Human resources in the German maritime industries: ‘back-sourcing’ and ship management

In today's global shipping industry have management functions often been outsourced to separate companies and to overseas locations. With the appearance of socalled ‘flags of convenience’ the world shipping industry has increasingly registered commercial vessels overseas. Following this trend, human resource management functions have also been relocated, with the opening of recruitment offices and the use of HR agencies outside OECD countries. Recently, new German regulation has sought to attract previously outsourced HRM functions back to Germany. A case study of such a newly established firm, called ‘Reimarus’, will exemplify the impact of the new regulation on HR firms in shipping. The following paper analyses this process based on an empirical study of Germany's commercial shipping industry.     

Consultation and communication in family businesses in Great Britain

Nationally representative data on family businesses are available in the 1998 Workplace Employee Relations Survey, alongside comparable information for other types of firms. We use these data to compare differences in the use of different consultation and communication procedures. We cover such practices as the use of direct communication schemes (e.g. briefings; the provision of information on financial performance to the workforce) as opposed to indirect methods such as the use of joint consultative committees. There is an a priori expectation in the literature that family-owned businesses are either more likely to use direct forms of communication (vis-à-vis indirect forms) or that they will not be involved in direct communication or consultation with their employees, and we test this using multivariate techniques. Finally, we consider whether the type of consultation/communication structure matters in terms of establishment performance, and what differences exist with respect to family-owned businesses. In particular, this paper tests if those firms that consult directly with staff, as opposed to those that consult through joint consultative committees or trade unions, have higher productivity and/or other measures of performance. Concurrently we test whether there are separate ‘family business’ effects or whether it is generally establishment size that ‘matters’, by estimating a model for family-owned and non-family-owned establishments. In general, our results show that not only do family-owned establishments have lower levels of communication and consultation, but, when the latter is present, this does not generally translate into greater economic benefits (as is the case in non-family-owned firms).     

The impact of entrepreneurial orientation on firm performance: the role of CEO position tenure and industry tenure

The relationship between Entrepreneurial Orientation (EO) and firm performance, despite generating significant scholarly interest, has remained mixed. These results may be attributed, at least in part, to the failure to sufficiently examine the potential impact of top management characteristics. The present study investigates how CEO characteristics (i.e. CEO industry and position tenure), impact the relationship between EO and firm performance within a sample of 579 US banks. As predicted, some support for a positive EO to performance relationship was found. In addition, the results strongly support, as posited, that CEO industry tenure positively moderates, and CEO position tenure negatively moderates, the EO to performance relationship. We also report evidence supporting the effect of EO, configured with CEO position tenure and industry tenure on firm performance. Our study suggests the EO–performance relationship is more complex than previous studies indicate. Implications for future research and practice are provided.     

HR practices and New Zealand firm performance: what matters and who does it?

We examine the impact of human resource practices, especially those considered as parts of high performance work systems, on firm performance. The analysis is unique in using data from an economy-wide official survey to determine whether firms that adopt high performance HR practices perform better than their rivals. We find that adoption of a suite of high performance practices (and adoption of specific practices pertaining to staff training and performance pay) has a causal impact on firm outcomes. The strength of the relationships differs by firm size and age. Firms that adopt high performance practices are predominantly young and in high-tech related sectors.     

Double symmetry model and its decompositions in square contingency tables having ordered categories

In this paper, we have employed the non-standard log-linear models to fit the double symmetry models and some of its decompositions to square contingency tables having ordered categories. SAS PROC GENMOD was employed to fit these models although we could similarly have used GENLOG in SPSS or GLM in STATA. A SAS macro generates the factor or scalar variables required to fit these models. Two sets of \(4 \times 4\) unaided distance vision data that have been previously analyzed in (Tahata and Tomizawa, Journal of the Japan Statistical Society 36:91–106, 2006) were employed for verification of results. We also extend the approach to the Danish \(5 \times 5\) Mobility data as well as to the \(3 \times 3\) Danish longitudinal study data of subjective health, firstly reported in (Andersen, The Statistical Analysis of Categorical Data, Springer:Berlin, 1994) and analyzed in (Tahata and Tomizawa, Statistical Methods and Applications 19:307–318, 2010). Results obtained agree with those published in previous literature on the subject. The approaches suggest here eliminate any programming that might be required in order to apply these class of models to square contingency tables.     

Towards an operational sustainability criterion

This paper examines the concept of sustainability and its implications for environmental policy analysis. It builds on the premise that present society holds a moral obligation to pass on a world of undiminished life opportunities to members of future generations. Maintaining life opportunities, in turn, can be achieved by maintaining or improving a diverse set of resources and capabilities that support a person's freedom to define and pursue her own conception of the good life. On an operational level, this framework points to the following guideline for environmental policy: Protecting the rights of future generations requires either the conservation of environmental resources or compensatory measures (including the provision of substitute technologies) that ensure the fair and proportionate sharing of net benefits over intergenerational time scales. In this framework, resource depletion is permissible only if (with reasonable certainty) it would generate a Pareto improvement relative to a baseline scenario involving strict resource conservation.     

Product Differentiation and Public Education

We demonstrate that differentiation in public services can arise as a way of reducing competition among cities. Quality differentiation can be particularly relevant to the provision of education. If cities finance education through a property tax that generates "tax competition," we find that quality differentiation in education changes the amount of educational services provided. In the case of property-value maximization, this means a reduction in educational services in both the city with high quality and that with low quality. The reduction in educational services means that under reasonable conditions property values in both cities can increase.     

Teaching accountants to learn and "building blocks" for accounting education

Conclusions Accounting professionals and academicians have expressed significant interest and are pursuing a variety of changes in accounting curricula. There is a broad range of opinions regarding the nature of the changes needed in accounting education, which range from dramatic redesign to little or no change. There is a need to develop a framework for accounting education that is consistent but flexible to accommodate the majority of the accounting educational needs. The "building blocks" of accounting education presented in this paper provide educators with a basic pedagogical framework for an appropriate learning process. The framework of accounting education specifically focuses on the accounting component of the educational process and identifies the nature of courses and appropriate teaching strategies based upon their goals and objectives. Most educators recognize that only "one" accounting curriculum is insufficient to meet the needs of a variety of constituents. Therefore, it is essential to adopt an appropriate general framework for coursework is adopted to address the development of many diverse accounting programs.