基于参照依赖实验的公平偏好性质探究——来自中国情境下的实验证据

国内外已有的关于公平偏好的研究主要集中于获取人们普遍存在公平偏好心理的证据,尚缺乏对公平偏好固有性质的深入挖掘。本文借鉴Andreoni等的研究方法,设计了参照依赖实验,规范组织实施了多场次可控实验,探索了公平偏好的性质特征。实验结果显示人们的同情偏好呈现敏感性递减的变化规律且不存在拐点,而嫉妒偏好和自豪偏好均呈现先敏感性递减后经过拐点敏感性递增的变化规律;通过拟合公平偏好的函数表达式,分析其数学性质和经济学属性,发现嫉妒偏好的边际效用几乎是同情偏好的10倍,解决了将公平偏好因子引入传统的委托-代理模型的合理性问题,修正了传统的委托-代理模型。     

互惠对工作要求——工作满意度曲线关系的调节作用

本文运用中国文化背景下开发的互惠量表,通过对西安某合资制药企业210名员工的调查,考察了企业对员工三种类型的互惠行为对工作要求—工作满意度的倒U型关系的调节作用。调查结果表明,广义互惠、平衡互惠越高,二者的倒U型关系越明显,负互惠越高,二者的倒U型关系越不明显。     

激励合约线性结构的行为合约理论解释

合约理论继承了经济学传统自利偏好假设,却忽略了公平偏好等行为心理因素。为此,在借鉴行为经济学描述公平偏好的FS模型基础上,把公平偏好引入最优激励合约设计的标准框架,以行为合约理论为工具,通过建立离散产出和离散努力模型,研究设计公平偏好下的最优激励合约。分析结果发现,引入公平偏好之后的一级最优和二级最优激励合约都是线性结构的,并且其斜率会随着公平偏好增强而增大,但不会超过0.5。这不但得到了线性结构的激励合约,而且得到了与实证研究结论相一致的关于激励合约斜率性质的理论分析结果,从而为激励合约线性结构提供了一种较合理的理论解释。     

Organizational Injustice as an Occupational Health Risk

Abstract

Content to conceive of inequity distress as a hypothetical construct instead of an intervening variable, a half century of research inspired by equity theory has paid little attention to measuring inequity distress. At the turn of the twenty‐first century, however, European epidemiologists, interested in determinants of ill health, found that injustice is a source of adverse emotional reactions that put people at risk for mental and physical morbidity (e.g., depression and coronary heart disease). This research is reviewed here, along with studies identifying pathways accounting for these connections. Specifically, perceived injustices lead to negative emotional reactions and to unhealthy behaviors (e.g., being sedentary, smoking, and drinking excessively), both of which trigger various negative bodily reactions (e.g., elevated serum lipids). These, in turn, subsequently put people at risk of illness. Research has found that such effects are mitigated by organizational interventions that promote perceptions of justice. Three limitations warranting consideration in future research are discussed: (a) the need to address methodological concerns (e.g., reducing common method variance, improving efforts to determine causality), (b) the need to assess the cultural generalizability of research findings, and (c) the need to supplement the existing attention to disease with a new focus on health and well‐being.     

基于“不公厌恶”与“风险厌恶”的经理人持股激励契约

传统代理人激励模型建立在参与人自利性假设基础之上,本文引入"不公厌恶"和"风险厌恶"因素,由浅入深地研究激励因素、风险厌恶和不公厌恶三者对经理人最优持股契约的影响。发现经理人的风险厌恶倾向导致其减低持股比例,激励因素倾向于使经理人增加持股比例,而不公厌恶使得经理人持股比例在1/2左右。当经理人努力是不可缔约的且经理人是不公厌恶和风险厌恶时,为激励经理人进行智力投资,必须赋予其一定比例的股权,使委托人与代理人利益趋于一致,以降低由经理人不公厌恶产生的效用损失,进而降低委托代理成本。     

Absenteeism, turnover intention and inequity in the employment relationship

In this field study a preliminary social exchange model was proposed that related perceived inequity in the employment relationship to subsequent absenteeism and turnover intention. From an equity perspective, it was hypothesized that absenteeism and turnover intention are indirectly related to perceived inequity in the exchange relationship with the organization, mediated by feelings of resentment and poor organizational commitment. By employing covariance structure modelling, the model was tested among mental health care professionals (N = 90). The results demonstrated that the relationship between perceived inequity and turnover intention was fully mediated by poor organizational commitment, which was, in turn, partially triggered by feelings of resentment that were associated with perceived inequity. In contrast, there was a strong direct link between inequity in the employment relationship and absenteeism, not mediated by resentment and poor organizational commitment. It was concluded that absenteeism and turnover intention can both be considered to be withdrawal reactions to perceived inequity, but that the two reactions differ in their underlying dynamics. The implications of these findings were discussed.     

