Interdisciplinary social science: a methodological analysis

Since the 1930's, interdisciplinarity has been advocated in the social sciences for the purpose of achieving more comprehensive explanations of observable social phenomena. However, the realization of this promising perspective has been rather poor. This article argues that two main causes of the failure to create interdisciplinary social science can be distinguished, i.e., methodological and theoretical problems. Methodological problems stem either from taking a reductionist approach towards interdisciplinarity, or by mistaking measurement issues for theoretical topics. Theoretical problems result from the poor state and rate of theory formation within psychology. The implications of these problems are that the validity and reliability of explanations of macro social phenomena, which are provided by disciplines such as sociology and macro economics, are seriously at stake.     

Detrending,stylized facts and the business cycle

The stylized facts of macroeconomic time series can be presented by fitting structural time series models. Within this framework, we analyse the consequences of the widely used detrending technique popularised by Hodrick and Prescott (1980). It is shown that mechanical detrending based on the Hodrick–Prescott filter can lead investigators to report spurious cyclical behaviour, and this point is illustrated with empirical examples. Structural time-series models also allow investigators to deal explicitly with seasonal and irregular movements that may distort estimated cyclical components. Finally, the structural framework provides a basis for exposing the limitations of ARIMA methodology and models based on a deterministic trend with a single break.     

Can Collective Intentionality Be Individualized?

A BSTRACT . Searle's philosophical construction of social reality has three basic "building blocks": collective intentionality, constitutive rules, and the imposition of functions. This article will focus on the first of these, collective intentionality, which is taken to be the central span on the bridge from physics to society. Searle analyzes this notion in terms of his own internalist theory of intentionality. In his view, we could have all the collective intentionality we have even if we were a brain in a vat, i.e., even if we were radically mistaken about the outside world. It will be argued that such an internalist view of collective intentionality cannot capture normative aspects of social phenomena. Social reality requires a radical relational approach.     

The psychology of talent management: A review and research agenda

Across six different streams of the literature (i.e., HRM; I/O psychology; educational psychology; vocational psychology; positive psychology; social psychology) we identify a number of discrepancies (i.e., between practitioner and academic interest; between talent management discourse and practice), theoretical perspectives (i.e., talent as capital; talent as individual difference; talent as giftedness; talent as identity; talent as strength; and talent as the perception of talent), tensions (i.e., object–subject; inclusive–exclusive; innate–acquired; input–output; transferable–context-dependent), and assumptions (i.e., about intuition versus data; about the effects of being labeled ‘talented’; about the effects of differential treatment) which we argue can serve as a basis for theory building, methodological advances, and new empirical work. With this review, we hope to join a growing group of talent management scholars pushing to make the transition from a growing into a mature field of study, characterized by widely accepted theoretical frameworks and research designs, and supported by the scholarly community.     

Evaluation of the convergence between “self-reporters” and “proxies” in a disability questionnaire by means of behaviour coding method

Household surveys often require including proxy reporters to obtain information about other household members who cannot be interviewed. The participation of proxies can undermine survey data quality due to the fact that proxies must respond to questions thinking about other people. The objectives of the present study were to analyze the behaviour of proxy reporters and evaluate the convergence between the answers given by proxies and self-reporters by means of behaviour coding. This improves the evaluation of convergence, since only adequate (i.e., interpretable) answers given by both types of informant are taken into account. Responses to a disability questionnaire employed by an official statistical institute were analyzed. The questionnaire includes 11 questions about different limitations related to everyday activities. 16 self-reporter and 16 proxies formed 16 couples whose members lived together and supported a direct family relation. The results show a high percentage (52%) of convergence between both types of informant, although fluctuating across the questions and the couples. Proxies showed relatively more adequate behaviour during the interaction than self-reporters. From this we conclude that proxies can be considered at least as good informants as self-reporters from an interviewer-respondent interaction perspective. Future research should address the impact of proxy responses on survey validity.     

Social Scientific Explanations?

Generally valid scientific explanations of observable social phenomena are still hardly available. By applying philosophical insights generated by Quine and derived from semiotics to social research methodology three kinds of context dependencies accompanying theory formation within social science are identified. The third context dependency is mostly not attended in theory formation about social phenomena thereby producing a ``connotation fallacy', which leaves almost all social theories undetermined and fallible. These context dependencies should be taken into account in the research design and be tested for using statistical criteria comprising a new methodology presented in this article.     

