The star-shaped Λ-coalescent and Fleming–Viot process

The star-shaped Λ-coalescent and corresponding Λ-Fleming–Viot process, where the Λ measure has a single atom at unity, are studied in this article. The transition functions and stationary distribution of the Λ-Fleming–Viot process are derived in a two-type model with mutation. The distribution of the number of non-mutant lines back in time in the star-shaped Λ-coalescent is found. Extensions are made to a model with d types, either with parent-independent mutation or general Markov mutation, and an infinitely-many-types model, when d → ∞. An eigenfunction expansion for the transition functions is found, which has polynomial right eigenfunctions and left eigenfunctions described by hyperfunctions. A further star-shaped model with general frequency-dependent change is considered and the stationary distribution in the Fleming–Viot process derived. This model includes a star-shaped Λ-Fleming–Viot process with mutation and selection. In a general Λ-coalescent explicit formulae for the transition functions and stationary distribution, when there is mutation, are unknown. However, in this article, explicit formulae are derived in the star-shaped coalescent.     

Labor market competitiveness and the size of the informal sector

This paper formalizes the dynamics of the informal sector with a special emphasis on the levels of labor market competitiveness in the formal and informal sectors. Specifically, it analyzes the effects of improved productivity and higher entry costs into the formal sector on the size of the informal sector for different degrees of competitiveness in the labor markets. We show that when the informal labor market is competitive while the formal labor market is not, lower production technology in the formal sector or a higher entry cost reduces the size of the informal sector in the long run.     

A characterization of the uniform rule with several commodities and agents

We consider a problem of allocating infinitely divisible commodities among a group of agents. More specifically, there are several commodities to be allocated and agents have continuous, strictly convex, and separable preferences. We establish that a rule satisfies strategy-proofness, unanimity, weak symmetry, and nonbossiness if and only if it is the uniform rule. This result extends to the class of continuous, strictly convex, and multidimensional single-peaked preferences.     

Gender‐Related Opportunities and Turnover: The Case of Medical Sector Employees

This study examined the relationships between gender, objective and perceived work‐related opportunities, and turnover behavior. This was achieved using an interdisciplinary approach that combined the macro‐level perspective on opportunities in internal and external labor markets, with the micro‐level perspective of individual perceptions of opportunities. The results revealed that the opportunities–turnover linkage is gender‐specific rather than gender‐neutral. Women's turnover behavior was affected by their ‘perception’ of employment opportunities in the organizational and local labor markets. By contrast, men's turnover behavior was affected by ‘objective’, organizational and local labor market conditions. These findings indicate that the objective opportunities of the work market may be compatible with men’s, but not women’s, work needs and hence question existing assumptions of a ‘gender‐neutral’ effect of opportunities on turnover decisions.     

GASOLINE PRICES AND ROAD FATALITIES: INTERNATIONAL EVIDENCE

This study utilizes data for 144 countries from 1991 to 2010 to present the first international estimates of the gasoline price elasticity of road fatalities. We instrument each country's gasoline price with that country's oil reserves and the yearly international crude oil price to address potential endogeneity concerns. Our findings suggest that the average reduction in road fatalities resulting from a 10% increase in the gasoline pump price is in the order of 3%–6%. Around 35,000 road deaths per year could be avoided by the removal of global fuel subsidies. (JEL R41, H23, O18, Q43)     

Information Technology,Adaptation and Innovation in Nonprofit Human Service Organizations

This report examines how two measures of performance—adaptation and innovation—can be predicted by the use of digital communication. It suggests that information technology in nonprofits offers strong leverage for adaptation but not for innovation. This suggests that (a) the two measures are dissimilar in both their nature and their relevance to organizational performance in nonprofit settings, (b) that service organizations are more likely to use information technology for adapting to change, and (c) it is probable that large and well-founded organizations will use IT for establishing innovations.     

Individual and Organizational Determinants of Wage Disparities in Israel's Local Authorities

Abstract

In this study I compare hypotheses derived from a resource-based view of management with those based on an institutional perspective to test whether wage levels in local authorities are more likely to reflect technical or allocative efficiency measures, the former deriving from “autonomous” revenues from private sources, the latter from policy-based allocation of resources. A focus on wage variations for 5,033 employees from 83 local authorities shows that the level of autonomous revenues lowers the wages for women and Arab employees but not for men and Jewish employees. The results suggest that local authorities use a differential wage allocation, probably indicating increased access to privatized and outsourced employee recruitment. Moreover, the results show that equal opportunity notions, presumably inherent in social policy guidelines, do not ensure interorganizational homogeneity in wages: metropolitan and larger local authorities are more likely to use technical than institutional measures of organizational success. I conclude that neoinstitutional hypotheses that focus both on the competitive and institutional aspects of governance are differentially applied in regard to wages.     

Networking Modes and Performance in Israel's Nonprofit Organizations

The present article examines the relationship between networking modes and performance for 138 nonprofits in Israel. We draw upon the bridging and bonding concepts and social exchange theory and introduce the sharing and consulting networking modes to predict performance in terms of organizational growth in resources. We suggest that differences in networking modes (1) reflect variations in organizational size and age and (2) affect organizational growth in resources. We show that (1) the consulting networking mode is more frequent among managers of smaller and younger nonprofits, (2) sharing is characteristic of managers in older and larger nonprofits, (3) sharing has a strong effect on organizational growth, and (4) the sharing and consulting modes are better predictors of organizational performance than those of bonding and bridging. The results indicate that nonprofit growth in organizational resources is possible with networking when managers aspire to higher involvement in the networking process due to the scope and extent of goals.