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Artykuły w czasopismach na temat „Differences”

Autor: Grafiati
Data publikacji: 4 czerwca 2021
Data aktualizacji: 29 stycznia 2023

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1

Banzhaf, H. Spencer. "Difference-in-Differences Hedonics". Journal of Political Economy 129, nr 8 (1.08.2021): 2385–414. http://dx.doi.org/10.1086/714442.

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Arkhangelsky, Dmitry, Susan Athey, David A. Hirshberg, Guido W. Imbens i Stefan Wager. "Synthetic Difference-in-Differences". American Economic Review 111, nr 12 (1.12.2021): 4088–118. http://dx.doi.org/10.1257/aer.20190159.

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

Killian, Kyle D. "Differences Making a Difference". Journal of Feminist Family Therapy 12, nr 2-3 (26.06.2001): 61–103. http://dx.doi.org/10.1300/j086v12n02_03.

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4

Gottschalck, Nicole, Christina Guenther i Franz Kellermanns. "When Differences Make a Difference." Academy of Management Proceedings 2018, nr 1 (sierpień 2018): 11446. http://dx.doi.org/10.5465/ambpp.2018.11446abstract.

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5

Hoare, Graham. "83.10 Differences with a Difference". Mathematical Gazette 83, nr 496 (marzec 1999): 113. http://dx.doi.org/10.2307/3618698.

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6

De Silva, A. W. Brian. "What a Difference...Differences Make". International Journal of Civic, Political, and Community Studies 10, nr 3 (2013): 77–89. http://dx.doi.org/10.18848/2327-0047/cgp/v10i03/43521.

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

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

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Cobble, D. S. "Response: The Difference Differences Make". Labor: Studies in Working-Class History of the Americas 2, nr 4 (1.12.2005): 58–62. http://dx.doi.org/10.1215/15476715-2-4-58.

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10

Abadie, Alberto. "Semiparametric Difference-in-Differences Estimators". Review of Economic Studies 72, nr 1 (styczeń 2005): 1–19. http://dx.doi.org/10.1111/0034-6527.00321.

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Deno, Stanley L. "Individual Differences and Individual Difference". Journal of Special Education 24, nr 2 (lipiec 1990): 160–73. http://dx.doi.org/10.1177/002246699002400205.

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12

Jesse, Jörg. "Differences That Make a Difference?" Federal Sentencing Reporter 27, nr 1 (1.10.2014): 30–32. http://dx.doi.org/10.1525/fsr.2014.27.1.30.

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13

PARENS, ERIK. "What Differences Make a Difference?" Cambridge Quarterly of Healthcare Ethics 7, nr 1 (styczeń 1998): 1–6. http://dx.doi.org/10.1017/s096318019870101x.

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Four years ago The Hastings Center initiated a “pluralism project.” That project gave the Center staff a chance to explore one swath of the theoretical literature concerning how members of democratic regimes ought to think about and respond to the differences among themselves. Much of that literature, produced by philosophers like Charles Taylor, Martha Nussbaum, and John Kekes, is wonderfully articulate about difference in general. But it is nearly silent about how particular categories of difference actually make a difference in the lives of particular individuals negotiating particular institutions.
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14

Kim, Kimin, i Myoung-jae Lee. "Difference in differences in reverse". Empirical Economics 57, nr 3 (5.06.2018): 705–25. http://dx.doi.org/10.1007/s00181-018-1465-0.

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15

Mannix, Elizabeth, i Margaret A. Neale. "What Differences Make a Difference?" Psychological Science in the Public Interest 6, nr 2 (październik 2005): 31–55. http://dx.doi.org/10.1111/j.1529-1006.2005.00022.x.

