Industrial relations and organizational behaviour: a critical appraisal1

This paper is concerned with the growth and development of two fields of study which are customarily separated in both theory and practice. Those who specialize in one area, whether as students, teachers or research workers, are not necessarily familiar with, or required to learn, the state of knowledge in the other, although, as we shall show, there is a considerable commonality of interest. To some extent, this situation is an accident of history and the first part of this paper deals with the events and influences leading to the emergence of each field of study. In the second part, common strands and factors leading to the convergence of the two fields are considered. The third section examines the “state of the art” and evaluates current strengths and weaknesses. Finally, an appraisal is made of the direction of likely future trends.     

Was ist fremd?

Universelle Ethik und kulturelle Pluralit?t im Gesundheitswesen - Im Pflegealltag begegnen uns t?glich Menschen unterschiedlichster Kulturen und Weltanschauungen. Um den verschiedenen Auffassungen gerecht zu werden, müssen ethische Prinzipien auf die jeweilige Situation bezogen werden. Sie sind keine festgelegten Rezepte.     

Stochastic model specification search for Gaussian and partial non-Gaussian state space models

Model specification for state space models is a difficult task as one has to decide which components to include in the model and to specify whether these components are fixed or time-varying. To this aim a new model space MCMC method is developed in this paper. It is based on extending the Bayesian variable selection approach which is usually applied to variable selection in regression models to state space models. For non-Gaussian state space models stochastic model search MCMC makes use of auxiliary mixture sampling. We focus on structural time series models including seasonal components, trend or intervention. The method is applied to various well-known time series.     

Testing the effectiveness of regulatory interest rate risk measurement

A depository institution's interest rate risk (IRR) exposure is the sensitivity of its earnings or market value of equity to changes in interest rates. Since the mid-1980's, bank regulators have developed broadly applied, centralized IRR models which are used to help assess individual institutions' capital adequacy. This paper tests the effectiveness of the earliest of these regulatory IRR models: the incomegap estimates calculated by the Federal Home Loan Bank Board (FHLBB) during the latter 1980's. Despite the many problems caused by the broad application of generic assumptions and the presence of embedded options, we find that the FHLBB gap estimates provided a significant measure of IRR exposure. We believe that these results bode well for the success of ongoing, more sophisticated regulatory modeling efforts.     

COGNITIVE MAPPING AND REPERTORY GRIDS FOR QUALITATIVE SURVEY RESEARCH: SOME COMPARATIVE OBSERVATIONS

A study of business strategy was carried out in 86 organizations in the crop protection industry. A multi-operational approach was used to enable validation of data by triangulation, including cognitive mapping used in an unusual way. This provided an unintended opportunity to conduct a comparative evaluation of interactive investigational methods in a relatively controlled, if unsophisticated manner. Results were interesting enough to suggest that further investigation is needed into the impact of various subject-generated factors such as face validity on methodological effectivness, as well as more traditional criteria such as construct validity of particular methods. Accordingly, process issues affecting repertory grids, cognitive mapping and software for the analysis of cognitive maps (COPE) are described and discussed. Recommendations are made for improvements to mapping and software and further studies suggested.     

How Can We Better Understand Current and Future Workforce Values in the Global Business Environment?

Our study tested the predictive power of socioeconomic development theory and age differences theory to explain work values across cultures and across age groups. We compared the values orientations of future managers, business students under the age of 25, with those of current managers and professionals, who we split into three decade groups (30 to 39, 40 to 49, and 50 to 59). Our respondents (n = 1,518) come from six diverse societies: Brazil, Germany, Indonesia, Russia, the United States, and Vietnam. Our findings indicate that both theories contribute to our understanding of work values and behaviors. One implication is that while socioeconomic development theory makes an important contribution, it is clearly not sufficient by itself to explain work values/behavior differences in the global context. The study findings and the discussion of them will hopefully provide multinational managers with a clearer assessment of current and future workforce values/behavior. © 2012 Wiley Periodicals, Inc.     

Timing of Sale,Pricing, and Cost Information: Evidence from the Airline Industry*

This study examines the association between when an airline sells its passenger seats and the pricing method (marginal cost or full cost) it employs. Prior literature suggests that when firms are able to change prices during the selling period, the optimality of full cost pricing or marginal cost pricing depends on when demand information is revealed during the period between capacity commitment decisions and time of sale. Full cost‐based pricing is appropriate in determining capacity commitment and prices simultaneously, while marginal cost provides more relevant information for pricing when capacity has been committed. Using the price and cost data from a sample of four U.S. domestic airlines, we find that full cost explains price variations of first‐day sales robustly. The adjusted R² of the marginal cost pricing model is larger in the sample of sales two days prior to departure than in the sample of first‐day sales. In the analysis of the sample of sales two days prior to departure, we find that, based on the adjusted R² of the full cost pricing and marginal cost pricing models, the explanatory power of marginal cost pricing is relatively weaker than full cost pricing. Our results document the use of different cost information along the dynamic change of price and provide implications in understanding the role of cost information in setting prices.     

Extreme jobs: the dangerous allure of the 70-hour workweek

Today's overachieving professionals labor longer, take on more responsibility, and earn more than the workaholics of yore. They hold what Hewlett and Luce call "extreme jobs", which entail workweeks of 60 or more hours and have at least five often characteristics-such as tight deadlines and lots of travel--culled from the authors' research on this work model. A project of the Hidden Brain Drain Task Force, a private-sector initiative, this research consists of two large surveys (one of high earners across various professions in the United States and the other of high-earning managers in large multinational corporations) that map the shape and scope of such jobs, as well as focus groups and in-depth interviews that get at extreme workers' attitudes and motivations. In this article, Hewlett and Luce consider their data in relation to increasing competitive pressures, vastly improved communication technology, cultural shifts, and other sweeping changes that have made high-stakes employment more prominent. What emerges is a complex picture of the all-consuming career-rewarding in many ways, but not without danger to individuals and to society. By and large, extreme professionals don't feel exploited; they feel exalted. A strong majority of them in the United States-66%-say they love their jobs, and in the global companies survey, this figure rises to 76%. The authors' research suggests, however, that women are at a disadvantage. Although they don't shirk the pressure or responsibility of extreme work, they are not matching the hours logged by their male colleagues. This constitutes a barrier for ambitious women, but it also means that employers face a real opportunity: They can find better ways to tap the talents of women who will commit to hard work and responsibility but cannot put in over-long days.     

Target‐Setting,Pay for Performance,and Quality Improvement: A Case Study of Ontario Hospitals’ Quality‐Improvement Plans

This study examines whether difficult targets and quality indicators in executives' pay‐for‐performance (P4P) plans affect performance. The impact of target‐setting and P4P plans on quality improvement in the public sector is unclear. The Ontario government initiated the Quality Improvement Plan (QIP), which requires hospitals to set targets for quality indicators annually and link executive pay to target achievement since 2011. Analyzing Health Quality Ontario's database and hospitals' 2012–2013 QIPs, this study shows greater quality improvement in hospitals with difficult targets than hospitals with easy targets or without assigned targets; however, the positive impact disappears for high‐performance hospitals relative to their peers. We find no significant effect of the use of quality indicators in executives' P4P plans on quality improvement. Copyright © 2018 ASAC. Published by John Wiley & Sons, Ltd.