Dissertations / Theses on the topic 'Self-selection'
To see the other types of publications on this topic, follow the link: Self-selection.
Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles
Consult the top 50 dissertations / theses for your research on the topic 'Self-selection.'
Next to every source in the list of references, there is an 'Add to bibliography' button. Press on it, and we will generate automatically the bibliographic reference to the chosen work in the citation style you need: APA, MLA, Harvard, Chicago, Vancouver, etc.
You can also download the full text of the academic publication as pdf and read online its abstract whenever available in the metadata.
Browse dissertations / theses on a wide variety of disciplines and organise your bibliography correctly.
1
Hender, Kim. "Self-selection of self-development reading : who reads and why? /." Title page, table of contents and abstract only, 1996. http://web4.library.adelaide.edu.au/theses/09HS/09hsh495.pdf.
Full text
2
Liljedahl, Emma, and Alexandra Gabriel. "Self-selection in Software Development Teams : A Case Study Regarding Challenges and Possibilities with Reorganization through Self-selection." Thesis, Linköpings universitet, Informatik, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-158417.
Full textAbstract:
The software development business today is a land of constant change. The change requires the organizations who operate within this business to be flexible and quick to respond. This has led to multiple agile organization methods being developed, one of them is DevOps. A cornerstone in DevOps is self-selection - a method for assembling teams. This method gives hope of less administration, autonomy in teams and increased performance. In this essay we investigate the promises - the challenges and the possibilities - of self-selection. The case in this essay is IFS - a big software development company, implementing self-selection department by department also facing the challenges of combining traditional project values with the short iterations of an agile method. Our qualitative study investigates which the main challenges and possibilities are. We also investigate how these findings should be managed. How could the diversity, team size and autonomy be enhanced or diminished? We found that some parts of the case, and practice, were like our prior literature - but some were not. For example, the feeling of being in homogeneous teams were not always negative, and the majority of those taking part of the self-selection at IFS said they chose team by assignment - not social network as the prior literature said. Our conclusion reveals that there are several different factors to consider when having selfselection implemented in a traditional project environment. The main areas where we have found possible improvements are Team Choice, Team Diversity, Overlapping Assignments, Experienced Ownership, Management Influence and Performance.
3
Ohnsorge, Franziska. "Self-selection, labour markets and capital markets." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2001. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp05/NQ63648.pdf.
Full text
4
Jones, Lee Frances. "Self-assessment in the context of selection." Thesis, Goldsmiths College (University of London), 2003. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.402167.
Full text
5
Peron, Christine. "Expatriate selection, are high self-monitors better expatriates?" Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2001. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp05/MQ64052.pdf.
Full text
6
Maw, James William. "Self-enforcing contracts, adverse selection and labour markets." Thesis, University of Southampton, 1992. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.386601.
Full text
7
Koshal, Amit. "Information and self-selection in the PIPE market." Thesis, Massachusetts Institute of Technology, 2007. http://hdl.handle.net/1721.1/42332.
Full textAbstract:
Thesis (Ph. D.)--Massachusetts Institute of Technology, Sloan School of Management, 2007.Includes bibliographical references (leaves 44-49).
PIPEs (Private Investments in Public Equity) are unique in that they are negotiated privately between sophisticated investors and the public firm. As a result, the issue price deviates from the firm's stock price, often resulting in a substantial PIPE discount. However, only a limited set of firms issues equity at such a discount. PIPE issuers tend to be low quality, less transparent firms that cannot raise capital through traditional sources. As indicators of this quality, I examine the firm's accruals and audit quality in the year of its PIPE issuance. I find that the PIPE discount is more strongly associated with audit quality, and that firms with low quality auditors are issued at a 5% discount relative to comparable firms with high quality auditors. Much of this discount is due to self-selection, suggesting that higher quality PIPE issuers select high quality auditors.
by Amit Koshal.
Ph.D.
8
Löf, Calle. "Selection into self-employment: gender differences in Chile." Thesis, Linnéuniversitetet, Institutionen för nationalekonomi och statistik (NS), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-84728.
Full textAbstract:
This study examines gender differences in the choice to become self-employed in Chile,focusing especially on the influence of the predicted earnings differential between selfemploymentand wage-employment. By estimating selectivity adjusted incomeequations, earnings in both sectors are predicted for each individual and the difference isused as an explanatory variable in a probit model where the dependent variable measuresself-employment status. The results show that men respond positively to the earningsdifferential whereas women respond negatively, indicating that the female choice ismostly influenced by push factors. It is also found that having small children has animportant effect on women in particular. Lastly, a comparison between employers andown-account workers shows that employers are more uniform across genders than ownaccountworkers. Due to a possibly inadequate identification strategy, these results shouldhowever be viewed with caution.
9
Troshchenkov, Sergii. "Commutingto work – self-selection on earnings and unobserved heterogeneity." Thesis, Umeå universitet, Nationalekonomi, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-67935.
Full text
10
Regev, Tal Ph D. Massachusetts Institute of Technology. "Three essays on unemployment, self-selection and wage differentials." Thesis, Massachusetts Institute of Technology, 2006. http://hdl.handle.net/1721.1/34512.
Full textAbstract:
Thesis (Ph. D.)--Massachusetts Institute of Technology, Dept. of Economics, 2006."June 2006."
Includes bibliographical references (p. 88-94).
