York University

About: York University is a education organization based out in Toronto, Ontario, Canada. It is known for research contribution in the topics: Population & Poison control. The organization has 18899 authors who have published 43357 publications receiving 1568560 citations.

Winter Blues: A SAD Stock Market Cycle

Abstract: This paper investigates the role of seasonal affective disorder (SAD) in the seasonal time-variation of stock market returns. SAD is an extensively documented medical condition whereby the shortness of the days in fall and winter leads to depression for many people. Experimental research in psychology and economics indicates that depression, in turn, causes heightened risk aversion. Building on these links between the length of day, depression, and risk aversion, we provide international evidence that stock market returns vary seasonally with the length of the day, a result we call the SAD effect. Using data from numerous stock exchanges and controlling for well-known market seasonals as well as other environmental factors, stock returns are shown to be significantly related to the amount of daylight through the fall and winter. Patterns at different latitudes and in both hemispheres provide compelling evidence of a link between seasonal depression and seasonal variation in stock returns: Higher latitude markets show more pronounced SAD effects and results in the Southern Hemisphere are six months out of phase, as are the seasons. Overall, the economic magnitude of the SAD effect is large.

The Complex Resource-Based View: Implications for Theory and Practice in Strategic Human Resource Management

Abstract: I consider the implications for research and practice in strategic human resource management (SHRM) of a complex, living-systems extension of the resource-based view (RBV). I do so by demonstrating that concepts from complexity align well with the RBV, and I extend the RBV by considering critical but difficult aspects commonly identified in the RBV strategy literature. An integrated framework for SHRM is presented, allowing an application of complexity principles at the appropriate level of abstraction in the HR system.

Self-discrepancies and emotional vulnerability: how magnitude, accessibility, and type of discrepancy influence affect.

Abstract: Two studies examined whether the type of emotional change experienced by individuals is influenced by the magnitude and accessibility of the different types of self-discrepancies they possess. In both studies, subjects filled out a measure of self-discrepancy a few weeks prior to the experimental session. Subjects were asked to list up to 10 attributes each for different self-states--their actual self, their ideal self (their own or others' hopes and goals for them), and their ought self (their own or others' beliefs about their duty and obligations). Magnitude of self-discrepancy was calculated by comparing the attributes in the actual self to the attributes in either the ideal self or the ought self, with the total number of attribute pairs that matched being subtracted from the total number of attribute pairs that mismatched. In Study 1, subjects were asked to imagine either a positive event or a negative event and were then given a mood measure and a writing-speed task. Subjects with a predominant actual:ideal discrepancy felt more dejected (e.g., sad) and wrote more slowly in the negative event condition than in the positive event condition, whereas subjects with a predominant actual:ought discrepancy, if anything, felt more agitated (e.g., afraid) and wrote more quickly in the negative event condition. In Study 2, subjects were selected who were either high in both kinds of discrepancies or low in both. Half of the subjects in each group were asked to discuss their own and their parents' hopes and goals for them (ideal priming), and the other half were asked to discuss their own and their parents' beliefs concerning their duty and obligations (ought priming). For high-discrepancy subjects, but not low-discrepancy subjects, ideal priming increased their dejection whereas ought priming increased their agitation. The implications of these findings for identifying cognitive-motivational factors that may serve as vulnerability markers for emotional problems is discussed.

Has anything changed? Current characterizations of men, women, and managers.

Abstract: Replication et extension de la recherche de Schein (1973) sur la description des hommes, des femmes, en tant que tels ou comme managers ou managers a succes, par 268 managers utilisant un inventaire d'attributs a 92 items pour evaluer un des sept groupes cibles. La proximite de l'image de manager avec celle de chaque role sexuel est en particulier commentee