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Journal articles on the topic 'HIRES'

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Author: Grafiati

Published: 10 March 2023

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1

Benson, Alan, and Ben A. Rissing. "Strength from Within: Internal Mobility and the Retention of High Performers." Organization Science 31, no. 6 (November 2020): 1475–96. http://dx.doi.org/10.1287/orsc.2020.1362.

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We develop and test a theoretically informed and generalizable empirical framework for evaluating the performance gap between internally and externally hired workers. First, human capital theory predicts that internal hires will be immediately more productive than external hires. Second, contextual learning predicts that internal hires will be more productive with time. Finally, theories of commitment, which are rarely applied to this literature, predict that internal advancement enhances retention among high performers (“positive retention”). Applying a general empirical framework for quantifying the relative contributions of these mechanisms to a retailer with 109,063 commissioned salespeople and their 12,931 managers, we find that the gap in our setting is primarily driven by positive retention: High performers and internal hires are less likely to quit, and crucially, high-performing internal hires are especially unlikely to quit. When high-performing internal hires do quit, they tend to cite reasons unrelated to work rather than advancement opportunities. By typically examining performance and retention in isolation, researchers and organizations may be underestimating the importance of internal advancement as a means of retaining of high performers.

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2

Ahn, Dorothy, and Uli Sauerland. "Measure constructions with relative measures: Towards a syntax of non-conservative construals." Linguistic Review 34, no. 2 (October 26, 2017): 215–48. http://dx.doi.org/10.1515/tlr-2017-0001.

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AbstractRelative measures such aspercentandthirdsrelate one quantity to another. We observe that, in several languages, determiner phrases containing relative measures can express two distinct construals: (1) The ‘conservative’ construal inThe company hired 75 % of the womenconsiders the ratio of the company’s female hires to all women. (2) The ‘non-conservative construal’ inThe company hired 75 % womenis instead concerned with the ratio of the company’s female hires to all the company’s hires. We show that other languages that distinguish the two construals using morphosyntactic means include German, Korean, Georgian, Greek, French, Italian, Brazilian Portuguese, and Romanian. We argue that the non-conservative construal involves a different constituency of the measure construction. Both construals, however, derive from a structure where the measure structure forms a single DP. Therefore, our analysis of the non-conservative structures makes an argument that the Conservativity Universal may apply at an abstract level of structure rather than at the surface level.

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3

Engel, Mimi. "The Timing of Teacher Hires and Teacher Qualifications: Is There an Association?" Teachers College Record: The Voice of Scholarship in Education 114, no. 12 (December 2012): 1–29. http://dx.doi.org/10.1177/016146811211401205.

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Background Case studies suggest that late hiring timelines are common in large urban school districts and result in the loss of qualified teachers to surrounding suburbs. To date, however, there has been no large-scale quantitative investigation of the relationship between the timing of teacher hires and teacher qualifications. Purpose This study examines the pervasiveness of late teacher hiring in urban and suburban school districts and explores the association between the timing of teacher hires and teacher qualifications, including certification, master's degree, and selectivity of undergraduate institution. Research Design Nationally representative cross-sectional data collected by the National Center for Education Statistics are used. Data Analysis The study uses data on school districts, public schools, and teachers from the 1999–2000 Schools and Staffing Survey. Secondary data are analyzed using multiple regression, including labor market fixed effects, to estimate the relationship between the timing of teacher hires and teacher qualifications. Results On average, districts hire 45% of their new teachers late—during the second half of summer and once the school year has already begun. Late hiring is more pervasive in urban and low-socioeconomic-status districts where over half of new hires take place during this late period. In urban districts, fully one fifth of new hires are made once the school year has already begun. The proportion of teachers hired late, however, does not predict the Barron's ratings of teachers’ undergraduate institutions, certification, or master's degree. Conclusions Although descriptive results indicate that late hiring is pervasive and more pronounced in urban districts, analyses do not provide evidence supporting the notion that earlier hiring is associated with hiring better credentialed teachers. Despite these null results, it is important to remember that late hires are still likely to cause problems for students, as well as for teachers, schools, and districts.

