中国社会保障制度改革发展的几个重大问题——对《中国的社会保障报告》的评论与建议

近一个时期以来,作为社会热点和难点问题的社会保障制度改革问题,在建立人人享有社会保障的目标下,涌现了大量研究成果。比较有代表性的包括《中国社会保障发展战略》、《建立全民共享的发展型社会福利体系》和作为中国经济研究咨询项目首期成果的《中国的社会保障报告》。尽管这些成果观点有不少共同之处,但在关键问题上也有一些重大分歧。本文围绕《中国的社会保障报告》提出的观点,主要针对五个问题(记账式个人账户问题、养老保障制度框架问题、农村社会保障发展模式问题、社会保险管理体制问题、养老保障基金债务管理与国有股转持问题)展开讨论。提出一些评论和意见。希望对正在进行的社会保障制度建设发挥一些参考作用。     

Functional,emotional, and social benefits of new B2B services

While marketing literature has defined the benefits concept broadly, there is limited empirical research clarifying what benefits constitute and how they contribute to customer satisfaction in the B2B service context. Benefits have typically been characterized as falling under a single, all-encompassing concept, but emerging thinking views them as multi-dimensional, including functional, emotional and social benefits. This research examines whether this demarcation applies in the B2B services context, and if so, how these three types of benefits are related with customer satisfaction. Based on a survey of 335 customers of recently launched B2B services, the demarcation of these three types of benefits appears warranted and each type of benefit exhibits a different pattern of relationship with customer satisfaction. Functional benefits are found to be positively related with customer satisfaction, while emotional benefits and social benefits exhibit non-linear relationships. Emotional benefits have a diminishing effect on customer satisfaction as they increase and social benefits reach a plateau after a threshold point. These results suggest that recognizing the three types of benefits and the different shapes of their relationships with customer satisfaction can result in effective strategies for driving customer satisfaction when innovating new B2B services. Managerial and research implications are discussed.     

Pursuit of rigor in research: Illustration from coopetition literature

We propose that rigor consists of three key aspects: conceptual (the theoretical lens, constructs, and logic used to understand a phenomenon), methodological (how data are collected and analyzed to capture a phenomenon), and empirical (how findings are organized, distilled, and related to the theory). We discuss rigor in the context of coopetition research and explain how rigor could be enhanced in future research. For each aspect of rigor, we discuss what it means to conduct rigorous research, review the current state of coopetition research using a rigor lens, and systematically discuss ways of improving rigor in future research. We suggest that pursuit of research with greater level of rigor would help increase the impact of coopetition research and contribute to the creation of cumulative knowledge on the topic.     

Effects of job perceptions on job behaviors: Implications for sales performance

We investigate the relationship between salesperson job perception and job behaviors and their effects on sales performance. Hypotheses are tested using a sample of automobile salespeople. Generally, results show that job involvement is positively related to working hard, but no significant relationship existed with working smart. Job challenge is positively related to both working hard and working smart. Finally, both working hard and working smart are positively related to performance. Discussion of hypothesis support is presented and implications for sales managers, limitations of the study and future research opportunities are then discussed.     

Market Vision and Market Visioning Competence: Impact on Early Performance for Radically New,High‐Tech Products*

Having the “right” market vision (MV) in new product scenarios involving high degrees of uncertainty has been shown to help firms achieve a significant competitive advantage, which can ultimately lead to superior financial results. Despite today's increased rate of radical innovation, and hence the importance of effective vision, relatively little research has been undertaken to improve our understanding of this phenomenon. The exploratory and empirical investigation undertaken herewith responds to this research gap by focusing on MV and its precursor, market visioning competence (MVC), for radically new, high‐tech products. MV is a clear and specific mental model/image that organizational members have of a desired and important product‐market for a new advanced technology, and MVC is a set of individual and organizational capabilities that enable the linking of advanced technologies to a future market opportunity. Based on samples of high‐tech firms involved in early technology developments, the measurement study indicates that five factors comprise MV (i.e., clarity, magnetism, specificity, form, and scope) and that four factors underlie MVC (i.e., networking, idea driving, proactive market orientation, and market learning tools). Structural equation modeling is used to demonstrate that MVC significantly and positively impacts MV and that each of these constructs significantly and positively influences certain aspects of early performance (EP) in new product development. This is the first empirical study to develop a comprehensive set of scales to measure these constructs and then to combine them in a model by which to examine their interrelationships.     

