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1.
Atsuko Kanai 《Journal of Business Ethics》2009,84(Z2):209-216
Since the collapse of Japan’s bubble economy in the early 1990’s, the Japanese economy has only recovered slightly. This has
direct implications for employment. Both the seniority wage system and the lifetime employment system, which were popular
during the period of economic growth in Japan, unavoidably changed to an outcome-wage system. Now there is greater mobility
in employment, increased use of non-regular employees, and diversed working patterns. The problem of karoshi – a potentially
fatal syndrome resulting from long work hours – has been known since the early 1980s. This problem has become more serious
in recent years. The purpose of this article is to provide an overview of the economic and employment conditions in Japan,
as well as to examine the working lifestyle of Japanese men and its connection to “karoshi.” It is argued that (1) the long
work hours are not the preference of individuals, but rather the result of the adaptation to the work environment, and; (2)
solving this problem requires re-conceptualization of workers’ human rights on the part of both companies and the society
as a whole. 相似文献
2.
Barbara Sawtelle 《Business Economics》2007,42(4):46-54
This paper offers insight into the “jobless recovery” phenomenon
recently experienced in the U.S. economy by examining
industry-sector employment responsiveness to the
long-term real GDP expansion occurring during 1991-
2001. Two employment models are specified—one using
real GDP as the only explanatory variable and the other
using real GDP, five additional macroeconomic performance
variables, and a time trend as explanatory variables.
Monthly data for April 1991–March 2001, and OLSQ regressions
are used to derive industry-sector elasticities of
employment with respect to real GDP. Empirical results highlight the importance of controlling for non-real GDP
macro variables when determining relationships between
employment and real GDP. The results identify five industries
exhibiting “jobless recovery” characteristics (having
negative employment elasticities) and a broad range of
employment elasticities across industry categories. The
findings may be helpful to business economists modeling
their own industry employment and suggest that even during
extended periods of real GDP expansion, there may be
a case for using industry-specific labor market transition
initiatives to assist employment growth.
JEL Classification C82,R31 相似文献
3.
EU enlargement and labour markets in the CEECs 总被引:1,自引:0,他引:1
The implications for labour markets are central to any political and economic evaluation of EU Eastern enlargement. The resulting
new levels of unemployment and of wages will have direct effects on social welfare in the acceding countries as well as in
the present member states of the EU. Furthermore, employment and wages are substantial factors of political stability in the
central and eastern European countries (CEECs). The following paper analyses the present situation on the labour markets in
the CEECs and discusses the effects of their reintegration into the Western European system and the resulting implications
for labour market and wage policy institutions.
Helpful comments by participants of the 2nd convention of the CEEISA “Globalisation of International Relations—Implications
for Central and Eastern European Countries”, Warsaw, 15–17 June 2000, and of the 4th International IMAD Conference “Institutions
in Transition”, Portoroz (Slovenia), 23–24 June 2000, are gratefully acknowledged. 相似文献
4.
In recent years there have been ever-growing concerns regarding environmental decline, causing some companies to focus on
the implementation of environmentally friendly supply, production and distribution systems. Such concern may stem either from
the set of beliefs and values of the company’s management or from certain pressure exerted by the market – consumers and institutions
– in the belief that an environmentally respectful management policy will contribute to the transmission of a positive image
of the company and its products. Sometimes, however, ethics and market rules are not enough to deal with this situation and
specific laws must be considered. This is the case when companies base their activity on the ‹ethics of self-interest’ concentrating
their efforts on projecting an adequate image – e.g. environmental respect – rather than fundamentally behaving in environmentally
respectful ways. This article, taking as reference the SME context, discusses the reasons for implementing environmentally
friendly systems. Both ethics and business seem to be relevant and, therefore, a certain balance between market and interventionism
seems to be necessary. 相似文献
5.
