Box‐Cox transformations in linear models: Large sample theory and tests of normality

The authors provide a rigorous large sample theory for linear models whose response variable has been subjected to the Box‐Cox transformation. They provide a continuous asymptotic approximation to the distribution of estimators of natural parameters of the model. They show, in particular, that the maximum likelihood estimator of the ratio of slope to residual standard deviation is consistent and relatively stable. The authors further show the importance for inference of normality of the errors and give tests for normality based on the estimated residuals. For non‐normal errors, they give adjustments to the log‐likelihood and to asymptotic standard errors.     

民营企业国际化组织结构应变机制的构建与完善

经济全球化使每个企业都可能成为国际化市场体系的成员,国际化的市场更加复杂、多变。民营企业必须根据客观经营环境的变化,建立企业组织结构的应变机制,随时调整企业战略,才能充分发挥企业竞争优势,降低国际化带来的风险。企业组织结构设计必须体现出动态机制,要具备适应性和灵活性,还要考虑价值链对企业组织结构机制的作用。     

组织价值观的二分性对决策的影响

根据以往关于价值观二分性的研究,对组织价值观系统中的过程取向与结果取向价值观进行了区分,分析了它们在组织中所扮演的不同角色,并具体界定了过程取向的组织价值观的五个方面,即信任、合作、过程公正、雇员与工作关系的性质及领导—下属关系的性质。研究中还建立了一种组织价值观与决策过程之间的相互关系的模型,用以说明国家价值观、过程取向的组织价值观与个人价值观之间的相关关系,从而更加准确地解释了组织价值观对管理实践的影响。     

The Cultural Specificity of Management Constructs: An Empirical Examination

The management literature reports on numerous studies examining relationships among the variables of job satisfaction and organizational commitment, and more recently organizational character, organizational citizenship behavior, and propensity for participative decision making. The present study empirically examines relationships among these constructs among Egyptian managers. Although general support was demonstrated for the previously validated scales, the evidence suggests that these constructs are culturally specific and must be redefined, especially in emerging countries. Further, findings support some, but not all of the conclusions typically reached in existing studies of Western managers. This revised version was published online in August 2006 with corrections to the Cover Date.     

Evaluating organizational-level work stress interventions: Beyond traditional methods

Since the early 1990s, there has been a growing literature on organizational-level interventions for work-related stress, and associated calls for such interventions to be evaluated. At the same time, doubts have been expressed about the adequacy of traditional scientific research methods in applied psychology (the natural science paradigm) in providing an effective framework for such evaluations. This paper considers some of the philosophical and methodological issues raised by evaluation research in relation to organizational-level interventions for work-related stress. Four key issues are discussed: the concept of a study being “fit for purpose” in relation to research designs and the nature of acceptable evidence; the issue of control of research conditions in real-world studies; the need to evaluate process as well as outcome, including the interrelated nature of process and outcome; and the interpretation of imperfect evidence sets. The starting point of this paper is the reality of organizational life, which is complex and continually changing. Its main objective is not to offer an alternative to a scientific approach but to argue for a more broadly conceived and eclectic framework for evaluation that acknowledges the limitations of the traditional approach. It espouses an approach that is reflective of the reality of organizational life and in which the methods used for evaluating an intervention are fit for purpose. The paper concludes by offering an outline framework for this broader approach to the evaluation of interventions.     

Organizational Change,Politics, and the Official Statistics of Punishment

Most organizational researchers characterize politics as a force organizations experience from outside and administration as the practices managers adopt in response to the uncertain environment. To assess that approach, this paper examines a crisis that changed California criminal justice agencies' administrative practices and their communication of statistical information to outsiders. In 1976, managers and wardens supported conservative reform bills that effectively ended professional criminal rehabilitation and quantitative evaluation studies, and they shifted administration toward bureaucratic controls, using routine population counts. Changes in agency statistical activities clarify how members of government organizations act politically to maintain or change administrative practices.     

论改组后国民党的性质

本文认为第一次国共合作期间 ,共产国际和共产党对改组后国民党的革命性和革命作用作了过高估计 ,继而分析了国民党压抑、排斥和打击共产党的态度及其政策倾向 ,并通过深入研究国民党的阶级构成、组织特点、权力运行机制等 ,揭示出了国民党依然是资产阶级政党的阶级实质     

Empirical-distribution-function goodness-of-fit tests for discrete models

We present a simple framework for studying empirical-distribution-function goodness-of-fit tests for discrete models. A key tool is a weak-convergence result for an estimated discrete empirical process, regarded as a random element in some suitable sequence space. Special emphasis is given to the problem of testing for a Poisson model and for the geometric distribution. Simulations show that parametric bootstrap versions of the tests maintain a nominal level of significance very closely even for small samples where reliance upon asymptotic critical values is doubtful.     

事业体制的行业特色与政府的政策选择——关于艺术表演团体改革的政治学分析

中国事业体制改革的目标和道路要受到行业内部特殊矛盾运动形态的制约。以艺术表演团体改革为例透视事业单位改革与政府政策选择之间的关系,可以为决策者提供一种有关中国事业体制改革过程和特点的具象把握。在整个社会由计划经济体制向社会主义市场经济体制转轨时期,艺术表演团体固有的政治—伦理角色、市场—经营角色、艺术—行业角色三重身份和伦理性目标、政治性目标、经济效益目标、审美价值目标等多重目标之间相互矛盾、相互依存和对立统一,共同构成了艺术表演团体内部复杂的矛盾运动。而正是这种矛盾特殊性构成各级政府在推进艺术表演团体改革过程中的政策选择基础。     

企业重组中的结构与文化因素研究

21世纪企业竞争环境将更加复杂 ,企业战略与结构需要针对瞬息万变的环境不断进行调整。本文分析了结构与文化因素在企业重组中的关键作用 ,并指出在新形势下企业的组织结构和文化演变的趋势与特点