Prices Paid in Grocery Markets: Searching Across Stores and Brands

Using a large sample of prices paid for 21 homogeneous grocery products available in several brands in each of 16 markets, we simulate the search behavior of a consumer following different shopping strategies using as many as four supermarkets. We find that price search can lead to substantial savings. Brand switching can generate savings at least as large as visiting multiple stores to find the lowest price for a single brand. Buying a private label is usually a better way to save than any amount of search for low prices on national brands. A case study in a small metropolitan area grocery market yields results substantially the same as the simulation results.     

Competition in Markets and Competition for Markets

This paper builds on a distinction that is sometimes made between competition in a market and competition for a market. Competition for a market refers to the struggle to create a new market, or to erect a new standard, and it is usually associated with the process of innovation that brings new displacing technologies to market. Competition in a market is the conventional view of competition, and concentrates on the actions of incumbents and imitative entrants in well-established markets. The paper reviews some of the issues that competition for markets raises for anti-trust policy makers, and then asks whether competition for a market is a perfect substitute for competition in a market.     

论公共组织人力资源管理和组织创新

公共组织的人力资源管理的能力和水平直接关系到政府的行政效率和社会活动效果。提高政府行政效率的重要切入点就是加强行政机构人力资源的开发与管理。通过人力资源管理方法的改善来提高组织效率。同时,为了适应社会环境的变化,创新组织形式也是提高政府行政效率的重要途径。     

Private Equity Finance as a Growth Engine: What It Means for Emerging Markets

Entrepreneurship has long been considered crucial for economic development. An important element of entrepreneurship is the willingness and ability to mobilize private capital from both domestic and foreign sources. The private equity sector in the Middle East and North Africa (MENA) illustrates the role that private capital can play in the development of emerging markets. Data on the employment generation and growth performance of private equity provide evidence that it is an important driver of economic growth globally. This paper draws on initial evidence from the MENA region to illustrate the sector's potential there and in emerging markets generally. It then recommends a new generation of reforms to fuel this growth engine. A survey of MENA’s private equity industry survey conducted for this paper assesses these developments and the sector's need for proactive reforms to support it. It also shows that international financial market interest in private equity finance does not seem to have abated with the recent market bust. The paper concludes by identifying priority areas for future policy and research. JEL Classification O160     

Organizations as Spaces for Caring: A Case of an Anti-trafficking Organization in India

Journal of Business Ethics - Prior research has shown that human trafficking has multiple facets and is deeply enmeshed in societies around the world. Two central challenges for anti-trafficking...     

李宁进与退

李宁公司的业绩震荡和内部管理问题可以折射出中国本土品牌企业进入第一个真正意义上的企业转型期所可能面临的内外问题:市场自然增     

Human Resource Management Practice of Service Organizations: Evidence from Selected Malaysian Firms

ABSTRACT

One of the important features of human resource management (HRM) theory is that organizations need to develop HRM practices that are supportive of the organization's business practice. The HRM practice of an organization defines the role behaviour of its employees. Service organizations are unique and distinct from manufacturing organizations. Thus, service organizations need to develop the appropriate role behaviour. Empirical evidence shows that service organizations in the U.S. develop HRM practices that are distinct when compared with manufacturing firms. This study examined the extent to which this is also true in Malaysia. It also subjected this relationship to a more rigorous scrutiny by also controlling for the influence of other variables known to affect HRM practice.     

Building Entrepreneurship in Subsistence Markets: Microfranchising as an Employment Incubator

Scholars indicate significant interest in business models that support entrepreneurial behavior in developing markets [Wankel C., editor. Alleviating Poverty through Business Strategy. New York: Palgrave Macmillan 2008]—particularly as they relate to job creation. This research introduces microfranchising as a business model adaptation that helps low-income individuals overcome non credit-related barriers to entry in obtaining employment. This study reveals a clear challenge for researchers—to better understand microfranchising and the extent to which the practice creates employment and enables individual business success. Largely unanswered questions concern the profiles of typical microfranchisees as well as the impacts of microfranchising on low-income individuals in subsistence marketplaces. This preliminary research focuses on one type of microfranchise operating in Accra, Ghana. Using data from microfranchises enables the exploration of whether workers in subsistence markets benefit from the microfranchise model. In comparing a microfranchise business with comparably-sized non-franchised businesses, this analysis finds preliminary evidence that the microfranchise creates starter jobs. Baseline results highlight microfranchisee characteristics and indicate that this form of microfranchising positively impacts savings and profits.     

