企业环保导向、环保策略与绩效关系研究——来自武汉城市圈“两型社会”建设试验区的调查

在可持续发展理论、利他行为理论和企业环境管理的基础上,建立了企业环保导向、环保策略(行为)与企业绩效关系模型;运用层次回归分析法,检验武汉城市圈"两型社会"建设试验区内304家食品企业在嵌入"两型社会"的利他环保观念和环保行为后,对企业绩效产生的影响。结果表明,企业利己环保导向和利他环保导向并不矛盾,可以并存,且对企业绩效存在正相关关系,嵌入利他性的环保导向后,企业利己环保导向对企业绩效影响减弱;虽然企业环保行为仍然偏好产后污染治理("管末"策略),但利他环保导向却显著促进了企业基于环保的组织和战略创新("管前"策略)以及经营过程的环保策略("管中"策略)转变,并显著正向影响企业绩效。     

双重依赖下分包商利他偏好真的有利于公共产品技术创新吗?

新型举国体制下委托企业联合攻关是公共产品技术创新的重要途径，传统的研究往往忽视分包商的特征以及它们之间的关系，导致研究结论与现实存在偏差。故本文在考虑外部事件共同冲击引起的随机依赖的基础上，将分包商之间的合作与帮助所表征的技术依赖也考虑在内，并结合分包商的贡献大小，构建了双重依赖下考虑利他偏好的双代理人模型，探究分包商利他偏好对公共部门最优合同类型与期望收益的影响。结果发现：首先，双重依赖时利他偏好对最优合同的影响，双重依赖中随机依赖决定纯自利偏好情形下间接激励系数的正负，且分包商利他偏好强度与随机依赖强度越强，公共部门越应该选择相对绩效合同；其次，双重依赖时利他偏好对期望收益的影响，双方利他偏好强度相等时公共部门期望收益不受利他偏好的影响；低贡献者的利他偏好强度越强，对公共部门期望收益的提升越有利，反之则不然；当双方贡献大小相等时，公共部门期望收益随着双方利他偏好强度差异的扩大而提升。总之，公共部门并不总是从双方利他偏好中获益。     

基于EWA博弈学习模型的股权分置改革对价均衡研究

本文以股权分置改革中以纯送股方式支付对价的936家A股上市公司为样本,从行为博弈的角度,用EWA学习模型研究了其对价均衡的形成机理,并对均衡的形成过程进行了模拟。模拟结果表明EWA学习模型成功捕捉了对价均衡的形成过程,说明股权分置改革对价博弈是一个基于策略学习的博弈过程。对模型参数的分析表明:博弈双方即非流通股股东和流通股股东具有极强的学习能力,但这种学习仅为对过去经验的纯策略学习;同时非流通股股东制定方案时对策略收益赋予较小的权重,说明决策双方博弈地位的不对等在很大程度上决定了不公平对价均衡的形成。     

公平偏好下的渠道成员价格决策及其动态检验

公平偏好行为成为渠道成员决策的重要考虑因素,利用实验的方法研究公平偏好下渠道成员的价格决策.通过博弈实验方法研究渠道成员的价格决策并做进一步的动态检验,分别设定控制条件、公平关系和权势关系3个条件研究不同环境下的价格决策,并对价格决策的动态性进行检验,最后通过Logit模型估计偏好参数.研究结果表明,实验中决策者制定的价格低于传统理论分析的结果,接近于公平偏好理论下的结果,证明存在公平偏好;权势关系下渠道的整体收益最低,公平关系下的收益最高,说明公平偏好确实在渠道交易中起正面效用;激烈的竞争导致公平偏好下降,实验者经济目标和公平偏好随时问变动有互动关系.研究结果可对渠道价格契约的设计提出指导性建议,相关的数值计算为进一步研究提供理论支持.     

