公共选择视角下的公共财政决策机制

公共选择理论由公共选择学派建立并发展起来,其理论宗旨就是把政治和市场两方面的人类行为纳入单一的模式。弗吉尼亚学派代表人物布坎南始终坚持严格的＂契约—立宪主义＂,也就是公共选择学派的行动纲领。在当代,公共选择理论已经成为公共财政的理论基础,这就要求公共财政决策机制的运行服从于根本性的＂规则＂的约束,即＂立宪约束＂。这一国际观点对我国财政体制改革具有深远的影响。     

上海城市新移民与本地人群体关系的交往策略研究

交往策略一直是改善族群关系的最佳策略之一。基于2007年上海市的调查数据，本研究以社会距离作为群体关系的替代性测量指标，通过分析上海城市新移民与本地人的交往情况，分别验证了平等交往、理性交往与实际交往等交往策略的理论假设。研究结果表明，制度性身份平等比职业地位平等更重要；职业竞争问题比职业合作关系更突出；实用性交往行为比情感性交往行为更有效。研究提出，并非所有交往的策略都能显著地改善族群关系，深入的交往策略研究将有利于提高社会融合政策的有效性和针对性。     

Hypothesis Testing for Various Familial Dependence Structures

This work compares various hypothesis testing procedures in the case of familial clustered data. Specifically, we use likelihood ratio and Wald's tests for maximum likelihood estimators, and Wald-type tests for moment and quasi-least squares estimators. Using simulations, we estimate significance levels for various hypotheses concerning the one-parent auto-regressive and two-parent equi-correlated dependence structures. We show that the likelihood ratio test performs best for certain simple hypotheses in the one-parent case, whereas the Wald-type test for the quasi-least squares procedure is optimal in the more complex two-parent case.     

Use of the Likelihood Ratio Test on the Inverse Gaussian Distribution

In the following article, the likelihood ratio test is determined for four tests of hypotheses involving the inverse Gaussian distribution. For three of the hypotheses, the test produces the same statistic as the uniformly most powerful unbiased test.     

On the Usefulness or Lack Thereof of Optimality Criteria for Structural Change Tests

Elliott and Müller (2006) considered the problem of testing for general types of parameter variations, including infrequent breaks. They developed a framework that yields optimal tests, in the sense that they nearly attain some local Gaussian power envelop. The main ingredient in their setup is that the variance of the process generating the changes in the parameters must go to zero at a fast rate. They recommended the so-called qL?L test, a partial sums type test based on the residuals obtained from the restricted model. We show that for breaks that are very small, its power is indeed higher than other tests, including the popular sup-Wald (SW) test. However, the differences are very minor. When the magnitude of change is moderate to large, the power of the test is very low in the context of a regression with lagged dependent variables or when a correction is applied to account for serial correlation in the errors. In many cases, the power goes to zero as the magnitude of change increases. The power of the SW test does not show this non-monotonicity and its power is far superior to the qL?L test when the break is not very small. We claim that the optimality of the qL?L test does not come from the properties of the test statistics but the criterion adopted, which is not useful to analyze structural change tests. Instead, we use fixed-break size asymptotic approximations to assess the relative efficiency or power of the two tests. When doing so, it is shown that the SW test indeed dominates the qL?L test and, in many cases, the latter has zero relative asymptotic efficiency.     

Leader–member exchange and organizational dehumanization: The role of supervisor’s organizational embodiment

This research examined the negative relationship between leader–member exchange (LMX) and organizational dehumanization (i.e., employees’ perceptions that their organization treats them like tools), and specifically the consequences of this LMX–dehumanization relationship on employees’ emotional exhaustion, affective commitment, and voice behaviors. Further, given that supervisors act as representatives of the organization, we argued that these relationships would be stronger for employees identifying their supervisor with the organization (i.e., high supervisor’s organizational embodiment). Across two samples, results showed that high-quality LMX was negatively associated with organizational dehumanization. Further, organizational dehumanization was found to mediate the relationships between LMX and outcomes (i.e., emotional exhaustion, affective commitment, and voice behaviors). Finally, the mediation model was moderated by supervisor’s organizational embodiment. More specifically, the negative effects of LMX on organizational dehumanization and its subsequent outcomes were stronger when leaders were perceived as sharing many characteristics with their organization. This research expands the recent and scarce knowledge on the determinants, boundary conditions and outcomes of organizational dehumanization. Our findings suggest that interpersonal relationships at work and, in particular, very common supervisor-related perceptions should be considered when examining organizational dehumanization.     

私募股权投资基金中国化制度构建——BMW假说及拓展

在BMW假说(财富=政府×市场)分析框架下,私募股权投资基金行业的整体价值(或单位价值)取决于协调政府和市场功能的制度安排。通过引入"成本--效用函数",我们认为私募股权投资基金制度存在最优的可能,即成本曲线与效用曲线的切点。同时,在上述静态分析基础上还可以引入时间变量和空间变量,引入时间变量后要求制度应该具有弹性和预见性,引入空间变量要求制度应与中国独特的发展模式相适应。总之,中国化私募股权投资基金制度构建要做到明确发展目标、完善市场机制、发挥政府增进功能、权衡风险与利益、适时进行制度创新等。     

论波斯纳对芝加哥法经济学理性人假设的修正

以波斯纳为代表的芝加哥法经济学坚持的是新古典经济学理性人假设理论,可以说,二者的理性人假设理论是一脉相承的。但作为芝加哥法经济学个中翘楚的波斯纳,他的法经济学理性人假设并不是新古典经济学理性人假设的复制品。在新古典经济学理性人假设广泛受到质疑时,波斯纳并未置身事外。面对新古典经济学理性人假设的解释力和预测力越来越弱的现实以及理性反常现象的挑战,波斯纳与时俱进地通过增设一些附属假定来保护理性人假设的内核,从而实现对理性人假设的现实修正以促进法经济学理论的发展。     

内部营销对一线服务员工任务绩效影响的实证研究

本文以饭店业一线服务员工为研究对象,初步验证了Keller等学者的内部营销组合工具量表在中国背景下的适用性,并应用Bagozzi的态度理论模型,采用结构方程建模方法,构建并验证了基于内部营销组合工具视角的一线服务员工任务绩效预测模型。实证结果表明,一线服务员工对企业内部营销努力的感知,即对内部工作产品、内部价格、内部分销以及内部促销等内部营销组合工具的评价,决定了他们的情感承诺(对组织的情感反应)和工作满意(对工作的情感反应)水平,进而影响了他们的任务绩效水平(行为),一线服务员工的情感反应变量是解释企业内部营销努力影响一线服务员工任务绩效的中介变量。