This thesis is a collection of three essays on labor economics from a macroeconomic prospective. Chapter 1 discusses imperfect information, self-selection and the market for higher education. It explores how the steady trends in increased tuition costs, college enrollment and returns to education might be related to the quality of college graduates. The model shows that the signaling role of education might be an important, yet largely neglected ingredient in these recent changes. In a special signaling model, workers face the same costs, but can expect different returns from college. Allocation of ability into skill is determined by the equilibrium skill premium. Incorporating a production of higher education, the properties of the college market equilibrium are discussed. A skill biased technical change initially decreases self-selection into college, but the general equilibrium effect can overturn the initial decline, since increased enrollment and rising tuition costs increase selection. Higher initial human capital has an external effect on subsequent investment: all agents increase their schooling investment, and the higher equilibrium tuition costs increase self-selection and the college premium. Chapter 2 is about unemployment insurance and the uninsured.
(cont.) Under Federal-State law workers who quit a job are not entitled to unemployment insurance. How does the existence of the uninsured affect wages and employment? An equilibrium search model is extended to account for two types of unemployed workers. In addition to the unemployed who are currently receiving unemployment benefits and for whom an increase in unemployment benefits reduces the incentive to work, there are also unemployed who are currently not insured. For these, work provides an added value in the form of future eligibility, and an increase in unemployment benefits increases their willingness to work. Incorporating both types into a search model permits solving analytically for the endogenous wage dispersion and insurance rate in the economy. It is shown that in general equilibrium, when firms adjust their job creation margin, the wage dispersion is reduced and the overall effect of benefits can be signed: higher unemployment benefits increase average wages and decrease the vacancy-to-unemployment ratio. Chapter 3 explores the optimal provision of unemployment insurance within a search model. Adding risk aversion to the standard search and matching model allows for an analytic discussion of the optimal provision of unemployment insurance.
(cont.) The government's capacity to insure workers is limited by the market wage setting, which gives workers a share in the employment surplus. When the government provides higher unemployment benefits, the bargained wages increase, and unemployment rises. These equilibrium responses have a negative effect on workers' welfare if workers' bargaining power is above a certain point, which is lower than the matching elasticity. As risk aversion increases, workers' share in the wage bargain is smaller, and thus the equilibrium effects are attenuated. The constrained optimal provision of unemployment benefits is a modification of the Hosios condition for efficient unemployment insurance and highlights the roles of bargaining and risk aversion. The optimal level of insurance increases with risk aversion, with the costs of creating a vacancy and with workers' higher bargaining power.
by Tal Regev.
Ph.D.
11
Payne, Krystal R. "Gender and Self-Disclosure in the Jury Selection Process." Ohio University / OhioLINK, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1338475993.
Full text
12
Schran, Felix [Verfasser]. "Essays on Worker Self Selection and Wage Inequality / Felix Schran." Bonn : Universitäts- und Landesbibliothek Bonn, 2019. http://d-nb.info/1198933070/34.
Full text
13
Lu, Yunhe [Verfasser]. "Self-selection, migration and inequality in source regions / Yunhe Lu." Gießen : Universitätsbibliothek, 2016. http://d-nb.info/1103432494/34.
Full text
14
Roach, J. "Unusual suspects : identifying active serious offenders by self-selection policing." Thesis, University College London (University of London), 2009. http://discovery.ucl.ac.uk/16330/.
Full textAbstract:
The present thesis examines the emergent and complementary investigative method known as self-selection policing. This method seeks to identify minor offences indicative of more serious criminality, whereby the serious offender volunteers him or herself for warranted police attention by dint of committing a minor (often considered innocuous) infraction of the law. In early chapters a conceptual and theoretical underpinning for self-selection is developed by exploring relevant criminological and psychological theory. Terms and concepts are clarified early on, for example, discussion and clarity are provided regarding what constitutes serious and minor offences and offenders. Next, a series of exploratory studies is presented whereby specific minor offences are identified and their utility as indicators (or ‘flags’) for more serious criminality tested. These include non-compliance with Home Office Road Transport Form 1 (HO/RT1), where drivers are required to present necessary motoring documents to police within seven days, and the giving of false details to police. After presenting a theoreical and empirical case for using self-selection policing, late chapters explore anticipated obstacles to its wider implementation. For example, a study is presented which demonstrates a general overestimation of offence homogeneity by police. The implications of this finding for self-selection policing are discussed. The present thesis concludes by suggesting where self-selection policing sits both conceptually and theoretically within academic criminology, and within operational policing. For example, suggestions are offered as to how police and public might be convinced of the utility of self-selection policing and how it might be best integrated with mainstream policing.
15
Gonzalez, Luis J. "A Self-Adaptive Evolutionary Negative Selection Approach for Anomaly Detection." NSUWorks, 2005. http://nsuworks.nova.edu/gscis_etd/689.
Full textAbstract:
Forrest et al. (1994; 1997) proposed a negative selection algorithm, also termed the exhaustive detector generating algorithm, for various anomaly detection problems. The negative selection algorithm was inspired by the thymic negative selection process that is intrinsic to natural immune systems, consisting of screening and deleting self-reactive T-cells, i.e., those T-cells that recognize self-cells.
The negative selection algorithm takes considerable time (exponential to the size of the self-data) and produces redundant detectors. This time/size limitation motivated the development of different approaches to generate the set of candidate detectors.
A reasonable way to find suitable parameter settings is to let an evolutionary algorithm determine the settings itself by using self-adaptive techniques. The objective of the research presented in this dissertation was to analyze, explain, and demonstrate that a novel evolutionary negative selection algorithm for anomaly detection (in non-stationary environments) can generate competent non redundant detectors with better computational time performance than the NSMutation algorithm when the mutation step size of the detectors is self-adapted.
16
Briscese, Guglielmo. "Essays in Behavioural and Experimental Economics: Self-selection and Incentives." Thesis, The University of Sydney, 2016. http://hdl.handle.net/2123/16880.
