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This paper examines the effect of the polytechnic reform on geographical mobility. A polytechnic, higher education reform took place in Finland in the 1990s. It gradually transformed former vocational colleges into polytechnics and also brought higher education to regions that did not have a university before. This expansion of higher education provides exogenous variation in the regional supply of higher education. The reform raised the mobility of high school graduates across local labour markets in the years after they had completed their secondary studies, which indicated increased mobility between high school and post-secondary education. We estimate that the reform enhanced the annual migration rate of high school graduates by 1.2 percentage points over a 3-year follow-up period. This represents a substantial increase, because their baseline migration rate is 3.7 %. The effect fades several years after the completion of secondary studies.

People increasingly work with autonomous systems, which progressively take over functions previously performed exclusively by humans. This may lead to situations in which automated agents give negative performance feedback, which represents an important work-related social stressor. Little is known about how negative feedback provided by computers (as opposed to humans) affects human performance and subjective state. A first experiment (N = 60) focused on the influence of human feedback on performance. After participants had performed a cognitive task, they received a manipulated performance feedback (either positive or negative) from a human (comparing to a control with no feedback) and subsequent performance on several cognitive tasks and the participants' subjective state was measured. The results showed that while negative feedback had a negative influence on several subjective state measures, performance remained unimpaired. In a second experiment (N = 89), participants received manipulated negative feedback by a human or by a computer (or no feedback at all) after having completed an ability test. Subsequent performance was measured on attention tasks and creativity tasks and participants' subjective state was assessed. Although participants felt stressed by both negative computer and human feedback, subsequent performance was again not impaired. However, computer feedback was rated as being less fair than human feedback. Overall, our findings show that there are costs of protecting one's performance against negative feedback and they call for caution regarding the use of negative feedback by both human and automated agents in work settings.

A Treatise of Human Nature , first published between 1739 and 1740, is a philosophical text by the Scottish philosopher David Hume. The work contains three books: ""Of the Understanding"", ""Of the Passions"" and ""Of Morals"". Written by Hume when he was 26, it is considered by many to be Hume's best work and one of the most important books in philosophy's history

High-value denomination currency was scrapped off from the Indian economy on 8th November 2016, Rs. 500 and Rs. 1,000 currency notes were declared invalid at midnight hour. Taking such a bold step by Hon. Prime Minister of India Mr. Narendra Modi, means declaring 86% of cash in circulation an illegal tender overnight. This study is conducted on the immediate effect of demonetization on the microfinance industry in India and its after-effects in the later years. We have analyzed the data collected from the rural sector, on the collections and lending, impact on the farmers, how it has affected the small microfinance companies. We have also analyzed RBI's initiative towards financial inclusion, Pradhan Mantri Jan Dhan Yojana (PMJDY), the emergence of new Small Finance Banks, Digital Banks, Payment banks, etc. We have critically analyzed the impact of cost versus the benefit from the demonetization exercise for the rural and microfinance industry. The aim of this study is to analyze the overall financial inclusion of the rural and small sectors towards the dream of a Cashless Economy.

PurposeThe purpose of this study is to examine the effect that work locus of control has on perceptions of trust, perceived organizational support, procedural justice and interactional justice.Design/methodology/approachSurvey data were collected from 679 alumni of a university in the Southwestern USA. Regression analyses and structural equation modeling were used to test a series of hypotheses.FindingsThe results indicate that work locus of control has a significant positive relationship on all variables. Perceived organizational support fully mediated the relationship between work locus of control and perceptions of both procedural and interactional justice. Organizational trust fully mediated the relationship between work locus of control and interactional justice, but only partially mediated the relationship between work locus of control and procedural justice.Research limitations/implicationsThe data used in this paper are cross‐sectional. Also, results are based on self‐report survey data and subject to common method bias. As such, longitudinal studies are recommended for future research, as are finding antecedents to perceptions of justice that may help managers improve the way they communicate about decision‐making at work.Originality/valueFindings from the study suggest the important role that personality plays as a precursor to justice perceptions in organizations.

We examine the effects of nonprofit organizations' resource streams and network ties on changes to the services provided and clientele served as specified in the mission statements. The organizations' network ties are used to develop a measure of the services and beneficiaries mentioned in their inter-organizational (IO) peers' mission statements. These measures of the content of peers' mission statements were significant in predicting future changes in organizations' mission statements. We argue that although mission statements are consistent with the rational systems approach by directing action toward some goal, future mission activities and clientele are greatly influenced by nonprofits' IO ties, which is consistent with a hybrid open-natural systems approach.

