上海合作组织命运共同体:一项研究议题

构建上海合作组织命运共同体是中国政府提出的关于促进上海合作组织长远发展的重大倡议。由于上海合作组织命运共同体理念的提出时日尚短,学术界关于该理念的研究尚未全面启动。要使上海合作组织命运共同体理念成为一个有效的研究议题,不仅需要明晰上海合作组织命运共同体的具体内涵,而且需要将其纳入国际共同体、国际组织和大国外交等议题的研究,提炼出一些具有普遍性的理论命题。就攸关上海合作组织命运共同体构建的重大问题而言,至少需要回答上海合作组织命运共同体提出的理论与实践意义、上海合作组织命运共同体构建应遵循的基本路径、上海合作组织命运共同体构建的基础和条件、上海合作组织命运共同体构建面临的挑战与障碍、学术界能为上海合作组织命运共同体构建提供的对策建议等重大问题。在此过程中,学术界还需将其与周边命运共同体、人类命运共同体等家族相似性的概念纳入同一研究视域,以澄清上海合作组织命运共同体的内涵与外延,辨识上海合作组织命运共同体演变的动力与机制,并从理论层面提炼上海合作组织发展经验的特殊性与普遍性。     

The wolves of Wall Street? Managerial attributes and bank risk

We find that chief executive officers and chief financial officers exert significant individual effects on bank risk. Manager transitions, including transitions generated by plausibly exogenous manager departures, lead to abnormally large changes in bank risk. We demonstrate that the effects of managers on bank risk are sizable and manager-specific. The effects are also partly anticipated by the board because they are reflected in managers’ pay. However, wide-ranging personal attributes, including biographical, experience, and compensation data, only explain a small share of managers’ impact on bank risk. This implies that attempts to rein in bank risk-taking by targeting manager characteristics will be challenging for investors and regulators.     

共享型领导对员工建言行为的影响 ——员工权力感的中介作用

本文探讨了共享型领导对员工建言行为的影响,以及员工权力感的中介效应和差错风险承担、角色自我效能感的调节作用,丰富了员工建言行为、共享型领导的相关理论并给出了相应的实践建议。以上海多家企业中的员工以及其直属上级领导作为研究对象,通过194对领导-下属有效调查问卷分析得出了以下结论:①共享型领导对员工的促进性建言与抑制性建言都有显著的正向预测作用;②员工权力感在共享型领导与员工建言行为之间存在中介作用;③差错风险承担在员工权力感与促进性建言之间存在调节作用,角色自我效能感在员工权力感与抑制性建言之间存在调节作用。本文在此研究结果的基础上进行讨论并给出相关管理建议。     

利用双正交小波变换优化G3-PLC系统性能

为了提高G3-PLC(G3-Power Line Communication)在复杂信道环境下通信的可靠性，提出了基于双正交小波变换的正交频分复用（Discrete Wavelet Transform-Orthogonal Frequency Division Multiplexing,DWT-OFDM）。通过双正交小波变换减小复杂信道环境下G3-PLC通信系统中OFDM载波间干扰，并通过合理减少循环前缀，优化传输效率，降低峰均比。在DWT-OFDM的G3-PLC系统中，通过不同小波基性能分析与对比，利用bior6.8双正交小波基进行系统性能优化。将DWT-OFDM的G3-PLC系统在实际电力线噪声库环境下进行实验分析，仿真结果表明，在平均误码率为10-3量级时，性能有5 dB左右提升，通信效率由40%提高至54%；结合限幅法，峰均比由11 dB降低至8 dB，通信性能极大优于基于FFT-OFDM的G3-PLC系统。     

“北斗”救生终端海上自适应功率退避算法

受海况、浸水、结冰、对星等因素影响，飞行员海上遇险后报位可靠性较低，工作时长较短。为此，提出一种自适应功率退避方法，在对报位影响因素分析基础上，利用深度神经网络，通过对经纬度、高度、俯仰角、方向、加速度、速度、浸水、信号、电量等多维度数据进行学习，拟合出覆冰、浪涌、液面等信号特征与环境特征联想模型，自适应控制信号发射时机，实现功耗的有效控制。试验表明，该方法将通信成功率及工作时长分别由36.3%、6.0 h提升至73.3%、8.6 h。     

