On Transport Service Selection in Intermodal Rail/Road Distribution Networks

Intermodal rail/road freight transport constitutes an alternative to long-haul road transport for the distribution of large volumes of goods. The paper introduces the intermodal transportation problem for the tactical planning of mode and service selection. In rail mode, shippers either book train capacity on a per-unit basis or charter block trains completely. Road mode is used for short-distance haulage to intermodal terminals and for direct shipments to customers. We analyze the competition of road and intermodal transportation with regard to freight consolidation and service cost on a model basis. The approach is applied to a distribution system of an industrial company serving customers in eastern Europe. The case study investigates the impact of transport cost and consolidation on the optimal modal split.

The gender typicality of faces and its impact on visual processing and on hiring decisions

Past research has shown that the gender typicality of applicants’ faces affects leadership selection irrespective of a candidate’s gender: A masculine facial appearance is congruent with masculine-typed leadership roles, thus masculine-looking applicants are hired more certainly than feminine-looking ones. In the present study, we extended this line of research by investigating hiring decisions for both masculine- and feminine-typed professional roles. Furthermore, we used eye tracking to examine the visual exploration of applicants’ portraits. Our results indicate that masculine-looking applicants were favored for the masculine-typed role (leader) and feminine-looking applicants for the feminine-typed role (team member). Eye movement patterns showed that information about gender category and facial appearance was integrated during first fixations of the portraits. Hiring decisions, however, were not based on this initial analysis, but occurred at a second stage, when the portrait was viewed in the context of considering the applicant for a specific job.

Place of Work and Place of Residence: Informal Hiring Networks and Labor Market Outcomes

We use a novel dataset and research design to empirically detect the effect of social interactions among neighbors on labor market outcomes. Specifically, using Census data that characterize residential and employment locations down to the city block, we examine whether individuals residing in the same block are more likely to work together than individuals in nearby but not identical blocks. We find significant evidence of social interactions operating at the block level: residing on the same versus nearby blocks increases the probability of working together by over 33 percent. The results also indicate that this referral effect is stronger when individuals are similar in sociodemographic characteristics (e.g., both have children of similar ages) and when at least one individual is well attached to the labor market. These findings are robust across various specifications intended to address concerns related to sorting and reverse causation. Further, having determined the characteristics of a pair of individuals that lead to an especially strong referral effect, we provide evidence that the increased availability of neighborhood referrals has a significant impact on a wide range of labor market outcomes including employment and wages.

Intermodal exchange stations in the city of Madrid

The City of Madrid is putting into operation Intermodal Exchange Stations (IESs) to make connections between urban and suburban transportation modes easier for users of public transportation. The purpose of this article is to evaluate the actual effects that the implementation of IESs in the City of Madrid has on the affected stakeholders: users, public transportation operators, infrastructure managers, the government, the abutters and other citizens. We develop a methodology intended to help assess the welfare gains and losses for each stakeholder. Then we apply this methodology to the case study of the Avenida de América IES in the city of Madrid. We found that it is indeed possible to arrive at win–win solutions for the funding of urban transportation infrastructure, as long as the cost-benefit ratio of the project is high enough. Commuters save travel time. Bus companies diminish their costs of operation. The abutters gain in quality of life. The private operator of the infrastructure makes a fair profit. And the government is able to promote these infrastructure facilities without spending more of its scarce budgetary resources.

Photonic liquid crystal fiber intermodal interferometer

In this work, we present a novel interferometer based on liquid crystal and photonic crystal fiber technology. The objective of this project is the development of a tunable (switchable) modal (Mach-Zehnder) interferometer for optical communications or sensing. This interferometer has been manufactured splicing a short portion (between 15 and 30 mm) of photonic crystal fiber with two single mode fiber pigtails. The study shows a high sensitivity of the interferometer to the polarization of the launching light.

Minority Coaches in the NFL: An Examination of Hiring Patterns as a Basis for Recommendations for Improved Employment Practices

Hiring minority coaches is a serious concern in the National Football League (NFL). The NFL's hiring practices are inconsistent, specifically for minority candidates. The author investigates why NFL teams underutilize minority coaches with research from Central Florida University and the University of Pennsylvania. Research findings suggest that minority hires positively affect the NFL, yet the hiring process remains weak. Case study examples show the poor decision-making trends of NFL personnel, implying that although minority coaches' success is better than non-minorities, the negative perception of minorities, as aspiring head coaches and leaders, is a barrier. As a result, the NFL has a unique opportunity to improve its hiring process by aligning its approach to hiring within the guidelines of federal law.

Hiring Manager Training for Strategically Selecting the Best Human Capital

The selection process is arguably the most important part of the employee life cycle in an organization, but a process often underdeveloped in many organizations. Successful selection processes can put the right people into critical positions, whereas failure to focus on selection can result in poor performance, turnover, and loss of productivity critical to the continuing success of organizations. This paper creates a model for a hiring manager training that focuses on a strategic selection process to maximize chances for successful hires. Utilizing leadership and selection models, human resources can engage hiring managers in a strategic applicant selection process as well as give tools for screening, interviewing, and selecting the best candidates for employment throughout all levels of their organization.