Approximating the Effective Protection Coefficient without Reference to Technological Data

When proposals for reform of tariff or subsidy policies aremade, attempts to predict the effect on incentives are frequentlyhampered by the need for input-output technical data. This articledevelops and illustrates the use of a methodology for approximatingeffective protection coefficients (EPCs) when such data areunavailable or outdated. It derives the equations which approximatethe EPC from statistical analysis of a cross section of existingEPC studies for four agricultural commodities: corn, cotton,rice, and wheat. Informational requirements for computing approximationsinclude the nominal protection coefficients on output and tradableinputs and readily available macroeconomic data. These approximationequations perform well in an out-of-sample test.     

Marine preference cargo market: Opportunities for minority shippers

Conclusion It appears that the general cargo market should not be the primary target for a minority shipper. After a more detailed analysis of the market, on a specific commodity basis and by trading areas, a profitable niche may be developed for a minority shipper in the Dry Bulk market, in light of the recently completed Russian grain deal. Fifty percent of that tonnage must be moved in U.S. flag vessels. Under the terms of the new grain treaty, the Soviets are obligated to purchase 5.9 million long tons (2,240 pounds) of grain annually, with the right to purchase two million more tons. The agreement is for five years, beginning in 1976.     

The relationship between risk experience and risk response: a study of farmers and climate change

Within the existing literature, the role of experience of risk on attitudinal and behavioural risk response has been relatively neglected. Recent research that draws on the psychological distance of climate change as a concept notes the importance of local, significant experience as a driver for encouraging appropriate response. The experience of flooding was used as the stimulus in this paper, and emphasis placed on whether direct and/or indirect experience of flood risk is associated with different responses to climate change risk. In order to explore the relationship between climate change risk experience and response in the form of on-farm mitigation and adaptation, this paper draws on a case study of farmers in England, many of whom have experienced flooding. Results from a quantitative survey undertaken with 200 farmers in Gloucestershire, England are discussed. Statistical analysis found experience of flooding to be significantly associated with a heightened concern for climate change. Although also finding an association between experience and behavioural response, the sample were most likely to be taking adaptive behaviour as part of normal practice, with factors such as lack of overall concern for climate change risk and absence of information and advice likely to be the main barriers to action. Risk communication needs to further emphasise the connection between climate change and extreme weather events to allow for farmers to perceive climate change as a relevant and locally salient phenomenon, and subsequent tailored information and advice should be offered to clearly illustrate the best means of on-farm response. Where possible, emphasis must be placed on actions that also enable adaptation to other, more immediate risks which farmers in this study more readily exhibited concern for, such as market volatility.     

How Good Are the UK VAT Registration Data at Measuring Firm Births?

This paper utilises some data from a survey of recent VAT registrations in the North of England to examine two issues: first, the extent to which registrants are involved in setting up entirely new businesses; and secondly, the relationship between the date of registration and the start of trading. The paper suggests that some caution should be exercised in the use of VAT registration statistics in the analysis of firm births.     

Understanding how HR systems work: the role of HR philosophy and HR processes

Despite the proliferation of studies of HR systems, there are still substantial gaps in our understanding of how such systems actually work. This article, by focusing on the neglected areas of HR philosophy and HR processes in the composition of HR systems, and by using a qualitative, employee‐centred approach in the collection and analysis of data, provides new insights into the working of HR systems. Using data from interviews with 56 knowledge workers employed in the information and communications technology sector in Ireland and the UK, we explore employee‐level reactions to two different types of HR systems. We highlight the various ways in which HR processes interact with HR practices and the different outcomes that may result, and we identify the key role of HR philosophy in HR system operation.     

JUDAISM AND LIBERALISM: ISRAEL’S ECONOMIC PROBLEM WITH ITS HAREDIM

This article argues that, in the arrangements for the public provision of welfare for the poor and a basic education for all in both biblical and post‐biblical times, Judaism is more closely in accord with classical liberalism than it is with those variants of liberalism which favour no more than the minimal night‐watchman state as well as those which favour the extensive welfare states of contemporary Western social democracies. To the extent that Israel's ultra‐orthodox Jews (its Haredim) have been able to secure more by way of state subsidies (through exploiting the leverage their country's national system of proportional representation has given them, which often leaves them holding the balance of power), not only are they endangering Israel's viability as a vibrant, developed liberal democracy, they are also guilty of departing from the religious teachings and tradition of Jewish orthodoxy.     

Perceived human resource system strength and employee reactions toward change: Revisiting human resource's remit as change agent

Although scholars have highlighted human resource's (HR's) important role as a change agent, we know little about the extent to which HR influences the change context to foster positive employee responses and support organizational changes. This study positions perceived HR system strength as an important internal context factor that influences employees' reactions toward change. Drawing on emotion theory and social exchange theory, we analyze the mechanisms through which employees' perceptions of HR system strength lead to positive employee responses to organizational change. Data from 704 employees in a UK police force showed that employees' perceptions of HR system strength were positively related to their ability to cope with organizational change and that this relationship was simultaneously mediated by state positive affect and perceived organizational support. Moreover, our findings demonstrated that coping with organizational change was positively related to employees' change‐supportive behavior. This study is important because it broadens the remit of HR's role as change agent and provides valuable insight into how HR positively influences employee outcomes during organizational change.     

Peering into the Black Hole: The Downside of the New Employment Relations in the UK

Using a national sample of 1,000 employees, this paper examines the proposition that those working in so-called 'black hole' organizations (i.e. where there is neither a set of progressive HRM practices nor a recognized trade union) will report more negative attitudes and work experiences than those in settings where there is either HRM, a trade union presence or both. The results lend some support to this hypothesis with respect to job satisfaction and organizational commitment and in judgements about experiences of fairness of treatment and trust in management. However, the most negative views about employment relations are reported by those who belong to a union in workplaces with little HRM. The findings indicate that it is HRM practices rather than trade union membership that have the major impact on attitudes and experiences. Even in black hole organizations some employees report satisfaction. This can be largely explained by a positive psychological contract between individual and organization. The implications for the role of trade unions in the promotion of fairness at work are discussed.