Large Non-Union Companies: How Do They Avoid a Catch 22?

Large non-union companies might be expected to enjoy extensive work-force flexibility deriving from their high-wage, high-involvement strategies. However, where there is a strong local union presence, this might be expected to exert a strong dampening effect on the levels of internal flexibility achieved. Such companies, fearful of union organization, could not then enjoy the freedoms that might be associated with a non-union strategy. Research conducted in the Republic of Ireland on large non-union US companies operating in the electronics industry suggests a conceptual framework indicating how a Catch-22 situation is avoided in these companies.     

Getting Shut Out of the International Capital Markets: It Doesn't Take Much*

We use a simple model of international lending to show that an emerging market borrower who might default can be shut out of international capital markets without warning. A modest haircut on obligations, for example, can shut down lending.     

An interest rate defense of a fixed exchange rate?

Defending a government's exchange-rate commitment with active interest rate policy is not an option in first-generation models of speculative attacks. In those models, the interest rate is the passive reflection of currency-depreciation expectations. In this paper, we show how to adapt the first-generation framework to allow for an interest rate defense. It is shown that increasing domestic currency interest rate before the attack makes domestic assets more attractive according to an asset substitution effect, but weakens the domestic currency by increasing the government's fiscal liabilities. As a result, an interest rate defense can be successful only conditional on sound fiscal policy.     

The Future European Labor Supply: The Critical Role of the Family

The European employment strategy initiated in 1997 is critically dependent upon the further integration of women into the labor market. The European Union has set a specific target employment rate for women of 60 percent by 2010 and is also committed to providing more and better child care facilities. This gender focus is reinforced by the requirement for gender mainstreaming in all aspects of European employment policy. There is an implied Europe-wide, universal policy of encouraging female labor-market participation and reducing the care work performed by domestic labor. However, the European Commission continues to have limited competence in areas of family, social, and welfare policy. As a result, these common employment objectives for women are thus being pursued against a background of quite different systems of social, family, welfare, and indeed labor-market organization. These systems have different economic and employment implications, such that the outcomes of the common European employment strategy will also be highly variable.     

Estimating the expected marginal rate of substitution: A systematic exploitation of idiosyncratic risk

We develop a methodology to estimate the shadow risk free rate or expected intertemporal marginal rate of substitution, “EMRS”. Our technique relies upon exploiting idiosyncratic risk, since theory dictates that idiosyncratic shocks earn the EMRS. We apply our methodology to recent monthly and daily data sets for the New York and Toronto Stock Exchanges. We estimate EMRS with precision and considerable time-series volatility, subject to an identification assumption. Both markets seem to be internally integrated; different assets traded on a given market share the same EMRS. We reject integration between the stock markets, and between stock and money markets.     

High‐Performance Work Systems in Professional Service Firms: Examining the Practices‐Resources‐Uses‐Performance Linkage

Professional service firms (PSFs) play an important role in the knowledge‐based economy. Their success is highly dependent on their people, the knowledge resources they possess, and how they use these resources. However, how to systematically manage human resources to attain high performance is not fully understood. This study addresses this issue by investigating the linkage mechanisms through which high‐performance work systems (HPWS) influence the performance of PSFs. We integrate resource‐based and dynamic capability theories in order to identify and investigate two intervening mechanisms that link HR practices to firm performance. The first mechanism is the intellectual capital resources comprising the human, social, and organizational capital that HPWS create. The second mechanism is the uses to which both HPWS and resources can be applied, operationalized as organizational ambidexterity, the simultaneous exploitation of existing knowledge and exploration of new knowledge. These mechanisms are hypothesized to link HPWS to firm performance in the form of a practices‐resources‐uses‐performance linkage model. Results from a longitudinal study of 93 accounting firms support this linkage model. © 2015 Wiley Periodicals, Inc.     

Inflation targeting and business cycle synchronization

Inflation targeting seems to have a small but positive effect on the synchronization of business cycles; countries that target inflation seem to have cycles that move slightly more closely with foreign cycles. Thus the advent of inflation targeting does not explain the decoupling of global business cycles, for two reasons. Indeed business cycles have not in fact become less synchronized across countries.     

The impact of diversity and equality management on firm performance: Beyond high performance work systems

This article demonstrates that a diversity and equality management system (DEMS) contributes to firm performance beyond the effects of a traditional high‐performance work system (HPWS), which consists of bundles of work practices and policies used extensively in high‐performing firms. A DEMS typically includes diversity training and monitoring recruitment, pay, and promotion across minority or other disadvantaged groups. Our analysis of quantitative data from service and manufacturing organizations in Ireland confirms that HPWS practices are associated with positive business performance and finds specifically that DEMS practices are positively associated with higher labor productivity and workforce innovation and lower voluntary employee turnover. © 2010 Wiley Periodicals, Inc.