基于委托-代理关系的风险投资家激励契约模型

针对逆向选择和道德风险问题,从风险投资者角度出发,基于委托代理关系建立了风险投资家激励契约模型。与传统的激励契约模型相比,该模型考虑了风险投资家对风险投资基金注入一定比例的个人资本金而持有股份,并引入了风险投资者可观测变量。研究结果表明,该模型增加了风险投资家的激励强度,提高了风险投资者的期望收入,还有助于风险投资者选择高能力的风险投资家和激励其在签约后努力工作。这些结果有益于解决逆向选择和道德风险问题,并为风险投资者建立合理的激励契约提供了理论依据。     

企业劳动契约的激励模型分析--一种发生在道德风险之前的逆向选择问题

分析了企业劳动契约的制定过程以及企业和员工之间的委托代理关系,企业在制定劳动契约时会面临发生在道德风险之前的逆向选择问题,将其与企业的人力资源管理实践相结合构造出相关模型,对这一委托代理模型的激励约束进行分析,认为企业作为委托人,在制定劳动契约时应该综合考虑代理人(员工)的外在机会效用水平、内生成本函数、效用偏好函数和努力水平等激励影响因素.     

供应链企业间的信息不对称探讨

由于信息不对称,供应链企业间可能会产生逆向选择和道德风险,这会影响企业的发展和市场经济的正常运行.本文就对供应链企业间(供应商与采购商、制造商与分销商、分销商与零售商、零售商与消费者)的信息不对际所引起的问题进行分析,寻求解决这些问题的激励与约束机制,以此来规范企业的行为和促进市场经济的健康发展.     

不对称信息下供应链线性分成制契约设计研究

成员间收益的合理分配是供应链高效协调运作的关键因素之一.针对一个道德风险和逆向选择问题并存的二级供应链系统,结合stackelberg博弈模型和激励机制理论,分别研究了不对称信息为离散类型和连续类型情况下的线性分成制契约设计过程.比较了线性分离契约和线性混同契约的有效性,分析了各种相关因素对契约的影响,提出了不对称信息为连续类型情况下的次优契约是线性分离契约的前提条件,并通过数值仿真讨论了各种参数变化对委托方期望收益的影响.所得结论对供应链的运营实践有着很好的参考价值和指导意义.     

不完全信息下多阶段移动应用产品与服务合作的可更新契约

考虑不完全信息下由提供移动应用产品与服务的ERP厂商、APP厂商与客户企业组成的产品服务供应链，针对ERP厂商与APP厂商产品服务合作中存在的逆向选择与道德风险问题，构建两阶段的动态博弈模型，分析了APP厂商隐藏与披露能力信息对产品与服务质量、供应链系统绩效与ERP厂商利润的影响，提出了信息披露、收益共享的单阶段契约与存在契约变更的两阶段契约激励策略，比较了两种契约的价值。研究表明：通过在产品开发阶段观察APP厂商的契约菜单选择以及获得的产品质量信息，甄别APP厂商的能力信息，在服务阶段进行契约变更，有利于提高产品与服务质量，降低ERP厂商风险，使供应链系统利润与ERP厂商自身利润实现帕累托改善。最后，通过算例对研究结论进行了直观考察和说明。     

考虑公平偏好的双重信息不对称下PPP项目激励机制研究

PPP项目中社会资本的能力禀赋和努力水平为其私有信息,如何激励社会资本显示真实的能力禀赋和努力水平一直是PPP项目治理研究的重要议题。在传统的PPP项目激励治理研究中,往往假设社会资本只具有单一私有信息,由此形成单一的逆向选择或道德风险问题。但在PPP激励治理现实中,社会资本经常同时拥有关于能力禀赋和努力水平双重私有信息,从而导致关于类型不对称信息的逆向选择和关于行为不对称信息的道德风险问题共存。本文研究了PPP项目中逆向选择和道德风险共存的激励机制设计问题。构建了针对社会资本同时拥有能力禀赋和努力水平两种私有信息的激励机制设计模型。该模型以项目产出绩效为激励途径,通过设计最优契约使得社会资本谎报信息类型的收益水平不高于其真实汇报类型的收益,从而激励社会资本显示真实能力禀赋的同时付出最优努力水平,保证项目效率。同时考虑了社会资本的公平偏好,探讨了公平偏好对这种双重不对称信息激励机制设计的影响。研究表明：通过设计合理的PPP项目激励机制能够实现对社会资本的信息甄别和激励其付出最优努力的双重目的,政府对社会资本的激励强度同社会资本市场分布有关,且随着社会资本嫉妒偏好强度的提高和被指责偏好强度的减弱而增大。本文的研究可以为解决现实中PPP项目的激励机制设计问题提供理论依据和决策参考。     