Full textAbstract:
This thesis discusses the importance of self-selection to understand how individuals behave and respond to incentives. Individuals self-select themselves into their preferred contracts in a number of ways. Labour contracts are a clear example where individuals choose a job according to its characteristics, whilst also aligning to their personal preferences and skills. The reasons why a worker chooses a job can predict how likely she or he will respond to different incentives, such as financial or social incentives. The economics wage efficiency theory predicts that a higher wage can both attract more productive workers and enhance performance. Laboratory experiments have constituently proven this theory, showing that when employers pay workers a ‘fair’ wage, workers reciprocate by working harder, as in a gift exchange fashion. Other studies have argued that social incentives can be equally effective at achieving the same goal: employers that donate a portion of their profits to charity, often known as Corporate Social Responsibility (CSR), can be attractive to workers and motivate them to work harder even at wages that are lower than competitor employers. More recently the gift exchange theory was challenged by field experiments that found little evidence of reciprocity. In the first chapter on this thesis, I argue that an important gap has not been addressed by the literature, namely, how sorting mechanisms can affect reciprocal behaviour. In lab experiments, employers and workers are often randomly and bilaterally matched in every round of a game. Whilst outside the controlled laboratory environment, workers choose the employer they want to work for and then decide how hard they are willing to work. To address this gap, I designed a modified version of the gift exchange game – the most commonly used game to study experimental labour markets – where two employers and one worker are randomly grouped together. In this experiment employers can use their initial capital to make wage offers to workers and donate any percentage of their potential profits to charity (i.e. the level of CSR). In the control group workers are randomly matched to one of the two employers, as in other standard laboratory settings. In the treatment group, in every round workers can choose an employer from a set of two competitors, before determining their level of effort. The first key result I found is that workers always choose the employer offering the higher wage. Furthermore, workers choose the employers offering a higher level of CSR only when the wage offer is identical to that of a competitor. I also find that wages have a larger marginal effect than CSR at enhancing workers’ effort. The second contribution of this chapter is its reconciliation of the mixed evidence between field experiments and lab experiments. I find that the presence of competition among employers reduces the level of reciprocity from workers. I argue that workers already reciprocate higher wage offers by choosing an employer over a competitor, hence feeling less pressure to work harder once in the job. Based on findings from the first experiment, I returned to the lab to test the role of competition and self-selection in a modified version of the earlier gift exchange game, this time without the presence of CSR. The results of this second experiment are the topic of Chapter 2. I again find that the presence of competition reduces reciprocity, supporting findings from Chapter 1. Another contribution of this chapter is the study of how external wage offers affect workers’ behaviour. In the control condition of the experiment workers cannot select their preferred wage offer and are randomly matched to one of the two employers, but they can still see the offer of the unmatched employer. I find that this external wage offer influences workers’ behaviour as a reference point: after controlling for all other factors, when workers are randomly matched to the employer offering a higher wage they provide higher levels of effort. More striking and significant is the evidence of loss aversion: subjects were more responsive to subjective losses than gains – that is, being paired to an employer who offered a lower wage was more ‘painful’ to the worker and led to a stronger (negative) reaction, than being paired to the higher offer employer, which led to a weaker (positive) reaction. In other words, workers penalised more employers that offered a lower wage than rewarding employers that offered a higher wage. Previous studies showed that reference points can influence workers’ effort. These include a target income they set for themselves or the amount other similar workers earn. In this experiment we show that another important reference point is the wage offered by another employer. If the current employer offers a wage that is above that of an external employer, workers will reciprocate by working harder, beyond the reciprocal response that would have occurred without the presence of the outside offer. If the wage offer is lower than that of a competitor, the worker will punish the employer with significantly lower effort. In the last section of the second chapter I compare results from the two experiments and show that in a competitive environment employers must compete more aggressively by offering higher wages to attract and motivate workers. Shifting resources away from wage offers to increase the level of CSR can lead to lower levels of reciprocal behaviour from workers and, consequently, reduce employers’ earnings. Employers interested in engaging in Corporate Social Responsibility initiatives as a Human Resources Management strategy to attract and motivate workers should consider how different types of workers will have varied responses to social incentives compared to more traditional financial incentives. Moreover, employers should understand the characteristics of the job that attracted their workforce in the first place so as to design incentives that reflect their preferences. In the last chapter of this thesis I explore the role of self-selection in determining the effectiveness of defaults. Defaults proved to influence behaviour across a range of areas, from retirement savings to organ donations. Perhaps the main reason why defaults are effective is that individuals have a strong tendency to remain in their current situation rather changing to an alternative option. This is often referred to as ‘status quo bias’. Seeing as this bias strongly influences human behaviour, it is important to understand why and how individuals self-select into a situation or contract in the first place in order to design effective defaults. At the same time, a key challenge presented by defaults is that they can reduce an individuals’ sense of control, and be ineffective or counterproductive if they do not reflect the decision-maker’s preferences and past behaviour. I study the role of defaults in a previously unexplored setting where a preference for control might be stronger than in other contexts: charitable giving. I analyse results of a field experiment ran by an NGO hosting an online peer-to-peer microlending platform. Lenders who had their loans fully repaid, but did not take any action for more than a year, received an email inviting them to use their money by a certain date in any way they preferred – withdraw, lend, donate or leave idle. In two treatment groups, lenders were told that if they did not take any action by the given date, their money was automatically going to be donated to the organisation (‘default donation’) or re-lent to a group of borrowers on their behalf (‘default loan’). Results show that both defaults were more effective at increasing the proportion of individuals giving to charity and the average amount given, compared to a simple ask. However, the default loan treatment was significantly more effective than the default donation. This suggests that to influence behaviour without risk of backfiring, defaults should be designed to consider individuals’ past behaviour and self-selection. Government agencies, not-for-profit, and private sector organisations interested in implementing defaults should first aim to understand why and how individuals find themselves in a specific situation or contract in the first place. Defaults that reflect a decision-maker’s preferences have a higher chance of achieving their intended objectives. Preferences can often be elicited by observing past behaviour. Furthermore, it is important to understand that choices made in the past can influence behaviour as reference points. Testing and evaluating different types of defaults can help improve their effectiveness and avoid counterproductive consequences. The three chapters in this thesis can be considered as individual standalone papers. The reader can review each chapter separately without loss of context. Each chapter includes an introduction, a literature review and hypotheses, and a discussion of the results from the experiments. Recommendations for future research and policy are discussed in the conclusions of each chapter.
