A Review of Issues Pertaining to Soil Deterioration in Canada

In Canada, there exists a perception that the annual costs of soil deterioration to farmers are enormous and that, unless something is done quickly to ameliorate the problem of soil degradation, agricultural production potential could be threatened. In this paper, we argue that the on-farm costs of soil degradation are grossly overstated and that Canada' s agricultural future is not on the verge of a catastrophe. Further, we argue that concern with conservation is a philosophical issue which is not readily analyzed in a neoclassical economic framework. However, where this framework has been employed by (primarily) physical scientists, the analysis has resulted in on-farm loss estimates which are somewhat misleading.
Au Canada, on perçoit que les coûts annuels aux fermiers à cause de la détérioration du sol sont énormes et que, à moins que quelque chose soit faite bientôt pour améliorer le problème de dégradation du sol, la production potentielle agricole pourrait être menacée. Dans cette étude, nous avançons que les coûts sur la ferme de la dégradation du sol sont grandement exagérés et que le futur agricole au Canada n' est pas sur le point dse catastrophe. En plus, nous avançons que le souci de conservation est une issue philosophique qui n' est pas facilement analysée dans un cadre néoclassique économique. Cependant, là où ce cadre fut utilisé par (surtout) des spécialistes des sciences physiques, les estimations de l' analyse montraient une perte sur la ferme et ceci porte quelque peu à confusion.     

Is there an Environmental Kuznets Curve for clearcutting in Canadian forests?

This study investigates the macroeconomic forces underlying forest clearcutting practices across Canada. In keeping with the relevant literature on environmental degradation, three forces are assumed to influence forest clearcutting: per capita gross domestic product (GDP), technology, and population density. While previous work has used models that assume linear relationships between the latter two variables and environmental degradation, this paper employs a more flexible (quadratic) model. Pooled regression analysis in the Atlantic, Quebec, Ontario, Prairie, and British Columbia regions between 1975-99 indicates that while technological change tends to have an inverted U-shaped relationship with forest area clearcut, population and GDP/capita tend to have the opposite effects. This last variable finding strongly rejects the Environmental Kuznets Curve hypothesis of an inverted U-shaped relationship between GDP/capita and forest area clearcut in Canada.     

Linking turnover to organizational performance: the role of process conformance

ABSTRACT

Despite substantial evidence for the negative effect of turnover on performance, several studies also note offsetting positive effects hereby recognizing an optimal rate of turnover. These mixed results stress the need to examine under which conditions turnover is more harmful or beneficial to the organization. Using panel data from 30 divisions of the same agency, this study examines the impact of process conformance – the extent to which there are prescribed standards and rules related to the task. Results support a non-linear, inverted U-shaped relationship for those tasks with a high process conformance.     

Servitization: Disentangling the impact of service business model innovation on manufacturing firm performance

As manufacturing businesses operate in an ever more competitive, global economy where products are easily commoditized, innovating by adding services to the core product offering has become a popular strategy. Contrary to the economic benefits expected, recent findings pinpoint implementation hurdles that lead to a potential performance decline, the so-called ‘servitization paradox’. In this paper, we analyze this paradox by disentangling the value creation and value appropriation processes of 44 national subsidiaries of a global manufacturing firm turned product-service provider, in the 2001–2007 period. Our findings show that the firm under study is able to successfully transcend the inherent substitution of products by services and to enact complementary sales dynamics between the two activities. Moreover, labor-intensive services such as maintenance, which imply higher levels of customer proximity, further enhance product sales. Empirical results also reveal a positive yet non-linear relationship between the scale of service activities and profitability: while initial levels of servicing result in a steep increase in profitability, a period of relative decline is observed before the positive relationship between the scale of services and profitability re-emerges. These findings suggest the presence of initial short-term gains but also indicate the existence of a ‘profitability’ hurdle; profitable growth seems feasible only to the extent that investments in service capability are translated into economies of scale. In helping to clarify the performance implications of service innovation, our findings suggest pathways to sustainable growth through servitization for manufacturing firms.     

