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In financial markets investors and borrowers are faced with a whole structure of prices and interest rates on financial instruments. The determination of equilibria in these markets is a complex process and presents a challenge to researchers and practitioners alike. In this article we are concerned with a single section of these markets where we study the relationships between the interest rates or yields on financial securities which can be distinguished from each other (as far as possible) only by their term to maturity. We only cover the structure of money or nominal yields, as an examination of the real returns would require another arti‐cle in itself.

This study aims to highlight the role of individual and instructional design factors on training transfer and explore and review focal training factors that influence the transfer of training.

A conceptual framework has been developed for this study to better present the prevalent factors that have been empirically validated.

The facets of transfer encompassed in this study have gathered enough evidence to demonstrate a positive association with the transfer. This review points out that all predictor variables (learner characteristics, instructional design and environmental factors) positively and significantly influence the transfer of training. A mix of variables is proposed, with further investigation recommended to develop a robust training transfer hypotheses.

This study contributes to the training transfer literature in three ways. First, the authors have shown the positive influence of pre-training factors on training transfer. This study is grounded in a robust theoretical framework, thus fulfilling the previous gaps. This conceptual study elaborates on the importance of factors to establish the training transfer hypothesis. Future studies should test the suggested framework and look for other things that could help learners be more effective and motivated so that training can be more effective and transferable.

This study has significant findings for organizations operating in the current business scenario to enhance learning transfer, where the transfer is very low and a significant cause of concern for every organization. By making management aware of the success factors of training transfer, they can ensure a better training transfer. In this study, the transfer design considerations are discussed in detail, and their practical consequences are provided for training transfer in general and training professionals in particular.

The training transfer literature showcases two significant gaps; first, it lacks appropriate characteristics, and second, there is variability in the results. This study bridges the gaps and attempts to advance our understanding of training transfer grounded in the theoretical framework by focusing on learner characteristics, instructional design and work environment in training transfer, which predictor variables can improve training transfer. This study also contributes to the current training transfer literature by proposing a combination of factors that provide a theoretical foundation for developing a solid training transfer theory.

In a series of books beginning in 1949 with Expectation in Economics, G.L.S. Shackle has analysed business decisions made under conditions of uncertainty (see Shackle, 1949,1955,1961,1970). In these he rejects the orthodox, probability‐based, approach of expected utility theory and outlines his own “model” of the decision process. This “model” is outlined in the next section. A number of criticisms which have been made of the Shackle theory are discussed in the third section together with responses which seek to preserve the underlying spirit of Professor Shackle's approach. The fourth section examines the relative merits of the orthodox mode of analysis and that of Professor Shackle as rationalisations of the judicial standard of negligence used in England and the United States.

In recent years Professor Shackle's numerous, highly imaginative and original works on the role of expectation and uncertainty in the modelling of economic behaviour have at last become more widely acknowledged. However, still relatively little attention is paid to one of his seminal and earliest studies, that concerned with his own theory of expectations and individual decision making under uncertainty, work on which was begun and published in the 1930s and completed in 1949 with the appearance of the first edition of Expectation in Economics. Thereafter, until the early 1960s, his theory received a modest amount of interest. However, it tended to become neglected; reference rarely appears to it in books or papers on expectation, even in those papers discussing decision making under uncertainty (see, as one of the latest examples, G. O. Schneller and G. P. Sphicas, 1983). The literature has been dominated by the risk‐based, expected utility approach to decision taking.

This paper aims to capitalize on a linguistic perspective to analyze the rhetoric of French leaders about organizational change.

To address the research questions, the authors opted for a lexical content analysis. They use Ford and Ford’s (1995) change conversational framework and the speech act theory to analyze French CEOs’ letters to stakeholders, over the period 2007-2012.

The authors find that leaders’ rhetoric consists of three types of change conversations, namely, initiative, for understanding and for performance, that were underpinned by a network of assertive, expressive and commissive speech acts.

The results reveal that the communication of change to external stakeholders can be characterized as supportive change conversations, offering assurance on the necessity, appropriateness and expected benefits of change.

This paper is the first work, in the French context, which integrates change conversations and speech act perspectives to examine the way leaders communicate with external stakeholders through CEOs letters. Previous research focused specially on communicating change with internal stakeholders.

This study was launched because practitioners of Appreciative Inquiry (AI) instilled awareness for needed AI outcome research. Therefore, the goal of this research was to identify the salient AI processes and levers and the rate of AI success and failure. This study was specific to U.S. municipalities due to a researcher finding AI failure probability therein. In direct opposition, eight U.S. municipalities were identified from the literature as having utilized AI in 14 projects and all were successful even when resistance was present in three applications. A survey revealed 15 AI initiatives identified as successful even when resistance was present in eight, resulting in validation. This study utilized a mixed methods exploratory case study design, sequentially in the mix, consisting of a literature review and application of two unique instruments applied to three populations.

In this article, after laying the conceptual foundations of communication and corporate culture, we revise the disagreement on whether their role in their mutual relationship is a minor or a fundamental one. Then, we define “communication in corporate culture”, as the foundation of the communication‐culture system. Building on this idea, we suggest a model for organizational reinforcement. Finally, we define the basic patterns in order to strengthen and reinforce the proposed cycle.

Building societies, as we illustrated in the Preface, occupy an important position in the British financial system. There are at present over four hundred societies although this industry is highly concentrated, with the ten largest societies (with well developed branch networks) in 1978 accounting for 66 per cent of the total assets.

During the last decade a substantial number of empirical research studies on export performance have been conducted. This article reviews 55 of these studies, summarises the findings according to a “strategic export model”, synthesises current knowledge, and suggests directions for future export research activities.

We present major aspects of two change‐oriented paradigms — formal logic and the logic of contradiction. For the Western manager, we assert that knowledge of the latter will facilitate strategic innovation in the West, similar to the trend in the Orient. Further, we identify ways in which formal logic and the logic of contradiction differ when applied to strategic innovation. Finally, we argue that the formal logic framework could inhibit competitiveness in the global business arena, whereas approaches derived from the logic of contradiction may enhance competitiveness through their influence on strategic innovation. Ultimately, the management of strategic innovation from this alternate perspective involves not only managing contradiction, but recognizing its potential positive contribution to the innovation process as well.