Parallel axiomatizations of majority and unanimity

The relative majority rule and the unanimity rule are characterized in the two alternatives case. The main axioms rely on the idea of determining the preference of a group by partitioning it into two subgroups and aggregating next their preferences.     

Opinion convergence in location: A spatial version of the Delphi method

This paper proposes a modified version of the Delphi method, starting from the assumption that in many situations the convergence of opinions can be considered in a spatial context. The Spatial Delphi we suggest is based, like the classical Delphi, on the judgments of experts, and it is useful in the consultations for decision and/or forecast purposes, provided that they concern matters of spatial location. The basis for the questionnaire is a map, on which each expert provides, as answer(s), one or more opinion-points, i.e., locations that, according to their opinion, are best for a specific purpose. We propose a method for narrowing the area of convergence along a multi-step procedure so that the final result of the consultation is a small portion of the initial territory with respect to the initial area considered. Besides a simulation study, we report also a prototype application with a panel of twelve experts.     

Equilibrium price formation in markets with differentially informed agents

We consider a pure exchange economy with a finite set of types of agents which have incomplete and asymmetric information on the states of nature. Our aim was to describe the equilibrium price formation and analyze how the lack of information may affect the allocation of resources. To do so, we adapt to an asymmetric information scenario a variant of the Shapley–Shubik game introduced by Dubey and Geanakoplos (J Math Econ 39:391–400, 2003 ).     

DOES SIZE MATTER? THE INFLUENCE OF FIRM SIZE ON WORKING CONDITIONS,JOB SATISFACTION AND QUIT INTENTIONS

Using a detailed survey on Spanish workers, this paper investigates the relationship between firm size and working conditions, the extent to which firm size differences in workers' job satisfaction can be accounted for by differences in their work environment and the impact of firm size on workers' quit intentions. The results indicate that: (1) employees in larger firms face a worse work environment; (2) working in large firms significantly reduces job satisfaction when no controls for working conditions are included, but taking them into account makes differentials across size categories statistically insignificant; and (3) no systematic differences exist in intentions to quit across firm size categories, irrespective of conditioning on wages.     

Beyond Contracts: Love in Firms

The traditional theories of the firm leave no room for love in business organizations, perhaps because it is thought that love is only an emotion or feeling, not a virtue, or because economic efficiency and profit making are considered to be incompatible with the practice of charity or love. In this article, we show based on an approach to the human action within the organization, that love can and must be lived in firms for firms to operate efficiently, be attractive to those who take part in them, and act consistently in the long run.     

Improving Group Attention: An Experiment with Synchronous Brainstorming

In this paper we address the problem of information overload in synchronous group work: the large quantity of information, multiple information sources, and the need to sustain reciprocal interdependence have a negative impact on the capacity to attend to the group. We propose a group attention model characterizing the dynamic coupling between the group members and the mediating technology. Based on that model, we developed a compensation mechanism capable to estimate the most adequate time to raise the users?? attention to the group. We describe how this compensation mechanism was applied to synchronous brainstorming and present results from a laboratory experiment. The obtained results indicate that groups using the compensation mechanism produced 9.6% more ideas when compared to the control groups. A detailed post-hoc analysis of the data obtained in the experiment also indicates that users using the compensation mechanism had 7.5 s of extra uninterrupted time to think about and type an idea, which they began to write 6.4 s sooner, and completed in 4.2 s less time.     

A model to study the organizational culture of the family firm

The results of research of the utilitarian type on the culture of the family firm is reported here. A model is built and defined on the basis of the main arguments supporting the following theories: general systems theory, neoinstitutional theory, transformational leadership theory, field theory, learning theory, and group dynamics theory. The resulting model is an instrument that can be used to deepen our understanding of the organizational culture of this type of firm. It should prove to be a powerful tool to exploit the competitive potential of this culture, which has often been noted in the literature.     

The political determinants of liberalization: do ideological cleavages still matter?

We investigate the political determinants of liberalization in OECD network industries, performing a panel estimation over 30 years, through the largest and most updated sample available. Our results contrast with the traditional wisdom according to which right-wing governments do promote market-oriented policies more intensively than left-wing ones. Our findings reveal a neglected role of the so-called neoliberalism in promoting left-wing market-oriented policy. As a result, we claim that ideological cleavages ceased to act as determinants of the liberalization wave observed in network industries. This result is confirmed when controlling for the existing regulatory conditions that executives find when elected. Furthermore, we find that the country’s exposure to other countries’ policy initiatives acts as a positive stimulus for liberalization policies.