A heuristic analysis of highly fractionated 2n factorial experiments

Fractional factorial experiments are very useful in identifying active factors and the conventional method of analysis may not always detect these active factors. Box and Meyer (1993) provided a Bayesian method to compute the posterior probability that a factor is active. Their method does not indicate whether main effects or interactions are active. Following their approach in a non-Bayesian way, we will present a heuristic analysis which determines the active main effects and small order interactions in any 2ⁿ fractional factorial design. It may be noted that the method given by Box and Meyer has greater flexibility and wider applicability over the method given in this paper; however, our method is a simpler alternative for 2ⁿ experiments that determines active main effects and small order interactions. No SimplePara     

The Market & Mr Chalk: A Comment on'Air Travel: Safety Through The Market'

Bruce Meyer argues that Andrew Chalk in his article'Air Travel: Safety Through the Market', Economic Affairs, Volume 8, No. 1, does not go far enough and that the Federal Aviation Administration ought to he abolished.     

Re-exploring the relationship between flexibility and the external environment

The organizational structure literature has long posited that increases in uncertainty should lead to organic (adaptable) structures [T. Burnes, G.M. Stalker, The Management of Innovation, Tavistock Publications, London, 1961]. Similarly, the operations management literature has focused on the importance of flexibility as a competitive weapon [e.g., [De Meyer et al., 1989] Strategic Manage. J. 10 (1989) 135], and as a response to environmental uncertainty [Manage. Sci. 33 (1987) 509; Manage. Sci. 39 (1993) 395]. However, our recent attempts to empirically validate a relationship between environmental uncertainty and operational flexibility in manufacturing plants have failed to show a significant relationship [J. Operations Manage. 3 (1999) 307]. The present research attempts to rectify these contradictory findings by replicating and extending the works of [Manage. Sci. 33 (1987) 509] as well as [J. Operations Manage. 3 (1999) 307]. The results find no support for the proposition that firms that respond to increased uncertainty with increased flexibility will experience increased performance.     

Commitment before and after: An evaluation and reconceptualization of organizational commitment

A review of the organizational commitment literature has pointed out several advantages as well as some limitations of the approach advanced by Meyer and Allen (Meyer, P.J. and Allen, J.N. (1997). Commitment in the workplace: Theory, research, and application. Thousand Oaks, CA: Sage.). The advantages include good psychometric properties of the current scales, acceptable discriminant validity of the three dimensions, and research findings that showed the usefulness and acceptable content validity of the three-dimensional approach. Some of the limitations are limited predictive validity, conceptual ambiguity of continuance commitment, and concept redundancy between normative and affective commitment. This paper suggests a conceptualization that builds upon the strengths of the current approaches and minimizes their limitations. The proposed theory contends that organizational commitment is two-dimensional. One dimension is instrumental in nature and the second is affective. In addition, a sharp difference needs to be made between commitment propensity that develops before one's entry into the organization and commitment attitudes that develop after one's entry into the organization. The advantages of the suggested theory and its implications for the understanding of organizational commitment and future research on it are discussed.     

Normative commitment in the workplace: A theoretical analysis and re-conceptualization

Among the components of the Meyer and Allen's [Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1, 64?89] three-component model of organizational commitment, normative commitment (NC) has received the least attention. It is sometimes dismissed as a redundant construct that bears many similarities to affective commitment and does not explain work behaviors beyond other components. In this review, we seek to re-establish the theoretical and practical significance of NC. We argue that NC has a dual nature and that it manifests itself differently depending on the strength of other components in an employee's commitment profile. NC can be experienced either as a moral duty or a sense of indebtedness, each having different implications for work behavior. Drawing on theories of perceived organizational support, motivation, psychological contracts, leadership, and culture, the paper justifies the distinction between two “faces” of NC, delineates organizational factors that could promote a more positive interpretation of NC, and proposes an agenda for future research.     

Port Cities

Reviewed in this essay: Han Meyer City and Port: Urban Planning as a Cultural Venture in London, Barcelona, New York, and Rotterdam. Changing Relations between Public Urban Space and Large Scale Infrastructure Richard Marshall (ed.) Waterfronts in Post‐Industrial Cities Raymond W. Gastil Beyond the Edge: New York's New Waterfront     

BOOK REVIEWS

Book reviewed in this article:
Ends and Means, an Inquiry into the Nature of Ideals and into the Methods Employed for Their Realization . By Aldous Huxley.
Boom or Bust . By Blair Moody.
Ill Fares the Land: Migrants and Migratory Labor in the United States . By Carey McWlliams.
Problems of Co-operation . By James Peter Warbasse.
Free Trade in Ideas: Aspects of American Liberalism Illustrated in Franklin's Philadelphia Career . By Gladys Meyer.     

