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Journal articles on the topic 'Difference'

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Published: 4 June 2021
Last updated: 30 July 2024

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1

Banzhaf, H. Spencer. "Difference-in-Differences Hedonics." Journal of Political Economy 129, no. 8 (August 1, 2021): 2385–414. http://dx.doi.org/10.1086/714442.

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2

Arkhangelsky, Dmitry, Susan Athey, David A. Hirshberg, Guido W. Imbens, and Stefan Wager. "Synthetic Difference-in-Differences." American Economic Review 111, no. 12 (December 1, 2021): 4088–118. http://dx.doi.org/10.1257/aer.20190159.

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We present a new estimator for causal effects with panel data that builds on insights behind the widely used difference-in-differences and synthetic control methods. Relative to these methods we find, both theoretically and empirically, that this “synthetic difference-in-differences” estimator has desirable robustness properties, and that it performs well in settings where the conventional estimators are commonly used in practice. We study the asymptotic behavior of the estimator when the systematic part of the outcome model includes latent unit factors interacted with latent time factors, and we present conditions for consistency and asymptotic normality. (JEL C23, H25, H71, I18, L66)
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3

Killian, Kyle D. "Differences Making a Difference." Journal of Feminist Family Therapy 12, no. 2-3 (June 26, 2001): 61–103. http://dx.doi.org/10.1300/j086v12n02_03.

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4

Richardson, David B., Ting Ye, and Eric J. Tchetgen Tchetgen. "Generalized Difference-in-Differences." Epidemiology 34, no. 2 (November 29, 2022): 167–74. http://dx.doi.org/10.1097/ede.0000000000001568.

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5

Gottschalck, Nicole, Christina Guenther, and Franz Kellermanns. "When Differences Make a Difference." Academy of Management Proceedings 2018, no. 1 (August 2018): 11446. http://dx.doi.org/10.5465/ambpp.2018.11446abstract.

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6

Hoare, Graham. "83.10 Differences with a Difference." Mathematical Gazette 83, no. 496 (March 1999): 113. http://dx.doi.org/10.2307/3618698.

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7

De Silva, A. W. Brian. "What a Difference...Differences Make." International Journal of Civic, Political, and Community Studies 10, no. 3 (2013): 77–89. http://dx.doi.org/10.18848/2327-0047/cgp/v10i03/43521.

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8

Dretske, Fred. "Differences that Make No Difference." Philosophical Topics 22, no. 1 (1994): 41–57. http://dx.doi.org/10.5840/philtopics1994221/216.

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9

Chen, Zong-Xuan, Kwang Ho Shon, and Zhi-Bo Huang. "Complex Differences and Difference Equations." Abstract and Applied Analysis 2014 (2014): 1. http://dx.doi.org/10.1155/2014/124843.

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10

Cobble, D. S. "Response: The Difference Differences Make." Labor: Studies in Working-Class History of the Americas 2, no. 4 (December 1, 2005): 58–62. http://dx.doi.org/10.1215/15476715-2-4-58.

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11

Abadie, Alberto. "Semiparametric Difference-in-Differences Estimators." Review of Economic Studies 72, no. 1 (January 2005): 1–19. http://dx.doi.org/10.1111/0034-6527.00321.

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12

Deno, Stanley L. "Individual Differences and Individual Difference." Journal of Special Education 24, no. 2 (July 1990): 160–73. http://dx.doi.org/10.1177/002246699002400205.

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13

Jesse, Jörg. "Differences That Make a Difference?" Federal Sentencing Reporter 27, no. 1 (October 1, 2014): 30–32. http://dx.doi.org/10.1525/fsr.2014.27.1.30.

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14

PARENS, ERIK. "What Differences Make a Difference?" Cambridge Quarterly of Healthcare Ethics 7, no. 1 (January 1998): 1–6. http://dx.doi.org/10.1017/s096318019870101x.

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Four years ago The Hastings Center initiated a “pluralism project.” That project gave the Center staff a chance to explore one swath of the theoretical literature concerning how members of democratic regimes ought to think about and respond to the differences among themselves. Much of that literature, produced by philosophers like Charles Taylor, Martha Nussbaum, and John Kekes, is wonderfully articulate about difference in general. But it is nearly silent about how particular categories of difference actually make a difference in the lives of particular individuals negotiating particular institutions.
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15

Kim, Kimin, and Myoung-jae Lee. "Difference in differences in reverse." Empirical Economics 57, no. 3 (June 5, 2018): 705–25. http://dx.doi.org/10.1007/s00181-018-1465-0.

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16

Mannix, Elizabeth, and Margaret A. Neale. "What Differences Make a Difference?" Psychological Science in the Public Interest 6, no. 2 (October 2005): 31–55. http://dx.doi.org/10.1111/j.1529-1006.2005.00022.x.