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4

Butschek, Sebastian. "Raising the Bar: Minimum Wages and Employers’ Hiring Standards." American Economic Journal: Economic Policy 14, no. 2 (May 1, 2022): 91–124. http://dx.doi.org/10.1257/pol.20190534.

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Many scholars have studied the employment effects of minimum wages, but little is known about effects on the composition of hires. I investigate whether Germany’s minimum wage introduction raised hiring standards, using worker fixed effects as a proxy for worker productivity. For the least productive workers hired, the minimum wage led to a 4 percentile point shift in the productivity distribution. This increase is missed using standard observable measures of worker productivity. The effects are larger with greater pre-reform screening intensity—indicating an employer response. This more selective hiring compensates about two-thirds of higher wage costs for the least productive hires. (JEL J23, J24, J31, J38, M51)

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5

Hu, Luojia. "The Hiring Decisions and Compensation Structures of Large Firms." ILR Review 56, no. 4 (July 2003): 663–81. http://dx.doi.org/10.1177/001979390305600407.

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This paper investigates differences between large and small firms in new hires' ages and in compensation structures. An analysis of data from the Benefits Supplement to the Current Population Survey (CPS) shows that large firms hired younger workers than small firms and awarded starting wages that discriminated less between young and older workers. Most strikingly, the well-known wage premium associated with employment in large firms did not obtain for white-collar workers who were hired at age 35 or older, due to large firms' preference for younger new hires. Another finding is that wage growth in large firms equaled or exceeded that in small firms. The author argues that these findings accord with firm-specific human capital theory. Finally, limited evidence from the 1995 BLS Survey of Employer-Provided Training and the CPS suggests that industries that train more also hire younger workers.

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6

Ahn, Dorothy, and Uli Sauerland. "The grammar of relative measurement." Semantics and Linguistic Theory 25 (October 29, 2015): 125. http://dx.doi.org/10.3765/salt.v25i0.3062.

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Relative measures such as percent and thirds relate one quantity to another. In several languages, determiner phrases containing relative measures can express two distinct construals: 1) The conservative construal in 'The company hired 55% of the women' considers the ratio of the company hires among all women. 2) The non-conservative construal in 'The company hired 55% women' is instead concerned with the ratio of women among the company hires. Other languages that distinguish the two construals using morphosyntactic means include German, Korean, Serbian, French, Georgian, Italian, and Hebrew. We present a syntactic and semantic analysis for the two construals. We argue that the non-conservative construal involves a different constituency of the measure-DP, and that focus semantics combined with a version of the copy theory of movement accounts for the non-conservative interpretation. Keywords: quantification, measurement, relations, fractions, conservativity, universals, copy theory

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7

Savarnejad, Atoosa. "Netscape hires KPMG." Network Security 1996, no. 4 (April 1996): 3. http://dx.doi.org/10.1016/s1353-4858(96)90177-4.

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8

Bontekoe, Tj R., D. J. M. Kester, S. Stanimirović, L. Staveley–Smith, and J. M. van der Hulst. "Dust and Gas in the Small Magellanic Cloud." Symposium - International Astronomical Union 190 (1999): 122–23. http://dx.doi.org/10.1017/s0074180900117589.

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Here we present four IRAS high resolution images of the Small Magellanic Cloud, as reconstructed by the HIRAS program using the Pyramid Maximum Entropy method (Bontekoe et al. 1994). (HIRAS is not to be confused with HiRes (Aumann et al. 1990).) The images show much more detail than in Schwering & Israel (1990). Dust temperatures range from 25–41 K (Stanimirović et al. in prep).

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9

CLARK, ROBERT L., EMMA HANSON, and OLIVIA S. MITCHELL. "Lessons for public pensions from Utah's move to pension choice." Journal of Pension Economics and Finance 15, no. 3 (June 10, 2016): 285–310. http://dx.doi.org/10.1017/s1474747215000426.

