Psychology and decision making: modelling health behavior with multiattribute utility theory

1992 ◽  
Vol 56 (12) ◽  
pp. 800-807 ◽  
Author(s):  
WB Carter
2008 ◽  
Vol 54 (7) ◽  
pp. 1336-1349 ◽  
Author(s):  
Jyrki Wallenius ◽  
James S. Dyer ◽  
Peter C. Fishburn ◽  
Ralph E. Steuer ◽  
Stanley Zionts ◽  
...  

2020 ◽  
Vol 17 (4) ◽  
pp. 330-355 ◽  
Author(s):  
Tim H¨ofer ◽  
Rüdiger von Nitzsch ◽  
Reinhard Madlener

The future transformation of the energy system is a contentious topic, involving a variety of conflicting opinions and interests. In order to structure and evaluate these opinions, we develop a decision-making process with professional stakeholders and energy experts. The aim of this process is to develop a common objective system for the energy transition and to evaluate four possible energy transition alternatives for Germany until 2030. We apply value-focused thinking to define and structure the objectives of the stakeholders and use multiattribute utility theory to evaluate the preferences of the stakeholders toward these objectives. The results show that 8 out of 11 stakeholders prefer the energy transition alternative with the highest climate protection ambitions. Only 3 stakeholders favor the pan-European alternative, where Germany’s power system is further integrated into the European energy system.


1992 ◽  
Vol 38 (5) ◽  
pp. 645-654 ◽  
Author(s):  
James S. Dyer ◽  
Peter C. Fishburn ◽  
Ralph E. Steuer ◽  
Jyrki Wallenius ◽  
Stanley Zionts

1998 ◽  
Vol 75 (3) ◽  
pp. 606-626 ◽  
Author(s):  
Prabu David ◽  
Michael M. Pierson

Public relations decision making by U.S. Air Force public affairs personnel was evaluated by using multiattribute utility theory. Exploratory cluster analysis revealed that only 48% of the decisions adequately fit the public relations excellence criteria of accommodation and long-term relationship building. Fourteen percent of the decisions were based on asymmetrical options with a clear emphasis on leverage for the organization, and 37% of the decisions focused on communication tactics. There was a negative correlation between strength of relationship with the supervisor and preference for symmetrical solutions. Furthermore, female employees reported a weaker relationship with their supervisors than their male counterparts.


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