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SUMMARY—As the workplace has become increasingly diverse, there has been a tension between the promise and the reality of diversity in team process and performance. The optimistic view holds that diversity will lead to an increase in the variety of perspectives and approaches brought to a problem and to opportunities for knowledge sharing, and hence lead to greater creativity and quality of team performance. However, the preponderance of the evidence favors a more pessimistic view: that diversity creates social divisions, which in turn create negative performance outcomes for the group. Why is the reality of diversity less than the promise? Answering this requires understanding a variety of factors, including how diversity is defined and categorized, and the moderating as well as mediating processes that affect the diversity–process–performance linkage. We start with a definition. The word diversity has been used to refer to so many types of differences among people that the most commonly used definition—“any attribute that another person may use to detect individual differences” (Williams & O'Reilly, 1998, p. 81)—while accurate, is also quite broad. As a result, various categorization schemes based on factors such as race or gender, or based on proportions such as the size of the minority, have been used to further refine the definition of diversity in teams. The choices researchers have made in using these categorization schemes, however, do lead to particular tradeoffs. Factor approaches, for example, allow an examination of multiple types of diversity and the interactions among them but ignore the sizes of factions and subgroups. Proportional approaches allow the consideration of minority-group size, and hence the study of issues such as tokenism, but also tend to focus on only one type of diversity and thereby overestimate its relevance relative to other types. The underlying effects of diversity, whichever way it is defined and categorized, have typically been understood through three primary theoretical perspectives: the similarity–attraction paradigm, self- and social categorization, and information processing. These approaches also have their biases. The predictions of similarity–attraction theory are straightforward: Similarity on attributes such as attitudes, values, and beliefs will facilitate interpersonal attraction and liking. Empirical research has supported that surface-level similarity tends to predict affiliation and attraction. The similarity–attraction paradigm was developed to understand dyadic relationships. Yet, individuals can express preferences for membership in particular groups even when they have had no prior social interaction with members of that group. This is primarily a cognitive process of categorization: Individuals are postulated to have a hierarchical structure of self-categorizations at the personal, group, and superordinate levels. Research has demonstrated that the specific categories on which we tend to focus in categorizing others—such as race, gender, values, or beliefs—are likely to be those that are the most distinctive or salient within the particular social context. The act of social categorization activates differential expectations for in-group and out-group members. This distinction creates the atmosphere for stereotyping, in which out-group members are judged more stereotypically than in-group members are. The self-categorization/social-identity and similarity–attraction approaches both tend to lead to the pessimistic view of diversity in teams. In these paradigms, individuals will be more attracted to similar others and will experience more cohesion and social integration in homogeneous groups. The information-processing approach, by contrast, offers a more optimistic view: that diversity creates an atmosphere for enhancing group performance. The information-processing approach argues that individuals in diverse groups have access to other individuals with different backgrounds, networks, information, and skills. This added information should improve the group outcome even though it might create coordination problems for the group. As we disentangle what researchers have learned from the last 50 years, we can conclude that surface-level social- category differences, such as those of race/ethnicity, gender, or age, tend to be more likely to have negative effects on the ability of groups to function effectively. By contrast, underlying differences, such as differences in functional background, education, or personality, are more often positively related to performance—for example by facilitating creativity or group problem solving—but only when the group process is carefully controlled. The majority of these effects have typically been explained in terms of potential mediators such as social integration, communication, and conflict. However, the actual evidence for the input–process–output linkage is not as strong as one might like. Clarifying the mixed effects of diversity in work groups will only be possible by carefully considering moderators such as context, by broadening our view to include new types of diversity such as emotions and networks, and by focusing more carefully on mediating mechanisms. As we delve into advice for organizational teams to enhance the assets of diversity and manage the liabilities, we focus on the benefits of “exploring” as opposed to “exploiting” types of tasks, of bridging diversity through values and goals, and of enhancing the power of the minority. Finally, we end with suggestions for how organizations can learn to create incentives for change within the firm.
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17

Berger, Roberta S., and D. Kim Reid. "Differences That Make a Difference." Journal of Learning Disabilities 22, no. 7 (August 1989): 422–29. http://dx.doi.org/10.1177/002221948902200706.

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18

Smoyak, Shirley A. "Diversity: What Differences Make a Difference?" Journal of Psychosocial Nursing and Mental Health Services 44, no. 4 (April 1, 2006): 4–6. http://dx.doi.org/10.3928/02793695-20060401-01.

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19

Sasabuchi, Yusuke. "Introduction to Difference-in-differences Design." Annals of Clinical Epidemiology 3, no. 3 (2021): 74–77. http://dx.doi.org/10.37737/ace.3.3_74.

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20

Glynn, Adam N., and Konstantin Kashin. "Front-Door Difference-in-Differences Estimators." American Journal of Political Science 61, no. 4 (June 23, 2017): 989–1002. http://dx.doi.org/10.1111/ajps.12311.