Organisationales Commitment und seine Einflussfaktoren: Eine qualitative Metaanalyse

It is a result from increasing individualism and the ongoing deregulation of formal and psychological work contracts that organizational commitment has become one of the key concepts in management research and practice. There is growing empirical research not only on the effects of commitment on organizational performance, but also on its personal, organizational and contextual antecedents. In this literature review the state of the art in commitment-related research is presented and discussed. We refer to the grounding work of Meyer and Allen (1991) and their distinction between affective, normative, and continuance commitment. The paper is based on three meta-analyses and an additional systematic review of 61 empirical studies. They provide evidence for the fact that there is a shift from demographic to differential personality factors in research. Affective commitment and normative commitment can be explained by individual differences (e.g., self-efficacy and trustfulness), work environment (e.g., transformational leadership and controllability), and organisational characteristics (e.g., supporting human resources policy and interpersonal, distributive, and procedural justice). Continuance commitment has been found negatively correlated with affective and normative commitment. Significant antecedents are the same work-related factors as for the two other forms of commitment, but the coefficients are inverse. Contrary to former results, national culture has no effect neither on the link between other antecedents and commitment, nor on commitment itself.     

Econometric modeling of urban and other substate areas: An analysis of alternative methodologies

Questions raised by J.R. Meyer and J.W. Millimar on the appropriate level of sophistication in regional econometric models are addressed by comparing the modeling methodologies for each of six diverse substate areas. The methodologies range from aggregated recursive structures driven by an ARIMA time-series model of export-base employment to highly detailed simultaneous equation models. It is found that recursive model accuracy is relatively insensitive to forecast accuracy of the model-driving variable and simultaneous models are more accurate than recursive ones, but relative accuracies of aggregated and detailed simultaneous models are less clear. Population and personal income estimates are improved by disaggregation, but with respect to employment, there is a trade-off in model structure between average employment prediction accuracy over a number of time periods and turning point prediction accuracy.     

The informational content of credit rating announcements for share prices in a small market

The informational value of credit ratings is a subject of continuing debate. This research examines whether reaction to small market credit rating announcements is different from large markets, due to limited information, liquidity premia, and analyst neglect factors. Unlike U.S. and Australian studies that find a significant reaction to only bad news, a significant positive reaction to both positive placements and upgrades is found in the New Zealand market. Further, significant market reaction largely accrues to firms not cross-listed in U.S. markets. This evidence suggests credit rating agencies act as substitute information providers for firms followed by relatively few analysts. A substantial portion of this research was completed while author Meyer was affiliated with Massey University, Albany Campus, Auckland, New Zealand.     

Intensity of preferences for bivariate risk apportionment

Bivariate risk apportionment is the preference for dispersing risks associated with two aspects of individuals’ well-being into different states of the world. In this paper, we propose an intensity measure of this preference by extending to the bivariate case the concept of marginal rate of substitution between risks of different orders introduced in the univariate case by Liu and Meyer (2013). We show that the intensity measure of the preference for bivariate risk apportionment is characterized by bivariate risk attitudes in the sense of Ross. The usefulness of our measures to understand economic choices is illustrated by the analysis of two specific decisions: savings under environmental risk and medical treatment in the presence of diagnostic risks.     

Boekbesprekingen

Book reviewed in this article:
Symposium on Monte Carlo methods. , Herbert A. Meyer.
Sampling theory of surveys with applications , P. V. Sukhatme.
Statistische kwaliteitsbeheersing en produktiviteit , W. Geiss.
Chance and choice by cardpack and chessboard, an introduction to probability in practice by visual aids , L. Hogben.
Statistics for Economics and Business , D. W. Paden and E. F. Lindquist.
Basic statistical concepts , J. K. Adams.
Sidney Siegel, Non parametric Statistics for the Behavioral Sciences.
Statistics: A New Approach , W. Allen Wallis en Harry V. Roberts.     

