产业转移:转出地与转入地政府博弈分析——以广东产业转移工业园为例

政府是促进产业在区域内实现产业转移的重要角色。广东以建设产业转移工业园为重要战略举措,以政府为引导,推动珠三角部分产业向广东区域内的东西两翼和山区转移。本文分析转出地政府和转入地政府的利益取向,以及在建设产业转移工业园过程中的博弈行为。提出实现双赢的对策建议。     

侨乡研究:对华侨、华人与中国关系的不同解读

在对华侨、华人的研究中,华侨、华人与中国的关系一直是基本的出发点和主要的关注点。在考察华侨、华人与中国的关系时,侨乡是考察和理解华侨、华人“特殊性”的一个重要方面和参照坐标。这不仅因为侨乡是华侨、华人与中国进行经济合作的主要区域,是海外移民影响祖籍地社会、文化的“独特风景线”,还因为侨乡研究是透视华侨、华人与中国关系的实证性研究。①虽然海外移民并非中国特有的现象,但侨乡却是具有中国特色的海外移民的产物。一、侨乡的“特殊”意义:正、反两方面的解读华侨、华人与中国的关系属于移民与移出地的关系,是一种互动的…     

中国企业战略管理行为的情景嵌入式研究

伴随着中国经济的迅速崛起和中国企业的巨大需要,国内战略学者急需增加自信和采取更加符合中国实际的研究视角.根据中国经济转型所表现出的渐进性、分权式和试验性的特点及其对中国企业经营环境和战略行为的影响,强调应该对转型期中国企业战略管理行为进行情景嵌入式的研究,重点分析制度影响、共同演化和例外企业,从而使我国战略学者在知识创新和指导实践2个方面实现根本性的提升.     

基本医疗保险中共谋问题的研究与防范

本文首先讨论了在我国当前实行的基本医疗保险体系中患者和医疗机构为了共同的利益,利用信息优势,形成共谋来欺骗医疗保险机构的可能性。然后在建立基本医疗保险体系的简单模型的基础上,分析了医患共谋产生的情况,详细讨论了有效防止医患共谋的保险合同的设计问题,并且得出了此类保险合同所具有的一系列基本特性。     

The <Emphasis Type="Italic">p</Emphasis>-maxian problem on block graphs

This paper deals with the p-maxian problem on block graphs with unit edge length. It is shown that the two points with maximum distance provide an optimal solution for the 2-maxian problem of block graphs except for K ₃. It can easily be extended to the p-maxian problem of block graphs. So we solve the p-maxian problem on block graphs in linear time.     

A Study to Improve the Method of Ascertaining Attribute Weight Based on Rough Sets Theory

There are some shortages to ascertain attribute weight based on rough set in current studies. In this paper, attrib- ute importance represented by rough set is studied deeply. Aiming at the existing problems, algebra presentation of rough sets is proved to be more comprehensive than its information presentation, then a new method of ascertaining attribute weigh is put forward based on rough set conditional entropy. Finally, it is shown that the new method is more reasonable than the old one by an example.     

Benevolence-dominant,authoritarianism-dominant,and classical paternalistic leadership: Testing their relationships with subordinate performance

We propose a new typology of paternalistic leadership styles based on how leaders demonstrate authoritarianism and benevolence, the two essential components of this type of leadership. Benevolence-dominant paternalistic leadership refers to leaders' sole dependence on the use of benevolence without their strong assertion of authority, whereas authoritarianism-dominant paternalistic leadership is based mainly on authoritarianism itself; classical paternalistic leadership, which best fits early observations of paternalistic leaders, refers to the salient combination of both leadership components. We used two distinct samples and methods to test this typology and the association with subordinate performance. Across the two studies, a field investigation with Taiwanese military supervisor-subordinate dyads and a hypothetical scenario experiment with U.S. working adults, we found a positive relationship between classical paternalistic leadership and subordinate performance as strong as that between benevolence-dominant paternalistic leadership and performance. Our findings echo the phenomenon that paternalistic leaders tend to combine benevolence with authoritarianism to affect subordinate performance.     

A continuous characterization of the maximum vertex-weighted clique in hypergraphs

For a simple graph G on n vertices with adjacency matrix A, Motzkin and Strauss established a remarkable connection between the clique number and the global maximum value of the quadratic programm: \(\textit{max}\{ \mathbf {x}^T A \mathbf {x}\}\) on the standard simplex: \(\{\sum _{i=1}^{n} x_i =1, x_i \ge 0 \}\). In Gibbons et al. (Math Oper Res 122:754–768, 1997), an extension of the Motzkin–Straus formulation was provided for the vertex-weighted clique number of a graph. In this paper, we provide a continuous characterization of the maximum vertex-weighted clique problem for vertex-weighted uniform hypergraphs.     

知识整合、组织创新与组织绩效：华南地区企业的实证研究

主要探讨企业知识整合、组织创新与组织绩效之间的关系,并选择我国华南地区的142家企业为样本进行实证研究。理论贡献在于证实了上述变量之间的影响路径,即知识整合可以通过技术创新来提升组织绩效,也可以通过管理创新来提升组织绩效,知识整合提升组织绩效的另外一条路径是知识整合→技术创新→管理创新→组织绩效。