Property in Social Continuity

This book deals with the property and inheritance system of the matrilineal Minangkabau of West Sumatra in the context of legal pluralism

Water rights, conflict and policy: Proceedings of a workshop held in Kathmandu, Nepal, January 22-24, 1996

IrrigationIrrigation managementWater rightsWater lawConflictFarmers' associations

Property in Social Continuity

This book deals with the property and inheritance system of the matrilineal Minangkabau of West Sumatra in the context of legal pluralism

Innovative human resource management

__Purpose__ – External factors such as global competition and new technologies, require organizations to be innovative. Such organizational innovations also ask for innovative human resource management (HRM). However, in the current literature, it is not completely clear what innovative HRM means, as it is conceptualized in different ways. This study aims to provide clarity about innovative HRM by suggesting a new measurement scale; formulating hypotheses about some core determinants of innovative HRM; and investigating how innovative HRM relates to organizational innovation. __Design/methodology/approach__ – Using a sample of 719 Dutch organizations it was possible to investigate the properties of the inventory and examining several determinants of innovative HRM and how it relates to organizational innovation. __Findings__ – The innovative HRM scale is internally consistent and differs from other HRM indicators. It is explained by external developments, organizational size and stability of the organization. Finally, innovative HRM is a predictor of organizational innovation. __Originality/value__ – The measure that was developed in this paper is new to the literature. Innovative HRM has not beenmeasured in a similar way to date. Besides that, the innovative HRM Survey is a novel data set

Activation is not a panacea: active labour market policy, long-term unemployment and institutional complementarity

Evaluation studies of active labour market policy show different activation measures generate contradictory results. In the present study, we argue that these contradictory results are due to the fact that the outcomes of activation measures depend on other institutions. The outcome measure in this study is the long-term unemployment rate. Two labour market institutions are of special interest in this context: namely, employment protection and unemployment benefits. Both institutions, depending on their design, may either increase or decrease the effectiveness of active labour market policies in lowering long-term unemployment. Based on an analysis of macro-level data o