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21

Tesio, Melania. "Subtle Differences to Make the Difference." HemaSphere 2, no. 2 (March 2018): e38. http://dx.doi.org/10.1097/hs9.0000000000000038.

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22

Fredriksson, Anders, and Gustavo Magalhães de Oliveira. "Impact evaluation using Difference-in-Differences." RAUSP Management Journal 54, no. 4 (October 14, 2019): 519–32. http://dx.doi.org/10.1108/rausp-05-2019-0112.

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Purpose This paper aims to present the Difference-in-Differences (DiD) method in an accessible language to a broad research audience from a variety of management-related fields. Design/methodology/approach The paper describes the DiD method, starting with an intuitive explanation, goes through the main assumptions and the regression specification and covers the use of several robustness methods. Recurrent examples from the literature are used to illustrate the different concepts. Findings By providing an overview of the method, the authors cover the main issues involved when conducting DiD studies, including the fundamentals as well as some recent developments. Originality/value The paper can hopefully be of value to a broad range of management scholars interested in applying impact evaluation methods.
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23

Jackson, Susan E. "Differences That Might Make a Difference." Contemporary Psychology: A Journal of Reviews 33, no. 11 (November 1988): 964–65. http://dx.doi.org/10.1037/026212.

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24

Houngbedji, Kenneth. "Abadie's Semiparametric Difference-in-differences Estimator." Stata Journal: Promoting communications on statistics and Stata 16, no. 2 (June 2016): 482–90. http://dx.doi.org/10.1177/1536867x1601600213.

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25

Mezey, Susan Gluck. "When Should Differences Make a Difference:." Women & Politics 10, no. 2 (March 21, 1990): 105–20. http://dx.doi.org/10.1300/j014v10n02_08.

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26

Sant’Anna, Pedro H. C., and Jun Zhao. "Doubly robust difference-in-differences estimators." Journal of Econometrics 219, no. 1 (November 2020): 101–22. http://dx.doi.org/10.1016/j.jeconom.2020.06.003.

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27

Becvar, Dorothy S. "Facilitating Differences that Make a Difference." Contemporary Family Therapy 31, no. 1 (December 5, 2008): 1–2. http://dx.doi.org/10.1007/s10591-008-9081-3.

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28

Butts, Kyle, and John Gardner. "did2s: Two-Stage Difference-in-Differences." R Journal 14, no. 3 (December 20, 2022): 162–73. http://dx.doi.org/10.32614/rj-2022-048.

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29

Minton, Robert, and Casey B. Mulligan. "Difference-in-Differences in the Marketplace." Finance and Economics Discussion Series, no. 2024-008 (February 2024): 1–21. http://dx.doi.org/10.17016/feds.2024.008.

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Price theory says that the most important effects of policy and technological change are often found beyond their first point of contact. This appears opposed to econometric methods that rule out spillovers of one person’s treatment on another’s outcomes. This paper uses the industry model from price theory to represent the statistical concepts of treatments and controls. When treated and control observations are in the same market, the controls are indirectly affected by the treatment. Moreover, even the effect of the treatment on the treated reveals only part of the consequence for the treated of treating the entire market, which is often the parameter of interest. Marshall’s Laws of Derived Demand provide a guide for empirical work: precise price-theoretic interpretations of the direct and spillover effects of a treatment, the quantitative relationships between them, and how they correspond to the scale and substitution effects emphasized in price theory.
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30

Chen, Chao-Ju. "The Difference that Differences Make: Asian Feminism and the Politics of Difference." Asian Journal of Women's Studies 13, no. 3 (January 2007): 7–36. http://dx.doi.org/10.1080/12259276.2007.11666028.

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31

Schwarzkopf, Ran. "DO DIFFERENT WOUND DRESSINGS AFTER TOTAL JOINT ARTHROPLASTY MAKE A DIFFERENCE?Do Different Wound Dressings After Total Joint Arthroplasty Make A Difference?" Orthopaedics and Surgical Sports Medicine 01, no. 01 (July 30, 2018): 01–02. http://dx.doi.org/10.31579/2641-0427/001.

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32

Qin, Jing, and and Biao Zhang. "Empirical-likelihood-based difference-in-differences estimators." Journal of the Royal Statistical Society: Series B (Statistical Methodology) 70, no. 2 (April 2008): 329–49. http://dx.doi.org/10.1111/j.1467-9868.2007.00638.x.

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33

St. Clair, Travis, and Thomas D. Cook. "Difference-In-Differences Methods in Public Finance." National Tax Journal 68, no. 2 (March 2015): 319–38. http://dx.doi.org/10.17310/ntj.2015.2.04.

