Annual World Bank Conference on Development Economics 2008, Regional

Pleskovic, Boris; Lin, Justin Yifu

doi:10.1596/978-0-8213-7123-7

Cited by 6 publications

(3 citation statements)

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“…Moreover, hypothesis 3 was satisfactorily supported (2). Hypothesis 2 results support Condition (3).…”

Section: Oi6mentioning

confidence: 66%

“…Innovation has become a hot topic in public and governmental organizations. Since it is evident that the traditional methods to operate the organization are less effective in the motivation and development of employees' creativity, which contributes in the modern era by facing rapid changes and uncertainty, those organizations need to transform their methods and techniques to perform innovatively [3].…”

Section: Introductionmentioning

confidence: 99%

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How New HRM Practices, Organizational Innovation, and Innovative Climate Affect the Innovation Performance in the IT Industry: A Moderated-Mediation Analysis

et al. 2019

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Considering the cutthroat competition in IT organizations, public and state-based organizations are trying to develop strategies to promote innovation in the organizations. However, due to monopolistic structure, employee rigidness, and lack of innovation climate, employees are reluctant to perform innovatively in such organizations. New HRM practices (NHRM) can enrich the talented, motivated, committed, and innovative staff to enhance innovation. However, empirical evidence to prove this relationship is insufficient. Therefore, this study aims to analyze the effect of NHRM practices on innovation performance with the mediating role of organizational innovation and the moderating role of the innovation climate. Data collected from semi-government IT-based organizations provide results that there is a significant positive relationship between NHRM practices and innovation performance. The mediating role of organizational innovation was also found. Moreover, the results of the moderated-mediation show that the mediating role of organizational innovation is also strong if the organizational climate is more innovative. These results provide managerial guidelines to promote NHRM practices to enhance innovation performance in the semi-government IT-based organizations of Pakistan.

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“…Moreover, hypothesis 3 was satisfactorily supported (2). Hypothesis 2 results support Condition (3).…”

Section: Oi6mentioning

confidence: 66%

Section: Introductionmentioning

confidence: 99%

How New HRM Practices, Organizational Innovation, and Innovative Climate Affect the Innovation Performance in the IT Industry: A Moderated-Mediation Analysis

et al. 2019

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“…The level of average wages, low unemployment rates, and the availability of scholarships are associated with the benefits of migration, and the costs include the cost of living, tuition fees and moving costs. This effect is relevant in the long run: even if the agent returns to their home region after graduation they will receive a greater return on their investment in human capital (Beine, Noël, & Ragot, 2014;Rosenzweig, 2008).…”

Section: Theoretical Grounds and Empirical Results Of Previous Studiesmentioning

confidence: 99%

Socio-Economic Predictors of Student Mobility

Prakhov

Bocharova

2016

SSRN Journal

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This paper analyses the determinants of student mobility under the unified system of admission in Russia and evaluates the barriers which still limit educational mobility. It is argued that even under the Unified State Examination (USE) and the decreased transaction costs of applying to universities, student mobility is directed towards more developed regional educational markets and richer regions, but is still limited due to the financial constraints in the absence of the additional student support. Russia is a unique case, because it consists of regions with a high variation in socioeconomic development and has local higher education markets with different levels of competition between universities. This study shows the importance of the institutional characteristics of regions in student mobility.

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