欧洲央行对新兴欧洲的溢出 效应 ： 过去和当前的经验 Philipp Engler, Gianluigi Ferrucci, Pawel Zabczyk, and Tianxiao Zheng WP / 24 / 170 货币基金组织工作文件描述了作者正在进行的研究 ， 并发 表了这些论文 ， 以引起评论并鼓励辩论。 基金组织工作文件中表达的观点是作者的观点 ， 不一定代表 基金组织、其执行董事会或基金组织管理层的观点。 2024 AUG © 2024 国际货币基金组织 WP / 24 / 170 IMF 工作文件 欧洲部 欧洲央行对新兴欧洲的溢出效应 ： 菲利普 · 恩格勒、吉安 · 路易吉 · 费鲁奇、帕维尔 · 扎 abczyk 和天晓 · 郑 * 编写的过去和现在的经验 Romain Duval 授权发行 2024 年 8 月 货币基金组织工作文件描述了作者正在进行的研究 ， 并发表了这些论文 ， 以引起评论并鼓励辩论。基金组织工作文件中表达 的观点是作者的观点 ， 不一定代表基金组织、其执行董事会或基金组织管理层的观点。 摘要 ：我们采用实证方法和基于模型的模拟相结合的方法，重点关注欧洲央行实施的利 ...

Investment Rating - The report does not explicitly provide an investment rating for the industry or the Solomon Islands Central Bank [1]. Core Insights - The Solomon Islands Central Bank (CBSI) is seeking assistance from the International Monetary Fund (IMF) to strengthen its enterprise risk management (ERM) framework, which is crucial for enhancing risk governance and management practices [6][9]. - Significant progress has been made in implementing specific recommendations, including the establishment of a Risk Management Committee (RMC) and the revision of the Board Audit and Risk Committee (BARC) terms of reference to include risk management oversight [6][11]. - However, broader risk management recommendations, such as the development of a Risk Appetite Statement (RAS) and the integration of a comprehensive risk reporting system, have seen slower progress and need to be prioritized [6][11]. Summary by Sections I. Introduction - CBSI aims to enhance its ERM framework and cultivate a supportive risk management culture, with the Board responsible for assessing risks and developing contingency plans [9]. II. Implementation of Recommendations - The report evaluates CBSI's progress on previous recommendations, noting that while some high-priority suggestions have been implemented, others remain incomplete, particularly regarding the RAS and comprehensive risk reporting [11][13]. III. Risk Governance - Improvements in risk governance have been noted, including the establishment of the RMC and the formalization of BARC's responsibilities in risk oversight [18]. - The report emphasizes the need for comprehensive risk reporting to support effective decision-making and risk culture within CBSI [18]. IV. Three Lines Model and Risk Culture - The Three Lines Model is identified as a key driver for effective risk management, promoting risk ownership and enhancing risk mitigation efficiency [20]. - Initial steps have been taken to foster a risk culture within CBSI, with senior leadership recognizing the importance of embedding effective risk management practices [22]. V. Business Continuity/Critical Incident Management - The approach to business continuity management (BCM) is still maturing, with recommendations for establishing a structured framework and a critical incident management team [24]. - The report highlights the need for a formalized BCM process to ensure effective responses to business continuity events [24]. VI. Other Observations - Opportunities for departments to present their risk status to the RMC are encouraged to strengthen risk ownership and integrate risk management into daily responsibilities [26]. - The report suggests enhancing communication from senior management to reinforce the importance of risk management across the organization [27]. VII. Concluding Remarks - CBSI is making strides in embedding ERM practices, but further work is needed, particularly in implementing the RAS and comprehensive risk reporting, which are critical for enhancing governance [28].

