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Chinese and U.S. human resource management systems differ on a number of cultural dimensions. The most important of these are described with respect to fundamental organization and work‐related assumptions about people and performance, rewards, training and development, and educational background of human resource practitioners. An appreciation of and respect for these differences is a prime requirement for effecting a successful Sino‐American venture. This is especially important given that China is the world's largest market, and because U.S. companies are recently finding that joint ventures with China are paying off. This paper helps business people and academics understand the world's fastest growing economy and the growing influence of Confucian Dynamism that affects HRM practice in Chinese ventures. The individualism‐collectivism dimension and the psychological contract also helps managers understand cultural differences and apply appropriate management techniques.

The moderate Mexican labour cost has been the key incentive for the relocation of US production operations in Mexico. This co‐operative operational programme, known as “production sharing”, has developed in the US/Mexico border zone and in designated regions of the Mexican interior. This programme is also known by the common Spanish name of maquiladora (meaning “contract milling”) industry. Ironically, one of the most neglected factors of production in the maquila industry is labour management. Until recently, human resource management has been executed with minimal consideration to labour costs. American corporations desperately jockeying for global market share soon realized that by attending to and restructuring Mexican manufacturing operations, management would then be able to place the firm ahead of the competition. Restructuring is an essential part of progressive management but can hinder production and reduce profitability if poorly implemented. Restructuring by downsizing can have detrimental effects on the organization, especially in Mexico where cultural, political, and legal considerations favour the employee. In the past downsizing has proven ineffective for many corporations. The management of human resources in Mexico presents an extraordinary challenge to the American manager. A downsizing model has been designed with the American maquiladora manager in mind. The model was formulated by accommodating the Mexican cultural and legal phenomena.

After the Second World War the U.S. emerged as an industrial power and remained the world's dominant economic force for a number of years. Europe, due to heavy infrastructure and capital damage brought about by the war, was in no position to challenge the U.S. in any manufacturing or industrial venture. Thus after the war the U.S. enjoyed its longest period of economic expansion in history. This economic boom was to continue, off and on, well into the early 1970s.

Introduction The recent approval of the North American Free Trade Agreement will draw more foreign companies to Mexico because of the cheaper labour available, high quality work, and close proximity to the US. New investment regulations came into effect in 1989, and Mexico has attracted US$23 billion in foreign investment, two thirds of which has gone into the local stock market, with a much smaller share going into fixed investment in plant and equipment (Moffett, 1992). Mexico is currently enjoying economic growth and attracting even more foreign investments. However, companies currently located in Mexico have obtained mixed results which create reluctance to expand existing projects or to invest further.

Competition and entrepreneurship are driving forces in the development of economic systems. They create jobs, new opportunities to generate value, and lead to the fulfillment of personal career and life goals. As such, it is important to understand the basic economic and cultural factors that influence these activities in developing economies. We undertook a series of analyses in an examination of a heterogeneous sample of economic zones in Southeast Asia. Results illustrate relations between national culture, human development, and business and growth competitiveness. Implications hold that human development and power distance are enablers of entrepreneurial activities in these cultural and national settings. Our contribution is instrumental to development of public policy and regulatory guidelines for facilitating entrepreneurial activity in the developing economies of Southeast Asia.

Defines disability and give some statistics on the numbers of those whose possess disabilities. Clarifies reasonable accommodation. Covers, in turn, the visually impaired, hard of hearing and back impairments. Suggests part of the solution is a change in attitude of others towards those with disabilities. Discusses recent progress in addressing the issue in the workplace before concluding that accommodation can be an integral part of a successful employment situation which can have positive benefits for the employer as well as employee.

Nobody concerned with political economy can neglect the history of economic doctrines. Structural changes in the economy and society influence economic thinking and, conversely, innovative thought structures and attitudes have almost always forced economic institutions and modes of behaviour to adjust. We learn from the history of economic doctrines how a particular theory emerged and whether, and in which environment, it could take root. We can see how a school evolves out of a common methodological perception and similar techniques of analysis, and how it has to establish itself. The interaction between unresolved problems on the one hand, and the search for better solutions or explanations on the other, leads to a change in paradigma and to the formation of new lines of reasoning. As long as the real world is subject to progress and change scientific search for explanation must out of necessity continue.

Investigates the importance of English language sources of Friedrich Theodor Althoff (1839‐1908), a German of great influence both in his own country and, indirectly, in the United States. Explores some measures of his influence in education and international understanding. Examines a wide variety of sources. Explains how it could happen that an influential person would end up in intellectual history with almost no recognition. Challenges several conventional assessments. Althoff′s most important contributions are in print and more almost certainly exist in university archives, but the material is scattered and unorganized. Because we do not yet have the full story of this remarkable and complex man, firm conclusions about his influence are not yet possible.

The Nationalökonomische Gesellschaft (Austrian Economic Association, NOeG) provides a prominent example of the Viennese economic circles and associations that more than academic economics dominated scientific discourse in the interwar years. For the first time this chapter gives a thorough account of its history, from its foundation in 1918 until the demise of its long-time president, Hans Mayer, 1955, based on official documents and archival material. The topics treated include its predecessor and rival, the Gesellschaft österreichischer Volkswirte, its foundation in 1918 soon to be followed by years of inactivity, the relaunch by Mayer and Mises, the survival under the NS-regime and the expulsion of its Jewish members and the slow restoration after 1945. In particular, an attempt is made to provide a list of the papers presented to the NOeG, as complete as possible, for the period 1918–1938.

This paper aims to examine the existing literature on firms’ power through the lens of the supply chain and highlights some gaps that could be covered by future research.

This study uses a systematic framework-based review combining the insights of the antecedents, decisions and outcomes (ADO) and theories, contexts and methods (TCM) frameworks. The review was carried out using a sample of 108 articles published between 1984 and 2022 in 25 prestigious journals.

The ADO framework maps out the state of the art of the antecedents of power (i.e. sources and types of firm power), the decision to use power and the effect that exercising power over other firms may have on firm performance and the quality of inter-firm relationships. In addition, this framework highlights factors that mediate or moderate the decision to exercise power and the factors that mediate or moderate the outcomes of exercising power or power asymmetry. The TCM framework provides insights into the theories, contexts (i.e. countries, industries, level of analysis and sources of data) and methods used by the existing literature. The content analysis using the aforementioned frameworks provides the basis to elaborate propositions for future research on power in the supply chain from the perspective of gender differences.

This systematic literature review offers a comprehensive guide for researchers to understand the antecedents, decisions and outcomes of firm power in the supply chain, as well as the TCM used in the literature. The content analysis using frameworks provides a road map to investigate the proposed factors that might moderate the decision to exercise power and the outcome of exercising power or power asymmetry from the perspective of gender differences. In addition, based on content analysis, the authors make propositions about TCM that could be applied in future research.

From a practical perspective, this systematic literature review may help managers to better understand the sources and consequences of their firm’s power. This would allow managers to make better decisions when negotiating with their supply chain parties, which could potentially lead to better performance for their firms and the whole supply chain.

To the best of the authors’ knowledge, this study is the first to conduct a comprehensive systematic literature review of the different dimensions of firms’ power in the supply chain.