Grounded Speculations on Theories of the City and the City of Theory

Books reviewed in this article: G. LeClerc, R. Villa and M. Dear, (eds.) La vida Latina en L.A.: urban Latino cultures M. Featherstone, and S. Lash (eds.) Spaces of culture: city — nation — world M. Dear, The postmodern urban condition B. Meyer, and P. Geschiere (eds.) Globalization and identity: dialectics of flow and closure S. Lash, Another modernity, a different rationality R. Beauregard, and S. Body‐Gendrot (eds.) The urban moment: cosmopolitanessays of the late‐20th‐century city     

The influence of independent contractors on organizational effectiveness: A review

The use of independent contractors has steadily increased over the past two decades. However, relatively little research has examined contractors' effectiveness and the studies that do often report contradictory findings of contractors' value. The inconsistent findings result from the broad definition of effectiveness employed in these studies, stretched across various types ofnonstandard workers (including contract, part-time, seasonal, and temporary work) and both individual- and firm-levels of analysis. Thus, the purpose of this qualitative review is to untangle the empirical findings on contractor effectiveness for both workers and firms. We adapt Meyer, Becker, and Van Dick's (2006) integrative model of situated and deep structure identities to organize current findings on contractor effectiveness in three categories, namely contractor attitudes and behaviors, operational outcomes, and firm financial outcomes. Our effectiveness model further highlights how select identity-relevant social influences and situational contingencies impact contractor effectiveness. We conclude with research and practical implications of the model of contractor effectiveness.     

Conducting inference in semiparametric duration models under inequality restrictions on the shape of the hazard implied by job search theory

Using a four-month panel of revised Current Population Survey data from September–December 1993, we extend the class of semiparametric hazard models of the type first studied by Prentice and Gloeckler ( 1978 ), and brought to the attention of economists by Meyer ( 1988 , 1990 ), to incorporate inequality restrictions on the shape of the hazard. This extension enables us to test hypotheses regarding the shape of the hazard implied by search theory using duration data alone. These tests provide another link between the empirical and theoretical literatures on unemployment duration and job search. The GHK probability simulator makes it straightforward to generate approximate hypothesis test results, as simulation estimates of the probability under the null hypothesis are generated using the asymptotic normal approximation to the distribution of the hazard parameters obtained from maximum likelihood estimation. Importance sampling is used to conduct inference under the null and obtain exact finite sample estimates of the probability the null is satisfied. A new algorithm for maintaining stability of the importance weights is also developed. Copyright © 1999 John Wiley & Sons, Ltd.     

Identification-commitment inventory (ICI model): confirmatory factor analysis and construct validity

The aim of this study is to confirm the factorial structure of the Identification-Commitment Inventory (ICI) developed within the frame of the Human System Audit (HSA) (Quijano et al. in Revist Psicol Soc Apl 10(2):27–61, 2000; Pap Psicól Revist Col Of Psicó 29:92–106, 2008). Commitment and identification are understood by the HSA at an individual level as part of the quality of human processes and resources in an organization; and therefore as antecedents of important organizational outcomes, such as personnel turnover intentions, organizational citizenship behavior, etc. (Meyer et al. in J Org Behav 27:665–683, 2006). The theoretical integrative model which underlies ICI Quijano et al. (2000) was tested in a sample (N = 625) of workers in a Spanish public hospital. Confirmatory factor analysis through structural equation modeling was performed. Elliptical least square solution was chosen as estimator procedure on account of non-normal distribution of the variables. The results confirm the goodness of fit of an integrative model, which underlies the relation between Commitment and Identification, although each one is operatively different.     

Examining transformational leadership,job satisfaction,organizational commitment and organizational trust in Turkish hospitals: public servants versus private sector employees

