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111.
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Jeffrey M. Davis 《World development》1983,11(2):119-139
This paper reviews the effects of recent dramatic increases in beverage prices (1975–1978) on a sample of countries that are highly dependent on these commodities. In most countries, the increase in producer prices was restricted, allowing substantial sums to accrue to the Central Government and the commodity organizations. The countercyclical impact of fiscal policy was often limited by the rise in development spending. This policy stance and the lack of monetary restraint contributed to a substantial rise in imports. Consequently, in many of the sample countries, the external reserve position in 1978 was little better than before the windfall gain. 相似文献
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Davis CE 《Fund raising management》1980,11(8):20-5, 54
Starting virtually from scratch in 1975, Berkshire Medical Center has built a fund raising success story. Its multi-faceted development program centers around the philosophy that donors must feel their gifts have purpose and are appreciated. 相似文献
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Robert R. Davis Commissioner 《Economic Affairs》1987,7(5):38-39
The Financial Services Act has been variously criticised for obstructing competition and increasing operating costs for the producers of financial services in Britain. Robert R. Davis, Commissioner at the Commodity Futures Trading Commission in Washington DC, argues that there are 'public-goods' considerations to justify the imposition of the Act, and that its internal guarantees will check the growth of regulation. Len Ross, Principal Lecturer in Economics at the Polytechnic of Central London, maintains his earlier charge that the Act will do immense damage to British trade in financial services. 相似文献
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Randall S. Davis Edmund C. Stazyk Christopher M. Klingeman 《International Journal of Human Resource Management》2020,31(10):1313-1332
AbstractOrganizational psychologists and HRM scholars have long argued that prosocial organizational behaviors enhance organizational performance. However, prosocial behaviors are motivated by both self-interested and altruistic intent. Moreover, some have recognized that the factors that encourage shifts between egoistically and altruistically motivated prosocial behaviors may result from inherent tensions between individual disposition and situational contexts. As such, this study draws from literature examining prosocial behavior to evaluate whether work situations with clear task expectations dampen the extent to which prosocial personal dispositions diminish egoistically motivated prosocial behavior. Findings from a series of structural equation models reveal that altruistic dispositional traits diminish egoistic motives for engaging in one specific prosocial behavior, whistle-blowing. However, findings also reveal that work situations characterized by clear task expectations dampen the negative effect of altruistic dispositions on egoistically motivated whistle-blowing. Our findings imply that managers can adjust organizational contexts to capitalize on the enhanced benefits resulting from altruistically motivated prosocial behaviors. 相似文献
120.
Is Competition Engaging? Examining the Interactive Effects of Goal Orientation and Competitive Work Environment on Engagement
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Contemporary work environments are growing increasingly competitive. However, some employees may “fit” with such environments better than others. This study examined how the relationship between employees’ goal orientations (learning, proving, and avoidance) and engagement is influenced by the competitive environment of their workplace. By investigating the interactive effect of goal orientation and competitive work environment, this research expands our understanding of factors leading to engagement. We tested our model using a sample of 345 working adults from a variety of organizations across several different industries. Results indicate that learning goal orientation was positively related to engagement while avoidance goal orientation was negatively related to engagement. Competitive work environment (CWE) interacted with learning orientation and proving orientation to predict engagement. We conclude with a discussion of the implications of our results for human resource management. © 2015 Wiley Periodicals, Inc. 相似文献