Karoushi: Stress-death and the meaning of work

The present article is concerned with some of the human factors involved when overtime and overwork become part of the regular and accepted pattern of work, with sometimes tragic results. While the economic miracle of Japan can be much admired, it has not been without human cost. Only recently, national and global attention is being focused on a new and deadly phenomenon in Japan:Karoushi, which the Japanese define as death from overwork, and which I choose to re-define as stress-death related to feelings of helplessness.It is my tentative hypothesis thatkaroushi is not directly caused by overwork, as popularly assumed. Rather, I believe that overwork is only one factor, and that stress-death is actually caused by the cumulative, long-range effects of working in a situation where one feels trapped and powerless to effect any change for the better, which in turn leads to attitudes of hopelessness — attitudes which are exacerbated, rather than ameliorated, by environmental and managerial factors.Dr. Walter Tubbs received his Ph.D. in Neuropsychology and Philosophy after doing work at Stanford and Drew Universities. After involvement in brain research at Stanford, he practiced stress-management counseling and biofeedback training at Loma Linda University, and taught for 13 years at the University of Redlands in California. He has been in Japan for 11 years as a Senior Researcher.     

Patent-based inventor profiles as a basis for human resource decisions in research and development

Profiles of inventors' technological competence are a valuable source of information for decision-making in research and development (R&D) management, e.g. concerning inventor assessment, human resource development and R&D team-building. In the following exposition, a new method of inventor profiling will be put forward, which is based in particular on semantic patent analysis and multidimensional scaling. First, in the course of semantic patent analysis, specialized software, equipped with a natural language processor, reads the patent text transferring the contents into a subject–action–object–format (SAO). The extracted SAO structures are then used to create similarity matrices for patents or patent sets, respectively, according to a specific similarity value. Subsequently, an inventor competence map can be produced by means of multidimensional scaling.
The benefits of this method for R&D-related issues in human resource management will be illustrated by the example of a German mechanical engineering company. Two distinct types of profiles were generated and tested: (i) the profile of a single key inventor and (ii) a profile of key inventor sets. The single key inventor profile gives information on the range of competence, i.e. the homogeneity or heterogeneity of a certain inventor's competences, providing far more detailed insights than resorting to bibliographic data like international patent classification (IPC) classes or citations, whereas the latter kind of profile establishes the position of a certain key inventor in relation to others, helping to highlight specific groups of inventors and their domains. These results are clearly apt to support human resource management.     

Intertemporal Budget Policies and Macroeconomic Adjustment in Indebted Open Economies

This paper analyzes the role of government intertemporal budget policies in a growing open economy including nominal assets in the presence of an upward sloping supply of debt. This introduces transitional dynamics that influence the effects of government policy instruments on economic growth and the long term fiscal liability. It is shown that capital income taxes or a combination of tax‐cum‐expenditure or government expenditure alone can balance the long term intertemporal government budget constraint. However, those results are shown to depend critically upon the extent of distortion in capital flows brought about the upward sloping supply of debt.     

Personal and regional redistribution through public finance in a federal setting

Following a partial equilibrium approach, this paper studies the effect of fiscal policy on income distribution in Argentina, based on budget information corresponding to the year 2004. Specifically, it aims to provide an empirical answer to a set of questions related to the responsibility of different levels of government (national or provincial) in ensuring the equitable distribution of income; how this responsibility is accomplished in practice, when this function is shared among two or more levels of government; whether an incompatibility arises among the policies from different levels of government; and the effect of fiscal policy on personal and regional income distribution.The main results of the paper are summarized as follows. At the aggregate level, both national and provincial budgets have a redistributive impact on personal income distribution, through a combination of progressive expenditures and (slightly) regressive taxes. Regional redistribution depends on two fiscal tools: the national budget and the revenue sharing regime. The progressive effect of expenditures and taxes interacts with the geographical effect of the revenue-sharing and the national budget, reinforcing progressivity in net-receiving groups and creating a trade-off between progressivity and (negative) regional transfer in net-financing ones. Provincial budgets have more impact than the national budget, both being compatible in pursuing the redistributive goal.     

Exploring talent management in India: The neglected role of intrinsic rewards

The challenge of global talent management is critical to firm success. Even with the global economic slowdown of 2008 and 2009, there are continuing challenges in attracting, managing, and retaining talent, especially in the developing regions of the world where economic activity has outpaced the availability of skilled employees. To examine this situation, we develop and test a model of talent management across 28 Indian firms involving 4811 professional-level employees. The intrinsic rewards experienced are a critical element in employee retention, satisfaction with the organization, and career success. We explored four antecedents of intrinsic rewards: the social responsibility of the employer, pride in the organization, manager support, and performance management (PM). We found support for the importance of intrinsic rewards as a mediating variable, as well as for the moderating role of certain hygiene factors. Our research suggests multinational, international, and national employers may have non-pecuniary mechanisms to promote retention and employee satisfaction, even in challenging labor market environments. We conclude by proposing implications for research and global HRM practices.