The link between the management of employees and patient mortality in acute hospitals

The relationship between human resource management practices and organizational performance (including quality of care in health-care organizations) is an important topic in the organizational sciences but little research has been conducted examining this relationship in hospital settings. Human resource (HR) directors from sixty-one acute hospitals in England (Hospital Trusts) completed questionnaires or interviews exploring HR practices and procedures. The interviews probed for information about the extensiveness and sophistication of appraisal for employees, the extent and sophistication of training for employees and the percentage of staff working in teams. Data on patient mortality were also gathered. The findings revealed strong associations between HR practices and patient mortality generally. The extent and sophistication of appraisal in the hospitals was particularly strongly related, but there were links too with the sophistication of training for staff, and also with the percentages of staff working in teams.     

Three types of ambiguity

For each of three types of ambiguity, we compute a robust Ramsey plan and an associated worst-case probability model. Ex post, ambiguity of type I implies endogenously distorted homogeneous beliefs, while ambiguities of types II and III imply distorted heterogeneous beliefs. Martingales characterize alternative probability specifications and clarify distinctions among the three types of ambiguity. We use recursive formulations of Ramsey problems to impose local predictability of commitment multipliers directly. To reduce the dimension of the state in a recursive formulation, we transform the commitment multiplier to accommodate the heterogeneous beliefs that arise with ambiguity of types II and III. Our formulations facilitate comparisons of the consequences of these alternative types of ambiguity.     

The practice of discipline: evaluating the roles and relationship between managers and HR professionals

The roles played by managers in exercising workplace discipline have been of long‐standing academic interest. However, relatively little attention has been paid to the way that the distinctive functions of operational managers and HR practitioners may interact and shape the nature and outcomes of disciplinary procedures and processes. This article examines this through a series of organisational case studies. It suggests that dimensions of control between operational managers and HR practitioners are fundamental to understanding the nature of workplace discipline. Furthermore, it argues that this relationship is crucial in determining the prospects for a shift towards greater flexibility in the management of discipline, as called for by Gibbons and reinforced by the Employment Act 2008. Therefore, findings suggest that questions of managerial preparedness to embrace this new agenda must also consider the role played by HR practitioners in embedding a culture of formality.     

Perceived attributes of Asian foods: From the perspective of the American customers

The objectives of this study were to examine and compare the attributes of six types of Asian foods (Chinese, Indian, Japanese, Korean, Thai and Vietnamese) as they are perceived by American customers. To achieve these objectives, a questionnaire examining the attributes of Asian foods was developed. The data was collected through a web survey completed by 424 American customers of the six types of Asian food. Importance-performance analyses showed that across the six types of Asian foods some common attributes were perceived. However, the analyses also indicated that each type of Asian food was perceived to have its own particular characteristics, signifying each cuisine's uniqueness when compared to other types of Asian foods. The results suggested basic information pertinent to marketing strategies for positioning and product development for Asian food restaurants.     

Education and Fertility: Evidence from a Natural Experiment*

Declining fertility is often attributed to the increased education of women. It is difficult to establish a causal link because both fertility and education have changed secularly. In this paper we study the connection between fertility and education using educational reform as an instrument to control for selection. Our results indicate that increasing education leads to postponement of first births away from teenage motherhood and towards women having their first birth in their 20s as well as, for a smaller group, up to the age of 35–40. We find no evidence, however, that more education results in more women remaining childless or having fewer children.     

Valuing risk reductions: Incorporating risk heterogeneity into a revealed preference framework

Our study expands the hedonic wage framework to take advantage of the inherent differences in workplace deaths, both in type and probability of occurrence, and examines revealed preferences over these heterogeneous risks. We use data on all fatal workplace deaths in the US from 1992 to 1997 and develop risk rates that are differentiated by how the fatal injury occurred. Within sample tests of the equality of compensating wage differentials for heterogeneous risks indicate that we can reject aggregation of homicide risks with other sources of workplace fatalities. However, our results are not without qualification and highlight important nuances of the labor market as related to estimating compensating wage differentials for risks that have generally been ignored in the previous literature.     

Limit-order submission strategies under asymmetric information

This paper provides evidence that informed traders dominate the response of limit-order submissions to shocks in a pure limit-order market. In the market we study, informed traders are highly sensitive to spreads, volatility, momentum and depth. By contrast, uninformed traders are relatively insensitive to all these market conditions. The dominance of the informed over limit-order submissions is magnified by contrasts between them and the uninformed in the use of aggressively-priced limit orders.     

The transition from paid to self-employment in Canada: the importance of push factors

The share of self-employment in total employment has been growing in Canada throughout the 1990s. Recent research for Canada and elsewhere suggests that some workers may be ‘pushed’ into self-employment as a response to inadequate opportunities in the paid sector. Examining transitions from paid work to selfemployment using the Labour Market Activity Survey, this push hypothesis is tested using a number of indicators of the economic opportunities facing the newly selfemployed. It is found: (i) longer spells of joblessness favour self-employment, (ii) workers who collect unemployment benefits between jobs are less likely to become self-employed than are workers who did not, (iii) workers who left their previous, paid jobs involuntarily - i.e., due to layoff - were more likely to become selfemployed than those who left voluntarily, but less likely than workers who specified personal reasons for leaving, and (iv) self-employment decisions are independent of the health of the labour market as measured by the unemployment rate. These results are generally consistent with the push hypothesis but provide more ambiguous evidence than found in some other studies.     

An exploration of gendered systems theory on women-owned businesses in emerging tourism destinations: future directions

The impacts of tourism on host communities are numerous, complex, and at times nuanced. As a result, tourism researchers have placed heavy emphasis on the exploration and identification of these impacts, including how the community responds. Some of the more understated impacts, such as the role of women in tourism development, can be more difficult to understand. This is especially the case in emerging destinations, where communities in the primary stages of tourism development are beginning to consider the costs and benefits to their culture, social structure, and economy. This article uses ecological systems theory as a framework to examine existing literature related to resident attitudes toward the social impacts of women-owned businesses in tourism. Results from this examination determined the need for future, theory-based research regarding socio-cultural impacts, and more specifically, the impact of tourism on changing social roles and the role of women in emerging destinations.     

Does transformational leadership facilitate technological innovation? The moderating roles of innovative culture and incentive compensation

The present research investigates the relationships between SBU-level transformational leadership and technological innovation, as well as the moderating effects of innovative culture and incentive compensation. Paired data were gathered from 102 senior managers and 258 employees in 102 Taiwanese strategic business units (SBUs). The results indicate that transformational leadership behaviors promote technological innovation at the SBU level. Interestingly, a stronger innovative culture is a substitute for transformational leadership behavior for facilitating technological innovation. In addition, financial-incentive adoption neutralizes the relationship between transformational leadership and technological innovation.