Age as double‐edged sword among victims of customer mistreatment: A self‐esteem threat perspective

Service workers are expected to maintain high‐quality service delivery despite customer mistreatment—the poor‐quality treatment of service workers by customers—which can be demeaning and threatening to self‐esteem. Although service work is increasingly delivered by middle‐aged and older workers, very little is known about how employees across the age range navigate abuse from customers on the job. Does advancing age help or hinder service performance in reaction to customer mistreatment? Drawing on strength and vulnerability integration theory, we proposed that age paradoxically both helps and hinders performance after customer mistreatment, albeit at different stages. We tested our proposed model in a two‐sample field investigation of service workers and their supervisors using a time‐lagged, dyadic design. Results showed that age heightens the experience of self‐esteem threat but, nevertheless, dampens reactions to self‐esteem threat, leading to divergent effects on performance at different stages. Implications for age and service work, as well as aging and the sense of self, are discussed.     

Who gets the job? First-generation college students' perceptions of employer screening methods

What are first-generation college students' (FGCS) perspectives of employment screening methods? The authors investigate which methods FGCS believe are likely to cause an employer to extend a job offer and which methods yield the best pool of job applicants. Survey data were collected from undergraduate business majors. They were analyzed using means comparisons and bivariate correlation t tests. FGCS perceived resumes and interviews as most likely to help applicants get hired. Implications are discussed.     

Optimal model averaging forecasting in high-dimensional survival analysis

This article considers ultrahigh-dimensional forecasting problems with survival response variables. We propose a two-step model averaging procedure for improving the forecasting accuracy of the true conditional mean of a survival response variable. The first step is to construct a class of candidate models, each with low-dimensional covariates. For this, a feature screening procedure is developed to separate the active and inactive predictors through a marginal Buckley–James index, and to group covariates with a similar index size together to form regression models with survival response variables. The proposed screening method can select active predictors under covariate-dependent censoring, and enjoys sure screening consistency under mild regularity conditions. The second step is to find the optimal model weights for averaging by adapting a delete-one cross-validation criterion, without the standard constraint that the weights sum to one. The theoretical results show that the delete-one cross-validation criterion achieves the lowest possible forecasting loss asymptotically. Numerical studies demonstrate the superior performance of the proposed variable screening and model averaging procedures over existing methods.     

Here comes Generation Z: Millennials as managers

As the workplace continues to change, a new generational cohort—Generation Z, sometimes referred to as iGen—is beginning to enter the workforce. At the same time, millennials are now progressing in their careers and will be challenged with managing these incoming workers. The purpose of this article is to provide a contextual overview that identifies and illuminates some of the defining work-related characteristics of these two youngest generations in the workplace to increase understanding of the potential intergenerational conflict between these cohorts and develop leadership strategies that can be utilized to increase employee morale and productivity. This article analyzes the millennial supervisor-Gen Z subordinate relationship based on generational cohort theory, leader-member exchange (LMX) theory, and the work values framework.     

Workplace civility training: understanding drivers of motivation to learn

Abstract

Training is recommended as an important human resource management (HRM) practice to prevent mistreatment and enhance civility, but little is known about what influences the effectiveness of civility training. The central aim of this study was to address how workgroup conditions influence employees' attitudes about civility training and motivation to learn, which previous research shows is a predictor of training outcomes. Predictors were posited to include psychological and workgroup climate for civility, and personal and ambient mistreatment experiences. These predictors were hypothesized to drive positive (training discrepancy) and negative (training skepticism) pre‐training attitudes, which in turn were expected to influence motivation to learn. Results suggest the influence of climate for civility and mistreatment experiences on motivation to learn is largely indirect via pre‐training attitudes. Training skepticism and training discrepancy have conflicting influences on motivation to learn. Findings provide an empirical basis for HRM professionals to maximize employee motivation to learn in their own civility interventions.     

Projecting total costs and health consequences of increasing mt-sDNA utilization for colorectal cancer screening from the payer and integrated delivery network perspectives

Abstract

Aims: To evaluate total costs and health consequences of a colorectal cancer (CRC) screening program with colonoscopy, fecal immunochemical tests (FIT), and expanded use of multitarget stool DNA (mt-sDNA) from the perspectives of Integrated Delivery Networks (IDNs) and payers in the United States.

Materials and methods: We developed a budget impact and cost-consequence model that simulates CRC screening for eligible 50- to 75-year-old adults. A status quo scenario and an increased mt-sDNA scenario were modeled. The status quo includes the current screening mix of colonoscopy (83%), FIT (11%), and mt-sDNA (6%) modalities. The increased mt-sDNA scenario increases mt-sDNA utilization to 28% over 10 years. Costs for both the IDN and the payer perspectives incorporated diagnostic and surveillance colonoscopies, adverse events (AEs), and CRC treatment. The IDN perspective included screening program costs, composed of direct nonmedical (e.g. patient navigation) and indirect (e.g. administration) costs. It was assumed that IDNs do not incur the costs for stool-based screening tests or bowel preparation for colonoscopies.

