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This paper aims to explore the impacts of the recent development of Korean free trade agreements (FTAs) on its seaborne trade volumes. The paper firstly estimates the changes in cargo value flows caused by Korea-EU FTA, Korea-USA FTA and Korea-ASEAN FTA using a global computable general equilibrium model named Global Trade Analysis Project (GTAP) and its most recent database - version 7 with 2004 as the base year. Then a set of systematic conversion factors transferring trade value flows to volume flows of different types of commodities is calibrated according to the United Nations COMTRADE database and is used to convert the GTAP trade value flows into volume flows. Having indentified maritime cargo flows by different commodity types, this paper attempts to draw implications for maritime logistics policy in order to facilitate the trade of Korean merchandises and to propose key competitive strategy for the maritime container transport networking and logistics service providers in the Korean logistics industry.

As the Malacca and Singapore Straits are part of the shortest route between Europe and Asia any impedance to shipping has serious commercial and strategic repercussions. What would be the consequences to tankers and container shipping if access was restricted or prevented? This issue is addressed by examining the costs of using alternative tanker routes to the Straits and the flow-on consequences of removing a mega-hub port from the container-shipping network. The analysis highlights differences between tanker shipping, where the ship itself is the prime unit of interest, and container shipping, where the door-to-door network is of paramount importance.

Port competition attracted much scholarly attention in Northwest Europe during the 1980s. Following the rise of powerful economies in East Asia, particularly during the 1980s and 1990s, port competition has become an important phenomenon with the top five container ports in the world being located in the region. This paper aims to overview major port competition issues and outlines and analyzes the main alternative methodologies that researchers have employed to address them, referring to 70 items, mostly papers but including a few books and reports

Laos joined ASEAN in 1997 and has practiced the Common Effective Preferential Tariff (CEPT) scheme under ASEAN Free Trade Area (AFTA) since 1998. To estimate the effects of AFTA on international trade in Laos, this paper has built a gravity model to analyze the specific effects of AFTA on aggregate international trade volume, import and export in Laos by using bilateral trade data between Laos and 29 partner countries during 2000 and 2012. Binary variables and the size of economy of AFTA are chosen to be the two variables reflecting the effect of AFTA on international trade of Laos. Results indicate that AFTA has positive effects on aggregate international trade volume and import while negative effects on export in Laos.

Although a significant body of work has amassed that explores the antecedents, correlates, and consequences of employee turnover in organizations, little is known about how employees go about quitting once they have made the decision to leave. That is, after the decision to voluntarily quit their job is made, employees must then navigate through the process of planning for their exit, announcing their resignation, and potentially working at their company for weeks after their plans to resign have been made public. Our lack of understanding of the resignation process is important as how employees quit their jobs has the potential to impact the performance and turnover intentions of other organizational members, as well as to harm or benefit the reputation of the organization, overall. Moreover, voluntary turnover is likely to increase in the coming decades. In this chapter, we unpack the resignation process. Specifically, drawing from the communication literature and prior work on employee socialization, we develop a three-stage model of the resignation process that captures the activities and decisions employees face as they quit their jobs, and how individual differences may influence how they behave in each of these three stages. In doing so, we develop a foundation upon which researchers can begin to build a better understanding of what employees go through after they have decided to quit but before they have exited their organization for the final time.

Organizational researchers studying well-being – as well as organizations themselves – often place much of the burden on employees to manage and preserve their own well-being. Missing from this discussion is how – from a human resources management (HRM) perspective – organizations and managers can directly and positively shape the well-being of their employees. The authors use this review to paint a picture of what organizations could be like if they valued people holistically and embraced the full experience of employees’ lives to promote well-being at work. In so doing, the authors tackle five challenges that managers may have to help their employees navigate, but to date have received more limited empirical and theoretical attention from an HRM perspective: (1) recovery at work; (2) women’s health; (3) concealable stigmas; (4) caregiving; and (5) coping with socio-environmental jolts. In each section, the authors highlight how past research has treated managerial or organizational support on these topics, and pave the way for where research needs to advance from an HRM perspective. The authors conclude with ideas for tackling these issues methodologically and analytically, highlighting ways to recruit and support more vulnerable samples that are encapsulated within these topics, as well as analytic approaches to study employee experiences more holistically. In sum, this review represents a call for organizations to now – more than ever – build thriving organizations.

This paper aims to explore the spatio-temporal patterns of Chinese foreign direct investment (FDI) since the inception of the Belt and Road Initiative (BRI) in 2013 as an extended version of geographically weighted regression.

The panel data are used to examine spatial and temporal dynamics of the magnitude and the direction of China's outward FDI stock and its flow from 2011 to 2015 at a country level. Using the geographically and temporally weighted regression (GTWR), spatio-temporal distribution of FDI is explained through Logistic Performance Index, the size of gross domestic product (GDP), Shipping Linear Connectivity Index and Container Port Throughput.

A comparative analysis between participating and non-participating countries in the BRI shows that the size of GDP and Container Port Throughput of the participating countries have a positive effect on the increases of China's outward FDI Stock to Asia especially after 2013, while non-participating countries, such as North America, Western Europe and Western Africa, have no significant effect on it before and after the implementation of the BRI.

The findings, however, will not necessarily provide insight into the needs of China's outward FDI in certain countries to develop their economy. The findings provide the evidence to inform policy making to help identify the winners and losers of the investment, scale and direction of investment and the key drivers that shape the distributive investment patterns globally.

The study provides the empirical evidence to inform investment policy and strategic realignment by quantifying scale, direction and drivers that shape the spatio-temporal shifts of China's FDI.

The analysis also guides the Chinese government improve bilateral trade, build infrastructure and business partnerships with preferential countries participating in the BRI.

There is an urgent need to adopt a new perspective to unfold the spatial temporal complexity of FDI that incorporates space and time dependencies, and the drivers of the situated context to model their effects on FDI. The model is based on GTWR and an extended geographically weighted regression (GWR) allowing the simultaneous analysis of spatial and temporal decencies of exploratory variables.

Research in recent years has shown renewed vigour in the area of employee turnover (e.g., Lee, Ashford, Walsh & Mowday, 1992; Lee & Mitchell, 1992). Earlier studies were rather narrow in scope, restricting their investigation to a single predictor. The major finding shared by these studies was an inverse relationship between job satisfaction and employee turnover (Muchinsky & Tuttle, 1979). This relationship has been especially evident when satisfaction was indicated in relation to the work itself (Muchinsky & Morrow, 1980). Other studies have shown only a modest relationship between satisfaction and turnover, with an aspect of behavioural intentions needed to provide a stronger relation (e.g. Mobley, Horner & Hollingsworth, 1978)