HEC Paris

About: HEC Paris is a education organization based out in Jouy-en-Josas, France. It is known for research contribution in the topics: Investment (macroeconomics) & Market liquidity. The organization has 584 authors who have published 2756 publications receiving 104467 citations. The organization is also known as: Ecole des Hautes Etudes Commerciales & HEC School of Management Paris.

Aggregation of multiple prior opinions

Abstract: Experts are asked to provide their advice in a situation of uncertainty. They adopt the decision maker's utility function, but each has a potentially different set of prior probabilities, and so does the decision maker. The decision maker and the experts maximize the minimal expected utility with respect to their sets of priors. We show that a natural Pareto condition is equivalent to the existence of a set Λ of probability vectors over the experts, interpreted as possible allocations of weights to the experts, such that (i) the decision maker's set of priors is precisely all the weighted-averages of priors, where an expert's prior is taken from her set and the weight vector is taken from Λ; (ii) the decision maker's valuation of an act is the minimal weighted valuation, over all weight vectors in Λ, of the experts' valuations.

A Review of Personality in Human-Robot Interactions

Abstract: A Review of Personality in Human-Robot Interactions reviews the literature on personality and embodied physical action (EPA) robots. This monograph investigates the current state of human-robot personality research, discusses the unique role of personality in human-robot research, and offers guidance for future research. A Review of Personality in Human-Robot Interactions offers several contributions to the literature. First, it presents a conceptual integrated model of the literature on personality in human-robot literature. Second, it highlights four thrust areas in the literature. These areas include: (1) Human Personality and HRI, (2) Robot Personality and HRI, (3) Robot Personality and HRI, and (4) Factors Impacting Robot Personality. Third, it derives and presents major insights from the literature. Finally, it identifies gaps in the literature that need to be addressed. After the introduction, Section 2 presents the relevant literature including the inclusion and exclusion criteria for articles. Section 3 presents and discusses Thrust Area 1: Human Personality and HRI. In sections 4, 5, and 6, a similar discussion takes place for Thrust Area 2: Robot Personality and HRI, Thrust Area 3: Robot Personality and HRI, and Thrust Area 4: Factors Impacting Robot Personality, respectively. Section 7 follows with a discussion on the way forward, focusing on the opportunities for personality research in human‒robot interaction.

Social issues in the study of management

Abstract: The last 30 years have seen an explosion of activity in the areas of corporate social responsibility (CSR) and social enterprise. With these emergent corporate practices has come a significant amount of attention among scholars and practitioners to how we should understand this phenomenon. What forces have driven managers and owners to f re-think their responsibilities as extending beyond profit maximization and increasing shareholder value? In this paper, we introduce some of the key issues that have guided research on the social issues of management over the last 30 years. We argue that, despite the growing strength of research in this area, there are four key ways in which we would like to see scholarship in this area develop further: (i) Scholarship in this area should incorporate a greater appreciation for the institutional history in which these practices have emerged. Research in this area tends to be ahistorical, and it is often the case that corporate social practices have emerged because of deep-seated institutional struggles. (ii) Scholarship should rely more on comparative analysis to illuminate the importance of the contexts in which these practices emerge. (iii) Scholarship should engage more thoroughly with the legal and finance literatures on corporate governance. Many of the issues that fall under the ‘social issues of management’ rubric are fundamentally issues of corporate governance, and while some management scholars have embraced the corporate governance literature, research on the social issues of management rarely draws upon this important body of work. (iv) Methodological plurality is key to thinking through the mechanisms that drive organizational practices, and we would like to see more work in this area that employs multi-method approaches to examine the organizational practices. European Management Review (2008) 5, 1 37-1 49. doi:lO.l057/emr.2008.17

Warm‐glow Giving and Freedom to be Selfish

Abstract: Warm-glow refers to other-serving behavior that is valuable for the actor per se, apart from its social implications. We provide axiomatic foundations for warm-glow by viewing it as a form of preference for larger choice sets, in the sense of the literature on freedom of choice. Speci…cally, an individual who experiences warm-glow prefers the freedom to be sel…sh: she values the availability of sel…sh options even if she plans to act unsel…shly. Our theory also provides foundations for empirically distinguishing between warm-glow and other motivations for prosocial behavior. The implied choice behavior subsumes Riker and Ordeshook (1968) and Andreoni (1990).

Classical Deviation: Organizational and Individual Status as Antecedents of Conformity

Abstract: Beside making organizations look like their peers through the adoption of similar attributes (which we call alignment), this paper highlights the fact that conformity also enables organizations to stand out by exhibiting highly salient attributes key to their field or industry (which we call conventionality). Building on the conformity and status literatures, and using the case of major U.S. symphony orchestras and the changes in their concert programing between 1879 and 1969, we hypothesize and find that middle-status organizations are more aligned, and middle-status individual leaders make more conventional choices than their low- and high-status peers. In addition, the extent to which middle-status leaders adopt conventional programming is moderated by the status of the organization and by its level of alignment. This paper offers a novel theory and operationalization of organizational conformity, and contributes to the literature on status effects, and more broadly to the understanding of the key issues of distinctiveness and conformity.