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Hutter (2007) recently introduced the loss rank principle (LoRP) as a general purpose principle for model selection. The LoRP enjoys many attractive properties and deserves further investigations. The LoRP has been well-studied for regression framework in Hutter and Tran (2010). In this paper, we study the LoRP for classification framework, and develop it further for model selection problems in unsupervised learning where the main interest is to describe the associations between input measurements, like cluster analysis or graphical modelling. Theoretical properties and simulation studies are presented.

This paper examines the changing nature of attitudes toward and reports of sexual harassment using data for 1978-94 drawn from the U.S. Merit Systems Protection Board (USMSPB) of the U.S. federal government. The authors find that although unwanted sexual

In this paper we describe the system ArgSemSAT-1.0 which includes algorithms that efficiently address several decision and enumeration problems-associated to various semantics-in abstract argumentation.

In this paper we introduce prefMaxSAT, a solver that exploits an efficient encoding of preferred extensions search for abstract argumentation, using the MaxSAT approach.

Using harmonised data from the European Union Household Panel, we analyse gender pay gaps by sector across the wages distribution for eleven countries. We find that the mean gender pay gap in the raw data typically hides large variations in the gap across the wages distribution. We use quantile regression techniques to control for the effects of individual and job characteristics at different points of the distribution, and calculate the part of the gap attributable to differing returns between men and women. We find that, first, gender pay gaps are typically bigger at the top of the wage distribution, a finding that is consistent with the existence of glass ceilings. Second, for some countries gender pay gaps are also bigger at the bottom of the wage distribution, a finding that is consistent with sticky floors. Third, the gender pay gap is typically higher at the top than the bottom end of the wage distribution, suggesting that glass ceilings are more prevalent than sticky floors. Fourth, the gender pay gap differs significantly across the public and the private sector wages distribution for each of our EU countries.