Fast and rigorous: Configurational determinants of strategic decision-making balance

A longstanding debate in the strategic decision-making literature has focused on whether top management teams (TMTs) can effectively balance speed and comprehensiveness when making important decisions. In our research, we build on early insights and pivot from considering whether TMTs can engage indecision-making that balances these tensions to focus instead on when certain types of TMTs are able to achieve such balance. We employ a novel configurational analytical approach and a theoretical framework built from role theory to examine the CEO-TMT interface in a new way. In so doing, we are able to identify specific CEO-TMT constellations that support decision-making that is both fast and rigorous. Using a unique primary dataset and an abductive, configurational approach grounded in fuzzy set qualitative comparative analysis (fsQCA), we identify six specific leader-team configurations that each facilitate decision processes characterized by rigorous intra-team debate, meaningful reconciliation of divergent ideas, and fast decision speed (which we describe as strategic decision-making balance). The range of CEO-TMT configurations that emerge from our analyses contribute new theory and findings for the strategic decision-making and interface literatures more broadly, as well as the specific research streams on executive gender, humility, and TMT structure.     

Design selection for strong orthogonal arrays

Strong orthogonal arrays (SOAs) were recently introduced and studied as a class of space‐filling designs for computer experiments. An important problem that has not been addressed in the literature is that of design selection for such arrays. In this article, we conduct a systematic investigation into this problem, and we focus on the most useful SOA(n,m,4,2 + )s and SOA(n,m,4,2)s. This article first addresses the problem of design selection for SOAs of strength 2+ by examining their three‐dimensional projections. Both theoretical and computational results are presented. When SOAs of strength 2+ do not exist, we formulate a general framework for the selection of SOAs of strength 2 by looking at their two‐dimensional projections. The approach is fruitful, as it is applicable when SOAs of strength 2+ do not exist and it gives rise to them when they do. The Canadian Journal of Statistics 47: 302–314; 2019 © 2019 Statistical Society of Canada     

基因编辑技术背后的伦理与人权

当前基因编辑技术发展迅速,引起各国政府、学术界和企业界的广泛关注。但从近期“基因编辑婴儿”事件来看,基因编辑技术的伦理问题仍须厘清,我国现行法律尚不完善。通过保护基因编辑婴儿隐私、切实发挥伦理委员会作用、加快相关立法工作,我们或可更好地解决基因编辑技术背后的伦理和人权问题。     

双循环发展的改革开放空间试验场——我国开发区的缘起、演进和趋势

开发区是我国改革开放进程中重要的"制度安排",在制度转型、市场机制培育、产业结构升级和带动地区经济增长等方面发挥着引领示范作用,但同时也存在政策效应边际递减、土地资源浪费、创新不足等诸多问题.梳理我国开发区过去三十多年的发展经验和不足,并展望其未来定位是一项重要的研究课题.在详细讨论我国开发区的缘起、动力机制、发展阶段、功能演变、面临问题的基础上,文章从制度安排、比较优势、产业集聚和商业环境四个方面总结了我国开发区取得的成功经验.未来,开发区的发展应实现从生产到生活、从效率到公平、从地的繁荣到人的繁荣、从外围到中心、从专业化到多样化、从高速增长到高质量发展、从对外开放到国内国际双循环等方面的转变.     

Staff and family attitudes to fences as a means of detaining people with dementia in residential aged care settings: The tension between physical and emotional safety

This study investigates staff and family attitudes towards the use of the fences that surround many aged care facilities in Australia, in the context of indefinite detention of people with dementia. This indefinite detention has been described in a report from an Australian Senate Inquiry as “a significant problem within the aged care context”, which “is often informal, unregulated and unlawful”. Five focus groups comprising direct care workers, family members, nurse unit managers and facility managers discussed the reasons for and their attitudes towards fences. The results show a tension between the provision of physical and emotional safety. This is to say that even while it is illegal to detain people with dementia against their will, and even while participants understood the negative impact of fences on the well‐being and emotional safety of people with dementia, they accepted and supported the presence of perimeter fences because they provided the perception that fences kept people with dementia physically safe. This has implications for redressing the balance between physical and emotional safety in policy and practice.     

