The Economic Demography Transition: Is China's ‘Not Rich,First Old’ Circumstance a Barrier to Growth?

Around 1980 China adopted a reformist economic agenda and a restrictive population policy. China's consequential ‘getting old before rich’ discourse is herein advanced into the ‘economic demography transition’ and economic demography matrix (EDM). EDM transition analysis of 182 economies from 1996 to 2016 identifies: i) China to be one of many ‘poor‐old’ economies; and ii) a majority of countries recently entering the high‐income group were first old. These results question China's 1980 s‐based fears that early demographic transition would stall development and also call for enhanced nuance in understanding economic and demographic change links.     

Governance Structure and Exit: Evidence from California Hospitals

Most inpatient and emergency health care services in the U.S. are delivered by non-profit organizations. To understand the impact of policies that are designed to affect competitive outcomes in hospital markets, it’s important to understand whether the “non-profit” structure changes the behavior and competitive conduct of firms. Given the complexity of the product space within which hospitals operate, we focus on more easily interpreted decisions within the hospital market: entry and exit. Using comprehensive administrative data for the universe of California hospitals from 1980 to 2013, we document the observed entry and exit behavior. We estimate flexible exit policy functions and demonstrate a difference in behavior between for-profit and non-profit firms that exists after accounting for several observable characteristics of hospitals. We find differences in observed behavior: this is a finding that strongly suggests that there are differences in the underlying objective function of the various firms.     

Evaluating the newer salesperson

This article reports the results of an experiment examining the effect pattern of performance and information format have on sales managers performance appraisal.     

Wages in Rail Markets: Deregulation,Mergers, and Changing Networks Characteristics

The Staggers Act of 1980 largely deregulated the Class 1 Railroad industry and has had profound effects on labor. Between 1978 and 1994, employment in the industry decreased by about 60%, while real wages (average compensation) increased by over 40%. Earlier research examined employment effects; in this article, we develop and estimate compensation effects using firm-level data. By using firm-level data, we are able to identify the effects of partial deregulation, an accompanying and massive consolidation movement, as well as changes in firm operating and network characteristics. Our estimates suggest that mergers contributed 5-15%, partial deregulation contributed about 20%, and changes in firm operating and network characteristics contributed 4-5% to the overall increase in wages.     

Export attitudes of industrial manufacturers

Small and medium-sized firms in three “high-tech” manufacturing industries were analyzed, in terms of their export attitudes and behavior, in order to provide beginning exporters and export promotion agencies with guidance to avenues of export success. Based on industry differences investigated, the study finds that managers in firms involved in exporting in each industry have similar attitudes toward international marketing opportunities, but that each industry exhibits different characteristics and strategies for exporting. Help is mainly needed in the areas of international communications and service delivery. The authors propose fewer government subsidies for export financing and more emphasis on encouraging joint ventures for service delivery purposes.     

The Relationship Between Employee Fit Perceptions,Job Performance,and Retention: Implications of Perceived Fit

Meaningful work has become an increasingly important job outcome for individuals in recent years. Studies indicate that many employees lack experienced meaningfulness in their work and that organizations have not done a good job at creating meaningful and emotionally satisfying work experiences for employees. A person–job fit approach to meaningful work and employee retention is described that consists of matching individual self-concept with job tasks and behaviors. It is proposed that this self-concept–job fit will be strongly related to meaningful work. It is also proposed that meaningful work is related to important outcome variables valued by organizations, such as increased worker performance and employee retention. Path analysis supports the proposed relationships. Implications for human resource management activities and future research are discussed.