关系营销中客户回报计划对客户品牌选择行为的影响研究

本研究在考虑客户间异质偏好性的基础上,利用一组客户的纵贯交易数据建立消费者离散选择模型研究了回报计划对客户个体层面品牌选择行为的影响,并利用策略实验及潜分层模型对相关问题进行了系统深入的分析。结果表明,回报计划可以有效提升客户的品牌选择购买概率,是一种有效的关系营销策略;策略实验分析得到,竞争的环境下,对零售超市而言其最优决策策略不仅是实施回报计划,而且要努力争取客户成为自己回报计划的会员;此外,通过潜分层模型评估发现客户回报计划仅会对一类特定客户具有明显的刺激作用。最后讨论了结论对企业营销管理实践的意义。     

建设项目绿色创新努力及利他偏好诱导

建设项目绿色创新有赖于相关参与方的协同努力，利他偏好对合作参与方的自身努力与合作努力行为决策存在影响，通过建立项目绿色创新中主导方与成员方间的Stackelberg博弈模型，分析"分散—分散"与"集中—集中"两种决策结构情境下考虑利他偏好影响的绿色创新努力行为决策，得到以下结论：（1）在大多数情形下，利他偏好会对建设项目参与方努力行为产生正面作用，但具体影响程度与影响方向受所处的决策结构情境以及参与方间的利他偏好差异影响；（2）收益分配等因素影响参与方的两类努力行为决策，但是参与方间的利他偏好差异变化会改变收益分配对努力行为的影响方向，即利他偏好通过收益分配间接影响参与方努力决策；（3）收益的公平分配、适度的努力成本以及社会声誉激励可对利他行为形成诱导。由此，在利他偏好之于努力行为决策影响的研究中考虑情境及相关因素的影响，将使得结论更贴近现实。     

不同薪酬契约对创新行为的影响分析:实验的证据

本文设计了一个鸡尾酒配比实验,采用实验研究的方法检验了短视契约、终止契约和长期契约对实验者创新的影响,研究结果表明:(1)与短视契约和终止契约相比,长期契约下实验者的创新绩效更好;(2)与短视契约和终止契约相比,长期契约下实验者的创新水平更高;而且上述结果在考虑实验者风险偏好的情况下依然是稳健的。该实验说明容忍经理人短期的失败,并赋予长期薪酬更高的权重能够激励经理人进行更多的创新投入,并且有效的提高创新绩效。     

考虑产品质量和利他偏好关切的电商供应链模型研究

考虑产品质量的影响,文章构建了电商供应链的决策模型,包括不考虑关切的分散决策、电商平台利他偏好关切的分散决策和供应链集中决策模型。然后,求解各种模型的最优决策,探讨电商平台的利他偏好行为对供应链决策的影响。接着,结合实际案例阐述电商平台利他偏好的影响,最后,用数值算例对结论进行验证。研究表明：（1）消费者对产品质量重视程度的增加能够大幅度提高制造商、电商平台和供应链整体的利润。（2）分散决策下电商平台的利他偏好能够提高制造商利润,降低自身利润,但对供应链系统利润的影响是先增加后减少;而且当电商平台利他偏好时,分散决策与集中决策下产品售价的大小关系不确定,这与传统供应链中"集中决策下售价最低"的结论不同。（3）电商平台服务水平,制造商销售价格和产品质量随着利他偏好程度的增加而增加,且增加速率一直变快,但是与集中决策下的最优决策存在较大的差距。（4）电商平台的利他偏好行为主要表现为电商平台提升自身的服务水平,虽然有助于供应链的稳定运行,但现实中,电商平台的利他偏好程度一般比较小。文章的研究结论有助于补充完善ECSC的理论基础。     

公平偏好如何影响开放式创新:一个基于计算经济学的研究

本文利用基于Agent的计算经济学方法和EWA学习模型,研究了不同公平偏好特征下创新主体对不同创新模式选择的问题。通过为Agent赋予四种不同的公平偏好类型:狭义的自利性偏好、竞争性偏好、差异厌恶性偏好和社会福利偏好,观察其在外向型开放式创新、内向型开放式创新、双向型开放式创新和封闭式创新四种创新策略之间的选择行为。研究结果表明:当创新主体具有狭义的自利性偏好时,封闭式创新和内向型开放式创新被选择的比例相当,并且多于外向型开放式创新和双向型开放式创新被选择的比例。当创新主体具有竞争性偏好时,封闭式创新被选择的比例又明显多于内向型开放式创新性。当创新主体具有差异厌恶性偏好时,外向型开放式创新被选择的比例也会明显减少,同时选择双向型开放式创新的主体基本消失。当创新主体具有社会福利偏好时,双向型开放式创新被选择的比例又会显著增加。     