Managing the Risk of Aggressive Dog Behavior: Investigating the Influence of Owner Threat and Efficacy Perceptions

Aggressive behavior in pet dogs is a serious problem for dog owners across the globe, with bite injuries representing a serious risk to both people and other dogs. The effective management of aggressive behavior in dogs represents a challenging and controversial issue. Although positive reinforcement training methods are now considered to be the most effective and humane technique to manage the risk of aggression, punishment‐based methods continue to be used. Unfortunately, there has been little scientific study into the various factors influencing whether dog owners choose to use positive reinforcement techniques to manage aggression in their dogs. As such, current understanding of how best to encourage and support dog owners to use these methods remains extremely limited. This article uses a survey methodology based on protection motivation theory (PMT) to investigate the factors that influence owner use of positive reinforcement methods to manage aggressive behavior, in an attempt to understand potential barriers and drivers of use. In addition, the article provides an initial exploration of the potential role of wider psychological factors, including owner emotional state, social influence, and cognitive bias. Findings show that the perceived efficacy of positive reinforcement methods and the perceived ability of owners to effectively implement the technique are both key factors predicting future intentions and current reported use. Future interventions should focus on enhancing owner confidence in the effective use of positive reinforcement techniques across multiple scenarios, as well as helping owners manage their own emotional responses when they encounter challenging situations and setbacks.     

资本结构与员工劳动生产率

债务作为重要的公司治理手段，可以降低企业、管理层与员工之间的委托代理成本，提高员工劳动生产率.同时，债务水平上升将提高企业破产风险，对企业和员工的人力资本投入与员工劳动生产率可能产生不利影响.以我国1999年一2014年工业企业上市公司为样本，本文不同佑计方法的实证结果均表明企业的债务水平越高，员工劳动生产率越低.在其他因素不变的情况下，企业的财务困境加剧了债务对员工劳动生产率的不利影响;债务对员工劳动生产率的负作用在人力资本依赖度高的公司以及在外部就业环境好的地区更加显著.对于债务与员工劳动生产率作用的中介效应分析与分位数回归结果也说明债务上升可能导致企业人力资本投资下降，对员工劳动生产率产生不利影响.研究为我国“去杠杆”经济政策提供了微观企业层面的经验证据.     

两级供应链中延保服务与基础质保服务交互策略

延保服务已成为商家获取高额利润的重要手段。本文以一个制造商和一个零售商组成的两级供应链为对象，分别在单主体（制造商或零售商）和两主体同时提供延保（偏向于制造商或零售商延保）情形下，研究最优延保定价、产品定价及延保与基础质保交互的决策。结果表明：维修成本直接影响延保的提供方式。仅制造商或零售商提供延保时，延保期限对基础质保期限有明显促进或抑制作用，且制造商提供延保有利于制造商和零售商。两者同时提供延保时，延保竞争促使其价格降低，且消费者偏向于某主体时，其延保价格相对高于另一方；基础质保与延保的交互关系取决于竞争程度。当消费者偏向制造商延保时，供应链各方所获取的利润较为稳健，相对高于单一主体提供延保情形时的利润。     

Cooperation and preference by peers in early childhood: A longitudinal study

Children who are more proficient in cooperation with peers tend to be more preferred. To date, the development of peer cooperation has been studied mainly in two research traditions, one focusing on action coordination and the other focusing on interaction quality. Both aspects of cooperation are relevant for children's peer relations, but it is unclear whether both aspects of children's earliest cooperation skills predict their later preference by peers after the transition into organized social groups in school. In this study, we assessed coordination proficiency and interaction quality of 181 Dutch children longitudinally from 2 to 4 years of age. No relation between early action coordination and later preference by peers at school was found. However, especially in girls more affiliative and fewer antagonistic behaviors at the age of two predicted likeability among classmates at school at the age of four. The findings shine new light on the earliest foundations of children's peer evaluations.     

Testing the gender similarities hypothesis: differences in subjective task value and motivation to transfer training

ABSTRACT

Are female and male trainees similar or different in their reaction to training programmes, specifically regarding their subjective task value and motivation to transfer? According to the gender similarities hypothesis, women and men are alike on most psychological variables. However, according to research in organizational behaviour, female and male employees differ on certain aspects, such as their job satisfaction and work identity. To test these two views on gender similarities and differences in the context of human resource development and training evaluation, the present study examined the extent to which gender moderated reactions to training. Based on the expectancy-value theory of motivation and self-determination theory, a web-based questionnaire was used to measure six training reactions: intrinsic value, attainment value, utility value, perceived relative cost, autonomous motivation to transfer, and controlled motivation to transfer. The results indicated that women and men differed in their ratings of attainment value but were similar for the remaining five reaction measures. These outcomes support the gender similarities hypothesis. The findings are discussed in terms of their theoretical implications for modelling gender effects in HRD research and their practical significance for promoting training effectiveness and transfer of training.