17
Palmer, Andrew William. "The autobiographical pact and the selection of self in memoir." Thesis, University of Lincoln, 2016. http://eprints.lincoln.ac.uk/27879/.
Full textAbstract:
This thesis examines the influence of spiritual conversion narratives on autobiography and the novel. It traces a lineage from Augustine, to Bunyan, Rousseau, early novels of the eighteenth century, bildungsromans of the nineteenth century, and on to the modern memoir of the twentieth and twenty-first centuries. It argues that spiritual autobiography was foundational to these other literary genres and that its proto-psychological processes can be seen as having influenced self-life writing from one of its earliest applications with Augustine right through to the present day. It also argues that, even though the classics of spiritual autobiography were seminal texts with original thought and style that this started to be eroded with the more formulaic Puritan texts and that spiritual conversion narratives of the last two centuries have fallen out of favour and the narrative of conversion has become the mainstay of more compelling memoirs of addiction and recovery. In comparing the styles of the classics of spiritual autobiography with contemporary spiritual conversion narratives, it is argued that the latter are formulaic and lack a deep analysis of the self and its relationship to the divine. They rely on a set structure and suggest that the conversion episode is a completion of their faith, unlike the classics that show a continual process of change. It is also argued that modern spiritual conversion narratives should follow the example of the novel as a basis for creating a compelling story with a vibrant narrative if they are ever to be read by the mainstream again. Integral to this is a rigorous selection process of the material to be included in the narrative; a process that will produce a stronger and more unique narrative arc. Drowning, the memoir written as part of this thesis, is a spiritual conversion narrative taking influence from the classics with regard to the psychological processes of analysing the self and the conversion experience. It departs from the contemporary conversion narratives, eschewing their typical shape and prosaic style and instead borrows from the narrative arc, style and voice of the novel in order to create an immersive reading experience. Drowning presents the conversion experience as the first step of spiritual rejuvenation and leaves the narrative open-ended to allow the reader to formulate their own understanding of the events and how they affect their understanding of spiritual epiphany.
18
Meyer, Michael, Michaela Neumayr, and Paul Rameder. "Students' Community Service: Self-Selection and the Effects of Participation." SAGE, 2019. http://dx.doi.org/10.1177/0899764019848492.
Full textAbstract:
Numerous studies demonstrate the effectiveness of university-based community service programs on students' personal, social, ethical, and academic domains. These effects depend on both, the characteristics of students enrolled and the characteristics of the programs, for instance whether they are voluntary or mandatory. Our study investigates whether effects of voluntary service programs are indeed caused by the service experience or by prior self-selection. Using data from a pre-post quasi-experimental design conducted at a public university in Europe and taking students' socioeconomic background into account, our findings on self-efficacy, generalized trust, empathic concern, and attributions for poverty show that there are no participation effects. Instead, students who join in community service differ significantly from nonparticipants with regard to almost all investigated domains a priori, indicating strong self-selection. Our results underline the importance of structured group reflection, most notably with regard to attitude-related topics.
19
Garcia, Casademont Emília 1987. "Origins of recursive phrase structure through cultural self-organisation and selection." Doctoral thesis, Universitat Pompeu Fabra, 2018. http://hdl.handle.net/10803/664937.
Full textAbstract:
Many human languages in the world exhibit phrase structure. Phrase structure combines words, phrases, and both, into phrases, and it may empower language systems to exploit recursion. This thesis pushes forward the hypothesis that phrase structure is not an accidental structural property of language, but rather an adaptation of language systems to enable the computation of language. I propose a minimal operational model of communication as a specific language game, which together with concrete learning operators shows how a population of artificial agents is able to self-organise a system exhibiting phrase structure. After demonstrating that phrase structure reduces the complexity of language computation, I propose concrete mechanisms in the form of learning operators whose application introduces variation in the language of the agents and selection on the reduction of the computational cost. The mechanisms are implemented and tested in computer simulations as evolutionary explanation for the emergence of phrase structure, including cases exploiting recursion.Els llenguatge naturals es basen en molts casos en gramàtiques sintagmàtiques. Les gramàtiques sintagmàtiques combinen paraules i sintagmes en altres sintagmes, i poden capacitar els sistemes lingüístics a fer ús de la recursió. Aquesta tesi enforteix la hipòtesi que les gramàtiques sintagmàtiques no són una propietat estructural accidental del llenguatge, sinó que són una adaptació dels sistemes lingüístics que permet que el llenguatge pugui ser processat adequadament. Proposo un model minimal de comunicació basat en un joc del llenguatge en concret que defineixo, i que juntament amb operadors d'aprenentatge específics mostra com una població d'agents artificials és capaç d'autoorganitzar un sistema que exhibeix l'ús de gramàtiques sintagmàtiques. Un cop demostrat que les gramàtiques sintagmàtiques redueixen la complexitat del processament del llenguatge, proposo mecanismes concrets en forma d'operadors d'aprenentatge l'aplicació dels quals introdueix variació en les gramàtiques dels agents i selecció en la reducció del cost de processament. Els mecanismes són implementats i avaluats en simulacions com a una explicació evolutiva de l'emergència de les gramàtiques sintagmàtiques, incluent casos en què es fa ús de la recursió.
