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1.
Trade openness is an important determinant of the inflation process. The effect of trade openness on inflation, however, is still an issue of debate at both theoretical and empirical levels. This study tried to provide a contribution to the literature by examining the relationship between inflation and trade openness in Tunisia over the period 1975Q1-2015Q4 using a nonlinear model. The originality of this study stems from the fact that it is the first investigation considering both the Residual-Based Tests for Cointegration in Models with the Regime Shifts and Threshold Regression model. The linear model confirms the existence of a positive relationship between inflation and trade in Tunisia. Yet, considering the nonlinear model, trade openness growth and Consumer Price Index (CPI) inflation growth show a statistically significant negative link as long as the trade openness evolution does not exceed the threshold. Nevertheless, if the trade openness growth is higher than the threshold, integrating the trade positively affects CPI inflation. Furthermore, a positive influence of Money supply growth on this type of inflation was noticed in Tunisia in all the considered regimes proving the effect of monetary factors on inflation level. Consequently, trade openness could be used to control inflation in Tunisia. 相似文献
2.
This study examines the moderating effects of corporate social responsibility (CSR) on the association between market orientation
and firm performance in the context of an emerging economy. The results from a sample of firms that operate in Dubai indicate
that CSR has a synergistic effect on the impact of market orientation on business performance. The results of our research
on the moderating effects of CSR on market orientation subsets reveal that although CSR moderates the association between
customer orientation and business performance, it does not moderate the association between competitive orientation and inter-functional
coordination and performance. The results of this study are discussed, and implications for practitioners and researchers
are presented. 相似文献
3.
This study examines the process and outcomes of cultivating external legitimacy through the employment of host country nationals by multinational enterprises’ (MNEs) affiliates in the United Arab Emirates. It builds on the literatures of both institutional theory and legitimacy. Analysis of data obtained from 48 managers of MNE's affiliates located in the UAE shows that in sectors where the employment of host country nationals is almost taken for granted such as in banking, MNEs are driven by a sense of appropriateness and social legitimacy. In contrast, in sectors where the employment level of UAE nationals is almost nonexistent, those MNEs engaging in localization are driven by the logic of economic efficiency and tend to employ nationals in order to extract rent from the government. The authors discuss the results and their managerial and policy implications. 相似文献
4.
This paper focuses on talent management failure by multinational enterprises (MNEs). It examines barriers to corporate advancement of talents located in subsidiaries and more specifically on promotion of talent already employed by the MNE to be part of the upper echelon management team at its centre. Drawing on agency and bounded rationality theories, we discuss the underlying causes of talent management failure in MNEs. At the subsidiary level, we draw on agency theory to delineate self-serving mechanisms displayed by subsidiary managers that might hinder effective talent management systems throughout the MNE. At the headquarter level, we use bounded rationality to explain how decision-making processes, and information top management teams use to make decisions about talent management results in overlooking talents at subsidiary level. 相似文献
5.
Paul Jackson Senior Lecturer Kamel Mellahi Lecturer Leigh Sparks Professor of Retail Studies 《The Service Industries Journal》2013,33(3):355-371
Internationalisation is a much-studied phenomenon. Exit from international markets has been less analysed. Where it has been studied, most work has been on motives and causes, with relatively little on processes. This article explores the process of international exit in a retail context. It examines the run-up to, announcement of and fall-out from the decision by Marks and Spencer (one of Britain's leading retailers) to close its French stores. The article concludes that understanding the process of market exit is at least as important both for theoretical and practical reasons as understanding the decision to exit or divest. Further research needs to be undertaken on market exit and the processes involved, in order to contribute further to the theory and practice of internationalisation. 相似文献
6.
Mehmet Demirbag Kamel Mellahi Sunil Sahadev Joel Elliston 《Journal of World Business》2012,47(2):178-185
Indian Business Process Outsourcing (BPO) exports industry has witnessed an exponential growth over the last few years. This has been accompanied by a shortage of talented skilled workers to serve the BPO sector. Attracting and retaining talented employees has become the chief challenge of HR departments in the BPO industry. This study examines the demographic antecedents of job abandonment among call centre employees in India using a large firm level data. The theoretical and practical implications of the findings are discussed. 相似文献
7.
Clustering at the Movies 总被引:3,自引:0,他引:3
Weekly box office revenues for approximately 100 successful motion pictures are analyzed by use of a finite mixture regression technique to determine if regular sales patterns emerge. Based on an exponential decay model applied to market share data, four clusters of movies, varying in opening strength and decay rate, are found. Characteristics of the clusters and implications for future research are discussed. 相似文献
8.
This paper introduces a new stochastic clustering methodology devised for the analysis of categorized or sorted data. The
methodology reveals consumers' common category knowledge as well as individual differences in using this knowledge for classifying
brands in a designated product class. A small study involving the categorization of 28 brands of U.S. automobiles is presented
where the results of the proposed methodology are compared with those obtained from KMEANS clustering. Finally, directions
for future research are discussed.
Wayne S. DeSarbo is the S. S. Kresge Distinguished Professor of Marketing and Statistics, and Michael D. Johnson is Associate
Professor of Marketing, both at the University of Michigan's School of Business Administration. Kamel Jedidi is Assistant
Professor of Marketing at Columbia University's Graduate School of Business. The authors gratefully acknowledge DuPont Incorporated
for providing financial support for this research. 相似文献
9.
Kamel Mellahi Jedrzej George Frynas 《International Journal of Human Resource Management》2016,27(8):876-905
This study advances our understanding of HRM within emerging market multinational enterprises (EM-MNEs) by examining the extent to, and mechanisms by, which Brazilian MNEs standardise or localise their performance management (PM) policies and practices, and the factors that influence their design and implementation. We explored these issues through qualitative case studies of three Brazilian MNEs. The analysis of interview data reveals a strong tendency for Brazilian MNEs to centralise and standardise their PM policies and practices. The key finding of this paper is that PM practices within Brazilian MNEs are not based on indigenous Brazilian practices, but, rather, are heavily influenced by global best practices. The findings are at odds with previous research, which suggests that EM-MNEs apply different HR practices in developed country subsidiaries and developing country subsidiaries. Also, contrary to expectations, our results indicate that institutional distance does not have a significant influence on the adaptation of PM practices at subsidiary level. 相似文献
10.
Strategic talent management: A review and research agenda 总被引:1,自引:0,他引:1
Despite a significant degree of academic and practitioner interest the topic of talent management remains underdeveloped. A key limitation is the fact that talent management lacks a consistent definition and clear conceptual boundaries. The specific contribution of the current paper is in developing a clear and concise definition of strategic talent management. We also develop a theoretical model of strategic talent management. In so doing we draw insights from a number of discreet literature bases. Thus, the paper should aid future research in the area of talent management through (1) helping researchers to clarify the conceptual boundaries of talent management and (2) providing a theoretical framework that could help researchers in framing their research efforts in the area. Additionally, it aids managers in engaging with some of the issues they face with regard to talent management. 相似文献