A positive correlation between turnout and plurality does not refute the rational voter model

Many papers have tested the prediction of the rational voter model that, ceteris paribus, turnout will be low when potential voters expect the winner's plurality to be large. The appropriate null hypothesis, however, is unclear. We show that statistical models of voting in which each voter's decision of whether to vote does not vary with the expected plurality can nonetheless generate data which lead to both positive and negative correlations between turnout and plurality.     

New technology and job design: the case of CNC

This article is based on a three-year study of the introduction and use of computer numerically controlled machine tools (CNC) into nine engineering companies. It rejects the view that technology determines job design and instead highlights the role of managerial values and competence and organisations'own structures and practices .     

Shatter the glass ceiling: Women may make better managers

There is considerable evidence that women encounter a glass ceiling or barrier to advancement into the executive ranks of organizations. Although many expected this barrier to be obliterated with the large influx of women entering the work force over the last two decades, little change has actually occurred in the most senior ranks. In most sectors, women still comprise less than 5 percent of board directorships and corporate officerships. This article focuses on emerging evidence which indicates that the trend in U.S. corporations toward high-involvement work teams, consensus decision making, and empowerment may actually benefit the leadership styles that women already exhibit. Preliminary evidence is also provided which indicates that female managers are seen as more transformational than their male counterparts—a leadership style that has been shown to have a strong positive impact on individual, group, and organizational performance.     

A new approach to the construction of family equivalence scales

The question of the money compensation which should be given to families of different sizes in order that they enjoy equal welfare levels is considered. By comparison of individual welfare functions, estimated for 3,000 individuals in the Netherlands, family welfare equivalence scales are derived. The obtained equivalence scale depends on family size and the ages of the family members. There are considerable ‘economies of scale’. The method employed may be used to derive money compensations for other situational differences. Evidence was found that people adapt their needs to situational changes. That effect was quantitatively assessed. Results are obtained and compared for various social subgroups.