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Carbon emission is one of the most important problems of today. In this framework, it is important for countries to take the necessary actions to solve this problem. Energy use is one of the most important causes of carbon emissions. Choosing fossil fuels in this process increases the carbon emission problem. Therefore, it is understood that countries should be more sensitive about energy types. In this context, renewable energy (RE) sources are recommended by experts. However, due to some problems of these energy types, it does not seem possible to meet all energy needs from these sources. It is thought that nuclear energy will produce a permanent solution to the carbon emission problem. In this context, it is recommended that the use of nuclear energy be put on the agenda by countries.

This chapter is devoted to the problems of an optimal and economically grounded approach to tax revenue distribution among the citizens of the Russian Federation. The large territory of Russia and the inhomogeneity of the tax space make this problem more complex. The objective of this research is to determine a fiscal mechanism functioning in the state taxation system. The authors look into the methodological issues of the criteria estimates of the budget components. Having done this research, the authors grounded the augmentation of the new scientific knowledge for the fiscal policy formation aimed at improving the country’s fiscal tools.

The aim of this chapter is to show the limits of the European policy model and to support the existence, through straightforward empirical analysis, of an inverse relationship both in the short run and in the long run between trust in institutions and unemployment. The empirical methodology relies on dynamic panel data techniques allowing measuring in a single equation both the long-run relationship and the short-run speed of adjustment among variables. This connection appears to be valid both in the Eurozone considered as a whole and in particular in peripheral countries, where the macroeconomic dynamics have been, under this respect, much more divergent from the average. This outcome allows proofing that to consolidate the European process of integration in the long run, institutions should have as main objective not only inflation but especially unemployment.

Purpose: This chapter aims to present the arguments for and against central bank digital currency (CBDC) increasing financial inclusion. Financial inclusion is one of the many reasons for issuing a CBDC.

Need for the study: There is a need to offer a critical perspective on the proposed financial inclusion benefits of CBDC. This is the first paper to present arguments supporting and statement against CBDC for financial inclusion.

Method: This chapter uses discourse analysis methodology to identify the arguments about CBDC promoting financial inclusion

Findings: The arguments in support of CBDC increasing financial inclusion are that CBDCs can digitise value chains, CBDCs can improve access to digital financial services, CBDCs can help to enlarge the digital economy, CBDCs can enhance the efficiency of digital payments, CBDCs can be used offline when there is no internet coverage, and CBDCs have low transaction costs. Some criticisms are that CBDC may not prioritise financial inclusion, a high price to purchase digital devices for holding a CBDC, non-interest-bearing CBDCs, the strong preference for cash over digital currency, the burdensome identification and regulatory requirements, and the imposition of transaction costs.

Implications: Overall, the arguments presented in this chapter show that there is still disagreement over whether a central bank’s digital currency can increase financial inclusion. Nevertheless, in the light of recent events, many central banks are determined to issue a CBDC for many reasons. Even though CBDCs do not achieve the intended financial inclusion objective, at least the other goals for publishing a CBDC will be performed, such as a significant reduction in cash management costs and the effective conduct of monetary policy.

Sufficiently persistent rise in nominal interest increases inflation rate in short-run. This short-run comovement of nominal interest rate and inflation rate is known as Neo-Fisherianism. This chapter proposes a policy based on Neo-Fisherianism to escape Zero Lower Bound (ZLB) using a textbook Forward Looking New Keynesian Model. I have shown that proposed policy with properly chosen inflation target and persistence can stimulate economy and escape ZLB by raising nominal interest rate. I have also shown that the proposed policy is robust to varying degrees of price stickiness.

