A Note on Job Mobility Among Workers with Disabilities

This article uses data from the 1990 and 1993 panels of the Survey of Income and Program Participation to analyze relationships between disability status and job mobility. We identify individuals who experienced voluntary or involuntary job separations over a 20-month period and examine the effect of disability status on rates of job change and wage growth following a job change. The results show that disabled workers are more likely to experience involuntary job changes than are nondisabled workers, but there is little difference in the wage effects of job changes by disability status.     

The role of difficulty and discrimination in constructing multiple-choice examinations: With guidelines for practical application

A task common to all accounting professors is that of constructing examinations; frequently containing multiple-choice questions. This paper explores some of the concepts from testing and measurement theory that underly the development of high quality multiple-choice questions.First, the examination is conceptualized as a measurement device to assess the degree of student learning. Then, the concepts of difficulty and discrimination are developed and applied to the testing process. Here convergent and discriminant validity are discussed. Finally, specific guidelines are developed for use in generating high-quality multiple-choice questions.     

Exploring the role of learning style research in accounting education policy

The purpose of this paper is to introduce and describe the Experiential Learning Model and the Learning Style instrument developed by Kolb [1976]. Further, it is postulated that learning style may be a useful concept in making the accounting education process more effective and efficient.As a preliminary test of the concept, the Learning Style Inventory (LSI) was administered to accounting student samples of N = 172 and N = 187, respectively. Six hypotheses were tested using data obtained from the instrument. It is concluded that the LSI shows promise for generation of information useful in helping students and instructors understand the differing cognitive processes in accounting learning.     

Building a leadership brand

How do some firms produce a pipeline of consistently excellent managers? Instead of concentrating merely on strengthening the skills of individuals, these companies focus on building a broad organizational leadership capability. It's what Ulrich and Smallwood--cofounders of the RBL Group, a leadership development consultancy--call a leadership brand. Organizations with leadership brands take an "outside-in" approach to executive development. They begin with a clear statement of what they want to be known for by customers and then link it with a required set of management skills. The Lexus division of Toyota, for instance, translates its tagline--"The pursuit of perfection"--into an expectation that its leaders excel at managing quality processes. The slogan of Bon Secours Health System is "Good help to those in need." It demands that its managers balance business skills with compassion and caring. The outside-in approach helps firms build a reputation for high-quality leaders whom customers trust to deliver on the company's promises. In examining 150 companies with strong leadership capabilities, the authors found that the organizations follow five strategies. First, make sure managers master the basics of leadership--for example, setting strategy and grooming talent. Second, ensure that leaders internalize customers' high expectations. Third, incorporate customer feedback into evaluations of executives. Fourth, invest in programs that help managers hone the right skills, by tapping customers to participate in such programs. Finally, track the success of efforts to build leadership bench strength over the long-term. The result is outstanding management that persists even when individual executives leave. In fact, companies with the strongest leadership brands often become "leader feeders"--firms that regularly graduate leaders who go on to head other companies.     

Spatial Organization of Marketing Facilities in Developing Countries: A Case Study of Oilseeds in Sudan

Little attention has been devoted to the study of spatial organization of marketing facilities in developing countries, even though such studies would be most useful for a wide range of marketing problems. The results of such studies could be valuable to private and public decision-makers in developing countries whose policies and decisions determine the number, size and location of marketing facilities. The spatial organization model developed in this paper for application to the oilseeds industry in Sudan demonstrates the relevance of this research technique for developing country studies of marketing facilities. A linear programming transshipment model is utilized to determine the optimal spatial organization of oilseeds in Sudan when the costs of oilseed assembly, processing and distribution of oil and cake to final destinations are considered simultaneously. The optimal spatial organization of oilseed processing plants was determined for six alternative solutions. Model results indicate that the optimal organization of processing plants would be obtained with fewer and larger plants, resulting in lower transportation costs.     

Insights into the reception and acceptance of risk messages: nuclear emergency communication

The objective of this paper is to test whether the effect of variables such as knowledge, attitudes, trust, risk perception, and psychometric risk characteristics changes in the different stages of risk-related information processing. To address this question, a distinction is made between two information-processing steps, reception (measured as a person’s ability to retain the information communicated) and acceptance (measured as a person’s level of agreement with the communicated information). An empirical study was conducted, using a radiological accident (2008) in Belgium as a communication case study. Face-to-face interviews were conducted on a large sample of Belgian population representative with respect to province, region, level of urbanization, gender, age, and professionally active status (N?=?1031) and among the population living in vicinity of the accident (N?=?104). All factors were measured on reliable scales (Cronbach’s α?>?.75). The reception–acceptance model was used to produce new insights into risk communication. The results demonstrate that knowledge was the driving factor only for the reception of risk messages, while heuristic predictors such as psychometric risk characteristics, attitudes, and trust were most influential for the acceptance of risk messages. It is discussed how the results will facilitate a more thorough understanding of information processing and how they could be used to design more focused risk communication strategies.     

Psychological contracts and independent sales contractors: an examination of the predictors of contractor-level outcomes

Abstract

Over the past decade, the independent sales contractor (ISC) has emerged as both an important distribution channel and a management challenge. This study makes two contributions to this evolving field. First, it explores the interrelations of the psychological contract with sales performance, voluntary turnover and organisational advocacy of ISCs, which have hitherto been largely unexplored. Second, it examines differences between high- and low-performing sales contractors on these linkages, due to findings in the literature that a small number of sales contractors often achieve a majority of sales. Based on survey data as well as 7 years of contractor-level data related to sales performance and voluntary turnover (n = 189), results indicate that psychological contract fulfilment and perceived dependency are important determinants of subsequent sales performance, voluntary turnover and organisational advocacy, with significant differences reported between high- and low-performing ISCs. A notable finding pertinent for sales managers responsible for managing ISCs is that high-performing sales contractors are motivated by psychological contract fulfilment and a low perception of dependency, while low-performing sales contractors are more likely to act as advocates for the firm due to perceived dependency, but may concurrently engage in organisational advocacy as a means to leave the firm.