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SUMMARY—As the workplace has become increasingly diverse, there has been a tension between the promise and the reality of diversity in team process and performance. The optimistic view holds that diversity will lead to an increase in the variety of perspectives and approaches brought to a problem and to opportunities for knowledge sharing, and hence lead to greater creativity and quality of team performance. However, the preponderance of the evidence favors a more pessimistic view: that diversity creates social divisions, which in turn create negative performance outcomes for the group. Why is the reality of diversity less than the promise? Answering this requires understanding a variety of factors, including how diversity is defined and categorized, and the moderating as well as mediating processes that affect the diversity–process–performance linkage. We start with a definition. The word diversity has been used to refer to so many types of differences among people that the most commonly used definition—“any attribute that another person may use to detect individual differences” (Williams & O'Reilly, 1998, p. 81)—while accurate, is also quite broad. As a result, various categorization schemes based on factors such as race or gender, or based on proportions such as the size of the minority, have been used to further refine the definition of diversity in teams. The choices researchers have made in using these categorization schemes, however, do lead to particular tradeoffs. Factor approaches, for example, allow an examination of multiple types of diversity and the interactions among them but ignore the sizes of factions and subgroups. Proportional approaches allow the consideration of minority-group size, and hence the study of issues such as tokenism, but also tend to focus on only one type of diversity and thereby overestimate its relevance relative to other types. The underlying effects of diversity, whichever way it is defined and categorized, have typically been understood through three primary theoretical perspectives: the similarity–attraction paradigm, self- and social categorization, and information processing. These approaches also have their biases. The predictions of similarity–attraction theory are straightforward: Similarity on attributes such as attitudes, values, and beliefs will facilitate interpersonal attraction and liking. Empirical research has supported that surface-level similarity tends to predict affiliation and attraction. The similarity–attraction paradigm was developed to understand dyadic relationships. Yet, individuals can express preferences for membership in particular groups even when they have had no prior social interaction with members of that group. This is primarily a cognitive process of categorization: Individuals are postulated to have a hierarchical structure of self-categorizations at the personal, group, and superordinate levels. Research has demonstrated that the specific categories on which we tend to focus in categorizing others—such as race, gender, values, or beliefs—are likely to be those that are the most distinctive or salient within the particular social context. The act of social categorization activates differential expectations for in-group and out-group members. This distinction creates the atmosphere for stereotyping, in which out-group members are judged more stereotypically than in-group members are. The self-categorization/social-identity and similarity–attraction approaches both tend to lead to the pessimistic view of diversity in teams. In these paradigms, individuals will be more attracted to similar others and will experience more cohesion and social integration in homogeneous groups. The information-processing approach, by contrast, offers a more optimistic view: that diversity creates an atmosphere for enhancing group performance. The information-processing approach argues that individuals in diverse groups have access to other individuals with different backgrounds, networks, information, and skills. This added information should improve the group outcome even though it might create coordination problems for the group. As we disentangle what researchers have learned from the last 50 years, we can conclude that surface-level social- category differences, such as those of race/ethnicity, gender, or age, tend to be more likely to have negative effects on the ability of groups to function effectively. By contrast, underlying differences, such as differences in functional background, education, or personality, are more often positively related to performance—for example by facilitating creativity or group problem solving—but only when the group process is carefully controlled. The majority of these effects have typically been explained in terms of potential mediators such as social integration, communication, and conflict. However, the actual evidence for the input–process–output linkage is not as strong as one might like. Clarifying the mixed effects of diversity in work groups will only be possible by carefully considering moderators such as context, by broadening our view to include new types of diversity such as emotions and networks, and by focusing more carefully on mediating mechanisms. As we delve into advice for organizational teams to enhance the assets of diversity and manage the liabilities, we focus on the benefits of “exploring” as opposed to “exploiting” types of tasks, of bridging diversity through values and goals, and of enhancing the power of the minority. Finally, we end with suggestions for how organizations can learn to create incentives for change within the firm.
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16

Berger, Roberta S., i D. Kim Reid. "Differences That Make a Difference". Journal of Learning Disabilities 22, nr 7 (sierpień 1989): 422–29. http://dx.doi.org/10.1177/002221948902200706.

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17

Smoyak, Shirley A. "Diversity: What Differences Make a Difference?" Journal of Psychosocial Nursing and Mental Health Services 44, nr 4 (1.04.2006): 4–6. http://dx.doi.org/10.3928/02793695-20060401-01.

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18

Sasabuchi, Yusuke. "Introduction to Difference-in-differences Design". Annals of Clinical Epidemiology 3, nr 3 (2021): 74–77. http://dx.doi.org/10.37737/ace.3.3_74.

