品牌延伸:资产价值转移与理论模型创建

本文通过对品牌延伸(Brand Extension)的研究综述和实证研究,提出决定品牌延伸的三大因子,并在此基础上构成品牌资产价值(Brand Asset Value),进而研究其在品牌延伸过程中的价值转移,从而构成了评估品牌延伸成败的标准,最终将各种因子和评估标准进行整合,提出了品牌延伸的理论模型。     

VaR-APARCH模型与证券投资风险量化分析

基本统计分析发现,上证综合指数回报率分布存在尖峰肥尾性,不服从正态分布,并且还具有杠杆效应。本文应用APARCH模型在三种分布假设下对上证综合指数通过事后模拟和条件单步预测来计算上证综合指数的VaR风险值,然后把它与应用GARCH模型的估计结果进行比较分析。通过返回检验,我们发现,APARCH应用于VaR估计是统计有效的,并且明显优于GARHC模型。     

集团公司战略风险管理的理论探讨

本文对集团公司战略管理过程中产生战略风险的机制从公司整体运行的角度进行研究,提出了公司战略风险管理的系统化理论模型,并从公司的环境、资源、能力和公司主题战略四个方面分析了战略风险产生的风险机理。并提出了环境和资源对公司战略主题目标的实现的影响及产生风险的机制。     

A cross-validation of a structural equation model of accidents: organizational and psychological variables as predictors of work safety

A study to establish a structural equation model of accidents is presented. The eight variables included in the model were those associated with accidents in previous research. The reliability of questionnaires to measure those variables and a structural equation model relating them are provided. The model explaining the occurrence of accidents was cross-validated through three Spanish samples (n=123; 182; 124).The model presented a good fit to data in two samples, while a third had unclear fit indices. Therefore, most relationships among variables did not vary among these three samples. The role of the safety variables in the model is discussed. The discussion is also focused on risk measurement difficulties commonly reported in the literature. Finally, some suggestions for future safety research with structural equation modelling techniques are provided.     

The impact of learning opportunities and decision authority on occupational health

In an investigation of 418 employees in the Norwegian Postal Service, employees with high learning opportunities and high decision authority were found to be better off on psychological functioning, health and organizational outcome variables than employees with low scores on these variables. Decision authority and learning opportunities had specific and independent impact on subjective health, psychological functioning, coping style and organizational outcome variables. There were, however, also interaction effects between demands, learning opportunities, and decision authority on subjective health. Learning opportunities and decision authority were operationalized with a questionnaire, supplemented with questions on the opportunities to learn skills beyond the present job situation. It is suggested that this is a particularly important dimension for coping with the present day rapid changes in working life, where the objective for many workers will be to broaden their repertoire and competence to increase their flexibility in the labour market.     

The Job Demand-Control (-Support) Model and psychological well-being: a review of 20 years of empirical research

The Job Demand-Control (JDC) model (Karasek, 1979) and the Job Demand-Control-Support (JDCS) model (Johnson, and Hall, 1988) have dominated research on occupational stress in the last 20 years. This detailed narrative review focuses on the JDC(S) model in relation to psychological well-being. It covers research from 63 samples, published in the period 1979-1997. In the review a distinction is drawn between two different hypotheses prevailing in research on the models. According to the strain hypothesis of the JDC model, employees working in a high-strain job (high demands-low control) experience the lowest well-being. The buffer hypothesis states that control can moderate the negative effects of high demands on well-being. Translating these hypotheses to the expanded JDCS model, the iso-strain hypothesis predicts the most negative outcomes among workers in an iso-strain job (high demands-low control-low social support/isolation), whereas the buffer hypothesis states that social support can moderate the negative impact of high strain on well-being. Although the literature gives considerable support for the strain and iso-strain hypotheses, support for the moderating influence of job control and social support is less consistent. The conceptualization of demands and control is a key factor in discriminating supportive from nonsupportive studies. Only aspects of job control that correspond to the specific demands of a given job moderate the impact of high demands on well-being. Furthermore, certain subpopulations appear to be more vulnerable to high (iso)strain, whereas others benefit more from high control. On the basis of the results of this review, suggestions for future research and theoretical development are formulated.     

The Job Demands-Job Control Model and absence behaviour: results of a 3-year longitudinal study

Empirical results of earlier studies only marginally supported the relevance of Karasek's Job Demands-Job Control Model for absence behaviour. Since longitudinal studies with respect to these relations were largely lacking, a four-wave panel study was carried out using data from 1755 male employees of a technical maintenance firm in the public sector. Job demands, job control, physical working conditions, and the employee's age, education, and health were measured in one year and absenteeism in the same year and in the next 3 years. Data were analysed with linear regression and Poisson regression techniques. The Poisson regression technique was superior to the linear regression technique in explaining absence. Age, health and prior absence were the best predictors of later absence behaviour. With respect to the Job Demands-Job Control Model, the main findings of the study were (1) that job control was significantly associated with a low number of simultaneous and later absence days, and (2) that, contrary to expectations, job demands were also related to a low number of simultaneous and later absence days. These results hold when age, health, education, prior absence, and working conditions are controlled for. Job control and job demands did not predict later absence frequency. In the discussion it is suggested that a high level of job demands may not only be harmful for the well-being of employees but also work as 'a pressure to attend'.     

现代企业竞争及竞争效能描述新探

现代企业竞争已不再是传统竞争观念之下的企业之间为争夺最终消费者而展开的市场竞争了。现代企业要想在竞争中建立优势,就必须全面关注一切可能影响企业竞争力的相关组织和个人的作用。本文采用定性分析和定量分析相结合的方法,对现代企业竞争及其效能描述提出了一种全新的观点。     

新经济增长理论评析与启示

新经济增长理论强调知识、技术、人力资本对经济增长的巨大作用,打开了索罗"余值"的"黑箱",给出了技术变化一个内生的解释,为人们重新认识经济的长期增长,提供了许多深刻的看法。新经济增长理论也为我国西部地区经济增长提供了很好的启示。在新的历史时期,西部地区经济发展应实施"双重优势战略",切实依靠科技进步,加大知识、技术的投入,加快人力资源培育和开发的步伐,不断创造和完善有利于推进科技进步,充分发挥人力资本作用的制度环境。     

The univariate distribution function for a particular bilinear model

The aim of the paper is to find the univariate stationary distribution of a particular bilinear process. In this context, we propose a novel approach to derive the distribution function. It is based on a recursive formula and allows to relax the conditions on the moments of the process. We also show that the derived approximation converges to the true distribution function. The accuracy of the recursive formula is evaluated for finite sample dimensions by a small simulation study.Received: February 2003, Revised: May 2004,