scholarly journals Multi-Level Group Testing with Application to One-Shot Pooled COVID-19 Tests

Author(s):  
Alejandro Cohen ◽  
Nir Shlezinger ◽  
Amit Solomon ◽  
Yonina C. Eldar ◽  
Muriel Medard
2019 ◽  
pp. 1-93
Author(s):  
Shailendra Singh ◽  
Vishal Gupta

This chapter presents a review of research in the area of organizational performance in India during the last decade, which has become a challenge for organizations and management researchers. The chapter begins with a critical analysis of the nature of performance measurement and associated challenges. Next, it summarizes the research that has linked individual-level, group-level, and organization-level variables to organizational performance. The theoretical and conceptual contributions, limitations, gaps, and the scope of future research in the field are presented by the contributors. Finally, a multi-level model has been presented that provides a process framework, which links antecedent variables to organizational performance. The framework provides a set of working hypotheses for future organizational performance research in the Indian context.


Author(s):  
Jason Brown ◽  
Geoffrey B. Sprinkle ◽  
Dan Way

We conduct an experiment to examine the effects of multi-level group identification on intergroup helping behavior. We predict and find that stronger identification with a sub-group and a superordinate group – separately and interactively – increase helping behavior. We provide evidence that the relationships between stronger identification and helping behavior operate in part through increased salience of superordinate group boundaries, perceived potential benefits to one’s own group of intergroup helping, and positive affect. Collectively, our findings illustrate the importance of understanding how individuals identify with the different groups naturally present in organizations, and highlight how identification can be used as an informal control to motivate important organizational behaviors. Such an understanding can help firms determine the best organizational hierarchy, develop communication and control strategies to build identification at appropriate levels, and establish evaluation and compensation systems that measure and reward outcomes in a manner that accounts for these group effects.


2016 ◽  
Vol 31 (1) ◽  
pp. 154-168 ◽  
Author(s):  
Wei-Li Wu ◽  
Yi-Chih Lee

Purpose – Despite the prevalence of destructive leadership in today’s workplace, the authors know little about its influence on knowledge sharing among employees. Using the conservation of resources (COR) theory, the authors examine how abusive supervision influences psychological capital and affects knowledge sharing. Further, the authors take a context variable (group trust) to explore its cross-level influence on the above causal relationship. The paper aims to discuss these issues. Design/methodology/approach – This study conducts multi-level analyses of knowledge sharing. Abusive supervision and psychological capital are the determinants of knowledge sharing at the individual level. Group trust is considered a group-level variable with cross-level influences. The final sample for an empirical test conducted using hierarchical linear modeling includes 449 group members of 55 working groups. Findings – Empirical results show that abusive supervision is negatively related to knowledge sharing. The results also indicate that psychological capital mediates the relationship between abusive supervision and knowledge sharing. At the group level, group trust has a direct cross-level impact on employees’ knowledge sharing and mitigates the relationship between abusive supervision and psychological capital. Originality/value – Applying the COR theory, this is the first research to discuss how destructive leadership (i.e. abusive supervision) influences knowledge sharing. Based on the multi-level perspective, the authors also examine how group trust can have a cross-level impact on knowledge sharing and the relationship between abusive supervision and psychological capital.


2018 ◽  
Vol 32 (S1) ◽  
Author(s):  
Christine D. Rodriguez‐Flores ◽  
Myrella Cruz ◽  
Agnes P. Gonzalez‐Charles ◽  
Samuel Brofen‐Quiñones ◽  
Raquel Rivera ◽  
...  

Author(s):  
Hranush S. Kharatyan

After the abolition of the second kingdom of Caucasian Albania, accompanied by the process of Islamization of its peoples, the remaining Christian Albanians, who retained their Albanian identity until the 18th century, were concentrated on the territory of the historical regions of Shaki and Kabala. Created in the 7th century, the myth about the Apostle Yeghishe contributed to the “nationalization” of Christianity in the Shaki–Kabala region in Albania. In parallel with islamization and the loss of a common Albanian identity, among the islamized Caucasian-speaking groups of Albanians, processes of the formation of a narrow ethnic “me”, “we”, and a significant number of various names close to ethnonyms gradually emerged. The Christian-Albanian identity of the Christian part of the population was concentrated among the worshipers of the Apostle Yeghishe Albanian Christianity up to the 18th century. The most visible group with the Albanian identity were the Udins. During the 18th century most of them were forcibly islamized and assimilated. Among the remaining Christian Udins, the cultural and political importance of the “Albanian national-religious dissidence” disappeared, and new processes of self-determination emerged, leading to multi-level group ethno-religious loyalties. Religious commonality with the Armenian Church and the Armenian people was reflected in the common Udi word գshton and the literary Armenian word lusavorchakan. Ethnonymic designations “uti/udi”, “Udin-speaking tribe”, “Udin-speaking nation” reflected their own narrow ethnic belonging. In the Udi language, there is no word that marks ethnicity – the equivalent of the words “people”, “nation”, they are replaced by words xalq, milleti borrowed from the Turkic language.


2020 ◽  
Author(s):  
Christian Liese

The concept of the German Civil Code (BGB) understands the entitled person as carrier of the relevant information. Thus, according to Sec. 119 ff. BGB, a rescission is possible when the entitled person has gained knowledge of the reason for rescission, and a termination is made when the authorized person has become aware of the ground for termination, Sec. 626 para. 2 s. 2 BGB. But which rules should apply if the entitled person and the information diverge–for example in a multi-level group structure or cases of outsourcing? Jurisdiction and literature have not formed a unanimous opinion so far. The study analyses the current level and abstracts conditions under which the imputation of knowledge in these practical constellations is possible.


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