Perspectives for Future Economic Policy Coordination within EMU

While rules, procedures and institutions for economic policy-making in EMU have been put in place, their functioning is still open to the tests of reality. The singular mix of a centralized monetary policy and decentralized fiscal (and structural) policies makes coordination procedures a necessity, if an optimal policy mix pursuing the objectives of Art. 2 TEU is to be achieved. Inclusion of social partners into macro-policy coordination, as proposed in the new European Employment Pact, is a necessary complement, if wage policy is to play its role as a shock absorber for asymmetric shocks, but also in order to align policy orientations of all actors. While during the start-up phase of EMU each policy actor focuses on his own independence and autonomy, in the future the everyday task of conducting economic policy will lead to a more pragmatic cooperation by all actors.     

The effect of matching on perceived export barriers and performance in an era of globalization discontents: Empirical evidence from UK SMEs

In this study we examine the effect of matching, a comprehensive networking concept, on the perceived export barriers and export performance of small exporting firms. We introduce matching as a moderating variable affecting the link of perceived internal/external export barriers to export performance. Using a sample of 106 UK-based exporting small and medium enterprises (SMEs), we find that matching alleviates the negative impact of perceived internal export barriers on export performance. Furthermore, the empirical results show that export experience and export commitment reduce managers' perceived internal and external export barriers. The study shows that matching, as a networking-tool at multiple levels, can help to overcome export barriers, thus providing a mechanism to offset challenges opened up through nationalistic policies.     

Monetary union in Latin America: an assessment in the context of optimum currency area

The article applies the optimum currency area (OCA) theory to Latin America to assess the potential of a monetary union in Latin America and in its major existing regional trade agreements (RTAs). According to OCA criteria we find that Latin America is far from being an optimum currency area, as its countries’ exposure to asymmetric shocks is high and their capacities to adjust in response to macroeconomic disturbances are limited. Using a panel of 20 Latin American countries from 1990 to 2014, we apply the dynamic OLS estimation techniques to estimate the costs and benefits of a potential monetary union in Latin America and in its various RTAs. to estimate the costs and benefits of a potential monetary union in Latin America and in its various RTAs. We find that the costs are high, because Latin America’s economies are vulnerable to severe macroeconomic disturbances and its RTAs differ significantly in their response to negative demand shocks. Most of the monetary efficiency gains are shown to be the result of a common restrictive monetary policy which would result in higher FDI inflows and, to a more limited extent, increased GDP, both overall and per capita. Although Central American countries are shown to be most suitable for further monetary integration, we conclude that Latin American countries should head first towards greater economic and political integration.     

Adaptive Latitude: Environment, Organization, and Individual Influences

This study examines a hierarchy of adaptive latitude and the influence of environmental, organizational and managerial characteristics on firm adaptation across three industries (aerospace, electronic components, and paper products). Results show that environmental characteristics had the greatest impact on adaptive latitude, followed by organizational characteristics.     

Integrating crop modelling and production economics to investigate multiple nutrient deficiencies and yield gaps

A method is described for integrating crop modelling and production economics to quantify optimum applications of multiple nutrients and yield gaps. The method is demonstrated for crop production in the high‐rainfall zone of southern Australia. Data from a biophysical crop model were used to overcome the persistent problem of inadequate experimental data. The Mitscherlich function was expanded to accommodate four variable inputs – nitrogen, phosphorus, potassium and sulphur – and the expansion path was used to determine the economic optimum application of all four nutrients. Modelling revealed the state‐contingent yield potential and the extent to which unrealised yield could be explained by profit‐maximising behaviour and risk‐aversion by growers. If growers and their advisors were guided by the methods described, they would be better equipped to assess crop nutrient demands and limitations, predict yield potential, additional profit and the risks associated with high input systems in a variable climate. If scientists were more aware of the extra profits and the risks involved (as well as the quantitative relationships between inputs and outputs) when thinking about what to produce and how to do so, they would be more circumspect about the net benefits to be obtained from closing yield gaps.     

The Effect of Demographics,Work Status,and Relative Equity on Organizational Commitment: Looking Among Part-Time Workers

Abstract This study investigated differences in organizational commitment among part-time workers. This contrasts with the traditional comparison of differences between part-time workers and their full-time counterparts. The most significant predictors of organizational commitment among part-timers were their perceptions of relative equity and job satisfaction, compared with full-timers. Neither demographics nor work status were significant after controlling for relative equity and satisfaction. Satisfaction acted as a partial mediator between the independent variable, relative equity, and the dependent variable, organizational commitment. This research indicates that organizations need to recognize that part-timers' attitudes toward their jobs depend a good deal on their perceptions of their treatment relative to full-time employees. Résumé Cette étude analyse les differences d'engagement envers l'employeur chez les employés à temps partiel seule-ment, au lieu de la comparaison traditionnelle entre les employés à temps partiel et les employés à temps plein. Les prédicteurs les plus significatifs de I'engagement envers I'employeur chez les employés à temps partiel sont la perception de l'équité relative de leur traitement par rapport aux employés à temps plein, et la satisfaction associée à leur travail. Ni les critères démo-graphiques, ni le rang dans la hiérarchie sur le lieu de travail ne s'avèrent significatifs après normalisation, compte tenu des variables équité relative et satisfaction. La satisfaction joue le rôle de médiateur partiel entre la variable indépendante, équité relative, et la variable dépendante, engagement envers I'employeur. Ces résul-tats indiquent que les employeurs ont besoin de reconnoitre que les attitudes de travail des employés à temps partiel dépendent beaucoup de la faeon dont ceux-ci ont I'impression d'ětre traités par rapport aux employés a temps plein.     

Global talent management: Literature review,integrative framework,and suggestions for further research

The environment for most organizations today is global, complex, dynamic, highly competitive, and extremely volatile, and is likely to remain so for years to come. In addition to these external conditions, most organizations are also facing several global challenges including those related to: talent flow; the managing of two generations of employees, viz., older or mature workers and younger workers; and a shortage of needed competencies. One major result of these challenges for organizations is that they have to be global and that they have to be systematic in managing their human capital if they wish to have any hope of gaining and sustaining a competitive advantage in the years ahead. Many human resource practitioners and consultants (HR professionals) are now recognizing this, especially those that operate globally, the multinational enterprises. Academics are also showing a strong interest as evidenced by their work in the new area referred to as “global talent management”. In this article we review that academic work and attempt to organize that literature by creating an integrative framework for understanding and advancing further research in global talent management. To guide this research our framework highlights several selected challenges in global talent management, and several drivers of those challenges. It also highlights the potential role of IHRM activities in addressing those selected challenges. A discussion of possible criteria of global talent management effectiveness completes the framework. Hopefully this integrative framework may guide further academic research on global talent management and might also inform the work of HR professionals.