The Development of the Economy of Taiwan

The development of the Taiwanese economy over the past five decades was manifested in rapid growth, export expansion, stable prices, full employment, and relatively equitable income distribution. In this development, the government has played an important role. This paper sets out to report the important features of the Taiwanese economy during the post-war period to 1998, and to examine the policies which crucially contributed to its successful development.     

La curva de Beveridge y los determinantes del emparejamiento en el mercado de trabajo

Se exploran los determinantes a corto plazo del emparejamiento entre oferta y demanda de trabajo identificando los desplazamientos de la curva de Beveridge en doce países de la OCDE entre el primer trimestre de 2000 y el cuarto trimestre de 2013. Mediante tres metodologías complementarias (examen visual, técnicas de cointegración y estimaciones no lineales), observamos que el crecimiento de la población activa, la legislación de protección del empleo y las políticas activas de mercado de trabajo (incentivos a la creación de empresas, programas de trabajo compartido) favorecen el emparejamiento, mientras que los niveles de instrucción intermedios, el desempleo de larga duración y las políticas pasivas (prestaciones por desempleo, fiscalidad del trabajo) lo dificultan.     

The Role of Dialectical Interrogation in Review Studies: Theorizing from What We See Rather Than What We Have Already Seen

Review-centric works receive increasing attention for generating insightful contributions to management and organization studies. Despite this, the literature on theory building has taken little note of their place in the theorizing process. This deserves attention, however, given the challenges reviews face in theorizing in the absence of new empirical observations. Accordingly, these works run the risk of merely summarizing ‘what we have already seen’, instead of ‘maximizing what we see’. Drawing on the strategies of theorizing from similarities and theorizing from anomalies, we propose dialectical interrogation as a critical step in theorizing through which review scholars imaginatively engage in a back and forth inquiry between the phenomenal world of a given field and existing theory. By analysing selected review studies from top management journals, we reveal that theorizing outcomes occur through two ways of dialectical interrogation (consolidative and disruptive). We contribute by demonstrating that review scholars can enter into powerful theorizing through the consolidative or disruptive interrogation of the review data with extant theory to detect emergence and novelty alongside puzzles, conflicts and paradoxes. Dialectical interrogation can address the shortcomings of current theorizing in review-centric works and bears potential for advancing theories of management and organization studies.     

Do not swipe the small stuff: A randomized evaluation of rules of thumb-based financial education

We perform the first rigorous test of a rules of thumb-based approach to financial education on consumer behavior and outcomes. We test two rules of thumb that are targeted at reducing credit card revolving and deliver them in a randomized fashion via e-mail, online banner, and physical mailer. Using monthly administrative data and pre and postintervention credit data on almost 14,000 consumers, we find that the “Do not swipe the small stuff” rule of thumb reduces participants' targeted credit card balance by an average of 2% at a cost of around $0.50 per person. The “Credit keeps charging” rule shows a decline as well but the impact is not significant.     

Training for business start-up in Scotland — the gender dimension

This paper looks at two examples of business start-up training in Scotland which have specifically targeted women, both younger women entering the labour market for the first time and older women who are either unemployed or returning to the labour market after raising a family. We argue that women face a double disadvantage in trying to start up and run their own business. Traditionally women have not been seen as business owners and are under represented in the small business sector. Secondly women perform a dual role in that they are almost always responsible for domestic and family concerns, whether they are economically active or not. We recognise that “gender constraints” exist and discuss the training programmes we have developed which in their style, content and timing set out to meet the special needs of women contemplating self employment.     

谁是北岩银行的“救命稻草”

北岩银行年初还因金融创新受到英国金融当局的褒奖，谁成想，仅仅9个月过后北岩银行的高管就沦落到人人指责的境地。     

Risk Premia in Foreign Currency Futures

This paper tests the uncorrelatedness of increments of daily foreign currency futures prices and derives implications for risk premia based on a heteroscedasticity-robust variance ratio test. There is evidence suggesting the existence of a time-varying risk premia. Moreover, the results suggest that currency futures price is not an unbiased predictor of currency spot price on corresponding maturity date of currency futures contract. The paper also applies a heteroscedasticity-adjusted Box-Pierce Q test to the same data set for comparison.     

Understanding the Change–Cynicism Cycle: The Role of HR

Employee change cynicism is an unintended consequence of organizational change, which can undermine the effectiveness of change initiatives. Based on social information processing theory, we examine the impact of two human resource roles (administrative expert and strategic change agent) on the relationship between the quantity of organizational change and employee change cynicism. Using multilevel data from 1,831 employees in 70 organizations, we find employees who are exposed to more organizational change report higher levels of change cynicism. However, the strength of the organizational change–cynicism relationship is affected by the role of HR in the employees’ organizations. When HR undertakes an administrative expert role, change is more likely to generate change cynicism. When HR undertakes a strategic change agent role, change is less likely to generate change cynicism. Our results suggest that organizations need to think carefully about the role of HR during organizational change and encourage HR to adopt a strategic change agent role. © 2015 Wiley Periodicals, Inc.