in the 6-10years category.

There is a significant difference in the agedistribution of male and female HBB opera-tors (χ2 = 109.6, p < 0.001, see Table III).Male HBB operators tend to be older, with 41per cent over 50, compared with only 14 percent of female owners over 50. Female

69

Gender issues in home-based business operation and training

Scott Holmes, Sharyn Smith and Georgie Cane

Women in Management Review

Volume 12 · Number 2 · 1997 · 68–73

Table I Percentage of business operated

Business type Total Male Female

TradeMaintenance (e.g. plumbing, building) 18 20 14Domestic services (e.g. cleaning) 9 10 8Industrial (e.g. dressmaking) 5 4 5Personal (e.g. hairdressing) 2 2 3Total 34 36 30

ProfessionalBusiness consultant (e.g. tax agent) 14 18 7Education (e.g. teaching) 6 5 7Business support (e.g. secretarial) 5 2 10Computing (e.g. software) 2 4 –Total 27 29 24

OtherPrimary productions 13 11 17Pet services 5 4 7Entertainment 4 4 3Catering 3 1 7Hand crafts 2 2 3Other 10 13 9Total 37 35 46

Table II Time in home-based business

Age of business (n = 228) Male (%) Female (%)

Less than 6 months 8 96-12 months 9 101-5 years 38 326-10 years 16 22More than 10 years 29 27Total 100 100

Note: χ2 = 10.27, df = 4, p < 0.05

Dow

nloa

ded

by O

ND

OK

UZ

MA

YIS

UN

IVE

RSI

TY

At 0

7:49

11

Nov

embe

r 20

14 (

PT)

operators seem to be concentrated heavily inthe 30-40 years category.

There was a significant difference betweenmale and female HBB operators’ life stages(χ2 = 80.9, p < 0.001, see Table IV). It appearsthat female HBB operators are operatingbusinesses while they have children living athome, with the majority (60 per cent) offemale HBB operators in this category. This iscompared with 37 per cent of males who havechildren living at home (Table IV). The“other” category includes single parents,divorced and widowed. Male operators aremore likely to be in business after the childrenhave left the home, compared with femaleoperators. A major issue associated withfemale HBB operation would be the fact thatthe majority of females are operating an HBBwhile children are at home. Severalresearchers have addressed the issues of work-ing mothers[16] and the impact of corporatework-family policies[6,17], but this has con-centrated on mothers who leave the home towork.

The difference in age and life stage of male and female HBB operators could be

attributed to the fact that HBB operators arestarting businesses as a response to specificcritical incidents in their lives. Males arepredominantly starting HBB businesses as aresult of retirement or retrenchment and theneed for greater control (Table V). This iscompared with women who are predominant-ly starting HBBs as a response to family inci-dents, “to spend more time with children”and “to have children”. One of the majorcontributing factors reflecting overall differ-ences between gender in the HBB segment isthe reason for HBB start-up.

It has been suggested that female businessoperators are disadvantaged as a result oflower formal education levels[9-11]. This isprevalent in the HBB sample, with 26 per centof females attaining tertiary level education,compared with 52 per cent of male HBBoperators (Table VI). These figures suggestthat, by conventional standards, female HBBoperators are significantly less educated.

Research has also asserted that female-owned businesses tend to be, on average,smaller than male-owned. This tends not tobe the case in the HBB segment (Table VII).From an examination of the number of peoplehelping the business, it appears that femaleoperators tend to have more people assistingthe business, with 21 per cent of female busi-nesses having more than two people assistingcompared with 9 per cent of males’ HBBs.However, what is apparent from these figures

70

Gender issues in home-based business operation and training

Scott Holmes, Sharyn Smith and Georgie Cane

Women in Management Review

Volume 12 · Number 2 · 1997 · 68–73

Table III Age of operator

Age (years) (n = 228) Male (%)a Female (%)

Under 20 1 120-29 9 1230-39 23 3640-49 26 3450-59 31 12Over 60 10 2Non-response 0 3Total 100 100

