Firm heterogeneity and immigrant wage assimilation

This article investigates the role of job mobility in immigrant wage assimilation. I use longitudinal linked employer–employee data for Portugal to estimate the immigrant wage catch-up in log wage regressions with both individual and firm fixed effects. I show that moving to firms with higher wage premiums accounts for approximately 30% of the immigrant wage catch-up in the first years.     

PRICE SETTING OF MARKET MAKERS: A FILTERING PROBLEM WITH ENDOGENOUS FILTRATION

This paper studies the price‐setting problem of market makers under risk neutrality and perfect competition in continuous time. The classic approach of Glosten–Milgrom is followed. Bid and ask prices are defined as conditional expectations of a true value of the asset given the market makers' partial information that includes the customers' trading decisions. The true value is modeled as a Markov process that can be observed by the customers with some noise at Poisson times. A mathematically rigorous analysis of the price‐setting problem is carried out, solving a filtering problem with endogenous filtration that depends on the bid and ask price processes quoted by the market maker. The existence and uniqueness of the bid and ask price processes is shown under some conditions.     

Understanding employee preferences for investing in employer stock: evidence from France

In this article, we broaden the focus of existing research on employee stock purchase plans by analysing employee preferences for investing in employer stock as a construct distinct from actual investment behaviour. In our analysis of original survey data in a sample of 900 employees in four French companies, we find that employee preferences are influenced by two common cognitive heuristics (representativeness and familiarity), organisational commitment, the perceived quality of corporate communications about these plans and perceived managerial commitment to employee ownership. We did not find, however, that risk aversion, turnover intentions or perceived employee involvement in decision making influenced preferences for investing in employer stock. Our findings have both theoretical and practical implications for understanding and operating these types of employee benefit plans, which are becoming more common across the globe.     

较差质量数据下的返回弹道计算及对落点影响的分析

针对某老式卫星返回时雷达跟踪数据曾发生的测量异常及质量较差等情况，为解决此类数据在返回弹道及落点计算中出现的实际困难以及给出应对措施，基于工程实际情况给出了三种不同建模类型下的弹道计算方法——当前统计解耦扩展卡尔曼滤波（EKF）、动力学建模无迹卡尔曼滤波（UKF）、多项式滑窗最小二乘估计算法，并应用该次质量较差的实际观测数据进行了算法应用效果分析与落点计算情况对比，对计算中的经验及教训进行了总结。研究结果表明，所给出的三种算法在面对较差质量数据时性能差异较大，在工程实际应用中可考虑将多种算法互为参考。研究结果及其经验教训对卫星返回弹道及落点的实时估计的工程实施有一定的参考价值。     

Organic Food at the Point of Purchase: Understanding Inconsistency in Consumer Choice Patterns

The organic food category, while still small in terms of world food production, has continued to grow in many markets in the developed world. This article focuses on understanding the barriers and facilitators to purchasing organic food at the final hurdle: the point of purchase (POP). A qualitative study has identified seven factors that influence buyer behavior at the POP, and these are consumer intention to purchase organic food when entering the retail outlet; habit; availability; false assumptions; visibility and access of organic food; visual and olfactory cues; and price. These can often be the final hurdle to consumers choosing (or not) organic food at the POP.     

Measuring the shopper's attitude toward the point of sale display: Scale development and validation

In Europe alone, marketers invest several hundred million of Euros in marketing activities at the point of sale every year. A prominent role is assigned to display promotions. However, despite their large practical importance, surprisingly, there is no measure to pre-evaluate different displays and their design facets so that the display which reached the best pre-evaluation results may be identified and, if poor rated facets were found, those may be altered before production and rollout of the display in question. Therefore, this paper develops and validates a scale to measure the shopper's attitude toward a point of sale display reflecting all relevant facets of a display from the shopper's point of view. Examination of the scale led to satisfactory results in terms of reliability, validity, and its predictive power for purchase intention. Summarizing, the scale can help to improve display designs prior to rollout, thus, enhancing the efficiency of display promotions.     

Crime prediction by data-driven Green’s function method

We develop an algorithm that forecasts cascading events, by employing a Green’s function scheme on the basis of the self-exciting point process model. This method is applied to open data of 10 types of crimes happened in Chicago. It shows a good prediction accuracy superior to or comparable to the standard methods which are the expectation–maximization method and prospective hotspot maps method. We find a cascade influence of the crimes that has a long-time, logarithmic tail; this result is consistent with an earlier study on burglaries. This long-tail feature cannot be reproduced by the other standard methods. In addition, a merit of the Green’s function method is the low computational cost in the case of high density of events and/or large amount of the training data.     

Employee well-being attribution and job change intentions: The moderating effect of task idiosyncratic deals

We developed and tested a research model in which employee well-being human resource (HR) attribution differentially influences the intention to change jobs across organizations (i.e., external job change intention) versus that within the same organization (i.e., internal job change intention). Furthermore, we posited that task idiosyncratic deals (I-deals) moderated the relationships between employee well-being HR attribution and external and internal job change intentions. Results indicated that employee well-being HR attribution was negatively related to external job change intention, but positively related to internal job change intention. Further, task I-deals significantly moderated the relationships between employee well-being HR attribution and external and internal job change intention. Specifically, employee well-being HR attribution played a less important role in reducing external job change intention when task I-deals were high rather than low. On the other hand, high task I-deals significantly strengthened the positive relationship between employee well-being HR attribution and internal job change intention. Our study extends the careers literature by differentiating the impact of employee well-being HR attribution on job change intentions within an organization compared with that across organizations and the important role of supervisors in enhancing or mitigating these effects.     

Cox Point Processes: Why One Realisation Is Not Enough

We review a rich class of point process models, Cox point processes, and illustrate the necessity of more than one observation (point patterns) in performing parameter estimation. Furthermore, we introduce a new Cox point process model by treating the intensity function of the underlying Poisson point process as a random mixture of normal components. The behaviour and performance of the new model are compared with those of popular Cox point process models. The new model is exemplified with an application that involves a single point pattern corresponding to earthquake events in California, USA.     

特殊塔脚加劲板的放样

塔脚板是铁塔的关键部位,某些荷载大的塔脚板采用加劲板四周围焊成一圈,以目前的放样软件还不能解决该加劲板的放样,只能采用三维绘图解决,不能实现柔性设计,效率低。针对此问题,本文通过点坐标法推导出计算公式,节省放样时间,缩短加工周期。