Institutional quality,economic freedom and stock market volatility in the MENA region

How can a government help secure low-cost equity financing? This study offers an answer that a government can secure sustainable economic progress when policies of economic freedom are well institutionalized in a way that results in low equity volatility, thus low-cost equity financing. This study examines the quantitative and empirical associations between elements of Economic Freedom Index (being treated in this study as a proxy for institutional quality) and stock market volatility. The authors classify the institutional quality into three levels: high, medium and low. The data cover the years 1996–2014 for the MENA countries. The statistical tests include fixed and random effects, linearity versus non-linearity. The results show that stock market volatility can be mitigated and reduced when economic freedom is associated with an effective enforcement of law and efficient regulations. Nevertheless, the high freedom from corruption results in active equity trading which is associated with high volatility that leads in turn to high cost of equity financing. The study contributes to the literature in terms of offering practical insights on the pillars of economic freedom that policymakers must improve in order to mitigate or reduce equity volatility, therefore cost of equity financing.     

Using the training reactions questionnaire to analyze the reactions of university students undergoing career‐related training in Jordan: a prospective human resource development approach

The primary purpose of the present study was to validate Morgan and Casper's training reactions questionnaire (TRQ) for use in Jordan. The study also investigated the reactions of university students to career‐related training programs. Another purpose of the study was to determine the impact of certain aspects of training programs on the overall satisfaction of university students with the quality of the programs. The validated TRQ was administered to a purposive sample of 304 participants who completed at least two training programs. Results showed that the TRQ is valid for use in Jordan. Results also indicated that participants exhibited high levels of satisfaction with all aspects of the training programs completed. Further, based on regression analyses, results indicated that utility of training had the highest explained variance followed by course materials and course structure. Finally, the study provided a number of practical and theoretical implications for the field of study.     

Foreign exchange rate exposure: Evidence from Canada

Using weekly data from 2003 to 2011, this paper examines the presence of exchange rate exposure in thirteen Canadian industry sectors. This study contributes to the literature in a number of ways: (i) it considers the presence of exposure not only in the full sample but also in the pre and post-Global Financial Crisis (GFC) periods, (ii) it considers both linear and nonlinear exposure and (iii) it makes use of the sign and size bias tests to investigate the presence of asymmetric exposure. In general, we find some evidence of linear and nonlinear exposure in the full sample as well as in the pre and post-GFC sub-samples. We also find weak evidence of an asymmetric exposure sign effect on stock returns in the full and pre-GFC sample periods. Stock returns are found to respond asymmetrically to the positive magnitude of exposure in both the-pre and post-GFC sample periods. In overall terms, the GFC appears to have weakly contributed to the overall strength of the exposure.     

Is Ulrich's model useful in understanding HR practitioners' roles in non-western developing countries? An exploratory investigation across private and public sector organizations in the Sultanate Kingdom of Oman

This study set out to explore whether Ulrich's model is useful in understanding HR roles in non-western developing countries such as Oman. The study surveyed a random sample of 780 HR practitioners, line managers and employees from public and private sector organizations. In addition 12 HR practitioners and managers were interviewed to supplement the data collected from the survey. The findings indicate that HR practitioners in Oman perform all the roles. However, ‘strategic partner’ is the least performed role. The findings also indicate that HR practitioners in the private sector are more likely to perform all the five roles to a greater extent than their counterparts in the public sector. We also found partial support for our proposition that HR practitioners in the public sector would play more ‘operational’ roles (e.g. employee advocate or functional expert) than ‘strategic’ roles (i.e. strategic partner or HR leader). The study revealed that Ulrich's model is robust enough to help in the understanding of HR roles in a non-western, developing country context. The findings are discussed within the context of institutional and cultural frameworks. The paper argues for more research to improve the understanding of how socio-economic and cultural factors influence HR roles and how they are performed.     

Understanding the Structure of Canadian Farm Incomes in the Design of Safety Net Programs1

The effectiveness of safety net programs in meeting their purpose depends implicitly on the nature of farm profitability distributions. This study provides an empirical characterization of farm operating profit distributions and assesses the implications for Canadian safety net programs. Pooled time series data from the Statistics Canada Tax Data Program and the Farm Financial Survey is queried across a range of farm types and provinces, with quartile distributions of Earnings Before Interest, Taxes, Depreciation, and Amortization (EBITDA) within four farm‐size categories analyzed. The results show that regardless of farm type or province, there is greater variation in operating profit within a sales category than there is across the sales categories, and that the range in operating profit increases with size, revealing some very profitable small farms and unprofitable large farms. Thus, the discussion of the social value of farm stabilization programs ought not to be focused on farm size alone. L'efficacité avec laquelle les programmes de protection du revenu atteignent leurs objectifs dépend implicitement de la nature des distributions de probabilités des fermes. La présente étude établit une caractérisation empirique des distributions du bénéfice d'exploitation agricole et évalue les répercussions sur les programmes de protection du revenu au Canada. Des données chronologiques tirées du Programme des données fiscales (PDF) et de l'Enquête financière sur les fermes (EFF) de Statistique Canada sont totalisées par type de ferme et par province, y compris des distributions par quartile du résultat avant intérêts, impôts et dotations aux amortissements (EBITDA) de quatre catégories de taille de ferme. Les résultats ont montré que, sans égard au type de ferme ou à la province, la variation du bénéfice d'exploitation au sein d'une même catégorie de ventes était supérieure à la variation du bénéfice d'exploitation observée entre les différentes catégories de ventes et que l'étendue du bénéfice d'exploitation augmentait avec la taille, révélant des fermes de petite taille très rentables et des fermes de grande taille non rentables. Par conséquent, la discussion sur la valeur sociale des programmes de stabilisation du revenu agricole ne devrait pas s'appuyer sur la taille de la ferme uniquement.     

Reinforcing Ethical Decision Making Through Corporate Culture

Behaving ethically depends on the ability to recognize that ethical issues exist, to see from an ethical point of view. This ability to see and respond ethically may be related more to attributes of corporate culture than to attributes of individual employees. Efforts to increase ethical standards and decrease pressure to behave unethically should therefore concentrate on the organization and its culture. The purpose of this paper is to discuss how total quality (TQ) techniques can facilitate the development of a cooperative corporate culture that promotes and encourages ethical behavior throughout an organization.