创作部门 统计部 高级技术援助概要报告 SEYCHELLES 政府财政统计和公共部门债务统计特派团 （ 2024 年 4 月 8 日至 19 日 ） 2024 年 7 月 编制人 Barend De La Beer 和 Xavier Deville 免责声明 本文件的内容是国际货币基金组织 (货币基金组织) 工作人员向成员国或国际机构当局提供的技术咨询的高级别摘要 （ "CD 接收者 " ） 应他们的能力发展要求。除非 CD 接收者在其发送后的 30 个工作日内明确反对 ， 否则 IMF 将在 IMF. org 上发布这份高级摘要 （ 请参阅《发布能力发展信息的工作人员业务指南》 ） 。 2024 年国际货币基金组织 [HLS / 24 / 04] 高级技术援助摘要报告 统计部 政府财政和公共部门债务统计特派团 （ 2024 年 4 月 8 日至 19 日 ） ， 由 Barend De La Beer ， Xavier Deville 编写 高级别摘要技术援助报告系列提供了向货币基金组织能力发展接受者提供的援助的高级别摘要 ， 描述了高级别目标 ， 调查 结果和建议。 摘要 ：塞舌尔上一次获得政府财政统计 ...

IMF 安排在恢复进入国际 资本市场中的作用 Joseph Kogan, Romina Kazandjian, Shijia Luo, Moustapha Mbohou Mama, 和回苗 WP / 24 / 173 货币基金组织工作文件描述了作者正在进行的研究 ， 并发 表了这些论文 ， 以引起评论并鼓励辩论。 基金组织工作文件中表达的观点是作者的观点 ， 不一定代表 基金组织、其执行董事会或基金组织管理层的观点。 2024 AUG © 2024 国际货币基金组织 WP / 24 / 173 IMF 工作文件 货币和资本市场部 国际货币基金组织安排在恢复国际资本市场准入中的作用由约瑟夫 · 科根、罗密娜 · 卡赞建、罗世佳、穆斯塔法 · 姆博 侯妈妈和回苗编写 * 玛丽 · 古德曼授权发行 2024 年 8 月 货币基金组织工作文件描述了作者正在进行的研究 ， 并发表了这些论文 ， 以引起评论并鼓励辩论。基金组织工作文件中表达的观 点是作者的观点 ， 不一定代表基金组织、其执行董事会或基金组织管理层的观点。 摘要 ：使用 2002 - 22 年期间 56 个前沿国家和评级低于投资级的新兴市场国家的新兴市场基 ...

创作部门 ： IMF|SEYCHELLES 中央银行战略规划 | i 技术援助报告 SEYCHELLES 中央银行战略规划 2024 年 8 月 编制人 Paul Woods 和 Thorvald Grung Moe 货币和资本市场部 免责声明 本报告的内容是国际货币基金组织 (货币基金组织) 工作人员根据塞舌尔当局的技术援助请求向他们提供的技术咨询。本报告 ( 全部或部分) 或其摘要可由基金组织向塞舌尔基金组织执行董事、基金组织其他执行董事及其工作人员披露。以及裁谈会受援 方的其他机构或机构，并应他们的请求，向世界银行工作人员以及其他有合法利益的技术援助提供者和捐助者，除非裁谈会受 援方明确反对这种披露 (见《关于传播能力发展信息的工作人员业务指南》) 。将本报告 （ 全部或部分 ） 发布或披露给除裁 谈会受援国机构或机构以外的货币基金组织以外的各方，世界银行工作人员，其他技术援助提供者和具有合法利益的捐助者应 得到裁谈会受援国和货币基金组织 MCM 部门的明确同意。 内容页 词汇表 4 前言 5 执行摘要 6 I. 导言 8 II. 战略规划和优先排序 9 III. Governance 11 IV. 多 ...

