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1.
The dollars associated with training and development investments for organizations are considerable. Employers are unable
to recoup these expenditures if workers leave the firm before it has had an opportunity to realize the benefits of such training.
To assist businesses in maximizing their return on investments in human capital, it is suggested that training and development
professionals and legal counsel examine the applicability of preemployment agreements to recover their training expenses.
Such cost-sharing agreements—provided they are clear and narrowly written, reasonable, moderate, and serve legitimate business
interests—are permissible contracts that require employees to continue in service for a period of time or reimburse the organization
an agreed-upon sum if they leave before an agreed-upon time.
相似文献
William (Will) T. MawerEmail: |
2.
C. W. Von Bergen 《Employee Responsibilities and Rights Journal》2008,20(3):177-194
Family responsibilities discrimination, bias against workers based on their responsibilities to care for family members is
widespread in many organizations and is rapidly becoming a twenty-first century workplace concern. Employers who harass, pass
over for promotion, and even terminate workers because they care for children, elderly parents or spouses, or disabled family
members have been sued with more frequency and have been paying increasing amounts in verdicts. Recently, the EEOC took an
important step toward ending this discrimination by issuing enforcement guidelines that will educate employers and employees
about family responsibilities discrimination and caregivers’ rights and responsibilities. The Guidelines explain how federal
equal employment opportunity laws apply to workers who struggle to balance work and family, and what firms can do to avoid
potential legal problems and accompanying liabilities with respect to family responsibilities and caregiving discrimination.
相似文献
C. W. Von BergenEmail: |
3.
Rajeev K. Goel 《Journal of Economics and Finance》2008,32(2):195-205
This paper uses recent US state-level data to examine smoking behavior across four population groups divided by age, literacy,
income and ethnicity. Another contribution lies in the consideration of various smoking control policies and the full costs
of smoking. Overall, the results show that non-price smoking policies are relatively more effective than price or tax policies
in reducing smoking prevalence and that these policies gain effectiveness as the population begins to age.
相似文献
Rajeev K. GoelEmail: |
4.
The Relationship Among Union Membership, Facets of Satisfaction and Intent to Leave: Further Evidence on the Voice Face of Unions 总被引:1,自引:0,他引:1
Steven E. Abraham Barry A. Friedman Randall K. Thomas 《Employee Responsibilities and Rights Journal》2008,20(1):1-11
This study examined the impact of union membership on employees’ intent to leave their jobs across a number of facets of satisfaction,
as a further test of unions’ voice face. Among the findings were that there were significant relationships between job, compensation,
benefits, working conditions, and immediate supervisor satisfaction and intent to leave one’s job for nonunion employees.
In contrast, only the relationship between job satisfaction and intent to leave was significant for union employees. Finally,
over the facets of satisfaction where one would expect unions to have the most influence, the relationship between intent
to leave one’s job and satisfaction was greater for nonunion employees than for union employees. These results provide a great
deal of support for the effect of unions’ voice face.
相似文献
Randall K. ThomasEmail: |
5.
David M. Kaplan 《Employee Responsibilities and Rights Journal》2006,18(1):61-72
A growing number of companies are including lesbian, gay, and bisexual (LGB) issues as part of their diversity initiatives and training. A potential problem with including LGB issues is the backlash from some employees who believe that such orientations are wrong. Further, given existing civil rights legislation it is not unreasonable for these employees to feel that their religious beliefs should be accommodated. This requires the organization to carefully balance the rights of religious objectors to such training while providing adequate support for LGB employees. This paper analyzes three cases where employees felt they were discriminated against because of their belief systems. In addition to identifying the key factors that led to the feelings of discrimination, the paper offers suggestions to prevent future occurrences.
相似文献
David M. KaplanEmail: |
6.
Stan Malos 《Employee Responsibilities and Rights Journal》2007,19(2):95-111
Court treatment of sex discrimination and harassment claims based on appearance and gender stereotyping has been inconsistent,
particularly where the facts involve reference to sexual orientation. Ironically, court willingness to allow such claims may
turn on the choice of verbal or physical conduct by, or the sex or sexual orientation of, the alleged offenders. Because plaintiffs
in such situations may assert retaliation claims to increase their chances of prevailing, employers should focus less on regulating
aspects of personal appearance unrelated to job performance and more on problematic reactions by co-workers. Workplace civility
policies may hold promise for limiting both legal liability and practical consequences in the absence of a legislative response.
