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Gotowe bibliografie tematyczne / Commitment

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Gotowa bibliografia na temat „Commitment”

Autor: Grafiati

Data publikacji: 4 czerwca 2021

Data aktualizacji: 12 października 2024

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Artykuły w czasopismach na temat "Commitment"

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Warren, Jared. "Ontological commitment and ontological commitments". Philosophical Studies 177, nr 10 (26.09.2019): 2851–59. http://dx.doi.org/10.1007/s11098-019-01342-9.

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Bahtiar Nur Syahbana i Epsilandri Septyarini. "Peran Mediasi Kepuasan Kerja pada Pengaruh Keadilan Distributif dan Keadilan Prosedural terhadap Komitmen Afektif Studi Pada Kantor Dinas Koperasi dan Usaha Mikro Kabupaten Pacitan". Jurnal Manajemen 11, nr 2 (15.07.2021): 112–29. http://dx.doi.org/10.30656/jm.v11i2.3017.

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This study aims to determine (1) the effect of distributive justice on job satisfaction and, (2) the effect of procedural justice on job satisfaction (3) the effect of job satisfaction on affective commitmnent (4) the effect of distributive justice on affective commitmnet (5) the effect of procedural justice on affective commitment. Research took sample by applying nonprobability sampling with saturated sample. The sample in this study were 40 employee of Dinas Koperasi dan Usaha Mikro Kabupaten Pacitan. The data collection method uses a questionnaire method that is distributed using the Purposive Sampling technique. In this research, data quality test, classical assumption test (normality test, multicollinearity test and heterokesdasticity test) are used, multiple linear regression analysis , sobel test, path analysis, and hypothesis testing. The research show that there is a positive significant relationship between distributive justice on job satisfaction, procedural justice on job satisfaction, procedural justice on affective commitment, job satisfaction on affective commitment, job satisfaction have a positive and significant effect on mediating between distributive justice and procedural justice on affective commitment. In the other result, this research found that there is no positive and significant effect between distributive justice on affective commitment. Keywords : distributive justice, procedural justice, job satisfaction, affective commitment

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Engelen, Andreas, Verena Rieger, Marius Wehner i Fabian Heidemann. "Is Organizational Commitment to IT Good for Employees? The Role of Industry Dynamism and Concentration". MIS Quarterly 46, nr 4 (1.12.2022): 2387–404. http://dx.doi.org/10.25300/misq/2022/16588.

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While research on the consequences of organizational commitment to IT has focused on outcomes of interest to shareholders, such as profitability and firm value, recent research has also considered other stakeholders that might benefit from an increased organizational commitment to IT, especially customers. We extend this line of the literature by investigating the benefits of a firm’s organizational commitment to IT for firms’ employees, a stakeholder group that uses and depends heavily on IT in its daily work. This exploratory study links a firm’s organizational commitment to IT with the nonmonetary employee metrics of job satisfaction and work-life balance and embeds these associations in the industry’s dynamism and concentration. We test our research model with a multi-industry dataset of 523 firms from the S&P 500 (2008-2017 period). Our findings indicate that an organizational commitment to IT may facilitate job satisfaction and work-life balance but only when industry dynamism and industry concentration are low. Additional analyses show that IT commitment’s influence on these outcomes depends on the firm’s commitment to particular IT technologies; for instance, organizational commitments to cloud technology and remote technology are particularly positively associated with work-life balance.

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Gundlach, Gregory T., Ravi S. Achrol i John T. Mentzer. "The Structure of Commitment in Exchange". Journal of Marketing 59, nr 1 (styczeń 1995): 78–92. http://dx.doi.org/10.1177/002224299505900107.

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Commitment is an essential part of successful long-term relationships. Whereas commitments by both parties in an exchange can provide the foundation for development of relational social norms, disproportionate commitments can lead to opportunism by the less committed partner. The authors study the effect of the credibility and proportionality of commitment inputs in an exchange upon the development of relational social norms, opportunism, and long-term commitment intentions. They also investigate longitudinal effects of the credibility of long-term commitment intentions, relational social norms, and opportunism in one time period on commitment inputs and long-term commitment intentions in later periods. Data gathered from a behavioral simulation suggest that (1) the credibility of commitment inputs in exchange is positively related to the development of relational social norms, (2) and is positively related to long-term commitment intentions in the same time period, (3) relational social norms may be undermined by opportunistic conduct, and (4) the presence of relational social norms in one time period is positively related to commitment inputs and long-term commitment intentions in later periods.