Notes: χ2 = 109.58, df = 3, p < 0.001a

a(Under 20 and 20-29) and (50-59 and 60 plus) age categories weremerged together for the chi-square analysis owing to small cellfrequencies

Table IV Life stage of operator

Life stage (n = 228) Male (%) Female (%)

Single/never married 17 11Married, no children 11 8Married, children at home 37 60Married, children left home 25 12Other 10 6Non-response 2 3Total 100 100

Note: χ2 = 80.9, df = 4, p < 0.001

Table V Reasons for HBB start-up

Reason Male (%) Female (%)

Spend time with family/have children 1 18Make more money by working for self 11 17Greater control independence 27 13Experimenting/wanting something different 6 13Retired/retrenched 20 9Supplement household income 4 6Other 31 24Total 100 100

Table VI Formal education of HBB operator

Type of education Male (%) Female (%)

Primary 5 1Secondary 39 64Tertiary 52 26Non-response 4 9Total 100 100

Note: χ2 = 109, df = 3, p < 0.001

Dow

nloa

ded

by O

ND

OK

UZ

MA

YIS

UN

IVE

RSI

TY

At 0

7:49

11

Nov

embe

r 20

14 (

PT)

is the large percentage of both male andfemale-operated businesses which have noone assisting them in their business.

Negative factors of HBB operation

It appears that male and female HBB opera-tors tended to have some differing perceptionsof the negative factors associated with theirbusiness (Table VIII). Typical negative factorsassociated with operating a small business,such as instability of income, and the numberof hours worked were featured highly by HBBoperators. The most prominent negativefactor associated with operating an HBBbusiness was “no stability in income/peaksand troughs in earnings”, which was indicatedby 50 per cent of the respondents. Males weremore likely to mention financial security andthe instability of income from a small businessas negative factors of operating an HBB (56per cent of males, compared with 38 per centof females).

The number of hours worked is also atypical complaint of small business owners,and it was reported as a negative element ofHBB ownership by a large number of HBBowners. A slightly higher proportion of males

(31 per cent) reported this negative factor,compared with female (27 per cent) HBBoperators. The actual hours worked in thebusiness did not differ by gender, with 25 percent of males and 24 per cent of femalesstating that they work over 50 hours in anaverage working week.

It appears that “social isolation” is a majornegative factor for HBB operators, particular-ly women. Approximately 25 per cent ofwomen found “lack of social interaction/noone to talk to” a negative factor of operatingan HBB, compared with 16 per cent of males.This is partly due to the large percentage ofmale and female operators who stated that noone was assisting them in their business.

It brings us to pose the question as to whywomen operators tend to feel more isolatedthan men, even though it was previouslydiscovered that women have significantlymore people assisting them in their business-es. There are several possible explanations forsuch a difference. One possible explanation,which will need further investigation, is thatthe older and retired male operators actuallyhave their spouse at home with them. Eventhough women have more people assisting,female operators are less likely to have thiscommitted support full-time, as their spousemay work out of the home.

Several researchers have discovered that,when experiencing stress, females were morelikely to seek social support and want to talkto others about work-related issues thanmen[18-20]. This greater need for socialsupport by females could partly explain whymore female HBB operators are experiencingdifficulty with isolation. Further, womenoperators, being younger and less experi-enced, may not have had the opportunity toset up informal network systems to supportthem. Research on business networks hasdiscovered that women often seek out otherwomen for assistance, when possible[21], andconsequently have smaller networks. It isbelieved that this may limit women’s access tocertain resources[9]. Further isolation mayresult owing to this lack of business support.

A further negative factor which appearsrelated to the nature of an HBB concerns thefact that operating a business from homelimits the business owner’s privacy, and thatthe home no longer feels like a “sanctuary”,a separate area from the work environment.Again, it appeared that females were signifi-cantly more inclined to report this negative

71

Gender issues in home-based business operation and training

Scott Holmes, Sharyn Smith and Georgie Cane

Women in Management Review

Volume 12 · Number 2 · 1997 · 68–73

Table VII Number of people assisting in HBB

Number helping Male (%) Female (%)