相似文献
Stan MalosEmail: |
7.
It is typically assumed that people engage in entrepreneurship because there are profits to be made. In contrast to this view,
this paper argues that entrepreneurship is more adequately characterized as a non-profit-seeking activity. Evidence from a
broad range of authors and academic fields is discussed showing that entrepreneurship does quite generally not pay in monetary
terms. Being an entrepreneur seems to be rather rewarding because it entails substantial non-monetary benefits, like greater
autonomy, broader skill utilization, and the possibility to pursue one’s own ideas. It is shown how incorporating these non-monetary
benefits into economic models of entrepreneurship can lead to a better understanding of the phenomenon.
相似文献
Matthias BenzEmail: |
8.
Partial derivatives of production functions are necessary in many instances to characterize the technology of firms. We present here a general method to recover the first derivatives of the production function of a profit maximizing firm. The method is systematic and applies even when the optimization problem of the firm is subject to additional constraints. It allows researcher to recover returns to scale and technological progress in complex situations.
相似文献
Stéphane VigeantEmail: |
9.
Margaret H. Vickers 《Employee Responsibilities and Rights Journal》2006,18(4):267-281
“Wellness in organizations” should focus on the well being of individual workers. At a time when the wellness of individuals is increasingly being threatened in our workplaces, I argue that one way wellness can be sought is through careful examination of routine organizational practices. To make this point, I look to the problem of bullying in organizations and, in particular, traditional organizational responses to bullying. The paradoxes of protective legislation and protective workplace policies are explored, before numerous organizational masks that serve to bolster these paradoxes are discussed: the mask of stereotypes; the mask of Alternative Dispute Resolution (ADR); the mask of counseling; and the mask of training. The way towards wellness in organizations lies with the recognition of unintended distortions and limitations on existing legislation, policy and process, and the critical assessment of traditional remedies.
相似文献
Margaret H. VickersEmail: Phone: +61-2-94116462Fax: +61-2-94100028 |
10.
Opportunity recognition in technology transfer organizations 总被引:2,自引:0,他引:2
The task of recognizing valuable technological opportunities is crucial for the organizations in charge of transferring technology
from universities and publicly funded research institutes to the market. Difficulties in understanding the true commercial
potential of an application result in failed subsequent commercialization and excess costs of technology transfer. This paper
describes how the task of opportunity recognition is performed in five Technology Transfer Organizations (TTOs). The analyzed
TTOs had different degree of independence to the structure of the parent and make use of information and competencies acquired
through their formal and informal network ties.
相似文献
Chiara FranzoniEmail: |
11.
Edilberto F. Montemayor 《Employee Responsibilities and Rights Journal》2008,20(2):143-149
The literature on employee (moral) rights has been limited to workplace human rights. This essay focuses on Employee Moral
Rights defined as the moral claims individuals are entitled to due to their role as employees. Noting they make significant
(although implicit) financial investments in the firm they work for, this essay argues dedicated employees should be treated
as financial investors, which implies dedicated employees have the moral right to (1) be treated as every other financial
investor; (2) share in the firm’s profits; (3) timely, accurate, and sufficient disclosure of significant information; (4)
protection from senior managers’ abusive self-dealing; and (5) mechanisms to protect their financial investment including
fair severance payments and effective pension protection.
相似文献
Edilberto F. MontemayorEmail: |
12.
An examination of the performance and prospects for the future of internet-primary banks 总被引:1,自引:0,他引:1
We study Internet-primary banks for differences in performance versus newly chartered traditional banks from 1996 through
2003. Internet-primary banks are larger, with lower net interest margins and loan losses, and higher wage and physical capital
rates than newly chartered traditional banks. Univariate ROE is lower, but profit efficiency is significantly higher on average
for Internet-primary banks compared to all newly chartered banks as well as those that survive through the sample period.
In multivariate models, Internet-primary banks continue to have significantly higher average profit efficiency, and particularly
so when of sufficient size.
相似文献
Ross DickensEmail: |
13.
Sources of profit change for Telstra, Australia’s largest telecommunications firm, are examined. A new method allows for changes, in a firm’s profits to be broken down into separate effects due to productivity change, price changes, and growth in the firm’s size. This in turn allows us to calculate the distribution of the benefits of productivity improvements between consumers, labor, and shareholders. The results show that around half the benefits from Telstra’s productivity improvements from 1984 to 1994 were passed on to consumers in the form of real price reductions.