Keeping anger in check: The role of personal and organizational characteristics on behavioral outcomes

ABSTRACT

The food and beverage sector of the hospitality industry is known for being an emotionally labor-intensive environment. The events that transpire over the course of a shift lead to various emotions, which ultimately dictate the behaviors of the employees working in this industry. Of particular interest to this study was the interplay between environmental antecedents (power and distributive justice) and their influence on a negative emotion (anger) and a positive emotion (affective organizational commitment). Additionally, this study sought to understand how anger and affective organizational commitment influenced positive (organizational citizenship behavior) and negative (counterproductive work behavior) workplace behaviors using the lens of the affective events theory. The results of this study revealed that anger had the strongest effect on counterproductive work behavior and that all of the relationships were significant except from anger to affective organizational commitment and affective organizational commitment to counterproductive work behavior.     

计及外部性的储能系统价值测算及经济性评估

以应用在电力系统中的电储能系统为研究对象,以外部性理论为基础,构建了计及外部性的储能系统经济性测算模型,并以储能系统接入光伏电站为例,采用贴现现金流分析方法,预估储能投资成本和收益,分别从投资者角度和社会整体效益角度,来研究储能系统应用在可再生能源发电侧的经济性,并进行了盈亏平衡分析。通过盈亏平衡曲线分析了储能盈亏平衡情景,经济性分析结果显示储能系统的外部性收益占年收益比例较大。     

A typology of actors and their strategies in multi-scale governance of wind turbine conflict within forests

Wind turbine construction, governed by complex multi-scale governance systems, can cause conflict between actors interested in forest management. We examined wind turbine conflicts in forests in two case studies, the state of Maine, USA and the state of Rhineland-Palatinate, Germany. Specifically, we examined based on triangulation of documents, participant observation, and qualitative interviews with 46 actors how actors argued in favor of certain scales within the wind turbine multi-scale governance systems and how they applied scalar strategies within them. In this paper, we propose a typology that describes actor behavior within multi-scale governance systems. Seven different actor types within multi-scale governance were identified: the Knowledge Exchanger, the Linker, the Creator, the Maintainer, the Power Shifter, the Mobile Learner, and the Overwhelmed & Passive. Actors involved in wind turbine conflicts within forests re-shaped and re-defined the governance system by their actions in the conflict process. However, not all actors could equally participate in scalar strategies. Therefore, only some actors had advantages in re-shaping the governance system according to their interests.     

Going green,going clean: Lean‐green sustainability strategy and firm growth

Despite the widespread recognition of the paybacks of “going green” and “going clean,” limited research has focused on the impact of lean‐green strategy on firm growth. In this study, we contribute to strategy and environmental sustainability literatures by investigating the possibility that the influence on lean‐green strategy and firm growth is driven by different levels of industry competition, managerial power, and family ties. Using panel data from 732 firms in four major industrialized economies (the United States, Germany, France, and the United Kingdom), we found that lean‐green strategy positively relates to firm growth and this relationship is amplified at higher levels of competition, managerial power, and family ties. Theoretical and practical implications of the study are also discussed.     

自恋领导对下属绩效的影响研究：基于关系视角

近年来,在领导特质研究领域,自恋领导得到了学者的广泛关注。尽管现有研究探讨了自恋领导对下属的影响效果,但鲜有研究从领导与下属人际互动视角揭示自恋领导的作用机制。本研究基于领导特质过程模型和权威互补理论,探讨自恋领导对下属绩效的影响,并挖掘其内在影响机制以及作用边界条件。通过对一家保险公司进行多时点、多来源的问卷调查,研究结果表明：自恋领导对下属绩效具有显著的负向影响；关系冲突在其中起中介作用；下属权力距离负向调节了自恋领导与关系冲突之间的正向关系,即下属权力距离越低,自恋领导与关系冲突的正向关系越强,反之则越弱。此外,当下属权力距离较低时,关系冲突的中介作用更强,反之则被削弱。