Results: In a population of one million covered lives, the 10-year incremental cost savings incurred by increasing mt-sDNA utilization was $16.2 M for the IDN and $3.3 M for the payer. The incremental savings per-person-per-month were $0.14 and $0.03 for the IDN and payer, respectively. For both perspectives, increased diagnostic colonoscopy costs were offset by reductions in screening colonoscopies, surveillance colonoscopies, and AEs. Extending screening eligibility to 45- to 75-year-olds slightly decreased the overall cost savings.

Limitations: The natural history of CRC was not simulated; however, many of the utilized parameters were extracted from highly vetted natural history models or published literature. Direct nonmedical and indirect costs for CRC screening programs are applied on a per-person-per modality basis, whereas in reality some of these costs may be fixed.

Conclusions: Increased mt-sDNA utilization leads to fewer colonoscopies, less AEs, and lower overall costs for both IDNs and payers, reducing overall screening program costs and increasing the number of cancers detected while maintaining screening adherence rates over 10 years.     

Ethnic discrimination in hiring,labour market tightness and the business cycle - evidence from field experiments

Several studies using observational data suggest that ethnic discrimination increases in downturns of the economy. We investigate whether ethnic discrimination depends on labour market tightness using data from correspondence studies. We utilize three correspondence studies of the Swedish labour market and two different measures of labour market tightness. These two measures produce qualitatively similar results, and, opposite to the observational studies, suggest that ethnic discrimination in hiring decreases in downturns of the economy.     

两性霉素B菌种选育及发酵工艺研究

为了提高两性霉素B(amphotericin B,AmB)的产量,降低生产成本,满足市场需求,采用紫外诱变和常压室温等离子体(atmospheric and room temperature plasma, ARTP)诱变的复合诱变方法进行菌株选育。首先,对结节链霉菌出发菌株A318-10进行复合诱变;然后,筛选高产菌株,并利用软件Design-Expert 12对显著效应因子进行Box-Behnken Design试验设计,得到最优发酵配方;最后,在1 L摇瓶及50 L发酵罐中进行发酵优化配方验证。结果表明,在紫外诱变60 s并ARTP诱变35 s后,筛选得到了高产菌株20-2-15,其最优发酵配方为葡萄糖94.6 g/L、中温豆粉27.7 g/L、淀粉24.1 g/L;在最优配方下,结节链霉菌1 L摇瓶和50 L发酵罐的发酵最高水平分别为18 968μg/mL和21 257μg/mL,比原始配方分别提高了32.6%和29.4%。研究结果应用于规模化生产后,有利于降低成本、提高企业竞争力。     

Bank lending opportunities and credit standards

This article empirically tests the hypothesis that credit-screening standards can be first increasing and then decreasing in the quality of the bank's pool of potential borrowers, which in turn may vary through the business cycle or across different segments of the lending markets. A key implication is that banks with lending opportunities toward the middle of the quality spectrum can have loan portfolios that perform better than do the portfolios of banks with loan-origination opportunities that are either too weak or too strong. Using banks’ volume of secondary-market loan sales as a proxy for the richness of lending opportunities, I find an inverse U-shaped relation between the performance of banks’ loan portfolios and their activity in the loan sales market. The pattern deserves scrutiny for its policy implications, as many regulators hold the view that countercyclical variation in credit standards may have a destabilizing effect on business cycles.     

年功导向人力资源实践对组织越轨行为的影响:组织政治知觉的中介作用

在企业中,年功通常包含工龄(员工在组织中持续服务的时间长度)和年龄两个要素。强调年功的人力资源实践能否有效缓解员工的组织政治知觉,从而使员工安分守己,不会做出有损组织的行为,是一个值得探讨的问题。本文采用问卷调查法,以48家企业和918名员工的配对数据为样本,对这一问题展开了探讨。研究发现,年功导向人力资源实践能够有效降低员工组织越轨行为;同时,年功导向人力资源实践会促使员工形成较为保守和被动的策略倾向,产生保持沉默静待好处的组织政治知觉;并且,年功导向人力资源实践有助于缓解员工对其他个体自利行为的感知,以及在薪酬和晋升方面自己利益受到侵害的感知,从而降低一般政治行为的政治知觉以及薪酬和晋升政策的政治知觉;最后,年功导向人力资源实践能够通过使员工产生保持沉默静待好处的组织政治知觉,从而减少员工的组织越轨行为。研究结论为本土化人力资源实践的合理化解释提供了理论依据,扩展了对本土化人力资源实践影响效应的认识;同时也证明了组织政治知觉的跨文化差异性。