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19

Glynn, Adam N., i Konstantin Kashin. "Front-Door Difference-in-Differences Estimators". American Journal of Political Science 61, nr 4 (23.06.2017): 989–1002. http://dx.doi.org/10.1111/ajps.12311.

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20

Tesio, Melania. "Subtle Differences to Make the Difference". HemaSphere 2, nr 2 (marzec 2018): e38. http://dx.doi.org/10.1097/hs9.0000000000000038.

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21

Fredriksson, Anders, i Gustavo Magalhães de Oliveira. "Impact evaluation using Difference-in-Differences". RAUSP Management Journal 54, nr 4 (14.10.2019): 519–32. http://dx.doi.org/10.1108/rausp-05-2019-0112.

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Purpose This paper aims to present the Difference-in-Differences (DiD) method in an accessible language to a broad research audience from a variety of management-related fields. Design/methodology/approach The paper describes the DiD method, starting with an intuitive explanation, goes through the main assumptions and the regression specification and covers the use of several robustness methods. Recurrent examples from the literature are used to illustrate the different concepts. Findings By providing an overview of the method, the authors cover the main issues involved when conducting DiD studies, including the fundamentals as well as some recent developments. Originality/value The paper can hopefully be of value to a broad range of management scholars interested in applying impact evaluation methods.
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22

Jackson, Susan E. "Differences That Might Make a Difference". Contemporary Psychology: A Journal of Reviews 33, nr 11 (listopad 1988): 964–65. http://dx.doi.org/10.1037/026212.

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23

Houngbedji, Kenneth. "Abadie's Semiparametric Difference-in-differences Estimator". Stata Journal: Promoting communications on statistics and Stata 16, nr 2 (czerwiec 2016): 482–90. http://dx.doi.org/10.1177/1536867x1601600213.

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24

Mezey, Susan Gluck. "When Should Differences Make a Difference:". Women & Politics 10, nr 2 (21.03.1990): 105–20. http://dx.doi.org/10.1300/j014v10n02_08.

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25

Sant’Anna, Pedro H. C., i Jun Zhao. "Doubly robust difference-in-differences estimators". Journal of Econometrics 219, nr 1 (listopad 2020): 101–22. http://dx.doi.org/10.1016/j.jeconom.2020.06.003.

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26

Becvar, Dorothy S. "Facilitating Differences that Make a Difference". Contemporary Family Therapy 31, nr 1 (5.12.2008): 1–2. http://dx.doi.org/10.1007/s10591-008-9081-3.

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27

Butts, Kyle, i John Gardner. "did2s: Two-Stage Difference-in-Differences". R Journal 14, nr 3 (20.12.2022): 162–73. http://dx.doi.org/10.32614/rj-2022-048.

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28

Shim, Jae-sun, i Hohyun Kim. "Impacts of the 52-hour Workweek Policy on Employment and Labor Productivity of Listed Firms Using the Difference-in-differences Method". Productivity Review 34, nr 4 (31.12.2020): 197–224. http://dx.doi.org/10.15843/kpapr.34.4.2020.12.197.

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29

Qin, Jing, i and Biao Zhang. "Empirical-likelihood-based difference-in-differences estimators". Journal of the Royal Statistical Society: Series B (Statistical Methodology) 70, nr 2 (kwiecień 2008): 329–49. http://dx.doi.org/10.1111/j.1467-9868.2007.00638.x.

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St. Clair, Travis, i Thomas D. Cook. "Difference-In-Differences Methods in Public Finance". National Tax Journal 68, nr 2 (marzec 2015): 319–38. http://dx.doi.org/10.17310/ntj.2015.2.04.

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31

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

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Moss Kanter, Rosabeth, i Richard Ian Corn. "Do Cultural Differences Make a Business Difference?" Journal of Management Development 13, nr 2 (marzec 1994): 5–23. http://dx.doi.org/10.1108/02621719410050219.

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Indow, Tarow. "Color difference predicted by color component differences". Color Research & Application 27, nr 6 (23.10.2002): 425–29. http://dx.doi.org/10.1002/col.10095.

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Altschuler, Steven J., i Lani F. Wu. "Cellular Heterogeneity: Do Differences Make a Difference?" Cell 141, nr 4 (maj 2010): 559–63. http://dx.doi.org/10.1016/j.cell.2010.04.033.

