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排序方式: 共有211条查询结果,搜索用时 15 毫秒
1.
Mark Bebbington Chin-Diew Lai Riardas Zitikis 《Australian & New Zealand Journal of Statistics》2007,49(3):251-265
Finding optimal, or at least good, maintenance and repair policies is crucial in reliability engineering. Likewise, describing life phases of human mortality is important when determining social policy or insurance premiums. In these tasks, one searches for distributions to fit data and then makes inferences about the population(s). In the present paper, we focus on bathtub‐type distributions and provide a view of certain problems, methods and solutions, and a few challenges, that can be encountered in reliability engineering, survival analysis, demography and actuarial science. 相似文献
2.
Egidijus Barcevičius 《International migration (Geneva, Switzerland)》2016,54(3):35-47
This article analyses whether the human capital gained abroad helps returning migrants to integrate into the Lithuanian labour market. The analysis focuses on highly qualified migrants, defined narrowly as people with higher education who held qualified jobs when working abroad. The article found that for this group of returnees professional aims were important when taking a decision to return, together with other motives such as family reasons and home‐sickness. Most of the returnees were able to find employment and pursue their careers without major difficulties, although a significant minority signalled an intention to emigrate again. The article examines the key factors that sometimes helped and sometimes hindered integration of the returnees and discusses the role of the public policy. 相似文献
3.
Alena Bičáková 《Journal of Labor Research》2017,38(4):428-438
Previous research has documented the impact of positive selection into employment on the ranking of countries by gender wage gaps. This note focuses on the impact of selection into labor force on cross-country differences in gender unemployment gaps. We construct the Manski bounds for the selection-free gender unemployment gaps in 26 EU countries and show that - without additional assumptions - the observed gender unemployment gaps carry little information about the selection-free gender differences in unemployment. Contrary to the common assumption of positive selection into labor force (similar to positive selection into employment documented in the gender wage gap research), we also point at an example of negative-selection bias. We show that labor force withdrawal of mothers on job-protected family leaves may lead to an overestimation of the selection-free gender unemployment gaps by as much as 1 p.p. 相似文献
4.
The asymptotic variance of the maximum likelihood estimate is proved to decrease when the maximization is restricted to a subspace that contains the true parameter value. Maximum likelihood estimation allows a systematic fitting of covariance models to the sample, which is important in data assimilation. The hierarchical maximum likelihood approach is applied to the spectral diagonal covariance model with different parameterizations of eigenvalue decay, and to the sparse inverse covariance model with specified parameter values on different sets of nonzero entries. It is shown computationally that using smaller sets of parameters can decrease the sampling noise in high dimension substantially. 相似文献
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We review the organizational performance (OP) measurement literature highlighting the limitations of both objective and subjective measures of performance. We argue that, with careful planning, subjective measures can be successfully employed to assess OP. This is because often consistent, reliable and comparable compatible objective data on OP measures – particularly across countries and sectors – is difficult to come by. Considering that an inflated OP measure can be cross‐checked with the use of secondary data, managers have little incentive to report such figures. As a result, when quizzed over the stand‐alone performance measures of their organizations or vis‐à‐vis their rivals, managers accurately assess and respond to questions on the performance of their organizations. An in‐depth statistical exercise conducted on the subjective measures of OP as reported by managers of four sets of companies in four separate countries, show consistent results, thus lending support to this premise. 相似文献
7.
Auksė Endriulaitienė Aistė Pranckevičienė Rasa Markšaitytė Douglas R. Tillman David D. Hof 《Journal of workplace behavioral health》2019,34(2):129-148
This study aimed to explore the correlation between job burnout and self-stigma of seeking help among nonmedical mental health care providers (psychologists, social workers, and counselors) in two countries – Lithuania and the US. The study included 234 professionals (111 social workers and 123 psychologists) from Lithuania and 93 professionals (33 counselors, 23 social workers, and 37 psychologists) from the US on a voluntary basis (93% females, mean age – 39.81?years). They completed a self-reported questionnaire with the Self-Stigma of Seeking Help Scale (SSOSH) and the Maslach Burnout Inventory-General Survey (MBI-GS). The results revealed a statistically significant positive correlation between self-stigmatization and burnout in the Lithuanian sample, but only weak positive correlation between depersonalization and self-stigma of seeking help in the US sample. The relationship between the self-stigma of seeking help and burnout was stronger in the Lithuanian sample of professionals when compared to their colleagues in the US. 相似文献
8.
Ferenc Michal Sedláček Ondřej Fuchs Roman Hořák David Storchová Lenka Fraissinet Maurizio Storch David 《Urban Ecosystems》2018,21(2):369-377
Urban Ecosystems - Urban bird communities are homogenized across large spatial scales, suggesting that the urban environment acts as an environmental filter. We hypothesize that large scale... 相似文献
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Reputation management requires coordination between internal understanding and external expectations (Cornelissen, 2011). The focus of this study were external expectations of potential employees. The main goal of the study was to contribute to the understanding of corporate reputation and its connections with perceived corporate social responsibility and employer brands. All three concepts were investigated amongst 550 senior college business students. The units of analysis were top twenty national organizations, rated according to a syndicated study on employer attractiveness. The results show that students assign good reputation to those organizations that are perceived as socially responsible and with a good employer brand. Reputation, at least according to our results, seems to be the umbrella concept that encompasses both perceived corporate social responsibility and perceived employer brands. Organizations that develop different strategies, policies and practices with regards to socially responsible behavior and nurturing employer brands have higher levels of perceived reputation among students. Additionally, students' perceptions and position on the list of the most attractive employers is consistent. 相似文献