20
Fikri, Ali Mosallam Ahmed. "Self-organized Selection of Features for Unsupervised On-board Fault Detection." Thesis, Örebro universitet, Akademin för naturvetenskap och teknik, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:oru:diva-12401.
Full text
21
Fry, Rodney. "Self-adaptive mate choice : extending the selection model in genetic programming." Thesis, University of York, 2004. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.437598.
Full text
22
CARVALHO, LEANDRO SIQUEIRA. "FINANCIAL CONSTRAINTS, SELF-SELECTION AND BRAIN EFFECT: TWO ESSAYS ON MIGRATION." PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2004. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=5217@1.
Full textAbstract:
A literatura econômica que estuda migração sempre esteve
preocupada com o impacto da migração sobre o bem-estar,
seja na forma de imigração ou na forma de brain drain. Os
dois artigos que compõem esta tese estão relacionados a
este tema. Apesar do modelo de Roy concluir que os
emigrantes são negativamente selecionados se a taxa de
retorno à educação é maior na economia de origem, os
trabalhos empíricos encontram evidências de emigrantes
positivamente selecionados. O primeiro artigo utiliza um
modelo para argumentar que se o mercado de crédito é
imperfeito, tanto investimentos em educação como a
decisão de emigração dependem da riqueza inicial do
agente.
Isto permite explicar a controvérsia entre a literatura
teórica e empírica e o porquê da classe média ser aquela
com maior mobilidade em alguns países. A segunda parte da
tese está diretamente relacionada à literatura de
beneficial brain drain. Os trabalhos nessa área
argumentam
que a possibilidade de um trabalhador educado de emigrar
para outro país que remunera melhor sua mão-de-obra
qualificada aumenta a taxa de retorno à educação na
economia de origem e conseqüentemente os investimentos
em capital humano. O artigo utiliza como experimento a
construção de Palmas, capital do Tocantins, para
investigar
esta hipótese. Os resultados empíricos encontrados a
partir
dos microdados dos Censos de 1991 e 2000 indicam uma
relação negativa entre investimentos em educação e a
distância rodoviária até a capital - usada como proxy dos
custos de emigração - para o período posterior à fundação
de Palmas e uma relação nula para o período anterior. As
evidências são interpretadas como favoráveis à existência
do brain effect, uma vez que o aumento na escolaridade
foi
maior para os indivíduos que mais se beneficiaram com a
construção da capital.The Economic literature which studies migration has always been concerned about its impact on welfare. Two different lines of research in this field focus on impacts of immigration and brain drain. The two articles which comprise the thesis are related to these subjects. Although Roy s model claims that emigrants are negatively self- selected if the rate of return is higher in the origin economy, empirical works have found positively selected emigrants. The first article uses a model to argue that both investments in education and the decision to emmigrate depend on wealth if credit markets are imperfect. This argument allows us to explain the controversy between the theoretical and empirical literature as well as why the middle-class is the most mobile one in some countries. The second part of the thesis is directly related to the beneficial brain drain literature. Works in this field claim that the possibility for an educated worker of emmigrating to another country in which skilled labor is better paid raises the rate of return to education in the origin country and consequently the investments in human capital. The article uses as an experiment the creation of Palmas, a state capital in Brazil, to investigate this hypothesis. The empirical results obtained from microdata evidence a negative relation between investments in human capital and the distance to the capital-used as a proxy to emmigration costs-in the period after the creation of the capital and no relation in the period before. Those findings are interpretated as favorable to the brain effect hypothesis, once the increase in education was greater for individuals who benefited the most from the foundation of the capital.
23
Wacloff, Robert Allen. "Health care self-selection in a multiple option corporate benefit program." Thesis, Massachusetts Institute of Technology, 1990. http://hdl.handle.net/1721.1/17259.
Full textAbstract:
Thesis (Ph. D.)--Massachusetts Institute of Technology, Whittaker College of Health Sciences and Technology, 1990.Includes bibliographical references (leaves 212-215).
by Robert Allen Wacloff.
Ph.D.
24
Wang, Bing. "A self replicating reaction and a new approach to ionophore selection." Thesis, University of Liverpool, 1996. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.337144.
Full text
25
Evans, Mark W. "Self-monitoring as a Determinant of Job Selection in the Workplace." UNF Digital Commons, 2008. http://digitalcommons.unf.edu/etd/183.
Full textAbstract:
This study of 112 students from a university in Northeast Florida was designed to determine if there was a relationship between self-monitoring, job structure, and job selection. It was hypothesized that high self-monitors would choose structured jobs more than would low self-monitors. It was also hypothesized that low self-monitors would choose less structured jobs than would high self-monitors. These hypotheses were evaluated by using Snyder's Self-Monitoring Scale (1974) to classify participants as high or low self-monitors and by asking participants to role play being applicants offered one of two jobs (structured versus unstructured). Results of this experiment do not support these hypotheses. Limitations, plausible alternative explanations, and directions for future research are discussed.
26
March, Jessica. "Self-selection : constructions of identity in migrant-Irish autobiography (1914-2004)." Thesis, University of Oxford, 2008. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.670055.
Full text
27
Koch, Cassandra M. "The impact of age on intermediate students' self-selection of literature." Bowling Green State University / OhioLINK, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1300319511.
Full text
28
Dixon, Shane E. "Studies on Real-Valued Negative Selection Algorithms for Self-Nonself Discrimination." DigitalCommons@CalPoly, 2010. https://digitalcommons.calpoly.edu/theses/235.
Full textAbstract:
The artificial immune system (AIS) is an emerging research field of computational intelligence that is inspired by the principle of biological immune systems. With the adaptive learning ability and a self-organization and robustness nature, the immunology based AIS algorithms have successfully been applied to solve many engineering problems in recent years, such as computer network security analysis, fault detection, and data mining.
