Career concerns incentives: An experimental test

Holmström’s [Holmström, B., 1982/1999. Managerial incentive problems: a dynamic perspective. Review of Economic Studies 66, 169–182. Originally published in: Essays in Economics and Management in Honour of Lars Wahlbeck, Helsinki] career concerns model has become a workhorse for analyzing agency issues in many fields. The underlying signal jamming argument requires players to use information in a Bayesian way, which is difficult to directly test with field data: typically little is known about the information that individuals base their decisions on. Our laboratory experiment provides prima facie evidence: (i) the signal jamming mechanism successfully creates incentives on the labor supply side; (ii) decision errors take time to decrease; (iii) while subjects’ average beliefs are remarkably consistent with play, a mild winner’s curse arises on the labor demand side.     

Moral hazard contracts: Does one size fit all?

We show that firms' practice of anonymous contracts (“one-size-fits-all”) can be reconciled with standard agency theory if careers are marked by frequent transitions between employers, and agents have career concerns because complete long-term contracts are not feasible.     

On the efficiency of markets for managers

Summary. This paper examines the efficiency of the outside labor market in inducing optimal managerial behavior in the presence of learning. It shows that the incentives provided by the market can be more efficient than the original analysis of Holmstr?m [6] would suggest. Moreover, under a mild additional assumption, the existence of an -efficient equilibrium can be guaranteed if a manager is patient. This result supports Fama's [4] original idea that the outside labor market can be efficient in disciplining top managers. These results also suggest that the empirically documented low levels of explicit incentives for managers might be due to the presence of implicit incentives provided by the outside market. Received: March 18, 1997; revised version: April 19, 2000     

Collaboration, peer review and open source software

Open source software development may be superior to proprietary development because the open source organizational form naturally minimizes transactions costs associated with privately distributed information. This manifests itself in the ability of open source communities to encourage critical peer review and the sharing of ideas. When these activities are important, the open source organizational form may do better than a proprietary organizational form. My results suggest why open source is particularly powerful when maintainability of software is critical, and also suggest that the founder of a software project may be more likely to choose open source if there is an existing dominant proprietary software project.     

基于心理过程的企业创新团队运作机制研究

从创新产生的心理过程出发,以武汉市50个科技创新团队为研究对象,探讨了组织激励、创新动机、团队创新氛围3种因素对团队创新绩效的影响和作用方式。实证结果发现,组织激励、创新动机、团队创新氛围对团队创新绩效有显著的预测作用,通过依次检验,证实了创新动机在组织激励和团队创新绩效的关系中起中介作用。根据所得结论,从激励体系、成员甄选、文化营造等方面,对创新团队的建设提出了一些管理建议。     

The effect of pay-for-performance contracts on wages

I investigate the role played by learning and self-selection according to comparative advantage in the often reported result that piece rate workers (including commissions) earn more on average compared to other workers. With comparative advantage, the returns to skills differ across pay methods. I find that comparative advantage along with learning about worker skills seem to play a role for workers who are either at an early stage in their career or who are observed for the first time in a given job-match. For older workers, the return to skills is basically the same across pay methods.     

团队信任认知中介下非物质激励对创新绩效的影响

新生代员工逐渐成为企业创新的主要力量,为提高新生代员工创新绩效,基于该类员工追求社会认同和价值契合的特质,从认知理论出发,以非物质激励为手段,探讨通过非物质激励构建团队信任认知、提高新生代员工创新绩效的可能性。结构方程模型检验结果显示,团队信任加强了由新生代员工构成的知识共享创新团队间的纽带,在非物质激励和创新绩效中起到中介作用。研究结果对于揭示企业内部创新环境影响因素、指导企业建立新生代员工之间的团队信任具有一定的借鉴作用。     

Self-Sabotage

We analyze the incentives of a vertically-integrated producer (VIP) to engage in self-sabotage.Self-sabotage occurs when a VIP intentionally increases its upstream costs and/or reduces the quality of its upstream product. We identify conditions under which self-sabotage is profitable for the VIP even though it raises symmetrically the cost of the upstream product to all downstream producers and/or reduces symmetrically the quality of all downstream products. Under specified conditions, self-sabotage can enable a VIP to disadvantage downstream rivals differentially without violating parity requirements.We are grateful to David Mandy and an anonymous referee for helpful comments and suggestions.     

大学生职业成熟度模糊综合评价研究

大学毕业生能否实现顺利就业并达到职业满意,是中国高等教育发展过程中面临的一个重要课题.而大学生职业成熟度的高低直接影响着大学生未来的职业选择和职业成功,因此本文在国内外职业成熟度文献研究的基础上,从择业价值观、职业目标、职业信息、职业自信、自我认知、择业依赖6个维度构建大学生职业成熟度综合评价体系,并运用模糊数学理论和基于主成分的熵权值赋权方法,建立大学生职业成熟度模糊综合评价模型和职业成熟度计算方法,本文通过应用实例验证了大学生职业成熟度模糊综合评价结果的可行性和实用性,从而得出了具有借鉴和指导意义的结论.     