Monthly 1980–2014 data are examined to determine how employment responds to money supply shocks in Canada and the United States. The focus of the analysis is a comparison of the real economies’ responses to the financial crisis and the great recession. Employment is used as a proxy for real output, though it may respond to monetary shocks with a longer lag. Vector autoregression models are specified, estimated, and interpreted. Impulse response functions are examined to assess the impact of innovations in monetary policy. A comparison of the response of employment to monetary innovations allows for evaluation of alternative business cycle theories and of the relative efficacy of Canadian v. U.S. monetary policy. Cross-border impacts are also assessed. Granger causality tests are used to examine whether money supply growth causes unemployment, whether monetary shocks cause higher or lower employment, and distinguish between short-run and long-run effects.

Despite widespread interest in the gig economy, academic research on the topic has lagged behind. The present chapter applies organizational theory and research to compose a working model for understanding participation in the gig economy and how gig work may impact worker health and well-being. Drawing from past research this chapter defines the gig economy in all its diversity and advances a framework for understanding why individuals enter into gig economy. Next, the authors discuss how various characteristics of the gig economy and gig workers can be understood as both demands and resources that influence how gig work is likely to be experienced by the individual. To understand how these characteristics are likely to influence worker health and well-being, we draw from past research on alternative work arrangements and entrepreneurship, as well as the limited extant research on the gig economy. Finally, a research agenda is proposed to spur much needed research on the gig economy and its workers.

One potential shortcoming of the emerging gig economy is the reduced ability of gig workers to meet their social and relatedness needs through their work. Using self-determination theory (SDT) as a theoretical foundation, we examine how gig work platforms currently use their technology for managing relationships with gig workers. We develop a framework consisting of four main attributes: relationship content, relationship duration, relational eHRM function, and social eHRM type. We then analyze the eHRM resources offered on 20 gig work platforms, evaluating the extent to which they are aligned with the framework. All platforms analyzed included some relational eHRM resources. Relationship content tends to be focused on tasks or career development, and relationship duration tends to be short. All three of the relational eHRM types (communication, training and development, and performance management) are currently found on gig platforms. Many of the eHRM resources are available to an open audience, but some of the resources with the potentially highest value are kept internal and are available only to people in particular roles. We discuss practical implications and directions for future research on this topic, suggesting that eHRM systems more focused on relational functions could be used to help gig workers meet their relatedness needs.

Talent management and its associated issues are a perennial concern for human resource management (HRM) practitioners and HR professional bodies. The disruption of the gig economy has exacerbated these concerns in multiple ways. This chapter seeks to interrogate this arena, its drivers and in particular the onward impacts on HRM practice and direction at the wider organisational level. The conceptual lens of Critical HRM has been selected for this analysis to examine how a variant of neoliberalism, that of human capital theory, has exuberated and legitimised a shift from an inclusive human relations approach to talent management to an exclusive individualised one with onward impacts on the talent development opportunities for individuals inside and outside of the organisation. This chapter also considers the reemphasis on the role of ‘strategic planning’ and the rise of supply chain management discourses in the context of managing atomised talent. It is argued that in the absence of mutuality in the gig economy espoused talent management strategies can create a conflict between the agendas of giggers, platforms and agencies and wider stakeholders in organisations. These issues are examined through an in-depth case study of gig-based contracts in the higher education and their impact on talent management and associated goals of innovation and creativity.

This work examines the intersection between traditional human resource management and the novel employment arrangements of the expanding gig economy. While there is a substantial multidisciplinary literature on the digital platform labor phenomenon, it has been largely centered on the experiences of gig workers. As digital labor platforms continue to grow and specialize, more managers, executives, and human resource practitioners will need to make decisions about whether and how to utilize gig workers. Here the authors explore and interrogate the unique features of human resource management (HRM) activities in the context of digital labor platforms. The authors discuss challenges and opportunities regarding (1) HRM in organizations that outsource labor needs to external labor platforms, (2) HRM functions within digital labor platform firms, and (3) HRM policies and practices for organizations that develop their own spin-off digital labor platform. To foster a more nuanced understanding of work in the gig economy, the authors identify common themes across these contexts, highlight knowledge gaps, offer recommendations for future research, and outline pathways for collecting empirical data on HRM in the gig economy.