Sérgio KannebleyJr. Júlia Valeri Sekkel Bruno C. Araújo 《Small Business Economics》2010,34(3):339-353
This article assesses if innovators outperform non-innovators in Brazilian manufacturing during 1996–2002. To do so, we begin
with a simple theoretical model and test the impacts of technological innovation (treatment) on innovating firms (treated)
by employing propensity score matching techniques. Correcting for the survivorship bias in the period, it was verified that,
on an average, the accomplishment of technological innovations produces positive and significant impacts on the employment,
the net revenue, the labor productivity, the capital productivity, and market share of the firms. However, this result was
not observed for the mark-up. Especially, the net revenue reflects more robustly the impacts of the innovations. Quantitatively
speaking, innovating firms experienced a 10.8–12.5 percentage points (p.p. henceforth) higher growth on employment, a 18.1–21.7
p.p. higher growth on the net revenue, a 10.8–11.9 p.p. higher growth on labor productivity, a 11.8–12.0 p.p. higher growth
on capital productivity, and a 19.9–24.3 p.p. higher growth on their market share, relative to the average of the non-innovating
firms in the control group. It was also observed that the conjunction of product and process innovations, relative to other
forms of innovation, presents the stronger impacts on the performance of Brazilian firms. 相似文献
6.
Based on an improved and extended database, the Establishment History Panel, we extend the analysis of Fritsch and Weyh [Small
Business Economics 27(2), 245–260 (2006)] by investigating the development of employment in German start-up cohorts for the
period 1976 to 2004. We confirm the typical pattern found in start-up cohorts: an initial increasing number of employees that
is soon followed by a decreasing number. We also provide some of the first evidence for the “liability of aging” phenomena
in Germany. Older firms face a relatively high risk of exit. We find that most entries with relatively large initial employment
grow substantially in the first two decades. However, these businesses suffer from a considerable employment decline after
25 years. 相似文献
7.
How Large are the Direct Employment Effects of New Businesses? An Empirical Investigation for West Germany 总被引:1,自引:0,他引:1
We analyze the development of employment in start-up cohorts, which is the direct gross employment effect of the new businesses.
The data is for West Germany and covers the 1984–2002 period. While total employment in the cohorts remains above the initial
level in manufacturing, we find a pronounced decline of employment below this level in the service sector. Only a small fraction
of the firms create a considerable amount of jobs. The contribution that the start-up cohorts of the 1984–2002 period made
to total employment in 2002 is nearly three times as high in services as in manufacturing.
相似文献
8.
Taehyun Ahn 《Small Business Economics》2011,36(2):169-186
Using detailed work history data in the 1979 National Longitudinal Survey of Youth, I investigate the reasons behind the racial
gap in self-employment. My analysis of an “age uniform” sample of men, all of whom are observed from age 22 to 40 years, reveals
that racial differences in cross-sectional self-employment rates are largely due to the fact that minority workers’ self-employment
spells are relatively short-lived. Moreover, I find that minority workers’ relatively high exit rates are driven primarily
by transitions to nonemployment. Estimates from a multinomial logit model of self-employment exits suggest that minority workers’
weak attachment to the labor market prior to entering self-employment is an important determinant of their transition from
self-employment to nonemployment, while lack of prior industry and self-employment experience contributes to minorities’ transitions
to wage employment. When I assign blacks and Hispanics the same (mean) work histories as whites, the predicted black–white
gap in the first-year self-employment survival rate decreases by 31% and the Hispanic–white gap decreases by 14%. 相似文献
9.
Using a linked employer–employee dataset and taking the perspective of individuals rather than firms, this paper analyzes
some effects of joining startups. We show that entrants in new firms differ from those joining incumbent firms, and we use
a matching approach to compare a group of employees joining new firms in 1995/1996 with a control group entering incumbent
firms. Our results indicate that individuals’ employment stability was higher in incumbent than in newly founded firms, while
their risk of becoming unemployed was lower. In particular in eastern Germany, joining firms that were older than 6 years
improved individuals’ employment prospects. 相似文献
10.
Testing Gibrat’s Law for Small, Young and Innovating Firms 总被引:1,自引:0,他引:1
José L. Calvo 《Small Business Economics》2006,26(2):117-123
This article analyses whether small, young, and innovating firms have experienced a greater employment growth than other Spanish
firms over the period 1990–2000. The study draws upon a sample of 1272 manufacturing firms in which only 967 of the firms
survived for the entire ten year period. The analyses test Gibrat’s law, both by least squares and by utilizing the procedure
proposed by Heckman in which a probit survival equation is first estimated to correct for sample selection bias. Two estimators
correcting for selection bias are utilized: one that incorporates the inverse Mill’s ratio and the other that employs maximum
likelihood methods. All the results reject Gibrat’s law and support the proposition that small firms have grown larger. Additionally,
the results show that old firms grow less than young ones, and innovating activity – both process and product – is a strong
positive factor in the firm’s survival and its employment growth. 相似文献
11.
