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31.
Decomposing Redistributive Effects of Taxes and Transfers in Australia: Annual and Lifetime Measures
This paper decomposes the redistributive effect on annual and lifetime inquality of a range of taxes and transfers in Australia, using a dynamic cohort lifetime simulation model. The redistributive effect is decomposed into vertical, horizontal and reranking effects. Horizontal inequities in the tax and transfer system are found to be negligible. The extent of reranking is greater in the lifetime than in the annual context and is affected by the equivalence scales used to adjust household incomes. If no adjustment is made to household incomes, reranking is about nine per cent of the reduction in lifetime inequality. However, if each child is counted as equivalent to one-third of an adult, reranking is found to be less than one per cent. 相似文献
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We investigate the interplay between environmental policy, incentives to adoptnew technology, and repercussions on R&D. We study a model where a monopolistic upstream firm engages in R&D and sells advanced
abatement technology to polluting downstream firms. We consider four different timing and commitment regimes of environmental
tax and permit policies: ex post taxation (or issuing permits), interim commitment to a tax rate (a quota of permits) after
observing R&D success but before adoption, and finally two types of ex antecommitment before R&D activity, one with a unique tax rate (quota of permits), the other one with a menu of tax rates (permit
quotas). We study the second best tax and permit policies and rank these with respect to welfare. In particular, we find that
commitment to a menu of tax rate dominates all other policy regimes. 相似文献
34.
The ‘wage space’, which is defined as the sum of price inflation and labour productivity growth, has played a major role as an indicator of allowable wage increases in the post-war wage negotiations in the Netherlands. This paper shows that: (a) wages and the wage space are co-integrated; (b) the deviation between wages and the wage space may act as an error correction term in the wage equation when both variables are identified as I(2); and (c) political consensus and the threat of labour conflicts (rather than actual strike activity) may be identified as the ‘mechanism’ behind this error correction in the wage equation. 相似文献
35.
It is generally acknowledged that the growth rate of output, the seasonal pattern, and the business cycle are best estimated
simultaneously. To achieve this, we develop an unobserved component time series model for seasonally unadjusted US GDP. Our
model incorporates a Markov switching regime to produce periods of expansion and recession, both of which are characterized
by different underlying growth rates. Although both growth rates are time-varying, they are assumed to be cointegrated. The
analysis is Bayesian, which fully accounts for all sources of uncertainty. Comparison with results from a similar model for
seasonally adjusted data indicates that the seasonal adjustment of the data significantly alters several aspects of the full
model.
First Version Received: January 2001/Final Version Received: February 2002
Send offprint requests to: Rob Luginbuhl?Correspondence to: Rob Luginbuhl 相似文献
36.
The living company 总被引:7,自引:0,他引:7
de Geus A 《Harvard business review》1997,75(2):51-59
What can explain the longevity gap between a company that survives for centuries--the Swedish company Stora, for example, which is more than 700 years old--and the average corporation, which does not last 20 years? A team at Royal Dutch/Shell Group explored that question. Arie de Geus, a retired Shell executive, writes about the team's findings and describes what he calls living companies-organizations that have beaten the high mortality rate of the average corporation. Many companies die young, de Geus argues, because their policies and practices are based too heavily on the thinking and language of economics. Their managers focus on producing goods and services and forget that the organization is a community of human beings that is in business--any business--to stay alive. In contrast, managers of living companies consider themselves to be stewards of a long-standing enterprise. Their priorities reflect their commitment to the organization's long-term survival in an unpredictable world. Like careful gardeners, they encourage growth and renewal without endangering the plant they are tending. They value profits the same way most people value oxygen: as necessary for life but not the purpose of it. They scuttle assets when necessary to make a dramatic change in the business portfolio. And they constantly search for new ideas. These managers also focus on developing people. They create opportunities for employees to learn from one another. Such organizations are suited for survival in a world in which success depends on the ability to learn, to adapt, and to evolve. 相似文献
37.
We investigate the announcement effect of large bank mergers in the European and US stock market. Cumulative abnormal returns are calculated on the basis of the performance vis-à-vis the market and a sector index. Mergers result in small positive abnormal returns. Target banks realize significantly higher returns than bidders. In many respects, there is a difference between the announcement effects of European bank mergers compared to those in the US. 相似文献
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Lucia Barbosa de Oliveira Flavia Cavazotte Rodrigo Alan Dunzer 《International Journal of Human Resource Management》2019,30(10):1583-1603
In the organizational career management literature, scholars have focused on career management policies, with little attention given to practices that can vary within organizations. And despite its recognized importance, research on the role of leaders in the career management process is also scant. In this study, we investigate the effects of career management practices (OCPs) and leadership career support (LCS) on employee attitudes. Grounded on coping theory, we propose that career support received from line managers can be particularly consequential when OCPs are lacking. We analyze the moderating effects of LCS on the relationship between OCPs and both job satisfaction and turnover intention in a sample of employees from a large Brazilian organization, applying multiple regression analyses. Results showed that OCPs and LCS are positively related to job satisfaction and that OCPs are negatively related to turnover intention. In addition, we confirmed that LCS moderates the relationship between OCPs and both job satisfaction and turnover intention. Finally, we observed that the relationship between OCPs and turnover intention is mediated by job satisfaction. Theoretical and practical implications are discussed. 相似文献