A simulation comparison of estimators for a regression coefficient under differential non-response

We consider the estimation of a regression coefficient in a linear regression when observations are missing due to nonresponse. Response is assumed to be determined by a nonobservable variable which is linearly related to an observable variable. The values of the observable variable are assumed to be available for the whole sample but the variable is not includsd in the regression relationship of interest . Several alternative estimators have been proposed for this situation under various simplifying assumptions. A sampling theory approach provides three alternative estimatrs by considering the observatins as obtained from a sub-sample, selected on the basis of the fully observable variable , as formulated by Nathan and Holt (1980). Under an econometric approach, Heckman (1979) proposed a two-stage (probit and OLS) estimator which is consistent under specificconditions. A simulation comparison of the four estimators and the ordinary least squares estimator , under multivariate normality of all the variables involved, indicates that the econometric approach estimator is not robust to departures from the conditions underlying its derivation, while two of the other estimators exhibit a similar degree of stable performance over a wide range of conditions. Simulations for a non-normal distribution show that gains in performance can be obtained if observations on the independent variable are available for the whole population.     

Skill Management in Large‐Scale Service Marketplaces

Large‐scale, web‐based service marketplaces have recently emerged as a new resource for customers who need quick resolutions for their short‐term problems. Due to the temporary nature of the relations between customers and service providers (agents) in these marketplaces, customers may not have an opportunity to assess the ability of an agent before their service completion. On the other hand, the moderating firm has a more sustained relationship with agents, and thus it can provide customers with more information about the abilities of agents through skill screening mechanisms. In this study, we consider a marketplace where the moderating firm can run two skills tests on agents to assess if their skills are above certain thresholds. Our main objective is to evaluate the effectiveness of skill screening as a revenue maximization tool. We, specifically, analyze how much benefit the firm obtains after each additional skill test. We find that skill screening leads to negligible revenue improvements in marketplaces where agent skills are highly compatible and the average service times are similar for all customers. As the compatibility of agent skills weakens or the customers start to vary in their processing time needs, we show that the firm starts to experience sizable improvements in revenue from skill screening. Apparently, the firm can reap the most of these substantial benefits when it runs only one test. For instance, in marketplaces where agents posses uncorrelated skills, the second skill test only brings an additional 2% improvement in revenue. Accounting for possible skill screening costs, we then show the optimality of offering only one test when the compatibility between agent skills is sufficiently low. The results of this study also have important implications in terms of the right level of intervention in the marketplaces we study.     

A meta-analytic examination of the potential correlates and consequences of workload

Over the last four decades, occupational stress researchers have given considerable attention to the potential correlates and consequences of workload. In the current study, we use meta-analysis (overall k = 336) to quantitatively review the workload literature. In analyses of hypothesized correlates, we found that social support was negatively associated (ρ = ?.20 for supervisor support; ρ = –.11 for co-worker support) and that trait negative affectivity (ρ = .22), role ambiguity (ρ = .28), role conflict (ρ = .44) and work-family conflict (ρ = .44 for work-to-family conflict; ρ = .20 for family-to-work conflict) were each positively associated with workload. Analyses examining hypothesized outcome variables suggest that workload is negatively associated with several indices of psychological and physical well-being (ρs were generally in the –.20s and –.30s), and affective organizational commitment (ρ = –.11), and is positively associated with turnover intention (ρ = .16) and absenteeism (ρ = .07).     

A framework for providing telecommuting as a reasonable accommodation: some considerations on a comparative case study

Telecommuting, whether full time, part time, or over short periods when the need arises, can be an important accommodation for employees with disabilities. Indeed, telecommuting may be the only form of accommodation that offers employees whose disabilities fluctuate a means to stay consistently and gainfully employed. This article describes one employer's experience in considering a request for telecommuting as a reasonable accommodation for a particular employee. Drawing on real-life examples, both positive and negative, this article provides a win/win framework for decision-making that can help employers evaluate the use of telecommuting as a possible accommodation and facilitates open and ongoing communication between employer and employee.     

Sad to say: is it time for Sorrow Management Theory?

Terror Management Theory (TMT) research often asks respondents to describe their personal death. This exposure enables the testing of hypotheses regarding defenses ("buffers") against the anxious awareness of death. Curiously, though, the respondents' narratives are not analyzed or reported. The present study offers a qualitative analysis of 209 college student narrative responses provided for this purpose by TMT researchers Jeff Greenberg and Nathan Heflick. The narratives are reviewed with attention to affect (adjectives), semantic structure, and theme. Many responses are marked by anxiety, but sorrow is also pervasive. Individual differences in response substance and structure invite further exploration. It is suggested that our understanding of the response to personal death threat could be enhanced by encompassing sorrow as well as anxiety within the same conceptual framework. Several specific hypotheses and suggestions are offered.     

全球边疆：美国对外关系中的比较史与边疆研究路径

长期以来,美国对外关系研究的新路径并没有对例外论者的假设构成挑战,同时也无法对全球范围内的美国经验提供一个比较视角。最近开展的边地（borderland）和边疆（frontier）研究则为历史学家提供了一个深入到文化遭遇、文化认同转变以及国家政治边缘的富有价值的视角,并可以对周边地区的人力和自然资源如何整合到更大的经济交换体系这一过程进行分析。在对边疆研究的域外经验与实践进行系统梳理之后,本文指出,有必要将边疆路径引入美国对外关系研究的领域,这样不仅有助于相关研究的推进,而且能够突破特纳理论的局限,进而更全面地看待包括当代跨国市场等在内的美国的内部发展与海外扩张历程。     

Experimental designs in management and leadership research: Strengths,limitations, and recommendations for improving publishability

Despite the renewed interest in the use of experimental designs in the fields of leadership and management over the past few decades, these designs are still relatively underutilized. Although there are several potential reasons for this, chief among them is misunderstanding the value of these designs. The purpose of this article is to review the role of laboratory, field, and quasi-experimental designs in management and leadership research. We first discuss the primary goals of experimental studies. Next, we examine the characteristics of experimental designs and how to distinguish laboratory, field, and quasi-experiments from one another and from non-experimental studies. Following these discussions, we provide examples of each type of experimental design and discuss their relative strengths and limitations. Finally, we discuss steps that researchers can take to increase the probability of having articles reporting experiments accepted by leadership and management journals.