现代国内企业激励机制的研究探讨

在现代国内企业建立现代企业制度的过程中，激励制度问题日益突出，并由此影响了经济体制改革的深化。因此，探讨如何在国有企业建立有效的激励和约束机制，以避免逆向选择和道德风险，已成为当代企业理论研究的核心问题。本文分析了激励的内涵、激励与约束机制的现状，提出了国有企业人力资源激励系统的三大组成部分：经济福利激励、绩效考核激励和价值满足激励。     

非对称信息条件下的代理商激励制度探讨

非对称性信息导致委托代理问题的复杂化.由于信息不对称事实的存在,拥有私人信息的代理商会利用自身的信息优势,在最大化自己效用的同时做出不利于制造商的行动.本文通过信息不对称条件下道德风险模型的建立,证明了在信息不对称时代理商道德风险存在的必然性,并探讨了在激励相容的约束下,制造可能通过那些方式实现对代理商的激励,最后文章还对多代理商激励制造进行了进一步讨论,认为多代理商制度有可能对激励起来负面作用.     

基于双重努力因素的供应链销量担保期权模型

对于一个单期两级简单供应链,引入供应商的生产努力因素,并在需求随机并与供应商和销售商的努力水平相关的条件下,研究供应链节点企业的努力投入与供应链激励问题.为此,论文首先建立了基于销量担保期权的供应链契约模型,提供了一种基于期望损失的期权定价方法,分析了在该契约下供应商的生产努力和销售商的销售努力对供应链决策的影响.研究发现,在考虑努力因素时,由于努力投入的外部性,单纯的期权销量担保模型缺乏对节点企业努力行为的激励,无法实现供应链协调.为此,引入收益共享和努力成本共担策略,对原契约进行修正,当收益共享比例、努力成本共担比例满足一定条件时,修正契约可以实现供应链协调.最后,对论文的研究结论进行了拓展,并通过算例分析说明了研究结论的有效性.     

信息不对称下医药营销服务外包契约设计

为了缩减销售成本,一些制药企业将营销服务外包给合约销售公司(contract sales organization,CSO).由于CSO的营销努力不可合同化,制药企业需要基于市场销量来激励CSO的营销努力.然而,市场销量受制药企业定价决策的影响,因此CSO将面临制药企业提高定价的道德风险.此外,药品营销难度信息可能是CSO的私人信息,这使得制药企业面临逆向选择问题.当制药企业将营销服务外包给多个CSO时,由于制药企业针对同一药品在不同市场的售价相同,其定价决策对多个CSO所服务市场的销量具有共同的影响.相对绩效的激励契约能够消除共同不确定因素对代理人产出的影响,从而更有利于激励代理人付出高水平的努力.因此依据信息甄别的博弈模型,分析基于个体绩效与基于相对绩效的激励契约的有效性.研究发现:1)药品营销难度信息对称时,基于相对绩效的激励契约占优于基于个体绩效的激励契约,且可以获得全局最优的营销努力和期望利润;2)药品营销难度信息不对称时,两种激励契约均不能获得全局最优的营销努力和期望利润.数值分析表明,药品营销难度的先验概率,市场价格敏感性和高低类型药品营销难度差异的变化会影响制药企业的契约选择,较高的市场价格敏感性和较低的高低类型药品营销难度差异使得基于相对绩效的激励契约更有效.     

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).