Efficiency of nonparametric tests for scale shift at an unknown time point

Recently Hsieh considered three nonparametric tests for the scalechange problem and showed them to be asymptotically as efficient as their parametric competitors. Here the class of so called sum-type statistics is studied which contains the statistics of Hsieh. It is proved that max-type statistics can be constructed that are at least as efficient in the sense of Bahadur as the sum-type statistics.     

Limitations to Freedom: is there a Choice for Human Resource Management?

There is a great variety in human resource management (HRM) practices, not only in terms of policies and personnel activities, but also with regard to the parties involved and the procedures for decision-making. But which factors can best account for these differences? Are they due to organizational and environmental characteristics or are they basically due to the interests, preferences and power positions of the parties concerned - parties like management, employees, personnel management staff, trade union representatives, members of the works council and so on? Based on elements of industrial relations theory, organization theory and organization sociology, a research project was set up with the aim of gaining a better understanding of the factors which can shape HRM practices. The empirical part of the research consisted of paired comparative case studies from different industries. The result is a conceptual model which not only encompasses the relevant forces in the shaping of HRM, but also states the conditions determining the amount of room for manoeuvre the parties concerned have to make their own strategic choices with regard to HRM.     

Mechanisms Behind the Negative Influence of Single Parenthood on School Performance: Lower Teaching and Learning Conditions?

We take a first step toward unravelling the mechanisms behind the negative influence of single parenthood and the proportion of single-parent families on school performance, using 2012 international Program for International Student Assessment (PISA) data. We find that individual truancy of pupils fully explains the relationship between living in a single-mother family and math performance (after controlling for confounding factors, such as parental socioeconomic status). School-level measures of classroom disruption and truancy and individual truancy explain some of the negative effect of the school’s concentration of students from single-parent families on individual students’ math performance. However, the effect of a school’s proportion of single-parent families remains significantly negative on individual performance.     

Justice in Indonesia: The Social Life of a Momentous Concept

In this article we argue that efforts in Indonesia to improve access to justice for the disadvantaged would greatly benefit from a pragmatic approach that takes local circumstances of custom, values and social relations into account at least as much as legal reform and bureaucratic transparency. We maintain that in post-Suharto Indonesia ‘justice’ can be conceptualised as the inverse of injustice and is manifested in terms of sovereign interests. Ideal justice, such as associated with rule of law implementing programs, assumes a functioning of government and judiciary that might bring about such results. Building on our own research as well as on the articles in this special issue we argue that engaging with the role and meaning of justice should involve solid ethnography of justice-seekers' life-worlds, understanding of the strategies and institutions that provide justice, and paying attention to the networks and interactions that connect actors in an ever moving field.     

Employee Well‐being and the HRM–Organizational Performance Relationship: A Review of Quantitative Studies

There is a lack of consensus on the role of employee well‐being in the human resource management–organizational performance relationship. This review examines which of the competing perspectives –‘mutual gains’ or ‘conflicting outcomes’– is more appropriate for describing this role of employee well‐being. In addition, this review examines whether study attributes such as the measurement of key variables, the level of analysis and the study design affect a study's outcomes. The review covers 36 quantitative studies published from 1995 to May 2010. Employee well‐being is described here using three dimensions: happiness, health and relationship. The main findings are that employee well‐being in terms of happiness and relationship is congruent with organizational performance (mutual gains perspective), but that health‐related well‐being appears to function as a conflicting outcome. Directions for future research and theoretical development are suggested.     

MORAL HAZARD AND DYNAMIC INSURANCE DATA

This paper exploits dynamic features of insurance contracts in the empirical analysis of moral hazard. We first show that experience rating implies negative occurrence dependence under moral hazard: individual claim intensities decrease with the number of past claims. We then show that dynamic insurance data allow to distinguish this moral‐hazard effect from dynamic selection on unobservables. We develop nonparametric tests and estimate a flexible parametric model. We find no evidence of moral hazard in French car insurance. Our analysis contributes to a recent literature based on static data that has problems distinguishing between moral hazard and selection and dealing with dynamic features of actual insurance contracts. Methodologically, this paper builds on and extends the literature on state dependence and heterogeneity in event‐history data. (JEL: D82, G22, C41, C14)     

Does team lifting increase the variability in peak lumbar compression in ironworkers?

Ironworkers frequently perform heavy lifting tasks in teams of two or four workers. Team lifting could potentially lead to a higher variation in peak lumbar compression forces than lifts performed by one worker, resulting in higher maximal peak lumbar compression forces. This study compared single-worker lifts (25-kg, iron bar) to two-worker lifts (50-kg, two iron bars) and to four-worker lifts (100-kg, iron lattice). Inverse dynamics was used to calculate peak lumbar compression forces. To assess the variability in peak lumbar loading, all three lifting tasks were performed six times. Results showed that the variability in peak lumbar loading was somewhat higher in the team lifts compared to the single-worker lifts. However, despite this increased variability, team lifts did not result in larger maximum peak lumbar compression forces. Therefore, it was concluded that, from a biomechanical point of view, team lifting does not result in an additional risk for low back complaints in ironworkers.