考虑个性化语义和一致性的群体决策共识模型

本文针对专家给出语言偏好关系的群体决策问题,考虑不同专家语言术语的个性化语义和个体一致性,提出了一种群体决策共识模型。首先,基于一致性驱动的方法论确定专家语言术语的数值标度,将专家的个体语言偏好关系转化为模糊偏好关系,并通过计算个体模糊偏好关系与群体模糊偏好关系的相似度对群体共识度进行度量。为辅助不满足个体共识水平的专家调整其语言偏好关系,建立了考虑一致性控制的混合0-1线性规划模型来确定其语言偏好关系元素的调整范围。在此基础上,提出了考虑个性化语义和一致性控制的共识达成算法。最后,以在线教育平台选择问题为例说明了所提算法的可行性,并设计仿真实验验证了所提算法的有效性。实验结果表明,本文所提算法可以在保证个体一致性不被破坏的前提下提升群体共识水平。     

Power,authority and legitimacy

Management, human resources, organization, control, leadership, etc., all seem to be just so many euphemisms for power, and this suggests a discourse of management and organization that calls things by their proper name. This paper on the contrary stresses the need to resolve the concept of ‘power’ itself into more differentiated notions, and proposes that clarification may be derived from distinctions once explicit in the vocabulary of Classical antiquity, but lost in modern European languages. It argues that nothing but confusion in thinking about organizations, management and legitimation can result from the failure to recognize that the phenomena this vocabulary identifies and distinguishes are irreducibly different.     

The moderating role of social support in Karasek's job strain model

This paper examines whether social support is a boundary-determining criterion in the job strain model of Karasek (1979). The particular focus is the extent to which different sources of social support, work overload and task control influence job satisfaction, depersonalization and supervisor assessments of work performance. Hypotheses are tested using prospective survey data from 80 clerical staff in a university setting. Results revealed 3-way interactions among levels of support (supervisor, co-worker, non-work), perceived task control and work overload on levels of work performance and employee adjustment (self-report). After controlling for levels of negative affect in all analyses, there was evidence that high levels of supervisor support mitigated against the negative effects of high strain jobs on levels of job satisfaction and reduced reported levels of depersonalization. Moreover, high levels of non-work support and co-worker support also mitigated against the negative effects of high strain jobs on levels of work performance. The results are discussed in terms of the importance of social support networks both at, and beyond, the work context.     

Job insecurity, coping resources and personality dispositions in occupational strain

This paper presents research on the relationships between the work-related stressor of perceived job insecurity and various indicators of occupational strain, taking into account employees' personality dispositions (trait negative and positive affectivity) and coping resources. Respondents were 222 Australian public servants surveyed during organizational restructuring that involved downsizing and threat to job certainty. The research was formulated within an adaptation of Osipow, Doty, and Spokane's (1985) framework of stress-strain-coping that included the possible direct as well as moderating effects of personality dispositions in reporting occupational strain (Parkes, 1990). Findings from hierarchical regression analyses indicate consistent significant independent effects of personality dispositions, coping resources and perceived job insecurity on various indicators of strain. There was also support for the moderating roles of negative affectivity and self-care in the relation between perceived job insecurity and physical strain. Implications for the role of dispositional factors, especially negative affectivity, and the utility of various coping resources in accounting for occupational strain in times of threatened job security are discussed.     

Dermal Uptake of 18 Dilute Aqueous Chemicals: In Vivo Disappearance‐Method Measures Greatly Exceed In Vitro‐Based Predictions

Average rates of total dermal uptake (K_up) from short‐term (e.g., bathing) contact with dilute aqueous organic chemicals (DAOCs) are typically estimated from steady‐state in vitro diffusion‐cell measures of chemical permeability (K_p) through skin into receptor solution. Widely used (“PCR‐vitro”) methods estimate K_up by applying diffusion theory to increase K_p predictions made by a physico‐chemical regression (PCR) model that was fit to a large set of K_p measures. Here, K_up predictions for 18 DAOCs made by three PCR‐vitro models (EPA, NIOSH, and MH) were compared to previous in vivo measures obtained by methods unlikely to underestimate K_up. A new PCR model fit to all 18 measures is accurate to within approximately threefold (r = 0.91, p < 10^?5), but the PCR‐vitro predictions (r > 0.63) all tend to underestimate the K_up measures by mean factors (UF, and p value for testing UF = 1) of 10 (EPA, p < 10^?6), 11 (NIOSH, p < 10^?8), and 6.2 (MH, p = 0.018). For all three PCR‐vitro models, log(UF) correlates negatively with molecular weight (r² = 0.31 to 0.84, p = 0.017 to < 10^?6) but not with log(vapor pressure) as an additional predictor (p > 0.05), so vapor pressure appears not to explain the significant in vivo/PCR‐vitro discrepancy. Until this discrepancy is explained, careful in vivo measures of K_up should be obtained for more chemicals, the expanded in vivo database should be compared to in vitro‐based predictions, and in vivo data should be considered in assessing aqueous dermal exposure and its uncertainty.     

