非期望产出、影子价格与无效决策单元的改进

本文首先建立考虑非期望产出的非参数DEA效率模型,从影子价格的视角论证DEA有效的充分必要条件,计算出无效DMU的可改进量,从而构建了一个考虑非期望产出、影子价格以及无效决策单元的改进的非参数DEA模型,然后通过一个算例进行实证分析,将这个新的模型和经典的SBM模型进行比较,结果显示两者的相关系数超过0.9,而且这一新模型还显示出一些SBM模型所没有的优良特性.这种新的非参数方法不仅能够对环境效率水平进行测度评价,而且相较于参数方法而言,它不需要事先设定规范的函数形式,对指标数据也不需要考虑计量单位问题,具有比较独特的优势.     

一个新的考虑非期望产出的非径向-双目标DEA模型

如何实现对环境效率更准确的定量评价,是国际上从事DEA研究的学者们当前关注的问题之一。在传统DEA效率模型的基础上,综合考虑评价过程中期望产出与非期望产出之间的差异以及实际生产过程中人们追求期望产出最大化和非期望产出最小化的双重目标,构建非期望产出的非径向-双目标DEA环境效率评价模型,通过线性加权和法转化为一个求最大值的单目标线性规划问题。研究结果表明,这种新模型不仅可以分析DEA有效性与Pa-reto最优之间的关系,还利用决策单元的投影获得投入和产出的可调整量,从而提高考虑非期望产出的环境效率评价的精度。实证分析结果与现实情况的高度吻合,说明这种新的非径向-双目标DEA环境效率模型是有效的。     

利益相关者关系视角下考虑非期望产出的商业银行效率问题研究

商业银行效率评价及影响因素分析一直是学术界和实务界研究的热点问题,但尚未有文献从利益相关者视角展开研究。本文运用SBM模型对考虑非期望产出的商业银行效率评价问题进行了分析。结合契约理论、商业银行生产函数、期望理论的分析,得出利益相关者关系是影响考虑非期望产出的商业银行效率的关键变量,并构建了分析两者关系的Tobit模型。在此基础上,选取我国2004-2011年14家代表性商业银行为样本,对考虑非期望产出的商业银行效率的评价与影响因素问题进行实证研究,结果表明,利益相关者关系是影响考虑非期望产出的我国商业银行效率的关键因素。     

存在非期望输入输出的多阶段系统效率评价模型

现有多阶段DEA模型的研究普遍假设所有输入、输出均为期望指标, 对存在非期望指标的情况研究较少, 尚无对最初投入和中间产出带有非期望指标的研究。为此, 本文首先提出了输入、输出类型的判定方法, 并将其应用于存在非期望输入、输出的两阶段系统。进一步针对存在非期望指标的两阶段生产系统中同种输入、输出, 尤其中间产出类型判定一致与不一致的情况, 构建了相应的生产可能集以及两阶段DEA模型, 最后利用本文方法和模型对我国上市银行效率进行了评价。     

高碳区域低碳发展全要素效率评价——基于山西省的统计数据

笔者以山西省为例,借鉴全要素生产率(TFP)评价效率的基本思想,创新性地以环境污染治理投资、研发投资和劳动投入为投入指标,同时设置期望产出和非期望产出两类产出指标,对山西省2002~2011年低碳发展进行了超效率DEA评价。     

环境规制下的投入产出效率及规制成本研究

现实的生产活动往往同时具有期望和非期望(主要是环境污染物)两种产出.将环境因素纳入到具体的投入产出分析框架,利用环境生产技术建立一组效率评价模型和成本测算模型,并依据不同的效率导向从环境效率、经济效率、综合效率和两阶段效率等多个角度实证研究2001年～2005年中国28个省、自治区、直辖市的投入产出水平和不同环境规制下的成本问题.研究结果表明,中国各地区总体的环境效率和经济效率普遍偏低,差异也较大,经济效率与环境效率的变动并不具有完全的一致性,反映环境污染和经济发展水平的综合效率与环境效率变化趋势基本一致,部分省、自治区、直辖市在期望产出最优后仍有进一步削减非期望产出的可能,严格环境规制下的成本明显高于一般环境规制下的成本,且两者都具有明显的上升趋势.     

基于DEA的能源效率评价模型研究

在全要素能源效率框架下,根据能源系统的特点,基于DEA方法建立能源效率评价模型,对中国30个行政区域进行实证研究.针对能源效率的概念缺少统一标准的现状,从综合投入、技术效率和有效产出3个角度界定能源效率概念,为能源效率研究提供清晰的概念框架;构建以能源消费总量、从业人员总数和固定资产折旧为投入指标以及以经济产出和环境影响为产出指标的能源效率评价指标体系,在此基础上构建能源经济效率和能源环境效率评价指标体系;结合主成分分析法建立可处理非期望产出的DEA能源效率评价模型.通过实证研究发现,评价模型在理论研究方面可以有效应用于能源效率的评价.并较好地满足系统分析的要求;在生产实践方面可以为能源效率提供更合理的计量和考核标准,并为中国实现节能减排目标、制定相关政策和措施提供决策支持.     

