Retesting Fair's (1978) model on infidelity

Modern econometrics stresses the diagnostic testing of estimated models as an important part of the model‐building process. In a survey article published in this journal (Pagan and Vella 1989 ), methods for testing the validity of the assumptions underlying the censored regression of the Tobit model were presented. This paper questions the numerical results presented there. Indeed, my results concerning the tests when applied to Fair's well‐known model for infidelity (1978) are the opposite of those presented in this journal. Copyright © 2003 John Wiley & Sons, Ltd.     

The Ethical Frameworks of Social Media Policies Among U.S. Nonprofit Organizations: Legal Expectations,Dialogic Prescriptions,and a Dialectical Model

Nonprofit organizations are experiencing a new world of fundraising, marketing, and stakeholder engagement on a scale previously unseen and due largely to social media. This study investigated the extent to which nonprofits craft social media policies using ethical frameworks to guide online activity mindful of this new reality. Assessing the top 100 U.S. nonprofits and their social media policies, this study examined the 80,000 words of text extant within the available 55 nonprofit social media policies and found emergent themes that articulate the current ethical state of nonprofit social media policies. Hand-coding processes yielded themes of engagement, responsibility, privacy, protection, transparency, and respect. Computer-coding additionally aggregated these themes into larger themes of privacy, sharing, communication, accuracy, inaccuracy, engagement, and dialogue. Further analysis explored the ways in which nonprofit social media policies imply a dialectical model of ethical frameworks between legal and dialogic dimensions.     

Unfilled orders and price changes: A simultaneous equations system

We have developed and statistically estimated a model which suggests that chances in price and in unfilled orders are simultaneously determined. Estimated systems for five industries suggest that, in the short run, unfilled order accumulations do absorb fluctuations. Our statistical analysis also indicates that anticipated increases in demand will affect current price adjustments if the increased demand is expected to lead to an acceleration in production rates in the not-too-distant future. The statistically determined weights of the industrial activity variable suggests that price is primarily determined more by the future conditions than ex post indications of industrial activity levels. Our analysis also supports Zarnowitz's interindustry comparison hypothesis that price responses are inversely related to the ratios of mean unfilled orders of shipments.     

Manage your human sigma

If sales and service organizations are to improve, they must learn to measure and manage the quality of the employee-customer encounter. Quality improvement methodologies such as Six Sigma are extremely useful in manufacturing contexts, but they're less useful when it comes to human interactions. To address this problem, the authors have developed a quality improvement approach they refer to as Human Sigma. It weaves together a consistent method for assessing the employee-customer encounter and a disciplined process for managing and improving it. There are several core principles for measuring and managing the employee-customer encounter: It's important not to think like an economist or an engineer when assessing interactions because emotions inform both sides' judgments and behavior. The employee-customer encounter must be measured and managed locally, because there are enormous variations in quality at the work-group and individual levels. And to improve the quality of the employee-customer interaction, organizations must conduct both short-term, transactional interventions and long-term, transformational ones. Employee engagement and customer engagement are intimately connected--and, taken together, they have an outsized effect on financial performance. They therefore need to be managed holistically. That is, the responsibility for measuring and monitoring the health of employee-customer relationships must reside within a single organizational structure, with an executive champion who has the authority to initiate and manage change. Nevertheless, the local manager remains the single most important factor in local group performance. A local manager whose work group shows suboptimal performance should be encouraged to conduct interventions, such as targeted training, performance reviews, action learning, and individual coaching.     

订立分销协议时需要考虑的问题

通常情况：一家中国企业试图直接进入美国市场．销售某种已经具有一定知名度的产品．目的是为了扩大销售渠道。     

Is what you see what you get? Investigating the relationship between social media content and counterproductive work behaviors,alcohol consumption,and episodic heavy drinking

Abstract

Employers are increasingly using social networking website (SNW) content to screen applicants for employment despite the absence of much empirical support for this practice. The purpose of this study was to examine the validity of using SNW content to predict employee behavior. Specifically, we investigated the relationship between SNW content and counterproductive work behaviors (CWB), occurrence of workplace accidents, alcohol consumption, and episodic heavy drinking. Participants (N = 146 MBA and upper level undergraduate business students) self-reported demographic information and information about workplace counterproductive behavior. Participants also provided access to their SNW profile, which the researchers subsequently accessed in order to assess potentially compromising content. Results indicate SNW profiles are not associated with CWB or involvement in workplace accidents, while SNW profiles containing alcohol and drug content are associated with alcohol consumption and episodic heavy drinking. Our study is among the first to examine the relationship between SNW profile information and CWBs of interest to HRM personnel and provides evidence that practitioners should exercise caution in drawing inferences about workplace behaviors based on SNW profile information.