Self‐regulation through Goal Setting*

Goals are an important motivator. But little is known about why and how people set them. We address this issue in a model based on two stylized facts. First, goals serve as reference points for performance. Second, present‐biased preferences create self‐control problems. We show the power and limits of self‐regulation through goals. Goals increase an individual's motivation—but only up to a certain point. Furthermore, they are painful self‐disciplining devices. Thus, greater self‐control problems may result in tougher goals; but for a severe present bias goals either lack a motivating force, or are too painful to be accepted.     

Values as determinants of motivation: Tourism and other career choices

Neuman, Yoram, Abraham Pizam and Arie Reichel, Values as Determinants of Motivation: Tourism and Other Career Choices. Annals of Tourism Research 1980, VII (3): 428–442. This study examined the predictive validity of work values in explaining motivational patterns of three groups of career preparation differing in their occupational specificity: Tourism/Hospitality, Management, and Liberal Arts. It was found that the higher the occupational specificity of a career preparation the higher is the predictive validity of work values in explaining work motivations. As predicted, the best relationships between values and motivation was found in the maximally specified occupation, namely: tourism/hospitality students, followed by management students with the liberal arts students — the most flexible occupational group — having the lowest relationship between values and motivation. The implications of the findings for employee selection and motivation prediction in the tourism/hospitality industry are discussed.     

激励对员工工作的影响研究——基于两种激励理论的探讨

人作为生产活动的主体，往往根据自身需求是否得到满足来决定其工作态度，迫使许多企业和学者对激励进行研究，由此诞生了很多激励理论，其中需求层次理论以人的需求层次来划分人们的不同需求，双因素理论以保健因素和激励因素的划分来分析人们的需求，这两种理论之间相互联系，一个针对人的需要和动机，一个针对满足这些需要的目标和诱因，两者结合起来运用才能够更好、更有效地激励人们。     

交叉持股问题的文献综述及研究展望

交叉持股是一种资本运作手法,又是公司发展扩张的一种常见手段,这一观点已得到人们的共识。但目前,由于我国理论界和法律界对其研究尚不够深入,其对公司自身和资本市场的影响还未引起足够的关注,因此,对交叉持股领域的研究成果进行回顾和展望就成为必要。我们从交叉持股的动机、交叉持股行为引起的会计计量问题、交叉持股行为引起的财务问题、交叉持股对公司治理的影响、交叉持股的公司特征等五个方面对交叉持股领域的主要研究成果进行回顾,力求能为后续研究提供建设性的建议,切实解决我国在市场经济发展过程中遇到的问题。     

县域总部经济发展动因研究--以浙江省为例

总部经济亦日益成为县域经济转型升级的重要战略之一。文章以浙江为例，运用唯物辩证法内外因理论分析了县域总部经济发展的动因及作用机理，指出浙江县域总部经济发展是在宏观、微观、行政三种动因耦合作用的结果，并基于发展动因的作用机理对浙江县域总部经济路径来源提出对策建议。     

关于转轨经济中上市公司盈余管理的动机研究

中国经济步入转轨经济时期 ,政府角色的转换、国有企业改革、市场体系的初步建立以及金融、会计制度的变革等都构成了上市公司盈余管理的制度背景。从经济学角度来看 ,由于存在制度的政治契约和特殊的公司约束机制 ,再加之会计准则的不完全性及注册会计师的无效监督 ,地方政府与上市公司控股股东的强有力的支持等因素 ,上市公司的盈余管理有着天然的外部环境 ,并出现了各种不同的动机 ,如报酬契约动机、首次公开发行股票动机、配股动机、防亏或扭亏动机以及保牌动机、银行借款动机、高级管理人员的变动、市场动机、税收动机。本文试图研究这些动机     

Politicians’ motivation,political culture,and electoral competition

We study electoral competition among politicians who are heterogeneous both in competence and in how much they care about (what they perceive as) the public interest relative to the private rents from being in office. We show that politicians may have stronger incentives to behave opportunistically if other politicians are more likely to behave opportunistically. A political culture may therefore be self-reinforcing and multiple equilibria may arise. We also show that politicians’ incentives to behave opportunistically increase with politicians’ pay and with polarization of policy preferences. JEL Code D72 · D78     

中小型物流企业整体激励及其改进策略研究

为了对中小型物流企业整体激励研究,在问卷调查的基础上,运用多元相关分析法和回归分析法,对企业的权益层、经营层和操作层进行了分析,找出了影响各层人员激励的关键因素。表明企业应针对不同层次人员采取不同的激励方式,并在此基础上提出了行之有效的企业员工激励方法,对企业管理活动具有一定的指导意义。     

Motivation in project management: The project manager's perspective

Project motivation is a key aspect to a successful project, yet few studies exist that shed light on this important subject. This article reviews the current literature and theoretical aspects of motivation and provides an analysis of the data. A survey was conducted by soliciting project managers to tell how they perceive their ability to influence motivation. In total, 115 certified project managers responded to the survey. A discussion and suggestions for future research follow the data.     

Managers' emotional displays and employees' willingness to act entrepreneurially

In this study we draw on the literature of emotions and entrepreneurial motivation to analyze how and why emotional displays of managers influence the willingness of employees to act entrepreneurially. Using an experimental design and 2912 assessments nested within 91 employees from 31 small entrepreneurially oriented firms, we find that managers' displays of confidence and satisfaction about entrepreneurial projects enhance employees' willingness to act entrepreneurially, whereas displays of frustration, worry, and bewilderment diminish employees' willingness. Moreover, we find that displays of satisfaction, frustration, worry, and bewilderment moderate the effect of managers' displayed confidence on employees' willingness to act entrepreneurially. Our findings have implications for the emotions and entrepreneurial motivation literature.