相似文献
Kevin J. FoxEmail: |
14.
Succession in family-owned businesses has been revealed to be a multi-staged phenomenon with trigger events distinguishing
one stage from the other. Our aim is to apply change management theory to this process to improve our understanding and to
identify the key factors that should be taken into account when implementing it. To achieve this goal, we will review the
existing literature about organizational change and will adapt it to succession in family firms. We will end with a case study,
concluding that a good succession process is not the one which avoids conflict, but the one which successfully manages it.
相似文献
Manuela Pardo-del-ValEmail: |
15.
Anandi P. Sahu 《Journal of Economics and Finance》2008,32(1):91-104
This paper examines the effects of inflation expectations on nominal interest rates, and incentives to save and invest under
partial and complete tax indexation schemes. One would expect that a partially indexed structure would be better than a non-indexed
system. However, this is not the case—it reduces the adverse effects of inflation on the incentives to save, but accentuates
them on the incentives to invest. Moreover, a change from a non-indexed tax structure to a fully-indexed structure will, ceteris
paribus, lead to lower equilibrium interest rates, whereas a switch to a partially indexed system will imply higher rates.
相似文献
Anandi P. SahuEmail: |
16.
We use the multivariate extension of Exponential Generalized Autoregressive Conditionally Heteroscedastic (EGARCH) of Nelson,
Econometrica, 59: 347–370, 1991 to test for spillover effects and examine the extent of asymmetries between short- and long-term interest rates and portfolios
of money center, large, and medium-size banks in the U.S. Our results indicate the existence of price and volatility spillovers
from short- and long-term interest rates to the three bank portfolios. We also provide evidence of response asymmetries for
the portfolios of money center and large banks, suggesting that money center and large banks are more sensitive to negative
than positive short- and long-term interest rate changes.
相似文献
Dave O. JacksonEmail: |
17.
Anna Watson John Stanworth 《The International Entrepreneurship and Management Journal》2006,2(3):337-349
Various studies have focused on the reasons for franchising. Most studies have concentrated principally on the franchisors’ motivations for franchising, with only a few exploring franchising as a route to self-employment. This paper seeks to provide a conceptual framework which examines the value of franchising to franchisees, employing an intellectual capital perspective. It is suggested that the (perceived) value of the franchise system is unlikely to remain static over time, and that the perceived benefits of franchise systems will vary according to both system and franchisee attributes.
相似文献
Anna WatsonEmail: Phone: +44-01483-686366 |
18.
Patricia Meglich-Sespico Robert H. Faley Deborah Erdos Knapp 《Employee Responsibilities and Rights Journal》2007,19(1):31-43
Workplace bullying is a particularly insidious form of counterproductive workplace behavior that results in significant costs
to both targets and organizations. We explore existing and potential avenues of relief and redress available to targets. Relief
refers to activities focused on eliminating the bullying as well as the mechanisms used to treat those who have been bullied.
Redress refers to third-party remedies that involve the financial and/or non-financial compensation of targets. The optimal
strategy for dealing with workplace bullying involves both effective organizational interventions to help prevent and address
bullying incidents and strong legislative mechanisms to allow for restitution and compensation. This two-pronged strategy
provides targets of bullying with multiple sources of relief and redress.
相似文献
Deborah Erdos KnappEmail: |
19.
Application of a double bootstrap to investigation of determinants of technical efficiency of farms in Central Europe 总被引:1,自引:1,他引:0
The paper provides one of the first applications of the double bootstrap procedure (Simar and Wilson 2007) in a two-stage estimation of the effect of environmental variables on non-parametric estimates of technical efficiency.
This procedure enables consistent inference within models explaining efficiency scores, while simultaneously producing standard
errors and confidence intervals for these efficiency scores. The application is to 88 livestock and 256 crop farms in the
Czech Republic, split into individual and corporate.
相似文献
Laure LatruffeEmail: |
20.
We examine the determinants of US mutual fund terminations and provide estimates of mutual fund hazard functions. We find
that mutual fund termination correlates with a variety of fund specific variables as well as with market variables such as
the S&P 500 index and the short-term interest rate. We also test the underlying assumptions of the semi-parametric Cox model
and reject proportionality, thus calling to question the use of this model in forming estimates of mutual fund hazard functions.
We find that different fund categories exhibit distinct hazard functions depending on the fund’s investment objectives.
相似文献
Nelson LaceyEmail: |