Elementary proof of congruences involving sum of binomial coefficients

We provide elementary proof of several congruences involving single sum and multisums of binomial coefficients.Comment: 9 page

Series Evaluation of a Quartic Integral

We present a new single sum series evaluation of Moll's quartic integral and present two new generalizationsComment: 4 page

Editor’s Note

Denna studie ämnar att beskriva hur kunskapsintensiva företag hanterar den kunskap som konsulter bidrar med vid introduktion, i det dagliga arbetet och hur de möjliggör för överföring av kunskapen när konsulten lämnar företaget. En fallstudie på två stora internationella företag har genomförts och empiri samlades in genom semistrukturerade intervjuer. Resultatet visar att företagen har likartade introduktioner med fokus på organisatoriska och individuella kunskaper. Vilket syfte konsulten har i företaget påverkar kunskapsintegreringen inom arbetet. Även organisationsstrukturen och konsultens placering inom företaget har effekter för kunskapsintegreringen. Konsulten bidrar med flexibilitet, vilket innebär att företaget bör sträva efter att genomföra integrerande praktiker under arbetets gång, och inte fokusera på överlämningen enbart när konsulten lämnar företaget

Between Meritocracy and Ethnic Discrimination: The Gender Difference

Using a two stage correspondence test methodology, this study tests employer priors against job-applicants with Arabic names compared to job-applicants with Swedish names. In the first stage, employers are sent CVs of equal observable quality. Thereafter, in the second stage, the CVs with Arabic names are given an advantage of, on average, two more years of relevant work experience. This setup allows us to test the strength of unfavorable priors against job-applicants with Arabic names and to what degree these priors are revised, on average, when resumes are enhanced. Results indicate no significant differences in call-backs for female applicants when CVs with Arabic names are enhanced. The call-back gap for men however remains large and significant despite a positive adjustment of CVs with Arabic names. This implies that negative priors against male job applicants with Arabic names are not revised by an increase in observable merits.correspondence testing, ethnic discrimination, biased testing, gender

Between Meritocracy and Ethnic Discrimination: The Gender Difference

Using a two stage correspondence test methodology, this study tests employer priors against job-applicants with Arabic names compared to job-applicants with Swedish names. In the first stage, employers are sent CVs of equal observable quality. Thereafter, in the second stage, the CVs with Arabic names are given an advantage of, on average, two more years of relevant work experience. This setup allows us to test the strength of unfavorable priors against job-applicants with Arabic names and to what degree these priors are revised, on average, when resumes are enhanced. Results indicate no significant differences in call-backs for female applicants when CVs with Arabic names are enhanced. The call-back gap for men however remains large and significant despite a positive adjustment of CVs with Arabic names. This implies that negative priors against male job applicants with Arabic names are not revised by an increase in observable merits.Correspondence Testing; Ethnic Discrimination; Biased Testing; Gender

How HR Professionals Perceive Change and Their Role In It - A qualitative study

Abstract Essay/Thesis: 30 hp Program and/or course: Master Thesis in Strategic HRM and Labour relations Level: Second Cycle Semester/year: Spring 2017 Supervisor: Freddy Hällsten Examiner: Karin Allard Report No: Keywords: Human Resources, Change agent, Planned approach on change Emergent approach on change, Role conflict, Role ambiguity Purpose: The purpose of this study is to describe and analyse the impression HR professionals have on change. Theory: The theoretical frameworks used in this study are the nature of change and roles in organisations. The first framework refers to two different stances on perceiving change, namely ‘the planned approach’ and ‘the emergent approach’. These are used to analyse how the respondents perceive change. The second framework includes ‘role expectations’, ‘role conflict’ and ‘role ambiguity’. These are used as tools to analyse how the respondents perceive their role in change. Method: The study has applied a qualitative research design with semi-structured interviews as the chosen type. The sample consists of twenty-one HR professionals, from both public and private sector. Result: The results show, in contrast to what previous studies have indicated, that HR perceive the area of change and their role in it as important. This role is although perceived to be ambiguous and unclear to some extent. The results also show that a planned approach on change is more common among the HR professionals. Although, the findings indicate that an emergent approach could be of use in organisations, due to the many challenges and risks a planned approach imply. The study emphasises the importance of defining the HR role in change. It is further argued that HR needs to take the role they want to have in change, market themselves better in organisations as well as display how they can contribute