Self-Efficacy as an Intrapersonal Predictor for Internal Whistleblowing: A US and Canada Examination

Examining intrapersonal factors theorized to influence ethics reporting decisions, the relation of self-efficacy as a predictor of propensity for internal whistleblowing is investigated within a US and Canadian multi-regional context. Over 900 professionals from a total of nine regions in Canada and the US participated. Self-efficacy was found to influence participant reported propensity for internal whistleblowing consistently in both the US and Canada. Seasoned participants with greater management and work experience demonstrated higher levels of self-efficacy while gender was also found to be influential to self-efficacy. These individual traits, although related to self-efficacy, did not directly relate to propensities for internal whistleblowing. The findings demonstrate that self-efficacy could represent an important individual trait for examining whistleblowing issues. Internal whistleblowing is becoming an important organizational consideration in many areas of North America, yet there is relatively little research on the topic. Organizations seeking effective internal reporting systems should consider the influence of self-efficacy along with its potential reporting influence. By empirically testing an under-examined component of theory related to internal whistleblowing, this effort contributes to management literature, extending the knowledge beyond a US context, and provides recommendation for managing individual bias with internal reporting systems. Brent R. MacNab is a faculty member in the discipline of International Business with the University of Sydney. Brent’s research interests focus on examination of cross-cultural and intra-cultural phenomena as related to management and human interaction issues like cultural intelligence, ethics management and workplace motivation. He has received two Fulbright Awards (Canada, 2002 and NAFTA focus 2003) for examination of his research in Canada, the U.S. and Mexico. In addition to faculty duties Brent also acts as a consultant to organizations examining issues related to cultural training and ethics management. Reginald Worthley is a faculty member with the University of Hawai'i at Manoa where he teaches coursework in applied quantitative analysis. He specializes in survey research on various cross-cultural issues. Recent studies include a web survey quantifying motivational drivers in the Japanese workplace, a comparative longitudinal study of managerial values in six countries and a NAFTA study of cultural identity as related to defined areas of ethics management.     

黄金价格波动性及其演化:以上海和伦敦市场为例

以中国上海和英国伦敦黄金市场为例,应用R/S分析方法实证研究了国内外黄金价格波动性及其演化。研究表明:国内外黄金价格波动存在集聚性和持续性的特征,而且国外市场金价波动的上述特征强于国内市场;国内外黄金价格波动都是由最初的强持续性向弱持续性演化,而国际市场由强持续性向弱持续性演化的速度慢于国内市场。     

Loyalty and Trust as the Ethical Bases of Organizations

The last years of the 20th Century have been somewhat contradictory with respect to values like loyalty, trust or truthfulness. On the one hand, (often implicitly, but sometimes very explicitly), self-interest narrowly defined seems to be the dominant force in the business world, both in theory and in practice. On the other hand, alliances, networks and other forms of cooperation have shown that self-interest has to be at least "enlightened".The academic literature has reflected both points of view, but frequently in an ambiguous way, since the concepts of loyalty and trust are somewhat elusive and equivocal. This paper attempts to analyze the concept of loyalty in depth, examining the different conceptions about the word that can be found in the literature. We begin by going to the management classics (specifically, Follett, Barnard and Simon), and we then turn to the anthropological approach of Pérez López (1993), with its built-in ethical analysis, and show how trust and loyalty are crucial to the development of organizations. We end by suggesting in what ways loyalty and trust can be created and fostered in organizations.     

Linking Altruism and Organizational Learning Capability: A Study from Excellent Human Resources Management Organizations in Spain

Corporate reporting on climate change is of increasing academic interest but is often considered solely from the firm perspective. This article extends current knowledge by considering how institutional pressures influence the greenhouse gas (GHG) reporting practices of multinational oil and gas companies. The results show that regulation under the EU emissions trading scheme and reporting according to the global reporting initiative (GRI) guidelines leads to better quality and more extensive reporting. Although generally adopting proactive climate change strategies, European companies do not have superior GHG reporting practices. Corporate media visibility does not impact GHG reporting practices which may be a reflection of the obscure portrayal of climate change in the print media or the fact that coverage is generally positive. This article adds to the current literature on GHG reporting practices demonstrating that institutional theory along with stakeholder theory and legitimacy theory can give further insights into explaining the GHG reporting practices of multinational companies.     

