On the generalization of Rao,Hartley and Cochran's scheme

Summary The problem considered in this paper is a generalization of the usual Rao, Hartley and Cochran (RHC) scheme. In the usual RHC scheme the population ofN units is randomly divided inton groups wheren is the size of the sample. In this paper we propose to divide the population under consideration into (n+k) random groups wherek is some positive integer. Then a sample ofn groups is selected by using simple random sampling without replacement (SRSWOR). The expressions for the unbiased estimator of population total, its variance and the unbiased estimate of variance have been obtained under the proposed sheme. The condition under which the proposed sheme is more efficient than the usual RHC scheme has also been investigated.     

Almost unbiased estimation in multiplicative models

In the lognormal linear models the estimation of constant term presents problems. In this paper we use weighted jackknife procedure (suggested by Hinkley 1977) for reducing the bias of the maximum likelihood estimator. The resulting estimator is unbiased upto order (1/T),T being the number of observations, and has the same MSE as that of the MLE to the same order of approximation; moreover, being the jackknife estimator it enjoys all the desirable large sample properties like any other jackknife estimator. The research of this author is partially supported through a research grant from NSERC of Canada.     

Supplements and Complements to the Current Employee Representation System in the United States

Employee representation is an important aspect of the employment relationship. In some countries (e.g., Germany), the government mandates employee representation. In other countries (e.g., the Commonwealth), employers voluntarily recognize employee representatives. In the United States, employees must earn their right to be represented in a certification process that results in collective bargaining. With the significant reduction of union membership in the United States, this representation model is in decline. Other forms of participation have not picked up the slack. Hence, there remains a significant representation gap. In this paper, I describe and analyze several solutions to the representation gap. Both unorganized and organized forms of employee representation are considered.     

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.     

Mediation in industrial disputes in Britain

This article presents an overview of mediation in industrial disputes, and examines the British experience of using this form of third-party intervention since the establishment of the Advisory, Conciliation and Arbitration Service in 1974. The Author concludes that there is scope for the development of mediation in dealing with particular types of industrial disputes.     

Mobile banking in a developing economy: A customer-centric model for policy formulation

India needs inclusive growth to pull millions out of poverty. Despite the best efforts of mainstream financial institutions, financial exclusion is depriving millions of poor any chance to attain adequate standard of living. Telecommunication infrastructure growth especially mobile phone penetration has created an opportunity for providing financial inclusion. The current state of mobile banking is characterized by a top-down approach. This paper presents a bottom-up approach of designing mobile banking service which would be acceptable and accessible to the poor customers. The results point to clear preference of the urban poor for a joint bank–telecom led mobile banking model. Conjoint analysis of the data points to preference for attributes related to security/safety of a bank along with the coverage, accessibility and nimbleness of a telecom service provider with minimal documentation. The paper in its conclusion exhorts the regulators, telecom service providers and financial institutions to involve end-users in order to create a sustainable mobile banking service for financial inclusion.     

A comparative study of performance appraisals,incentives and rewards practices in domestic and multinational enterprises in the country of Brunei Darussalam

Very little work in the past has focused on the comparative analysis of human resource management (HRM) practices between domestic and multinational enterprises (MNEs). The majority of the work in this area has instead concentrated on comparing the HRM practices utilised by the subsidiaries of MNEs, and has mostly been conducted in the context of developed countries. In this paper, we examine how the HR practices of appraisals, rewards and incentives are offered, explained and monitored in domestic enterprises (DEs) versus MNEs, and how they are similar or different in nature. This paper is based on primary data collected from a cross-section of firms operating in the country of Brunei Darussalam – a context within which no previous work of this nature has been undertaken. An analysis reveals several interesting results: HR practices are more advanced and better structured in MNEs that conduct performance appraisals (PA) more frequently than DEs, and their feedback system is also rapid; incentives and rewards systems in MNEs follow market ethos and principles; the HR directors and employees of MNEs are more receptive to PA than those in DEs whilst, in contrast to DEs, incentives and rewards systems in MNEs follow market ethos and principles. Furthermore, with regard to size, younger firms are more likely to be following market principles in terms of explaining incentives and rewards systems to their employees, whilst older firms claim that working for them carries social and psychological benefits for employees.     

The effect of environmental regulations,top management commitment,and organizational learning on green product innovation: Evidence from automobile industry

This paper proposes and empirically examines a model to investigate the effect of environmental regulations, top management commitment (TMCO) and organizational learning toward green product innovation (GPI). The proposed theoretical model, grounded in dynamic capabilities view (DCV) and upper echelons theory, is analyzed by Partial least squares (PLS) method using the data from Indian automotive manufacturing firms. The findings indicate the importance of TMCO and organizational learning for implementing GPI (in response to regulations), and achieve desired performance. Further, organizational learning fully mediates between commitment of top management and GPI. The findings can be useful for managers in automotive manufacturing firms who are interested toward implementing GPI. The paper contributes to green innovation literature by empirically examining the role of TMCO and organizational learning for GPI.     

The e-integration dilemma: The linkages between Internet technology application, trading partner relationships and structural change

The evidence from an empirical study involving 281 Australian organizations suggests that the availability, open nature, and (comparative) ease of implementation of Internet technologies for integration with trading partners, whilst on the one hand providing the means by which organizations can integrate processes and systems in a cost effective way, can amplify the need for both structural change and closer collaboration with trading partners. The relationships proposed and tested in the model are justified and explained based on a number of theoretical perspectives. These include Transaction Cost Economics, Socio-technical Systems, Resource Dependency, Knowledge Based View, Stakeholder Theory and Organizational Learning. The implications of the findings for Transaction Cost Theory are noteworthy firstly because they support the appropriateness of the inter-organizational governance structure in the context of this study, and secondly because although application of these technologies may reduce information search and related costs, whether this necessarily leads to reduced coordination costs is problematic. The potential benefits from improved coordination may be constrained by the perceived costs, and risks, of transition to new structural forms. The implication for practice is that increased use of Internet technologies creates substantial pressure to invest in organizational change. The attractiveness of investing in technologies that place managers in a position where they need to promote organizational change in order to extract adequate returns creates a significant dilemma. On the one hand Internet technologies enable extensive sharing and integration of data among trading partners, but at the same time they create conditions requiring managers to embrace fundamental organizational change in order to leverage the potential of such integration.     

Perceived superiority of female condoms among female sex workers in India

• This study emphasizes the importance of benefit orientation and the competitive advantage of benefits accrued from an improved social product vis‐à‐vis a current social product as components of a social marketing strategy in order to improve the effectiveness of behaviour change attempts. The views towards female and male condoms of 1939 female sex workers (FSWs) from nine cities in five states of India were investigated. FSWs perceived better peer and male client support, and a more attractive marketing strategy for female condoms over male condoms and thus were likely to use female condoms.

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