Mobile Payment and Informal Business: Evidence from China's Household Panel Data

This paper uses household panel data to explore the impact of mobile payments on China's household business activity. Using a difference‐in‐difference fixed effect specification, I find that mobile payment users are more likely to operate small‐scale and self‐employed informal businesses. The impact of using mobile payment primarily derives from the transition of agricultural families to business owners and the development of informal businesses. The paper illustrates an associated increase in employment and income for family members, with more pronounced effects on low‐income and rural households. It also provides prima facie evidence of the increase in fund transfers, which is important for risk sharing that informal businesses may encounter.     

Entrepreneurial orientation in family firms: the case of the hospitality industry

Research increasingly shows interest in the motives and characteristics of entrepreneurs in the tourism and hospitality industry. Small and medium-sized family firms dominate this industry. Learning from the concept of entrepreneurial orientation and family business research, this explorative study aims at analysing entrepreneurial behaviours and their effect on performance as perceived by owner-managers of hospitality family businesses. The authors conduct narrative in-depth interviews to understand the managers' meaning of entrepreneurship and performance, and discuss the results in the light of existing entrepreneurship literature. Results indicate that family firms in hospitality and tourism are peculiar, and their embeddedness in the destinations and regions outlines their entrepreneurial behaviour against Schumpeter's definition of growth-oriented entrepreneurship.     

子公司主导行为研究进展述评

子公司主导行为是子公司从总部命令的被动执行者向具有创新精神并能付诸实践的自主行动者角色转变的结果。因其可对集团整体价值及运营效率产生影响,已成为当前企业集团研究的重要议题之一。本文为厘清与辨明子公司主导行为研究发展脉络,审视其研究动态及最新进展,从子公司主导行为概念及类别、子公司主导行为影响因素、子公司主导行为实施及子公司主导行为经济后果四个方面系统地梳理及评述了子公司主导行为研究成果。在此之上,提出对相关问题的思考,并总结归纳了研究趋势与方向,以期对子公司主导行为理论深化及实践发展有所助益。     

创业机会共创研究探析

过往研究就创业机会的来源和产生等问题存在争议,而且聚焦于创业者、创业企业及外部环境等独立要素,割裂了创业机会在不同要素之间的互动关系。本文通过系统梳理创业机会研究的演进脉络,发现创业机会共同创造(co-creation)已成为未来研究的主要趋势。在已有研究的基础上,本文初步界定了"创业机会共创"的概念,并对相关概念进行了辨析。进一步,基于创业生态系统视角探讨了机会共创的参与要素,以此区分了实现创业机会共创的四种基本互动路径:即机会之间的互动,创业主体与机会的互动,创业主体之间的互动,创业主体与环境的互动。最后,提出了未来研究的思路与建议。     

创业市场信心与创业行为关系的动态解析 ——基于GEM与WBD的混合横截面数据的经验证据

本文以行为理论为基础,从动态视角出发,探讨完整经济周期下,创业者创业市场信心与创业行为间关系的变化趋势。同时,分析创业者所处国家的经济发展水平与结构以及自身社会经济地位在创业市场信心对创业行为正向作用变化趋势中的调节效应。本文根据2006-2015年全球创业观察(GEM)与世界银行数据库(WBD),构建混合截面数据来探索创业者创业市场信心的反应及其差异。研究发现：(1)在经济衰退期内,创业市场信心对创业行为的正向作用会显著减弱。在随后的经济扩张初期,创业市场信心对创业行为的正向作用会明显增强;(2)处于发展中国家以及高经济外向度国家的创业者,创业市场信心对创业行为的正向作用的减弱与增强均会更加剧烈。另外,补充研究发现：(3)仅在经济扩张初期,创业者社会经济地位能积极调节时间对创业市场信心与创业行为间关系的调节效果。本文揭示了创业市场信心与创业行为间关系的变化趋势及该变化产生的边界条件,在一定程度上丰富了创业心理驱动要素对创业行为影响的动态研究,并促进实践界关注经济衰退对创业市场信心的冲击而带来的创业活动萎靡的潜在风险。     