The real-valued negative selection algorithm (RNSA) is a computational model of the self/non-self discrimination process performed by the T-cells in natural immune systems. In this research, three different real-valued negative selection algorithms (i.e., the detectors with fixed radius, the V-detector with variable radius, and the proliferating detectors) are studied and their applications in data classification and bioinformatics are investigated. A comprehensive study on various parameters that are related with the performance of RNSA, such as the dimensionality of input vectors, the estimation of detector coverage, and most importantly the selection of an appropriate distance metric, is conducted and the figure of merit (FOM) of each algorithm is evaluated using real-world datasets. As a comparison, a model based on artificial neural network is also included to further demonstrate the effectiveness and advantages of RNSA for specific applications.
29
Robinson, Melissa J. "Learning Healthy Sleep Behaviors: The Importance of Selection, Self-Concepts, and Social Comparison in Narrative Self-Education." The Ohio State University, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=osu1492435342459696.
Full text
30
Murray, Aja Louise. "Construct truncation due to suboptimal person and item selection : consequences and potential solutions." Thesis, University of Edinburgh, 2016. http://hdl.handle.net/1842/33129.
Full textAbstract:
Construct truncation can be defined as the failure to capture variation along the entire continuum of a construct reliably. It can occur due to suboptimal person selection or due to suboptimal item selection. In this thesis, I used a series of simulation studies coupled with real data examples to characterise the consequences of construct truncation on the inferences made in empirical research. The analyses suggested that construct truncation has the potential to result in significant distortions of substantive conclusions. Based on these analyses I developed recommendations for anticipating the circumstances under which construct truncation is likely to be problematic, identifying it when it occurs, and mitigating its adverse effects on substantive conclusions drawn from affected data.
31
Klusmann, Boris. "Self-selection als Möglichkeit der Bank zur Beurteilung des Ausfallrisikos im Firmenkreditgeschäft /." Herzogenrath : Shaker, 2004. http://www.gbv.de/dms/zbw/383082404.pdf.
Full text
32
Ng, Kwok-keung Zachary, and 吳國強. "Students' self selection of assignment and its effect on attitude and motivation." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1993. http://hub.hku.hk/bib/B31956683.
Full text
33
Felts, James Vernon. "Dietary self-selection and feed restriction studies with growing and breeding turkeys." Diss., This resource online, 1993. http://scholar.lib.vt.edu/theses/available/etd-07282008-135100/.
Full text
34
Ng, Kwok-keung Zachary. "Students' self selection of assignment and its effect on attitude and motivation." [Hong Kong : University of Hong Kong], 1993. http://sunzi.lib.hku.hk/hkuto/record.jsp?B13570389.
Full text
35
Danbury, Trudie Carole. "Pain associated with lameness in broiler chickens : a behavioural and pharmacological study." Thesis, University of Bristol, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.299501.
Full text
36
Hoffner, Rebecca Ann. "Measuring Personality in Context: Improving Predictive Accuracy in Selection Decision Making." Diss., Virginia Tech, 2009. http://hdl.handle.net/10919/37859.
Full textAbstract:
This study examines the accuracy of a context-sensitive (i.e., goal dimensions) measure of personality compared to a traditional measure of personality (NEO-PI-R) and generalized self-efficacy (GSE) to predict variance in task performance. The goal dimensions measure takes a unique perspective in the conceptualization of personality. While traditional measures differentiate within person and collapse across context (e.g., Big Five), the goal dimensions measure employs a hierarchical structure where the item level (i.e., first-order) is based on behaviors in a given context, and at the dimension level (i.e., second-order) each behavior is organized by organizational goals. As such, at the item level, the person is differentiated within context, but at the dimension-level, person is undifferentiated and the situation is differentiated by goals. To develop this measure, the behavior-in-situation items were identified, a goal taxonomy that captures the work context was developed, and the items were linked to the goal dimensions.
The predictive accuracy of the goal dimensions measure was compared to that of the NEO-PI-R and GSE for performance on four tasks (creative, mundane, conflict management, and persuasive) and an overall performance composite. The results were modest in that the goal dimensions models did not perform substantially better than the traditional measure of personality. Specifically, the bivariate correlations between the goal dimensions and each criterion ranged from 0.00 to 0.30 and 19 out of 80 correlations (23.75%) were significant; compared to the absolute values of the correlations between the NEO-PI-R facets and each
criterion that ranged from 0.00 to 0.24 with 26/240 significant correlations (10.83%). However, the results indicate that the goal dimensions model accounted for significant variance in task performance beyond that accounted for by the best traditional model for one or more of the criteria in the conflict management task and the persuasive task. These results suggest that future research on the goal dimensions measure is warranted.Ph. D.
37
Brewer, Gayle. "Patterns of physical attractiveness, self-rated attractiveness and sexual selection strategy in women." Thesis, University of Central Lancashire, 2006. http://clok.uclan.ac.uk/20068/.
