Spatial economy: high-tech glossary or new regional economics?

"The Spatial Economy Cities, Regions and International Trade", by Masahisa Fujita, Paul Krugman and Anthony J. Venables, has been seen as the best synthesis of the so-called new economic geography. The purpose of this paper is twofold: first, to review the book; and second, to place it in the current debate on regional economics. The first part of the paper is a brief introduction that situates the book in the history of regional economics. In the second part, a description and analysis of the basic models, their variations and applications are presented. The debate on regional economics concerning the theory proposed in the book is in the third part. Two aspects are stressed: the criticisms on the core-periphery model and how it incorporates regional diversity The fourth topic is a critical assessment of the achievements and originality of the new economic geography analysis.regional economics; economic geography; industrial agglomerations; monopolistic competition

Can we measure hospital quality from physicians' choices?

In this paper, we propose an alternative methodology for ranking hospitals based on the choices of Medical School graduates over hospital training vacancies. Our methodology is therefore a revealed preference approach. Our methodology for measuring relative hospital quality has the following desirable properties: a) robust to manipulation from hospital administrators; b) conditional on having enough observations, it allows for differences in quality across specialties within a hospital; c) inexpensive in terms of data requirements, d) not subject to selection bias from patients nor hospital screening of patients; and e) unlike other rankings based on experts' evaluations, it does not require physicians to provide a complete ranking of all hospitals. We apply our methodology to the Spanish case and find, among other results, the following: First, the probability of choosing the best hospital relative to the worst hospital is statistically significantly different from zero. Second, physicians value proximity and nearby hospitals are seen as more substitutable. Third, observable time-invariant city characteristics are unrelated to results. Finally, our estimates for physicians' hospital valuations are significantly correlated to more traditional hospital quality measures

A methodology to measure hospital quality using physicians' choices over training vacancies

In this paper, we propose an alternative methodology to rank hospitals based on the choices of Medical Schools graduates over training vacancies. We argue that our measure of relative hospital quality has the following desirable properties: a) robustness to manipulation from the hospital's administrators; b) comprehensiveness in the scope of the services analyzed; c) inexpensive in terms of data requirements, and d) not subject to selection biases. Accurate measures of health provider quality are needed in order to establish incentive mechanisms, to assess the need for quality improvement, or simply to increase market transparency and competition. Public report cards in certain US states and the NHS ranking system in the UK are two attempts at constructing quality rankings of health care providers. Although the need for such rankings is widely recognized, the criticisms at these attempts reveal the difficulties involved in this task. Most criticisms alert to the inadequate risk-adjustment and the potential for perverse consequences such as patient selection. The recent literature, using sophisticated econometric models is capable of controlling for case-mix, hospital and patient selection, and measurement error. The detailed data needed for these evaluations is, however, often unavailable to researchers. In those countries, such as Spain, where there is neither public hospital rankings nor public data on hospital output measures such as mortality rates our methodology is a valid alternative. We develop this methodology for the Spanish case. In a follow-up paper we will present results using Spanish data. In Spain graduates choose hospital training vacancies in a sequential manner that depends on their average grade. Our framework relies on three assumptions. First, high quality hospitals provide high quality training. Second, graduates are well informed decision makers who are well qualified to assess hospital quality. Third, they prefer to choose a high quality vacancy rather than a low quality one ceteris paribus. If these assumptions hold, then the first physicians to choose are likely to grab the best vacancies while the ones who choose last are stuck with the worst available. Thus, it is possible to infer from physicans' choices quality differentials amongst hospitals. We model the physician's decision as a nested-logit a la McFadden. Unlike in standard applications of McFadden's model, in our application the choice set is not constant across physicians but it shrinks along the sequential hospital choice proces

INDUSTRIAL CORES AND PERIPHERIES IN BRAZIL

The aim of this paper is to identify the Brazilian industrial cores and peripheries. The study is based on two sets of data: the first describes 35600 industrial firms, and the second has information on the economic, social and urban structure of 5507 cities (2000). The conclusions are: (1) 84% of the industrial value-added (IVA) is concentrated in some type of industrial cluster; (2) 75% is in 15 spatial industrial agglomerations, which are industrial clusters with industrialized peripheries; (3) the are other 23 industrial cluster (local industrial agglomerations and industrial enclaves) with 9% of IVA; (4) the remaining 16% is geographically dispersed. Our main conclusion is: the Brazilian economic space is a mixed case. It is not a set of disconnected or isolated industrial islands, but it is still behind a full regional economic integration.

