Export-market dynamics and the probability of firm closure: Evidence for the UK

This study presents the first empirical analysis of the determinants of firm closure in the UK with an emphasis on the role of export-market dynamics, using panel data for a nationally representative group of firms operating in all-market based sectors during 1997-2003. Our findings show that the probability of closure is (cet. par.) significantly lower for exporters, particularly those experiencing export-market entry and exit. Having controlled for other attributes associated with productivity (such as size and export status), the following factors are found to increase the firm’s survival prospects: higher capital intensity and TFP, foreign ownership, young age, displacement effects (through relatively high rates of entry of firms in each industry), and belonging to certain industries. Interestingly, increased import penetration (a proxy for lower trade costs) leads to a lower hazard rate for exporting entrants and continuous exporters, whilst inducing a higher hazard rate for domestic producers or those that quit exporting.firm closure; exporting; market dynamics; hazard rates

Comparing Union and Nonunion Establishments in Britain

Suite à la parution du livre de Freeman et Medoff intitulé What Do Unions Do? (1984), une bonne partie de la recherche en Grande-Bretagne a tenté d'évaluer l'effet des syndicats (comparé aux milieux non syndiqués) sur différentes mesures de performance organisationnelle. Cette recherche se basait sur les données de l'enquête nationale de 1984 (Workplace Industrial Relations Survey). Elle faisait l'hypothèse que les différences entre le secteur syndiqué et non syndiqué sont plus grandes que les différences intra secteur d'emploi.Cependant, on reconnaît depuis longtemps que les caractéristiques et les pratiques d'emploi dans les organisations non syndiquées varient beaucoup. On a relié de telles variations au fait que certaines organisations non syndiquées se sentent particulièrement vulnérables aux campagnes d'organisation syndicale. Elles essaient alors d'annuler l'effet de telles initiatives en imitant les pratiques d'emploi des firmes syndiquées. Malheureusement, ces points de vue n'ont pas été examinés sur une large échelle. Conséquemment, nous ne pouvions répondre à des questions importantes, telles pourquoi certaines organisations non syndiquées se sentent particulièrement vulnérables aux campagnes d'organisation syndicale ? Sont-elles à cet égard semblable aux organisations syndiquées et, si oui, comment ? Quelle est la taille de ce sous-groupe particulier d'organisations dans l'ensemble du secteur non syndiqué ? Afin de fournir quelques réponses à ces questions, nous analysons ici des données du Workplace Industrial Relations Survey de 1990. La présente recherche poursuit notre travail antérieur qui n'examinait que le secteur non syndiqué et qui concluait à des différences significatives entre les organisations non syndiquées très réticentes à une possible présence syndicale et celles qui avaient une position plus neutre à cet égard. Ici, nous étendons notre analyse pour inclure le secteur syndiqué. Nos principales conclusions sont les suivantes :— une bonne minorité d'entreprises non syndiquées ont des caractéristiques relativement similaires aux entreprises syndiquées ;— ces similarités visent essentiellement les caractéristiques organisationnelles de base de ces établissements et leur main-d'oeuvre;— ce sous-groupe particulier de firmes non syndiquées se sentent (et sont) plus vulnérables aux campagnes d'organisation syndicale, et— comme conséquence de ce qui précède, ce sont ces établissements non syndiqués qui sont le plus fortement opposés à une possible présence syndicale.Malheureusement, les données existantes ne nous disent pas si ce sous-groupe particulier du secteur non syndiqué a crû avec le temps. Cependant, si tel devait être le cas, il en résulterait alors un secteur non syndiqué de plus en plus hétérogène. Tel résultat aurait des implications importantes pour les recherches visant à évaluer l'impact du statut syndical (opposé au statut non syndical) sur les mesures de performance organisationnelle.Existing survey research in Britain has shown that there are notable differences between the characteristics of union and nonunion establishments. But at the same time case study research has indicated that the characteristics and employment practices of nonunion organizations vary quite widely. In order to try to reconcile these findings, this paper presents an analysis of some data contained in the 1990 national Workplace Industrial Relations Survey. The findings reveal that a sizeable minority of nonunion establisments have similar characteristics to unionized establishments which, in turn, make them particularly vulnerable to union organizing efforts and help account for the fact that it is these nonunion establishments which are most strongly opposed to a possible union presence. The implications of these findings for future research are then discussed

