Socio-institutional determinants of educational resource efficiency according to the capability approach: An endogenous stochastic frontier analysis

We investigate the role of private and public resources in educational attainments and the socio-institutional determinants of educational resource efficiency in Italy. Following the Sen's capability approach, we consider social capital and the quality of government part of the social conversion factors through which resources can be converted into human capabilities, such as education. We analyze the case of Italy by constructing a new longitudinal dataset from 1993 to 2012, using repeated cross sections from the main social survey of the Italian Statistical Institute and a panel stochastic frontier model that takes into account endogeneity. The results show the relative importance of private resources (measured by an ad hoc constructed wealth index), the complementarity between private wealth and public expenditures on education, and the positive impact of social capital and the quality of government on educational resource efficiency.     

Workforce diversity and firm performance: Relational coordination as a mediator and structural empowerment and multisource feedback as moderators

Workforce composition in organizations has become increasingly diverse. As an important step in determining how workforce diversity leads to firm performance, we proposed relational coordination as a mediator through which diversity in age and education indirectly affects firm performance. We also highlighted two human resource management practices (structural empowerment and multisource feedback) as critical contingencies that moderate the effects of workforce diversity on relational coordination and firm performance. We conducted hierarchical multiple regression on multisource data (including responses from senior directors, department directors, managers, and employees, as well as financial performance) from 189 Korean firms in the manufacturing sector, which yielded support for our hypotheses. These findings offer novel theoretical and practical insights into the effective management of workforce diversity.     

Linking employer branding orientation and firm performance: Testing a dual mediation route of recruitment efficiency and positive affective climate

Faced with competitive labor markets, firms increasingly use employer branding to build a qualified workforce and engage their employees. However, our understanding of the impact of employer branding orientation on firm performance and the theoretical firm-level mechanisms underlying this potential impact is very limited. To address this gap, we integrate brand marketing theory with human resource management (HRM) research to develop a model explicating how employer branding orientation is linked to firm performance through a dual route by enhancing both recruitment efficiency (i.e., external route: applicants) and positive affective climate (i.e., internal route: incumbent employees). The results of a multisource study (i.e., top management, human resource managers, employees) with 93 firms show employer branding orientation is positively related to firm performance through positive affective climate but not recruitment efficiency. Using a brand equity approach to HRM, our results advance the literature by demonstrating the generalizability of employer branding effects independent of concrete brand attributes and explaining the firm-level mediating mechanisms linking it to firm performance.     

Inertia Risk: Improving Economic Models of Catastrophes*

We model endogenous catastrophic risk in a new way. We call it “inertia risk”, which accounts for delays between physical variables and the hazard rate – a characteristic often observed in reality. The added realism significantly affects optimal policies relative to the standard model of catastrophic risk. The probability of a catastrophe occurring at some point in time can span the entire interval [0,1], and is not 0 or 1 as is typical in standard models. Inertia risk can also generate path dependences. We illustrate the implications for policy in a simple model of climate change.     

Shifting frontier dynamics in Latin America

The concepts of resource frontier and commodity frontier are often treated interchangeably. This article suggests the benefits of clarifying these concepts because frontiers remain important analytics for understanding drastic land‐use changes and other socio‐environmental transformations. Based on long‐term field research in different parts of South and Central America, we use frontier concepts as heuristic devices to analyze heterogeneous frontier situations and make broader generalizations. Our synchronic and diachronic analyses of frontier dynamics elucidate different frontier modalities and shifting frontier expansions. The concept of commoditizing resource frontier is introduced to explain recent frontier‐makings in Brazilian Amazonia and Cerrado and in the Nicaraguan Río San Juan. Although earlier frontier research took a short‐term time perspective and created conceptualizations based on a single modality of a particular period, our longitudinal analysis shows that drastic changes and complex overlappings are the hallmarks of frontier dynamics.     

