Manufacturing network configuration in supply chains with product recovery

Efficient implementation of product recovery requires appropriate network structures. In this paper, we study the network design problem of a firm that manufactures new products and remanufactures returned products in its facilities. We examine the capacity decisions and expected performance of two alternative manufacturing network configurations when demand and return flows are both uncertain.     

A Lagrangian relaxation approach for the multiple sequence alignment problem

We present a branch-and-bound (bb) algorithm for the multiple sequence alignment problem (MSA), one of the most important problems in computational biology. The upper bound at each bb node is based on a Lagrangian relaxation of an integer linear programming formulation for MSA. Dualizing certain inequalities, the Lagrangian subproblem becomes a pairwise alignment problem, which can be solved efficiently by a dynamic programming approach. Due to a reformulation w.r.t. additionally introduced variables prior to relaxation we improve the convergence rate dramatically while at the same time being able to solve the Lagrangian problem efficiently. Our experiments show that our implementation, although preliminary, outperforms all exact algorithms for the multiple sequence alignment problem. Furthermore, the quality of the alignments is among the best computed so far.     

Die nur fast gelingende Schließung des Personalentwicklungszyklus

The nearly closed cycle of personnel development. The growing popularity of personnel development like training, coaching or supervision is usually justified by the new challenges impending on organizations. The author presents an alternative explanation: Basing on considerations about the operative consistency of organizations, he argues, that the popularity of personnel development is to explain by the boom of personnel diagnostics during the last two decades. Only by potential analysis, assessment center, 360-degree feedback, several trainings and especially person-centered counseling like coaching and supervision could increase their attractiveness. In organizations, cycles of personnel development emerge, and by this a sort of all-round cares of the organisation members.     

Attributions of Blame among Victims of Child Sexual Abuse: Findings from a Community Sample

ABSTRACT

According to the attribution theory, negative outcomes of child sexual abuse (CSA) are thought to vary depending on whether CSA victims attribute the abuse to internal or external factors, respectively, self-blame and perpetrator-blame. Therefore, the purpose of this study was to identify abuse characteristics and attitudes that influence blame attributions among CSA victims from a community sample. Data from respondents with a history of CSA (N = 1,496) have been used in predicting blame attributions; perpetrator-blame, self-blame, or both. Results from a multinomial logistic regression analysis showed that attitudes toward gender roles had a significant effect on blame: victims were more likely to blame themselves when they endorsed more conservative gender attitudes than victims with more liberal attitudes. Implications for this finding are discussed.     

Association between employee department and responsible gambling program perceptions

ABSTRACT

Academic studies of employee perceptions of and engagement with responsible gambling (RG) provide important insight into how employees engage with RG, but typically treat employees as a singular entity. Employees in different departments, however, have different work experiences that affect their likelihood of directly interacting with gamblers. It is conceivable that degree of contact with gamblers affects employees’ opinions about RG. To examine this possibility, we surveyed cohorts of employees at MGM Resorts International (MGM) (N = 2,192) regarding their (1) perceptions of RG programs, (2) behaviors and beliefs about gambling, and (3) comfort with MGM’s corporate RG environment. Using MANCOVA, with years employed in the gambling industry as a covariate, we observed that employees in departments with less direct contact with gamblers were more likely to perceive RG programs to be effective at MGM than employees who have more direct contact with gamblers. In addition, employees who work in the Food, Beverage, & Retail departments were more likely to hold misconceptions about gambling than employees in Back of House operations. The differences in how departments view RG programs suggest that one-size-fits-all approaches to employee training might not be suitable for RG topics, and that position-based training might be necessary.     

What Narrows the Stepgap? Closeness Between Parents and Adult (Step)Children in Germany

Using data from the German Family Panel (pairfam) based on 11,746 intergenerational family relationships, the present study examined differences in parental closeness across relations with multiple, coresidential, and non‐coresidential adolescent and adult children. Replicating previous research in a multilevel analysis across families, the authors found a strong positive effect of biological descent on closeness in comparison to adoptive and steprelations; this parental favoritism toward biological offspring was partly explained by selection via parental resources and attitudes. Supplemental within‐parent fixed effect analyses suggested that the relative disadvantage of stepchildren was offset by longer duration of the stepparent–stepchild relationship, lower household income, fewer children in the household, and high parental affirmation of familism.     

Non‐linear Effects of Comparison Income in Quit Decisions: Status versus Signal!

This research note utilizes German matched employer–employee data to investigate the relationship between mobility and relative wage positions within establishments for workers without university degrees. The main innovation involves the examination of non‐linear effects, because previous literature mainly analyses mean linear effects. Our random‐effects probit estimates of mobility suggest a non‐linear U‐shaped effect with respect to relative standing. This is plausible because workers in low relative wage positions might quit because of their low status and those in high relative wage positions because of their low career advancement opportunities. Consideration of non‐linearities, thus, is a major improvement for the analysis of the effects of relative wage positions.     

The microphysics of accountability

How is it possible to deploy the law to create and perform accountability? To answer this question, I address the argumentative function of the law in order to legitimize genetic medicine. Using interview data, I will in particular elaborate on how medical experts strive to convince interviewing social scientists that their own professional action is above all ethical reproach. For this purpose, medical experts capitalize on the law in specific ways. It is the aim of this article to expound exactly how this happens during qualitative research interviews. The analysis of the interview data is informed by the works of Sheila Jasanoff and Michel Foucault. The former provides an instructive conceptual background for demonstrating how the law serves as an important element of accountability practices. The latter is known for his plea not to understand the law in repressive terms. Accordingly, the law does not prohibit specific medical practices, but in a specific sense it rather makes medical practice socially robust. Based on qualitative analysis of interview data, I conclude that referring to the law allows experts of genetic medicine to evade engaging with ethical and social aspects of their work. The law was rhetorically utilized to bring a discussion on such issues to a communicative closure. For that purpose, the existence of the law was presented as proof that undesirable practices would not be possible and consequently further discussions of the matter would be unnecessary. The law allows medical experts to transfer ethical problems to other places and actors and also to promote their professional interests.