Asymptotically perfect and relative convergence of productivity

In this paper we examine the extent to which countries are converging in per capita productivity levels. We propose to use cluster analysis in order to allow for the endogenous selection of converging countries. We formally define convergence in a time series analytical context, derive the necessary and sufficient conditions for convergence, and introduce a cluster analytical procedure that distinguishes several convergence clubs by testing for these conditions using a multivariate test for stationarity. We find a large number of relatively small convergence clubs, which suggests that convergence might not be such a widespread phenomenon. Copyright © 2000 John Wiley & Sons, Ltd.     

Safer Guildford

There has been an increasing trend in recent years for public agencies to work in partnership with each other and with commercial organizations, which has presented special managerial issues and problems. The Crime and Disorder Act 1998 gave the police and local authorities a statutory duty to work in partnership in order to promote and improve community safety. One such partnership is Safer Guildford, which was formed before the legislation came into force and which consequently already had a range of community safety initiatives in place. However, the partnership still had to comply with the new legislation and had to conduct an audit of crime and disorder in its area and publish a strategy for dealing with it. By examining the progress of Safer Guildford using a management perspective, a number of lessons can be drawn that will inform the future management of community safety partnerships.     

Linking job insecurity to well-being and organizational attitudes in Belgian workers: the role of security expectations and fairness

The aim of this study was to investigate how perceptions of job insecurity and fairness associate with individual well-being (job satisfaction and general health) and organizational attitudes (organizational commitment and turnover intention), under the condition that the psychological contract as perceived by the employee includes a promise on job security, or not. More specifically, we suggest that (H1) job insecurity is negatively related to individual well-being and organizational commitment and positively related to turnover intentions when job security is expected as part of the psychological contract, (H2) that job insecurity is negatively related to fairness perceptions when job security is expected as part of the psychological contract, (H3) that fairness associates positively with individual well-being and organizational commitment and negatively with turnover intentions and (H4) that the association between job insecurity, individual well-being and organizational outcomes is mediated by fairness under the condition that job security is expected as part of the psychological contract. Thus, we propose a model of mediated moderation. Results based on a sample of Belgian employees (N = 559) supported our hypotheses for organizational outcomes. For individual well-being, the mediation framework was not conditional upon a perceived promise of job security as part of the psychological contract. We conclude that employees' perceptions of job insecurity and fairness are important factors in employees' well-being and their attitudes towards the organization. More importantly, these perceptions can in part be shaped by organizational agents such as managers and supervisors. Additionally, the active utilization of the psychological contract in management strategies seems to have favourable results for the fostering of pro-organizational attitudes among employees.     

Regionale Vernetzung als Beitrag zum Unternehmenserfolg – Entwicklung und Management von Cluster-Initiativen

Regional networking can help companies to gain competitive advantage, provided that the network is actively coordinated and managed. For this purpose, cluster initiatives aiming at delivering potentials for success for their members arouse in many regions in previous years. Based on literature, this article analyzes the different stages of development of a cluster initiative and the specific tasks of the cluster management in these stages. Applying the relational and the resource-based view, we explain possible company’s competitive advantages resulting from cooperation. Subsequently, we distinguish each stage and describe the specific tasks of the different protagonists of a cluster. Finally, we discuss these theoretic findings of how to develop cluster initiatives and their applicability by a case study of the HESSENMETALL Cluster Initiative and derive implications for science and management.