The relationship between public and private bicycle use: the case of Seville

Despite the success achieved by Public Bicycle Sharing Systems (PBSS) across the world, several researchers provide evidence on their limitations and constraints in a medium-long term, and bicycle ownership may be considered as a complementary tool to promote a 'bicycle-culture'. This paper aims to cover the gap about the interaction between both systems (public bicycle / private bicycle) and which are the key aspects to explain the bicycle-buying decision. After a fieldwork based on surveys conducted in Seville (Spain), one of the cities currently acknowledged worldwide for its successful policy of promoting cycling, we apply a Discrete Choice Model. Our findings show that among the socio-demographic factors that favor the move from the PBSS to the private bicycle are: having a higher level of education, being more progressive ideologically-speaking, and being a resident of the city itself; while age and gender do not appear to be conclusive. Experienced users, for whom the bicycle is a part of his /her healthy lifestyle, state a greater willingness to buy a bicycle. And the main obstacles to make the jump from the PBSS to the private bicycle, and that any action plan to support private bicycle usage should take into account, are: the lack of proper parking at the origin/destination, and fear of theft

Include 2011 : The role of inclusive design in making social innovation happen.

Include is the biennial conference held at the RCA and hosted by the Helen Hamlyn Centre for Design. The event is directed by Jo-Anne Bichard and attracts an international delegation

Employee Compensation: Research and Practice

[Excerpt] An organization has the potential to remain viable only so long as its members choose to participate and engage in necessary role behaviors (March & Simon, 1958; Katz & Kahn, 1966). To elicit these contributions, an organization must provide inducements that are of value to its members. This exchange or transaction process is at the core of the employment relationship and can be viewed as a type of contract, explicit or implicit, that imposes reciprocal obligations on the parties (Barnard, 1936; Simon, 1951; Williamson, 1975; Rousseau, 1990). At the heart of that exchange are decisions by employers and employees regarding compensation

Housework and couple satisfaction: Satisfaction with housework division and gender ideology among Italian dual-earner couples

This article reports on a study that examined the division of housework in 105 Italian dual-earner couples and the relationships between this division, the participants\u2019 satisfaction with it, gender ideology, and couple satisfaction. The findings show that women devoted much more time to housework than men, performed a greater number of routine female tasks, and reported lower levels of satisfaction with housework arrangements. However, women and men did not differ in levels of couple satisfaction. Satisfaction with housework distribution was found to mediate the relationship between actual housework performance and couple satisfaction in different ways for women and men: Women\u2019s couple satisfaction was explained by satisfaction with the distribution of traditionally female (routine) tasks and men\u2019s couple satisfaction was linked to satisfaction with the distribution of hours devoted to housework. Gender ideology directly influenced couple satisfaction: Women and men with less traditional gender ideologies were more satisfied with their relationships

Determinants of social and institutional beliefs about internet acceptance within developing country’s context: A structural evaluation of higher education systems in Pakistan

This study aims to extend a model of technology acceptance to suit in developing country’s context. The model attempts to identify relationship between social and institutional factors over behavioural intention and usage. Recently, ‘acceptance and adoption of information technology (IT) in multicultural setting’ is becoming topic of interest for IS researchers. In this line, numerous theories and models are proposed to contribute in examining factors of IT acceptance and reluctance. It is argued that the models in published literature are found culturally biased, which successfully present results in only American and European context, however, their validity became questionable when they were tested in south Asian countries context. Additionally, lack of research is observed to predict individual’s cognitive behaviour of acceptance, which are influenced by social factors (i.e. peer influence and superior influence, voluntariness, experience) and institutional factors (i.e. local institutional management influence and top-level governmental policies influence). This study used Structural Equation Modelling (SEM) based on Partial Least Square (PLS) method to analyse the data. The results reveal that the proposed conceptual model achieves acceptable fit and the hypothesised paths are valid

Employee Perception on Commitment Oriented Work Systems

Human resource management (HRM) does matter! Prior empirical research, summarized and classified in the work of Delery and Doty (1996), Guest (1997) and Boselie et al. (2000), suggests significant impact of HRM on the competitive advantage of organizations. The mainstream research on this topic reveals encouraging results on organizational level. Further research on the perception of the individual employee may reveal new insights in the effectiveness of HRM in organizations. Now we have the opportunity to study recent empirical data of a Dutch employment agency. These data on individual employee level provide us new insights in the perception of commitment oriented HR systems and their relationship with perceived job security and employee trust. High scores on employee participation, payment system, training and development, information sharing, and support of the direct supervisor result in employee trust and high scores on perceived job security.human resource management;performance;commitment (versus control) systems;employee trust;perceived job security

The Role of Trust in Explaining Food Choice: Combining Choice Experiment and Attribute Best−Worst Scaling

This paper presents empirical findings from a combination of two elicitation techniques—discrete choice experiment (DCE) and best–worst scaling (BWS)—to provide information about the role of consumers’ trust in food choice decisions in the case of credence attributes. The analysis was based on a sample of 459 Taiwanese consumers and focuses on red sweet peppers. DCE data were examined using latent class analysis to investigate the importance and the utility different consumer segments attach to the production method, country of origin, and chemical residue testing. The relevance of attitudinal and trust-based items was identified by BWS using a hierarchical Bayesian mixed logit model and was aggregated to five latent components by means of principal component analysis. Applying a multinomial logit model, participants’ latent class membership (obtained from DCE data) was regressed on the identified attitudinal and trust components, as well as demographic information. Results of the DCE latent class analysis for the product attributes show that four segments may be distinguished. Linking the DCE with the attitudinal dimensions reveals that consumers’ attitude and trust significantly explain class membership and therefore, consumers’ preferences for different credence attributes. Based on our results, we derive recommendations for industry and policy

Improving skills for more and better jobs?

I use data from the ECHP to assess the effects of adult training on individual labour market performance. Although I find that employee training has a clear impact on wage growth only in the case of young or highly educated employees, it appears to have a stronger impact on employment security in the case of both older and low-educated workers. The contradiction is only apparent since, as standard in the literature, training wage premia are estimated on a censored sample including only employed workers. Due to the existence of downward wage rigidity, one can expect that those workers who are unable to maintain their productivity (due, for instance, to skill obsolescence) are more frequently laid–off and thereby excluded from our sample. Once foregone income due to unemployment spells is taken into account, it can be concluded that training positively affects earnings at any age and level of educational attainment. In spite of these high ex post private return, pervasive market failures justify a pro-active approach to training policy. I argue that co-financing arrangements — under which governments, employers and/or employees jointly finance training — can better leverage the required resources to upgrade the competences of those in employment. Co-financing schemes, if carefully designed, seem to be potentially effective in reducing under-provision of training — both overall and for specific groups — in a way that minimises deadweight losses, although specific programmes for the unemployed or the inactive might require full government funding.Training; wages; job security; training policy; ECHP