Full textAbstract:
Here I have investigated the extent to which the physical attractiveness of women was associated with their sexual strategy selection and the extent to which physical and subjective measures of physical attractiveness should be regarded as separate constructs. I have then considered the manner in which an individual's physical attractiveness (viewed through facial photographs only) influenced men's perceptions of these women as potential mates and women's perceptions of other females as potential rivals. Finally, the role of non physical factors (birth order and parental investment) was investigated. In Study lit was found that physical attractiveness (a composite of waist-to-hip ratio, body mass index and facial attractiveness) was not related to self-rated attractiveness, or the sexual attractiveness or physical condition components of body esteem. As physical attractiveness was not related to women's self-rated attractiveness, these variables were considered to be separate constructs. Women with a lower (objective) physical attractiveness reported a greater preference for caring partners and women with a higher self-rated attractiveness and body esteem expressed a greater preference for short-term relationships. Data from Study II indicated that men were unable to accurately rate the personality of target females (based on facial photographs alone). However, women rated as more physically attractive by the men were also perceived to be more desirable for a long-term relationship, more likely to possess desirable personality traits and more likely to be promiscuous. An extension of Study II showed that women's selfrated attractiveness was not related to men's ratings of them, further suggesting that women cannot accurately rate their attractiveness to potential romantic partners. However, self-rated attractiveness was positively related to the self reported possession of masculine sex-typed traits and negatively related to levels of neuroticism. Although men rated the attractiveness of female participants from facial photographs alone, women with a lower waist-to-hip ratio and body mass index were rated as the most physically attractive. In Study III I found that the female targets that had been identified as attractive by male observers were also identified as attractive by female observers. Women could not accurately rate the personality of other females, however women perceived as the most attractive were predicted to follow an unrestricted sexual strategy. Study IV investigated the role of non physical variables in sexual strategy selection. Birth order showed some association with self-rated attractiveness body esteem, partner preference, personality and jealousy. However, parental investment was not related to any of the variables investigated. The main conclusions from these studies were that women cannot accurately rate their own physical attractiveness. However, women can accurately identify the women that men consider attractive. Both male and female observers expect highly attractive women to adopt an unrestricted sexual strategy. The findings of the study imply that objective ratings of female attractiveness should be considered separately from subjective self-ratings. Personality rather than objective measures relate to selfrated female attractiveness.
38
Riggs, Ian. "Supplier selection using performance self assessment reporting in the automotive industry : executive summary." Thesis, University of Warwick, 2004. http://wrap.warwick.ac.uk/4068/.
Full textAbstract:
The automotive industry has adopted the use of third party quality management certification as the main quality approval mechanism for its supply base. In addition, most organisations have a system of supplier monitoring to measure their existing supplier's performance and this approach makes it difficult for suppliers to gain new business because their quality capability is unknown to the customer. Two case studies were conducted to determine whether or not suppliers certified to one of the automotive quality management standards had improved quality performance compared to those with the generic ISO 9001/2 standard. The research concluded that the additional certification requirements and increased costs associated with the automotive standards resulted in no quality benefit. Furthermore, a third case study using second party quality assessment results demonstrated that there was no correlation between these audit results and achieved quality performance. Therefore the research set out to answer the question : How can the current supplier selection practices used within the automotive industry be improved to ensure effective decision-making? The Supplier Performance Evaluation Datasheet (SPED) process was developed from a synthesis of current practice and input from industry experts. It incorporates adaptations of best practices in non-quality assessment methods. Three key elements of the SPED process are: - Performance reporting - Minimum performance standards - Stakeholder engagement The proposed process was evaluated through two case studies at Cosworth Technology Ltd and from an expert opinion survey of industry experts in the field of supplier management. The conclusion of this study was that the SPED process would enable customers to select new suppliers with high levels of confidence. It would add value to all organisations taking part and it is easy to implement. Ian
39
Fluegge, Kyle. "Effects of Patient Self-Selection on Costs to Treat Latent Tuberculosis Infection (LTBI)." The Ohio State University, 2014. http://rave.ohiolink.edu/etdc/view?acc_num=osu1388665018.
Full text
40
Lea, Erin J. "Selection, Optimization, and Compensation in the Self-Regulatory Driving Behaviors of Older Adults." Cleveland, Ohio : Case Western Reserve University, 2010. http://rave.ohiolink.edu/etdc/view?acc_num=case1259949239.
Full textAbstract:
Thesis(M.A.)--Case Western Reserve University, 2010Title from PDF (viewed on 2010-01-28) Department of Psychology Includes abstract Includes bibliographical references and appendices Available online via the OhioLINK ETD Center
41
Word, Sheela. "Eeny, meeny, miny, mo : self and close-other selection of personality test interpretations." PDXScholar, 1988. https://pdxscholar.library.pdx.edu/open_access_etds/3855.
Full textAbstract:
In a study investigating the ability of subjects and their close friends or relatives (close-others) to recognize subject personality test results under conditions which controlled for the Barnum effect, 64 male and female undergraduate psychology students were administered the California Psychological Inventory (CPI). Each subject later attempted to choose his or her own unidentified CPI profile from among three, and a close-other of the subject independently made the same selection. It was found that 57.81% of subjects and 45.31% of close others were able to correctly identify subject profiles; these results were significant at the .0001 and .05 levels respectively. The 53.12% rate of agreement between subjects and close-others in profile selection also proved significant, p < .001. In contrast with results from a previous study (Carlson, 1985), it was found that subject self-perception and CPI description correspond to a highly significant ·degree.
42
Colton, Cassandra E. "Faking in Trait Measures of Motivation." Ohio University / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1585913300247961.
Full text
43
Whittenberger, Kris. "We were cadets ROTC socialization vs. self-selection in the development of army officers /." Connect to resource, 2006. http://hdl.handle.net/1811/6530.
Full textAbstract:
Thesis (Honors)--Ohio State University, 2006.Title from first page of PDF file. Document formatted into pages: contains 52 p. Includes bibliographical references (p. 52). Available online via Ohio State University's Knowledge Bank.
44
Jordan, Cathrin [Verfasser]. "Gender, performance estimation and self-selection to tasks : Evidence from the laboratory / Cathrin Jordan." Frankfurt am Main : Frankfurt School of Finance & Management gGmbH, 2017. http://d-nb.info/1133510299/34.
Full text
45
Pollott, Geoffrey. "Selection as a means of improving a self-contained sheep breed, eg. Clun Forest." Thesis, University of Newcastle Upon Tyne, 1987. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.377643.