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AbstractWe explore what happened when the state of Utah moved away from its traditional defined benefit pension. In its place, it offered new hires a choice between a conventional defined contribution plan and a hybrid plan option, where the latter has both a guaranteed benefit component and a defined contribution plan where employees bear investment risk. We show that around 60% of new hires failed to make any active choice and, as a result, were automatically defaulted into the hybrid plan. Slightly more than half of those who made an active choice elected the hybrid plan. Post-reform, employees who failed to actively elect a primary retirement plan were also far less likely to enroll in a supplemental retirement account, compared with new hires who actively selected a plan. We also find that employees hired following the reform were more likely to leave public employment, resulting in higher separation rates. This could reflect a reduction in the desirability of public employment under the new pension design and an improving economic climate in the state. Our results imply that public pension reformers must consider employee responses in addition to potential cost savings, when developing and enacting major pension plan changes.

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10

Lee, Nikki. "City Hires Lactation Consultant." Journal of Human Lactation 10, no. 1 (March 1994): 4. http://dx.doi.org/10.1177/089033449401000105.

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11

Velusamy, T., K. A. Marsh, C. A. Beichman, C. R. Backus, and T. J. Thompson. "HiRes DECONVOLUTION OFSPITZERINFRARED IMAGES." Astronomical Journal 136, no. 1 (June 6, 2008): 197–211. http://dx.doi.org/10.1088/0004-6256/136/1/197.

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12

Margottini, L. "Italy Restricts Academic Hires." Science 322, no. 5898 (October 3, 2008): 31b. http://dx.doi.org/10.1126/science.322.5898.31b.

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13

Bergman, Douglas. "Fitting the HiRes Data." Journal of Physics: Conference Series 47 (October 1, 2006): 154–59. http://dx.doi.org/10.1088/1742-6596/47/1/019.

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14

Sutton, Lori, Leigh Caplan, and Gail Macneill. "New Hires: New Partners." Canadian Journal of Diabetes 42, no. 5 (October 2018): S26—S27. http://dx.doi.org/10.1016/j.jcjd.2018.08.072.

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15

Baumann, Andrea, Mary Crea-Arsenio, Noori Akhtar-Danesh, Bonnie Fleming-Carroll, Mabel Hunsberger, Margaret Keatings, Michael David Elfassy, and Sarah Kratina. "Strategic Workforce Planning for Health Human Resources." Canadian Journal of Nursing Research 48, no. 3-4 (December 2016): 93–99. http://dx.doi.org/10.1177/0844562116680715.

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Background Health-care organizations provide services in a challenging environment, making the introduction of health human resources initiatives especially critical for safe patient care. Purpose To demonstrate how one specialty hospital in Ontario, Canada, leveraged an employment policy to stabilize its nursing workforce over a six-year period (2007 to 2012). Methods An observational cross-sectional study was conducted in which administrative data were analyzed to compare full-time status and retention of new nurses prepolicy and during the policy. The Professionalism and Environmental Factors in the Workplace Questionnaire® was used to compare new nurses hired into the study hospital with new nurses hired in other health-care settings. Results There was a significant increase in full-time employment and a decrease in part-time employment in the study hospital nursing workforce. On average, 26% of prepolicy new hires left the study hospital within one year of employment compared to 5% of new hires during policy implementation. The hospital nurses scored significantly higher than nurses employed in other health-care settings on 5 out of 13 subscales of professionalism. Conclusions Decision makers can use these findings to develop comprehensive health human resources guidelines and mechanisms that support strategic workforce planning to sustain and strengthen the health-care system.

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16

Wang, Yuanyuan. "How Person-Supervisor Fit Influence the Work Engagement of New Hires?" Journal of Innovation and Social Science Research 8, no. 9 (September 30, 2021): 125–30. http://dx.doi.org/10.53469/jissr.2021.08(09).24.