Nonexclusionary input prices under quantity competition: vertical integration,foreclosure and sabotage

A vertically integrated provider is a monopoly supplier of an input essential for its rival to produce downstream output. Market exclusion in the form of inefficient foreclosure or sabotage can arise when input prices are, respectively, ‘too high’ or ‘too low’ relative to the downstream price. The range of nonexclusionary input prices within which neither form of market exclusion arises is determined by displacement ratios. The safe harbour range of downstream-to-upstream ‘price-cost’ margin ratios is decreasing in the degree of product homogeneity and approaches a single ratio in the limit as the products become perfectly homogeneous. The bounds of nonexclusionary input prices are markedly wider under Bertrand–Nash competition than they are under Stackelberg competition.     

高校科研团队距离因素对团队绩效的影响研究

如何提高科研团队创新水平和团队绩效是高校目前面临的重要课题,本文以高校科研团队为研究对象,首先回顾了距离因素和团队绩效的相关文献,并从情感距离、知识距离、空间距离和权力距离四个方面对影响团队绩效的因素做了详细分析,构建了高校科研团队绩效影响因素模型.然后通过大量的问卷调查,并利用经典统计分析和结构方程模型(SEM)对样本数据进行处理,对每个因素与团队绩效的作用方式、影响机制进行了实证研究.此外,针对研究结论作出了相应的分析并对高校科研团队管理提出了相应的改善建议,为今后高校科研团队的建设提供了科学的理论依据     

团队创新氛围、内部动机与团队科学创造力

团队科学创造力是高校创新教育的前沿主题,其形成机理亟待研究。80个理工科大学生科技创新团队样本数据表明：团队创新氛围对团队科学创造力具有显著正向预测作用,团队内部动机在两者关系中起部分中介作用。同时,协作型共享心智模式调节了团队内部动机与团队科学创造力之间的关系,而任务型共享心智模式的调节效应不显著。     

基于知识图谱的团队断裂带与创新：热点及趋势分析

团队断裂带基于团队整合与协同理念,考虑团队成员多重特征,丰富了团队属性的研究。其概念自1998年提出后,受到了广泛关注。探讨团队断裂带与创新的关系,从中国知网（CNKI）和 Web of Science数据库中选取“团队断裂带”为关键词,运用Citespace Ⅲ软件,进行知识计量图谱分析和信息挖掘。在此基础上,对相关文献进行梳理与总结,探究团队断裂带与创新的关系,从不同侧面探究了两者之间的作用机制。团队断裂带已经被分解出不同类型,需要更多的强度计算方法,分析断裂带宽度计算方法对创新的影响。通过构建团队断裂带与创新关系的研究框架模型,总结现有研究的脉络,进而指出现有研究的不足与未来研究方向。     

临时团队中快速信任对团队绩效的影响

在创新创业浪潮和“互联网+”背景下,更多企业和组织通过组建临时团队以达到合作共赢的目的。临时团队固有的脆弱性与任务短期性存在矛盾,影响团队成员间的信任,从而导致团队绩效低下。以临时团队为研究对象,通过整理、归纳国内外学者的研究与实践成果,提出研究假设和理论模型,并通过问卷调查获取实验数据,使用SPSS软件对数据进行分析,以验证研究假设。结果表明,在临时团队中,快速信任、团队凝聚力均对团队绩效有正向影响,并且团队凝聚力在快速信任与团队绩效间起中介作用。最后,从沟通机制、团队意识、团队能力建设3个方面提出了增强临时团队成员间信任、提高团队凝聚力,以及提升团队绩效的措施。     

真实型领导与团队创造力

领导力如何影响团队创造力一直是学术界讨论的焦点,也是实践中需要解决的问题。基于团队动机性信息加工理论,从团队认知过程视角探究真实型领导对团队创造力的影响机制。通过95个有效团队的数据分析发现,真实型领导通过两个团队认知过程即“团队建设性争辩”和“团队观点采择”的完全链式中介路径对团队创造力产生正向作用。从团队认知过程视角扩展了真实型领导与团队创造力之间的作用路径及机制研究,同时,对企业领导从何种路径激发团队创造力提供了一定的启示。     

Infrastructures, incentives, and institutions: Fostering distributed knowledge bases for the learning society

While much attention has been devoted to information and communication technologies, a more fundamental change at the start of the new millennium is the increasing importance of innovation for economic prosperity and the emergence of a learning society. The analysis in this paper shows that innovation should be understood as a broad social and economic activity: it should transcend any specific technology, even if revolutionary, and should be tied to attitudes and behaviors oriented towards the exploitation of change by adding value.We build on the idea of inclusive learning, which entails a process of shared prosperity across the globe following local specific conditions, and argue that it is crucial to understand the features of knowledge-induced growth in rich countries, as well as the challenges and opportunities for late-industrialized and less-developed countries. To achieve these objectives, we emphasize the relative importance of infrastructures and incentives, but considering the increasingly important role of institutions towards the development of social capital. This is because learning societies will increasingly rely on “distributed knowledge bases” as a systematically coherent set of knowledge maintained across an economically and/or socially integrated set of agents and institutions.This broad concept has motivated the work behind the present paper, which builds on material presented at the 5th International Conference on Technology Policy and Innovation (ICTPI), which was held in Delft, The Netherlands, in June of 2001. Under the broad designation of “critical infrastructures,” the Conference brought together a range of experts to discuss technology, policy and management in a context much influenced by the dynamics of the process of knowledge accumulation, which drives learning societies. Thus, this special issue includes a set of extended contributions to the Delft conference, and the aim of this introductory paper is to set the stage for these contributions, with an original contribution on possible views on the role critical infrastructures play to foster innovation in the learning society.