The Affective Impact of Financial Skewness on Neural Activity and Choice

Few finance theories consider the influence of “skewness” (or large and asymmetric but unlikely outcomes) on financial choice. We investigated the impact of skewed gambles on subjects' neural activity, self-reported affective responses, and subsequent preferences using functional magnetic resonance imaging (FMRI). Neurally, skewed gambles elicited more anterior insula activation than symmetric gambles equated for expected value and variance, and positively skewed gambles also specifically elicited more nucleus accumbens (NAcc) activation than negatively skewed gambles. Affectively, positively skewed gambles elicited more positive arousal and negatively skewed gambles elicited more negative arousal than symmetric gambles equated for expected value and variance. Subjects also preferred positively skewed gambles more, but negatively skewed gambles less than symmetric gambles of equal expected value. Individual differences in both NAcc activity and positive arousal predicted preferences for positively skewed gambles. These findings support an anticipatory affect account in which statistical properties of gambles—including skewness—can influence neural activity, affective responses, and ultimately, choice

Ethnic diversity as a multilevel construct:the combined effects of dissimilarity, group diversity, and societal status on learning performance in work groups

The authors present a model of the multilevel effects of diversity on individual learning performance in work groups. For ethnically diverse work groups, the model predicts that group diversity elicits either positive or negative effects on individual learning performance, depending on whether a focal individual’s ethnic dissimilarity from other group members is high or low. By further considering the societal status of an individual’s ethnic origin within society (Anglo versus non-Anglo for our U.K. context), the authors hypothesize that the model’s predictions hold more strongly for non-Anglo group members than for Anglo group members. We test this model with data from 412 individuals working on a 24-week business simulation in 87 four- to seven-person groups with varying degrees of ethnic diversity. Two of the three hypotheses derived from the model received full support and one hypothesis received partial support. Implications for theory development, methods, and practice in applied group diversity research are discussed

Ambiguity, complexity and dynamics in the membership of collaboration

This paper is concerned with the role that membership structures of inter-organizational collaborations have on the achievement of collaborative advantage in the context of tackling social issues. Based on action research involving participants in a wide variety of collaborative situations, the paper aims to explore the nature of the membership of collaborations in practice. A picture of membership is built up from two perspectives. The first considers the structure of collaboration, and argues that ambiguity and complexity in structure may be demonstrated over many dimensions. The second adds another layer of complication through exploring the dynamics of the way in which membership structures change over time. The paper concludes by examining the implications for practitioners and policy makers of this picture in terms of its effect on the design of collaborations and on the factors which tend to lead to collaborative inertia instead of collaborative advantage

24-Karat or fool’s gold? Consequences of real team and co-acting group membership in healthcare organizations

Although theory on team membership is emerging, limited empirical attention has been paid to the effects of different types of team membership on outcomes. We propose that an important but overlooked distinction is that between membership of real teams and membership of co-acting groups, with the former being characterized by members who report that their teams have shared objectives, and structural interdependence and engage in team reflexivity. We hypothesize that real team membership will be associated with more positive individual- and organizational-level outcomes. These predictions were tested in the English National Health Service, using data from 62,733 respondents from 147 acute hospitals. The results revealed that individuals reporting the characteristics of real team membership, in comparison with those reporting the characteristics of co-acting group membership, witnessed fewer errors and incidents, experienced fewer work related injuries and illness, were less likely to be victims of violence and harassment, and were less likely to intend to leave their current employment. At the organizational level, hospitals with higher proportions of staff reporting the characteristics of real team membership had lower levels of patient mortality and sickness absence. The results suggest the need to clearly delineate real team membership in order to advance scientific understanding of the processes and outcomes of organizational teamwork