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35

Fisher, Charles W. "Making a difference and differences worth making". Teaching and Teacher Education 8, nr 2 (kwiecień 1992): 219–24. http://dx.doi.org/10.1016/0742-051x(92)90010-z.

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van Gool, Erik. "Differences in orientation behaviour underlie interclonal differences in phototaxis in Daphnia magna". Fundamental and Applied Limnology 144, nr 2 (22.01.1999): 177–94. http://dx.doi.org/10.1127/archiv-hydrobiol/144/1999/177.

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N.A, Kuldashev. "Agnonym Differences In Names". American Journal of Interdisciplinary Innovations and Research 02, nr 11 (30.11.2020): 164–68. http://dx.doi.org/10.37547/tajiir/volume02issue11-28.

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In this article, the author emphasizes on one of the most actual issues of today is the further refinement of the purity of the Uzbek language and the prevention of distortions in the nomenclature and the correct use of words or terms. Not following the traditions of Uzbek nationality in naming will lead to some ambiguities in the language, as well as the elimination of differences in the prefixes.
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38

Hooker, John W. "Some differences between difference equations and differential equations". Journal of Difference Equations and Applications 2, nr 2 (styczeń 1996): 219–25. http://dx.doi.org/10.1080/10236199608808056.

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Ghazanfar, Asif A. "Language evolution: neural differences that make a difference". Nature Neuroscience 11, nr 4 (kwiecień 2008): 382–84. http://dx.doi.org/10.1038/nn0408-382.

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Washam, Cynthia. "Gender Differences Can Make a Difference in Caregiving". Oncology Times 34, nr 1 (styczeń 2012): 9–10. http://dx.doi.org/10.1097/01.cot.0000410893.25907.45.

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Johnson, William G. "There is a difference between differences and disparities". Disability and Health Journal 1, nr 4 (październik 2008): 181–83. http://dx.doi.org/10.1016/j.dhjo.2008.07.005.

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Terwilliger, T. C., i J. Berendzen. "Difference refinement: obtaining differences between two related structures". Acta Crystallographica Section D Biological Crystallography 51, nr 5 (1.09.1995): 609–18. http://dx.doi.org/10.1107/s0907444994013247.

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Lisitsyn, Nikolai A. "Representational difference analysis: finding the differences between genomes". Trends in Genetics 11, nr 8 (sierpień 1995): 303–7. http://dx.doi.org/10.1016/s0168-9525(00)89087-3.

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Rohlen, Thomas P. "Differences that Make a Difference: Explaining Japan's Success". Educational Policy 9, nr 2 (czerwiec 1995): 103–28. http://dx.doi.org/10.1177/0895904895009002002.

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Suttle, Bruce B. "Truth, morality, and what differences make a difference". Journal of Value Inquiry 28, nr 3 (wrzesień 1994): 437–42. http://dx.doi.org/10.1007/bf01079506.

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de Chaisemartin, C., i X. D’HaultfŒuille. "Fuzzy Differences-in-Differences". Review of Economic Studies 85, nr 2 (28.08.2017): 999–1028. http://dx.doi.org/10.1093/restud/rdx049.

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Bergeman, C. S., i A. D. Seroczynski. "Group differences individual differences". Behavioral and Brain Sciences 18, nr 03 (wrzesień 1995): 546. http://dx.doi.org/10.1017/s0140525x00039662.

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Hovemann, Marc, i Winfried Sickel. "BESOV-TYPE SPACES AND DIFFERENCES". Eurasian Mathematical Journal 11, nr 1 (2020): 25–56. http://dx.doi.org/10.32523/2077-9879-2020-11-1-25-56.

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RAY, SUBHASIS. "On The Generalized Divided Differences". Mathematical Journal of Interdisciplinary Sciences 5, nr 1 (5.09.2016): 53–59. http://dx.doi.org/10.15415/mjis.2016.51005.

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Katta, Prashanth Kumar. "Enamel and Dentin Adhesion Differences". Indian Journal of Dental Education 10, nr 3 (2017): 170–72. http://dx.doi.org/10.21088/ijde.0974.6099.10317.3.

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