融资融券交易行为及其收益可预测性研究

2010 年融资融券业务的开通,不仅为中国市场投资者引入卖空机制,同时也为投机性交易者提供杠杆放大机制． 不同于以往主要从制度变迁视角研究卖空机制, 本文从微观行为视角,系统研究信用账户投资者融资融券交易行为及其市场可预测性． 基于 2011 年 12 月 ～ 2015年 8 月的样本数据,研究发现,信用账户投资者在股票价格上涨后增加融资买入, 而在股票价格下跌后提高融券卖出,即采取“追涨杀跌”的投资策略． 进一步研究表明, 融资交易能预测正的未来收益,而融券交易能预测负的未来收益． 此外,融资交易提高了未来股价崩盘风险,融券交易则可以降低未来股价崩盘发生的可能性． 本文的研究揭示了中国市场投资者融资融券微观交易行为及其市场影响,并为进一步规范发展融资融券业务提供理论依据．     

A Literature Review of Organizational Behavior Management Interventions in Human Service Settings from 1990 to 2016

We reviewed the Journal of Applied Behavior Analysis (JABA), Journal of Organizational Behavior Management (JOBM), and Behavior Analysis in Practice (BAP) from 1990 to 2016, to identify articles that evaluated organizational behavior management interventions in a human service setting. Of those articles, 75 articles met the inclusion criteria for the review, 44 from JABA (1990 to 2016), 22 from JOBM (1990 to 2016), and 7 from BAP (2008 to 2016). We categorized each selected article by setting, employee population, client population, assessment, dependent variable, independent variable, and outcome measures. Results from the review are discussed for all three journals. Recommendations are made to broaden the scope of population and dependent variable targets, include more assessments, and include outcome data when applicable.     

On the Compatibility of Organizational Behavior Management and BACB Certification

The number of practicing behavior analysts who hold Behavior Analyst Certification Board (BACB) certification has substantially increased in the past decade. Some have mistakenly interpreted the BACB’s certification requirements as being specific to the autism and intellectual disabilities practice area. We present key BACB requirements, describe how they are practice-area neutral, and provide specific examples of their relevance to organizational behavior management.     

Leader-member exchange as a linking pin in the idiosyncratic deals - Performance relationship in workgroups

In the current investigation, idiosyncratic deals (i-deals; individualized work arrangements) are modeled as differentiated resources that shape leader-member exchange (LMX) relationships in workgroups. We integrate literature on leader-member exchange (LMX) with research on i-deals to argue that employee evaluations of i-deals received from the grantor –typically the leader- enhance employee perceptions of LMX, which in turn become instrumental in generating positive performance outcomes. Furthermore, because workgroup characteristics have potential implications on the relationship between a deal grantor and the deal recipient, drawing upon social identity theory of leadership, we reason that the i-deals-LMX relationship is affected by the overall value congruence among the group members. Cross-level moderated mediation analyses on multi source data obtained from 289 employees nested in 60 workgroups showed that the mediational role of LMX in the i-deals to performance outcomes relationship was weaker in high value congruence groups.     

Change agent's contribution to recipients' resistance to change: A two-sided story

In the change management literature, most studies on recipients' resistance to change include only the views of agents or of recipients, thereby ignoring that these parties may have different perceptions. In this quantitative study, we include the perceptions of both parties in studying the recipients' resistance and the impact of the agent's leadership behavior. In a sample of 117 agent-recipients groupings, covering 110 different change projects in 90 organizations, we found that agents perceive higher levels of recipients' resistance than do the recipients themselves. Additionally, we found that agents who create space to enable recipients to think and act differently (by employing creating behavior) report higher levels of recipients' resistance, whereas recipients perceive their resistance to be lowered when agents facilitate an emotional connection to the change (framing behavior). The depth of the change appeared to moderate the relationship between agent's leadership behavior and recipients' resistance, indicating that agents and recipients differ in which change leadership behaviors they perceive as increasing or decreasing resistance at different levels of change depth. These findings imply to reconsider the relationship between agent and recipients and we propose some promising avenues for future studies in resistance research.     

工作场所偏离行为的研究发展回顾及展望

工作场所偏离行为是企业普遍存在的亟待解决的问题,但国内的学术界对此议题的研究相对匮乏。该文献整理了工作场所偏离行为研究的发展的三个阶段:早期零散研究阶段、起步阶段和发展阶段,借以加深学术界对这一组织行为学新兴的研究议题的理解和重视。     

合作研发中知识产权风险对合作行为影响的研究

知识产权风险已成为合作研发企业所面临的三大风险之首,因此,本文采用结构方程模型(SEM)结合243家企业的有效调研数据,实证分析了知识产权风险对企业合作行为的影响作用,并有助于企业在合作中针对所面临知识产权风险类型的不同来采用不同的措施进行动态防范。     

竞争环境下基于顾客策略行为的易逝品动态定价研究

在两个提供相同易逝品的零售商折线竞争下,从顾客策略行为出发,研究竞争环境下两零售商的动态定价策略。首先建立供大于求的情况下两零售商动态定价模型,给出了均衡价格满足的条件,并探讨了在一些特殊情况下均衡价格的特性。然后将这一模型扩展到供小于求的情形,探讨模型的求解方法。算例分析了在折线竞争模式下零售商在面对顾客策略行为时,如何动态的决定价格。同时发现,在供大于求的情况下,顾客策略行为导致零售商的收益降低;在供小于求的情况下,一定程度的顾客策略行为可以使零售商获得更高的期望收益。     

一类污水处理项目的运营与排污者行为动态分析

本文针对污水处理项目运营风险高、企业偷排行为控制难问题,首先依据排污信息和排污价格的波动与否,构建了4种计算实验情景;然后针对各种情景分别设计了污水处理价格形成机制、居民和企业社会属性与行为的变化规则,分析了经济压力、社会影响以及政府监管对排污价格形成、排污者行为变化的影响;最后运用计算实验方法模拟了污水处理项目运营与排污者行为在4种情景下的动态变化。结果表明:合理的静态定价策略要优于运营商动态定价策略;动态外部环境既给污水处理项目的运营带来风险,又给政府对企业的监管带来不便;单纯的市场价格机制或政府监管机制很难有效控制偷排现象,也不一定能实现居民的节水减排,企业和运营商的逐利行为可能会使得目标落空。     

转型背景下雇佣关系模式对员工助人行为的影响

通过对我国264对上下级的问卷调查发现,员工基于组织的自尊在互相投入和过度投入雇佣关系模式与助人行为之间发挥完全中介作用。相比过度投入而言,互相投入模式对员工基于组织的自尊有更大的正向影响。同时,研究还发现,个体的传统性文化价值观会调节这2种雇佣关系模式与基于组织自尊的关系。具体而言,对于传统性较高的员工,这2种雇佣模式对基于组织自尊的影响变弱;对于传统性较低的员工,2种雇佣模式对基于组织自尊的影响增强。