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For new hires, receiving support from their supervisor is critical for familiarizing themselves with their job and engaging it as soon as possible. The aim of this paper is to explore the influencing mechanism of person-supervisor fit(PSF) on the work engagement(WE) of new hires as well as the mediating role of person-organization fit(POF) and person-job fit(PJF). Five hundred new hires were selected through cluster sampling, and asked to fill out questionnaires measuring PSF, POF, PJF, and WE. In total, 486 questionnaires were valid. The study found that PSF positively influenced new hires’ WE. This positive impact was fully realized through the two mediation paths of POF and PJF. Therefore, a two-mediation model was established. PSF was highly important to the WE of new hires, but this effect was fully realized through the indirect paths of POF and PJF.

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17

BERGMAN, DOUGLAS R. "CHASING THE GZK WITH HiRes." Modern Physics Letters A 18, no. 18 (June 14, 2003): 1235–45. http://dx.doi.org/10.1142/s0217732303011010.

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The HiRes collaboration has recently announced preliminary measurements of the energy spectrum of ultra-high energy cosmic rays (UHECR), as seen in monocular analyses from each of the two HiRes sites. This spectrum is consistent with the existence of the GZK cutoff, as well other aspects of the energy loss processes that cause the GZK cutoff. Based on the analytic energy loss formalism of Berezinsky et al., the HiRes spectra favor a distribution of extragalactic sources that has a similar distribution to that of luminous matter in the universe, both in its local over-density and in its cosmological evolution.

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18

Zimmerman, Chris. "CCA program hires marketing manager." Crops & Soils 46, no. 3 (May 2013): 24–25. http://dx.doi.org/10.2134/cs2013-46-3-8.

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19

Nowak, Rachel. "Merck Hires Top Academic Geneticist." Science 266, no. 5185 (October 28, 1994): 538. http://dx.doi.org/10.1126/science.266.5185.538.b.

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20

Nowak, Rachel. "Merck Hires Top Academic Geneticist." Science 266, no. 5185 (October 28, 1994): 538. http://dx.doi.org/10.1126/science.266.5185.538-b.

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21

Bergman, Douglas R. "HiRes and TA spectrum measurements." EPJ Web of Conferences 53 (2013): 04001. http://dx.doi.org/10.1051/epjconf/20135304001.

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22

Tameda, Yuichiro. "HiRes and TA Composition measurements." EPJ Web of Conferences 53 (2013): 04005. http://dx.doi.org/10.1051/epjconf/20135304005.

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23

Ricci, Peter, and Tammie J. Kaufman. "Managerial Expectations for New Hires." Journal of Teaching in Travel & Tourism 7, no. 2 (March 3, 2007): 35–49. http://dx.doi.org/10.1300/j172v07n02_03.

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24

Hill, Steve. "SEG hires new executive director." Leading Edge 29, no. 9 (September 2010): 1008. http://dx.doi.org/10.1190/tle29091008.1.

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25

Birmingham, Karen. "Gates Foundation hires preeminent scientist." Nature Medicine 6, no. 12 (December 2000): 1303. http://dx.doi.org/10.1038/82088.

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26

Jui, Charles C. H., and the High Resolution Fly's Eye (HiRe Collaboration). "Results from the HiRes Experiment." Journal of Physics: Conference Series 47 (October 1, 2006): 59–67. http://dx.doi.org/10.1088/1742-6596/47/1/007.

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27

Nowak, R. "Merck hires top academic geneticist." Science 266, no. 5185 (October 28, 1994): 538. http://dx.doi.org/10.1126/science.7939697.

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28

Nowak, R. "Merck Hires Top Academic Geneticist." Science 266, no. 5185 (October 28, 1994): 538. http://dx.doi.org/10.1126/science.266.5185.538-a.

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29

Belz, J. "Overview of Recent HiRes Results." Nuclear Physics B - Proceedings Supplements 190 (May 2009): 5–11. http://dx.doi.org/10.1016/j.nuclphysbps.2009.03.061.

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30

Malgarini, Marco, Massimo Mancini, and Lia Pacelli. "Temporary hires and innovative investments." Applied Economics 45, no. 17 (June 2013): 2361–70. http://dx.doi.org/10.1080/00036846.2012.663477.

