The Federal Home Loan Bank system : the "other" housing GSE.

Founded in 1932, the twelve Federal Home Loan Banks (FHLBs) have historically provided long-term funding to specialized mortgage lenders. But legislative changes in the wake of the 1980s’ thrift crises spurred the FHLBs to expand in both size and scope. For example, FHLB balance sheets now also include a substantial investment in mortgages and mortgage-backed securities, and the attendant interest rate risk has created financial and accounting difficulties at some of the FHLBs. ; Like Fannie Mae and Freddie Mac, the FHLB System is a government-sponsored enterprise that funds itself largely with federal agency debt obligations that investors perceive to be implicitly guaranteed by the U.S. government. This article identifies some differences in risk-taking incentives between the cooperatively owned FHLB System and investor-owned Fannie Mae and Freddie Mac. ; Cooperative ownership itself does not reduce FHLB risk-taking incentives because, unlike many mutuals, the FHLB System does not bundle its equity and debt claims. Also, the joint-and-several liability provision in the FHLBs’ consolidated debt obligations and a lack of equity market discipline may heighten FHLB risk-taking incentives. However, the FHLBs cannot avail themselves of equity-based managerial compensation, which create high-powered risk-taking incentives in investor-owned firms. Thus, it is unclear whether the FHLBs’ risk-taking incentives are necessarily weaker than Fannie Mae’s and Freddie Mac’s.Federal home loan banks

The Poetics of Dissolution: The Representation of Maori Culture in Janet Frame's Fiction

This essay examines Janet Frame's early short story "The Lagoon", and argues that the story alludes to Maori experience, albeit tangentially, in a way which anticipates similar evocations in novels such as A State of Siege and The Carpathians. A close reading shows that cultural imperialism in Frame runs parallel to, or is a side-effect of, interpersonal appropriations. These, in turn, seem to be rooted in human beings' reluctance to accommodate otherness. Recurrently Janet Frame points to a model of cultural and interpersonal interaction which is detached from proprietorial forms of appropriation, but which entails nothing less than the dissolution of the ruling ego. Selfdissolution shall emerge in this reading as the key to a utopian state consisting of the total permeability between the self and the remainder of the world. In this state, transactions become reciprocal since the divisions between self and non-self no longer exist

Does Defining More Anchors on Behaviorally Anchored Rating Scales Increase Rater Accuracy in Employment Interviews?

This research study seeks to determine if defining more anchors on behaviorally anchored rating scales increases rater accuracy in ratings of employment interview responses. Additionally, the study will investigate if there are differences in accuracy of ratings between situational and behavioral interviews. Past research has found that BARS produces more accurate ratings when compared to other scales such as a Likert scale. Little research has been conducted regarding how many anchors should include behavioral descriptions on BARS. We propose that defining five anchors on BARS will produce more accurate results compared to only defining three anchors. Participants will be recruited from a Southeastern University. Participants will view both situational and behavioral interviews and rate the responses on behaviorally anchored rating scales

The Measure of Adaptive Performance (MAP) scale: A confirmatory factor analysis with law enforcement officers

This study attempted to validate the Measurement of Adaptive Performance (MAP) using confirmatory factor analysis (CFA) on a group of law enforcement officials. The adaptability literature lacks construct clarity, so developing reliable and valid scales is a critical step toward conducting research that can answer important questions related to adaptability. Understanding employee adaptability would lead to better selection and retention practices because employers would have scientific information available to help them make better decisions about current and future employees. The results provide some evidence of the MAP model being a good fit for the data. Further research should be done to empirically examine the MAP

The Effect of Job-School Similarity on Work-School Conflict and Work-School Facilitation

A recent study out of Georgetown University found that 40 percent of undergraduates and 76 percent of graduate students work full-time. Although these percentages are relatively high, working students have traditionally been understudied (Park & Sprung, 2017). The dual demand of scholarly activities and job requirements can create inter-role conflict, which occurs when the demands of one area interfere with demands of another (Oviatt et al., 2017). Ample literature exists concerning role conflict, but work-school conflict has only recently garnered more attention. Work-school conflict (WSC) is defined as conflict that occurs when work requires time away from school or when work creates strain that can affect school performance (Markel & Frone, 1998). High WSC has been associated with higher levels of substance use, poor academic performance, depressive symptoms, and lower physical health (Butler, 2007; Oviatt et al., 2017). Poor job satisfaction and high levels of burnout are also correlated with WSC (Laughman, et al., 2016). The benefits of studying WSC are abundant. Laughman et al. (2016) found burnout associated with WSC was positively correlated with turnover intentions. A better understanding of WSC could allow managers to monitor workloads for students who may be experiencing WSC related burnout. Similarly, students may benefit from a better understanding of how work and school environments relate; this may help with aspects of work-school facilitation (WSF). WSF occurs when activities and experiences at work enhance students’ ability to meet their school requirements, and a positive relationship has been reported between WSF and school performance (Butler, 2007). Job-school congruence (JSC) is a related concept that occurs when job requirements and collegiate learning are complimentary (Butler, 2007). JSC occurs when knowledge gained in school is directly applied to the work setting. Job-school similarity concerns the extent to which a student’s academic interests match the job. For example, a student may find a higher level of facilitation if the job was closely related to his/her preferred major. The purpose of this study is to measure the effects of job-school similarity on WSC, WSF, academic performance, academic satisfaction, and job satisfaction. Hypothesis 1: More job-school similarity is related to decreased WSC. Hypothesis 2: More job-school similarity is related to increased WSF. Hypothesis 3: More job-school similarity is related to better academic performance. Hypothesis 4: More job-school similarity is related to higher academic satisfaction. Hypothesis 5: More job-school similarity is related to higher job satisfaction

