Where Are They Now? Tracking the Ph.D. Class of 1997

We report early career outcomes of economics Ph.D.s by tracking the U.S. class of 1996-1997. We examine employment outcomes, work activities, salaries, and graduates' attitudes toward their jobs. By 2003, all of the respondents were employed, although almost half changed employers during the six years. Salaries of the cohort increased at an average annual rate of 8.2% from 1997 through 2003. Academic-year salaries rose about 5.7% per year, whereas private sector salaries skyrocketed at 15% per year. Finally, the median salaries of first-year full-time permanent 9- to 10-month academic economists hired in 2002-2003 actually exceed the median 2003 salaries of their counterparts initially hired in 1997-1998. Some of this apparent salary inversion reflects a different mix of employers and departments between the two cohorts, with the younger group securing relatively more jobs at higher-paying institutions.     

The Optimal Redemption Schedule of Serial Municipal Debt: A Dynamic Reconciliation of Revenues,Reinvestment Rates and the Term Structure

The purpose of our research is to developan algorithm that optimally schedules municipaldebt redemptions. It is our hypothesis thatsegmented investor demand, the existing termstructure, the temporal behavior of municipalproject revenues and reinvestment opportunitiesfor interim revenue surpluses are all factorswhich should impact the optimal debt schedulingproblem in a unique and economically meaningfulway. For example, investor preference for shortermaturities and an upward sloping term structureof interest rates should, ceteris paribus,increase the proportion of debt scheduled to berepaid early in the redemption horizon. Ifinvestor demand is limited to a relatively smallgeographic area, such limited demand should bereflected in higher yields. If municipal projectrevenues increase over time then a largerproportion of the debt should be scheduled to beredeemed later. Unfortunately, realisticacknowledgements of the nature of the municipaldebt financing problem create an objectivefunction and a set of constraints which are fartoo complex to yield simple reduced formpresentations of the optimal principalredemptions. Consequently, solutions to theoptimal debt schedule and tests of theconjectures articulated above weresimulated.     

Who should be in power to encourage product program innovativeness,R&D or marketing?

The degree to which the research and development (R&D) department is regarded as more important for product innovativeness than is marketing, with greater potential to influence innovation decisions, appears ambiguous. This study examines how R&D’s level of power, relative to marketing’s, affects product program newness and meaningfulness, and thus market and financial performance. Relying on the motive of enhancement, this study reveals two underlying mechanisms to explain considerations of R&D and marketing depending on R&D’s power. A multi-informant sample of top executives and subordinates from 229 firms indicates distinct effects of R&D’s relative power on product program newness and meaningfulness. Specifically, R&D power exhibits a positive linear relationship with product program newness but a nonlinear effect with meaningfulness. To expand market and financial performance, firms should seek to generate meaningful product innovations through a moderate level of relative R&D power, particularly when their environments are characterized by high competitive intensity.     

Inference in a nearly integrated autoregressive model with nonnormal innovations

Robust tests and estimators based on nonnormal quasi-likelihood functions are developed for autoregressive models with near unit root. Asymptotic power functions and power envelopes are derived for point-optimal tests of a unit root when the likelihood is correctly specified. The shapes of these power functions are found to be sensitive to the extent of nonnormality in the innovations. Power loss resulting from using least-squares unit-root tests in the presence of thick-tailed innovations appears to be greater than in stationary models.     

How do top executives handle their work and family life? A taxonomy of top executives' work–family balance

Aiming to increase understanding of work–family balance at the executive level and to derive implications for human resource management, this study analyses patterns of the way in which different top executives handle the interface between work and family domains. Drawing on role theory, research on work–family linkages and a qualitative study with 42 top executives, the authors identify eight constructs that constitute top executives' work–family balance. By applying cluster analysis to dyadic data from 220 top executives and their life partners, they detect five top executive work–family balance types, according to the interplay of the top executives' satisfaction and functioning at work and at home, as well as the conflicts between the two life domains. The balance types imply significant variance in highly relevant outcomes, such as job performance and job attitudes.     

