Some new constructions of strength 3 mixed orthogonal arrays

Orthogonal arrays of strength 3 permit estimation of all the main effects of the experimental factors free from confounding or contamination with 2-factor interactions. We introduce methods of using arithmetic formulations and Latin squares to construct mixed orthogonal arrays of strength 3. Although the methods could be well extended to computing larger arrays, we confine computing to at most 100 run orthogonal arrays for practical uses. We find new arrays with run sizes 80 and 96, each has many distinct factor levels.     

The Management Skills of Russians: Do Work,Management, and Government Experiences Matter?

This study examines the impacts of different types of experience on management skills of working adults in Russia. The study is based on a sample of 527 MBA students, line and middle managers covering 32 regions in 13 different industries in Russia. This study proves that work experience, management experience, and government experience are significant factors in their technical, human, and conceptual skills. Human skills scores are significantly higher for all groups than group with no management experience. Score for human skills increased with years of government experience only, but not with working or management years of experience.     

Virtual World Interview Skills Training for Students Studying Health Professions

This study examined the effectiveness of a health professional virtual world interview skills trainer (IST), in comparison to classroom training via interview role-plays with peers. Students of psychology, physiotherapy, and general health science learned interviewing skills through role-play and virtual world training. Students were randomly allocated to a role-play-first, or IST-first condition. Interviewing self-efficacy was measured at baseline and after each of the learning experiences. In total, 72 students completed all surveys. Students’ reported an increase in interviewing self-efficacy significantly after the IST experience than after role-play.     

City size matters: Vietnamese immigrants having depressive symptoms

This cross-national study identified predictive factors contributing to depression among 691 Vietnamese migrated to the United States who responded to a community survey in two American cities. Measured by HSCL-25, the overall depression prevalence was 30.5%, higher in a large (32.3%) than mid-size city (19.8%). Logistic regression showed that immigration issues, residing in a large city, being female, having health concerns, and experiencing family concerns are significantly related to Vietnamese immigrants having depressive symptoms. Over half (51.4%) of the respondents sought help, and 46.3% preferred seeing their physicians to address mental health issues. Pre-migration counseling is recommended to prevent depression.     

Impact of Public and Private Cash Transfers on Poverty and Inequality: Evidence from Vietnam

This article investigates the extent to which public and private transfers affected poverty and inequality in Vietnam in the mid‐2000s. It finds that the impact of public transfers on poverty was negligible, due to the low coverage of the poor and the relatively small amounts transferred. Moreover, the effect of the receipt of transfers on expenditures was small: recipients decreased the labour supply and only a limited amount of the extra income went to current consumption. Domestic private transfers were somewhat more successful in reducing poverty. With most public and private transfers going to non‐poor households, inequality was only marginally affected.     

The role of visa class in the location choices of immigrants in Australia at the regional and neighbourhood scales

Australia’s pro-immigration policies have played a vital role in national population growth, serving to address what would otherwise be chronic labour shortages and population ageing. While migrants to Australian have shown a clear preference for cities and tend to locate with co-ethnics, variations by visa class—employment, family reunification, and asylum—have yet to be fully explored. This paper aims to identify variations in settlement patterns of immigrants in Australia by visa types and the factors underpinning these choices, paying particular attention to ethnic networks and employment opportunities. We apply a series of negative binomial regressions to aggregate census data linked to visa status. At the suburb level, our results show the importance of the presence of compatriots in shaping the location choices of family migrants, with the exception of skilled and humanitarian immigrants from China, Malaysia and Thailand. At the regional level, skilled migrants, including skilled regional migrants, respond to employment opportunities to a greater extent than family and humanitarian migrants.

     

时变视角下房价对制造业投资影响的再审视

在相对宽松的货币政策环境下,近些年房价飞速上涨。房价的快速上涨导致很多资金投向房地产业,而没有投向制造业,对制造业产生的这一影响是中国经济发展所面临的问题之一。在分析了相关影响路径后,使用带有随机波动项的时变参数向量自回归模型,针对房价波动对制造业投资的影响进行了实证分析。实证结果表明,房价上涨对制造业投资存在显著的负向影响,房价冲击带来的这一负向影响在1年左右达到最大,且随着时间的推移,房价波动越剧烈,这种负向影响越明显;企业在股票市场的融资并没有流入制造业,而是更多地去追逐房地产市场的高收益;扩张性货币政策带来的房价上涨导致货币政策对制造业投资的调节作用失效。基于研究结论,建议控制房价预期,减少经济增长对房地产的依赖,推动经济转型带动实体经济发展。     

Confidence Matters: Self‐efficacy Moderates the Credit that Supervisors Give to Adaptive and Proactive Role Behaviours

In complex and uncertain work environments, employees need to not only be proficient in carrying out their core duties, but also to be adaptive (able to cope and respond to unpredictable events) and proactive (able to anticipate the situation and act in a self‐directed way) in their work roles. In this study we investigate the extent to which supervisors actually give credit to adaptive and proactive role behaviours when they judge employees’ overall job performance. Drawing on attribution theory, we propose that the extent to which these role behaviours are valued by supervisors will be enhanced by employees’ confidence for relevant role behaviours. Support for these ideas is provided using data from junior doctors and their supervisors in a hospital emergency department. Adaptive role behaviours positively influenced supervisors’ judgements of overall job performance. This relationship was stronger for employees with high self‐efficacy for achieving outcomes. Engaging in proactive role behaviours while also lacking role‐breadth self‐efficacy resulted in supervisors’ giving employees less credit for their proactive role behaviours. Findings support the argument that employees’ self‐efficacy for specific role behaviours provides attributional cues about capability that modify how adaptive and proactive role behaviours are interpreted and valued.