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Puspita, Theresia Yunie. "PENGARUH PERSEPSI KARAKTERISTIK PEKERJAAN DAN DUKUNGAN ORGANISASI TERHADAP OCB DENGAN MEDIASI KOMITMEN PERTUMBUHAN DAN NORMATIF KARYAWAN". Jurnal Sosial dan Teknologi Terapan AMATA 1, nr 1 (23.02.2022): 25–32. http://dx.doi.org/10.55334/epic.v1i1.195.

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This research aims to determine the effect of perceptions of job characteristics and organizational support for OCB by mediating growth commitment and normative commitment of employees in the Engineering Division at PT. Adya Graha Surabaya. This research uses a quantitative approach that focuses more on hypothesis testing, while the data analysis technique uses path analysis, which looks at the relationship between job characteristics and organizational support felt by employees towards OCB through mediating growth commitments and employee normative commitments. The research findings indicate that perceived job characteristics significantly influence employee growth commitments, and employee growth commitments have a significant relationship with OCB, and also indicate that perceived job characteristics significantly influence OCB by mediating employee growth commitments. The results also show that perceived organizational support significantly influences employees' normative commitment, and normative commitment significantly influences OCB.

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Sánchez-Cuenca, Ignacio. "Institutional commitments and democracy". European Journal of Sociology 39, nr 1 (maj 1998): 78–109. http://dx.doi.org/10.1017/s0003975600007803.

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Democracy, even if it is a system of self-government, rests on institutional commitments. An institutional commitment is a manipulation through rules of one's set of alternatives. I analyze the nature of institutional commitments in general and the role they play in a democracy. After drawing a distinction between committing to a rule and being committed by what a role establishes, three conclusions emerge: a) that representation is a functional commitment, b) that constitutions are commitments to rules, and c) that judicial review is not a commitment, but makes credible the commitments embodied in representation and constitutions.

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Gibson, John, i David Meacheam. "The individual and organizational commitments needed for a successful diabetes care community of practice". Health Services Management Research 22, nr 3 (sierpień 2009): 122–28. http://dx.doi.org/10.1258/hsmr.2008.008018.

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Through a qualitative case study of a regional diabetes care programme in New South Wales, Australia, this article examines the phenomenon of communities of practice (CoPs) within organizations, with a specific focus on identifying the commitments required from both individuals and organizations in order to produce a successful CoP. The CoP literature suggests that ‘commitment’ is essential, yet the exact nature of this ‘commitment’ has not been identified. This study aims to discover what these commitments are. From the research data, key individual and organizational commitments are identified. The individual commitments needed are (in rank order of significance): a personal commitment to the aim of the CoP; a commitment to knowledge-sharing with others; a commitment to knowledge-seeking from others; effective management of personal relationships with others in the CoP; and understanding of the roles of other members. At the organizational level, the commitments needed are a good fit between the purposes of the CoP and the aims of the organizations employing the CoP members, a commitment to research regarding the CoP's activities, sufficient funding of the work of CoP members, continuing practical and political support to the CoP and facilitation of innovation within the CoP. Recommendations are made relating to the practical significance of the findings of the study. The implications of the findings are assessed relative to other health-service CoPs.

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Cudd, Ann E. "COMMITMENT AS MOTIVATION: AMARTYA SEN’S THEORY OF AGENCY AND THE EXPLANATION OF BEHAVIOUR". Economics and Philosophy 30, nr 1 (marzec 2014): 35–56. http://dx.doi.org/10.1017/s0266267114000030.

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This paper presents Sen's theory of agency, focusing on the role of commitment in this theory as both problematic and potentially illuminating. His account of some commitments as goal-displacing gives rise to a dilemma given the standard philosophical theory of agency.Eithercommitment-motivated actions are externally motivated, in which case they are not expressions of agency,orsuch actions are internally motivated, in which case the commitment is not goal-displacing. I resolve this dilemma and accommodate his view of commitment as motivation by developing a broader descriptive theory of agency, which recognizes both agent goal-directed and goal-displacing commitments. I propose a type of goal-displacing commitment, which I call ‘tacit commitment’, that can be seen to fit between the horns. Tacit commitments regulate behaviour without being made conscious and explicit. This resolution suggests a means of bridging the normative/descriptive gap in social-scientific explanation.