Managing human resources across cultures: a comparative analysis of practices in industrial enterprises in China and The Netherlands

Abstract Although researchers and practitioners have come up with many good ideas for improving the employment relationship, there is no evidence for universally applicable practices. Prior theoretical work and research in the area of (international) human resource management indicate that cultural and contextual constraints are responsible for the problematic nature of transference of practices. This study illustrates and explains the contextual as well as cultural boundaries through a direct comparison of practices as used in a matched sample of industrial companies in China (n=97) and The Netherlands (n=47). It is argued that differences in organizational structure, cultural values and labour regulations account for the variation between countries. The results show considerable differences between China and The Netherlands in the HRM practices of industrial enterprises. Also, the organizational culture of the companies studied varies between the two countries and the differences found are clearly in line with differences on the national cultural level.     

Managing electronic communications: a new challenge for human resource managers

Advances in information and communication technology are not only changing the way work is conducted but also influencing the development of human resource management (HRM) as a field of practice. In order to understand how HR managers are grappling with this issue we review the misuse of electronic communication in the workplace through the international literature and also recent court and tribunal cases in Australia. In particular, we consider the impact of new communication technologies in blurring of the boundaries between home and work and the way in which this is being dealt with by HR managers. In this paper we draw out the challenge of balancing the interests of employees and organisations, and outline the tension between HR as a strategic partner and employee champion. While not advancing a dystopian view, we argue that in many workplaces new surveillance technologies are being routinely utilised to increase employer control and that such low-trust practices are likely to be counterproductive and may undermine the profession of human resources management.     

Deep habits in consumption: a spatial panel analysis using scanner data

Using scanner data from a large European retailer, this paper empirically assesses deep habit formation in consumption. Deep habit formation constitutes a possible source of price stickiness and helps to mimic procyclical labour and real wage dynamics that are present in macrodata. To gauge the existence and the extent of deep habits in consumption, we estimate a dynamic time–space simultaneous model for consumption expenditure at different levels of product aggregation. This spatial panel model enables us to test for both internal and external deep habit formation at the same time. The former captures inertia or persistence in consumption and is included in the empirical specification as a time lag. The latter captures preference interdependence across households and is captured by a spatial lag. Our results show mixed evidence with respect to internal habit formation, whereas the external habit effect is almost always positive and significant.     

When employee performance management affects individual innovation in public organizations: the role of consistency and LMX

Abstract

Public sector challenges translate in more complex job demands that require individual innovation. In order to deal with these demands, many public organizations have implemented employee performance management. In a multilevel study, we examine when employee performance management affects individual innovation. We contribute by focusing on consistent employee performance management and Leader–Member Exchange (LMX). Based on goal-setting theory, we first argue that employee performance management fosters individual innovation when it entails consistent subpractices. Subsequently, LMX is theorized to function as a moderator in this linkage. We use multilevel data from 68 elderly homes and 1095 caregivers in Flanders to test our hypotheses. The study reveals that individual innovation is related to consistent employee performance management, and that LMX functions as a moderator in this relationship. Our findings contribute to scholars’ understanding of effects from employee performance management in public organizations.     

Employability and innovative work behaviour in small and medium-sized enterprises

Abstract

The purpose of this study is to cross-validate HRM measurement instruments for employability (individual competence-based approach) and innovative work behaviour within the context of small and medium-sized enterprises (SMEs) further. The sample consisted of 487 pairs of employees and their immediate supervisors who work in 151 SMEs. A multitrait-multimethod analysis was performed, and the results suggest that for both instruments, requirements regarding convergent and divergent validity have been met satisfactorily. Structural Equation Modeling was performed in order to confirm the factor structure of the instruments. Paired-samples comparisons showed that all of the inter-method correlations for the two-source (employee and immediate supervisor) ratings and for both instruments were significantly positive. As for the final part of the cross-validation, multiple regression analyses were performed to demonstrate predictive validity. Depending on the stage of innovative work behaviour, different dimensions of employability appeared to play a significant role, although the effect did not always veer towards the direction expected. Investing in employability enhancement appeared to contribute to innovative work behaviour. The measurement instruments of employability and innovative work behaviour can provide SME managers with effective instruments to be used for performance appraisals, assessments, and employee development tools.