Article Information

Abstract

International marketers may be interested in stock market linkages for various reasons: the co-movements of equity prices appear to reflect not only market globalization but also the globalization of capital resources. The co-movements can affect the balancing strategies of country market portfolios as they indicate opportunities and risks. The strategic choice of alternative market presence, such as market entry via export marketing or a full ownership and marketing may need to match with the type of financial resources. The co-movements of and the linkages between the U.S. stock market and Asian stock markets have been studied extensively. However, little attention has been given to the co-movements of Asian stock markets and the lead/lag linkages between them. In this paper, we study this issue with the principal components analysis (PCA) and Granger-causality (G-C) statistical techniques. We find that the contemporaneous co-movements of Asian stock markets have become closer and portfolio diversification benefits with Asian stock markets have diminished over time during the January 1, 2001-January 1, 2011 period. We find that the Singapore, Indian, and Japanese stock markets are the most influential stock markets and the Philippine and South Korean stock markets are the least influential stock markets in Asia. The Japanese, Singapore, and New Zealand stock markets are the least affected stock markets and the Shanghai, Australian, and South Korean stock markets are the most affected stock markets by the movements in the other Asian stock markets.

Keywords: Asian stock markets, Co-movements of stock markets, Linkages between stock markets, Principal components analysis, Granger causality

Learning, an important element in terms of affecting the change of individual, organizational and social structures, will occur more effectively when the institutions in social structure turn into learning organizations. Senge (1993) concept of learning organization, constantly changing, evolving and renewing itself described as a dynamic structure. This concept has an important place in all institutions is also a separate meaning for educational institutions. In this context, schools training the human resources, appropriate for the aim of being information society, as individuals have taken continuous learning as their principles, teachers providing educational and supporting services and their perceptions of learning organization are of the great importance. In Balıkesir, the study was conducted virtue of this importance has been serving the state and private institutions serving 848 elementary teachers, perceptions of the learning organization and organizational barriers that prevent it is to be determined through a comparative analysis. As a result of the survey, in the framework of the bases in literature, it has been found out that the state primary schools don’t have the features of learning organization, contrary to the private primary schools.

Keywords: Learning organizations, Organizational learning, Learning school.

The present study was designed to examine the dimensions of HRM practices that may cause faculty turnover decision among the private university faculty members in Bangladesh. The role of affective commitment as the mediator in the proposed relationship was also investigated. A total of 317 faculty members of the private universities participated, completed and returned the questionnaire which represented 57% response rate of the study. Multiple regression analyses were used to test the hypotheses of the study. The results of the study revealed that out of six HRM practices used in this study three were found highly significant and negatively related to turnover intention. The study also found that affective commitment mediates the proposed relationship between HRM practices and turnover intention. Limitations and suggestions for future research are forwarded.

Keywords: HRM practices, Affective commitment, Turnover intention, Private Universities in Bangladesh.

There is also enough scientific research proved the positive effect of performance on motivation. The common idea is that the performance feedback improve the technical and behavioral effectiveness of employees which then reflect on the job motivation. Around this idea, performance feedback effect motivation via reducing the performance ambiguity, improving the manager-subordinate relationships, making more easy to achieve goals, supporting the personal development and adapting to change. In this article, the effect of performance feedback on motivation is examined arround this stated five different variables. The research result indicated that the only reducing performance ambiguity have positive effect on motivation.

Keywords: In Performance feedback, feedback, performance evaluation system, motivation, personal development.

The situational factors effective in globalization change the scope of activities and the competition types of businesses; and also transform the organizational structures and applications together with managerial practices. In the light of the reflections of these developments on human resources management, the objectives of this study are to determine the contemporary approaches within international context and to make evaluations in terms of strategic approaches and regional models. With this purpose, main human resources management journals were determined among SSCI journals with the criteria that the name of the journal includes either “human”, “personnel”, “manpower”, “labor force” or “work force”. The time span was chosen as between 1998-2008. Within found to have more researches on European Countries. Choosing the researches in Europe–hosting the birth of human resources management- in spite of America–hosting the development and dispersion of the discipline- was due to its geographical proximity to the researchers’ country. It was found that the contemporary trends centre around “application and functions of human resources management” and “new employment types”. Moreover, it was determined that global conditions cause isomorphism on business applications and that American model is influential in Europe and there is not a unified model in Europe.

Keywords: International human resources management, contemporary trends, strategic human resources management approaches, European model, American model