Central Business Review
Summer 1997

Volume XVI, No. 2
Editor: Robert H. Epstein

ISSN 1053-9263

A refereed journal of basic and applied research
for a diverse and educated business audience
of researchers, educators, and managers.

Articles & Authors 

Guest Editor: John Banks-Brooks (bio)



Index (PDF Version of Issue)

Article Authors
A Call for Coordinated International Pension Reform - - Abstract Michael Holtzman
Saving Social Security, Saving Ourselves - - Abstract Peter T. Ladd, Jr.
An Empirical Study of Sectoral and Aggregate Volatility in Saving Rate - - Abstract Hamid Falatoon,
Mohammad R. Safarzadeh
The Temporary Employment Management Triangle - - Abstract Annelies Z. Kamran
Oklahoma's Tax, Income, and Purchasing Power: A Case Study - - Abstract Russell W. Jones,
Nancy R. McClure
Effectiveness of Current Sexual Harassment Prevention Policies and Training - - Abstract Herff Moore,
Rebecca Gatlin,
Joe Cangelosi,
Joseph Arn

A Call for Coordinated International Pension Reform

Michael Holtzman, (mholtzman@email.cfr.org), Director of Public Affairs, council on Foreign Relations, New York

This article sets out to explain the implications of global aging for future prosperity in the United Sates and around the world. It offers a novel, general critique of attempts by nations to unilaterally reform their public pension systems-particularly the "privatization" concept currently gaining favor in the United States-and prescribes coordinating pension reform between industrialized nations.


Saving Social Security, Saving Ourselves

Peter T. Ladd, (pete@theladdgroup.com), National Field Director of Economic Security 2000, Washington, DC

In its present form, Social Security’s solvency will be threatened when the post WWII generation retires. Millions of Americans will miss the opportunity to accumulate a decent retirement income. Our leaders must arrive at a consensus that offers the nation sound principles for reaching a workable strategy or our social and economic systems will falter eliminating the safety net which, in turn, will result in a dramatic change in how successfully workers will achieve financial security upon retirement age. Any reasonable proposal must continue to provide a safety net so that no beneficiary is forced to live in poverty while building a system that provides savings incentives to increase the nation’s investment rates and general prosperity. Acknowledging these truths and embracing these proposals is the first step toward remodeling Social Security for the 21st century.


An Empirical Study of Sectoral and Aggregate Volatility in Savings Rate

Hamid Falatoon, (falatoon@uor.edu), Associate Professor, Department of Management and Business, University of Redlands

Monammad R. Safarzadeh, (mrsafarzadeh@csupomona.edu), Professor of Economics, California Polytechnic University

Empirical studies analyzing the effect of uncertainty on the savings rate have been inconclusive with respect to the sign and significance of the effect of income and inflation uncertainty. The variable rate of savings, together with the varying performance of the U.S. economy during the decades of the 1970’s and 1980’s, provide a good source of information to reexamine the effects of income and inflation uncertainty on savings. This study employs seven alternative aggregate and sectoral measures of savings, two different specifications of labor-income uncertainty and inflation uncertainty, and four different time periods to study both the short-run and long-run effects of income uncertainty on savings rate. The results of the study lend strong support to the hypothesis that income uncertainty does play an important role in explaining saving behavior. However, the elasticities of response to uncertainty differ significantly among the sectors and between the sectors and the aggregate saving.


The Temporary Employment Management Triangle

Annelies Z. Kamran, (kamranpur@juno.com), Graduate School of Business, Dowling College

Much has been written on why a company should hire temporary workers, but not much on what to do with them once hired. This article introduces the Temporary Employee Management Triangle, a model ideal communication flows between temporary employees, their agency supervisors, and their on-site managers. The model is based on a literature review of the benefits and disadvantages of being a temporary employee and on an informal survey of personal experiences, concluding that lack of communication is one the main reasons that temporary employees are not as productive as they could be.


Oklahoma’s Tax, Income, and Purchasing Power: A Case Study

Russell W. Jones, (rjones@aix1.ucok.edu), Associate Professor, Department of Marketing, University of Central Oklahoma

Nancy R. McClure, (nmcclure@aix1.ucok.edu), Assistant Professor, department of Marketing, University of Central Oklahoma

This paper compares the income level, tax burden, and buying power of Oklahomans with that of citizens who live in other states. It appears that the low cost-of-living in Oklahoma offsets the low income level is unsupported. An analysis of the available date indicates that Oklahomans have less income, pay higher taxes, and have less buying than previously thought. Nine conclusions about the impact of these factors are reported. It is suggested that public policy planners would want to consider these conclusions during the public policy planning deliberations.


Effectiveness of Current Sexual Harassment Prevention Policies

Herff Moore, (herfm@mail.uca.edu), Associate Professor, Marketing and Management, University of Central Arkansas

Rebecca Gatlin. (rebeccag@mail.uca.edu), Assistant Professor, Marketing and Management, University of Central Arkansas

Joe Cangelosi, (joec@mail.uca.edu), Associate Professor, Marketing and Management, University of Central Arkansas

Joe Arn, (joea@mail.uca.edu), Applied Academic Technologies, University of Central Arkansas

A study was conducted among human resource executives who are members of the Society for Human Resource Management (SHRM) to learn what policies and training interventions in the area of sexual harassment are working. The organizations with written sexual harassment policies reported that the policies were operating smoothly. Most practitioners agreed that sexual harassment training was both beneficial and necessary for effective implementation of policies. But results indicated a high number of employees, especially vice presidents and operative, absent from formal training sessions. A large percent of respondents indicated that sexual harassment complaints have decreased in the last year. Recommendations were offered for improving sexual harassment training effectiveness.


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