Roger Eugene Karnes 《Journal of Business Ethics》2009,87(2):189-197
This research explores the historical perspective of business ethics from the viewpoint of the employer–employee relationship
by outlining the impact of the changing social contract between employer and employee relations from the end of World War
II to the current day; provides the basic definition of the key elements of the organizational social contract and outlines
the social contract in employment relations. It also provides what the author believes to be the key drivers in employer–employee
relations and the benefits to good employer–employee relations for each individual within the employment relationship. The
results of this research indicate a significant shift in business ethics as it relates to the employers relationship to the
employee within a work environment. It further shows the state of the employment relationship prior to World War II. Written
contracts were unheard of, but rather, the employment agreement was steeped in a tradition that carried the promise sealed
with nothing but a handshake. Now employees have little or no rights; and the ones they are given are provided not by the
employer, but by government regulation and court precedent. Issues such as time off for illness, sexual harassment, and workers’
compensation are all handled through legal or regulatory means rather than ethical considerations. The research further shows
that the distinct lack of leadership within organizations play a significant role in the disintegration of employer–employee
relationships. Specifically, how the lack of leadership relates to the emotional intelligence of the leader. Areas such as
empathy and social skills are under trained and under developed by organizations. This research shows that the employer who
is willing to give employees what they want and need are far more likely to have success, but more importantly, the organizations
will be doing the right thing. 相似文献
12.
Stefano Scarpetta Anne Sonnet Ilias Livanos Imanol Nú?ez W. Craig Riddell Xueda Song Ilaria Maselli 《Intereconomics》2012,47(1):4-30
The financial and economic crisis shattered the Lisbon Strategy’s attempt to increase the EU’s employment rate to 70% among
15–64 year olds by 2010. The new Europe 2020 strategy envisages a 75% adult employment rate by 2020; however, this goal also
seems unrealistic in light of the economic crisis which has caused the EU’s employment rate to drop significantly below 70%.
A crucial question now is whether a skill upgrade of the European labour force would help to increase the employment rate,
especially among youth. This Forum explores the relationship between education and employment throughout the EU. 相似文献
13.
This paper examines the relationship between the small and medium-sized enterprise (SME) sector and economic growth for an
annual panel of Brazilian states for the period 1985–2004. We investigate the importance of the relative size of the SME sector
measured by the share of SME employment in total formal employment and the level of human capital in SMEs measured by the
average years of schooling of SME employees. The empirical results indicate that the relative importance of SMEs is negatively
correlated with economic growth, a result that is consistent with previous studies examining developing countries. In addition,
our results show that the human capital embodied in SMEs may be more important for economic growth than the relative size
of the SME sector. 相似文献
14.
Martin Falk 《Small Business Economics》2012,39(1):19-37
This paper investigates the relationship between initial research and development (R&D) intensity and firm growth using a
unique data set for firms with R&D activities in Austria during the period 1995–2006. Results based on the least absolute
deviation (LAD) estimator show that initial R&D intensity has a positive and significant impact on both employment and sales
growth in the subsequent 2 years. Quantile regressions for each cross-section reveal that the impact of R&D intensity is significant
from 0.3 to the highest quantile of the conditional distribution of employment growth. Furthermore, the elasticity of employment
growth with respect to R&D intensity is highest for firms at or slightly below the median of the distribution of firm growth.
Finally, we find that the impact of R&D decreases significantly over time. 相似文献
15.
Firms are spending billions annually in the name of corporate social responsibility (CSR). Whilst markets are increasingly
willing to reward good and responsible firms, they lack the instruments to measure corporate social performance (CSP). To
convince investors and other stakeholders, firms invest heavily in building a reputation for good corporate behaviour. This
article argues that reputations for CSP are often unrepresentative of true CSP and investigates how differences in ‹perceived’
and ‹actual’ – as measured by the Fortune and KLD databases, respectively – can partly be explained by firm characteristics.
Amongst other things, it finds that overrated firms are more likely to be relatively big, profitable, operating in non-polluting
but competitive industries and with no history of wrong doings to their primary stakeholders. They will also typically spend
a lot of effort satisfying the claims of their secondary stakeholders. Above all, the results emphasise the need for researchers
to recognise that the databases measure different phenomenon and are not interchangeable. 相似文献
16.