None 38 311 41 262 9 183 5 9>3 4 12Non-response 3 4Total 100 100

Note: χ2 = 79.7, df = 4, p < 0.001

Table VIII Negative factors of operating an HBB

Factor Male (%) Female (%)

No stability of income/peaks andtroughs in earnings 56 38

Number of hours worked 31 27Always at beck and call of customers/

always contactable 21 24No privacy/home is no longer the sanctuary 17 29Lack of social interaction/no one to talk to 16 25Must constantly push yourself/must

discipline yourself 16 17

Note: Multiple response questions

Dow

nloa

ded

by O

ND

OK

UZ

MA

YIS

UN

IVE

RSI

TY

At 0

7:49

11

Nov

embe

r 20

14 (

PT)

factor, with 29 per cent of females reportingthis compared with 17 per cent of males. Thegreater emphasis by female HBB operators onthis issue could be partly attributed to the factthat a larger proportion of female operatorsare also caring for children in the home as wellas operating their business. This suggests thatsignificantly more female operators are find-ing it difficult to differentiate between familyand work life.

Training issues

A slightly higher percentage of male HBBoperators said that they would undertaketraining in the next 12 months (39 per cent)compared with female operators (31 percent). However, when these figures are com-pared with the percentage of participantsindicating they had undertaken training in thepast 12 months a significant difference isevident. A much lower percentage of male (23per cent) and female (16 per cent) operatorsindicated they had undertaken training in thepast 12 months, compared with those thatintend to undertake training in the next 12months. This deficit in actual training partici-pation could be attributed to the nature ofoperating an HBB, as many HBB operatorsmay intend to attend training, but as a resultof work commitments do not actually do so.This appears to be slightly more prevalent infemale operators, which in fact may be attrib-uted to the additional family commitments.Female HBB operators may be further con-strained from attending training as they havechildren to care for.

Additional insights into the gender differ-ences associated with training can be gainedby examining gender and preferred methodsof delivery for training. The most preferredmethod by female operators was a “TAFE oruniversity course”, with 18 per cent of femalespreferring this, compared with only 7 per centof male operators. A further 11 per cent offemales preferred a seminar, compared with 2per cent of males. Male operators tended toprefer a more informal “hands-on” approachwith 12 per cent nominating a workshop asthe preferred method, compared with just 2per cent of female operators. This may be afactor of the differing industries in whichmales and females are concentrated, withtraining for education and business supportmore suited to such formal institutions. Thisresearch calls for further investigation into the

factors driving the obvious differencesbetween gender training preferences.

HBB operators were questioned aboutprevious actions to “keep their skills up-to-date”. It appeared that the most popularactivity for keeping “up-to-date” for womenwas to attend seminars, with 22 per cent offemales reporting attendance, compared with14 per cent of male operators. The mostpopular method for male HBB operators wasreading books and journals, with 26 per centof males nominating this, compared with 17per cent of female HBB operators. It could bedifficult for female operators to keep theirskills up to date in this manner as they mustconstantly care for their children, and theironly alternative is actually to leave home andthe children to obtain training; but, as previ-ously discussed, this must be difficult.

It has been suggested that females tend toseek more social support about work-relatedissues. This may influence their preference fortraining that is out of the home, and involvesother people with whom they can interact.The greater feeling of “isolation” noted byfemale operators may also influence trainingpreferences as they prefer methods that do notisolate them further but enable interaction.

Conclusion

A significant gender difference was discoveredin the reason for business start-up. A largeproportion of males were predominantlystarting their HBB business in response toretirement and retrenchment. The mostsignificant reason for females to start an HBBoperation was in response to family-relatedincidents (i.e. to have children, and to spendmore time with children). The different rea-sons for start-up are likely to be directly relat-ed to the age and life stage of HBB operators.It is probable that a combination of factorsresulting from discrepancies in the reason forbusiness start-up will further influence theoperator in a variety of ways.