1960

Recent Developments Affecting Golf Course Design (page 1) From the Editor (3) Five Year Results (3) Turf Management Club News (4) Quotes from 1960 Seniors (5) Poa annua - - Friend or Foe (6) The Horticulture Show (7) Cartoons (8) Message from the Winter School President of 1960 (10) The Most Outstanding Turf Senior for 1959 (10) The Value of the Proper Use of Lime (11) Summer Placement (12) A Greenhouse on the Golf Course (13) More Opportunities in the Future for the Aggressive Superintendent at Country Clubs (14) Soil, Sawdust and Turfgrass (15) Picture - Senior Stockbridge Turf majors (16) Picture - Freshman Stockbridge Turf majors (17) Susceptibility of Merion Bluegrass to Stripe Smut (18) Bents in the South (19) Picture - Honorary Members of Turf Management Club (20) Picture - Graduates of Winter School for Turf mangers- 1960 (21) Weather - We are Going to Have Weather, Whether or Not - What Should we Expect by O. Tennebaum & R. E. Lautzenheiser (A-1) The Nature of Winter Injury to Plants by Dr. Johnson Parker (A-1) Turf Problems: You Name it and We\u27ve Had It in \u2759 by Alexander Radko ad T.T. Taylor (A-3) Topdressing Experiences with Greens at Century by James Fulwider (A-5) Poa annua - Fairway Rennovation at winged Foot by Sherwood A. Moore (A-6) Winter Problems at Ekwanaok by Paul O\u27Leary (A-8) Progress Through Drainage by Kayem Ovian (A-10) Winter Injury on Home Lawns by Orlando Capizzi (A-12) The Status of Pre-emergence Chemicals for the Control of Crabgrass by Dr. E. Engel (A-12) Turf Nurseries - Establishment, Maintenance & Utilization by Robert Grant (A-14) Soil Compaction by Dr. R. B. Alderfer (A-16) Water Management Practices on Turf Areas by Dr. J.R. Watson (A-18) Getting to Know Your Members by Owen Griffith (A-23) New Trends in Clubhouse Landscaping by Alfred Boicourt (A-26) General Lawn Management (Alternate Session) Conserving Soil for a good Lawn by Dr. William G. Colby (A-27) Fertilizting and Liming by Dr. Joseph Steckel (A-28) Grasses and Grass Mixtures for New England Lawns by Dr. Robert Schery (A-29) The Care and Maintenance of Establishment Lawns by Dr. John R. Davi

Job satisfaction and motivation of health workers in public and private sectors: cross-sectional analysis from two Indian states

<p>Abstract</p> <p>Background</p> <p>Ensuring health worker job satisfaction and motivation are important if health workers are to be retained and effectively deliver health services in many developing countries, whether they work in the public or private sector. The objectives of the paper are to identify important aspects of health worker satisfaction and motivation in two Indian states working in public and private sectors.</p> <p>Methods</p> <p>Cross-sectional surveys of 1916 public and private sector health workers in Andhra Pradesh and Uttar Pradesh, India, were conducted using a standardized instrument to identify health workers' satisfaction with key work factors related to motivation. Ratings were compared with how important health workers consider these factors.</p> <p>Results</p> <p>There was high variability in the ratings for areas of satisfaction and motivation across the different practice settings, but there were also commonalities. Four groups of factors were identified, with those relating to job content and work environment viewed as the most important characteristics of the ideal job, and rated higher than a good income. In both states, public sector health workers rated "good employment benefits" as significantly more important than private sector workers, as well as a "superior who recognizes work". There were large differences in whether these factors were considered present on the job, particularly between public and private sector health workers in Uttar Pradesh, where the public sector fared consistently lower (<it>P </it>< 0.01). Discordance between what motivational factors health workers considered important and their perceptions of actual presence of these factors were also highest in Uttar Pradesh in the public sector, where all 17 items had greater discordance for public sector workers than for workers in the private sector (<it>P </it>< 0.001).</p> <p>Conclusion</p> <p>There are common areas of health worker motivation that should be considered by managers and policy makers, particularly the importance of non-financial motivators such as working environment and skill development opportunities. But managers also need to focus on the importance of locally assessing conditions and managing incentives to ensure health workers are motivated in their work.</p