Luminiţa Hurbean, Vasile Daniel Păvăloaia and Doina Fotache
Economică, vol. 19, no. 3, 2015, pp. 5-17.
4. Fotache, D., Pavaloaia, V.D. (2015), “Enterprise Resource Planning’s Revolution for the “facelift” of Accounting Profession”, Audit financiar, Year XIII no.130 - 10/2015, pp.106-116.
5. Fotache D., Hurbean L. (2015), Teamwork culture in Iasi IT companies, Proceedings of the IE 2015 International Conference, București, May 2015
6. Glowalla P., Sunyaev A. (2014), “ERP system fit - an explorative task and data quality perspective”, Journal of Enterprise Information Management, Vol
macro using the standard estimation techniques. To our best knowledge, a cross-country research of the health-wealth relation is an innovative contribution to the literature in the field that is divided between macro-studies of the health-growth relation and micro randomized experiments.
Fourth, because the health-wealth relation is so complex and patently bi-directional, the economic profession recognized that the study of the mutual link between health and wealth using the aggregated macro data is too complex for estimation by ordinary least squares. Therefore
Standard labor market models predict that the likelihood of employment increases, hours worked increase, and individuals transition from less-skilled and temporary jobs to more skilled and more stable employment as they age. I examine the association between age and transactional sex work using national household surveys from Zambia, one of the few settings with general population surveys asking women about transactional sex and a relatively high documented prevalence of employment in transactional sex. My results indicate that the likelihood of employment in transactional sex sharply falls with age. Increased employment opportunities outside of transactional sex do not appear to explain the transactional sex employment-age profile and marital status appears to explain only a portion of it. These findings are consistent with the hypothesis that clients prefer younger transactional sex workers and suggest that policymakers implement interventions designed to reduce client demand for younger females.
. Specifically, the key variables employed are occupation, citizenship status of immediate relatives, country of birth, receipt of public benefits, and age at entry. Workers with certain occupations that require licensing or background checks, such as legal professions, police and fire, some medical professions, are assumed to be authorized, as well as individuals in government or in the military. Anecdotal evidence shows that there are some unauthorized workers in the military. Nevertheless, the size of this group is very small. Clearly, while occupation is only useful for
professions where women often suffer negative productivity signals arising from gender stereotypes, there is hardly any comparable stigma in service-related professions. In sum, this might trigger a lower overedcuation risk of female graduates in the field of services.
The study at hand aims to verify the linkage between job-specificity and overeducation in a consistent methodological and data framework. In particular, we hypothesize that those study programs that train graduates for a more clearly defined range of occupations are associated with a lower overeducation
Paper examines causes of workplace conflicts faced by Czech accountants (members of the Chamber of certified accountants) with their supervisors (clients) from the perspective of accountants, identifies impacts of conflicts on job satisfaction, and projects the impacts into possible cost effects.Results of the survey show that 72.4 % of respondents reported significant conflicts, majority (28.2 %) of them being caused by illegal requirement, 18.2 % by underestimating accountants’ profession, and 15.5 % by poor communication. Further analysis is focused on the job satisfaction of accountants in connection with perceived conflicts. Spearman’s correlation coefficient calculated in this regard reached the value -0.58, which shows a relatively strong negative correlation. Significance of the change in job satisfaction related to the significance of faced conflicts was also evaluated through Spearman’s correlation coefficient as negative (-0.29). Average time lost on conflicts reached the highest values in the case of managers and independent accountants, where it also leads to the highest average costs. Paper concludes with a brief recommendation for the Chamber of Certified Accountants in terms of how to react to these findings - as far as the most frequent causes of conflicts are related to illegal requirement, underestimating accountants’ profession, poor communication, directive approach, specific attention needs to be paid to managers, not only to accountants themselves.
The legislative bodies of the countries, members of the accounting and auditing profession, various associations have taken a number of preventive measures and mechanisms for combating corporate criminal activities and financial frauds, but unfortunately, the fact is that even today they often happen in both undeveloped and the most developed market economies. It is therefore essential to pay significant attention to corporate criminal activity and financial frauds that are happening in the business world. The aim of this paper is to show the presence of different forms of corporate criminal activity at a global level, and to display a conceptual framework of criminal activity and motives for their doing. Concluding remarks of this paper provide guidelines for further research and recommendations on how to improve the mechanisms for preventing and detecting criminal activity.