国有企业工作经历、企业家才能与企业成长

人力资本的高效配置和企业家才能的充分发挥关系到经济的可持续发展,制度建设如果能促进资源合理流向具有企业家才能的企业家,就能创造更多就业和社会财富。基于全国1997—2016年的私营企业调查数据,本文考察企业家的国有企业工作经历对企业成长的影响。研究结果显示,企业家的国有企业工作经历使得企业在市场扩张和盈利能力等方面表现更好,带来了更高水平的企业成长。机制讨论表明,企业家行为带有明显的烙印效应,国有企业工作经历为企业家带来了更多的社会资本和更高的公司治理水平,从而促进了企业成长。为了缓解由于选择性偏误等带来的内生性,本文采用倾向得分匹配、处理效应模型、代理变量、双差分模型等方法进行处理,结论仍然稳健。中国经济要向资源配置效率改善型模式转变,企业家才能的发挥至关重要,国有企业改革不仅应注重产权等方面的改革,同时也要充分重视国有企业改革带来的人力资本溢出效应。在不断深化国有企业改革的大背景下,本文从企业家才能培育和人力资本配置效应的角度考察国有企业改革问题,倡导国有企业改革进程中进一步营造企业家才能发挥的空间和制度安排,提高人力资本配置效应,从而促进中国经济健康可持续发展。     

大数据能力对农业科技企业创新的影响：一个有调节的中介效应模型

目前学者们较为关注大数据能力对于企业创新的影响研究,但大多笼统探究大数据能力对企业创新的直接影响,深入探究其中介机制和调节机制的研究尚未完善,立足于农业科技企业的研究更是缺乏。本文基于动态能力理论,深入探究大数据能力对农业科技企业创新的影响机制,以双元组织学习为中介变量,以市场导向为调节变量,建立可调节的中介模型。基于181家农业科技企业样本,结果表明：大数据能力对企业创新具有显著正向影响;探索式学习和利用式学习在大数据能力和企业创新间均具有正向中介作用;市场导向增强了利用式学习在大数据能力与企业创新之间的中介作用;而对探索式学习在大数据能力与企业创新之间的中介作用未发挥显著的调节作用。     

素质为本人性提升全面发展——对高职院校加强思想品德和人文素质教育的思考

近20年来,我国高等职业教育得到了飞速发展,已进入内涵建设的关键时期.当前,我国的高职教育理念存在误区,普遍存在重技能、轻素质,重智育、轻德育的“偏科”现象,加强思想品德和人文素质教育势在必行.高职院校必须转变教育观念,把“做事”和“做人”结合起来,提高学生的综合素质,实现“能力本位”向“素质本位”转变,从而真正培养出德、智、体、美全面发展的高素质技术技能型人才.     

The rise of Mexican entrepreneurial migration to the United States: A mixed‐embeddedness approach

Although many studies have analyzed the behavior of high‐skilled migration to the United States, few have focused on the escalating migration of Mexican entrepreneurs, and particularly on the determinants of this kind of high‐skilled migration. This article addresses this gap through a qualitative approach conforming to quantitative procedures, based on 20 in‐depth interviews applied to Mexican entrepreneurs working and/or living in the United States. Theoretically, a mixed‐embeddedness approach guides this research because it allows examining both the individual characteristics of Mexican entrepreneurs, and the influence of the home and host countries' institutional contexts on their business endeavors. Findings revealed Mexico's institutional weaknesses, such as insecurity, corruption, and bureaucracy, are important drivers of migration but so are the perception of a friendly U.S. fiscal system, the search for a better quality of life, and the appeal of a more transparent business environment.     

Being ignored at work: Understanding how and when spiritual leadership curbs workplace ostracism in the hospitality industry

Drawing on the conservation of resources theory, the present study theorizes that spiritual leadership is negatively related to workplace ostracism, both directly and indirectly via job social support and that employees’ justice orientation moderates the negative relationship between spiritual leadership and workplace ostracism. Based on time-lagged (three waves, two months apart) survey data collected from 252 hospitality employees, our findings reveal that spiritual leadership is negatively associated with workplace ostracism, both directly and indirectly via job social support. We also find that justice orientation strengthens the negative relationship between spiritual leadership and workplace ostracism. These findings not only highlight core theoretical contributions towards the existing literature on spiritual leadership, job social support, justice orientation, and workplace ostracism but also offer useful practical implications for hotel managers concerned about the repercussions of workplace ostracism for employees’ and organizations’ outcomes.