A related finding is that the majority offemale HBB operators have children at home.The actual effect that the presence of childrenin the home have on the operation of thebusiness, and the operator, is a relativelyunknown area and further research into thisissue appears warranted. In this research it hasbeen suggested that having children at homehas affected female HBB operators on severallevels. It was proposed that female operators

72

Gender issues in home-based business operation and training

Scott Holmes, Sharyn Smith and Georgie Cane

Women in Management Review

Volume 12 · Number 2 · 1997 · 68–73

Dow

nloa

ded

by O

ND

OK

UZ

MA

YIS

UN

IVE

RSI

TY

At 0

7:49

11

Nov

embe

r 20

14 (

PT)

may feel more socially isolated as they arefurther “constrained” to the home by thepresence of children, and they are more likelyto feel a lack of privacy. The presence of chil-dren may also limit the training alternativesconsidered, which may have resulted in theobserved lower training attendance by femaleHBB operators. This is further compoundedby the fact that it was discovered that femaleHBB operators have significantly lower educa-tion levels than male HBB operators.

Training providers and policy makersshould consider the issue of children whenimplementing training and small businessinitiatives. Child care is not only an issue forparents who work out of the home – theremust also be some consideration for the par-ents who work at home with their children.

Note and references

1 Australian Bureau of Statistics (ABS), PersonsEmployed at Home, Australia, April 1989,Cat. No. 6275.0.

2 Australian Bureau of Statistics (ABS), PersonsEmployed at Home, Australia, March 1990,Cat. No. 6275.0.

3 Smith, C. and Hutchinson, J., “Addressing genderissues in management education: an Australianinitiative”, Women in Management Review, Vol. 9 No.7, 1994, pp. 29-33.

4 Catalyst, Flexible Work Arrangements II: Succeedingwith Part-time Options, Catalyst, New York, NY, 1993.

5 Gooch, L., “The career experiences of women inpersonnel”, Women in Management Review, Vol. 9No. 1, 1994, pp. 17-20.

6 Schwartz, D.B., “The impact of work-family policies onwomen’s career development”, Women in Manage-ment Review, Vol. 11 No. 1, 1996, pp. 5-9.

7 Cromie, S. and Hayes, J., “Towards a typology offemale entrepreneurs”, Sociological Review, Vol. 36No. 1, 1988, pp. 87-113.

8 Smith, C., “Career development for women: someAustralian initiatives”, Women in ManagementReview, Vol. 8 No. 3, 1993, pp. 17-22.

9 Alderidge, H.E., “Networking among women entre-preneurs”, in Hagan, O., Rivchun, C. and Sexton, D.(Eds), Women-Owned Businesses, Praeger, New York,NY.

10 Kalleberg, A. and Leicht, K., “Gender and organiza-tional performance: determinants of small businesssurvival and success”. Academy of ManagementReview, Vol. 34 No. 1, 1991, pp. 136-61.

11 Goffee, R. and Scase, R., “Business ownership andwomen’s subordination: a preliminary study of femaleproprietors”, Sociological Review, Vol. 31 No. 4, 1983,pp. 625-48.

12 Hochschild, A., The Second Shift, Viking Penguin, NewYork, NY, 1989.

13 AGBMcNair, one of Australia’s leading marketresearch companies, conduct a fortnightly Omnibus,telephone which is a administered questionnaire,consisting of several separate individual issues. Thesample is generated by a computer-aided randomdialling process, which is representative, based onAustralian Bureau of Statistics statistical divisions.This ensures the representativeness of the sample;for example, election polls are conducted in thismanner.

14 Birley, S., “Female entrepreneurs: are they reallydifferent?”, Journal of Small Business Management,January 1989, pp. 32-6.

15 Losocco, K.A. and Robinson, J., “Barriers to women’ssmall-business success in the United States”, Gender and Society, Vol. 5 No. 4, December 1991, pp. 511-33.

16 Young, C., Balancing Work and Families: A Demo-graphic Study of Women’s Labour Force Participation,Women’s Research Employment Initiatives Program:DEET, Australian Government Publishing, Canberra,1990.

17 Kramer, R., “Affirmative action in the 1990s: contra-dictory developments in a challenging environment”,Women in Management Review, Vol. 8 No. 3,1993,pp. 12-16.

18 Burke, R.J. and Belcourt, M.L., “Managerial role stressand coping responses”, Journal of Business Adminis-tration, Vol. 5 No. 2, 1974, pp. 223-63.