组织支持感与工作投入的曲线关系及其边界条件

作为一种工作资源,组织支持感是员工工作投入的重要预测变量。但是,基于社会交换理论,组织支持感也可能增加员工角色外的投入、减少对工作角色的投入。在一定条件下,组织支持感与工作投入可能存在非线性的关系。采用302名证券行业员工问卷,考察组织支持感与工作投入的曲线关系,进一步探索情感承诺对该曲线关系的调节作用。在检验共同方法偏差的基础上,采用多项式回归对研究假设进行检验。研究结果表明,在控制员工的情感承诺后,组织支持感与工作投入呈显著U形曲线关系。情感承诺显著调节组织支持感与工作投入的曲线关系,即情感承诺高的员工,组织支持感与工作投入呈U形曲线关系;而情感承诺低的员工,组织支持感与工作投入呈显著线性关系。总体而言,研究结果进一步支持组织支持感对工作投入潜在的负面影响,尤其是具有高情感承诺的员工其感知到的组织支持只有超过一定水平后才会对工作投入产生积极的影响。     

Medical savings accounts. Power and choice

As the market becomes more saturated and matures, keeping people healthy will become a bigger source of profits and true health maintenance will become increasingly important. Right now, however, the name of the game is restricting services, particularly in new markets. What is sorely needed is a balance between the individual and organizational agendas, between the individual and society. There is a tremendous opportunity for hospital-physician groups contracting directly with employers using Medical Savings Accounts (MSAs) and catastrophic insurance as a core strategy. Are MSAs a viable insurance vehicle? Some argue that those enrolled in MSAs will put off receiving needed medical care. But it can also be viewed that MSAs, by their very nature, put costs back into the negotiation phase between patients as customers and physicians and hospitals as providers--and save money and resource consumption as patients shop around for competitive prices to do what needs to be done.     

4 Towards a “Fairer” Conception of Process Fairness: Why,When and How More may not Always be Better than Less

Abstract

Process fairness refers to people’s perceptions of how fairly they are treated in the course of interacting with another party. Conceptually distinct from outcome fairness, it subsumes procedural fairness, interpersonal fairness, and the like. As recipients of decisions, we generally want to be treated with more rather than with less process fairness. As agents of decisions, we often would rather plan and implement them with more rather than with less process fairness. Whereas the organizational justice literature generally extols the virtues of high process fairness, recent theory and research suggest that when it comes to process fairness, more is not always better than less. We discuss why, when, and how people’s general tendency to desire higher process fairness over lower process fairness may be attenuated, eliminated, or even reversed. Our analysis is organized by the notion that under some conditions, receiving or acting with high process fairness prevents people from satisfying some of their basic psychological motives, such as their needs to feel good about themselves or to maintain a sense of control. Future research directions also are considered.     

From Temporary Competitive Advantage to Sustainable Competitive Advantage

Both industrial organization theory (IO) and the resource‐based view of the firm (RBV) have advanced our understanding of the antecedents of competitive advantage but few have attempted to verify the outcome variables of competitive advantage and the persistence of such outcome variables. Here by integrating both IO and RBV perspectives in the analysis of competitive advantage at the firm level, our study clarifies a conceptual distinction between two types of competitive advantage ? temporary competitive advantage and sustainable competitive advantage ? and explores how firms transform temporary competitive advantage into sustainable competitive advantage. Testing of the developed hypotheses, based on a survey of 165 firms from Taiwan's information and communication technology industry, suggests that firms with a stronger market position can only attain a better outcome of temporary competitive advantage whereas firms possessing a superior position in technological resources or capabilities can attain a better outcome of sustainable competitive advantage. More importantly, firms can leverage a temporary competitive advantage as an outcome of market position to improving their technological resource and capability position, which in turn can enhance their sustainable competitive advantage.     

The Effects of Task Information and Outcome Feedback on Individuals' Insight into Their Decision Models

When making business decisions, people generally receive some form of guidance. Often, this guidance might be in the form of instructions about which inputs to the decision are most important. Alternatively, it might be outcome feedback concerning the appropriateness of their decisions. When people receive guidance in making difficult judgments, it is important that they do not confuse this guidance with insight into their own decision models. This study examined whether people confuse their actual decision model with task information and outcome feedback. Subjects predicted the likelihood that various hypothetical companies would experience financial distress and then reported the decision models they believed they had used. Their reported models were compared with their actual models as estimated by a regression of the subjects' predictions on the inputs to their decisions. In a 2times2 factorial design, some subjects were provided with task information regarding the relative importance of each input to their decisions while others were not. Some subjects were provided with outcome feedback regarding the quality of their decisions while others were not. The subjects tended to confuse the task information and outcome feedback with their actual decision models. Implications for the results are discussed.     

