Perceptions of the Work Environment and Implications for Women's Career Choice: A Survey of University Faculty Women

This article reports the results of a survey of female faculty. Overall, respondents indicated positive perceptions of their academic environment and a strong interest in mentoring female students.     

Social security and firm performance: The case of Vietnamese SMEs

This article investigates how social security provision – a key determinant of formality – impacts on small and medium‐sized firm performance in Viet Nam. Based on enterprise census data covering all registered firms from 2006 to 2011, the authors find that firms which increase their social security coverage by 10 per cent experience a revenue gain of 1.4–2.0 per cent per worker and a profit gain of up to 1.8 per cent, depending on the survival time of the firm. However, given the time lag between “investment” (in social security contributions) and returns (enhanced firm performance), specific policy measures such as initial social insurance subsidies for small firms could increase participation in mandatory schemes.     

Normal Mixture Quasi-maximum Likelihood Estimator for GARCH Models

Abstract.  The generalized autoregressive conditional heteroscedastic (GARCH) model has been popular in the analysis of financial time series data with high volatility. Conventionally, the parameter estimation in GARCH models has been performed based on the Gaussian quasi-maximum likelihood. However, when the innovation terms have either heavy-tailed or skewed distributions, the quasi-maximum likelihood estimator (QMLE) does not function well. In order to remedy this defect, we propose the normal mixture QMLE (NM-QMLE), which is obtained from the normal mixture quasi-likelihood, and demonstrate that the NM-QMLE is consistent and asymptotically normal. Finally, we present simulation results and a real data analysis in order to illustrate our findings.     

The impact of critical success factors of JIT implementation on organizational performance

Much has been written and publicized about the virtues of JIT philosophies during the past decade. However, relatively limited empirical research has been reported con-cerningJIT implementation on organizational performance. This study presents the results of an empirical study which utilized both concrete financial accounting data and a broad cross-sectional survey as measures of organizational performance to determine the impact of each JIT implementation requirement factor to organizational performance. Communication between production and marketing departments was identified as a critical factor for increased inventory turnover and work-in-process inventory turnover, while employees' participation and the bottom-up management approach were determined as significant factors for improving quality and flexibility. The results of this study imply that in JTT environment personnel management practices, such as bottom-up management encouraging employees participation, and organization management such as a communications linking the production and marketing departments, are more important than JIT practices themselves.     

Bias Reduction of Likelihood Estimators in Semiparametric Frailty Models

Abstract. Frailty models with a non‐parametric baseline hazard are widely used for the analysis of survival data. However, their maximum likelihood estimators can be substantially biased in finite samples, because the number of nuisance parameters associated with the baseline hazard increases with the sample size. The penalized partial likelihood based on a first‐order Laplace approximation still has non‐negligible bias. However, the second‐order Laplace approximation to a modified marginal likelihood for a bias reduction is infeasible because of the presence of too many complicated terms. In this article, we find adequate modifications of these likelihood‐based methods by using the hierarchical likelihood.     

COMMON DUE-WINDOW SCHEDULING

In this paper, we solve common due-window scheduling problems within the just-in-time window concept, i.e., scheduling problems including both earliness and tardiness penalties. We assume that jobs share the same due window and incur no penalty as long as they are completed within the due window. We further assume that the earliness and tardiness penalty factors are constant and that the size of the window is a given parameter. For cases where the location of the due window is a decision variable, we provide a polynomial algorithm with complexity O(n * log (n)) to solve the problem. For cases where the location of the due window is a given parameter, we use dynamic programming with pseudopolynomial complexity to solve the problem.     

Human resource management in the just-in-time environment

Successful just-in-time (JIT) implementation requires a multiskilled group-oriented and self-disciplined workforce with good quantitative skills. Little discussion exists in the JIT literature concerning the development of such a workforce. The human resource management (HRM) literature deals with employee issues but does not identify strategies for achieving a JIT workforce. In order to identify appropriate HRM strategies for a JIT environment, a comprehensive model is presented to show the critical linkage between JIT and HRM. Interactions between legal issues, management and union, and human input are examined. The impact of US labour laws on HRM practices is discussed and contrasted with Japanese practices. The literature review of HRM-related JIT articles suggests that HRM practices in the areas of staffing, training and development, compensation, and employee retention can be used to develop an effective JIT workforce. The article will help production managers to understand the impact of specific HRM strategies that are appropriate for developing a JIT workforce.     

DO RENT‐SEEKING GROUPS ANNOUNCE THEIR SHARING RULES?

We study collective rent seeking between two groups in which each group has the option of releasing or not its sharing‐rule information. First, we show that the case where both groups release their sharing‐rule information never occurs in equilibrium; when the players are unevenly matched, one group releases its sharing‐rule information and the other does not. Then, we select the Pareto‐superior equilibrium when the players are unevenly matched. We show that, in this selected equilibrium, the underdog releases its sharing‐rule information, and the favorite does not; thus, the underdog becomes the leader, and the favorite the follower (JEL D72).     

Decoding the Signal Effects of Job Candidate Attraction to Corporate Social Practices

This article seeks to go beyond the implied assumption from previous research that job candidate attraction to corporate social practices is equivalent across individuals. To this end, we propose a framework for categorizing individuals' attraction to different corporate social performance profiles. Our framework is grounded in relational models theory and Mitroff's model of managers' “ideal organizations.” An inductive approach was used to elaborate upon the model and assess the extent to which candidates preferences vary. Data were collected from prospective job seekers regarding their attraction to social practices that benefit or harm various stakeholders, and these responses were used to develop profiles of job candidates' attraction to distinct profiles of organizations' social practices. The results provide a guide for managers who wish to improve the likelihood that an organization's social practices reflect what is best about its culture.