Examines institutional legitimacy as linked to democratic performance and economic success.

Abstract The purpose of the study was to determine the effect of performance incentives on employee efficiency in Deposit Money Banks (DMBs) in Dutsin-Ma Local Government Area (LGA) of Katsina State, Northwest-Nigeria. The population of the study comprised the sixty (60) employees of all the DMBs in Dutsin-Ma LGA of Katsina State, Nigeria (vis-à-vis First Bank Nigeria Ltd., United Bank for Africa PLC and Unity Bank PLC), of which a sample of 52 respondents was drawn using the proportional stratum allocation technique and the simple random sampling technique. The primary data was collected through the use of a structured questionnaire and was analysed through descriptive and inferential statistics using the Statistical Package for Social Sciences (SPSS) version 20. The study, thus, found that DMBs in Dutsin-Ma, Katsina State encourage employees through performance incentives and there are positive significant differences among the performance incentives used (vis-à-vis training, better working environment, benefits, base pay, feedback, recognition, participation, career development, profit sharing, gain sharing, initiative rewards and special rewards); financial performance incentives have a positive significant effect on employee efficiency in DMBs in Dutsin-Ma, Katsina State and non-financial performance incentives have a positive significant effect on employee efficiency in DMBs in Dutsin-Ma, Katsina State. Hence, the study concluded that there is a positive significant effect of performance incentives on employee efficiency in DMBs in Dutsin-Ma LGA of Katsina State, Northwest-Nigeria. The study, therefore, recommends that Management should increase the level of performance incentives they give their employees or as enjoyed by their employees in order to increase and sustain their employees' levels of efficiency. Management should continue to give their employees financial incentives and continue to allow their employees enjoy non-financial incentives in order to increase and sustain their efficiency, make ...

The research that forms this paper was conducted over six years 1993-1999 in a Mormon Fundamentalist community in Western USA. I wanted to understand if it was possible to love multiple individuals at the same time or if, instead, there was a preference for emotional involvement. I live inside the community dwelling with different families which enable me to view ordinary life and daily interactions that are often not noted in survey research. I supplement this approach by collecting the life history of people's relationships and feelings toward one another. My results are present as a set of ethnographic narratives that highlight the emotional fulfillment and angst of individual experience trying to love more than one person at the same time. I found that the impulse to form dyadic love is relentless; women are the primary agents behind the push towards a more exclusive couple centered or dyad love intimacy; the "favorite" wife was readily identified in 52 out of 60 families. This presents something of a paradox: humans are both a pair-bond species who desire to form dyadic unions, even when they are not culturally sanctioned, and who have an adaptive cognitive capacity to create alternative ways of living.

Purpose
This cross-sectional study had several objectives. This paper aims to study the direct effect of teleworking on interpersonal conflict, the mediating role that interpersonal conflict can play between teleworking and psychological well-being, the moderating role emotional intelligence (EI) can play between teleworking and interpersonal conflict and whether this moderation effect can, in turn, be associated with psychological well-being (moderated mediation effect).


Design/methodology/approach
Path analyses using Mplus software were performed on a sample of 264 employees from 19 small- and medium-sized organizations.


Findings
While teleworking was associated with lower interpersonal conflict, it was not associated with enhanced psychological well-being. Interestingly, workload seemed to be associated with higher interpersonal conflict, while decision authority and support garnered from one's supervisor seemed to be associated with lower interpersonal conflict. Teleworking was indirectly associated with higher psychological well-being via interpersonal conflict. Finally, EI played a moderating role between teleworking and lower interpersonal conflict. This was, in turn, associated with higher psychological well-being.


Practical implications
EI is an essential skill to develop in the workplace.


Originality/value
A deepened understanding of the role played by EI at work could help organizations to provide positive work environments, both in person and online. This is especially relevant today, with the continued increase in teleworking practices and the resulting rapidly changing interpersonal relationships.

Scholars, academicians, economists have given different definitions of globalisation, highlighting mostly the economic and political consequences of globalisation. However, this paper aims at shifting the attention from the much talked economic and political consequences of globalisation to its effects on the English language concerning the Indian context. In other words, this paper aims to trace the various effects of globalisation on the English language. After going through relevant literature survey, the researcher has come up with the answer that globalisation has resulted into the further spread of the English language by changing its role in the global affairs, has given birth to indigenous varieties of English and to a new medium of communication which is neither speech nor writing but shares some of the characteristics of both.