Early Experience and Later Outcomes of Education: Schooling Transition Evidence from Indonesia

This paper investigates the effect of early school experience on later educational attainment. Using the Indonesia Family Life Survey (IFLS), we find that students who repeat a grade at primary school are less likely to progress to junior high school. We also find that grade retention is associated with lower rates of transition from junior high school to senior high school. The relationship persists across years and samples. Meanwhile, the age of students when starting school and the hours they spend there have limited effects on whether they continue their schooling. We also observe that the effects of parental education and household income on the transition of students from primary school to junior high school are weakening. Given the long-term impact of grade retention, policymakers should be cautious when recommending it for underachieving children and should look for alternatives.     

Retaining and engaging older workers: A solution to worker shortages in the U.S.

Over the next 20 years, many organizations will experience significant shortages of skilled workers. At the same time, because of longer lifespans and a gradual rise in what society has considered the traditional retirement age of 65, older workers will represent a growing proportion of the American workforce. For a variety of reasons, many of these older workers desire to continue working and, if retained and engaged, they constitute a significant labor source for mitigating the emerging shortages of skilled workers. However, many organizations are not prepared to take advantage of this demographic shift; some even generate barriers that impede the retention and engagement of older workers. In this article, we identify a variety of ways in which organizations can retain and engage older workers to meet their staffing needs and enhance organizational performance. We also discuss the relationship of these proposals to prominent theories of motivation in management.     

以顾客为视角的公司价值评估

选取五个国外公司，通过公司最重要的无形资产——顾客来评价公司价值。实证研究发现，顾客保持率对公司的价值影响最大。     

Negligent hiring: Reducing the risk

In recent years, the responsibility of employers to hire people who are not dangerous or violent has been heightened by the tort, negligent hiring. The courts have ruled that certain employers owe a special duty to employees and third parties (e.g., customers or clients) to protect them from the harmful or criminal acts of other employees. This article contrasts negligent hiring to respondent superior and negligent entrustment, describes the components of negligent hiring, and reviews important legal cases. The article also discusses how employers can minimize the risk of negligent hiring through prudent human resource practices.     

最优再保险的期权博弈分析

期权博弈理论把期权定价和博弈论结合起来分析在连续时间和不确定性下的动态多人决策问 题。本文运用这种方法首先分析了超额损失再保险的期权特性,用期权定价技术为其定价,然后构建一个 完全信息动态博弈模型分析了原保险人和再保险人的最优策略和均衡结果,给出了无套利条件下的最优超 额损失再保险。与传统精算及其它经济分析文献不同,在此框架下得到的最优再保险保费体现了市场因 素,并反映了利益冲突的保险主体之间顺序动态决策的事实。     

Localization and Customer Retention for Franchise Service Systems

This is one of the first studies to explore customer retention in reference to the franchisee–customer relationship. A subsequent objective was to examine localization and standardization from a franchise unit and system-level perspective. Data was collected using a self-administered survey based on customers of pet grooming services in Australia. Findings suggest that the addition of a customer retention perspective reveals a greater depth to the franchisee–customer relationship. Importantly, this implies that there are additional factors likely to influence franchisee–customer retention within franchise outlets. We suggest that individual franchise units, in cooperation with local customers, should co-create local marketing initiatives.     

A study on risk retention regulation in asset securitization process

We study the impacts of the recently proposed risk retention regulation for asset securitization, i.e. the issuer has to retain a certain proportion of securitized assets. We also consider the frequently discussed measure to require the issuer disclose certain information of the securitized assets. In a dynamic model with asymmetric information between a risk-averse originating bank and a continuum of risk-averse investors, we find that it is impossible for a flat-rate retention requirement to be optimal for all asset types. Although both risk retention and information disclosure regulations are effective in reducing investors’ informational loss, neither can unconditionally enhance social welfare upon the unregulated case. For both measures, there are associated regulatory cost: risk retention regulation aggravates adverse selection problem because it undermines the channel of informational revelation by the choice of securitization intensity, and information disclosure requirement incurs a signalling cost by distorting banks’ securitization intensity in sending signals. Under an appropriate set of conditions we find that information disclosure requirement complements risk retention regulation when investors are sufficiently risk averse.     

浅谈企业的人才留用机制与人力资源管理问题

进入现代社会,企业之间的竞争日益激烈,而要想在激烈的市场竞争中站稳脚跟,就必须加强企业的人才储备。本文对人才留用机制的建设和人力资源管理方面提出一些意见和建议以供参考。     

Economic evaluation of human urinary kallindinogenase for patients with acute ischemic stroke in China

Objectives: In China, both human urinary kallindinogenase (HUK) and 3-n-butylphthalide (NBP) are recommended for clinical use to improve cerebral blood circulation during an acute ischemic stroke (AIS). The objective was to evaluate the economic value of HUK vs NBP for patients with AIS from a Chinese payer’s perspective.

Methods: An economic evaluation based on data of patients who have been treated with either HUK (n?=?488) or NBP (n?=?885) from a prospective, phase IV, multi-center, clinical registry study (Chinese Acute Ischemic Stroke Treatment Outcome Registry, CASTOR) was conducted to analyze the cost and effectiveness of HUK vs NBP for AIS in China. Before the analysis, the patients were matched using propensity score. Both a cost-minimization analysis and a cost-effectiveness analysis were conducted to compare the matched pairs. A bootstrapping exercise was conducted for the matched arms to demonstrate the probability of one intervention being cost-effective over another for a given willingness-to-pay for an extra quality-adjusted life-year (QALY).

Results: After propensity score matching, 463 pairs were matched. The overall medical cost in the HUK arm is USD 2,701.20, while the NBP arm is USD 3,436.83, indicating HUK is preferred with cost-minimization analysis. Although the QALY gained in the HUK arm (0.77176) compared with the NBP arm (0.76831) is statistically insignificant (p?=?.4862), the cost-effectiveness analysis as exploratory analysis found that, compared with NBP, HUK is a cost-saving strategy with the lower costs of USD 735.63 and greater QALYs gained of 0.00345. Among the 5,000 bootstrapping replications, 100% indicates that HUK is cost-effective compared with NBP under a 1-time-GDP threshold; and 97.12% indicates the same under a 3-time-GDP threshold.

Conclusion: This economic evaluation study indicates that administrating HUK is a cost-saving therapy compared with NBP for managing blood flow during AIS in the Chinese setting.     

Antecedents of Truck Drivers’ Job Satisfaction and Retention Proneness

The aim of this study was to (1) explore the antecedents of truck drivers’ job satisfaction, (2) identify the impact of financial and nonfinancial job properties on satisfaction with the job and with one's employer, and (3) the drivers’ proneness to retaining their jobs. Based on the extant literature, we develop a conceptual model that is tested using survey data for 164 truck drivers. Multiple linear and ordinal logistic regressions were used to estimate the proposed effects. The results reveal that nonfinancial job properties and satisfaction with one's employer affect job satisfaction is statistically significant. Financial and nonfinancial job properties affect satisfaction with one's employer whereas the former shows a lower impact compared to the latter. Satisfaction with the job and one's employer impacts retention proneness. The contribution of this study was to (1) add to the understanding of the factors that predict retention of truck drivers in relationship to job satisfaction and (2) highlight the different roles of financial and nonfinancial job properties in this specific work context.