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Nursalam, Nursalam, Nurul Hikmatul Qowi, Tri Johan Agus Yuswanto i Ferry Efendi. "Nurse's foci of commitment model to decrease turnover intention". International Journal of Public Health Science (IJPHS) 11, nr 4 (1.12.2022): 1357. http://dx.doi.org/10.11591/ijphs.v11i4.22000.

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The hospital is an organization in the service sector with nurses as the main resource. Increasing the commitment of the nurses was one of the ways to retain nurses. This cross-sectional study explained nurse’s foci of commitment model to decrease turnover intention. Variables in this study included nurse characteristics, job characteristics, work experience, organizational factors, nurse commitment, and turnover intention. The population was nurses who have worked in islamic hospital in Surabaya, Indonesia. The 119 nurses selected as sample based on simple random sampling. Data collected using questionnaires and analyzed using partial least squares (PLS). Nurse characteristics influenced nurse commitments (path coefficient=0.252; t=2.953) and turnover intention (path coefficient=-0.239; t=2.458). Job characteristics influenced nurse commitments (path coefficient=0.190; t=2.409) and turnover intention (path coefficient=-0.183; t=2.107). Work experience influenced nurse commitments (path coefficient=0.208; t=2.231) and turnover intention (path coefficient=-0.153; t=1.964). organizational factors influenced nurse commitments (path coefficient=0.218; t=2.170) and turnover intention (path coefficient=-0.174; t=2.330). Nurse commitment influenced turnover intention (path coefficient=-0.226; t=2.084). The nurse's commitment as moderate these factors in reducing turnover intention. The influence of job satisfaction, nurse commitment, and perceived organizational support to turnover intention needs further research.

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Becker, Thomas E., Mary C. Kernan, Kevin D. Clark i Howard J. Klein. "Dual Commitments to Organizations and Professions: Different Motivational Pathways to Productivity". Journal of Management 44, nr 3 (3.09.2015): 1202–25. http://dx.doi.org/10.1177/0149206315602532.

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Commitments to organizations and professions have important implications for behavior in the workplace, but little is known about how these dual commitments combine to affect organizational outcomes. We present a model proposing that commitment to professions influences productivity through a positive effect on intrinsic motivation and a negative effect on extrinsic motivation. Commitment to organizations, conversely, is hypothesized to have a negative effect on intrinsic motivation and a positive effect on extrinsic motivation. We tested the model with a sample of 237 tenured management professors and, overall, the model fit the data well and better than less parsimonious models or ones positing reverse causality. Commitment to the profession was positively related to intrinsic motivation to engage in research and, through this effect, resulted in more challenging research goals, increased commitment to those goals, more hours spent on research, and greater research productivity. Commitment to the organization (university) was positively related to extrinsic motivation and negatively related to intrinsic motivation and was unrelated to goal level, goal commitment, hours spent on research, and research productivity. Our model makes a unique theoretical contribution by revealing the differing paths by which commitments to organizations and professions affect work outcomes, and our results support and extend commitment theory and offer unique insights into posttenure productivity.

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Rozprawy doktorskie na temat "Commitment"

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Joffres, Christine Elisabeth. "Beyond organizational commitment, selected elementary school teachers' work commitments". Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1998. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp02/NQ29134.pdf.

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Taing, Meng Uoy. "Employee Commitment: The Combined Effects of Bases and Foci". [Tampa, Fla] : University of South Florida, 2009. http://purl.fcla.edu/usf/dc/et/SFE0002893.

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Hutton, Sonia L. "Organisational commitment : the influence of culture, non-work commitments and personality /". Title page, contents and abstract only, 1995. http://web4.library.adelaide.edu.au/theses/09ARPS/09arpsh985.pdf.

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Kadyschuk, Ronald. "Teacher commitment, a study of the organizational commitment, professional commitment, and union commitment of teachers in public schools in Saskatchewan". Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp04/nq23977.pdf.

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Menichini, Anna Maria Cristina. "Costly auditing in models with commitment and no commitment". Thesis, University of York, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.341099.

