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The purpose of this paper is to examine the time series properties of 26 macroeconomic variables in Papua New Guinea (PNG) over the period 1970‐2006.

Both unit root and stationarity tests without a structural break and the Lagrange Multiplier (LM) unit root test with one and two structural breaks developed by Lee and Strazicich are applied to each of the 26 macroeconomic variables in PNG. Compared to popular ADF‐type endogenous unit root tests such as those proposed by Zivot and Andrews and Lumsdaine and Papell, the LM unit root test with one and two structural breaks has the advantage that it is unaffected by breaks under the null.

The unit root and stationarity tests without structural breaks find at best mixed evidence of mean reversion and/or trend reversion for most variables. This result is likely to reflect the failure of these tests to allow for structural breaks, given the power to find stationarity declines if the data contain a structural break that is ignored. When the LM unit root test with one and two structural breaks is applied, it is found that at least 23 of the 26 macroeconomic variables are trend stationary.

The time series properties of macroeconomic variables have important implications for several macroeconomic theories. There are, however, few studies of the time series properties of macroeconomic variables in developing countries and no comprehensive studies for any of the Pacific Island countries. This paper begins to fill this gap as the first to provide a systematic examination of the time series properties of macroeconomic variables in Paua New Guinea.

The purpose of this paper is to use cross-sectional data collected from six cities in China to examine the relationship between subjective wellbeing and male and female earnings and also to consider the contribution of differences in subjective wellbeing to explaining the gender wage gap.

The paper uses survey data for 3,390 respondents working in a variety of blue collar and white collar jobs across a range of sectors including government, heavy and light manufacturing, mining and services in six Chinese cities: Chengdu, Dalian, Fushun, Fuxin, Fuzhou and Wuhan. The authors employ the ordinary least squares, Lewbel instrumental variable and Blinder-Oaxaca decomposition to econometrically analyze the relationship between subjective wellbeing and gender wage gap.

The paper finds that the relationship between subjective wellbeing and wages is stronger for males than females. The authors note that 0.2 percent of the observed gender wage gap can be attributed to differences in mean subjective wellbeing in favor of females, while 53.5 percent can be ascribed to gender differences in returns to subjective wellbeing in favor of males. The paper also finds evidence that the relationship between subjective wellbeing and income is non-linear and that income peaks at higher levels of subjective wellbeing for men than women.

The paper extends the existing literature in three important ways. First, the authors use a novel identification strategy, proposed by Lewbel (2012); second it uses a better measure for subjective wellbeing and third, it examine the role of differences in subjective wellbeing in explaining the gender wage gap.

The purpose of this paper is to examine the factors predicting which employees receive employer‐funded commercial pension insurance contributions in Shanghai's zhenbao (town insurance) program, introduced by the Shanghai Government in 2003.

A series of hypotheses are developed to examine whether employees with characteristics that make them more influential constituencies will be more likely to receive voluntary commercial pension insurance contributions. The hypotheses are tested through application of a ReLogit model to data on 103,095 employees enrolled in the town insurance scheme in one district as at the end of 2004.

The study finds that only a small proportion of individuals in the sample receive commercial pension insurance. The most important determinant of whether an employee received commercial pension insurance is his or her level of education.

The study provides support for the societal corporatist perspective that employers who place a premium on human capital and invest significant resources in the skills of their workers will favor social policies that target benefits to a selected group of workers to reward their performance and foster commitment. A limitation of the research is that it is based on data collected soon after the town insurance scheme was introduced. The low level of employee coverage may improve once employers become more familiar with the operation of the scheme.

Employers should consider social insurance as a labor market strategy to retain staff and enhance the human resource base of the firm.

Little attention has been given to the role of employer‐funded social insurance within the ambit of labor market strategies designed to enhance the human resource base of the organisation. This is the first study to use micro level data to examine the determinants of voluntary employer contributions to social insurance.

The purpose of this paper is to examine the extent to which workplace policies and practices are related to participation in, and frequency and duration of, workplace training, controlling for worker and workplace characteristics.

