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Impact of foreign banks' entry into the host country's market*. * ES-Estonia, CR-Croatia, PO-Poland, RO-Romania; Source: Uiboupin 2005.
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Our study examines organizational and sectoral developments in the Estonian banking sector. It can be concluded that despite the unstable economic and legal environ-ment during the transition period, banking in Estonia has been much more profitable than in many developed countries. But at the same time the effectiveness of banking in a transition e...
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... is interesting to note that the average effects of foreign banks' entry were clearly different in different countries. It can be seen in Figure 1 that the importance of different impacts of foreign entry in descending order is as follows: Croatia, Poland, Romania and finally Estonia. Seemingly, the general effect of foreign banks depends on market-specific factors. ...
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Citations
... Owing to very fast transformation from planned economy to market economy, also banking sector flourished, at least the number of banking licenses issued did. In Estonia several banks even got listed in the local Stock Exchange that amounted up to 60% of the total market capitalization (Liuhto , 2007). Banking sectors in all three Baltic states are highly concentrated (Kubiszewska and Balkan, 2017). ...
The proposed model allows to identify the interconnectedness of the banking sector where banks are nonlisted by using causal relationships (direct and indirect) between bank performance indicators. Model was applied to three separate banking markets in Baltics for time period 2014-2018. The results show that least interconnected banking sector is in Lithuania, followed by averagely interconnected Estonian market and highly interconnected Latvian banking market. Model was also able to distinguish bilateral bank pairs with no interconnectedness. This study shows that interconnectedness tests should be based on various performance indicators as banks are able to herd through various channels.
... Reino et al (2007) have highlighted that concerning developmental phases in the IT sector in general (Bullinger et al, 2000), development in the Estonian IT sector has been more rapid compared to the rest of the world. The same evidence can also be found for the banking sector in Estonia (Liuhto et al, 2007). The dynamics around organizations create challenges in organizations as well, pushing them to look for the most suitable organizational values and practices. ...
Organizational culture enables explaining the essence and meaning of the organization. The relevance of organizational culture topic is important in unpredictable and rapidly changing economic conditions, where the human side of organizations may be critical for their survival. The aim of the present dissertation was to outline regularities and patterns in manifestations of organizational culture using the example of Estonian organizations. The author of the dissertation analyzed what kinds of connections exist between the types of organizational culture in Estonian organizations and how national culture and industry influence organizational culture. Also the impact of organizational age and size on the patterns of organizational culture was analyzed in the dissertation. Empirical research brought out several regularities in the manifestation of organizational culture. Those regularities were discussed in the context of Estonia. The analysis of organizational culture on the basis of the Competing Values Framework brought out positive relationship between the types of organizational culture. The finding demonstrates that although certain types of organizational culture encompass antagonistic values on theoretical grounds, those values tend to coexist in organizations. Therefore, organizational culture should be approached as a continuum, where changes in some aspects bring along changes in other aspects of organizational culture.. The analysis demonstrated similarities in patterns of organizational culture in Estonian organizations – it became evident that those types of organizational culture that value stability and control were dominant in the patterns of organizational culture. Findings showed that the impact of the industry where the organization operated was a significant factor that influenced organizational culture of the particular organization; moreover the impact of the industry may be even more important compared to the influence of national culture. The research could not confirm the effect of organizational age on the patterns of organizational culture. The results of the current research indicated that organizational age did not predict patterns of organizational culture. This finding may be related to the context of transitional countries because due to the radical changes in society and considering the impact of those changes on organizations the distinction between old and new organizations is blurred. Unlike organizational age, the research revealed the impact of organizational size on organizational culture. The dissertation contributed to the analysis of organizational culture and the findings from the study could be taken into account when planning managerial actions. Organisatsioonikultuur võimaldab selgitada organisatsiooni olemust ja tähendust kogu tema mitmekesisuses. Organisatsioonikultuuri valdkond on aktuaalne kiiresti muutuvates ja etteprognoosimatutes majanduskeskkonna tingimustes, kus organisatsiooni nn “pehme pool” võib osutuda organisatsiooni jaoks tema kestmajäämisel kriitilise tähtsusega teguriks. Doktoritöö eesmärgiks oli Eesti organisatsioonide näitel tuua välja organisatsioonikultuuri avaldumise seaduspärasused ja mustrid. Doktoritöös analüüsiti, millised on organisatsioonikultuuri tüüpide omavahelised seosed Eesti organisatsioonides, kuidas mõjutab organisatsioonikultuuri avaldumist rahvuskultuur ja organisatsiooni tegevusvaldkond, kuidas on organisatsiooni vanus seotud organisatsioonikultuuri avaldumisega ning millised on organisatsiooni suuruse ja organisatsioonikultuuri mustrite vahelised seosed. Empiiriline uurimus tõi esile mitmed organisatsioonikultuuri avaldumise seaduspärad, mida töös käsitleti Eesti kontekstis. Organisatsioonikultuuri analüüs Konkureerivate väärtuste raamistikus tõi esile organisatsioonikultuuri tüüpide vahel esineva positiivse seose. Tulemus näitab, et kuigi teoreetilises plaanis koondavad teatud organisatsioonikultuuri tüübid vastandväärtusi, esinevad nimetatud väärtused organisatsioonis samaaegselt. Seega tuleks organisatsioonikultuuri käsitleda kontiinumina, kus mõningate aspektide muutmine toob kaasa muutused ka teistes aspektides. Uurimus kinnitas Eesti organisatsioonide teatud sarnasust organisatsioonikultuuri alusel – selgus, et organisatsioonide organisatsioonikultuuri mustrites domineerisid need organisatsioonikultuuri tüübid, mis väärtustavad stabiilsust ja kontrolli. Lisaks tuleb arvestada ka organisatsiooni tegevusvaldkonna mõju organisatsioonikultuurile, mis antud uuringutulemusi arvestades võib olla isegi tugevam kui näiteks rahvuskultuur. Uuring ei suutnud tõestada organisatsiooni vanuse mõju organisatsioonikultuuri avaldumisele. Antud tulemuse puhul võib olla tegemist siirdeühiskonnale omase joonega, kuna tänu ühiskonnas toimunud radikaalsetele muutustele ja arvestades nende muutuste mõju organisatsioonidele pole võimalik organisatsioone nende vanuse alusel selgepiiriliselt eristada. Doktoritöö tulemused näitavad, et lisaks rahvuskultuurile ja tööstusharu spetsiifikale mõjutab organisatsioonikultuuri mustreid ka organisatsiooni suurus. Käesolev doktoritöö panustas organisatsioonikultuuri analüüsi ja selle tulemusi saab arvesse võtta ka organisatsiooni juhtimispraktikate täiustamisel.