Relating focus to quality and cost in a healthcare setting

Focus in healthcare has been heralded as the next frontier in improving its efficiency and efficacy (Herzlinger 2004). Focus takes several different forms, ranging from standalone specialty centers to a hospital that places a strategic emphasis on a clinical area. We adopt this latter perspective and define focus as a disproportionate emphasis on a particular clinical area in a hospital. We use secondary data from hospitals providing cardiology care in New York State to examine the relationship between focus and performance. We develop two measures of focus. Proportional focus is defined to be the proportion of cases treated in a particular clinical specialty. Expertise focus is defined to be specific evidence that a hospital has taken action to build expertise in treating diseases in that specialty. We operationalize hospital performance along cost and quality dimensions, and we use hierarchical regression to examine the impact of focus on performance. Our results indicate that proportional focus, but not expertise focus, is associated with better cost performance. Quality performance, on the other hand, was associated only with the interaction between proportional focus and expertise focus, which means that only hospitals exhibiting higher levels of both proportional and expertise focus achieve better quality performance. These findings support the notion that not only is focus important in healthcare, but also that researchers and practitioners need to recognize that relationships are contingent on the performance and focus measures used and thus, findings may not be generalizable from one metric to another.     

Attitudes Toward Surveys, Attitude Accessibility and the Effect on Respondents’ Susceptibility to Nonresponse

This paper analyzes whether respondents’ attitudes toward surveys explain their susceptibility to item nonresponse. In contrast to previous studies, the decision to refuse to provide income information, not to answer other questions and the probability of ‘don’t know’ responses is tested separately. Furthermore, the interviewers’ overall judgments of response willingness was included as well. Respondents with a positive and cognitively accessible attitude toward surveys were expected to adopt a cooperative orientation and were thus deemed more likely to answer difficult as well as sensitive questions. Attitudes were measured with a 16-item instrument and the response latencies were used as an indicator for attitude accessibility. We found that respondents with more favorable evaluations of surveys had lower values on all kinds of nonresponse indicators. Except for the strong effect on the prevalence of ‘don’t knows’, survey attitudes were increasingly more predictive for all other aspects of nonresponse when these attitude answers were faster and thus cognitively more accessible. This accessibility, and thus how relevant survey attitudes are for nonresponse, was found to increase with the subjects’ exposure to surveys in the past.     

On the price of risk in a mean-risk optimization model

We investigate a mean-risk model for portfolio optimization where the risk quantifier is selected as a semi-deviation or as a standard deviation of the portfolio return. We analyse the existence of solutions to the problem under general assumptions. When the short positions are not constrained, we establish a lower bound on the cost of risk associated with optimizing the mean–standard deviation model and show that optimal solutions do not exist for any positive price of risk which is smaller than that bound. If the investment allocations are constrained, then we obtain a lower bound on the price of risk in terms of the shadow prices of said constraints and the data of the problem. A Value-at-Risk constraint in the model implies an upper bound on the price of risk for all feasible portfolios. Furthermore, we provide conditions under which using this upper bound as the cost of risk parameter in the model provides a non-dominated optimal portfolio with respect to the second-order stochastic dominance. Additionally, we study the relationship between minimizing the mean–standard deviation objective and maximizing the coefficient of variation and show that both problems are equivalent when the upper bound is used as the cost of risk. Additional relations between the Value-at-Risk constraint and the coefficient of variation are discussed as well. We illustrate the results numerically.     

Interorganizational teams as boundary spanners between supplier and customer companies

Extant research has largely ignored the phenomenon of interorganizational teams, which consist of members from both supplier and customer companies. This study examines the degree to which team interorganizationality influences team performance in a business-to-business context. On the basis of resource-dependence theory and boundary theory, the author argues that team interorganizationality positively influences team effectiveness, particularly when uncertainty is high. The hypotheses testing is based on multiple informant data collected from members and leaders of 225 teams in various industries. The results show the positive influence of team interorganizationality on team effectiveness. In addition, uncertainty-related moderator variables (company-related, market-related, and technological uncertainty) strengthen the link between team interorganizationality and team effectiveness. Ruth Maria Stock (ruth.stock@uni-hohenheim.de) is a professor of business administration and management at the University of Stuttgart-Hohenheim, Germany. She holds a master’s degree in psychology from the University of Hagen, Germany, a PhD in business administration from the University of Mannheim, Germany, and a habilitation degree from the University of Bundeswehr, Hamburg, Germany. She has published in various forums, including theJournal of the Academy of Marketing Science, Psychology & Marketing, andJournal of Business-to-Business Marketing. Her main research areas include market-oriented management and business-to-business marketing.