Systems Resilience for Multihazard Environments: Definition,Metrics, and Valuation for Decision Making

The United Nations Office for Disaster Risk Reduction reported that the 2011 natural disasters, including the earthquake and tsunami that struck Japan, resulted in $366 billion in direct damages and 29,782 fatalities worldwide. Storms and floods accounted for up to 70% of the 302 natural disasters worldwide in 2011, with earthquakes producing the greatest number of fatalities. Average annual losses in the United States amount to about $55 billion. Enhancing community and system resilience could lead to massive savings through risk reduction and expeditious recovery. The rational management of such reduction and recovery is facilitated by an appropriate definition of resilience and associated metrics. In this article, a resilience definition is provided that meets a set of requirements with clear relationships to the metrics of the relevant abstract notions of reliability and risk. Those metrics also meet logically consistent requirements drawn from measure theory, and provide a sound basis for the development of effective decision‐making tools for multihazard environments. Improving the resiliency of a system to meet target levels requires the examination of system enhancement alternatives in economic terms, within a decision‐making framework. Relevant decision analysis methods would typically require the examination of resilience based on its valuation by society at large. The article provides methods for valuation and benefit‐cost analysis based on concepts from risk analysis and management.     

Defining Spirituality of Work

There is a current surge of writings on spirituality and related topics. For instance, Woodward (1997) has pointed out that since Thomas Moore's publication of Care of the Soul in 1994 there have been nearly 800books published with the word soul in the title. These run all the way from Chicken Soup for theWoman's Soul (Canfield et al., 1996) to A Guide to Liberating YourSoul (Barrett, 1995). Spirituality of work is a big part of this surge. Definitionsof spirituality of work seem to vary widely. Bowman (1998, p. 8) in his `reviewof the phenomenon of spirituality of work' found `Definitions of the term spirituality in the context of the Spirituality of Work troublesome and particularly subjective. Many writers do not even attempt definitions.' The purpose of this article is to review the concept of spirituality of work in its historical and current use and to propose a comprehensive definition.     

A new lease for life? The return of vitalism in management and organization studies

This paper starts from a growing interest in the concept of concern, lived experience or “inhabiting” as part of the so-called “affective turn”. My main argument is that the notion of concern cannot be thought or understood without the concept of life. The concept of life, however, is somewhat of a taboo topic in the social sciences. I hold, nevertheless, that in order to reflect on their assumptions and to define concern for their own studies, scholars need to think about life and make a choice regarding the various approaches that can be taken. I therefore present and compare four vitalist approaches: romanticism and Lebensphilosophie, vitalism as ethos and pathos, neuroecosociality as well as vitalism as becoming.     

Consequences of work-family conflict on employee well-being over time

The effects of work-family conflict on the well-being of a diverse sample of 342 non-professional employees from the greater Los Angeles area were examined. Data were collected at two points in time, and a rigorous research design was employed. The effects of self-report bias were considered by controlling for social desirability bias, and by collecting two sources of data (i.e. self-reports and co-workers reports). The results revealed that work-family conflict predicted employee well-being over and above social desirability bias. In addition, analyses were consistent when both self-reports and co-workers reports were utilized. Finally, work-family conflict was a longitudinal predictor of employee's positive well-being. Both cross-sectional and longitudinal analyses were consistent across self-reports and co-worker reports.     

Policy Goals for Health and Safety

Health management and safety regulation are separate disciplines but share the aim to extend expectancy of life in good health. The need to improve cost-effectiveness calls for their co-ordinated management according to a unified rationale. Three guiding principles of accountability, demonstrable net benefit and a uniform measure of performance, have been laid out in Canada by the Joint Committee on Health and Safety. They call for open accounting in terms of (health-related quality-adjusted) life expectancy. The principles are utilitarian in format but, it is argued, inequity is naturally diminished in the process of optimizing cost-effectiveness through maximum marginal returns. Comments are made on practical implementation. The need for public consent in practice calls for two additional principles reflecting fair procedure and sovereignty of the citizens. It is concluded that public health and safety measures should be surveyed, documented for cost-effectiveness and prioritized for improvement.