This study analyzes the at-will employment doctrine using a tool that encompasses the complementarity of results-based utilitarian
ethics, rule-based duty ethics, and virtue-based character ethics. The paper begins with a discussion of the importance of
the problem followed by its evolution and current status. After describing the method of analysis, the central section evaluates
the employment at-will doctrine, and is informed by Lord Acton’s dictum, “power tends to corrupt, and absolute power corrupts
absolutely.” The conclusion explores the implications of the findings.
This is a revised version of a paper presented at the World Ethics Forum, Oxford University, Oxford, UK April 9–12, 2006. 相似文献
17.
The effects of new firm formation on regional development over time: The case of Great Britain 总被引:1,自引:0,他引:1
This paper re-examines the link between new firm formation and subsequent employment growth. It investigates whether it is
possible to have the wrong type of entrepreneurship—defined as new firm formation which leads to zero or even negative subsequent
employment growth. It uses a very similar approach to that of Fritsch and Mueller (Regional Studies, 38(8), 961–976, 2004),
confirming their findings that the employment impact of new firm formation is in three discrete phases. Then, using data for
Great Britain, the paper shows the employment impact of new firm formation is significantly positive in the high-enterprise
counties of Great Britain. However, for the low-enterprise counties, it shows that new firm formation has a negative effect
on employment. Of the 15 low-enterprise regions, eight are Scottish (of nine Scottish regions in our data base) and three
are North East Counties (of four). Our findings imply that having the “wrong type of entrepreneurship” is indeed possible.
相似文献
Pamela MuellerEmail: |
18.
This paper examines the relationship between new firm formation and regional employment change in The Netherlands. Using a
new regional data base for the period 1988–2002, we examine the time lags involved in the relationship. We also investigate
whether the relationship differs by sector and by degree of urbanization. We find that the maximum effect of new businesses
on regional development is reached after about 6 years. Our results also suggest that the overall employment impact of new-firm
start-ups is positive but that the immediate employment effects may be small in The Netherlands. Furthermore, we find that
the employment impact of new firms is strongest in manufacturing industries and that the employment impact of new firms is
stronger in areas with a higher degree of urbanization.
相似文献
André van StelEmail: |
19.
Trust is a fundamental aspect of the moral treatment of stakeholders within the organization–stakeholder relationship. Stakeholders
trust the organization to return benefit or protections from harm commensurate with their contributions or stakes. However,
in many situations, the firm holds greater power than the stakeholder and therefore cannot necessarily be trusted to return
the aforementioned duty to the stakeholder. Stakeholders must therefore rely on the trustworthiness of the organization to
fulfill obligations in accordance to Phillips’ principle of fairness (Business Ethics Quarterly
7(1), 1997, 51–66), particularly where low-power stakeholders may not be fully consenting (Van Buren III, Business Ethics Quarterly
11(3), 2001, 481–499). The construct of organizational trustworthiness developed herewith is presented as a possible solution to the
problem of unfairness in organization–stakeholder relations. While organizational trustworthiness does not create an ethical
obligation where none existed before, stakeholders who lack power will likely be treated fairly when organizational trustworthiness
is present. 相似文献
20.
Aster Yong 《Journal of Business Ethics》2008,82(4):775-791
The study investigated the effects of three cultural variables – country of employment, race/ethnicity and religion – on managerial
views of profit and 15 other business priorities. In total, 203 responses were obtained (120 randomly and 83 by quota) from
executives and managers belonging to either of two race/ethnic groups (Caucasian and Chinese) and three religious denominations
(Christian, Buddhist and Malay Muslim) located in three different countries (Australia, Singapore and Malaysia). Findings
indicated that these three different cultural variables affected (to varying degrees) the attitudes of managers towards profit
and other related business concerns. Managers working in Malaysia, the Malay Muslims and Caucasians in particular, had the
highest regard for profit whilst those employed in Australia were found, on the whole, to be the most (socially) considerate
toward their employees, customers and environment. This study pointed to the need for cultural ethics as a complementary function
in business.
After majoring in Psychology and Sociology in the Bachelor of Arts (Multidisciplinary) Program at Victoria University, I went
on to do my Master of Arts in Applied Social Research at Monash University. With these given areas of specializations and
with the support of a scholarship from Victoria University, I was able to complete my doctoral studies in business ethics
and foreign labour employment in 2006. 相似文献