跨国双向供应链物流合作模型分析

针对中欧班列去回程商品双向流动的现实问题,构建了跨国双向供应链的物流合作模型。考虑境内外物流公司搭建合作平台,通过制定激励策略来缩小双向运量差和提升运载总量,对比物流非合作与物流合作下的双向供应链运作以及平台的激励作用,为中欧班列的市场化运营提供微观运作基础。研究发现：物流合作平台的建立在达到自身激励目标的同时还提高了供应链整体收益,有利于推动中欧班列市场化运营,但是,缩小运量差与提升运量总量这两个激励目标之间存在一定的“对冲效应”。     

Chemical Leasing Business Models—A Contribution to the Effective Risk Management of Chemical Substances

Chemicals indisputably contribute greatly to the well-being of modern societies. Apart from such benefits, however, chemicals often pose serious threats to human health and the environment when improperly handled. Therefore, the European Commission has proposed a regulatory framework for the Registration, Evaluation and Authorization of Chemicals (REACH) that requires companies using chemicals to gather pertinent information on the properties of these substances. In this article, we argue that the crucial aspect of this information management may be the honesty and accuracy of the transfer of relevant knowledge from the producer of a chemical to its user. This may be particularly true if the application of potentially hazardous chemicals is not part of the user's core competency. Against this background, we maintain that the traditional sales concept provides no incentives for transferring this knowledge. The reason is that increased user knowledge of a chemical's properties may raise the efficiency of its application. That is, excessive and unnecessary usage will be eliminated. This, in turn, would lower the amount of chemicals sold and in competitive markets directly decrease profits of the producer. Through the introduction of chemical leasing business models, we attempt to present a strategy to overcome the incentive structure of classical sales models, which is counterproductive for the transfer of knowledge. By introducing two models (a Model A that differs least and a Model B that differs most from traditional sales concepts), we demonstrate that chemical leasing business models are capable of accomplishing the goal of Registration, Evaluation and Authorization of Chemicals: to effectively manage the risk of chemicals by reducing the total quantity of chemicals used, either by a transfer of applicable knowledge from the lessor to the lessee (Model A) or by efficient application of the chemical by the lessor him/herself (Model B).     

Efficiency Wages: Signals or Incentives An Empirical Study of the Relationship between Wage and Commitment

Efficiency wage theories arguethat firms induce their employees to work in a moredisciplined way by paying high wages. Two basicmechanisms have been pointed out in economics about how these wage premia motivate employees.The incentives-driven `shirking model' impliesthat employees who have a highly paid job workin a more disciplined way so as to avoid beingdismissed. The ``gift exchange' model is basedon the assumption that high wages change therelationship between employer and employee.Empirical evidence on the incentives approachis mixed and a thorough competitive testingagainst the gift exchange model was notpossible due to the fact that the latter wasnot worked out enough. However, there is a relational theory of efficiency wages which isworked out in detail in order to allow directcompetitive testing. This relationalsignaling approach, as it is called, is basedon framing effects and comes to specifichypotheses about the conditions under whichefficiency wages work. These hypothesescontrast sharply with predictions from theincentives approach. The paper presents anempirical test of the theories and shows thatthe data clearly reject the incentive-basedpredictions and confirm the relationalsignaling predictions.     

论民事诉权滥用在我国出现的外在诱因

在我国经济转型和社会转型的背景下,民众权利的赋予与权利的法律规范之间的失衡带来诉权滥用的负面后果,纠纷解决的诉讼化趋势在一定程度上起到了对诉权滥用的推波助澜的作用.     

Send for the cavalry: Political incentives in the provision of agricultural advisory services

This article examines how political incentives shape the implementation of agricultural advisory service reforms. Using the Uganda experience as a typical case we find that elections incentivized the Government to add a subsidized input component to the existing service. Growing pressures from local politicians, the Ministry of Agriculture and increasingly disgruntled army factions then constituted a strong and interlocking set of further incentives to revert to a recentralized, top‐down model dominated by the new, subsidized input component. Our findings point to how well designed implementation processes can be disrupted by the changing incentive structure, an insight which calls for more patient and much more pragmatic approaches to adopting “trial and error” models rather than more ambitious, but perhaps unrealistic, options.     

Do Nonprofits Treat Their Employees Differently? Incentive Pay and Health Benefits

We examine how nonprofit, public, and for‐profit establishments vary in the provision of health benefits and insurance and performance‐based incentives using the 2002 National Organization Survey of establishments in the United States. We found that in comparison to for‐profit firms, both nonprofit and public organizations are less likely to use performance‐based incentives, although they provide their employees with better health benefits and insurance. Sectoral differences in the provision of health benefits and insurance and use of performance‐based incentives persist after controlling for correlates of sector that predict these outcomes, including establishment size, independence of establishment, market competition, establishment age, and unionization. We also found trade‐offs between the provision of health benefits and insurance and use of performance‐based incentives. Our results are generally consistent with the prediction from agency theory and also consistent with a view that public and nonprofit organizations are more concerned with the well‐being of their employees.     

Spillovers from targeting of incentives: Exploring responses to being excluded

A growing set of policies involve transfers conditioned upon socially desired actions, such as attending school or conserving forest. However, given a desire to maximize the impact of limited funds by avoiding transfers that do not change behavior, typically some potential recipients are excluded on the basis of their characteristics, their actions or at random. This paper uses a laboratory experiment to study the behavior of individuals excluded on different bases from a new incentive that encourages real monetary donations to a public environmental conservation program. We show that the donations from the individuals who were excluded based on prior high contributions fell significantly. Yet the rationale used for exclusion mattered, in that none of the other selection criteria used as the basis for exclusion resulted in negative effects on contributions.     

突破激励困境:数字情境下企业实现精准激励的机制——基于海尔链群合约的探索性案例研究

随着数字技术在激励领域运用的不断深化,企业突破激励困境、提高激励效果的需求愈加强烈,精准激励概念应运而生。基于海尔链群合约实践,探索了企业实现精准激励的过程,以及数字技术对精准激励形成的作用机制。研究发现:(1)实现精准激励需要具备激励目标一致化、激励机制立体化、激励过程可视化与激励结果精准化四个关键因素,并注重以激励结果推进未来激励目标设定,形成激励循环;(2)数字技术的作用主要体现在达成共识、规划路径、激发动力、形成良性循环四个方面;(3)数字情境下的精准激励机制能够为突破棘轮效应、团队“搭便车”等经典激励困境提供新思路。因此,企业应强化数字技术在激励实践中的应用,实现精准激励,提升激励效果,助力企业价值创造。     

国有企业经理激励问题研究

导致国有企业经营绩效长期低下的重要原因之一 ,就是没有处理好国有企业的经理激励问题。在现有既定的制度安排下 ,要从根本上解决这个问题 ,就应该使国有企业经理获得与其人力资本价值相称的所有权收益 ,以此来激励经理们努力工作。     

我国煤层气产业发展中存在的问题与对策

煤层气产业是一个新兴产业,是我国在十二五期间重点鼓励发展的产业之一。在分析我国煤层气资源现状的基础上,对煤层气产业发展中存在的问题进行了研究,认为我国煤层气产业存在着体制不顺、资金投入不足、专业人才缺乏等问题,提出了煤层气产业发展的对策,以期对我国煤层气产业的快速发展有一定的指导意义。