Gerrymandering in personnel selection: A review of practice

Gerrymandering personnel selection systems is defined as those practices explicitly intended to improve the outcomes of individual applicants or groups of applicants to the detriment of other individuals and groups. Gerrymandering can serve a variety of purposes, such as enhancing demographic diversity, rewarding political allies, or giving hiring preference to specific individuals. This paper reviews eleven strategies for gerrymandering personnel selection systems. The strategies fall into three categories of decisions: decisions in choosing or designing personnel selection tools; decisions in scoring personnel selection tools; decisions in selecting among passing applicants. Perspectives on the appropriateness and ethics of gerrymandering are then reviewed.     

A study of HRM and recruitment and selection policies and practices in Taiwan

In this paper, the authors present and discuss the findings of a survey of human resource management (HRM) and recruitment and selection policies and practices in a sample of manufacturing industry in Taiwan. The results indicate that there is a general desire among HR professionals in participant companies that HRM policies are integrated with corporate strategy and that HRM should be involved in decision making at board level. Evidence was also obtained that some HRM decisions are shared between line management and HR specialists and that line managers had a particularly influential role in decisions regarding recruitment and selection, training and development, and workforce expansion/reduction. There was also some evidence supporting an assertion that certain recruitment and selection practices were culturally sensitive and this was supported by evidence of association between recruitment and selection practices and country of ownership.     

The recruitment and selection of pension trustees: an integrative approach

The role of a pension trustee is significant, which makes the recruitment and selection of labour trustees an important issue. In this article, we examine and combine aspects of two approaches to recruitment and selection: the political nomination model and the more professional HRM approach. We argue that an integrative approach would acknowledge the political, regulatory and organisational context while incorporating valid selection criteria such as domain‐specific skills and performance on the job. Such an integrated process can help trade unions in filling labour trustee positions with talented individuals who are more likely to be effective in achieving labour's goals in pension governance.     

网络思想政治教育评估机制探微

网络思想政治教育评估是网络思想政治教育学的前沿课题。目前,我国对网络思想政治教育评估问题的研究尚处于萌芽阶段。随着互联网的崛起和我国政府对网络思想政治教育的日益重视,学术界对网络思想政治教育评估问题的研究逐渐展开。文章以网络思想政治教育评估为研究对象,从系统论的观点出发,以机制为视角研究网络思想政治教育评估问题。在界定网络思想政治教育评估机制概念的基础上,着重以评估主体机制、评估客体机制、评估运行机制、评估监督机制和评估结果反馈运行机制为内容构建较为完整的网络思想政治教育评估系统。     

Bargaining Over Housework

A bstract .   This paper investigates the limited increase in housework provided by husbands in response to higher earnings and labor force participation by their wives. An explanation is provided that integrates the time availability, relative resources, and gender ideology perspectives that traditionally have been used to explain housework decisions. The outcome is the result of a bargaining process in which two concerns are identified as limiting the response of primary wage earning spouses to the employment of secondary wage earning spouses. First, the secondary wage earners' employment may in part be motivated by a concern about the durability of their marriage rather than their family's welfare. Second, a balancing of the inconveniences and the net earnings of the additional employment may be viewed as making only a limited contribution to the family's welfare. Empirical results of an analysis of the individual household tasks imply that both gender ideology and the spouses' earnings are important in determining the hours that each spouse devotes to household tasks. When making decisions about the amount of housework to perform, both spouses respond to changes in relative earnings, but the response of husbands, who are usually the primary wage earners, is smaller than that of wives, who tend to be the secondary wage earners.     

The employee selection interview: A fresh look at an old problem

This article takes a fresh look at employee selection interviews as they are practiced in most organizations. Interviewers' selection decisions are demonstrated to be idiosyncratic and it is concluded that variation in interviewers' decision processes jeopardizes organizational effectiveness. Practical recommendations for improving employment interviews are offered. © 1996 by John Wiley & Sons, Inc.     

Endogenous selection or treatment model estimation

In a sample selection or treatment effects model, common unobservables may affect both the outcome and the probability of selection in unknown ways. This paper shows that the distribution function of potential outcomes, conditional on covariates, can be identified given an observed variable V$V$ that affects the treatment or selection probability in certain ways and is conditionally independent of the error terms in a model of potential outcomes. Selection model estimators based on this identification are provided, which take the form of simple weighted averages, GMM, or two stage least squares. These estimators permit endogenous and mismeasured regressors. Empirical applications are provided to estimation of a firm investment model and a schooling effects on wages model.     

Rationality in supplier selection decisions: The effect of the buyer's national task environment

Our study sheds light on two fundamental questions in supply management: First, does adherence to highly rational decision processes help buyers make better supplier selection decisions? Second, is the influence of procedural rationality on decision effectiveness moderated by buyers’ (differently dynamic) task environments? We empirically test these questions using a sample of 150 supplier selection decisions taken in China and 150 decisions taken in Germany, countries that expose buyers to dynamic decision environments and stable decision environments, respectively. Our findings suggest that the influence of decision process rationality is stable across decision makers’ task environments. Both in China and in Germany, such process rationality is positively related with higher decision quality, and no significant differences in relationship strengths emerge between the two country samples.     

