The Classical Base of Modem Rent Theory

Abstract . Adam Smith considered rent a surplus which arises because some produce sells for a price in excess of the cost of production. Thus rent is price-determined rather than price determining. Thomas Malthus contributed the beginnings of the differential theory of rent, endeavoring to show that rent will not arise until land of inferior quality is taken under cultivation. David‘Ricardo fully developed the theory of rent which is named Ricardian: rent is a surplus in the form of a differential. Henry George brought the classical position to its logical conclusion: rent is an unearned increment.     

‘The Business of Ethics and Gender’

Unethical decision-making behavior within organizations has received increasing attention over the past ten years. As a result, a plethora of studies have examined the relationship between gender and business ethics. However, these studies report conflicting results as to whether or not men and women differ with regards to business ethics. In this article, we propose that gender identity theory [Spence: 1993, Journal of Personality and Social Psychology 64, 624–635], provides both the theory and empirical measures to explore the influence of psychological gender traits and gender-role attitudes on ethical perceptions of workplace behaviors. Statistical analyses of the data reveal that based on sex alone, no differences occur between men and women in their ethical perceptions. Yet, when a multidimensional approach to gender is applied, results show that expressive traits and egalitarian gender-role attitudes contribute to both men’s and women’s propensity to perceive unethical workplace behaviors as unethical. The implications of these findings and suggestions for future research are presented.     

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.     

国泰航空货运新掌门如何点燃新官三把火？

孟天宋（Ron Mathison）先生已经成为英国太古集团下属James Finlay公司的董事总经理，该公司为英国太古集团有限公司全资附属公司，在英国、东非、斯里兰卡及中国内地经营广泛的茶叶及花卉种植业务。孟天宋已经卸任了国泰航空公司货运部总经理的职务。2008年9月他和Rupert Hogg先生对调工作。     

Enhancing knowledge exchange and combination through HR practices: reflexivity as a translation process

Knowledge‐intensive firms need to encourage their employees to engage in knowledge exchange and combination (KEC) so as to create the new knowledge that is core to their success. HRM has the potential to play a key role in encouraging KEC, but relatively little is known about the micro‐processes through which HRM and KEC are linked. Based on a sample of 498 knowledge workers in 14 knowledge‐intensive firms in the pharmaceutical and information and communications technology sectors in Ireland and the UK, this study focuses on the knowledge workers themselves and their perceptions of how HR practices influence KEC. In so doing, we drill down into the micro‐foundations of the proposed linkages between HRM and knowledge creation, proffering reflexivity as a translation process in understanding these linkages.     

A marketing simulation model across household and industrial goods

The purpose of this paper is to build a marketing simulation game with a semblance of reality. The decision-maker's goal is to maximize revenues for each decision period. Budgets for the four P's marketing mix variables are left to discretion, but are rejected by the model if they are outside reasonable guidelines.     

How Good are Small Firms are Predicting Employment?

This paper utilises some data from an interview survey of very small firms in the North of England to examine the relationship between actual and forecast employment in small firms over a twelve month period. The paper first provides some summary statistics on actual and forecast employment for the survey firms over the reference period. It then looks at how successful the firms are in their short term forecasts, and finds that there is systematic over-estimation. The causes of the systematic forecast error are investigated. It is suggested, tentatively, that the firms may in some way be incorrectly interpreting the information embodied in their own employment figures when making their forecasts. The paper concludes with a brief review of the results and possible policy implications. Avenues for future work are also proposed.     

Corporate Governance and Human Resource Management

This paper investigates the effect of different forms of corporate governance on the structure and nature of stakeholder relationships within organizations and the consequent impact on human resource management (HRM) policy and outcomes. The analysis shows that while performance advantages can be derived from commitment‐based HRM systems, a corporate governance regime that privileges remote stakeholders may operate as a constraint on such systems. The empirical analysis is based on the UK Workplace Employee Relations Survey (WERS98).     

The Influence of Stock Market Listing on Human Resource Management: Evidence for France and Britain

We use data from the Relations Professionnelles et Négociations d'Entreprise survey of 2004 and the Workplace Employment Relations Survey of 2004 to analyse how far approaches to human resource management differ according to whether an establishment is part of a company with a stock exchange listing. In both countries we find that listing is positively associated with teamworking and performance‐related pay, while in France, but not in Britain, it is also linked to worker autonomy and training. Our findings are inconsistent with the claim that shareholder pressure operates as a constraint on the adoption of high‐performance workplace practices. The pattern is similar in the two countries, but with a slightly stronger tendency for listing to be associated with high‐performance workplace practices in France.     

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.