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31

Curran, Catharine M., and Michael R. Hyman. "Ensuring Best-Fitting Faculty Hires." Marketing Education Review 10, no. 2 (July 2000): 69–81. http://dx.doi.org/10.1080/10528008.2000.11488713.

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32

Holzer, Harry, and David Neumark. "Are Affirmative Action Hires Less Qualified? Evidence from Employer‐Employee Data on New Hires." Journal of Labor Economics 17, no. 3 (July 1999): 534–69. http://dx.doi.org/10.1086/209930.

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33

Green, M. "HiRes Joins the Academy of Molecular Imaging A Message from the Organizers of HiRes 2001." Molecular Imaging & Biology 4, no. 3 (June 2002): 191–92. http://dx.doi.org/10.1016/s1536-1632(02)00007-0.

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34

Matt Blois. "Lubrizol hires new CEO from PPG." C&EN Global Enterprise 100, no. 32 (September 12, 2022): 10. http://dx.doi.org/10.1021/cen-10032-buscon8.

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35

Marinescu, Ioana, Ivan Ouss, and Louis-Daniel Pape. "Wages, hires, and labor market concentration." Journal of Economic Behavior & Organization 184 (April 2021): 506–605. http://dx.doi.org/10.1016/j.jebo.2021.01.033.

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36

Cutler, Gale. "Bringing New Hires Up to Speed." Research-Technology Management 48, no. 4 (July 2005): 58–60. http://dx.doi.org/10.1080/08956308.2005.11657326.

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37

Alison Scott. "UCR Hires New Science Fiction Librarian." Science Fiction Studies 42, no. 3 (2015): 614. http://dx.doi.org/10.5621/sciefictstud.42.3.0614.

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38

Bhattacharjee, Y. "ACADEMIC CAREERS: USC Hires Prepackaged Team." Science 313, no. 5791 (September 1, 2006): 1219a. http://dx.doi.org/10.1126/science.313.5791.1219a.

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39

Thomson, Gordon. "New Results from the HiRes Experiment." Nuclear Physics B - Proceedings Supplements 136 (November 2004): 28–33. http://dx.doi.org/10.1016/j.nuclphysbps.2004.10.061.

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40

Watson, Hugh J., Dale Young, Shaila Miranda, Barry Robichaux, and Ron Seerley. "Requisite skills for new MIS hires." ACM SIGMIS Database: the DATABASE for Advances in Information Systems 21, no. 1 (September 1990): 20–29. http://dx.doi.org/10.1145/95367.95374.

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41

White, Susan C. "Who hires physics bachelor's degree recipients?" Physics Teacher 53, no. 4 (April 2015): 219. http://dx.doi.org/10.1119/1.4914560.

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42

Watanabe, Myrna. "Gates Foundation hires CDC AIDS boss..." Nature Medicine 7, no. 7 (July 2001): 758. http://dx.doi.org/10.1038/89852.

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43

Bebenroth, Ralf, and Jose O. L. Berengueres. "New hires' job satisfaction time trajectory." International Journal of Human Resources Development and Management 20, no. 1 (2020): 61. http://dx.doi.org/10.1504/ijhrdm.2020.10026850.

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44

Bebenroth, Ralf, and Jose O. L. Berengueres. "New hires' job satisfaction time trajectory." International Journal of Human Resources Development and Management 20, no. 1 (2020): 61. http://dx.doi.org/10.1504/ijhrdm.2020.105110.

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45

Weaver, Jeffrey. "Jobs for Sale: Corruption and Misallocation in Hiring." American Economic Review 111, no. 10 (October 1, 2021): 3093–122. http://dx.doi.org/10.1257/aer.20201062.