Good Industrial Relations, Joint Problem Solving and HRM

Les pratiques de gestion de ressources humaines (GRH) s'accordent-elles bien avec l'aménagement actuel de la négociation collective ou encore, de façon plus importante avec les relations existantes de négociation collective ? Cette question est beaucoup discutée dans plusieurs pays industrialisés. En Grande-Bretagne, ce sujet est particulièrement important parce que (l) un programme actif d'intervention de tiers (ACAS) cherche à encourager une relation complémentaire entre la négociation collective et la GRH et (2) les pratiques existantes de GRH sont présentement plus le fait du secteur syndiqué que du secteur non syndiqué. Il y a malheureusement eu peu d'effort pour expliquer le pourquoi de cette dernière observation. Certes, quelques études de cas concluent que les pratiques de GRH ont rarement été introduites via une approche de partenariat en milieu syndiqué. Cependant, on doit encore expliquer la raison de l'absence relative d'une telle approche. Afin de tenter de répondre à ces questions, nous avons d'abord dépouillé la documentation existante sur le changement en relations industrielles. Cet examen fournit des perspectives fort différentes: (1) l'innovation dans la gestion de la relation d'emploi sera stimulée (i.e. effet incitatif) par des relations de piètre qualité ou (2) cette innovation sera encouragée (i.e. effet de capacité) par des relations de meilleure qualité. Nous avons étudié ces points de vue contradictoires en analysant certaines données du Workplace Industrial Relations Survey (1990). Nous avons d'abord construit un indice de pratiques de GRH pour ensuite étudier la relation que cet indice avait avec les évaluations de la relation patron-employé faites par les gestionnaires de personnel. Une conclusion majeure qui se dégage de notre analyse est l'existence d'une interaction triple entre l'indice, les évaluations et le statut syndiqué ou non syndiqué de l'organisation visée. Plus particulièrement, nous avons découvert que les pratiques de GRH dans le secteur syndiqué (non syndiqué) étaient associées avec de mauvaises (meilleures) relations patronales employés. Ces résultats confirment la valeur de l'approche des tiers (ACAS). Ils ne constituent cependant pas de bonnes nouvelles pour les syndicats. De plus, ils semblent aider à expliquer la popularité relative des pratiques de GRH en milieu syndiqué et le fait qu'elles ne furent pas introduites par une approche de partenariat.De cela se déduit la question suivante : comment réduire la confrontation propre à la négociation collective afin d'assurer une meilleure implantation des pratiques de GRH ? Les programmes de changement d'attitudes via des tiers (du type ACAS) et les pressions du marché du produit en faveur du changement sont potentiellement importantes à cet égard. Afin de vérifier plus avant ces conclusions, nous avons mené une étude de cas détaillée de l'industrie du papier en Grande-Bretagne. Cette étude démontre une restructuration majeure de l'industrie, l'émergence de relations patronales-syndicales coopératives et l'introduction étendue de pratiques de GRH. Ces interrelations sont associées à une nouvelle stratégie de concurrence compatible avec les caractéristiques traditionnelles des relations industrielles dans cette industrie. De façon plus spécifique, nous notons le maintien d'un niveau relativement élevé de syndicalisation malgré des changements majeurs dans la taille et la propriété de l'industrie. Ce résultat a facilité la coopération et reflète la nature et la force de l'association patronale ainsi que des ententes procédurales nationales.Do new human resource management practices fit comfortably with the existing collective bargaining relationship in unionized establishments? This is a question of concern to researchers in many advanced industrialized economies; this is particularly the case in Britain where human resource management practices are more a feature of the union, rather than nonunion, employment sector. The initial analysis of this paper, based on the 1990 national Workplace Industrial Relations Survey, indicates that an index of human resource management practices is negatively related to management reports of the quality of the existing employee-management relationship in unionized establishments, in contrast to the position in nonunion establishments. This finding is consistent with some existing case study research which indicates that human resource management practices are marginalizing the union-collective bargaining role in unionized organizations. However, a case study of the paper industry indicates that such marginalization does not occur if the existing relationship is more of a joint problem solving one

Health care professionals’ attitudes towards evidence-based medicine in the workers’ compensation setting: a cohort study

Abstract Background Problems may arise during the approval process of treatment after a compensable work injury, which include excess paperwork, delays in approving services, disputes, and allegations of over-servicing. This is perceived as undesirable for injured people, health care professionals and claims managers, and costly to the health care system, compensation system, workplaces and society. Introducing an Evidence Based Medicine (EBM) decision tool in the workers’ compensation system could provide a partial solution, by reducing uncertainty about effective treatment. The aim of this study was to investigate attitudes of health care professionals (HCP) to the potential implementation of an EBM tool in the workers’ compensation setting. Methods The study has a mixed methods design. The quantitative study consisted of an online questionnaire asking about self-reported knowledge, attitudes and behaviour to EBM in general. The qualitative study consisted of interviews about an EBM tool being applied in the workers’ compensation process. Participants were health care practitioners from different clinical specialties. They were recruited through the investigators’ clinical networks and the workers’ compensation government regulator’s website. Results Participants completing the questionnaire (n = 231) indicated they were knowledgeable about the evidence-base in their field, but perceived some difficulties when applying EBM. General practitioners reported having the greatest obstacles to applying EBM. Participants who were interviewed (n = 15) perceived that an EBM tool in the workers’ compensation setting could potentially have some advantages, such as reducing inappropriate treatment, or over-servicing, and providing guidance for clinicians. However, participants expressed substantial concerns that the EBM tool would not adequately reflect the impact of psychosocial factors on recovery. They also highlighted a lack of timeliness in decision making and proper assessment, particularly in pain management. Conclusions Overall, HCP are supportive of EBM, but have strong concerns about implementation of EBM based decision making in the workers’ compensation setting. The participants felt that an EBM tool should not be applied rigidly and should take into account clinical judgement and patient variability and preferences. In general, the treatment approval process in the workers’ compensation insurance system is a sensitive area, in which the interaction between HCP and claims managers can be improved

