The Theory of Socially Embedded Games: The Mathematics of Social Relationships,Rule Complexes,and Action Modalities

In their classic work, Von Neumann and Morgensterndefined a game as simply the totality of the rules which describe it. Theydid not, however, elaborate a theory of rules. Such considerations lead toconceptualizing rules and rule configurations as mathematical objects, specifyingthe principles for combining rules, developing the theory of revising,replacing, and, in general transforming rules and rule complexes. Themathematics is based on contemporary developments at the interface ofmathematics, logic, and computer science. This article, drawing on themathematical theory of rules and rule complexes, extends and generalizes gametheory (GGT). The theory of rule complexes is used to conceptualize andanalyze diverse social relationships, roles, and games as particulartypes of rule complexes. A social role, for instance, is the major basisof an individual's action in a game. It consists of at least four majorcomponents – which are mathematical objects – in the determinationof action: value complex, model of reality (including beliefs and knowledgebases), a repertoire of acts, routines, programs, and strategies, and modalities,role-specific algorithms for determininig or generating action in gamesettings. The article focuses on three types of action modality routineor habitual, normative, andinstrumental modalities. The theory: (1) provides a cultural/institutionalbasis for a theory of gameswhere games, social relationships, and rolesare formalized in terms of rule complexes; (2) explains human action as a formof rule application or rule-following action, which underlies allmodalities of action; (3) formulates the theory that actors construct an action or make choices amongalternative actions by making comparisons and judging similarity (ordissimilarity) between an option or options considered and their norms and values,and, in general, determine whether or not, and to what degree, a value,norm, or goal will be realized or satisfied; (4)reconceptualizes ``game' as a social form and makes a distinction between open and closed games.     

Two ge neral classes of search designs for factor screening experiments with factors at three levels

In this paper, we are presenting general classes of factor screening designs for identifying a few important factors from a list of m (≥ 3) factors each at three levels. A design is a subset of 3^m possible runs. The problem of finding designs with small number of runs is considered here. A main effect plan requires at least (2m + 1) runs for estimating the general mean, linear and quadratic effects of m factors. An orthogonal main effect plan requires, in addition, the number of runs as a multiple of 9. For example, when m=5, a main effect plan requires at least 11 runs and an orthogonal main effect plan requires 18 runs. Two general factor screening designs presented here are nonorthogonal designs with (2m− 1) runs. These designs, called search designs permit us to search for and identify at most two important factors out of m factors under the search linear model introduced in Srivastava (1975). For example, when m=5, the two new plans given in this paper have 9 runs, which is a significant improvement over an orthogonal main effect plan with 18 runs in terms of the number of runs and an improvement over a main effect plan with at least 11 runs. We compare these designs, for 4≤m≤ 10, using arithmetic and geometric means of the determinants, traces, and maximum characteristic roots of certain matrices. Two designs D1 and D2 are identical for m=3 and this design is an optimal design in the class of all search designs under the six criteria discussed above. Designs D1 and D2 are also identical for m=4 under some row and column permutations. Consequently, D1 and D2 are equally good for searching and identifying one important factor out of m factors when m=4. The design D1 is marginally better than the design D2 for searching and identifying one important factor out of m factors when m=5, … , 10. The design D1 is marginally better than the D2 for searching and identifying two important factors out of m factors when m=5, 7, 9. The design D2 is somewhat better than the design D1 for m=6, 8. For m=10, D1 is marginally better than D2 w.r.t. the geometric mean and D2 is marginally better than D1 w.r.t. the arithmetic mean of the maximum characteristic roots.     

Examining the Antecedents of Destination Loyalty in a Forest Setting

Loyalty has become a critical part of leisure research due to increasing competition in the field and the recognition of the importance of loyal visitors. To further develop loyalty research, this study looks at the issue of destination loyalty in a forest setting. It specifically focuses on revealing the formation of attitudinal, conative, and behavioral loyalty and the relationship between destination loyalty and related concepts that influence the strength of loyalty: service quality, satisfaction, and activity involvement. Six hypotheses were tested to represent the relationships among six factors. Forest recreationists who perceive high service quality tend to have high satisfaction and activity involvement that lead to destination loyalty. The findings also substantiated the conceptual framework of loyalty formation.     

Sustaining Tourism Employment

This paper addresses some of the problems that arise out of the special characteristics history and circumstances have given to employment in the tourism sector. Impetus for the paper was provided by field work conducted in Sri Lanka and the Cook Islands as part of a Tourism Master Planning Consultancy, and my own experiences as a working chef during two periods in London. The findings provide a suitable stage for examining the perceived wisdom surrounding the nature of tourism employment. In particular, we emphasise that while tourism jobs provide value-added for both employer and holidaymaker through so-called ‘people skills’, these important skills seem not to be counted when remunerating employees. The role of expatriates in training is looked at, as is the role of government. We conclude with some concrete ideas about ways in which quality of experience at the workplace can be added for tourism employees. Without this, the long-term sustainability of this ‘people industry’ will be vulnerable.