Can Direct Payments Facilitate Agricultural Commercialisation: Evidence from a Transition Country

We investigate the impact of direct payments on agricultural commercialisation in Kosovo. Kosovo is one of the poorest countries in Europe but, with European assistance, provides substantial funds to support agriculture, made up of many small and often semi‐subsistence farms. Thus, the effect of this support is a central policy issue. Identifying the effect of direct payments on market participation faces endogeneity issues arising from the possible simultaneous determination of participation in support programmes and market participation. In order to achieve proper identification of the endogenous direct payments, we use a strategy of targeted identification search that employs several different methodological approaches. We find that direct payments for fruit and vegetables, and those for cereals and oilseeds have a positive effect on market participation. However, we cannot identify any definite effect of livestock payments.     

广义空间调制系统的正则化OMP检测算法

在广义空间调制（GSM）系统中，最大似然（ML）检测可以取得最优的检测性能，然而其计算复杂度随激活天线数的增加急剧增长。针对这一问题，提出了一种基于稀疏重构理论的低复杂度检测算法——正则化正交匹配追踪（ROMP）算法。该算法首先根据信道矩阵和当前残差的内积选取多个候选激活天线索引，接着对候选天线索引按正则化标准进行可靠性验证，剔除错误索引，缩小信号的搜索空间，最后通过求解最小二乘问题估计信号。仿真结果表明，与经典的正交匹配追踪（OMP）算法相比，所提算法以少许复杂度的增加为代价极大提升了检测性能，能够在检测性能与复杂度之间取得更好的折中。     

The 2020 Pandemic: Economic repercussions and policy responses

This paper analyses the economic and financial repercussions of the 2020 COVID‐19 pandemic. It argues that the pandemic has inflicted serious injuries to the labor force but has not damaged the physical capital stock. Therefore, the resolution policies of this crisis ought to be carefully tailored to supporting structural adjustments to the labor market. The analysis asserts that the impact of the pandemic crisis is exacerbated by the identification gap between the unobserved and the officially reported cases of COVID‐19. The gap increases financial risks, including market‐, credit‐, default‐, and foreign exchange risks.     

The effect of observables,functional specifications,model features and shocks on identification in linearized DSGE models

The decisions a researcher makes at the model building stage are crucial for parameter identification. This paper contains a number of applied tips for solving identifiability problems and improving the strength of DSGE model parameter identification by fine-tuning the (1) choice of observables, (2) functional specifications, (3) model features and (4) choice of structural shocks. We offer a formal approach based on well-established diagnostics and indicators to uncover and address both theoretical (yes/no) identifiability issues and weak identification from a Bayesian perspective. The concepts are illustrated by two exemplary models that demonstrate the identification properties of different investment adjustment cost specifications and output-gap definitions. Our results provide theoretical support for the use of growth adjustment costs, investment-specific technology, and partial inflation indexation.     

When profession trumps potential: The moderating role of professional identification in employees’ reactions to talent management

Abstract

This study aimed to investigate the role that a professionalized context plays in shaping employee reactions to talent management decisions. We examined the mediating role of felt obligation in the relationship between talent ratings and organizational citizenship behavior. Further, the study tested whether professional identification moderates the relationship between talent ratings and felt obligation towards the organization. Five hundred and ninety-eight teachers that had recently received ratings of their talent status responded to a survey questionnaire. Felt obligation mediated the relationship between talent ratings and organizational citizenship behavior. Furthermore, professional identification moderated the relationship between ratings of potential and felt obligation in such a way that the relationship was strongest for the teachers expressing the lowest professional identification. At high levels of professional identification, the relationship was not significant. These results indicate that conventional talent management might be less effective for increasing favorable attitudes and behaviors among employees in highly professionalized contexts, such as the education sector.     

