The choices for Europe:national preferences in new and old member states

Drawing on the existing body of literature that deals with national preference formation and building on the role played by vulnerability and deficits in shaping policy choices at the European level, this article provides a synthetic framework to explain the stances of the Older Member States (OMS) and New Member States (NMS). We subsequently apply the model to NMS, focusing largely, although not exclusively, on Poland. We argue that although many of the policy preferences can be explained by the framework, the size of states, especially with regard to ambition and capacity, and the nature of the country's post-communist transition appear significant for the NMS and need to be incorporated into future theory-building. We conclude by highlighting areas in need of further empirical research. © 2009 Blackwell Publishing Ltd.

Influence of ethical beliefs, national culture and institutions on preferences for HRM in Oman

Purpose – The paper seeks to investigate the association between ethical beliefs, aspects of national culture and national institutions, and preferences for specific human resource management practices in the Sultanate of Oman. Design/methodology/approach – A total of 712 individuals working in six organisations (both private and public sectors) responded to a self-administered questionnaire in the Sultanate of Oman. To test the raised research questions of the proposed framework, the methodology of structural equation models was used. Findings – The results highlight significant differences in the belief systems on the basis of different demographic characteristics. The findings also confirm impact of ethical beliefs, and aspects of national culture and national institutions on preferences for human resource management (HRM) practices. Research limitations/implications – Although the goodness-of-fit indexes confirmed the validity of the proposed operational model, some indices were attained at rather flexible levels. Practical implications – Studies on managerial beliefs and values can offer important insights into the extent that work is viewed as an integral life activity. Such information can help differentiate among managerial styles in various cultures, and in predicting managerial behaviour such as ethical decision-making. Based on such understanding, the findings can be used to educate government officials and outside consultants interested in Oman. Originality/value – The study contributes to the accumulation of knowledge about under-researched developing countries such as Oman, as limited data are available on HRM, value orientations and ethical beliefs' issues in this region.