A social cognitive interpretation of person‐organization fitting: The maintenance and development of professional technical competency

Information technology professionals must continually align their competencies with new technological innovation and changing organizational technological climates. Existing theory and practice is deficient with respect to dynamic models of person‐organization (P‐O) fit. Social cognitive theory proposes a rich and well‐defined theoretical framework for understanding dynamic, interactive behavioral processes, and so is adopted as a basis for developing a model of P‐O fitting focused on the development of professional technical competencies. P‐O fitting is so named because it refers to organizational fit as an ongoing process of adaptation. The article begins by reviewing existing literature on P‐O fit and social cognitive theory to produce a set of propositions and a theoretical model of P‐O fitting as an adaptive, dynamic phenomenon. Applications of the model for both future research and practice are suggested. © 2007 Wiley Periodicals, Inc.     

The HRM–capital market link: Effects of securities analysts on strategic human capital

This article develops theory about an agency problem affecting the strategic human capital (SHC) of the firm. It proposes three categories of SHC‐related choices managers must make that imply a trade‐off between near‐ and long‐term performance. Dispersed shareholding, firm coverage by securities analysts, and their practice of publishing quarterly earnings forecasts are argued to entail a bias in management incentives, shifting the balance in this trade‐off toward near‐term performance. To restore the balance, securities analysts would need to distinguish transitory from recurring effects of SHC‐related choices in their valuation models (e.g., treating certain labor cost savings during cyclical downturns as transitory). Restoring the balance would also require them to anticipate long‐term effects in their long‐term earnings forecasts (e.g., long‐term positive effects of retaining employees with valuable skills during cyclical downturns). The article discusses specific transitory cost effects and long‐term effects they could potentially take into account. The skills and incentives needed by analysts to account for such effects are argued to vary across firm segments.     

Estimation of the Pareto law from underreported data: A further analysis

Estimation of parameters of the Pareto income distribution is discussed for the situation when data are underreported, i.e., observed with negative random bias. Specifically it is proved that maximum likelihood estimates are consistent and asymptotically normal in large samples, and formulae for the large-sample standard errors are given. The large-sample theory illustrates how some important results from mathematical statistics apply to non-standard statistical models.     

IN SEARCH OF A STYLISED FACT: DO REAL WAGES EXHIBIT A CONSISTENT PATTERN OF CYCLICAL VARIABILITY?

Abstract. The paper surveys the studies on the cyclical behaviour of real wages published from the twenties onwards. Both traditional simple neoclassical and keynesian models of the labour market suggest that real wages tend to move countercyclically. However, from a theoretical viewpoint, there are few reasons to expect this behaviour, once the simple model is extended to account for imperfect competition, uncertainty, lagged responses, or contracting between firms and workers. Empirical studies give different answers to the problem. The contributions reviewed in the paper are arranged roughly in chronological order: the interwar period, the postwar pre-econometric studies, the econometric work using aggregate data, the evidence produced on the basis of longitudinal data, the analyses of the shock-responsiveness of real wages, and, finally, the most recent papers attempting a reconciliation of the somewhat conflicting evidence derived from aggregate and panel data.     

DC/DC开关变换器混沌现象研究综述

DC/DC功率开关变换器是开关电源的核心部分,通过对其混沌现象的研究可以更加深刻地认识DC/DC变换器的本质,也会在将来基于混沌现象提出新的设计方法和控制策略,实现现有DC/DC变换器无法达到的性能。本文介绍了DC/DC变换器混沌现象的研究现状,对DC/DC变换器混沌现象的基本建模方法进行了综合对比分析,展望了DC/DC变换器混沌研究的发展和未来应用前景。     

EAST MEETS EAST AND EAST MEETS WEST: THE CASE OF SINO-JAPANESE AND SINO-WEST JOINT VENTURES IN CHINA

This study tests the effects of cultural differences on the behaviour and performance of joint‐ventures. We first study the relationship and predictions of two relevant theories, i.e., the theory about cultural diversity and that about cultural distance. After that, we apply the theories to study the behaviour and performance of Sino‐Japanese and Sino‐West joint ventures (JVs). Processing data from 2718 such JVs in different parts of China, we show evidence supporting our arguments. Our paper concludes with a discussion on the implications of the findings.     