Leadership, job satisfaction, organizational commitment and trust have become important processes for healthcare management in recent years. One of the contemporary human resource management functions in the organizations involves engaging in leadership development, improving organizational trust and organizational commitment and increasing job satisfaction. Considering the rapidly changing healthcare technology and higher levels of occupational complexity, healthcare organizations are increasingly in need of engaging in leadership development in any given area of expertise to address ever-changing nature of the industry and the delivery of quality of care while remaining cost-effective and competitive. This paper investigates the perceptions of both public servants and private sector employees (outsourcing) on transformational leadership, organizational commitment, organizational trust and job satisfaction in Turkish healthcare industry. Additionally, the paper analyzes the predictability of organizational commitment based on employee – both public servants (physicians, nurses, administrative personnel and other healthcare professionals) and private sector employees (outsourcing) (auxiliary services such as administrative assistants, security personnel, kitchen, laundry and housekeeping employees) – perceptions of transformational leadership, job satisfaction and organizational trust. Using a survey instrument with items adopted from the transformational leadership inventory (TLI) [Podsakoff, P. M., MacKenzie, S. B., Moorman, R. H., & Fetter, R. (1990). Transformational leader behaviors and their effects on followers' trust in leader, satisfaction, and organizational citizenship behaviors. Leadership Quarterly, 1, 107–142], the organizational commitment questionnaire [Meyer, J. P., & Allen, N. J. (1997). Commitment in the workplace: Theory, research, and application. Thousand Oaks, CA: Sage], the organizational trust inventory (OTI) [Cummings, L. L., & Bromiley, P. (1996). The occupational trust inventory (OTI): Development and validation. In R. Kramer & T. Tyler (Eds.), Trust in organizations: Frontiers of Theory and Research (pp. 302–330). Thousand Oaks, CA: Sage] and job satisfaction survey (JSS) [Spector, P. E. (1985). Measurement of human service staff satisfaction: Development of the job satisfaction survey. American Journal of Community Psychology, 13, 693–731], this quantitative study was conducted among 2108 healthcare employees (public servants and private employees) in two large government hospitals in Turkey. The study findings indicate a significant difference between the public servants and private sector employees in terms of their perceptions on two dimensions of transformational leadership (being an appropriate model, providing individualized support), overall transformational leadership and one dimension of job satisfaction (communication). The two dimensions of job satisfaction – operating procedures and communication – as well as organizational trust were the significant predictors of organizational commitment of public servants, whereas the two dimensions of leadership – individualized support and fostering the acceptance – as well as the two dimensions of job satisfaction – promotion and contingent rewards – and organizational trust were the significant regressors of organizational commitment of private sector employees. In addition, there is a significant difference between the predictors of the dimensions of organizational commitment (transformational leadership, job satisfaction and organizational trust) in terms of public servants versus private sector employees. Finally, organizational trust has a significant effect on overall organizational commitment as well as its three dimensions for public servants and private employees.     

The contribution of corporate social responsibility to organizational commitment

This study investigates the relationship between organizational commitment and employee perceptions of corporate social responsibility (CSR) within a model that draws on social identity theory. Specifically, we examine the impact of three aspects of socially responsible behaviour on organizational commitment: employee perceptions of corporate social responsibility in the community, procedural justice in the organization and the provision of employee training. The relationship between organizational commitment and each aspect of CSR is investigated within a model that distinguishes between genders and includes a set of control variables that is drawn from the commitment literature (Meyer et al., 2002 Meyer, J.P., Stanley, D.J., Herscovitch, L. and Topolnytsky, L. 2002. Affective, Continuance, and Normative Commitment to the Organization: A Meta-Analysis of Antecedents, Correlates, and Consequences. Journal of Vocational Behavior, 61: 20–52. [Crossref], [Web of Science ®] , [Google Scholar]). The analysis is based on a sample of 4,712 employees drawn from a financial services company. The results emphasize the importance of gender variation and suggest both that external CSR is positively related to organizational commitment and that the contribution of CSR to organizational commitment is at least as great as job satisfaction.     

Organizational Socialization and Psychological Contract: the Vulnerability of Temporary Newcomers. A Case Study from an Italian <Emphasis Type="Italic">Call Center</Emphasis>

This study aims to analyze the link between the construction of an effective psychological contract with the organization and the success of the socialization process. To this purpose 241 employees of a Call Center organization have been contacted. A questionnaire composed by measures of Organizational Socialization (Haueter et al. Journal of Vocational Behavior, 63, 20–39, 2003), Psychological Contract (Rousseau 1995), Job Satisfaction (Wanous et al. Journal of Applied Psychology, 82, 247–252, 1997) and Organizational Committment (Allen and Meyer 1990) was administered. Results have underlined that organizational socialization may influence the development of the psychological contract thus determining job satisfaction and organizational commitment. This research has been developed in an interdisciplinary perspective, taking into account the peculiarity of the Italian legal framework. In this regard, the analysis has been focused on how the E.U. flexicurity strategy has been implemented in Italy, according to the recent reform of labour market regulation (2012–13) and on the specific regulations introduced for call centres.     

我国预算管理理论和实践综述

预算管理作为一种管理控制工具,在西方已经经历了四个发展阶段,其间传入我国。经过20多年的发展,预算管理已成为我国企业普遍应用的管理手段。从评述西方预算管理理论开始,重点探讨了预算管理理论在我国的应用。预算管理的实践和发展在我国可以分为四个方面:预算管理基础理论的建立,将预算管理理论和实务的紧密联系,与管理会计工具的整合,以及以创造价值为目标的预算管理。本文可为我国企业更好地运用全面预算管理这一管理会计工具提供借鉴。