Measurement of Modern and Traditional Self-Concepts in Asian Transitional Economies

This article describes the development and validation of a new consumer self-concept scale created for use in Confucian societies whose economies formerly were centrally planned but are now moving toward a free-market system. Traditional self and modern self are proposed to be the two subconstructs of the perceptions of self. The empirical work involved with the scale development and validation using data from Vietnam and China are presented. Managerial implications and future research directions are also discussed in this article.     

美国海关需要伙伴

一直以来,美国海关都面临着行政资源紧缺的压力。特别是在“9·11”之后,美国海关除了传统的职能,比如贸易管制、征税、贸易便利化等,还增加了保障国家安全的任务,压力越来越大。这促使美国海关转而寻求私人部门的帮助。美国海关为此在成文法和实践方面进行了诸多尝试。     

Accounting Price of an Exhaustible Resource: Response and Extensions

Wei (Environ Resour Econ 60:579–581, 2015) presents a novel derivation of the accounting price for an exhaustible resource in a non-optimal economy subject to an allocation mechanism. We show that Wei (2015) and Hamilton and Ruta (Environ Resour Econ 42:53–64, 2009) are in fact employing different and mutually exclusive allocation mechanisms for the economy, and this explains the differences between the respective accounting prices. Because accounting prices must be defined subject to the allocation mechanism for the economy, the prices derived in the two papers are equally valid within their respective allocation domains. Further analysis shows that if there is declining marginal product of factors, a ‘Hartwick investment rule’ for the model economy (set investment just equal to depletion, valued at the accounting price) will lead to declining consumption for the Wei (2015) accounting price, and increasing consumption for the Hamilton and Ruta (2009) accounting price. This result is extended to consider the accounting standards recommended in the UN SEEA (System of environmental-economic accounting 2012: central framework. United Nations, European Commission, Food and Agriculture Organization of the United Nations, International Monetary Fund, Organisation for Economic Co-operation and Development, World Bank, 2012), as well as accounting for environmental externalities from resource use.     

Career capital in global Kaleidoscope Careers: the role of HRM

The results of this qualitative study of international talent show that although the acquisition of career capital through international assignments is perceived to be desirable both from an individual and organisational perspective, the global mobility needs and preferences of these two parties rarely coincide. This is due to the fact that individual mobility requirements come in cycles aligned to life cycle stages whereas organisational mobility needs ebb and flow like waves in response to perceived threats and opportunities. This presents opportunities and challenges for individuals in the acquisition and utilisation of career capital to balance work- and non-work-related demands in their global Kaleidoscope Careers. The role of human resource management (HRM) is to facilitate this process through mentoring, networking and other opportunities to engage in storying, enabling employees to accommodate their changing needs at different life cycle stages. Failure to offer such support can manifest itself in demotivation, business performance issues as well as difficulties in terms of diversity and inclusion. Thus this paper offers a contribution to academic literature in the field of career theory as well as international HRM professional practice.     

Savings growth and the path of utility

Abstract.  We derive an expression relating the change in instantaneous utility to the growth of net (genuine) saving in an economy with multiple stocks and externalities that maximizes welfare in the utilitarian sense. This result is then shown to hold for decentralized competitive efficient economies as well, to yield an extension of the Hartwick rule: instantaneous utility is non-declining along a development path if genuine saving is decreasing. By way of example the rule is applied as a constant genuine saving rate rule in a simple Dasgupta-Heal-Solow-Stiglitz economy. The rule yields a path with unbounded consumption and higher wealth than on the standard Hartwick constant consumption path.     

Economic growth and the development of telecommunications infrastructure in the G-20 countries: A panel-VAR approach

This paper examines the linkages between the development of telecommunications infrastructure (DTI), economic growth, and four key indicators of operation of a modern economy: gross capital formation, foreign direct investment inflows, urbanization rates, and trade openness. By studying the G-20 countries over the period 1991–2012 and employing a panel vector auto-regressive model for detecting Granger causality, we find a network of long-run causal connections between these variables, including bidirectional causality between DTI and economic growth.     

The currency of talent management—A reply to “talent management and the relevance of context: Towards a pluralistic approach”

In this paper we provide a commentary on the article in this Special Issue by Thunnissen, Boselie, and Fruytier on the relevance of context to the field of talent management. We concur that a more critical, pluralist approach to talent management scholarship is needed, that talent management should go beyond a mere economic exchange between talent and their employer, and that further research is needed to explore the link between macro, meso and micro level considerations. Thunnissen, Boselie, and Fruytier pose insightful questions about the contribution of talent management to the social and moral development of society and legitimating talent management at meso level. For us, these questions raise issues about the extent to which individual agency in ethical issues is possible in environments designed to regulate and control talent. We suggest that underexplored notions of strategic exchange and individual identity provide a richer picture of the talent employment relationship and raise a number of possible directions for future talent management research.