Post-Thatcherite Urban Planning and Politics: a Major Change?

The political ideology driving urban statutory planning in the United Kingdom has held a central place within planning literature during the 1980s and 1990s. The distinctiveness of leadership style and political ideology associated with the Thatcher governments have been widely recognized both in practice and academia. However, the distinctiveness of political ideology to determine the form and status of statutory urban planning since John Major acceded to the prime ministership in 1990 has not been assessed so markedly. Questions emerge on whether Thatcherite ideology is continuing in the 1990s within the realm of planning and environment, of whether a watered down version of New Right policies are being implemented, or whether central government policies towards planning over the last six years marked a change in ideological direction. This paper examines statutory planning during the Major years with reference to the ideological components of Thatcherism. From this assessment, a comparative analysis is undertaken of both political administrations. The paper concludes by finding that although elements of Thatcherite ideology are continuing, there have been initiatives that move away from the primacy of the market. However, these do not form any ‘big theory’: the differences between Thatcher and Major are more related to style than substance. Thatcherism is continuing but in a neo-Thatcherite way.     

Recruitment and selection services: Efficiency and competitive reasons in the outsourcing of HR practices

While human resource (HR) activities have traditionally been performed internally, the outsourcing of HR practices is a rapidly increasing phenomenon. The accelerated rate of HR outsourcing also corresponds to a sweeping change in which non-transactional activities, such as recruitment, selection and training, are among the most outsourced HR practices. This article investigates the outsourcing decisions of recruiting and selection (R&S). It develops a predictive model based on efficiency drivers, rooted in transaction cost economy (TCE), and competitive motivations, derived from the resource-based view. The model has been tested in a sample of 276 medium and large enterprises in two specific contexts: the outsourcing of administrative R&S practices (job advertisement and pre-screening) and that of the more strategic R&S practices (colloquia and selection). Findings confirm the relevance of both categories of predictors, but they reveal how efficiency motivations are more important for the decisions to outsource administrative R&S practices while competitive issues matter more for the strategic side of R&S activity. Theoretical and managerial implications are offered on the basis of such evidence.     

A novel option contract integrated with supplier selection and inventory prepositioning for humanitarian relief supply chains

This paper proposes a novel two-period option contract integrated with supplier selection and inventory prepositioning. A two-stage scenario-based mixed possibilistic-stochastic programming model is developed to cope with various uncertainties. The first stage's decisions include supplier selection and capacity reservation level at each supplier/period and the level of inventory prepositioning. Furthermore, decisions regarding the time and exercised amount are made in the second stage. Applicability of the model is validated through a real case study. Finally, several sensitivity analyses are conducted to examine the effect of important parameters on the solutions to gain useful managerial insights.     

The Political Implications of State Political Ideology: A Measure Tested

A bstract Four different state political ideology measures are estimated and evaluated on the basis of their reliability and consisteny. The state political ideology measure accounting for constituency economic interest, legislator shirking , and political party loyalty is found to be the one with the most predictive power. Using this preferred ideology measure states were classified according to their political ideology along a conservative-liberal continuum. The state rankings showed there are distinct regional differences in ideology. The Northeast and Pacific regions are very liberal, the South and Mountain regions are very conservative, and the Midwest region is relatively moderate. States in the Mountain region are found to be the most ideologically homogeneous, while the more heavily populated states tend to be more liberal. In addition, the United States citizens are found to have a moderately conservative political philosophy . Finally, the results suggest that a Democratic candidate would need to win Illinois, California, and Ohio plus all the liberal states to become President of the United States. The 1996 presidential note sustains the analysis herein.     

Political events and the foreign direct investment decision: An empirical examination

This study investigates the impact of political events on US manufacturing direct investment in Latin America. The relationship between foreign direct investment and political events (and economic factors) is examined through regression analysis of pooled time-series (21 years) and cross-sectional (8 countries) data. In contrast to previous studies using an econometric approach, this study finds that political events do affect direct investment decisions. Specifically, both intra-nation and inter-nation conflict and co-operation have an impact on US direct investment decisions concerning Latin American countries. In addition, the host country's market size and market growth affect these decisions by US multinational firms.     

Aiding and Abetting Employer Discrimination: The Job Applicant's Role

Despite the complex nature of discrimination in employment, antidiscrimination legislation in most countries has placed almost exclusive responsibility on one party, the employer, who may base employment decisions on illegal grounds, by using personal information (such as age, gender, marital status, ethnicity, etc.) provided by job applicants. This study examined 107 real résumés from Australian managerial applicants to determine how much personal information is provided in résumés. It was found that although employers and recruitment consultants are prohibited from seeking personal information from applicants, this information is often either provided directly or indirectly by applicants in their résumés. Thus this paper suggests that job applicants aid and abet employer discrimination in the selection process. Methods to prevent or minimize discrimination in the recruitment and selection phases of the employment process are suggested.     