Dynamical Renormalization Group Approach to Quantum Kinetics in Scalar and Gauge Theories

We derive quantum kinetic equations from a quantum field theory implementing a diagrammatic perturbative expansion improved by a resummation via the dynamical renormalization group. The method begins by obtaining the equation of motion of the distribution function in perturbation theory. The solution of this equation of motion reveals secular terms that grow in time, the dynamical renormalization group resums these secular terms in real time and leads directly to the quantum kinetic equation. We used this method to study the relaxation in a cool gas of pions and sigma mesons in the O(4) chiral linear sigma model. We obtain in relaxation time approximation the pion and sigma meson relaxation rates. We also find that in large momentum limit emission and absorption of massless pions result in threshold infrared divergence in sigma meson relaxation rate and lead to a crossover behavior in relaxation. We then study the relaxation of charged quasiparticles in scalar electrodynamics (SQED). While longitudinal, Debye screened photons lead to purely exponential relaxation, transverse photons, only dynamically screened by Landau damping lead to anomalous relaxation, thus leading to a crossover between two different relaxational regimes. We emphasize that infrared divergent damping rates are indicative of non-exponential relaxation and the dynamical renormalization group reveals the correct relaxation directly in real time. Finally we also show that this method provides a natural framework to interpret and resolve the issue of pinch singularities out of equilibrium and establish a direct correspondence between pinch singularities and secular terms. We argue that this method is particularly well suited to study quantum kinetics and transport in gauge theories.Comment: RevTeX, 40 pages, 4 eps figures, published versio

Guidelines for a Space Propulsion Device Based on Heim's Quantum Theory

The text of the calligraphy on the front page means Cosmos, comprising the two chinese symbols for space and time. This calligraphy was done by Hozumi Gensho Roshi, Professor of Applied Sci-ences at Hanazono University, Kyoto, Japan in September 2003. The two red squares depict the sea

Percolating granular superconductors

We investigate diamagnetic fluctuations in percolating granular superconductors. Granular superconductors are known to have a rich phase diagram including normal, superconducting and spin glass phases. Focusing on the normal-superconducting and the normal-spin glass transition at low temperatures, we study he diamagnetic susceptibility $\chi^{(1)}$ and the mean square fluctuations of the total magnetic moment $\chi^{(2)}$ of large clusters. Our work is based on a random Josephson network model that we analyze with the powerful methods of renormalized field theory. We investigate the structural properties of the Feynman diagrams contributing to the renormalization of $\chi^{(1)}$ and $\chi^{(2)}$. This allows us to determine the critical behavior of $\chi^{(1)}$ and $\chi^{(2)}$ to arbitrary order in perturbation theory.Comment: 18 pages, 2 figure

Search for a W' boson decaying to a bottom quark and a top quark in pp collisions at sqrt(s) = 7 TeV

Results are presented from a search for a W' boson using a dataset corresponding to 5.0 inverse femtobarns of integrated luminosity collected during 2011 by the CMS experiment at the LHC in pp collisions at sqrt(s)=7 TeV. The W' boson is modeled as a heavy W boson, but different scenarios for the couplings to fermions are considered, involving both left-handed and right-handed chiral projections of the fermions, as well as an arbitrary mixture of the two. The search is performed in the decay channel W' to t b, leading to a final state signature with a single lepton (e, mu), missing transverse energy, and jets, at least one of which is tagged as a b-jet. A W' boson that couples to fermions with the same coupling constant as the W, but to the right-handed rather than left-handed chiral projections, is excluded for masses below 1.85 TeV at the 95% confidence level. For the first time using LHC data, constraints on the W' gauge coupling for a set of left- and right-handed coupling combinations have been placed. These results represent a significant improvement over previously published limits.Comment: Submitted to Physics Letters B. Replaced with version publishe

Search for the standard model Higgs boson decaying into two photons in pp collisions at sqrt(s)=7 TeV

A search for a Higgs boson decaying into two photons is described. The analysis is performed using a dataset recorded by the CMS experiment at the LHC from pp collisions at a centre-of-mass energy of 7 TeV, which corresponds to an integrated luminosity of 4.8 inverse femtobarns. Limits are set on the cross section of the standard model Higgs boson decaying to two photons. The expected exclusion limit at 95% confidence level is between 1.4 and 2.4 times the standard model cross section in the mass range between 110 and 150 GeV. The analysis of the data excludes, at 95% confidence level, the standard model Higgs boson decaying into two photons in the mass range 128 to 132 GeV. The largest excess of events above the expected standard model background is observed for a Higgs boson mass hypothesis of 124 GeV with a local significance of 3.1 sigma. The global significance of observing an excess with a local significance greater than 3.1 sigma anywhere in the search range 110-150 GeV is estimated to be 1.8 sigma. More data are required to ascertain the origin of this excess.Comment: Submitted to Physics Letters