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Froelich, Kristina Skoog. "Dysfunctional effects of commitment: How much commitment is enough?" CSUSB ScholarWorks, 1990. https://scholarworks.lib.csusb.edu/etd-project/451.

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Hagen, Julia [Verfasser], Anja [Akademischer Betreuer] Jetschke, Anja [Gutachter] Jetschke, Kai [Gutachter] Ambos i Christoph [Gutachter] Hönnige. "A Commitment is a Commitment is a Commitment? : Why States Constrain and Customize their Commitments to the International Criminal Court / Julia Hagen ; Gutachter: Anja Jetschke, Kai Ambos, Christoph Hönnige ; Betreuer: Anja Jetschke". Göttingen : Niedersächsische Staats- und Universitätsbibliothek Göttingen, 2019. http://d-nb.info/1187520306/34.

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Hagen, Julia [Verfasser], Anja [Akademischer Betreuer] Jetschke, Anja Gutachter] Jetschke, Kai [Gutachter] [Ambos i Christoph [Gutachter] Hönnige. "A Commitment is a Commitment is a Commitment? : Why States Constrain and Customize their Commitments to the International Criminal Court / Julia Hagen ; Gutachter: Anja Jetschke, Kai Ambos, Christoph Hönnige ; Betreuer: Anja Jetschke". Göttingen : Niedersächsische Staats- und Universitätsbibliothek Göttingen, 2019. http://nbn-resolving.de/urn:nbn:de:gbv:7-21.11130/00-1735-0000-0003-C116-A-4.

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Madsen, Mathias. "Er organisatorisk commitment stressende? : en undersøgelse af organisatorisk commitment og arbejdsstress = Does Organizational Commitment Cause Stress? : a Study of Organizational Commitment and Work Stress /". Aarhus : Institut for Økonomi, Aarhus Universitet, 2009. http://mit.econ.au.dk/Library/Specialer/2009/20031607.pdf.

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Bagraim, Jeffrey. "The improbable commitment : organizational commitment amongst South African knowledge workers". Thesis, University of Warwick, 2004. http://wrap.warwick.ac.uk/1204/.

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Knowledge workers, who typically enjoy global labour mobility, are considered critical to economic growth in developing countries. The purpose of this dissertation was to examine the organizational commitment of South African knowledge workers, a commitment widely considered both improbable and unobtainable. In this study, a critical review of the organizational commitment literature, to ascertain its psychometric applicability to knowledge workers in South Africa, uncovered an unsystematic and fragmented body of research that has been imperfectly integrated in previous research models. A new definition of organizational commitment is therefore developed to account for current contextual complexities and theoretical advances in commitment research (e.g. multiple foci, variable duration, and changing intensities). A mixed-method research design was used in all stages of the investigation. To establish the construct validity and practical validity of the organizational commitment construct, a multidisciplinary explanatory model was developed based on the extant literature and focus group discussions with knowledge workers. To test the proposed model, a self-administered survey questionnaire was developed. A total of 637 usable questionnaires from knowledge workers employed in the accounting and information technology occupations in both the public and private sector were analysed using a variety of statistical techniques, primarily hierarchical regression analysis and structural equation modelling. Particular care was taken that appropriate and strict statistical criteria guided the analyses. The survey results were then presented to focus groups for discussion. The results clearly evidence the widely accepted three-component structure of organizational commitment but provide new insight into the nature of the relationship between the commitment components. The veracity of a multiple foci approach is demonstrated and interaction effects between commitment bases and commitment foci are examined. The results are mixed concerning the proposed model, which required revision after the psychometric analyses. Overall, however, the results are both surprising and encouraging. Surprising given the evidence of high levels of organizational commitment amongst knowledge workers, and encouraging given the amount of variance explained in salient organizational outcomes such as turnover intentions (37%) and boosting behaviour (24%). Analysis per employment sector showed no overall effect of sector in the regression models but further analyses showed different patterns of significant antecedents amongst knowledge workers employed in the public and private sectors. The empirical findings and theoretical position of this study challenge prevailing assumptions about the organizational commitment of knowledge workers and provide refreshment to both scholars and practitioners faced with the development of new management approaches and insights.

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Książki na temat "Commitment"

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Ellis, Julie. Commitment. New York: Kensington Books, 1994.

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Ellis, Julie. Commitment. Rockland, Mass: Wheeler Pub., 1995.