The Dynamics of Sustained Reentry in a Loop Model with Discrete Gap Junction Resistance

Dynamics of reentry are studied in a one dimensional loop of model cardiac cells with discrete intercellular gap junction resistance ($R$). Each cell is represented by a continuous cable with ionic current given by a modified Beeler-Reuter formulation. For $R$ below a limiting value, propagation is found to change from period-1 to quasi-periodic ($QP$) at a critical loop length ($L_{crit}$) that decreases with $R$. Quasi-periodic reentry exists from $L_{crit}$ to a minimum length ($L_{min}$) that is also shortening with $R$. The decrease of $L_{crit}(R)$ is not a simple scaling, but the bifurcation can still be predicted from the slope of the restitution curve giving the duration of the action potential as a function of the diastolic interval. However, the shape of the restitution curve changes with $R$.Comment: 6 pages, 7 figure

Examining the Reasons for and Barriers to Becoming a Police Officer

With ever-growing tension between police and the community, both police organizations and communities are recognizing the need and working toward increased representation in police organizations (Brunson, 2007; Szeto, 2014). Despite the effort of many police organizations over the years, the problem of underrepresentation has not improved (Jordan, Fridell, Fagiani, & Kubu, 2009). It has become clear that there is something that has yet to be identified and/or studied preventing underrepresented populations from being interested in or recruited into police organizations. The U.S. Department of Justice and Equal Employment Opportunity Commission’s 2016 report on Advancing Diversity in Law Enforcement identified three factors that may impact the recruitment of those in underrepresented communities into police organizations. These factors include lack of trust in police, the reputation or operational practices of police organizations, and lack of awareness of career opportunities in police organizations. While these factors were identified in the report, there was a lack of research supporting the factors. In an effort to gain a better understanding of what is preventing underrepresented groups from joining law enforcement, participants’ perceptions of trust, culture/policies/practices, and career opportunities in police organizations will be measured. Additionally, motivation to become a police officer and interest in a career as a police officer will be measured to increase the understanding of what does or does not contribute to underrepresented communities being interested in a career as a police officer. Regression analysis will be performed to predict interest in becoming a police officer by using the variables of trust, culture, policies/practices, and career opportunity

3D-Printed Patient-Specific ACL Femoral Tunnel Guide from MRI

Peer reviewedPublisher PD

Usage of Credit Information in the Selection Process: A Unique Contribution

Using credit information for employee selection began around 1988, after polygraph tests for such purposes were banned. Organizations sought other methods that predicted employees’ behavior and gave insight into their honesty, responsibility and integrity. Since the early 1990s, credit information’s influence on hiring decisions has increased significantly. As of 2010, 47% of organizations use credit information for specific jobs, and 13% use them for all jobs (Bryan & Palmer, 2012). The U.S. Equal Employment Opportunity Commission (EEOC) reported that organizations screen for negative credit histories and use that information to impact their hiring decisions (Bryan & Palmer, 2012). Many organizations anecdotally believe credit information indicates responsibility, honesty and accountability. This belief has face validity in the financial industry. Credit information has face validity in two ways during employee selection at financial institutions: 1) financial history relates to an ability to handle financial accounts, and 2) the opportunity to steal is greater at financial institutions (Nielson & Kuhn, 2009). While there may be face validity in the financial industry, most industries are relying on credit information to measure candidates’ conscientiousness and honesty. The assumption is that poor credit information implies some level of irresponsibility, which has the potential for workplace dishonesty or fraud (Bryan & Palmer, 2012). A study at Eastern Kentucky University on the validity of credit reports in predicting performance appraisal ratings and termination found no correlation between credit history and performance ratings (Bryan & Palmer, 2012). The purpose of this study is to determine if credit information has any unique contribution to the selection process, or if it is made redundant through other methods such as background and criminal checks. Data from a large government organization will be used, along with their selection process methods, to determine how much overlap exists between the different variables used in their selection process. A bivariate regression will be run on individual selection variables and a multiple regression will be run on the selection variables collectively. This study hopes to provide a better understanding of the unique contribution credit information may provide to the selection process