Believing in employment discrimination: The case of Forrest Mims,Scientific American,and title VII protection

This article reviews the law regarding Title VII employment discrimination protection from religious discrimination. The issues surrounding the principal legal protection in this regard are explored in the context of a recent controversial case in which an author, Forrest Mims, was not hired as a regular contributor forScientific American magazine, ostensibly because of his belief in the theory of creation over the theory of evolution. The definition of what constitutes a protected religious belief or practice is seen to have expanded over time. However, a belief in creationism is not necessarily seen as being tantamount to a religious belief under present legal interpretation of Title VII. The implications of this finding for future needed Title VII revision are discussed.     

Long-term forecasting methods: Emphasis and institutions

There are many explanations why the more structured and formalised techniques of forecasting have not yet provided major input to government policy except in specialised areas. This article gives an assessment of the present state of the art in our ability to predict the consequences of current actions in the long-term future. The relevance of this to the ongoing debate about the place of formal methods in policy analysis is considered. In many instances it seems that the methods used run counter to the ideal of scientific liberalism to which the forecasters and officials involved often subscribe. The article indicates where institutional arrangements can be adjusted to ensure that the forecasting ability available is better employed, and points to areas in which forecasting methodologists should increase their attention if forecasting methods are to support more open and more flexible institutional arrangements.     

Designing the annual reports of burton plc from 1930 to 1994

This paper undertakes a historical review of the use of design and designers in the annual reports of Burton PLC, against a backdrop of the firm's commercial history. It highlights a subordinate role for design from 1930 until the 1970s, when it was used increasingly to embellish the annual report. Design assumed a very significant role from 1984, when the firm's annual report was transformed into a corporate communications tool. The paper suggests that Burton was among the first British companies to reach this stage, and that it was some ten years behind the generality of U.S. corporations in this regard. Using Burton as an example, the study concludes by proposing that the turning of the annual report into a public relations document has latent disadvantages and by advocating that design briefs in this area should be differently focused.     

The political economy of gender disparity in musical markets

This paper examines the role and functioning of women withinthe music industry from a broadly economic perspective whichstarts from standard notions of biological differences and theoriesof discrimination. Disparities in employment as a musician andoutput as a composer are considered. It is clear that femalerepresentation deviates considerably from parity. While consciousdiscrimination at the point of trade seems not to be a largefactor in this, unconscious discrimination in early musicalcapital investment sets in motion a chain of events which limitfemale performance in musical markets.     

Do boards know when they hire a CEO that is a good match? Evidence from initial compensation

Are CEO initial compensation packages based on variations in the expected match quality of the hiring firms? Using CEO tenure as a proxy for expected match quality, and a sample of CEO turnovers between 1992 and 2006, we find that CEOs that experience good matches, defined as tenures exceeding four years, have higher initial compensation packages. We also find evidence from exogenous switching regression models that inside CEOs receive a higher good match premium than outside CEOs. To account for economic and regulatory changes across our sample period, we divide our sample into three subsamples: 1992–1997, 1998–2002, and 2003–2006, and repeat our analyses. Even though the positive relation between expected match quality and initial compensation persists across all periods, we find that the good match premium for inside and outside CEOs does not differ in the post-2002 period. We attribute this result to increased board independence and changes in regulation (Sarbanes–Oxley) in the post-2002 sample period.     

Understanding repeat playing behavior in casual games using a Bayesian data augmentation approach

With an estimated market size of nearly $18 billion in 2016, casual games (games played over social networks or mobile devices) have become increasingly popular. Because most casual games are free to install, understanding repeat playing behavior is important for game developers as it directly drives advertising revenue. Game developers are keenly interested in benchmarking their game versus the market average, and understanding how genre and various game mechanics drive repeat playing behavior. Such cross-sectional analysis, however, is difficult to conduct because individual-level data on competitors’ games are not publicly available, and that the casual gaming industry is highly fragmented with each firm making only a handful of games.I develop a Bayesian approach, based on a parsimonious Hidden Markov Model at the individual level in conjunction with data augmentation, to study repeat playing behavior using only publicly available data. After applying the proposed approach to a sample of 379 casual games, I find that the average daily attrition rate across game is around 36.5%, with an average “play” rate of 47.9%, resulting in an average ARPU (average revenue per user) across games of around 20.5 cents. Certain genres are linked to higher attrition rates and play rates. In addition, giving out a “daily bonus” or limiting the amount of time that gamers can play each day are associated with a 17.7% and 16.4% higher ARPU, respectively.     

Employee work–life balance outcomes in Ireland: a multilevel investigation of supervisory support and perceived organizational support

This article examines how employee perceptions of supervisory and organizational support for work–life balance, in addition to the number of work–life balance programmes available, predict a number of work–life balance outcomes including role conflict, job satisfaction, family satisfaction and turnover intentions in a sample of large private and public sector organizations in Ireland. The attitudes of HR managers towards work–life balance programmes are also explored. To account for the nested structure of the data, analyses were conducted using hierarchical linear modelling. We found that perceptions of work–life supportiveness as measured at the HR manager and immediate supervisor levels affect employee uptake of work–life programmes, employee work–life balance outcomes and turnover intentions.