Modeling Interdependent Risks

In an interdependent world the risks faced by any one agent depend not only on its choices but also on those of all others. Expectations about others' choices will influence investments in risk management and the outcome can be suboptimal for everyone. We model this as the Nash equilibrium of a game and give conditions for such a suboptimal equilibrium to be tipped to an optimal one. We also characterize the smallest coalition to tip an equilibrium, the minimum critical coalition, and show that this is also the cheapest critical coalition, so that there is no less expensive way to move the system from the suboptimal to the optimal equilibrium. We illustrate these results by reference to airline security and the control of infectious diseases via vaccination.     

Nonlinearity between CEO power and firm leverage: evidence from the threshold model

This paper examines the non-linearity between Chief Executive Officer (CEO) power and firm leverage using a sample of 295 selected small and medium-sized enterprises listed on China Shenzhen Stock Exchange SMEs Board during the period 2009–2013. Specifically, a threshold estimation technique developed by Hansen (J Econ 93(2):345–368, 1999) is applied to investigate whether firms with powerful CEO use a sub-optimal leverage. The results confirm that there is a double-threshold effect exist and suggest an inverted U-shaped relationship between CEO power and firm book value-based leverage. Thus, these findings reveal that the distribution of decision-making power within firms can affect financing decision are made and CEOs with higher ability to exercise decision-making power tend to use lower leverage to pursue their own benefits.     

资源互补对机会主义和战略联盟绩效的影响研究

20世纪80年代以来,全球战略联盟的数量激增,逐步成为企业的快速成长方式,但其失败率也非常高。本文以资源依赖理论和交易成本理论为基础,以中国企业为样本,从资源互补和机会主义的角度分析了合作与竞争对联盟绩效的影响。实证研究的结果表明,联盟中的资源互补能够提高联盟的财务绩效与创新,而机会主义则会负向影响财务绩效和创新。同时,适度的资源互补是有效遏制机会主义的手段,过高或过低的资源互补都会使联盟企业处于机会主义的风险之中,即资源互补和机会主义之间的关系呈倒U型的关系。     

基于不公平厌恶或地位追求的创新顾客最优合同类型研究

本文首先从创新顾客的公平偏好程度、薪酬合同类型（最优激励系数）与激励机制效果的关系入手,引入公平偏好理论（不公平厌恶和地位追求）、相对绩效评估（RPE）和参与成本要素,构建顾客参与企业新产品开发的激励模型;其次,通过模型求解和分析,探讨分析各类薪酬合同中风险成本、不公平预期损失和激励效果之间的关系;最后,通过仿真实验验证并确定企业采用的创新顾客最优薪酬合同类型。研究发现：在同一薪酬合同下,创新顾客愈不在意其参与成本的投入,该合同的激励效果愈积极;关于创新顾客最优合同类型的选择,意味着求解一个三方面权衡,包括风险成本、不公平预期损失和公平偏好的激励效果;对于公平偏好程度较低的创新顾客,企业可采用相对绩效合同,例如锦标竞争合同;对于公平偏好程度较高的创新顾客,当其风险规避程度较高时,可采用团队报酬合同,当其风险规避程度较低时,可采用完美团队合同。     

Internationalization of R&D and Innovation Performance in the Pharma Industry

This research investigates the effect of R&D internationalization and contingency variables on innovation performance. A number of prior studies addressing this question have concluded in diverse and inconsistent findings, which can be attributed only partly to sample selection and measurement discrepancies. Using a longitudinal dataset of global pharmaceutical firms, we partly solve this ambiguity in the R&D internationalization and innovation performance relationship. The results reveal an S-shaped relationship, suggesting the benefits of R&D internationalization ultimately overcome the costs after critical levels of R&D internationalization. This finding combines and unites prior findings of a U-shaped, followed by an inverse U-shaped curve. In addition, we find that the experience in conducting R&D internationally, but not the degree of general internationalization, moderates the relationship between degree of R&D internationalization and performance. This suggests that the effect is contingent on the knowledge of internationalization path of the firm but can flourish in the absence of overall internationalization as well. Implications for theory and practice are derived.     