19 McDonald, L.M. and Korabik, K., “Sources of stressand ways of coping among male and female man-agers”, in Perrewe, P.L. (Ed.), Handbook on Job Stress,Select Press, New York, NY, 1991, pp. 185-99.

20 Lim, V.K.G. and Teo, T.S.H., “Gender differences inoccupational stress and coping strategies”, Women inManagement Review, Vol. 11 No. 1, 1996, pp. 20-28.

21 Alderich, H. and Reece, R., “Women on the verge of abreakthrough: networking among entrepreneurs inthe US and Italy”, Entrepreneurship and RegionalDevelopment, Vol. 1 No. 4, 1989, pp. 339-56.

73

Gender issues in home-based business operation and training

Scott Holmes, Sharyn Smith and Georgie Cane

Women in Management Review

Volume 12 · Number 2 · 1997 · 68–73

Dow

nloa

ded

by O

ND

OK

UZ

MA

YIS

UN

IVE

RSI

TY

At 0

7:49

11

Nov

embe

r 20

14 (

PT)

This article has been cited by:

1. Dr Julia Rouse, Lorna Treanor, Dr Emma Fleck, Doris Ruth Eikhof, Juliette Summers, Sara Carter. 2013. “Women doingtheir own thing”: media representations of female entrepreneurship. International Journal of Entrepreneurial Behaviour &Research 19:5, 547-564. [Abstract] [Full Text] [PDF]

2. Colin M. Mason, Sara Carter, Stephen Tagg. 2011. Invisible Businesses: The Characteristics of Home-based Businesses inthe United Kingdom. Regional Studies 45:5, 625-639. [CrossRef]

3. Colin Mason. 2010. Editorial: Home-based business: Challenging their Cinderella status. Small Enterprise Research 17:2,104-111. [CrossRef]

4. Janice Redmond, Elizabeth A Walker. 2010. Home-based business policy and return on investment for the community. SmallEnterprise Research 17:2, 150-164. [CrossRef]

5. Karen L Orengo Serra, Nora Picón Garcia. 2010. Home-based business owners in the aesthetics industry in Puerto Rico.Small Enterprise Research 17:2, 137-149. [CrossRef]

6. Delwyn N Clark, Heather Douglas. 2010. Micro business: Characteristics of home-based business in New Zealand. SmallEnterprise Research 17:2, 112-123. [CrossRef]

7. Diane-Gabrielle Tremblay, Emilie Genin. 2008. Money, Work–Life Balance and Autonomy: Why do IT Professionals ChooseSelf-Employment?. Applied Research in Quality of Life 3:3, 161-179. [CrossRef]

8. Rowena Barrett, John Burgess, Elizabeth Walker, Calvin Wang, Janice Redmond. 2008. Women and work‐life balance: ishome‐based business ownership the solution?. Equal Opportunities International 27:3, 258-275. [Abstract] [Full Text] [PDF]

9. Malin Tillmar. 2007. Gendered small‐business assistance: lessons from a Swedish project. Journal of European IndustrialTraining 31:2, 84-99. [Abstract] [Full Text] [PDF]

10. Diane-Gabrielle Tremblay, Catherine Chevrier, Martine Di Loreto. 2006. Le travail autonome : une meilleure conciliationentre vie personnelle et vie professionnelle… ou une plus Grande interpénétration dDes temps sociaux?. Loisir et Société /Society and Leisure 29:1, 117-155. [CrossRef]

11. Ohood Al Roomi, Mohamed Ibrahim. 2004. Performance Determinants of Home‐Based Businesses in Dubai. Journal ofEconomic and Administrative Sciences 20:2, 61-82. [Abstract] [PDF]

12. Elizabeth A Walker. 2003. Home-based businesses: Setting straight the urban myths. Small Enterprise Research 11:2, 35-48.[CrossRef]

Dow

nloa

ded

by O

ND

OK

UZ

MA

YIS

UN

IVE

RSI

TY

At 0

7:49

11

Nov

embe

r 20

14 (

PT)