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34

Deng, Wei, Nan Xu, Haotian Li, Fangyao Liu, and Yong Shi. "Difference in Differences in Marketing Performance Measurement." Procedia Computer Science 162 (2019): 275–80. http://dx.doi.org/10.1016/j.procs.2019.11.285.

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35

Moss Kanter, Rosabeth, and Richard Ian Corn. "Do Cultural Differences Make a Business Difference?" Journal of Management Development 13, no. 2 (March 1994): 5–23. http://dx.doi.org/10.1108/02621719410050219.

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36

Altschuler, Steven J., and Lani F. Wu. "Cellular Heterogeneity: Do Differences Make a Difference?" Cell 141, no. 4 (May 2010): 559–63. http://dx.doi.org/10.1016/j.cell.2010.04.033.

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37

Fisher, Charles W. "Making a difference and differences worth making." Teaching and Teacher Education 8, no. 2 (April 1992): 219–24. http://dx.doi.org/10.1016/0742-051x(92)90010-z.

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38

Indow, Tarow. "Color difference predicted by color component differences." Color Research & Application 27, no. 6 (October 23, 2002): 425–29. http://dx.doi.org/10.1002/col.10095.

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39

Wei, Yuqin, Matthew Epland, and Jingyuan (Hannah) Liu. "Inverse Probability Weighting Difference-in-Differences (IPWDID)." Observational Studies 9, no. 3 (2023): 73–81. http://dx.doi.org/10.1353/obs.2023.0027.

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40

Kotyrlo, Elena. "Simple and complex difference-in-differences approach." Applied Econometrics 73, no. 1 (2024): 119–42. http://dx.doi.org/10.22394/1993-7601-2024-73-119-142.

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The paper presents extensions of the popular difference‐in‐differences approach (DD) from 2×2 design on multiple time‐period, multiple groups, fuzzy DD, non‐staggered treatment and approaches to measure distributional treatment effect. The paper describes assumptions for consistent estimation of the treatment effect by two‐way fixed effects model (TWFE) and presents the problem leading to inconsistent estimates justifying the application of alternative estimators. The paper briefly introduces methods developing DD for multiple‐period multiple‐group cases based on TWFE and alternative approaches. The proposed techniques allow treatment evaluation in the frame of DD when canonical TWFE leads to inconsistent estimates. Some approaches allow replacement of the well‐known parallel trend assumption (PTA) for a conditional PTA or time randomisation. The paper refers to implementations of these methods in Stata and R. Simulation modelling demonstrates that the stated properties of the alternative estimators are not always reliable.
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41

Selvin, Elizabeth. "Are There Clinical Implications of Racial Differences in HbA1c? A Difference, to Be a Difference, Must Make a Difference." Diabetes Care 39, no. 8 (July 21, 2016): 1462–67. http://dx.doi.org/10.2337/dc16-0042.

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42

Hooker, John W. "Some differences between difference equations and differential equations." Journal of Difference Equations and Applications 2, no. 2 (January 1996): 219–25. http://dx.doi.org/10.1080/10236199608808056.

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43

Ghazanfar, Asif A. "Language evolution: neural differences that make a difference." Nature Neuroscience 11, no. 4 (April 2008): 382–84. http://dx.doi.org/10.1038/nn0408-382.

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44

Washam, Cynthia. "Gender Differences Can Make a Difference in Caregiving." Oncology Times 34, no. 1 (January 2012): 9–10. http://dx.doi.org/10.1097/01.cot.0000410893.25907.45.

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45

Johnson, William G. "There is a difference between differences and disparities." Disability and Health Journal 1, no. 4 (October 2008): 181–83. http://dx.doi.org/10.1016/j.dhjo.2008.07.005.

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46

Terwilliger, T. C., and J. Berendzen. "Difference refinement: obtaining differences between two related structures." Acta Crystallographica Section D Biological Crystallography 51, no. 5 (September 1, 1995): 609–18. http://dx.doi.org/10.1107/s0907444994013247.

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47

Lisitsyn, Nikolai A. "Representational difference analysis: finding the differences between genomes." Trends in Genetics 11, no. 8 (August 1995): 303–7. http://dx.doi.org/10.1016/s0168-9525(00)89087-3.

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48

Rohlen, Thomas P. "Differences that Make a Difference: Explaining Japan's Success." Educational Policy 9, no. 2 (June 1995): 103–28. http://dx.doi.org/10.1177/0895904895009002002.

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49

Suttle, Bruce B. "Truth, morality, and what differences make a difference." Journal of Value Inquiry 28, no. 3 (September 1994): 437–42. http://dx.doi.org/10.1007/bf01079506.

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50

Lissner, Ingmar, Jens Preiss, and Philipp Urban. "Predicting Image Differences Based on Image-Difference Features." Color and Imaging Conference 19, no. 1 (January 1, 2011): 23–28. http://dx.doi.org/10.2352/cic.2011.19.1.art00006.

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