Dumping and Injury Margins in Markets with Horizontal as well as Vertical Product Differentiation

This paper examines the GATT/WTO rules for anti-dumping measures in a duopoly model with both horizontal and vertical product differentiation. The GATT/WTO rules allow for anti-dumping measures if domestic producers, exposed to price discrimination, also demonstrate injury where price-undercutting is an important indicator of the latter. The paper shows that the procedure for calculating injury is flawed due to negligence of quality differences in the calculation of the margin of price-undercutting. This gives countries with high-quality producers an option to practice protectionism. This asymmetry between countries in ability to implement anti-dumping measures predominantly favors the developed countries which are specialized in producing high-quality products. The paper suggests an overall critical look at the lenient rules for implementing anti-dumping measures—especially the rules for injury determination—in order to restrict the use of such measures to a minimum and to move the world economy closer to free trade.     

我国高新技术产品出口的分布特点及其启示

伴随经济科技全球化的发展趋势,高新技术产品在国际贸易中的地位日益重要。实施“科技兴贸”战略,椎动高新枝术产品出口,改善我国出口商品结构,提高出口创汇能力,是今后我国对外贸易发展的必然选择。本文通过对当前我国高新技术产品出口分布状况的定量分析,找出了制约其出口增长的主要原因,并提出相应的对策。     

Financial Markets: A Tool for Social Responsibility?

Objectives of socially responsible investment (SRI) are discussed with reference to the two main mechanisms of the SRI ‘movement’: shareholder advocacy and managed investments. We argue that in their current forms, both mechanisms lack the power to create significant corporate change. Shareholder advocacy has been largely unsuccessful to date. Even if resolutions were successful, shareholder advocacy may still be ineffective if underlying economic opportunities remain. Marketing material and investment prospectuses issued by socially responsible mutual funds (SRI funds) commonly contain the claim that, by affecting corporations' access to capital funding, SRI funds can change corporate practices. This paper makes a contribution by presenting the market share of SRI funds in the regions where they are most developed, being Europe, the U.S. and Australia, to show that this claim is unlikely to eventuate. SRI funds also commonly claim that they will outperform conventional active mutual funds. That the economic performances of both are similar might be explained by their similar portfolio compositions. The paper makes an innovation in the SRI literature by adopting a legitimacy framework to explain the continued presence of SRI funds. To achieve desired social and environmental outcomes, SRI funds are urged to address issues at a more systemic level. A suggested mechanism is the collective lobbying of corporations and, especially, governments.     

Organizations as learning systems: The case of the Japanese automobile manufacturing industry

This study sought to apply frameworks of organizational learning to companies in the Japanese automobile manufacturing industry and, in the process, to ascertain if Japanese automobile companies exhibit characteristics of high- versus low-learning organizations. Of particular interest are the effects of Japanese culture on organizational behavior. A basis for empirical testing of concepts of organizational learning to establish an explanation as to why some companies are more effective in succeeding in the global market according to accepted measures of success is provided. © 1995 John Wiley & Sons, Inc.     

Cultural Dimensions and Prototypical Criteria for Multi-Criteria Decision Support in Electronic Markets: A Comparative Analysis of Two Job Markets

Electronic markets are virtual meeting places where buyers and sellers interact to trade products or services. The main motivation for both buyers and sellers to participate in an electronic market is the desire to maximize their private utility (Bakos 1998). Electronic markets therefore usually provide some form of communication, decision or negotiation aid for buyers and sellers to support their utility maximizing goals. This paper presents a comparative analysis of two electronic job market case studies conducted at a university in Europe (Brussels, Belgium) and in the United States (Newark, New Jersey). At the occasion of the universities’ career fairs, students (n = 392) and local companies (n = 57) were invited to participate in an electronic job market to identify the best job offers (n = 137) and students, respectively. Participants were able to create personalized software agents to aid their search and decision making activities in the market. Every software agent was embedded with a multi-criteria decision support tool to produce a rank ordered list of students or job offers. Preference data gathered from market participants’ use of the multi-criteria decision model allow us to construct relational preference structures using a technique based on the mathematical theory of fuzzy relations (Bandler and Kohout 1980). These preference structures express relationships among the criteria that students and companies have used to identify job offers and companies, respectively. The purpose of the paper is to present the communicative and cultural implications of these relational preference structures. The theories of Hofstede (1983), Hall (1977) and Trompenaars (1993) on cultural dimensions allow us to discuss cultural differences on the choice of prototypical criteria. The paper concludes with implications for the use of electronic markets in the staffing industry and the role of software agents in such job markets.