An Analysis of Pet Food Label Usage

We use the 2008 Health and Diet Survey to investigate the extent to which pet owners consult pet food labels. We find that pet food label usage has not penetrated shopping behavior to the degree that using the Nutrition Facts label has for human food purchases. While we find no gender difference in using pet food labels among dog owners, women may be less likely than men to consult labels among cat owners. The data also suggest that usage increases when at least three pets are owned; cat owners consult pet food labels less frequently than dog owners; and usage is not dependent on the type of product purchased.     

Using sequential tree analysis to search for ‘bundles’ of HR practices

This article reviews progress in the search for a ‘bundle’ of HR practices, using the work of MacDuffie as a starting point for the analysis of the concept of a bundle. The different methods by which bundles might be identified are reviewed and sequential tree analysis is presented as a possible alternative approach. It is then tested alongside factor analysis and regression on accounts of HR practices and aspects of performance provided by a sample of 1,308 managers. The results show that sequential tree analysis does identify a relatively parsimonious set of practices; these overlap partly with those identified in factor analysis and more extensively with those occurring in regression analysis but are more interpretable and therefore potentially more useful for policy‐makers.     

Changes in regional input-output coefficients and regional forecasting

The issue of constant regional input-output coefficients is studied in the context of regional forecasting. Under the constant coefficient assumption and given known final demand vectors, output and intermediate output prediction errors average five and 20 percent, respectively. Neither price nor product-mix adjustments improve predictions, and measurement error in base-year tables accounts for only a portion of the observed variation in coefficients. On the other hand, the interindustry structure is sensitive to short-run disturbances in the region's propensity to import. Tests further indicate that input-output forecasting is superior to a series of naive methods, but that the problem of predicting regional final demands is a relatively serious one.     

Post‐Injury Work Outcomes Revisited

We use data for Ontario workers with permanent impairments resulting from work‐related injuries to investigate the complex relationships among post‐injury work outcomes: wages, accommodations, returning to the same or different employer, and duration of work absence. We argue the different aspects of post‐injury work experience may be jointly determined, making post‐injury job characteristics endogenous in a duration model. To explore the endogeneity issues we instrument post‐injury job variables from first‐stage equations and compare results from this “informed” model to a “naive” model that treats the variables as exogenous. We find that returning to one's pre‐injury employer is associated with more favorable post‐injury work outcomes, including higher wages, greater likelihood of job accommodations, and shorter durations of work absence relative to workers who change employers. We also find substantial differences between the naive and informed models, with accommodations having the predicted negative effect on duration only after we control for endogeneity.     

Peering into the Black Hole: The Downside of the New Employment Relations in the UK

Using a national sample of 1,000 employees, this paper examines the proposition that those working in so-called 'black hole' organizations (i.e. where there is neither a set of progressive HRM practices nor a recognized trade union) will report more negative attitudes and work experiences than those in settings where there is either HRM, a trade union presence or both. The results lend some support to this hypothesis with respect to job satisfaction and organizational commitment and in judgements about experiences of fairness of treatment and trust in management. However, the most negative views about employment relations are reported by those who belong to a union in workplaces with little HRM. The findings indicate that it is HRM practices rather than trade union membership that have the major impact on attitudes and experiences. Even in black hole organizations some employees report satisfaction. This can be largely explained by a positive psychological contract between individual and organization. The implications for the role of trade unions in the promotion of fairness at work are discussed.     

Partners in quality: managing your suppliers

Just expecting more from your supplier is not what partnership is about. We have had the experience where the quality improvement and partnership banner has been waved but the tone and spirit of the meeting did not encourage or support a joint quality improvement effort. Benefits will not be achieved until the wall truly begins to come apart and the relationship is built on mutual respect and trust. Data collection and open answers to questions often reveal embarrassing errors and obvious needs for improvements. As stated before, blame and finger-pointing must be replaced with a mutual commitment to asking and answering the question, "How can we improve?" As Dr. W. Edwards Deming has stated, "End the practice of awarding business on the basis of price tag. Instead, minimize total cost. Move toward a single supplier for any one item on a long-term relationship of loyalty and trust." The structured approach of a quality improvement process and the application of quality methods and techniques has proven useful in removing emotion and helping the team focus on the process rather than the people and the issues involved. Quality improvement methods are focused on achieving both customer and supplier goals--customer satisfaction, employee satisfaction, and operational efficiency and effectiveness. Our experience with Partners in Quality as well as our experience with the quality leadership process supports a recent quote in the Harvard Business Review: "Quality is not just a slogan...(it is) the most profitable way to run a business."     

The real estate code of ethics: Viable or vaporous?

Several recent articles in the field of ethics and business have raised questions concerning the viability of professional ethical codes. Are such codes serious, effective tools for promoting and enforcing an ethical standard of behavior? Or do the codes more closely resemble clever, elaborate public-relation ploys? The purpose of this paper is to analyze the content, role and efficacy of one such ethical code, namely, The Code of Ethics of the National Association of Realtors. The paper examines the ethical principles embodied, implicitly or explicitly, in this Code; it tests these principles for coherence, comprehensiveness, clarity and enforce-ability. Furthermore, it seeks to determine whether this Code articulates standards of ethical conduct that are higher than those already required by law and whether the Code successfully translates a general ethical vision down to concrete, everyday real estate practice.