A normative framework for agent-based systems

One of the key issues in the computational representation of open societies relates to the introduction of norms that help to cope with the heterogeneity, the autonomy and the diversity of interests among their members. Research regarding this issue presents two omissions. One is the lack of a canonical model of norms that facilitates their implementation, and that allows us to describe the processes of reasoning about norms. The other refers to considering, in the model of normative multi-agent systems, the perspective of individual agents and what they might need to effectively reason about the society in which they participate. Both are the concerns of this paper, and the main objective is to present a formal normative framework for agent-based systems.

Do human resource practices enhance organizational commitment in SMEs with low employee satisfaction?

This paper considers a large matched employee–employer data set to estimate a model of organizational commitment. In particular, it focuses on the role of firm size and management formality to explain organizational commitment in British small and medium-sized enterprises (SMEs) with high and low levels of employee satisfaction. It is shown that size ‘in itself’ can explain differences in organizational commitment, and that organizational commitment tends to be higher in organizations with high employee satisfaction compared with organizations of similar size with low employee satisfaction. Crucially, the results suggest that formal human resource (HR) practices can be used as important tools to increase commitment and thus, potentially, effort and performance within underperforming SMEs with low employee satisfaction. However, formal HR practices commonly used by large firms may be unnecessary in SMEs which benefit from high employee satisfaction and positive employment relations within a context of informality.