The authors regress variables depicting participation, frequency and duration of workplace training on workplace policies and control variables. In the case of participation in training, the dependent variable is binary; hence, the authors use a logit model. To examine the number of times which employees participate in training and the number of days they spend training the authors use a Tobit model. The Lewbel (2012) method is used to examine whether there is a causal relationship between workplace policies and the frequency, and duration, of training.

The findings suggest that about half of the workplace policies considered are positively correlated with the incidence and breadth of workplace training. There is also some support for the view that bundling of policies is positively correlated with the provision of workplace training. The Lewbel (2012) results suggest a causal relationship between a bundle of workplace policies and the frequency, and duration, of workplace training. There is, however, no evidence that workplace policies designed to devolve responsibilities to workers and incentivize staff polarizes skills through resulting in more training for professional staff over others.

The authors use matched employer and employee cross-sectional data for Shanghai in China. To this point most studies that have examined the determinants of training use data for Europe or the USA. There are few studies of this sort for countries in other regions and, in particular, developing or transition countries. There are no studies at all on the relationship between workplace policies and practices designed to promote organizational performance and training in developing or transitional countries. This study addresses this gap in the understanding of the factors related to on-the-job training in transitional countries, such as China.

The purpose of this paper is to examine the monetary policy transmission mechanism for the Fiji Islands using a structural vector autoregressive (SVAR) model for the period 1975 to 2005.

The SVAR model investigates how a monetary policy shock – defined as a temporary and exogenous rise in the short‐term interest rate – affects real and nominal macro variables; namely real output, prices, exchange rates, and money supply.

The results suggest that a monetary policy shock statistically significantly reduces output initially, but then output is able to recover to its pre‐shock level. A monetary policy shock generates inflationary pressure, leads to an appreciation of the Fijian currency and reduces the demand for money. The paper also analysed the impact of a nominal effective exchange rate (NEER) shock (an appreciation) on real output and found that it leads to a statistically significant negative effect on real output.

The findings of this study should be of direct relevance to the research and policy work undertaken at the Reserve Bank of Fiji.

For a small economy, such as Fiji, where monetary policy is key to sustainable macroeconomic management, this is the first paper that undertakes a dynamic analysis of monetary policy transmission. The paper uses time series data over three decades and builds a structural VAR model, rooted in theory. This paper will be of direct relevance to the Reserve Bank of Fiji. The approach and model proposed will also be useful for applied monetary policy researchers in other developing countries where inflation rate targeting is a key element of the monetary policy setting.

The purpose of this paper is to examine the likely economy-wide impacts of the complete shutdown of the motor vehicle industry on output and employment in Australia using the latest input-output (IO) table (2009-2010).

Both supply- and demand-driven IO models are employed to determine the extent, and pattern, of the resulting output and job losses in upstream and downstream industries. An analysis of the first-order field of influence is also conducted to observe how output multipliers in other sectors respond to changes in the self-use-input-requirement of the professional, scientific and technical services (PSTS) industry.

The PSTS industry (with a significant research and development (R & D) component and the highest forward linkage index) would be hardest hit with the collapse of the motor vehicle industry.

This paper identifies a number of industries that are more likely to be heavily influenced by the resulting lack of R & D in the PSTS industry in the near future. Unless more funding is allocated to other research and technology-intensive industries, the extinction of the motor vehicle industry, coupled with the recent budgetary cuts for strategic organisations such as the Commonwealth Scientific and Industrial Research Organisation, can reduce the positive spillover effects of R & D activities on the Australian economy.

This is the first study to examine the effects of the shutdown of the motor vehicle industry on employment in Australia. The results also have broader implications for other developed countries that have declining motor vehicle industries. The findings suggest that the global decline in the motor vehicle industry can adversely affect investment in R & D in upstream and downstream industries. More generally, the results suggest that the shift in motor vehicle production to developing countries, will contribute to increased R & D intensity in them at the expense of developed countries.

One of the main sustainable development goals (SDGs) highlights gender equality. Gender inequality is usually measured through the Gender Inequality Index (GII) based on three main dimensions, namely, (1) economy, (2) social empowerment, and (3) reproductive health, as demonstrated by death ratio and fertility rates. The aim is to formulate a model for women’s empowerment towards achieving the SDGs. Specifically, the objectives include (1) comparing gender inequality levels among ASEAN countries and (2) analyzing regulations on gender and development perspectives in Indonesia. This research used the mixed method and panel data, namely analyzing gender inequality.

