Problem‐solving strategies for small‐scale emerging commercial mango farmers in Venda

This article describes the prevailing farming system of emerging small‐scale commercial mango farmers in the Venda region of the Northern Province of South Africa. Analyses based on intensive group discussions with farmers and prioritisation of their problems using a ‘problem tree/objective tree'framework, as well as comparisons with adjacent commercial mango farmers, enabled the development of operational support strategies. This study followed a new (for South Africa) participative approach. The first step of the Objective Oriented Intervention Planning (OOIP) approach to Logical Framework Analysis (LFA) is a problem tree; the next is to convert the problem tree into an objective tree in order to identify alternative strategies for alleviating constraints and problems. These are then summarised in the LFA matrix. This methodology is described here.     

Political connections and preferential access to finance: The role of campaign contributions

Using novel indicators of political connections constructed from campaign contribution data, we show that Brazilian firms that provided contributions to (elected) federal deputies experienced higher stock returns than firms that did not around the 1998 and 2002 elections. This suggests that contributions help shape policy on a firm-specific basis. Using a firm fixed effects framework to mitigate the risk that unobserved firm characteristics distort the results, we find that contributing firms substantially increased their bank financing relative to a control group after each election, indicating that access to bank finance is an important channel through which political connections operate. We estimate the economic costs of this rent seeking over the two election cycles to be at least 0.2% of gross domestic product per annum.     

The Equity Market Risk Premium and the Valuation of Overseas Investments

There is little agreement among academics or practitioners about how to measure the size of the equity market risk premium, particularly when it relates to investments in emerging markets. Using monthly equity returns for 22 developed and 24 emerging markets covering the period 1976–2006, the authors find that developed capital markets have experienced significant increases in their degree of integration with the U.S. and world market indexes, while emerging markets remain at least partly segmented from those of the U.S. and the world. For countries that are reasonably well integrated into global capital markets, the authors suggest using the U.S.—based equity market risk premium. But when valuing investments in emerging markets, they recommend use of the Capital Asset Pricing Model adjusted for political risk and a measure of co‐movement between the foreign and U.S. stock markets. The authors also remind readers that the equity market risk premium is supposed to be a forward‐looking measure, and that the common practice of inferring the future from the past can be misleading, particularly in the case of rapidly developing emerging markets.     

HR practices and affective organisational commitment: (when) does HR differentiation pay off?

We argue that differentiating HR practices across employees leads employees to compare their situation with colleagues to assess the favourability of HR practice outcomes (e.g. money). These perceptions can be negative (i.e. feeling set back), neutral (i.e. feeling treated the same) or positive (i.e. feeling advantaged). Data from 13,639 Belgian employees showed that perceived favourability of HR practice outcomes is positively associated with affective organisational commitment, but the relationship is attenuated at positive levels. Thus, differentiation may be a double‐edged sword as the losses among employees feeling set back may temper, neutralise or even outweigh the benefits among those feeling advantaged. The relationships found were especially salient for work practices (e.g. autonomy) compared with economic practices (e.g. bonuses). Developmental practices were found to be least suited for differentiation across employees. No evidence of a moderating role of employees’ preference for equality (vs. differentiation) was found.     

Global Labour‐Standards Advocacy by European Civil Society Organizations: Trends and Developments

In recent years, developments in intergovernmental organizations and transnational private governance organizations have created new opportunities and constraints for the promotion of global labour‐standards governance by civil society organizations (CSOs). This article describes how European CSOs (including trade union organizations and non‐governmental organizations (NGOs)) respond to these developments. It argues that European civil society is witnessing a threefold shift in priorities of labour‐standards advocacy: from pushing regulatory approaches to organizational capacity building; from corporate responsibility strategies focused on compliance to strategies focused on transparency; and from fair labour standards within the sustainable development agenda to a host of other issues. The overall result is that labour‐standards advocacy in general and private labour governance in particular are receiving less attention from European CSOs.     

声音

随着企业对性能、成本和能源控制方面的要求越来越高,一种能够有效共享资源、应用程序、软件和信息的平台——云计算技术应运而生。为了在有线或无线基础设施上充分发挥分布式计算模式的优势,企业和云服务供应商都需要可靠和高性能的智能物理网络层,以便在所需环境中实现可管理性和可快速扩展性。     

Intermediaries,Credibility and Incentives to Collude

A seller contracts and potentially colludes with a certification intermediary. We investigate the intermediary’s incentives to collude, her pricing strategy, and the extent to which buyers rely on the intermediary’s announcements. The probability of collusion is an endogenous variable, determined by the intermediary’s pricing strategy. The extent to which the market relies on the intermediary’s reports, the certification price and the intermediary’s profit decrease as the intermediary becomes less patient. By making certification mandatory, the intermediary loses her ability to screen out low‐quality sellers, which increases the probability of collusion.     

The Development of Organizational Social Capital: Attributes of Family Firms*

abstract We develop and extend social capital theory by exploring the creation of organizational social capital within a highly pervasive, yet often overlooked organizational form: family firms. We argue that family firms are unique in that, although they work as a single entity, at least two forms of social capital coexist: the family's and the firm's. We investigate mechanisms that link a family's social capital to the creation of the family firm's social capital and examine how factors underlying the family's social capital affect this creation. Moreover, we identify contingency dimensions that affect these relationships and the potential risks associated with family social capital. Finally, we suggest these insights are generalizable to several other types of organizations with similar characteristics.