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The purpose of this paper is to test the Feldstein and Horioka (FH), theory that capital mobility should be low if there is high correlation between saving and investment, in some African countries.

This paper tests the cointegration between saving and investment using bounds testing approach to cointegration and derive the long-run elasticities using autoregressive-distributed lag (ARDL) and Phillips-Hansen fully modified OLS for African countries over the period 1960-2008. This paper conducted the test for unit root properties using Augumented Dick-Fuller procedure.

Their main findings are: investment and saving are strongly cointegrated for The Gambia and Burkina Faso and marginally cointegrated for Ghana, Mali, Cote d'Ivoire and Benin when investment is the dependent variable and there is evidence of cointegration between saving and investment when saving is the dependent variable for Senegal and Niger and no evidence of cointegration for Cameroon, Chad and Togo; the long-run coefficients on saving are low or negative implying low correlation. This paper concludes that Feldstein and Horioka theory could not be ruled out in African countries investigated.

This paper is the original paper conducted on West African countries. This study has not across any paper bearing the same title on the countries of coverage.

This paper develops theory about the relationship between innovation and productivity improvements when technological knowledge is mature. By combining theory about organizational learning and the development of technological knowledge hypotheses concerning innovation and productivity improvements are developed that are counter‐intuitive to conventional thinking. Qualitative and quantitative data are used, collected over a six‐year period from the cotton‐ginning division of a large agribusiness firm to test the hypotheses. Support is found for the hypotheses that the connection between innovation and productivity improvements will be weak, when technological knowledge is mature.

Over the past two decades across a number of sectors of the economy there has been an ever increased interest in attempting to understand the mediation of “tacit knowledge” in developing professional expertise. Much thought has been invested in studies which attempt to resolve the difficulty of revealing tacit knowledge and finding ways of transferring it within institutions and across organisations. But, in general these recent studies, and the approaches they have adopted, do not take sufficient account of the phenomenology of human being, Dasein, which is essentially temporal: the purpose of this paper is to address this issue.

The approach here is based on a phenomenological and deconstructive study of two small–scale comparative cases of the mediation of tacit knowledge in the development of professional expertise in Higher Education, within the context of social practice and educational practice. The cases will each serve to provide a focus upon professional expertise in teaching in each of these domains of professional practice.

Deconstruction will serve to illuminate the essential differences between what is observed and re‐presented as episodes of teaching and the complex interplay of temporality that in each case is unique to the individual human being.

In the field of work‐based learning this paper adopts a novel approach. The deconstruction of tacit knowledge against indications drawn from Heidegger's ontology serves to bring into sharp relief the unfolding of essential forms of technology. By focusing the analysis upon the language in which the knowledge is generated and the phenomenology of human being, Dasein, the study will seek to explore some of the implications of attempting to convert “tacit knowledge” into a technology that can be transferred across organisations and institutions. It will illuminate the situation‐specific nature of tacit knowledge as grounds for professional expertise.

Despite the importance, no study exists which investigates the role of human resource (HR) in supply chain (SC) learning. This study aims to investigate the effects of high-performance human resource management (HRM) practices on different types of the SC learning (i.e. supplier, customer and internal learning) and innovation performance.

This study applies structural equation modeling to test the conceptual model based on data collected from 213 manufacturing firms in China.

The findings indicate that empowerment improves all three dimensions of SC learning, whereas training improves supplier and internal learning and teamwork is not related to any dimension of SC learning. These HRM practices also interactively influence SC learning dimensions. Moreover, customer and internal learning are directly related to innovation performance, while supplier leaning has a complementary effect with internal leaning but a substitutional effect with customer learning to innovation performance.

This study only selects training, teamwork and empowerment to manifest high-performance HRM practices. The impacts of high-performance HRM practices on different dimensions of SC learning and innovation performance are tested empirically with cross sectional-data collected only from manufacturing firms in China.

The findings suggest that managers can promote SC learning through the empowerment and training of their employees. Moreover, managers should place more emphasis on customer and internal learning to improve innovation performance.

Combining HRM and supply chain management (SCM) fields, this study offers a new framework to understand linkages between high-performance HRM practices, SC learning and innovation performance by using an empirical method.

Organizational flexible integration capability equips organizations to deal with the whole range of problems presented by dynamic environments. Adopting the language of dynamic capability research we advance four components that constitute flexible integration capability. These are a dominant logic of opportunity, a wide variety of problem solving projects, the deployment of portable integration expertise, and organizational practices support the development of portable integration expertise. Of these four portable integration expertise is a purely individual level capability. Organization level flexible integration capability is founded on the development of portable integration expertise by individuals. Organizations can facilitate portable integration expertise by structuring careers, valuing long term goals and objectives, adopting knowledge management practices and being receptive to external sources of knowledge.

Moral agents have moral choice. This chapter argues that moral choice denies historical inevitability when moral choice is informed by both moral imagination and historical imagination. I explore this by way of one specific historical example which should be used, as the philosopher Bernard Mayo argued, as a moral exemplar. In pursuing my arguments I utilise work by Sir Isaiah Berlin, amongst others. I do though take issue with Berlin, whom I argue has confused not the nature but the role of historical imagination, claiming dominance for it where it cannot dominate. I conclude with historical inevitability being refuted by moral choice, informed by both moral imagination and historical imagination.I argue that the refutation of historical inevitability has implications for Australian businesses in their current dealings with the People’s Republic of China. Australia escaped the Global Financial Crisis because of Chinese purchases of Australian commodities. But Australian business in trading with China is trading with an unjust regime. Hoffman and McNulty (2009) argue that regarding a regime such as China we can ‘learn from our past’. Regarding the past I argue that Australian business executives dealing with China would benefit by studying the historical example of Churchill’s May 1940 decision and should use that as a moral exemplar. Earlier generations of Australian managers contemptuously dismissed Chinese workers. The current generation of Australian managers, who fail to morally acknowledge China’s workers and citizens, risks being equally contemptuous, dismissive and racist.