供应链协同运作的多周期动态激励模型

为了提高供应链成员之间协同运作的积极性,根据供应链决策的马尔科夫特性,研究了供应链协同动作的多周期动态激励模型构建及其应用问题。综合运用委托-代理和马尔科夫决策过程理论,建立了供应链协同运作的动态激励模型,实现了有限时段供应链的总体收益最大,得到了供应链协同运作的最优激励策略。并结合实例,对模型的有效性进行了应用分析。     

消费者行为和城市垃圾收运系统对废旧产品进入逆向供应链的影响

本文介绍了逆向供应链的概念，以及逆向供应链的开始环节——废旧产品的收集。从消费者处收集废旧产品需要对消费者进行适当的经济激励，激励手段主要包括事前激励和事后激励两种。目前大多数废旧产品直接进入城市垃圾收运系统后，常常不能进入可有效重新利用废旧产品的逆向供应链。合理规划城市垃圾收运系统，有助于废旧产品进入逆向供应链。     

短生命周期产品供应链协调动态激励研究

为了解决短生命周期产品供应链协调的特殊性问题,文中采用博弈理论分析了供应链系统的多周期激励协调问题,从理论上给出了系统协调的最终结果:供应链系统最终处于平衡状态。应用马尔可夫决策过程建立了短生命周期产品供应链协调动态激励模型,实现了有限时段供应链系统多周期总体收益最大。通过数值分析,得到了供应链系统动态激励的帕累托最优策略。动态激励深入挖掘了供应链系统的潜能,在现有文献关注的激励内容的基础上,着重解决了激励过程,从而实现了供应链系统协调静态和动态激励的有机结合。     

供应链中信息共享的激励策略研究

由于信息不对称,大大降低了供应链整体绩效的发挥。本文在对供应链中信息共享的价值及阻碍供应链各企业信息共享的原因进行分析的基础上,重点阐述了促使供应链各企业信息共享的几种激励策略。     

基于激励机制的工程供应链合作绩效系统模拟研究

有效的激励与合作管理是提高工程供应链合作绩效的关键。根据工程供应链激励与合作过程中已验证的相关结论,基于模型分解方法和定性数学,构建了激励与合作绩效的定性模拟系统。通过模拟,对工程供应链合作中的沟通时机与激励作用问题进行了研究,论证了持续有效沟通的重要性,以及激励机制对提高供应链合作绩效的显著影响。     

供应链信息共享:内容、模式与激励

研究了供应链信息共享的内容,从信息系统的角度探讨了供应链信息共享的组织模式,分析了供应链信息共享的障碍以及可以采取的激励策略.     

分散式供应链中信息共享的激励策略

由于信息不对称,分散式供应链在缺乏有效激励机制的情况下很难达到集中式供应链中的整体绩效最优化。文中在分析分散式供应链中信息共享的重要性及阻碍供应链中各企业信息共享的原因的基础上,重点阐述了如何采取相应的激励策略促使供应链上各企业信息共享,来优化供应链。     

基于委托代理的供应链质量管理激励策略

利用委托代理模型建立了供应链质量管理的激励模型，从购买商对供应商质量管理监管的角度出发，探讨了不同风险态度下最优激励合约的设计问题，求出了模型的最优解并进一步讨论其影响因素。最后，拓展分析了声誉激励的效果，为寻求有效的供应链质量管理提供理论依据。     

供应链质量风险管理的单委托—多代理激励模型研究

质量激励合同是供应链质量风险管理的重要途径,本文考虑由一个制造商和两个供应商组成的供应链,从制造商对供应商质量风险监管的角度出发,建立了单委托人—多代理人质量激励模型,拓展分析了影响激励报酬系数和供应商质量风险防范水平的各种不同因素,为供应链质量风险管理环境下建立有效的质量激励合同提供理论依据。     

基于产业集群的供应链信息共享激励策略研究

从产业集群与供应链的共生性分析入手,在对集群供应链信息共享的价值及阻碍因素进行分析的基础上,重点阐述了如何采取相应的激励策略促使产业集群供应链各企业信息共享,达到共赢的目的。     

经济增加值:一种全新的业绩衡量指标的多视角分析

本文以经济增加值(EVA)为主线,分别从三个不同的角度对其进行分析。首先将EVA与会计利润作比较,并通过简化的例子分析其较会计利润的优点;其次从现代财务管理目标的角度分析了EVA是如何将股东利益与利益相关者利益紧密联系起来;最后从薪酬激励的角度对其进行分析,并辅之以图形说明。     

Comparing motivating work characteristics,job satisfaction,and turnover intention of knowledge workers and blue-collar workers,and testing a structural model of the variables' relationships in China and Japan

This research examines motivating work characteristics, job satisfaction, and turnover intention of knowledge workers and blue-collar workers in China and Japan. The differences in these three variables were, respectively, compared between knowledge workers and blue-collar workers in China and Japan. A structural model of the relationships among the three variables was particularly proposed and investigated. Based on data from an international survey, the characteristics of knowledge workers were first compared with those of blue-collar workers in the same country, and then compared with those of knowledge workers in the other country. Finally, the structural model of the three variables' relationships was examined using a multi-sample analysis of the LISREL method across the countries. There were many significant differences found between knowledge workers and blue-collar workers and between China and Japan. As fundamentally predicted, knowledge workers were found to have higher motivating work characteristics than blue-collar workers in each country. More importantly, a similar structural model of the relationships among the variables was found across the countries.     