The results show that, in the common effect model, all variables affected the participation of women in the workforce. The analysis shows that the enactment of laws and regulations on gender mainstreaming has an impact on reducing gender inequality and increasing various indicators of gender mainstreaming, especially in increasing the participation of women in the workforce.

The purpose of this paper is to recognise and provide an approach to estimate the value of an institution that produces a public good to the wealth of a nation. Specifically, the authors value utilitarian justice.

The paper employs the classical economic theories of crime and shadow pricing to estimate the total economic value and shadow prices or social productivity of police and higher court deterrence. These measures are estimated using the definitions provided by Dasgupta and by re-engineering key deterrence elasticity estimates gleaned from Australian econometric studies.

The empirical findings suggest a relatively high social value for police and higher court deterrence. Notwithstanding, addressing socio-economic disadvantage is likely to prevent more subsequent offences than directing more resources to the operation of the criminal justice system.

The key limitations involve the sensitivity of the estimates to error. Further work is required on all the estimates in the model and in particular the social costs of the serious offences. The next step is to estimate the opportunity cost of supplying police and court deterrence. The cost estimate can then be combined with the estimates of social benefits to estimate a benefit-cost ratio. The model in broad terms demonstrates a way forward to estimating the economic value of and the social productivity of the criminal justice system. The provision of retributive justice is also ignored in this contribution. This requires a separate analysis.

The social implications are that there appears a way to both justify and evaluate the criminal justice system and this methodology may be applied to the operation of other public services.

The originality of this paper lies in suggesting a method to solve the valuation problem for the jointly produced public goods of the higher courts and police.

Just as the Covid-19 pandemic has hit all areas of life, it has also hit the working life. Towards the end of the pandemic period, the concept of quiet quitting entered people's lives. The phenomenon of quiet quitting has been introduced as a brand new concept in the mainstream media and social media in general. The primary objective of this study is to investigate and define the emerging phenomenon of quiet quitting. Furthermore, this study aims to compare this novel phenomenon with other established theoretical approaches in the field of management.

This review study specifically examines the concept of quiet quitting, aiming to gain a deeper understanding of this phenomenon.

Contrary to popular belief, the phenomenon of “quiet quitting” is not a recent or trendy occurrence. Instead, it has persisted for numerous years and is intertwined with various theories such as motivation, commitment, engagement and social exchange theory.

This study provides employers, managers, HR practitioners with recommendations on how to address the employee's quiet quitting behavior.

This study represents a pioneering work that explores an uncharted territory, the phenomenon of quiet quitting. The authors demonstrated and relate the historical processes of management theories to the phenomenon of quiet quitting, which is a concept that appears to lack roots.

The public sector is often considered the vanguard in terms of the availability and promotion of flexible working arrangements (FWAs). Despite this, little is known about how senior managers in the public sector engage with FWAs. This paper aims to address this gap, reporting on a number of issues, including the reality of FWAs, the existence of a flexibility stigma and whether this is gendered, and the drivers influencing the uptake of FWAs.

Theoretical insights of flexibility stigma from the literature and data from semi-structured interviews with senior managers in the Northern Ireland Civil Service explore the realities of FWAs at this level.

The findings indicate a decoupling between the rhetoric and reality of FWAs, with few senior managers availing of such arrangements. The authors also identify a complex web of issues that constrain senior managers' agency in shaping a positive culture of FWAs at senior management level in the Civil Service, including an inherent resistance to flexibility, a lack of visible role models and negative perceptions around progression. The findings also indicate deeply held perceptions among senior males and females that availing of FWAs is associated with a flexibility stigma. These perceptions were confirmed by the small number of senior females with caring responsibilities who were availing of FWAs.

The paper provides senior managers and human resource practitioners with insights into the difficulties associated with wide-scale FWA availability and use at senior levels of the Civil Service.

The findings of the study offer valuable insights into the experience of senior managers in the public sector as they engage with FWAs. The study, therefore, contributes to the limited literature in this area.