A METHODOLOGY TO MEASURE HOSPITAL QUALITY USING PHYSICIANS' CHOICES OVER TRAINING VACANCIES

In this paper, we propose an alternative methodology to rank hospitals based on the choices of Medical Schools graduates over training vacancies. We argue that our measure of relative hospital quality has the following desirable properties: a) robustness to manipulation from the hospital’s administrators; b) comprehensiveness in the scope of the services analyzed; c) inexpensive in terms of data requirements, and d) not subject to selection biases. Accurate measures of health provider quality are needed in order to establish incentive mechanisms, to assess the need for quality improvement, or simply to increase market transparency and competition. Public report cards in certain US states and the NHS ranking system in the UK are two attempts at constructing quality rankings of health care providers. Although the need for such rankings is widely recognized, the criticisms at these attempts reveal the difficulties involved in this task. Most criticisms alert to the inadequate risk-adjustment and the potential for perverse consequences such as patient selection. The recent literature, using sophisticated econometric models is capable of controlling for case-mix, hospital and patient selection, and measurement error. The detailed data needed for these evaluations is, however, often unavailable to researchers. In those countries, such as Spain, where there is neither public hospital rankings nor public data on hospital output measures such as mortality rates our methodology is a valid alternative. We develop this methodology for the Spanish case. In a follow-up paper we will present results using Spanish data. In Spain graduates choose hospital training vacancies in a sequential manner that depends on their average grade. Our framework relies on three assumptions. First, high quality hospitals provide high quality training. Second, graduates are well informed decision makers who are well qualified to assess hospital quality. Third, they prefer to choose a high quality vacancy rather than a low quality one ceteris paribus. If these assumptions hold, then the first physicians to choose are likely to grab the best vacancies while the ones who choose last are stuck with the worst available. Thus, it is possible to infer from physicans’ choices quality differentials amongst hospitals. We model the physician’s decision as a nested-logit a la McFadden. Unlike in standard applications of McFadden’s model, in our application the choice set is not constant across physicians but it shrinks along the sequential hospital choice process

N-Relaxion: Large Field Excursions from a Few Site Relaxion Model

Relaxion models are an interesting new avenue to explain the radiative stability of the Standard Model scalar sector. They require very large field excursions, which are difficult to generate in a consistent UV completion and to reconcile with the compact field space of the relaxion. We propose an N-site model which naturally generates the large decay constant needed to address these issues. Our model offers distinct advantages with respect to previous proposals: the construction involves non-abelian fields, allowing for controlled high energy behaviour and more model building possibilities, both in particle physics and inflationary models, and also admits a continuum limit when the number of sites is large, which may be interpreted as a warped extra dimension.Comment: 7 pages, 2 figures; v2: version to appear in PR

Espiritualidade no local de trabalho : da liderança ao empenhamento na Cybermap, Lda

Dissertação de Mestrado em Gestão de Empresas/MBACom o presente estudo pretende-se aferir a presença de Espiritualidade no Local de Trabalho e sua influência nas componentes Afetiva, Normativa e Instrumental de Empenhamento Organizacional, bem como verificar a influência da Liderança Espiritual e Capital Pessoal no constructo central deste trabalho. Procedeu-se à análise de conteúdo de 21 Entrevistas, Observações Etnográficas e Documentação, recolhidas numa organização Açoriana, com posterior triangulação junto dos participantes. Verificou-se que a predominância da componente Afetiva e consequente comportamento de Cidadania Organizacional resultou sobretudo da satisfação da necessidade por pertença e apreço (Sentido de Comunidade) e da congruência entre autoconceito e função/trabalho desempenhado (Vida Interior). Tanto o Sentido de Comunidade como a Vida Interior foram predominantemente influenciados pela Liderança Espiritual através da Fé/Esperança demonstrada na Visão e colaboradores e prática de valores de Amor Altruísta. Em termos de Capital Pessoal, a Sociabilidade influenciou, acima de tudo, o Sentido de Comunidade e a apetência natural pelo desafio a expressão de Vida Interior. Estes resultados salientam elementos que podem ser usados pela liderança nas atividades de gestão, recrutamento e seleção como fonte de Espiritualidade no Local de Trabalho e consequente contributo positivo para o Empenhamento Organizacional e Cidadania Organizacional.ABSTRACT: The present study aims to assess the presence of Spirituality at Work and its influence on Affective, Normative and Continuance components of Organizational Commitment. It is also an objective of this study to determine the influence of Spiritual Leadership and Personal Capital on the central construct. 21 interviews were conducted and analysed together with ethnographic observations and documentation, collected in an Azorean organization, with subsequent member checking. It was found that the Affective component and consequent Organizational Citizenship Behaviour prevails primarily when the belonging and appreciation needs (Sense of Community) are satisfied and when self-concept and function/work developed (Inner Life) are congruent. Both the Sense of Community and the Inner Life were predominantly influenced by Spiritual Leadership through the Faith/Hope on the Vision and employees as well as through the practice of Altruistic Love values. In terms of Personal Capital, the Sociability influenced, above all, the Sense of Community and the employees’ challenge-craving attitude, influenced, in turn, mainly, the expression of Inner Life. These results highlight elements that can be used by leadership in management, recruitment and selection processes as a source of Spirituality at Work and consequent positive contribute to Organizational Commitment and Organizational Citizenship Behaviour