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Corrupt government hiring is common in developing countries. This paper uses original data to document the operation and consequences of corrupt hiring in a health bureaucracy. Hires pay bribes averaging 17 months of salary, but contrary to conventional wisdom, their observable quality is comparable to counterfactual merit-based hires. Exploiting variation across jobs, I show that the consequences of corrupt allocations depend on the correlation between wealth and quality among applicants: service delivery outcomes are good for jobs where this was positive and poor when negative. In this setting, the correlation was typically positive, leading to relatively good performance of hires. (JEL D73, I11, J16, J24, J45, M51, O17)

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46

FINLEY, CHAD. "Angular Correlation Estimates for Ultrahigh Energy Cosmic Rays." International Journal of Modern Physics A 20, no. 14 (June 10, 2005): 3147–50. http://dx.doi.org/10.1142/s0217751x0502598x.

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Anisotropy in arrival directions of ultrahigh energy cosmic rays offers the most direct way to search for the sources of these particles. We present estimates of the angular correlation in the HiRes sample of stereo events above 1019 eV, and in the combined sample of HiRes and AGASA events above 4 × 1019 eV .

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47

Gertler, Mark, Christopher Huckfeldt, and Antonella Trigari. "Unemployment Fluctuations, Match Quality, and the Wage Cyclicality of New Hires." Review of Economic Studies 87, no. 4 (February 7, 2020): 1876–914. http://dx.doi.org/10.1093/restud/rdaa004.

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Abstract We revisit the issue of the high cyclicality of wages of new hires. We show that after controlling for composition effects likely involving procyclical upgrading of job match quality, the wages of new hires are no more cyclical than those of existing workers. The key implication is that the sluggish behaviour of wages for existing workers is a better guide to the cyclicality of the marginal cost of labour than is the high measured cyclicality of new hires wages unadjusted for composition effects. Key to our identification is distinguishing between new hires from unemployment versus those who are job changers. We argue that to a reasonable approximation, the wages of the former provide a composition-free estimate of the wage flexibility, while the same is not true for the latter. We then develop a quantitative general equilibrium model with sticky wages via staggered contracting, on-the-job search, and heterogeneous match quality, and show that it can account for both the panel data evidence and aggregate evidence on labour market volatility.

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48

de Jong, Monique A. M., Jeroen J. Briaire, and Johan H. M. Frijns. "Take-Home Trial Comparing Fast Fourier Transformation-Based and Filter Bank-Based Cochlear Implant Speech Coding Strategies." BioMed Research International 2017 (2017): 1–7. http://dx.doi.org/10.1155/2017/7915042.

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Previous studies have demonstrated no improved or deteriorated speech intelligibility with the HiResolution Fidelity 120™ speech coding strategy (HiResF120) over the original HiRes strategy. Improved spectral and deteriorated temporal sensitivities have been shown, making it plausible that the beneficial effect in the spectral domain was offset by the worsened temporal sensitivity. We hypothesize that the implementation of fast Fourier transform (FFT) processing, instead of the traditionally used bandpass filters, explains the reduction of temporal sensitivity. In this study, spectral ripple discrimination, temporal modulation detection, and speech intelligibility in noise were assessed in a two-week take-home trial with 3 speech coding strategies: one with conventional bandpass filters (HiRes), one with FFT-based filters (HiRes FFT), and one with FFT-based filters and current steering (HiRes Optima). One participant dropped out due to discomfort with both research programs. The 10 remaining participants performed equally well on all tasks with all three speech coding strategies, implying that FFT processing does not change the ability of CI recipients to discriminate spectral or temporal information or speech understanding.

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49

Bergman, Douglas R. "Fitting the HiRes Spectra and Monocular Composition." International Journal of Modern Physics A 20, no. 14 (June 10, 2005): 3143–46. http://dx.doi.org/10.1142/s0217751x05025978.

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In the first section, we discuss our fits to the latest HiRes monocular spectra. We find that the best fit for the extragalactic component has a spectral index of γ = -2.38±0.04 with a distribution of sources varying with a evolution parameter m = 2.8 ± 0.3. In the second section, we discuss preliminary results from a new composition measurement using HiRes monocular data. We find a predominantly light spectrum above 1017.6 eV.

