指数分析中多种方法的结合运用

指数分析法在经济分析的各个领域里已得到广泛的应用。但只用单一方法分析问题往往不够全面、深入。本文以工业劳动生产率的分析为例,从三个方面,多角度、多层次、比较系统地阐述了指数分析中独具特色的分析手法。     

The Big Five personality factors and team performance: implications for selecting successful product design teams

In the pursuit of faster product development, product design teams are a growing phenomenon in many organizations. In order to be successful, these teams must be composed of people who work well together. However, despite the benefit of selecting the optimal combination of team members, this topic has received little attention. Personality has been identified as a potentially helpful selection variable in the determination of optimal team composition. This study examines the relationships between the ‘Big Five’ personality factors (Conscientiousness, Extraversion, Neuroticism, Agreeableness, and Openness to Experience) and objective team performance for three-member product design teams. In addition to this, the potential incremental contribution of personality to the variance in team performance over that accounted for by established selection measures such as general cognitive ability was investigated. In the short duration of the study, it became apparent that some teams were capable of success, and some were not. Successful teams were characterized by higher levels of general cognitive ability, higher extraversion, higher agreeableness, and lower neuroticism than their unsuccessful counterparts. In successful teams, the heterogeneity of conscientiousness was negatively related to increments in product performance. Implications for the selection of product design teams and future directions for research are discussed.     

The Experience-Earnings Profile: Productivity-Augmenting or Purely Contractual? Evidence from the UK

We test the human capital interpretation of the experience-earnings profile. Does the upward sloping portion of the experience-earnings profile reflect on-the-job training which in turn causes the experience-productivity profile to slope upwards, or do purely contractual factors determine the nature of life-cycle earnings. Herein, we provide additional evidence on the relationship between productivity and earnings by examining earnings differentials in the UK academic labor market for economists. Using a test first suggested by Mincer, we find that the empirical results are consistent with human capital theory. We find that, although the positive relationship between earnings and experience persists when individual productivity measures are included in the salary equations for lecturers and senior lecturers, the positive relationship becomes statistically insignificant when the same productivity measures are included in the salary equations for professors. For lecturers and senior lecturers, the experience-salary profile properly reflects the structure of the national pay scale rather than variations in individual research productivity. At the professor level, where individual salaries are not determined by a pay scale, the data support the human capital explanation of the positive experience-earnings profile.

Competitive compensation and subjective well-being: The effect of culture and gender

This paper uses a controlled experiment to investigate how subjects exposed to competition in the workplace react in terms of well-being, and how this translates into productivity. The experiment was performed in Korea, a country with an interdependent culture, and France, a country with an independent culture. Exposure to the tournament slightly improves well-being in the Korean sample and decreases it in France. This different response is driven primarily by the opposite response of female subjects, with Korean women liking and French women disliking to compete. Finally, an improvement in well-being is associated with ex-post higher productivity in France, and this positive effect is most salient in the French male population; in Korea, a similar positive effect can be observed only in the female population.     

我国制造业集聚变迁与全要素生产率增长研究

本文选取我国29个省市区和17个制造行业1990～2009年的面板数据,对相对专业化与相对多样化集聚度进行了计算及变迁分析,利用Malmquist指数测算了全要素生产率的增长,并分析了产业集聚变迁对全要素生产率的影响。结果表明:我国东部地区呈现多样化与专业化集聚均衡发展的特征,而中西部地区则具有相对较高的专业化集聚水平,呈现产业结构单一化与非均衡化;东部地区全要素生产率增长较快,中西部地区相对滞后;相对专业化与多样化集聚对东部、中部与西部地区的影响存在地区差异。基于此,本文提出了加快产业结构调整、实施均衡的区域发展政策和提高经济组织制度绩效的政策建议。     

Efficiency Wages,Productivity and Simultaneity: A Meta-Regression Analysis

This study reports a meta-analysis of 75 estimates of the efficiency-wage effect. It reveals a strong efficiency-wage effect that depends upon whether researchers control for potential simultaneity between wages and productivity. Studies that control for simultaneity tend to report stronger effects. Clear evidence of publication selection is also found. E24, J30.

Family Responsibilities,Productivity, and Earnings: A Study of Gender Differences Among Canadian Lawyers

This study examines whether men and women invest in different determinants of productivity and whether these investments affect productivity and salary in different ways. Hypotheses are tested from human and social capital theories that include more direct measures for family responsibilities and family-friendly firm arguments. Data from 670 law firm lawyers were used given they report a standardized measure of productivity in billable hours. Despite men investing more in their careers and women investing more in their families, both report similar productivity and their productivity is affected similarly by these factors. In addition, equally productive men and women are paid the same. The findings further our understanding of productivity and salary and the relevance of family responsibilities and family-friendly firms.

信息技术“生产率悖论”分析

信息与资本、土地一样,是一种重要的资源.信息技术是利用信息资源、发挥信息资源价值的技术和手段.然而,长期以来人们都为信息技术投资究竞有没有效益、效益有多大、究竞该如何测算其效益等这些问题所困惑.本文分析了信息技术"生产率悖论"产生的原因,并力图对这些问题给予解释和回答.     

生产力标准并非实践标准的具体运用

对生产力标准是实践标准的具体运用的流行观点提出商榷.生产力标准与实践标准属于不同的范畴.前者是历史观方面的命题,后者是认识论方面的命题.两者所适用的检验在对象、性质、依据、内容方面都存在着质的区别.实践标准与生产力标准不是一般原理与个别原理的关系,而是体现真理的客观性与价值性的统一.生产力标准命题是党的政治路线的重大拨乱反正,实现了"文化大革命"结束后的又一次思想大解放.