The influence of motivational language in the technologically mediated realm of telecommuters

The purpose of the current study was to extend organisational communication scholarship by examining the use of motivating language by supervisors of telecommuters and how motivating language influences telecommuters' perceptions of their supervisors' communication competence and their own communication satisfaction, job satisfaction, and organisational commitment. Participants included 177 full‐time telecommuters from a number of organisations across the US. The current findings indicate that supervisors of telecommuters tended to use the motivating language of direction giving (task oriented) most frequently followed by empathetic and meaning‐making language. Direction‐giving language was also indicated as the greatest predictor of communication and organisational outcomes. A discussion of the current findings coupled with options for future research is also offered.     

激励机制在物流企业人力资源管理中的运用

如何建立一套适合企业特点的激励机制,激起员工的工作积极性,已成为广大物流企业必须面对的问题.分析了目前物流企业在人力资源管理方面所存在的问题,解释了激励理论的内涵,并提出了构建物流企业激励机制的主要对策,以期能给相关物流企业人力资源管理改革提供参考.     

浅谈企业的激励机制

文章试图探讨当前企业人力资源管理中激励的重要作用以及企业如何来构建有效的激励机制,从而提高企业的竞争力。     

三层委托代理关系下的高新技术中小企业知识型员工激励机制设计

如何有效地激励知识型员工是高新技术中小企业所面临的一个关键问题。在深入分析高新技术中小企业知识型员工激励影响因素后,借鉴委托代理理论并应用柯布-道格拉斯生产函数,在已有文献的基础上放宽了假设条件,以便能更准确地反映高新技术中小企业的实际情况。企业所有者、团队主管、知识型员工之间是三层委托代理关系,讨论了非对称信息下企业、团队和员工均为风险中性,企业风险中性、团队和员工风险规避两种不同组合情况,分别设计出了有针对性的最优激励机制,并提出了结论与建议。     

兰州市中小企业自主创新激励机制研究--基于“智猪博弈”模型

在各类市场主体中,中小企业是最主要的组成部分,从全国来说,中小企业创造的税收、GDP、技术创新、就业和数量构成了民营经济“56789”的角色和作用。中小企业的持续健康发展关系到经济社会的各个方面。提升中小企业自主创新和可持续生存能力的关键在于促使中小企业主动进行创新,而主动创新的动力关键在于激励。因此,论文就兰州市中小企业自主创新激励机制进行研究。     

The Distribution of Criminal Offenses in an Urban Environment: A Spatial Analysis of Criminal Spillovers and of Juvenile Offenders

A bstract . In order to derive a basis for an optimal allocation of police manpower among contiguous communities criminal spillovers among these communities must be explicitly taken into account. Under the assumptions established in the economic theory of choice a criminal spillovers model is derived. The hypothesized variables within this model which serve as motivating factors for criminal spillovers are economic gain and competitive criminal pressures. Those factors which deter criminal spillovers are costs of committing offenses and the relative risks in committing crimes in distant communities. The model is then tested using data on juvenile offenders supplied by the City of Los Angeles , for the crimes of robbery, burglary and larceny. The results suggest that on an aggregate basis juvenile criminal behavior is not purely opportunistic and that certain control and motivating factors are significant in the juvenile's judgments for the spatial selection of offense targets.     

关于电子商务实验课程建设的探索

文中针对电子商务实践性强的特点,分析了建设电子商务实验的意义,并进一步提出电子商务实验教学建设的几点建议,希望能够激发学生的学习积极性,提高电子商务概论课程的教学效果.     

Finders,keepers? Attracting,motivating and retaining knowledge workers

Attracting, motivating and retaining knowledge workers have become important in a knowledge‐based and tight labour market, where changing knowledge management practices and global convergence of technology has redefined the nature of work. While individualisation of employment practices and team‐based work may provide personal and organisational flexibilities, aligning HR and organisational strategies for competitive advantage has become more prominent. This exploratory study identifies the most and least effective HR strategies used by knowledge intensive firms (KIFs) in Singapore for attracting, motivating and retaining these workers. The most popular strategies were not always the most effective, and there appear to be distinctive ‘bundles’ of HR practices for managing knowledge workers. These vary according to whether ownership is foreign or local. A schema, based on statistically significant findings, for improving the effectiveness of these practices in managing knowledge workers is proposed. Cross‐cultural research is necessary to establish the extent of diffusion of these practices.