: a research model tested on portuguese firms, Business Process Management Journal, Vol 11, Nr 2, 2011, pp. 332-356
4. Gilad, Ben. “The Future of Competitive Intelligence: Contest for the Profession’s Soul”, Competitive Intelligence Magazine, 2008, 11(5), 22
5. Grooms, T.F., Marketing Intelligence: Executive Management Perceptions of Value, Henley Management College, Brunel University, 2001
6. McLuhan, Marshall (1962). The Gutenberg Galaxy: the making of typographic man. Toronto, Canada: University of Toronto Press
7. Niţu I. – coordonator
Adriana Grigorescu and Arina Mihaela Niculescu Diaconu
Along with joining the EU and with the desire to be compatible with the European labor market, flexicurity begins to penetrate gradually the Romanian labor market, becoming a topical concept, an economic and social recovery tool. In the simplest possible way, flexicurity can be defined as the compromise between flexibility and work safety. The flexicurity principle was born as a solution to the European dilemma: how to increase the competitiveness of European enterprises in global competition without sacrificing the European social model.
Although a gradual passage is attempted, the tradition of a profession inherited from one generation to another or a stable job still exists in the human resource mentality, but it no longer exists in the present society. The concept of flexicurity is relatively new, introduced in Europe in 2006, when the principles of flexicurity were developed, but they were implemented according to the economic specificity of each EU member state.
The purpose of this paper is to analyze the effects that EU accession has had on the Romanian labor market and the subsequent steps to harmonize Romania with the European Union requirements from the point of view of human resources management, flexicurity at the labor market.
In Romania, the flexicurity balance is balanced, in the sense that the trade unions support a broader level of security, and the employers tend to a greater degree of flexibility.
In conclusion, the Romanian labor market to develop a high degree of flexicurity must aim at increasing employment and reducing long-term unemployment, promoting workplace security and reducing the rigidity of labor law, especially in case of voluntary dissolution of firms, or of collective redundancies. In addition, the flexibility of collective and individual work contracts is also sought.
Ovaj rad ima za cilj da analizira strukturu nezaposlenih visokoobrazovanih kadrova u Republici Srpskoj. Kroz ovu strukturu analiziraćemo nezaposlenost viskokoobrazovanih kadrova, kao i slobodna radna mjesta po polu i zanimanjima u Republici Srpskoj, što će pokazati da više od 1/2 kadrova, nakon završenog fakulteta, završava na Zavodu za zapošljavanje. Ovim istraživanjem doći ćemo do podataka koji govore koliko vremenski traje nezaposlenost visokoobrazovanih kadrova na Zavodu za zapošljavanje, odnosno koliko dugo visokoobrazovani kadrovi čekaju svoj prvi posao. Detaljnije ćemo se baviti analizom nezaposlenosti po regijama u Republici Srpskoj. Nećemo izostaviti ni nadležne institucije u Republici Srpskoj koje su posrednici za uspostavljanje ravnoteže između visokoobrazovanih kadrova i tržišta rada. U ovom radu posebno će biti interesantno istražiti nezaposlenost visokoobrazovanih kadrova iz područja ekonomije. Problem nezaposlenosti u Republici Srpskoj naročito je izražen u zadnjih nekoliko godina (2009, 2010, 2011, 2012, 2013. i 2014). On se produbljuje sve više zbog neusklađene upisne politike od strane nadležnog Ministarstva i nemogućnosti tržišta rada da apsorbuje kadrove u realnom i javnom sektoru. Nećemo se baviti samo analizom nezaposlenosti u Republici Srpskoj. Predložićemo i mjere za smanjenje nezaposlenosti visokoobrazovanih kadrova. Najprije konstatujemo da se današnje društvo širom svijeta suočava sa golemom nezaposlenošću, a u tom kontekstu kao ogroman problem nameće se nezaposlenost visokoobrazovanih kadrova u Republici Srpskoj, koja će biti u fokusu ovog rada.