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971.
972.
Does the within-household distribution of income influence householdconsumption patterns? In one attempt to answer this question,Lundberg, Pollak and Wales (1997) exploited the ‘naturalexperiment’ of a change in family benefits in the UK.They found that the within-household income distribution didhave a significant impact on expenditure. This paper exploitsa similar natural experiment in Australia. During the 1990s,unemployment benefits for unemployed married couples changedfrom being paid almost entirely to husbands, to being paid primarilyto wives. Using household expenditure data it is found that,although the changes in the within-household income distributionwere large, the changes in expenditure patterns were small andnot in the expected direction. The data do not, therefore, providesupport for the hypothesis that women's control over householdexpenditure was increased. The paper concludes with a discussionof the possible reasons for this. (JEL J10, J12, I38)  相似文献   
973.
This paper examines the adoption and viability of the channels manager concept in large manufacturing organizations. Results of a survey indicate that only 14 percent of respondents have a channels manager position within their companies. However, these respondents from companies with a channels manager position strongly support the establishment of the position within their own company and within other large companies. Among all respondents, executives tend to reject the need for a channels manager position within their own organizations, and estimate that the likelihood of implementation of the position within their company is low. The major impediment to implementation is concern about proliferation of organizational positions and cost of implementation. The study indicates that the channels manager position is still more a concept than a reality. However, favorable views of those respondents representing firms with a channels manager position suggest the concept does have potential value in certain types of companies.  相似文献   
974.
975.
Marginal Workers and Their Decisions to Work or to Quit   总被引:2,自引:0,他引:2  
Abstract . What motivates the marginal worker to decide to work or to quit and collect unemployment insurance or welfare payments? A study of poultry processing plant workers in Georgia indicates that few quit to obtain more leisure. Dissatisfaction with compensation is only a secondary factor. Primary ones are cumulative dissatisfaction with work and the total work environment. Changes in supervision and in the Job structure are suggested.  相似文献   
976.
977.
The aim of strategy is to master a market environment by understanding and anticipating the actions of other economic agents, especially competitors. A firm that has some sort of competitive advantage-privileged access to customers, for instance--will have relatively few competitors to contend with, since potential competitors without an advantage, if they have their wits about them, will stay away. Thus, competitive advantages are actually barriers to entry and vice versa. In markets that are exposed, by contrast, competition is intense. If the incumbents have even brief success in earning greater than normal returns on investments, new entrants will swarm in to grab a share of the profits. Sooner or later, the additional competition will push returns as far down as the firms' costs of capital. For firms operating in such markets, the only choice is to forget about strategy and run the business as efficiently as possible. Barriers to entry are easier to maintain in a competitive arena that is "local", either in the geographic sense or in the sense of being limited to one product or a handful of related ones. The two most powerful competitive advantages-customer captivity and economies of scale-are more achievable and sustainable in circumscribed markets of this kind. Their opposites are the open markets and host of rivals that are features of globalization. Compapies entering such markets risk frittering away the advantages they secured on smaller playing fields.., Ifa company wants to grow but still obtain superior returns, the authors argue, the best strategy is to dominate a series of discrete but preferably contiguous markets and then expand only at their edges. WalMart's diminishing margins over the past 15 years are strong evidence of the danger of proceeding otherwise.  相似文献   
978.
This paper uses a recently-developed technique, calledgenerational accounting, to assess New Zealand's long-term fiscalposition. Generational accounting has become a popular alternativeto traditional deficit accounting, because it provides a moreaccurate picture of the intergenerational distribution of fiscalburdens and the associated macroeconomic effects, particularlyin the presence of demographic transitions and large unfundedpublic transfer programs. Past studies have suggested the existenceof significant generational imbalances in several countries.We find that behind New Zealand's projectedbudget surpluses, there is indeed a sound fiscal picture. Evenunder the base case scenario, which entails substantial short-runtax reductions, the burden on future generations (relative toincome) is projected to fall slightly below that on current newborns.New Zealand appears to have avoided the large fiscal imbalancesplaguing the United States and other OECD countries not by placinglarge tax burdens on young current generations, but by limitingthe size of its commitments.  相似文献   
979.
Organizational citizenship behavior (OCB) has been associated with positive organizational outcomes and with higher managerial ratings of employee performance. However, concerns have been raised about the possible personal costs of performing such activities. This paper examines the relationship between OCB and emotional exhaustion and work‐family conflict and explores the moderating role of job performance in shaping those relationships. In a time‐lagged field study of customer‐contact center employees the research found that one particular dimension of OCB—conscientiousness—was associated with higher emotional exhaustion and with work‐family conflict. The study also revealed that conscientious employees who performed their in‐role job responsibilities at a high level experienced greater emotional exhaustion and work‐family conflict than conscientious employees who performed their in‐role job responsibilities at a low level. Our findings suggest that organizational pressures to increase the level at which both discretionary and formal role obligations are performed can carry negative consequences for employees. © 2016 Wiley Periodicals, Inc.  相似文献   
980.
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