Joint decision of procurement lot-size,supplier selection,and carrier selection

The joint decision making of procurement lot-size, supplier selection, and carrier selection has potential to reduce buyer's purchasing expenditures. Furthermore, the total logistics cost can also come down through economies of scale in the purchasing and transportation costs, and reduction in supply chain disruptions such as rejections and late deliveries. We study a procurement setting in which a buyer needs to purchase a single product from a set of suppliers over finite discrete time periods to satisfy service level requirements. The suppliers offer all-unit quantity discounts, and transportation cost depends on carrier capacity as well as geographical location of suppliers. This paper proposes an integer linear programming model to simultaneously determine the timings of procurement, lot-sizes, suppliers and carriers to be chosen so as to incur the least total cost over the planning horizon. A numerical example is included to demonstrate the effectiveness of the proposed model in establishing tradeoffs among purchasing cost, transaction cost, and inventory holding cost. Sensitivity analysis has been carried out to understand the effects of the model parameters on the purchasing decisions and total cost. Managerial insights of this study serve as a reference for decision makers to develop effective procurement strategies.     

The impact of stakeholder orientation on sustainability and cost prevalence in supplier selection decisions

The stakeholder approach has taken a prominent role in the discussion of sustainability measures at varying strategic levels and corporate functions. Literature on sustainability suggests that firms have to cope with enhanced pressure from different stakeholder groups regarding their upstream supply management practices. At the same time purchasing managers face the trade-off between sustainability and cost prevalence in selecting new suppliers. Thus, it is of major concern for companies in general and purchasing organizations in particular to know and understand how purchasing managers react to the influence of specific stakeholder groups when it comes to supplier selection decisions. Following this notion we formulate six sets of hypotheses linking the adoption of ethical business culture to the prevalence of sustainability and cost criteria in supplier selection decisions to be tested in a path analytical model.Based on the results of an empirical study conducted with purchasing managers from multi-national firms located in Germany, this paper makes two major contributions: first, it sheds light on direct effects of shareholder, public, and customer orientation on the evaluation of the outlined-trade off; second, it investigates the indirect effects by introducing the formalization of ethical culture as a mediating variable to assess the impact of the three kinds of shareholder orientation on the propensity to select suppliers based on their performance in terms of social and environmental criteria as well as cost performance.     

Is R&D spending influenced by disinvestment and local political corruption? The case of Indian central public sector enterprises

The current study examines the effect of disinvestment (dilution of state ownership) and local political corruption on R&D spending in enterprises owned by the central government of India. Based on certain characteristic features of innovation as a strategy available to state-owned enterprises, I build two sets of hypotheses formalising the channels of how these variables may affect the possibility and amount of R&D. Data is drawn from multiple sources to compile a dataset that covers all manufacturing central government-owned enterprises in India over a period of ten years from 2007 to 2016. The study employs an instrumental variable technique to reduce the endogeneity between disinvestment and R&D decisions. We find that, while disinvestment and local political corruption have strong negative effects on whether a firm invests in R&D or not, it has no effect on the amount of R&D. In fact, the amount is driven by a host of firm-specific factors such as size, profit and proficiency of the share of skilled labor, managerial strength and non-unionisation of labor. We also find that the effects are strongly driven by the size of firms, special status awarded to firms and the ideology of the state where the enterprise operates.     

Do liberal cities limit new housing development? Evidence from California

Traditional explanations for why some communities block new housing construction focus on incumbent home owner incentives to block entry. Local resident political ideology may also influence community permitting decisions. This paper uses city level panel data across California metropolitan areas from 2000 to 2008 to document that liberal cities grant fewer new housing permits than observationally similar cities located within the same metropolitan area. Cities experiencing a growth in their liberal voter share have a lower new housing permit growth rate.     

Chinese women managers: A comparison with their U.S. and asian counterparts

Questionnaire and interview data were gathered on 150 People's Republic of China female managers who were contrasted with their counterparts in the U.S. and Southeast Asia. Chinese female managers have little job mobility, pursue careers appraised by the Party and influenced by central government planning, work the most hours per week, and recommend the political/ideology path as the fastest route to the top. They are comparatively less educated, progress under a patrilineal tradition, recommend business courses as a means of preparation for managerial responsibilities, and slowly are gaming opportunities in fob selection.     

谈大学辅导员德育工作

辅导员是学生思想政治工作的骨干力量,专职从事学生思想教育和行为管理工作,是教师队伍的重要组成部分。辅导员对学生进行思想政治教育和日常行为管理,把学生培养成为德、智、体全面发展的人才,成为社会主义事业的建设者和接班人。文章以现代大学生的德育工作为基础,针对当前大学生在思想品德上存在的各种问题的原因,从4个方面（以理解、尊重为基础,以爱心为出发点开展工作;量化管理抓落实;营造良好的学习环境;培养学生竞争意识和竞争心理）总结了德育工作中的经验。