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Industry Overview - The startup ecosystem in Japan has seen gradual growth, supported by the government's "Startup Development Five-Year Plan" and significant interest from overseas venture capital [13] - Japan's venture capital equity funding remains relatively small as a share of GDP compared to global peers, with Tokyo emerging as a top 20 global VC hub [15][19] - The industrial composition of startups in Japan is similar to global peers, with most operating in IT, healthcare, and B2B sectors, though CleanTech startups are less prevalent [20] Funding and Investment Trends - Most investors in Japan's startups are from overseas, with US investors accounting for about 50% of funding between 2010 and 2023 [21] - Corporate venture capital (CVC) plays a significant role in Japan, with large corporations investing in at least half of all VC deals between 2015 and 2022 [22] - The Japan Investment Corporation launched a 200-billion-yen venture growth fund in 2023 to support later-stage startups and target early-stage startups beyond deep tech and life sciences [16] Firm-Level Analysis - Equity funding helps startups innovate, grow, and successfully exit, with well-funded startups having 1.5 times more employees and a 43 percentage point higher exit probability compared to non-well-funded startups [36] - The impact of funding on startup performance is higher in cultures that reward risk-taking, with less uncertainty avoidance and power distance associated with higher exit probabilities [37] - In Japan, well-funded startups are predicted to have 3.4 times more patent documents and a 51.9 percentage point higher exit probability compared to non-well-funded startups [46] Policy Implications - Better access to equity funding is crucial for startups to grow, innovate, and exit successfully, with angel or venture capital investment providing both financing and value-added services [49] - A more flexible labor market, including reducing labor-market dualism and encouraging merit-based promotions, can encourage entrepreneurship and innovation [50] - Greater firm dynamism, including dynamic firm entry and exit, can support startups and innovation by improving the allocation of capital and labor to more productive ventures [50]

Sustainable Path to Inclusive Growth in Japan: How to Tackle Income Inequality? Japan Purva Khera and Yun Gao SIP/2024/026 IMF Selected Issues Papers are prepared by IMF staff as background documentation for periodic consultations with member countries. It is based on the information available at the time it was completed on April 15 2024. This paper is also published separately as IMF Country Report No 24/119. 2024 JUN © 2024 International Monetary Fund SIP/2024/026 IMF Selected Issues Paper Asia and Pacif ...

Japan's Fertility: More Children Please Japan Kohei Asao, Danila Smirnov, and TengTeng Xu SIP/2024/025 IMF Selected Issues Papers are prepared by IMF staff as background documentation for periodic consultations with member countries. It is based on the information available at the time it was completed on April 15, 2024. This paper is also published separately as IMF Country Report No. 24/119. 2024 JUN © 2024 International Monetary Fund SIP/2024/025 IMF Selected Issues Paper Asia and Pacific Department Japa ...

Investment Rating - The report does not explicitly provide an investment rating for the industry under discussion. Core Insights - The share of women in managerial and leadership roles in Japan is among the lowest globally, with significant gender gaps driven by cultural norms, unique employment practices, and childcare availability [4][12][19]. - Increasing female labor force participation is not sufficient; structural changes in employment practices and policies are essential to promote women's advancement into leadership roles [37][41]. Summary by Sections A. Introduction - More gender diversity in leadership correlates with higher productivity and profitability, yet Japan has low female representation in leadership roles despite progress in female employment [11][12]. - The analysis identifies key drivers of gender gaps in leadership and suggests public policies to address these issues [12]. B. Women Leaders and Gender Gaps: Recent Developments - Female labor force participation rose from 63% in 2012 to 74% in 2022, while 54% of female employment is in non-regular jobs, limiting career advancement [14][15]. - The gender wage gap in Japan is 22%, significantly higher than the OECD average, with only 13% of managerial roles held by women in the private sector [15][16]. C. Empirical Analysis: Key Drivers of Gender Gaps in Leadership - Cultural norms and the burden of household responsibilities hinder women's career growth, with women performing five times more unpaid work than men [20][28]. - The quality of employment, characterized by long working hours and limited flexibility, negatively impacts women's representation in managerial roles [28][30]. - The availability of public childcare facilities is positively associated with the share of female managers, highlighting the need for continued expansion of these services [33][40]. D. Policy Recommendations - Stricter enforcement of targets for female representation in managerial roles is necessary, with mandatory quotas shown to be effective in other countries [37][41]. - Reforming employment practices to promote flexible working arrangements and linking promotions to merit rather than seniority can enhance women's career advancement [37][39]. - Increasing the usage of paternity leave and expanding childcare facilities are critical to improving work-life balance and supporting women's leadership [39][40].