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Bird, Frank E. Commitment. Loganville, Ga: Institute Pub., 1991.

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James, Roby. Commitment. New York: Del Rey Book, 1997.

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Ellis, Julie. Commitment. London: HarperCollins, 1995.

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Ellis, Julie. Commitment. London: HarperCollins, 1996.

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Ellis, Julie. Commitment. London: HarperCollins, 1996.

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Klaiber, Sven. Organisationales Commitment. Wiesbaden: Springer Fachmedien Wiesbaden, 2018. http://dx.doi.org/10.1007/978-3-658-19670-7.

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White, Geoff. Employee commitment. London: Work Research Unit, 1987.

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System, Great Britain Work Research Unit Information. Employee commitment. London: Work Research Unit, 1987.

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Części książek na temat "Commitment"

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Schelling, Thomas C. "Commitment". W The New Palgrave Dictionary of Economics and the Law, 295–300. London: Palgrave Macmillan UK, 2002. http://dx.doi.org/10.1007/978-1-349-74173-1_61.

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Crépeau, Claude. "Commitment". W Encyclopedia of Cryptography and Security, 224–27. Boston, MA: Springer US, 2011. http://dx.doi.org/10.1007/978-1-4419-5906-5_239.

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de Jonge, Jan. "Commitment". W Rethinking Rational Choice Theory, 174–85. London: Palgrave Macmillan UK, 2012. http://dx.doi.org/10.1057/9780230355545_14.

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Yar, Majid. "Commitment". W Crime, Deviance and Doping, 52–59. London: Palgrave Macmillan UK, 2014. http://dx.doi.org/10.1057/9781137403759_5.

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Smith, Aaron C. T. "Commitment". W Cognitive Mechanisms of Belief Change, 201–15. London: Palgrave Macmillan UK, 2016. http://dx.doi.org/10.1057/978-1-137-57895-2_4.

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Klinger, Eric. "Commitment." W Encyclopedia of psychology, Vol. 2., 188–91. Washington: American Psychological Association, 2000. http://dx.doi.org/10.1037/10517-071.

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Salván, Paula Martín. "Commitment". W The Language of Ethics and Community in Graham Greene’s Fiction, 91–117. London: Palgrave Macmillan UK, 2015. http://dx.doi.org/10.1057/9781137540119_6.

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Williams, Lee. "Commitment". W Assessment in Couple Therapy, 75–85. New York: Routledge, 2021. http://dx.doi.org/10.4324/9781003161967-6.

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Hamilton, Caitlin, Anuradha Mundkur i Laura J. Shepherd. "Commitment". W Civil Society, Care Labour, and the Women, Peace and Security Agenda, 45–53. Abingdon, Oxon; New York: Routledge, 2021. | Series: Routledge studies in gender and global politics: Routledge, 2021. http://dx.doi.org/10.4324/9781003123750-6.

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Collins, Stewart. "Commitment". W The Positive Social Worker, 67–91. Milton Park, Abingdon, Oxon; New York, NY: Routledge, 2020.: Routledge, 2019. http://dx.doi.org/10.4324/9781315136127-5.

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Streszczenia konferencji na temat "Commitment"

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Yadav, Anuj Kumar, Manideep Mamindlapally i Amitalok Budkuley. "Wiretapped Commitment Over Binary Channels". W 2024 IEEE International Symposium on Information Theory (ISIT), 3528–33. IEEE, 2024. http://dx.doi.org/10.1109/isit57864.2024.10619661.

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King, Thomas C., Akın Günay, Amit K. Chopra i Munindar P. Singh. "Tosca: Operationalizing Commitments Over Information Protocols". W Twenty-Sixth International Joint Conference on Artificial Intelligence. California: International Joint Conferences on Artificial Intelligence Organization, 2017. http://dx.doi.org/10.24963/ijcai.2017/37.

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The notion of commitment is widely studied as a high-level abstraction for modeling multiagent interaction. An important challenge is supporting flexible decentralized enactments of commitment specifications. In this paper, we combine recent advances on specifying commitments and information protocols. Specifically, we contribute Tosca, a technique for automatically synthesizing information protocols from commitment specifications. Our main result is that the synthesized protocols support commitment alignment, which is the idea that agents must make compatible inferences about their commitments despite decentralization.

