Speaking up: employee voice and attitudes to unions in a non‐union US multinational firm

We examine employees' experiences of exercising voice in a large non‐union US multinational plant. We find that a majority of those who took action to address a problem reported an unsatisfactory outcome and that experiencing problems at work and taking action are associated with more positive employee attitudes to unions.     

JAMES WATT AS INTELLECTUAL MONOPOLIST: COMMENT ON BOLDRIN AND LEVINE*

In their 2003 Lawrence R. Klein Lecture, Michele Boldrin and David Levine argue that intellectual property rights may be damaging to social welfare. As empirical evidence for their theory they offer James Watt's steam engine patent, claiming that it delayed the Industrial Revolution by as much as two decades. We show that this claim, as well as the more general claim that Watt's story supports Boldrin and Levine's theory, rests upon a distorted summary of the historical record.     

A Formal Model of Auditor Independence Risk

Although the literature on auditor independence is extensive, an accepted comprehensive theory, framework or model of auditor independence risk does not exist. This paper develops a formal model of auditor independence risk that may be used to begin a more rigorous investigation of auditor independence and various factors that are thought to affect this risk. Overall, our analytical results show that integrity is the key variable in minimising independence risk. In addition, in cases where integrity could be questioned, independence risk is positively affected by professional standards that are perceived to be effective and potentially negatively affected by certain client characteristics and auditor incentives.     

成功并购的四步流程

成功摆脱并购的危险困境,正逐渐成为进军亚太金融服务利基市场的全新课题我们与客户一起工作时发现,成功的并购交易, 在甄别、评估和整合潜在目标公司以显著增加成功机会方面,都遵守四步流程。     

Testing alternative models of human resource policy effects on trade union recognition in the Republic of Ireland

This paper tests two alternative models of human resource policy effects on the incidence of union non-recognition in a sample of over 150 organizations in the Republic of Ireland. A series of scales of human resource policy sophistication is developed, guided by the broad body of theory in the area of HRM. A conceptual model linking HRM policies to union recognition/non-recognition is also elaborated. Two alternative theoretical models of HRM policy effects are developed and estimated using logistic regression. The first of these models, the 'simple additive model', tests for the discrete effects of various areas of human resource policy on the incidence of union non-recognition. Only the management of reward systems along HRM lines is significantly associated with the incidence of non-recognition. A second model, called the 'threshold-fit model' tests for a decisive overall HRM effect on union non-recognition in organizations which implement relatively sophisticated and internally consistent sets of HRM policies. A series of policy cross-dependencies or interaction effects is also allowed for in this model. Contrary to the predictions of the theoretical literature, no empirical support is found that such HRM policy combinations prove particularly impenetrable to trade unions. Line management dominance of HRM policy is found to be a significant factor in predicting non-recognition. The possibility that this factor is indicative of sophisticated human resource management is however discounted. The apparent failure of most areas of human resource policy to depress the likelihood of union recognition in Ireland is accounted for in terms of the wider framework and traditions of industrial relations practice in that country.     

基于模糊聚类的最大树算法和重心法的区域航空中转站选址研究

首先,利用模糊聚类的最大树算法对城市进行分类,将快递企业的服务区域分成若干个子区域.其次,以运输成本最小为目标,利用重心法确定航空中转站所在的城市.最后,为提高该方法的适用性,进一步设计基于模糊聚类最大树算法的区域划分程序和基于重心法的中转站选址程序.     

Facilitators and Inhibitors of Collective Action: A Case Study of a US‐Owned Manufacturing Plant

This article develops a theoretical model of collective action at work using the key concepts of mobilization triggers, facilitating factors, and inhibiting factors. It then illustrates the value of this model for understanding why a low‐pay, low‐skill, blue‐collar manufacturing facility remained non‐union, drawing primarily on the accounts of a limited sample of redundant workers. These accounts are used to demonstrate the importance of social contexts where inhibiting conditions dominate and where management practices succeed in gaining worker consent and forestalling a collective response from workers.     

Handbook on development policy and management

ABSTRACT

Although the public service logic (PSL) has been an important equipoise to the predominant goods-manufacturing logic, there is potential to broaden its scope. An explicit integration of social context may contribute to an enhanced conceptual understanding of the PSL, at the same time addressing a major challenge in healthcare: disparities among population groups. A ‘representative co-production’ approach is suggested. In such an approach, group representatives’ knowledge and skills are used in evaluating, designing, and delivering services with the purpose of supporting other group members’ value co-creation. A case is provided, demonstrating representative co-production in access to preventive health services.