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In published work on hedonic house price estimation it is not uncommon to examine some of the conditions required for the estimators to have desirable properties such as minimum variance and unbiasedness, in particular spatial autocorrelation. However, other conditions that can give rise to similar difficulties with the estimates are often ignored. If these technical conditions are not met, it is sometimes because the model is misspecified in some way. This paper argues that a wider range of diagnostic statistics should be used in the specification search for a good model, in particular, but not exclusively, those concerned with predictive stability. The paper illustrates this approach by examining both in‐sample and out‐of‐sample diagnostic tests of various specifications of a hedonic house price model using data taken from the sale of over 1,600 properties in the Midlands of the UK in 1999/2000. The models investigated include various specifications of the dependent and independent variables, including models that are non‐linear in the parameters. The paper concludes that such statistics can often help in model selection and should be more widely employed.

In 2000, the European Union called for the enhancement of innovation performance within member states. As part of the support for this exhortation, it has since provided the latest version of a set of indicators, which are collectively referred to as the European Innovation Scoreboard. This paper describes these indicators, shows summary results from the 2001 data and comments on these results.

This paper is concerned as to whether it is more appropriate to use aggregate or disaggregate models in forecasting house prices using hedonic modelling. It is accepted that the implicit pricing of some of the attributes is not stable between locations, property types and ages but it is argued that this can be effectively modelled with an aggregate method. The models are developed using a dataset of nearly 18,000 transactions in the UK Midlands region in 1994. The comparative performance of these models is then considered using two approaches. Chow tests of the error differences between actual price and the price predicted by the models suggest that the submarket models lead to statistically significant, though small, improvements. A second approach, using comparison of the root mean square errors, is conducted on the models’ forecasts for a 10 per cent sample of nearly 2,000 transactions excluded from the modelling process. This shows little practical difference in the forecasting ability between the two approaches. Great care needs to be taken over sample size if a disaggregate model is used.

While Dalton and Radtke (2013) examine the effects of Machiavellianism and an organization's ethical environment within a low moral intensity setting, I examine the effects of Machiavellianism and an organization's ethical environment across both low and high moral intensity settings. Using a sample of 192 MTurk workers (i.e., online labor pool participants from Amazon's Mechanical Turk) and 127 undergraduate accounting students, the results using the full-sample of participants indicate the following: (1) Machiavellianism is negatively associated with whistle-blowing intentions across both low and high moral intensity scenarios; (2) an organization's ethical environment is positively associated with whistle-blowing intentions across both low and high moral intensity scenarios; and (3) in the low moral intensity scenario (but not the high moral intensity scenario), I find an interaction between Machiavellianism and the strength of the ethical environment. Implications for research and practice are discussed.

M J (Mike) Cassidy has been appointed director of operations with Plessey Aerospace Ltd at Titchfield, Hants and becomes a member of that company's board. Mike (49) joined Plessey at Ilford in 1955 after completing his national service. He was employed in the jig and tool design drawing office.

In the last four years, since Volume I of this Bibliography first appeared, there has been an explosion of literature in all the main functional areas of business. This wealth of material poses problems for the researcher in management studies — and, of course, for the librarian: uncovering what has been written in any one area is not an easy task. This volume aims to help the librarian and the researcher overcome some of the immediate problems of identification of material. It is an annotated bibliography of management, drawing on the wide variety of literature produced by MCB University Press. Over the last four years, MCB University Press has produced an extensive range of books and serial publications covering most of the established and many of the developing areas of management. This volume, in conjunction with Volume I, provides a guide to all the material published so far.

The Shipbuilding Industry Training Board and the Skills Testing Service of the City and Guilds of London Institute, in cooperation with a number of leading shipyards, have developed phased test programmes for eight of the principal craft trades in the shipbuilding and shiprepairing industry. These tests are intended for trainee craftsmen who have completed their first year's training off‐the‐job in a training centre and are undergoing planned experience training in their yards to the standard recommended by the Shipbuilding Industry Training Board. The tests cover the trades of electrician, fitter, joiner, pipeworker, sheet‐metal worker, caulker/burner/driller/riveter, plater/shipwright and welder. A test programme covers all the main tasks or key skills normally performed by skilled men in the trade. Each job test is assessed according to success or failure in covering its essential features. Tests are taken by trainees in the course of production in the yard and are assessed by production staff. The preparation of each set of tests began with a study in a shipyard to find out what work a trainee would be expected to cover during his planned experience training. The test jobs drawn up as a result of this study were carefully scrutinised by production supervisors from other shipbuilding and shiprepair yards. A number of firms were invited to conduct a pilot project using the tests for a number of trainees in their second, third and fourth years of training. The tests were amended in the light of reports received on these projects and grouped to cover the key skills involved. An assessment was then made of either the number of jobs or the particular jobs, the satisfactory completion of which was considered to be essential to qualify for the Board's Certificate of Craftsmanship. This project, which was begun in November 1969 and completed in March 1972, and involved some eighteen firms in the industry, is described in the following account provided by some of the people involved.

The purpose of this paper is to investigate information communications technologies (ICT)‐mediated inclusion and exclusion in terms of sexuality through a study of a commercial social networking web site for gay men.

The paper uses an approach based on technological inscription and the commodification of difference to study Gaydar, a commercial social networking site.

Through the activities, events and interactions offered by Gaydar, the study identifies a series of contrasting identity constructions and market segmentations that are constructed through the cyclic commodification of difference. These are fuelled by a particular series of meanings attached to gay male sexualities which serve to keep gay men positioned as a niche market.

The research centres on the study of one, albeit widely used, web site with a very specific set of purposes. The study offers a model for future research on sexuality and ICTs.

This study places sexuality centre stage in an ICT‐mediated environment and provides insights into the contemporary phenomenon of social networking. As a sexualised object, Gaydar presents a semiosis of politicised messages that question heteronormativity while simultaneously contributing to the definition of an increasingly globalised, commercialised and monolithic form of gay male sexuality defined against ICT.

The purpose of this paper is to examine the impact of gender on the performance assessments of managers arising from the 360‐degree scheme operated within the UK headquarters of a large multi‐international financial services organisation.

A questionnaire approach was used to collect data on 66 managers (33 males and 33 females) against four broad capabilities on the 360‐degree appraisal system. Data were gathered on each of the 66 managers from eight different sources including the individual being appraised, three of their peers, three of their direct reports (subordinates) and their manager (supervisor).

Performance ratings were either gender neutral or higher for female than for male managers. Within the case company there was no evidence of unfavourable discrimination against female managers, if anything the reverse with female managers showing superior performance compared to their male counterparts.

As with all cross‐sectional research causality cannot be confirmed and difficulties in accessing 360‐degree appraisal information for a large number of managers led to constraints on research methodology.

The implication for human resource management is that the 360‐degree appraisal system did not necessarily fulfil the degree of objectivity claimed by its adherents and that possible adverse influence may be inherent within the 360‐degree rating system of managers particularly.

The paper offers insights into gender differences within 360‐degree managerial performance appraisals.