O15 - Economic Development: Human Resources; Human Development; Income Distribution; MigrationReturn

In Vietnam, Land-Use Right Certificates (henceforth referred as LURCs) can be issued to either individuals or households. If the land and asset are defined as common property of husband and wife, both have the right of land use or asset ownership. In this study, we assess the impact of land use rights on household welfare using Vietnam Household Living Standard Surveys 2004 and 2014. We find a strong effect of jointly-titled LURCs of residential land on formal and informal credit. Having jointly-titled LURCs increases the amount of formal credit by 35.1% and informal credit by 18.9%. We also estimate the effect of having jointly-titled LURCs on per capita expenditure. Jointly-titled LURCs of agricultural land and residential land help households increase per capita expenditure by 1.6% and 2.5%, respectively.

This paper focuses on identifying the relationship between institutional quality and income inequality in chosen post-Soviet countries during the period 2002–2017. Using panel analysis is found a nonmonotonic relationship between institutional quality and income inequality. Increasing institutional quality is associated with growing income inequality, but only to a certain extent; from a certain level, higher institutional quality leads to a reduction in income inequality. The growing institutional quality leads to a deepening of income inequality between the richest social class compared to the poorest and middle class. Role in this process plays a particular regulatory quality, which – as it seems – favors the upper 20%.

The demographic shift in the age structure has the effects that many ageing employees work in organisations. Migration can slow down the ageing of population but could not stop it. More and more people with immigration background work in organisations. Therefore, the question is whether diversity sensitive attitudes count for all diversity aspects. The central aim of the study is to deal with the problem fields of multicultural teamwork. Thereby, the focus is on the collaboration of employees with and without immigration background. The interviews with employees with and without an immigration background of various company branches were conducted. The results show that employees with an immigration background have more contact and feel comfortable with persons from different cultures than employees without an immigration background. The qualitative analysis indicates that there is a high need of competence development, especially intercultural and social competences in organisations. The results of the study reveal that personality traits and characteristics of employees play a role to what extent they accept diversity and are willing to work with persons from another culture. Age is not important regarding intercultural competence development.

A successful integration of migrants in the society as well as of older employees in the organisation is getting more important based on demographic changes. The central aim of the investigation is to deal with problem fields of the Human Resource Management, which arise by demographic changes regarding migration and the ageing society. Therefore, an explorative qualitative study with human resource managers and diversity representatives of the large DAX companies was conducted. The views of leaders and employees with and without an immigration background regarding diversity potentials in organisation are compared in this study. The results indicate that diversity is important for organisation. Employees have recognised the importance of diversity. Managers have not recognised the seriousness and urgency of cultural diversity and diversity actions. Human resource managers are not able to assess the additional stress of migrants correctly and to consider them in their day-to-day management and diversity actions.

Foreign-owned firms enter foreign markets for traditional reasons (market acquisition, securing resources, and diversification), but lately they have also been seeking better economies of scale and a more rational allocation of expenditures, via shifting processes and activities to lower-cost countries. The aim of this paper is to analyse the major foreign direct investments (FDI) and impacts on Human Resource Management through seven case studies in Austria, Czech Republic, Hungary and Slovakia. Multinational Corporations are considered the driving force behind the internationalization of business. The shift from a domestic to a global business perspective also has a profound impact on corporate human resources management activities. The analysis confirms the general viewpoint in literature that HR work in subsidiaries of MNCs has shifted from an administrative role to a strategic contributor role. The strategic impact is especially big when it comes to fields which need to be "culturally translated": recruitment, compensation and benefits, and talent management. However, that influence is still limited to national HR work on a national level.