Comparative randomized inverse sampling

According to previous literature, we define randomized inverse sampling for comparing two treatments with respect to a binary response as the sampling that stops when a total fixed number of successes, irrespective of the treatments, are observed. We have obtained elsewhere the asymptotic distributions for the counting variables involved and have shown them to be equivalent to the corresponding asymptotic distributions for multinomial sampling. In this paper, we start deriving the same basic results using different techniques, and we then show how they give rise to genuinely novel procedures when translated into finite sample approximations. As the main example, a novel confidence interval for the logarithm of the odds ratio of two success probabilities can be constructed in the case of comparative randomized inverse sampling. Some advantages over the standard multinomial sampling in terms of coverage probabilities are visible when no adjustment for cells with zero counts is applied; otherwise, the two sampling schemes appear to be fairly equivalent. This is a reassurance that under certain circumstances, inverse sampling can be safely chosen over more traditional sampling schemes.     

Low carbon transport strategy in Europe: A critical review

ABSTRACT

The purposes of this article are to depict ongoing trends regarding the transport system in Europe, to introduce readers to the challenges that Europe (and the rest of the world) will face in the future, to show which strategies Europe plans to deploy to mitigate the negative impacts the transport system imposes on the overall system, and finally to discuss the potential of these suggested strategies to contribute to the objectives of the European Union in the long run.     

Pay level satisfaction and employee outcomes: the moderating effect of autonomy and support climates

The present study examined autonomy climate (AC) and support climate (SC) as moderators of the relationship between pay level satisfaction (PLS) and employee outcomes (i.e. job satisfaction, affective commitment and intention to stay). Survey data were collected from 5801 Belgian employees, representing 148 units. The hypotheses derived from distributive justice theory and from research on the meaning of money received partial support. Multilevel analyses revealed that AC buffered the negative effects of low PLS on all three outcomes, and that SC exacerbated the negative effects of low PLS on intention to stay. Theoretical and practical implications of this differential moderating effect are discussed.     

Risk taking with additive and multiplicative background risks

We examine the effects of background risks on optimal portfolio choice. Examples of background risks include uncertain labor income, uncertainty about the terminal value of fixed assets such as housing and uncertainty about future tax liabilities. While some of these risks are additive and have been amply studied, others are multiplicative in nature and have received far less attention. The simultaneous effect of both additive and multiplicative risks has hitherto not received attention and can explain some paradoxical choice behavior. We rationalize such behavior and show how background risks might lead to seemingly U-shaped relative risk aversion for a representative investor.     

The problem of confidence in domestic and international banking systems

The paper touches several points of great importance to the functioning of the domestic and international systems such as bank disappearances, loans to LDCs, rescheduling and supervision. In particular, with reference to bank disappearances, it makes a distinction between those caused by problems of liquidity and those due to problems of solvency, suggesting that only in the first case would government intervention be advisable. With regard to supervision it stresses that the public bodies and the private banks have to share the responsibility for the maintenance of confidence in the system.     

Pay‐Level Satisfaction and Employee Outcomes: The Moderating Effect of Employee‐Involvement Climate

The present study examined employee‐involvement climate (i.e., information‐sharing and decision‐making climate) as a moderator of the relationship between pay‐level satisfaction and employee outcomes (i.e., job satisfaction, affective commitment, and turnover intention). Survey data were collected from 22,662 Belgian employees, representing 134 organizations. The hypotheses derived from distributive justice theory and from research on the meaning of pay received partial support. Multilevel analyses revealed that a decision‐making climate buffered the negative effects of low pay‐level satisfaction, and that an information‐sharing climate exacerbated the negative effects of low pay‐level satisfaction. Theoretical and practical implications of this differential moderating effect are discussed.