U.S. and Latin American Stock Market Linkages

This paper examines whether the Latin American equity markets of Argentina, Brazil, Chile and Mexico have become more integrated with the US equity market. We empirically measure integration by finding the dynamic conditional correlation (DCC) between each market and that in the U.S. using a DCC multivariate GARCH model. We then track how these correlations evolve over time using a smooth transition model which can not only show when greater integration first occurs but also how long it takes these correlations to transition to their new levels. Our sample period stretches from December 30th, 1988 to March 26th, 2004. Results show an increase in the degree of market integration between these countries and the U.S. Moreover, we find that the beginning of rapid integration coincides with the beginning of economic liberalization for Argentina and Brazil. For Mexico and Chile we find that the period of rapid integration is within the period of increasing bilateral trade

Decreasing Cost of Intermediation

This paper attempts to explain how cost of intermediation can be reduced. One solution we postulate is subsidizing the cost of intermediation. The model uses ex-ante identical, spatially separated agents in an overlapping-generations framework. Agents receive relocation shock when they become old. We conclude that government cannot subsidize the cost of intermediation completely but it can reduce cost partially

Nation Branding and How It Is Related to Foreign Direct Investment Inflows

This study examines the existence of a correlation between the Brand Image of a country and its FDI Inflows. Furthermore, does the Brand Image of a country have a positive impact on its FDI inflows? To proceed to the object of the study, we use a panel model regression that applies to the ten best Nation Branding Index (NBI) countries between 2008 and 2014. The result illustrates a strong positive correlation between nation branding and FDI inflow, indicating that nation branding plays a significant role in attracting business to the country. Moreover, countries that exhibit high nation branding have a tendency to have significant increases in FDI inflows. Keywords: Nation Branding Index, Foreign Direct Investment, Trade Openness, Growth Real GDP, Political Stability, Control of Corruption, Panel Estimation JEL Classifications: F3, M2, O19 DOI: https://doi.org/10.32479/ijefi.9345

The influence of perceived organizational support on employee creativity: The mediating role of work engagement

The aim of this study is to examine the relationship between perceived organizational support and employee creativity mediated by work engagement. We report the results from a questionnaire survey on a sample of 492 professional employees (219, 44.51% females and 273, 55.49% males) employed in two major industries in the United Kingdom. Our findings based on regression analysis show that work engagement mediates the relationship between perceived organizational support and employee creativity. In summary, employees who experience perceived organizational support will promote work engagement and employee creativity more so than employees with low levels of perceived organizational support. We contribute to knowledge by proposing an overall theoretical background to organizational support theory and the job demands-resources model by incorporating social exchange theory. To-date, very few studies have examined the role of work engagement in the relationship between perceived organizational support and employee creativity. While researchers know how perceived organizational support effects employees' commitment, productivity, satisfaction and turnover intention, this study concentrates on how perceived organizational support leads to employee creativity

Encouraging more creativity in organizations: the importance of employees’ intrinsic motivation and work engagement

PurposeThis paper aims to investigate the contribution of perceived organizational support (POS), work engagement (WE) and intrinsic motivation (IM) on employee creativity (EC).Design/methodology/approachThis study conducted a questionnaire survey obtaining 370 respondents employed in the United Arab Emirates in 6 organizations operating in services industries. The authors test their hypothetical model based on regression analysis.FindingsThe main findings are that WE mediates the relationship between POS and EC. Further, the effect of POS on EC is moderated by IM. The results also indicated that the indirect effect of POS on EC through WE was moderated by IM. The path effect is stronger for employees with high IM.Originality/valueThis study sheds light on the effect of POS on EC through WE and IM in the workplace, making a significant contribution to the POS and EC literatures by offering insights on when and how IM and WE enhances EC

Extrinsic rewards for employee creativity? The role of perceived organisational support, work engagement and intrinsic motivation

Purpose: This study aims to investigate the relationship between extrinsic rewards and employee creativity through the intervening mechanism of perceived organisational support (POS) and work engagement. The moderating role of intrinsic motivation on the relationship between work engagement and employee creativity is also examined. Design/methodology/approach: The authors report the results of a survey completed by 372 respondents employed in the United Arab Emirates. Structural equation modelling was applied to test the hypothesised relationships. Findings: The main findings are that extrinsic rewards influence employee creativity through POS and work engagement. Moreover, the effect of work engagement on employee creativity is moderated by intrinsic motivation. This model effect is stronger for employees with high intrinsic motivation. Research limitations/implications: Convenience sampling was used, which limits its generalisability. Also, the data were collected through a cross-sectional survey at one point in time. Practical implications: Managers should consider provision of extrinsic rewards and support to increase employee motivation and engagement in creative work. Originality/value: This study contributes to the limited amount of available literature on creativity and rewards adding to our knowledge about the influence of extrinsic rewards on creativity considered in the presence of intrinsic motivation. Theoretical and practical recommendations are discussed

Migrants' motivations and intentions to work virtually for their country of origin

Purpose – We investigate empirically emigrants’ intentions and motivations to work virtually for their country of origin. The study focuses on a country with substantial, persistent emigration and explores theories of diaspora investment motivation and virtual work characteristics.Design/methodology/approach – An exploratory questionnaire survey on migrants’ intentions and motivations to work virtually for their country of origin was conducted in late 2016 on 3,022 respondents, all emigrants from Lithuania. Findings – Migrants are more likely to engage in virtual work for their country of origin when they experience negative career satisfaction, perceive the country of origin as their home country, belong to a recent wave of migration, and possess occupational skills commonly employed in virtual work. Originality/Value – Our research is a starting point for studies connecting diaspora motivation and their linkage to virtual work as a mean of human capital gain for the country of origin. The findings inform the conceptual model of virtual workplaces of Kumpikaitė-Valiūnienė et al. (2014) in relation to migrants, and support Nielsen and Riddle’s (2010) migrant diaspora investment motivation theory. We have identified some of the main factors which have theoretical and empirical import for future study. This research topic and new related studies on diasporas have the potential to contribute to the fields of migration, human resource management (HRM), and work and career studies