In mixed strategy games, the ability to randomize decisions is a critical strategic necessity, yet studies show that such rational behavior is sometimes elusive. This paper examines mixed strategy play in a natural setting, by looking at a pitcher’s decision to throw the ball to home plate or to throw it to first base in a pickoff play. In the absence of significant pressure, we find that pitchers can effectively randomize their sequence of choices to remain unpredictable, as mixed strategy Nash equilibriums require. However, in the face of pressure, some pitchers are less able to randomize their choices. Our paper is the first empirical study in the English language literature to find that decision makers are unable to randomize their strategic decisions when they face an increased cognitive load due to pressure.
This article addresses some of the issues related to the rising costs of employee benefits in the United States and Canada in terms of the cost of retirement pensions and employer-provided health insurance for employees and retirees. We examine various factors that affect the cost of these services for organizations as well as how these might affect the choices employers might be forced to make. We elaborate on how various factors might compel employers to shift the cost of benefits to employees. Specifically, we elaborate on various legislative, economic, and demographic constraints on these employee benefits and examine in detail two employer practices of concern, namely cash balance retirement plans and consumer-directed healthcare plans. 相似文献
We here critique the articles by Dmitruk & Koshevoy (1991, J Econ Theory 55:121–144) and by Bol (1986, J Econ Theory 38:380–385)
by showing how to solve the examples they erected to show the non-existence of functions for evaluating performance efficiencies
in DEA. We also show that functions satisfying these criteria—and other important criteria as well—were already available
prior to the publications of D&K and by Bol and have since been greatly extended to increase the power and scope of DEA.
There is an increasing interest in quality-of-life/well-being research in hospitality and tourism. The goal of this paper is to further promote the development and use of quality-of-life/well-being concepts in the discipline by reviewing seven major theories of quality of life and well-being (and their application in hospitality and tourism based on the research that I and my colleagues have conducted over the years) and suggesting future avenues of research. The theories discussed are self-congruity theory, self-expressiveness theory, bottom-up spillover theory, leisure benefits theory, goal theory, need hierarchy theory, and broaden-and-build theory. 相似文献
The serious leisure inventory and measure (SLIM) was tested with 348 chess players to confirm the factors, assess the effects of method bias, and propose a set of the best-performing items for the 18 factor SLIM. The 54-item SLIM demonstrated acceptable fit and reliability values. The effect of method bias was evidenced in the sample and explained one-third of the variance. Inspection of factor loadings, when controlling for method bias, yielded one best-performing item per factor. Findings indicate method bias continues to be problematic for self-report measures such as the SLIM. 相似文献
An examination of marketing literature reveals a surpricing deficiency of articles discussing theoretical applications in
marketing. These deficiencies are largely in the area of specific, practical, everyday applied marketing. This article casts
the literature into an overall taxonomy of marketing thought and development, highlighting the deficiency. Then the article
discusses the deficiency positing reasons for its continued existence. It is thought that such a taxonomy might better help
marketers identify critical need areas that might well result in unusually productive findings and advances important to all
marketers.
EDITOR'S FOOT-NOTE: Reviewers have agreed that marketing has no Taxonomy and needs one, but that a full study and statement
would be a Herculean task. The paper published here is presented as a beginning and, as the author himself states, “in the
hope to stir controversy, debate, and effort.” 相似文献
This paper examines the incentive effects of division of labor on worker effort, in the absence of the scale effects studied by Adam Smith. The game-theoretic model gives two results. (1) Suppose workers are identical and risk-neutral, and there is stochastic observation of group output by the firm offering compensations subject to some worker-participation constraint. Then the firm can arrive at the same first-best outcome with or without division of labor. However, if workers are risk-averse, division of labor can give the firm strictly greater profit. (2) A deepening division of labor magnifies this positive incentive effect; but if workers are heterogeneous, or if there are certain informational imperfections in the production process, this incentive advantage of division of labor could be impaired or even reversed. The first result may help explain the emergence of division of labor in the early stages of industrialization without relying on the Smithian advantages, which are also present in some labor deployment schemes without division of labor. The second result throws light on some recent anecdotal evidence of a shallowing division of labor in some areas of modern manufacturing. These factors affecting the efficiency of division of labor are then further discussed in the light of recent empirical findings on division of labor and team work, such as those in Katzenbach and Smith (1993). 相似文献
The foundational international business (IB) scholarship grappled with whether multinational enterprises (MNEs) are largely efficiency‐enhancing or market‐power inducing institutions. Contemporary scholarship, however, often associates foreign direct investment (FDI) with efficiency‐enhancing properties and thus neglects the market‐power interpretation of the MNE. Such an imbalance is problematic given that the theoretical and empirical justifications behind the field's embrace of the efficiency interpretation are not fully evident. Instead, both efficiency and market‐power effects are seemingly present in cross‐border investment activity. Based on a comprehensive sample of up to 4,361 cross‐border investments materializing between 1986 and 2010, we present theoretically‐grounded hypotheses with regard to when market‐power effects will tend to dominate efficiency effects. We find that cross‐border investments undertaken by emerging‐market MNEs in both developed and emerging markets tend to involve substantial efficiency effects and minimal market‐power effects when compared with the cross‐border investments undertaken by developed‐country MNEs in both developed and emerging markets. 相似文献
We tested relationships between employee quit rates and two bundles of human resource (HR) practices that reflect the different interests of the two parties involved in the employment relationship. To understand the boundary conditions for these effects, we examined an external contingency proposed to influence the exchange-based effects of HR practices on subsequent quit rates – the local industry-specific unemployment rate – and an internal contingency proposed to shape employees’ conceptualization of their exchange relationship – their employment status (i.e. full-time, part-time and temporary employment). Analyses of lagged data from over 200 Canadian establishments show that inducement HR practices (e.g. extensive benefits) and performance expectation HR practices (e.g. performance-based bonuses) had different effects on quit rates, and the former effect was moderated by unemployment rate. The effects of HR practices on quit rates did not differ between FT and PT employees, but a different pattern of main and interactive effects was found among temporary workers. These findings suggest that employees’ exchange-based decisions to leave may be less affected by the number of hours they expect to work each week, and more by the number of weeks they expect to work. 相似文献