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50

Patah, Poliana, Rima Saliba, Marcelo Fernandez-Vina, Pedro Cano, Susana Pesoa, Gabriela Rondon, Borje Andersson, et al. "A Comparison of 1 Antigen-Mismatched Related and Matched Unrelated Transplants." Blood 110, no. 11 (November 16, 2007): 3051. http://dx.doi.org/10.1182/blood.v110.11.3051.3051.

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Abstract It is unclear how related donor transplants in which the donor-recipient pair is mismatched in one locus (1AgMM) compare to transplants performed using a fully matched unrelated donor (MUD), matching at HLA-A, B, C, DRB1 and DQB1. Here, we performed such a comparison. Methods: We studied 83 consecutive patients (pts) with acute leukemias and myeloproliferative/myelodysplasia syndromes receiving grafts considered to be “1-antigen mismatched related” (1AgMM) and compared their outcomes to that of 134 MUD HSCT performed from 1992 to 2006. Among 83 1AgMM transplants, 40 had prospectively or retrospectively performed high-resolution HLA typing (Hires), of which 6 pts were 8/10 matched, and 43 had only low resolution (Lowres) typing. 8/10 Hires pts were excluded from this analysis. All MUD donor-recipient pairs were typed by Hires. Median age, gender, cytogenetic risk, disease status at transplant and stem cell source were similar. Diagnosis were ALL in 5% of the Hires group, 28% of the Lowres and 0 in the MUD group; AML/MDS cases were 76%, 60% and 87%, respectively; and CML cases were 19%, 12% and 13%, respectively(p< 0.001). Preparative regimens were of reduced intensity for 22% of Hires, 21% of Lowres patients and 40% of MUD patients (p=0.02). High-resolution typing was performed for HLA-A, B, DRB1, DQB1 and DPB1, and SBT/SSOP for HLA-C. Cumulative incidence of NRM, acute and chronic GVHD was estimated accounting for death in the absence of event as a competing risk. The Cox’s proportional hazards model was used to compare outcomes beteween groups. Results: With a median follow-up of 15 mo for MUD pts, 27 mo for Hires patients and 33 mo for Lowres pts, OS at 18 mo is 52%, 46% and 22% (p= 0.002 for the comparison of MUD vs Lowres; P=NS for the comparison of MUD vs Hires); NRM is 23%, 26% and 54%(p=0.001 for the comparison of MUD vs Lowres; P=NS for the comparison of MUD vs Hires). Primary graft failure occurred in 1% of MUD, 5% of MOL and 12% of SER (p=0.003). Cumulative incidence of grade II-IV aGVHD is 34% for MUD pts, 48% for Hires and 49% for Lowres(p= 0.07); cGVHD: 34%, 40% and 54%(p=0.01 for the comparison of MUD vs Lowres). We divided the Hires related group according to presence of Class I or Class II mismatches, and compared their outcomes to the MUD group (Table). 23 pts had Class I and 11 pts had Class II mismatches; median follow-up is 26 and 62 mo, respectively. Distribution of gender, diagnosis, cytogenetic risk, dis. status at transplant, ablative/RIC regimens and stem cell source was similar between the 2 groups. Pts with class I mismatches had the worse survival. Conclusion: Cumulative incidence of grade II-IV aGVHD and cGVHD, non-relapse mortality and overall survival of 1AgMM (allele level typing) patients was similar to that observed in a cohort of recipients of molecularly matched, HLA 10/10 MUD transplants. OS at 18 mo HR (95%CI) P C. Incid. gd II-IV aGVHD HR (95% CI) P C. Incid. chronic GVHD HR (95% CI) P C. Incid= cumulative incidence MUD n=134 52% Reference 34% Reference 34% Reference Class I n=23 34% 1.8 (1–3.1) P=0.05 40% 1.3 (0.6–2.9) P=0.4 35% 1.1 (0.5–2.5) P=0.7 Class II n=11 73% 0.6 (0.2–1.9) P=0.4 64% 2.8 (1.3–6.3) P=0.01 48% 2.3 (0.9–5.7) P=0.08

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