Socio‐economic characteristics of the rural population in Gcumisa ward,KwaZulu

The purpose of this paper is to present information gathered in a multi‐stage sample survey of 193 rural homesteads in the Gcumisa ward of KwaZulu. The survey area was stratified into two regions of different agricultural potential. Estimates of human population, off‐farm employment, crop production expenditure, land utilization and homestead income are projected for the strata Sample observations relating to occupations, wages and cash remittances are also presented. Conclusions drawn relate primarily to the effects of yield expectations, farm size and off‐farm employment opportunities on crop production.     

Assimilating earnings and split information: Is the capital market becoming more efficient?

Recent studies have implied that the capital market has become more efficient with respect to the announcements of stock splits and corporate earnings. This study calculated residual returns associated with these announcements and then tested, by time period (early and late years), for a between period difference. The results suggest that for certain earnings and split announcements the market is no more efficient than it has been in the past.     

Leadership integrity and the role of human resource management in Greece: Gatekeeper or bystander?

With ethical misconduct commonplace in organizations and with the touting of competitive advantage associated with ethical organizational practices, considerable attention has turned to leadership integrity. Leaders are uniquely situated to influence the behavior of organizational members, and integrity has been shown to be instrumental in supporting ethical behavior and decision‐making. This article explores the role and influence of human resources management (HRM) in supporting leadership integrity among a group of large organizations operating in crisis‐stricken Greece. Although the institutional and cultural context of Greece appears to exacerbate role tensions confronted by human resources (HR) professionals, its forces are not deterministic; findings from in‐depth interviews with 12 HR directors indicate that the HR potential to secure ethical influence at the top level is primarily contingent on the nature of the organization's culture. Cultures of integrity enable HR executives to influence integrity and ethical behavior in top management teams (TMTs). In contrast, compliance‐based organizational cultures appear to breed a fickle HR presence: fostering integrity and ethical behavior for the middle and lower levels of an organization, while turning a blind eye to integrity violations at the top.     

Understanding skilled migrants’ employment in the host country: a multidisciplinary review and a conceptual model

Abstract

Globalization has led to an increase in international mobility in many occupational fields. Therefore, scholars from a variety of disciplines have studied the topic of skilled migration. The purpose of this study is to review and synthesize the empirical research on skilled migrants’ qualification-matched employment across multiple disciplines. Skilled migrants are people on the move who possess university degrees or extensive work experience in professional fields when they leave their countries of origin to seek employment elsewhere. This review synthesizes findings of 106 empirical studies published from 1990 to mid-2017 on skilled migrants’ employment. We develop a conceptual model that includes antecedent conditions associated with skilled migrant qualification-matched employment in their host country and its outcomes. We also highlight the role of multilevel factors and moderating variables associated with skilled migrants’ possibility of obtaining qualification-matched employment. Our review has implications for human resource scholars and practitioners concerned with skilled migrants’ employment and labor market.