基于机会约束随机Index-DEA的投资组合效率评价

传统DEA和分散化DEA是两种常见的非参数评价方法,二者也被广泛应用于投资组合效率评价。已有相关研究通常将风险和期望收益视为投资组合的投入和产出指标,但该投入-产出假设与实际投资过程并不吻合。在实际投资过程中,真实投入应为投资组合的初始财富,产出则是其终端财富。基于新的投入-产出假设,本文对投资组合初始财富进行标准化,将终端财富转化为收益率形式,进而构造随机生产可能集和相应的机会约束随机Index-DEA模型。当投资组合收益率服从联合正态分布时,随机Index-DEA模型被转化为等价的确定性模型,从理论上证明该等价模型的凸凹性,并提出相应的求解算法。最后,利用该随机Index-DEA模型对我国30只开放式基金进行效率评价,验证所提出DEA模型和求解算法的有效性。     

能源经济效率、能源环境绩效与区域经济增长

以资本、劳动和能源作为投入变量,以各省份GDP为期望产出变量,以二氧化碳排放量为非期望产出变量,在全要素生产理论框架下,基于DEA方法定义能源利用的经济效率和能源利用的环境绩效两类能源效率指数;运用非径向、非角度的SBM模型测算2000年至2010年中国各省份的能源经济效率和能源环境绩效及其分解指数,分析其演变规律与地区差异性;基于环境库兹涅茨曲线理论实证分析中国能源经济效率和能源环境绩效及其分解指数与区域经济增长之间的关系.研究结果表明,样本期内,中国能源经济效率和能源环境绩效整体水平均较低,地区差异明显,节能减排潜力巨大;能源经济效率和能源环境绩效及其分解指数与经济增长之间存在倒U形或U形曲线关系;产业结构、人口密度、能源结构和外资利用对能源经济效率和能源环境绩效均有显著影响,但是影响机制存在差异.     

存在非期望产出的决策单元阻塞问题研究

阻塞是指企业的过量投入引起生产效益下降的经济现象,近年来已经受到实业界与学术界的广泛关注。现有的决策单元阻塞问题研究普遍假设产出均是期望指标,然而,在实际生产中很多产出属于非期望指标。本文构建了同时存在期望产出和非期望产出决策单元的阻塞度量模型,该模型不仅可以判别决策单元是否存在阻塞,而且可以测算各项投入的阻塞程度,并给出了决策单元阻塞和技术无效之间的关系。最后,运用所提出的模型对我国上市商业银行的效率和阻塞情况进行了测算与分析,验证了本文模型的实用性与可行性。     

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.     

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.     

Effects of the implementation of information technology on employees' strain and job satisfaction: a context-dependent approach

The effects on staff of the implementation of new office information technology were investigated in ten companies in Vienna using a longitudinal design. Strain and satisfaction of 331 employees (implementation sample: n = 212; control sample: n = 119) were measured at five points in time over a period of 22 months. The study is based on a context-dependent approach. Personal factors (individual differences, external load) were assessed by questionnaires, and situational factors (job design, implementation content and implementation context) by objective measures. The impact of these factors on employees' strain responses was tested using structural equation modelling (SEM). While the implementation of new technology as such made no significant contribution to the explanation of strain variables, a reasonable model fit was achieved when implementation characteristics were taken into account. The data suggest that negative effects of implementations must be expected if (1) adaptational demands do not include the enhancement of employee qualifications, (2) character-based user interfaces are not replaced, and (3) employees have few or no opportunities to participate in the implementation process.     

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.     

Ethical Mindsets of Christianity and Confucianism: A Comparative Study

This study investigates the application of an organizational mindset instrument to compare the ethical mindsets between Italy and Taiwan. Results suggest that there are not significant differences, but Italian business is perceived to practice some Machiavellianism that puts results ahead of ethical concerns.     

The myth of change management: A reflection on personal change and its lessons for leadership development

Abstract

In this article I reflect upon my own personal learning when faced with significant individual change, leaving a corporate role to start my own business and returning to serious study after twenty-five years of neglect. I look at the relationship between individual and organizational change, trying to reconcile the mechanistic models of change ingrained by years of practice with new insights gleaned from my own personal transition. Implications for change agents include taking a more adaptive and multi-dimensional approach to change, rather than vainly trying to manage it. For people developers it may question the way we develop leaders and managers to cope with change. And all of us may decide we can be better at learning how to embrace perpetual change and perpetual learning as part of the same unpredictable process.     

The Japanese version of the Effort-Reward Imbalance Questionnaire: a study in dental technicians

To test the psychometric properties and criterion validity of the Japanese version of the EffortReward Imbalance (ERI) Questionnaire (Siegrist, 1996), a survey was conducted among 105 male dental technicians. The Japanese version of the questionnaire was developed through a backtranslation process. Internal consistency and factorial structure were tested and the criterion validity with respect to musculoskeletal symptoms was estimated with the help of a correlation matrix and logistic regression analysis. In psychometric terms, the factorial structure of the scales measuring the components of the theoretical concept was replicated satisfactorily, and internal consistencies of the scales measuring the extrinsic and intrinsic components of the model were appropriate. Significant associations between components of the ERI and musculoskeletal symptoms were found. Logistic regression analysis revealed a significantly elevated risk of musculoskeletal symptoms in participants scoring high on the scale measuring the model's intrinsic component, 'overcommitment'. This study indicates that, at least for the occupational group under study, the Japanese version of the ERI Questionnaire is a feasible and psychometrically well justified new measure for assessing psychosocial stress at work with relevance to health.     

Axiomatic Equilibrium Selection for Generic Two‐Player Games

For a finite game with perfect recall, a refinement of its set of Nash equilibria selects closed connected subsets, called solutions. Assume that each solution's equilibria use undominated strategies and some of its equilibria are quasi‐perfect, and that all solutions are immune to presentation effects; namely, if the game is embedded in a larger game with more pure strategies and more players such that the original players' feasible mixed strategies and expected payoffs are preserved regardless of what other players do, then the larger game's solutions project to the original game's solutions. Then, for a game with two players and generic payoffs, each solution is an essential component of the set of equilibria that use undominated strategies, and thus a stable set of equilibria as defined by Mertens (1989).