Family Status and Work Attitudes: An Investigation in a Professional Services Firm

To help employees better balance work and family responsibilities, organizations are increasingly offering a variety of work–family programmes. However, anecdotal reports suggest that employees without spouses or children perceive that they receive fewer organizational benefits and bear greater burdens than their married or parent counterparts. By providing a more ‘family‐friendly’ work environment, organizations may foster perceptions of inequity in people without families (single adults without dependent children, SAWDCs), possibly resulting in lower job satisfaction and other work‐related outcomes. Using a sample of 454 employees of a professional services firm, we examined attitudinal differences between individuals with and without families. Findings suggest that SAWDCs and non‐SAWDCS differed in terms of age, organizational level, use of flexible work arrangements and firm tenure. However, we found no differences in hours worked, job involvement, job satisfaction or organizational commitment. Interestingly, SAWDCs had more favourable perceptions of the organization's work–family culture than non‐SAWDCs, suggesting that those who do not utilize family‐friendly benefits view them more favourably than those who actually need or use the benefits. In addition to identifying directions for future research, we offer suggestions for organizations, including taking a more universal approach to benefits to the advantage of all employees.     

金钱概念对自我提升产品偏好的影响研究

随着社会物质水平的提高,很多人未必真正拥有财富,但经常暴露于金钱的刺激之下,容易形成金钱概念,会产生拥有金钱财富的效果,根据成就动机理论和市场定价模式,启动金钱概念的消费者倾向选择有利于自我发展的消费选项。 以中国高校学生作为研究样本,采用实验方法,设计3个实验,借助SPSS软件对实验数据进行方差分析,探讨金钱概念对消费者自我提升偏好的积极影响,并进一步探讨成就动机的中介作用和购买目标的调节作用。 实验1选择一种有助睡眠的口服溶片作为实验材料,采用提升类型(自我提升vs.非自我提升)×金钱概念的2×1组间实验,结果变量为支付水平,验证金钱概念对消费者自我提升偏好的积极影响。结果表明,相对于非自我提升类型,金钱概念的消费者对自我提升类型的支付水平更高。 实验2选择维他命水饮料作为实验材料,采用单因素组间实验设计(金钱概念组vs.控制组),结果变量为自我提升类型和非自我提升类型的对比选择,验证金钱概念通过成就动机影响自我提升偏好。结果表明,金钱概念诱发成就动机,进而积极影响消费者对自我提升类型的偏好。 实验3选择棋牌游戏作为实验材料,采用金钱概念(有vs.无)×购买目标(他人vs.自己)×提升类型(自我提升vs.非自我提升)的2×2×2组间组内设计,金钱概念和购买目标为组间设计,提升类型为组内设计,结果变量为支付意愿,检验在不同购买目标情况下,金钱概念对消费者自我提升偏好的影响。结果表明,金钱概念对自我提升偏好的影响只局限在购买目标为自己的情况下,在为他人购买时,金钱概念对自我提升偏好的影响不显著。 研究结论有利于丰富金钱概念研究,拓展金钱概念在消费领域的研究内容;有利于营销者掌握金钱概念对消费者购买决策的影响机理,深入了解消费者的购买心理,制定相应的品牌和产品管理措施,提升自我发展相关产品的销售;有利于人们树立正确的金钱观和消费观,管理好金钱财富,理性地对待金钱。     

Resilientes Selbstmanagement – eine Führungsaufgabe der Zukunft

The economic psychological article describes an online study of health-oriented self-management of managers with implications for corporate practice. Resilience and personality factors, subjective leadership success and self-management skills are examined variables. The most important outcome of the study with high relevance for modern working world is that self-confidence and conscience are the best pedictors for the experience of success, but managers still take care too little of their own health.     

CEO-COB prestige distance and change in diversification: Exploring a curvilinear relationship

This study investigates how the prestige distance between a new chief executive officer (CEO) and the chairperson of the board (COB) can influence changes in the firm’s level of diversification. We draw on social comparison theory and activity theory to argue that the prestige distance between a CEO and COB alters the interaction and communication between the two leaders, and accordingly influences the firm’s ability to change its diversification posture. We test our hypotheses on a dataset of 135 firms and find that the prestige distance in CEO-COB dyads has a U-shaped relationship with the change in the firm’s level of diversification. Our results reveal that low CEO-COB prestige distance, and to a lesser extent high CEO-COB prestige distance, creates conditions for greater changes in the firm’s level of diversification. Further, we find that this U-shaped relationship is more pronounced when the CEO-COB dyad has greater age differences and flattens when the dyad shares age similarity.