企业突破性技术持续采用意愿的驱动机制研究

整合组织动机和期望确认理论,从购买动机视角探讨企业突破性技术持续采用意愿的驱动机制。将购买动机分为效率动机、规范趋同动机和模仿趋同动机,阐述购买动机对突破性技术持续采用意愿影响的微观机理。以198家购买过云计算技术的企业为研究样本,实证检验购买动机与突破性技术持续采用意愿间的关系,并检验满意和认知锁定的中介效应。结果表明：购买动机正向影响突破性技术持续采用意愿,满意和认知锁定在购买动机与突破性技术持续采用意愿之间起中介作用,各购买动机的中介作用路径呈现差异化。其中,效率动机的作用路径被满意和认知锁定部分中介,模仿趋同动机的作用路径被满意部分中介,规范趋同动机的作用路径被认知锁定部分中介。研究结论打开了企业突破性技术持续采用意愿的“黑箱”,对于企业深入理解突破性技术持续采用意愿的驱动机制,促进突破性技术在持续采用过程中发挥真正价值具有重要借鉴意义。     

国防科技人员使命取向如何提升其工作旺盛力

国防科技人员工作旺盛力是推动我国国防科技工业持续发展的重要源泉,其形成机理备受学界和军工界关注且亟待开展实证研究。基于特质激活理论与自我决定理论,构建国防科技人员使命取向影响工作旺盛力有中介的调节效应模型。通过对5家军工科研院所及企业607名国防科技人员进行调研,结果发现：科技人员使命取向对工作旺盛力有显著正向影响;发展型绩效考核正向调节以上二者间关系;自主性动机在使命取向与工作旺盛力关系间起中介作用;发展型绩效考核对使命取向与工作旺盛力关系的正向调节效应通过自主性动机中介路径实现。研究结论对于军工组织有效激发员工工作旺盛力、提升管理绩效具有启示价值。     

THEORY AND EVIDENCE IN PSYCHOLOGY AND ECONOMICS ABOUT MOTIVATION CROWDING OUT: A POSSIBLE CONVERGENCE?

The empirical relevance of motivation crowding out is a controversial issue in economics and psychology. As already pointed out by Frey and Jegen ( 2001 ), this is partly due to the historical development of two distinct and parallel strands of literature that stem from different theoretical traditions, have radically different tenets and therefore, are difficult to reconcile. In this survey, we go back to the details of the debates that took place independently among psychologists and economists, and sketch an integrative interdisciplinary approach likely to favor a more fruitful collaboration between economics and psychology. From this perspective, experimental economics (both field and laboratory) is viewed as a major research field shedding new light on the conditions of relevance of motivation crowding out.     

我国职业经理人存在的问题及改进措施

职业经理人是企业所有者的代表 ,行使着企业经营管理的职能 ,对企业所有者负责。我国职业经理人作为一个阶层还有待形成。建立科学、合理的经营者激励薪酬制度 ,培育职业经理人市场 ,是造就我国职业经理人队伍的关键。     

新产业新业态渐成经济增长新动力

我国经济进入新常态后,大众创业、万众创新格局初显,催生出很多新产业和新业态,逐渐成为经济增长新动力和新亮点. 这就要求我们在转型升级的过程中,推动传统产业向中高端迈进,大力培育新业态,打造新产业,使之尽快成为经济增长新引擎.     

基于平衡记分卡思想的经营者激励方式

现代企业制度的基本特征是经营权和所有权两权分离,由此产生对经营者的激励问题。基于不同理论学者们给出了不同的激励方式,文章认为这些方式都是基于企业的某一项指标或几项指标制定的,并不能使经营者的利益同公司的利益一致起来,而以平衡记分卡为标准评价经营者的业绩就弥补了这一缺陷。     

我国的公司治理与对企业家的约束和激励

本文从分析公司治理含义的角度，论述了经理革命的由来；通过比较中外激励与约束机制的不同，分析了我国公司治理中激励与约束机制的不足和原因，文章最后提出必须加强外部公司治理，同时不断创新约束和激励和激励机制，才能找到最佳的解决办法。     

人力资源会计信息披露的动机——基于我国A股上市公司年报的分析

过对国内A股上市公司人力资源会计信息披露情况的调查和分析,得出以下结论:人力资源会计在我国实践中已经有所发展,并非以往所认为的基本处于停滞状态;企业对人力资源会计信息的披露也表现出比较强的积极性。     

Push or pull? Identifying rock climbing tourists' motivations

The aims of this research are to clarify the motivations of rock climbing tourists by using a push and pull framework and to investigate the relationship between tourist motivation and overall satisfaction. In a survey of 473 rock climbing tourists in the Geyikbayırı region in Antalya, Turkey, the most important push motivations were identified as ‘physical setting’ and ‘challenge’, while ‘climbing novelty seeking’ and ‘climbing tourism infrastructure’ were the most important pull motivations. Furthermore, the findings of this study indicated that overall satisfaction of rock climbers can be determined by their push and pull motivations. The results also showed that motivations of rock climbers differ according to their experience levels. The paper ends with theoretical contributions of the study and its managerial implications.