NOTE ON POINT AND INTERVAL ESTIMATION AND PREDICTION FOR NORMAL EQUICORRELATED DATA

For normal homoscedastic equicorrelated data the parameters μ, σ and p are identifiable, but it is shown that no consistent estimators exist. Confidence intervals for μ and prediction intervals with known confidence coefficients can, however, be obtained.     

Calculation of age-specific fertility schedules from tabulations of parity in two censuses

The mathematics of stable populations recently has been generalized to cover populations with time-varying fertility and mortality by a modification incorporating the sum of age-varying growth rates in place of the fixed growth rate of a stable population. Equations that characterize nonstable populations apply to any cohort-like phenomenon with a measurable property that cumulates gains or losses through time. In particular, the equations fit the relation between a population's average parity at a given age and age-specific fertility rates previously experienced at lower ages. Techniques devised to derive an intercensal life table from single-year age distributions in two censuses are adapted to estimate accurate intercensal fertility schedules from distributions of parity by age of woman in two censuses. Birth-order specific fertility schedules are also estimated.     

The human development spectrum: Sub-spectra and social indicators for use in development project planning,design, and implementation

A spectrum of human development has been observed which has application in international development project planning, design, and implementation. Based on experience with privately funded development projects in Latin America, Asia, and Africa, seven components or sub-spectra of the human development spectrum which are vital to effective development projects are identified: need, resources, technology, social conscience, integrity, attitude, and problem solving. Their implications for the development process are explained, and indicators for each sub-spectrum are described.     

WHO'S PUBLISHING IN JMFT? AN EXAMINATION OF AUTHOR CHARACTERISTICS

This article examines the gender, setting, and degree of the first authors of published articles in JMFT from 1990 to 1995. Findings reveal that men are the first authors of 67% of the articles and women, 33%. PhDs are first authors on 58% of the articles, and authors in university settings write 53% of the published articles. Thirty-nine percent of the articles published during this period were research; 26%, clinical; 16%, theory; and 14%, training. Surprising findings were that MSW authors had a higher acceptance rate than PhDs, and authors in training institutes had a higher acceptance rate than those in university settings.     

Hong Kong managers' perceptions of American business values

This report describes empirical research conducted to study the research question, “To what extent do foreign managers' own cultural values influence their perceptions of the corporate values of companies in other cultures?” Using the authors' “Business Values Questionnaire,” business managers from Hong Kong gave their perceptions of publicly stated corporate values of very large U.S. service companies. A similar United States sample was used as a comparison group. Results gave partial support to the authors' hypotheses that an individual's own cultural values influence perceived values of another culture.     

That's Not Fair!: The Social Construction of Organizational (In)Justice among Professionals

Building on the work of organizational justice researchers, this research is an attempt to come to a greater understanding of the social construction of perceived injustice among professionals employed in large, bureaucratic organizational structures. It suggests that professional employees experience a perceived injustice in an organizational workplace outcome, procedure, or interaction when a likely, positive, and valued expectation has been violated or unfulfilled. These expectations are socially constructed from various organizational "stocks of knowledge" available to professionals. These include: (1) organizational cultural norms; (2) professional occupational subcultural norms; and (3) employee prior work experiences. The research suggests that in instances of perceived injustices in organizational outcomes, professionals'expectations are primarily rooted in organizational cultural norms for the allocation of such outcomes. In instances of perceived injustices in organizational procedures, professionals'expectations are primarily rooted in prior work experiences surrounding such procedures and processes, while in instances of perceived injustices in organizational interactions, professionals'expectations are primarily rooted in professional occupational subcultural norms surrounding such interactions.     

SHORT REVIEWS

Books reviewed in this article: Adele E. Clarke , Disciplining Reproduction: Modernity, American Life Sciences, and “the Problems of Sex” Delia Davin , Internal Migration in Contemporary China Anton Kuijsten, Henk de Gans, and Henk de Feijter (eds.) The Joy of Demography… and Other Disciplines: Essays in Honour of Dirk van de Kaa William Petersen , Malthus: Founder of Modern Demography Eric B. Ross , The Malthus Factor: Population, Poverty and Politics in Capitalist Development Nicholas Van Hear , New Diasporas: The Mass Exodus, Dispersal and Regrouping of Migrant Communities Thomas M. Wilson and Hastings Donnan (eds.) , Border Identities: Nation and State at International Frontiers     

The impact of risk sharing on efficient decision

A group of risk-averse members must choose among monetary risks and payoff-sharing rules. Departure from the status quo requires unanimous consent. Such groups drill for oil, bail out nations, and make hostile takeover bids. Assume agreement on probabilities. As is well known, if all members have identically shaped HARA utility functions, efficient group act-choices follow another such function independently of payoff sharing. We show that all other groups inevitably have complex efficient behavior, accepting gambles among individually unacceptable lotteries in almost every status quo position. We also develop proper risk aversion for groups, and treat disagreement on probabilities.Support of the Associates of the Harvard Business School (Pratt) and the Business and Government and Energy and Environmental Policy Centers (Zeckhauser) is gratefully acknowledged. We received helpful comments from Scott Johnson, Mark Machina, and a referee. Jay Patel provided assistance beyond the call of collegiality.