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Choto, Somsak, i Nol Premasathian. "A dynamic fuzzy commitment scheme using multiple commitments". W 2012 International Symposium on Communications and Information Technologies (ISCIT). IEEE, 2012. http://dx.doi.org/10.1109/iscit.2012.6380912.

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Hunka, Frantisek, Jaroslav Zacek i Jiri Matula. "Commitment Modeling". W 2017 Federated Conference on Computer Science and Information Systems. IEEE, 2017. http://dx.doi.org/10.15439/2017f69.

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Hepple, Mark. "Independence and commitment". W the 38th Annual Meeting. Morristown, NJ, USA: Association for Computational Linguistics, 2000. http://dx.doi.org/10.3115/1075218.1075254.

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Summers, Alexander J., i Peter Mueller. "Freedom before commitment". W the 2011 ACM international conference. New York, New York, USA: ACM Press, 2011. http://dx.doi.org/10.1145/2048066.2048142.

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Chopra, Amit K., i Munindar P. Singh. "Contextualizing commitment protocol". W the fifth international joint conference. New York, New York, USA: ACM Press, 2006. http://dx.doi.org/10.1145/1160633.1160884.

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Balcan, Maria-Florina, Avrim Blum, Nika Haghtalab i Ariel D. Procaccia. "Commitment Without Regrets". W EC '15: ACM Conference on Economics and Computation. New York, NY, USA: ACM, 2015. http://dx.doi.org/10.1145/2764468.2764478.

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Ekasari, Kurnia, Andi Kusuma Indrawan, Elvyra Handayani Soedarso i Apit Miharso. "Social Responsibilities Commitment". W 2nd Annual Management, Business and Economic Conference (AMBEC 2020). Paris, France: Atlantis Press, 2021. http://dx.doi.org/10.2991/aebmr.k.210717.042.

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Harrenstein, Paul, Felix Brandt i Felix Fischer. "Commitment and extortion". W the 6th international joint conference. New York, New York, USA: ACM Press, 2007. http://dx.doi.org/10.1145/1329125.1329157.

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Raporty organizacyjne na temat "Commitment"

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Amador, Manuel, Ivan Werning i George-Marios Angeletos. Commitment Vs. Flexibility. Cambridge, MA: National Bureau of Economic Research, grudzień 2003. http://dx.doi.org/10.3386/w10151.

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Nosal, Jaromir, i Guillermo Ordoñez. Uncertainty as Commitment. Cambridge, MA: National Bureau of Economic Research, luty 2013. http://dx.doi.org/10.3386/w18766.

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Palm, David, Maria Elander, David Watson, Nikola Kiørboe, Synnøve Rubach, Ole-Jørgen Hanssen i Stefán Gíslason. The Nordic textile commitment. Nordic Council of Ministers, luty 2015. http://dx.doi.org/10.6027/tn2015-512.

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DeMarzo, Peter, i Zhiguo He. Leverage Dynamics without Commitment. Cambridge, MA: National Bureau of Economic Research, listopad 2016. http://dx.doi.org/10.3386/w22799.

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Shavell, Steven, i Kathryn Spier. Threats without Binding Commitment. Cambridge, MA: National Bureau of Economic Research, luty 1996. http://dx.doi.org/10.3386/w5461.

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Székely, Miguel. Promoting Commitment to Evaluate. International Initiative for Impact Evaluation (3ie), marzec 2013. http://dx.doi.org/10.23846/wp0019.

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Afrouzi, Hassan, Marina Halac, Kenneth Rogoff i Pierre Yared. Monetary Policy without Commitment. Cambridge, MA: National Bureau of Economic Research, maj 2023. http://dx.doi.org/10.3386/w31207.

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Tapia, Amy S. 2018 Community Commitment Plan Report. Office of Scientific and Technical Information (OSTI), listopad 2018. http://dx.doi.org/10.2172/1483467.

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Tapia, Amy S. 2018 Community Commitment Plan Allocations. Office of Scientific and Technical Information (OSTI), listopad 2018. http://dx.doi.org/10.2172/1483468.

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Haubrich, Joseph G., i Joseph Ritter. Commitment as Investment Under Uncertainty. Federal Reserve Bank of St. Louis, 1995. http://dx.doi.org/10.20955/wp.1995.004.

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