Does the Feldstein–Horioka puzzle exist among South Asian countries? A regime‐switching approach

A plethora of literature has been undertaken to study the validity of the Feldstein–Horioka (FH) puzzle. However, divergent views continue to persist in the FH puzzle literature. This study explores the empirical validity of the FH puzzle in the case of South Asian countries using annual data from 1960 to 2017. Both panel data approach and Markov‐switching regression approach are used to empirically analyze the FH puzzle. The results of the cointegration test confirm the long‐run relationships between saving and investment in the selected South Asian countries. The results of Markov‐switching regression confirm that the saving‐retention coefficient has shifted from high to low values and also from low to high values. Thus, the FH puzzle exists for a particular time period and mostly depends on the regime shifts in the South Asian countries. The results of panel fully modified ordinary least squares (FMOLS) and dynamic ordinary least squares (DOLS) methods also confirm that FH puzzle holds for the South Asian countries. Therefore, the study suggests that any saving promotion policies are desirable for enhancing investment among the South Asian regions.     

个人大病求助互联网服务平台行政规制研究——以水滴筹为例

个人大病网络互助是目前我国应用最为广泛的个人求助形式,一定程度上能够弥补慈善组织社会救助之不足。实践中,个人大病求助互联网服务平台暴露出诸多问题。应从确立监管主体、明确权利义务、开立专门账户、设立第三方基金会、提高准入退出门槛等方面加强对个人大病求助互联网服务平台的行政规制,以营造良好的慈善氛围。     

理性看待现金分红新规定

2008年10月7日证监会发布了<关于修改上市公司现金分红若干规定的决定>.分红新规中的分红要制度化等规定意味着管理层建立和完善上市公司分红机制,打造理性市场和引导投资者进行价值投资的决心.但新规定还存在诸如分红制度不具有强制约束力,只对需要再融资的上市公司加以限制等诸多问题,应在实际操作中加以逐步完善.     

劳动争议处理之我见

近年来,我国的劳动争议案件逐年增多,且呈现复杂化、群体化、涉外化等趋势.我国政府为了实现社会公正,走上了通过扩大劳动者个人的权利来解决劳动争议的路子,致使劳动者、企业单位、工会、行政权力以及法院在处理劳动争议过程中的职能、地位发生扭曲.所以必须关注并完善劳资双方的信用关系、工会的职能与地位、行政权力在劳动争议处理中的地位和权威、法院最后的司法救济,从深层次解决原来的处理体制"用其所短"的弊端,实现劳资关系的和谐.     

企业最优资本结构及其良性循环的实现

资本结构对企业的经营至关重要,随着我国社会主义市场经济的发展和现代化企业制度的建立,企业资本结构的优化已成为现代企业筹资决策中的核心问题。     

越南外国投资优惠法律政策研究

越南是我国企业进军东盟的必由之路.自越南改革开放以来,越南的外商投资的法律不断得以完善,投资程序日趋简化,投资环境日益宽松,投资优惠政策也增多.外资在越南投资前景广阔.     

Recruitment and selection practices among non-governmental organizations (NGOs) in Ghana

Taking into consideration the eugenic nature and perspective of high-performance human resource management functions on organizational effectiveness, the authors examined managerial and employee level of recruitment and selection on operational performance with emphasis on human capital and three indicators of organizational commitment (affective, normative, and continuous) as mediators. Questionnaires totaling 282, 122 for managerial level and 160 for employee level, were administered. A multilevel analysis of data were conducted on a selected number of Ghanaian NGOs using Statistical Package for Social Sciences (SPSS). The study revealed that recruitment and selection ideally leads to improved operational performance, however, this affiliation can be enhanced through the inescapable role of human capital and the three commitment indicators (affective, normative, and continuous). It was also exposed that effective recruitment and selection leads to a desirable employee’s level of affective, normative and continuous commitment, which also have greater influence on the operational performance. The study is thus considered very significant contextual support to existing literature and practitioners since not much of such work has been done in the Ghanaian context. Therefore, the current study implicates recruitment and selection, human capital, and the three commitment levels as a core value-creating ability that drives non-governmental organizations performance.     

Public Service Motivation,Organizational Social Capital,and Knowledge Sharing in the Korean Public Sector

This article investigates whether public service motivation (PSM) and organizational social capital predict knowledge sharing in the public sector. The hypothesized relationships in the proposed model are verified with the online survey data of 506 public employees in Korea. The test results show that the two dimensions of PSM (attraction to public service and commitment to public values) and the trust component of organizational social capital are both positively related to knowledge sharing in the Korean public sector, and that the associability component of organizational social capital is indirectly associated with knowledge sharing through its influence on PSM. The article discusses the ways that PSM and organizational social capital may contribute to overcome the social dilemma of knowledge sharing in public organizations. It also suggests that there is need for further research on the individual dimensions of the PSM construct.     

Co-creation of Linking Social Capital in ‘Municipality 3.0’

There is great interest in co-creation of welfare production between municipalities and the civil society in the Nordic countries. Using linking social capital as a theoretical point of departure and examining a qualitative case study in Norway, I critically assess the concepts of co-creation and ‘Municipality 3.0’. It is suggested that even in countries with high trust in the authorities, building linking social capital in the shape of interorganizational networks is a complex process fraught with potential barriers related to trust, network building, municipal resources, and statutory laws and regulations. And while outcomes are promising, they are far from certain.     

Patriarchal unions = weaker unions? Industrial relations in the Asian garment industry

This paper explores how gender ideologies shape industrial relations in the Asian garment industry. Drawing on ethnographic research, it illustrates how widespread norm perceptions of acquiescent women and assertive men reinforce patriarchal, authoritarian unions. Even if privately critical, women may be reluctant to protest if they anticipate social disapproval. Such beliefs reinforce patriarchal unions, curbing women workers’ collective analysis, engagement, and activism. This weakens the collective power of labour to push for better working conditions. Tackling norm perceptions and building more inclusive unions may help strengthen the labour movement.