Health state utilities associated with caring for an individual with cutaneous T-cell lymphoma (CTCL)

Abstract

Aim

Cutaneous T-cell Lymphoma (CTCL) is a rare form of non-Hodgkin lymphoma characterized by skin lesions, which can negatively impact the quality of life of both patients and their caregivers. The Decision Support Unit (DSU) at the National Institute for Health and Care Excellence (NICE) in the UK recently outlined a rationale for the inclusion of caregiver burden in economic evaluations. This study aimed to estimate utilities for health states associated with being a caregiver for an individual with CTCL at different stages of treatment.     

Promote Competitive Neutrality to Facilitate China’s Economic Development:Outlook,Policy Simulations,and Reform Implementation-A Summary of the Annual SUFE Macroeconomic Report(2019-2020)

Twenty nineteen(2019)marked another year of lethargic growth in the Chinese economy amidst escalated internal and external complexities.Internally,the country's macroeconomic landscape was overcast continuously by fallen consumption growth,plunged growth in manufacturing investment,rapid accumulation of household debt,risen income inequality,and the overhang of local government debt.The nation's external conditions did not fare any better,with drastically declined growth in imports and exports,continued trade tensions with the US,and weakened external demand.Based on the IAR-CMM model,which takes account of both cyclical and secular factors,the baseline real GDP growth rate is projected to be 6.0%in 2020(5.9%using more reliable rather than the official data),with a downside risk.Alternative scenario analyses and policy simulations are conducted,in addition to the benchmark forecast,to reflect the influences of various internal and external uncertainties.The findings emanated from these analyses lead us to stress the importance and urgency of deepening reform to achieve competitive neutrality for China’s transformation into a phase with sustainable and high-quality development.     

人力资源管理与组织绩效关系的实践——国外四大理论的阐释

通过对国际经典文献的梳理和分析，从如何建立对人的管理与组织绩效间的有效联系入手，分别从起源、代表性、重大贡献和主要局限性等角度对研究人力资源管理与组织绩效关系的主要实践方法——最佳实践法、权变法、结构形态法和资源论展开讨论，发现近三十年来，人力资源管理实践方法的研究几乎都围绕着上述这些主流理论展开，推动了上述理论的形成与发展，形成了不同但具有包容性的学说体系。     

The questions we ask: Opportunities and challenges for using big data analytics to strategically manage human capital resources

Big data analytics have transformed research in many fields, including the business areas of marketing, accounting and finance, and supply chain management. Yet, the discussion surrounding big data analytics in human resource management has primarily focused on job candidate screenings. In this article, we consider how significant strategic human capital questions can be addressed with big data analytics, enabling HR to enhance overall firm performance. We also examine how new data sources that help assess workforce performance in real time can assist in the identification and development of the knowledge stars that contribute to firm performance disproportionately as well as help reinforce firm capabilities. But in order for big data analytics to be successful in the HR field, regulatory and ethical challenges must also be addressed; these include privacy concerns and, in Europe, the General Data Protection Regulation (GDPR). We conclude by discussing how big data analytics can facilitate strategic change within HR and the organization as a whole.     

Assessing data quality: A managerial call to action

While awareness of data quality has increased in recent years, there have been very few studies on the actual level of data quality within organizations. This article outlines the analysis of 75 data quality assessments collected over the course of 2 years from a wide range of organizations, data sets, and business processes. The results reveal that data is in far worse shape than most managers realize. On average, 47% of recently created data records have at least one critical error. High-quality data is the exception, with only 3% of the DQ scores rated acceptable (≥97%). Indeed, the results suggest an unhealthy organizational tolerance of bad data and underscore the magnitude of improvement organizations need to make in order to be truly effective in the knowledge economy. By providing a unique insight and benchmark for data quality practitioners, this article serves as a call-to-action for all organizations—regardless of size and type—to determine their level of data quality. Finally, we set out a typology that presents a categorical scheme to promote preemptive actions against the most frequent types of data error.