HR managers’ talent philosophies: prevalence and relationships with perceived talent management practices

Abstract

HR managers have different beliefs about the nature, value, and instrumentality of talent—referred to as ‘talent philosophies’. In line with cognitive psychology, we reason that talent philosophies are similar to mental models that influence how HR managers interpret and use talent management (TM) practices within their organizations. In this article, we explore the prevalence of four different talent philosophies (exclusive/stable; exclusive/developable; inclusive/stable; inclusive/developable) in a sample of 321?HR managers. We then explore how talent philosophies relate to organizational context (i.e. size, ownership form, multinational orientation) as well as to HR managers’ perceptions of their organization’s TM practices. Cluster analysis corroborated the presence of the four talent philosophies in our dataset. All four talent philosophies were represented almost equally often in the overall dataset. Organizational size was found to be related to talent philosophies, such that HR managers who worked in smaller organizations were more likely to hold an inclusive talent philosophy. We also found support for the relationship between talent philosophies and perceptions of the exclusiveness or inclusiveness of the organization’s definition of talent, and its degree of workforce differentiation. Contrary to expectations, results did not support a link between talent philosophies and perceived talent identification criteria.     

Identifying business opportunities for sustainable development: Longitudinal and experimental evidence contributing to the field of sustainable entrepreneurship

Which factors facilitate the identification of business opportunities for sustainable development? To answer this question, we develop a process model of sustainable opportunity identification. We argue that sustainable opportunity identification is a process with transitions from problem to solution identification and from solution to sustainable opportunity identification. Moreover, the transitions are facilitated by two factors—awareness of adverse consequences and entrepreneurial attitude—providing motivation and direction in the process. We tested our model in a field study (N = 107) and two experiments (N = 53 and N = 69). Our findings show that awareness of adverse consequences and entrepreneurial attitude influence the process of sustainable opportunity identification, explaining under which conditions people are more likely to identify business opportunities for sustainable development. Our study thus contributes to the field of sustainable entrepreneurship.     

基于软件无线电平台的1090ES扩容信号收发处理

随着空中交通的信息传输与新应用拓展需求不断增加，1090ES信号容量有限问题日益显现，对1090ES信号进行容量扩充是一种有效解决途径。针对一种基于脉内调相的1090ES信号扩容技术，给出了叠加调制的信号模型，研究了1090ES信号的解调解码算法；在GNU Radio+ USRP软件无线电平台上，实现了1090ES扩容信号的产生和接收处理，包括脉冲位置调制（Pulse Position Modulation，PPM）与8PSK叠加调制、低通滤波、报头检测、载波同步、PPM解码和相位解调等，并利用Matlab对实验的解码错误率和信号的频谱特性做了统计分析与仿真，结果表明了该扩容技术的可行性。     

劳动力价格、信息不对称与农户精细管理技术投入——基于质量识别能力差异的视角

近年来,劳动力价格的快速上涨已然成为中国农业生产所必须面对的内在挑战。对于机械作业难度相对较大的劳动密集型作物而言,在缓解劳动力约束瓶颈的同时,更应通过精细化的果园管理,以提高产品质量,进而提高其市场价格。然而,由于农产品具有典型的经验品属性,在信息不对称的外部约束下,农户通常难以获得应有的"质量溢价"。基于此,本文通过构建理论分析框架,以果品质量关键环节的精细管理技术作为研究对象,系统分析在劳动力价格上涨背景下农户精细管理技术投入的决策机制,以及在不同农产品质量识别程度中,劳动力成本变化对其影响的异质性,并基于全国18个省份农户的调研数据进行实证研究。研究结果表明:农户交易对象质量识别能力的提高,能够缓解农户与购买者之间存在的信息不对称性,将农产品质量信息传递给购买者,使农户获得更高的销售价格,进而在有效提高农户精细管理技术投入水平的同时,能够弱化劳动力价格对其所产生的负面影响。     

How perceived empowerment HR practices influence work engagement in social enterprises – a moderated mediation model

Abstract

Drawing insights from the group engagement model and self-determination theory, our research explored the role of perceived empowerment human resource (HR) practices in the hybrid organizational form of social enterprise in China. Based on two studies, this paper developed and examined a moderated mediation model, linking perceived empowerment HR practices, identification motivation, work engagement, and authority work value. Specifically, in Study 1 we found perceived empowerment HR practices increased employees’ work engagement through enhancing employees’ identification motivation. In Study 2, we adopted a two-wave design to duplicate and extend this mediation model. A moderator, employees’ authority work value, was found to weaken both the mediation relationship, and the positive relationship between perceived empowerment HR practices and identification motivation. This study broadens the understanding of what social enterprises look like in alternative contexts, while providing an opportunity to explore how a HRM mechanism and its boundary condition function in large social enterprises in China.