Inhabited Actors: Internalizing Institutions through Communication and Actorhood Models

We argue that accounts of relationships among actors, actorhood and institutions are predominantly based on a spatial metaphor of actors operating within institutions. We outline how an inversion of this metaphor – i.e., the perspective that institutions inhabit actors – may prove generative for theory, particularly with respect to recent discussions about the microfoundations of institutions. We outline how communication and actorhood models function as transmission mechanisms of institutions from one actor to another. We conclude with a discussion of how the inverted metaphor of institutions inhabiting actors can be useful for future theoretical developments.     

关于经济系统混沌存在性判断的讨论

经济系统是一个复杂的大系统,建立在线性基础上的传统经济理论已经不能很好的解释越来越复杂的经济现象。本文就近年来出现的非线性的混沌研究方法做出较详尽的讨论,同时也对这些方法的适用性以及在经济系统中研究的困难进行了分析。     

Workplace incivility and work engagement: The mediating role of job insecurity and the moderating role of self-perceived employability

Drawing upon the job demand–resource model and the theory of existence, relatedness, and growth needs, we established and checked a model that connects workplace incivility to employee work engagement (i.e., vigor, dedication, and absorption) through job insecurity. Furthermore, we propose and test self-perceived employability as the boundary condition of this connection. The conclusions of two substudies with time-delay design provided evidence to support theoretical models. Specifically, the conclusions of both studies show that workplace incivility has negative impacts on work engagement (i.e., vigor, dedication, and absorption) through job insecurity. The results of Study 2 show that self-perceived employability not only weakens the negative influences of job insecurity on work engagement (i.e., vigor, dedication, and absorption) but also moderates the mediating roles of job insecurity in the relationships between workplace incivility and work engagement (i.e., vigor, dedication, and absorption). The theoretical and practical implications and limitations are discussed based on the conclusions of the two substudies.     

Leveraging the employee voice: a multi-level social learning perspective of ethical leadership

Extending social learning theory to a multi-level perspective, this study proposes a theoretical model that investigates both individual and team-level mechanisms that mediate the effect of ethical leadership on employee voice. Specifically, in terms of an individual-level social learning perspective, we suggest that an ethical leader acts as a prototype of a moral person (i.e. an ethical role model). From a team-level social learning perspective, we propose that, as a moral manager, team ethical leadership will foster an ethical climate within the team which will create a moral context that impacts employees’ behaviors. In both instances, employee voice behaviors will be enhanced through these mechanisms. Evidencing the importance of the interaction between leader behaviors and context for leader effectiveness, we also show that employees are more likely to regard their ethical leaders as ethical role models in a team that highly values ethical conduct (i.e. high in ethical climate). Results obtained from 47 managers and 211 subordinates in China support our theoretical model. The theoretical and practical implications of our findings are also discussed.     

Information theoretic methods of spatial model building: A guide to the unbiased estimation of the form of probability distributions2

The methods of maximum entropy and minimum information are employed in order to provide unbiased a priori estimates of the form of probability distributions, given limited prior knowledge. These a priori estimates, in turn, can be cast in the form of theoretical models of the phenomena of interest; models to be tested against real world data. As such, the methods of maximum entropy and minimum information have relevance to any scientific or social-scientific discipline wherein the mathematical modelling of probability distributions is a concern. At the same time, however, the methods are mathematically difficult and conceptually demanding. This paper therefore presents a pedagogic introduction to the methods of maximum entropy and minimum information in the hope of making them more accessible to those social scientists who might find them relevant to their work. Using a simple example, the paper works through the two methods, one at a time, adding more and more information to the estimation problem as the discussion proceeds. The focus herein is a geographic one, yet the example employed is easily transferable to alternative contexts.     

About and beyond leading uniqueness and belongingness: A systematic review of inclusive leadership research

The purpose of this systematic review of 107 papers is to address the conceptual confusion about what inclusive leadership (IL) behavior entails and understand the theoretical development of IL. Synthesizing the divergent conceptualizations of inclusive leader behaviors, we propose a multi-level (i.e., employee, team, organizational) model of IL behavior consisting of four dimensions namely, fostering employee's uniqueness (e.g., promoting diversity); strengthening belongingness within a team (e.g., building relationships); showing appreciation (e.g., recognizing efforts and contributions); and supporting organizational efforts (e.g., promoting organizational mission on inclusion). Further, we provide a summary of studied variables as a nomological network in relation to inclusive leadership and an overview of the different theories (e.g., social exchange, intrinsic motivation) supporting the respective relationships and explaining the underlying mechanisms (e.g., reciprocity, motivation). We propose future research to empirically test the multi-level model of IL and examine the predictive value in terms of employee and organizational outcomes.