Full text
46
Morley, Jacoba Lena. "The effects of gender, self-esteem, age, and relationship on compliance-gaining strategy selection." Scholarly Commons, 2001. https://scholarlycommons.pacific.edu/uop_etds/553.
Full textAbstract:
One goal of communicating with others can be to gain their compliance, essentially to get someone else to do what we want them to do. The techniques used and communicative messages chosen to accomplish this goal can vary widely. This study investigated the effects of gender, self-esteem, age, and relationship on compliancegaining strategy selection. Two hypotheses and three research ·questions were addressed in this study. Hypothesis One predicted males would be more likely to select anti-social compliance-gaining strategies in a social setting when trying to influence other males and pro-social compliance strategies when trying to influence females. Hypothesis Two predicted women will select more pro-social compliance-gaining strategies in social settings with both males and females. Three research questions examined the effect of interactant age, relationship (interpersonal or noninterpersonal) and self-esteem on the selection of compliance gaining strategies. The total sample size was 161 college students drawn from a medium-sized, private university in the western United States. Students
were enrolled in one of four communication courses. A factor analysis was first employed to reduce the Weisman and Schenk-Hamlin Compliance Gaining typology into pro- and anti-social strategies, so that Hypothesis One could be addressed. However, after the analysis showed that the thirteen strategies used did not fall into two discrete categories as originally anticipated, a t-test was used to evaluate each strategy individually. An analysis of variance was used to determine interaction effects among gender, age, self:esteem, and compliance-gaining strategy. At-test was employed for analysis ofhypothesis two to determine gender differences in strategy selection. All research questions utilized regression analysis to determine the existence of a relationship between the individual variables of age, relationship, and self-esteem on compliancegaining strategy. Results for Hypothesis One showed no significant difference in male research participants' selection of compliance-gaining strategies for both male and female targets. Results for Hypothesis Two indicated female research participants used the 'allurement' strategy more than males with both male and female targets. No significant difference in strategy usage for the remaining 12 strategies resulted. Results for the three research questions showed significant interaction effects for the strategies of ingratiation, promise, allurement, aversive stimulation, threat, altruism, and hinting.
47
Klusmann, Boris [Verfasser]. "Self-selection als Möglichkeit der Bank zur Beurteilung des Ausfallrisikos im Firmenkreditgeschäft / Boris Klusmann." Aachen : Shaker, 2004. http://d-nb.info/1172609543/34.
Full text
48
Chen, Warren. "The Impact of Regional Return on Education on the Self-selection of Mexican Immigrants." Scholarship @ Claremont, 2019. https://scholarship.claremont.edu/cmc_theses/2005.
Full textAbstract:
This paper uses the 2010 Mexican Population and Housing Survey to examine the role of regional return to education on migrant selection. The study uses a standard linear regression model to predict the educational attainment of migrants and compares it to the educational attainment of non-migrants in each Mexican State. It finds evidence of negative selection, that less educated Mexican citizens are more likely to migrate to the United States. It also finds little evidence of the impact of regional return to education on migrant selection. The study offers potential explanations for the lack of impact and suggests avenues for continued study.
49
Inzunza, Miguel. "Suitability in law enforcement : Assessing multifaceted selection criteria." Doctoral thesis, Umeå universitet, Beteendevetenskapliga mätningar (BVM), 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-111044.
Full textAbstract:
When selecting applicants for professions with job descriptions involving complex human interaction, identifying suitable candidates is essential. This strongly applies in police selection, because police officers must act appropriately at all times, deal with difficult and sometimes dangerous work situations, and come into contact with people who are in highly emotional states, such as anxiety, fear, excitement, and shock. However, suitability is a broad and vague concept that cannot be even defined without understanding the value of various personal skills and qualities for specific duties, ways that such skills are manifested during life as an officer (potentially both on- and off-duty), and appropriate ways to assess them. The overall aim of this thesis was to explore the personal skills and qualities that are relevant to suitability for the police profession with a special focus on the concept of empathy, and to investigate how it can be conceptualized and measured in the context of selection. Two of the four studies focused on different perspectives regarding the personal skills and qualities of a good police officer, while the other two focused on theoretical aspects and practical measurement of empathy. Mixed methods were used, in acknowledgement of the value of using different forms of data collection, material, and analytical methods to achieve valid information. The results and findings support several of the personal skills and qualities that have been identified in previous research and also can be found as criteria in police selection. Empathy should be considered in the selection process, but it is also important to ensure that there is an alignment between the definition of the concept and practical outcomes in police work. The findings indicate that empathy could be conceptualized in a relevant way using a social cognitive neuroscience (SCN) approach. In particular, a modified, Swedish 4-factor version of the Empathy Assessment Index (based on recent theoretical advances in SCN) appears to have considerable potential for further development. Future studies will focus on areas identified as requiring further research, such as the development of this instrument by adding complementary measures focusing on manifestations of empathy and other relevant qualities in actual work-related situations. Other aspects that require further attention include the definition, assessment, and impact of social desirability in selection contexts.
50
Ryan, John W. Wise Christopher M. "Military health care system and Tricare an economic analysis indicates the occurrence of self-selection /." Monterey, Calif. : Naval Postgraduate School, 2006. http://handle.dtic.mil/100.2/ADA451481.
Full textAbstract:
"Submitted in partial fulfillment of the requirements for the degree of Master of Business Administration from the Naval Postgraduate School, June 2006."Advisor(s): Henderson, David R. ; McCaffery, Jerry L. "June 2006." "MBA professional report"--Cover. Description based on title screen as viewed on Sept. 6, 2007. Includes bibliographical references (p. 61-63). Also available in print.