Reducing salesperson job stress and unethical intent: The influence of leader-member exchange relationship,socialization and ethical ambiguity

PurposeThe purpose of this paper is to better understand the role of LMX relationship in the business-to-business ethical decision making process. Drawing on leadership and ethical decision making theory, this paper develops and tests a model that examines the relationships among LMX, work-group socialization, ethical ambiguity, job stress and unethical intention in the salesforce.Design/methodology/approachThe sample includes 408 business-to-business salespeople. Structural equation modeling is used to test the study's hypotheses.FindingsFindings suggest that LMX relationship quality directly affects ethical ambiguity, work-group socialization and unethical intent. Work-group socialization is related to ethical ambiguity, which affects job stress. Job stress is positively related to unethical intent.Research implicationsEmpirical tests support six of eight hypotheses and suggest managerial implications and directions for future research.Originality/valueThis paper develops and tests a model that examines the relationships among constructs not previously examined, as they relate to LMX and ethical decision making.     

Distinguishing supplier reputation from trust in buyer-supplier relationships

We argue that a firm's reputation (i.e., central, enduring, and distinctive corporate associations held by individuals outside of an organization), although under-researched relative to trust, is more important than trust in impacting buyer-supplier relationships. Our conceptualization draws on theories and extant research related to transaction cost economics, information economics, and interfirm trust. The constructs of trust and reputation are distinguished and their relative impacts on relationship commitment and willingness to invest in the future of the relationship are examined. Suggestive empirical evidence is provided from a survey of industrial buyers, and implications and specific directions for future research are discussed.     

The effect of upper echelons’ compensation on firm internationalization

This paper is built upon previous work concerning how three factors—an upper echelon’s compensation, the total compensation level of a chief executive officer (CEO), and compensation gaps between a CEO and a top management team (TMT)—affect a firm’s international expansion level. Using longitudinal data (2000–2005) from 528 publicly listed firms in Taiwan as our sample, we found that CEO total compensation level and TMT total compensation were positively related to firms’ international expansion level, and that the larger the compensation gap between CEO and TMT, the higher the given firm’s international expansion level. The implications that these findings have for future research are discussed.     

The role of functional conflict in international buyer-seller relationships: Implications for industrial exporters

In their attempt to compete successfully in foreign markets, exporting firms must comprehend the decision-making and attitude of their overseas customers. Yet, there is a noticeable lack of research dealing with the import behavior of the firm. Focusing on import distributor firms trading with export manufacturers of industrial products, this study investigates the role of functional conflict in importer-exporter relationships. Results indicate that functional conflict is related positively to exporter cultural sensitivity and asset specificity and negatively to exporter opportunism. More importantly, importers' future purchase intentions are associated negatively with opportunism and positively with asset specificity and functional conflict. Theoretical and managerial implications of the findings are discussed along with suggestions for future research.     

Antecedents and Contingent Effects of Organizational Adaptive Capability on Firm Product Innovativeness

Organizational adaptive capability is a broad term and was studied from different perspectives, such as market, technology, and management system, in the management literature. However, the simultaneous effects of these different perspectives and their related adaptive capability constructs on a firm's product innovativeness have yet to be addressed. Additionally, an empirical study of the influence of informal structural dimensions, such as loose coupling, multiplexity, and redundancy, on the organizational adaptive capability, as antecedents, is also missing in the technology and innovation management (TIM) literature. By studying 153 firms, we found that (1) market‐, technology‐, and management system‐related adaptive capability constructs simultaneously and positively impact firm product innovativeness; (2) under the loose coupling construct, autonomous behaviors of departments positively impact technology and management system adaptive capability, loose management style influences market and management system adaptive capability, and uneven/slow information travel in organizations negatively affects technology and management system adaptive capability; (3) multiplexity positively influences all organizational adaptive capability constructs; and (4) under the redundancy construct, information distribution redundancy has an “∩” shape relationship with technology adaptive capability. We also demonstrated that the impact of informal structural constructs on adaptive capability is contingent upon environmental turbulence, e.g., rapid or unanticipated changes in market and technology. We found that the influence of loose management style on technology adaptive capability decreases with increased rate of market turbulence, and the effect of resource slack, as a part of the redundancy construct, on technology adaptive capability changes quadratically, an “∩” shaped curve, with an increased rate of market turbulence. We further found that the effect of the autonomous behaviors of departments on market adaptive capability increases with an increased level of technology turbulence. The role of resource slack on the market adaptive capability was also found to change quadratically, an “∩” shaped curve, with an increased rate of technology turbulence. Interestingly, the impact of the information distribution redundancy on market adaptive capability changes nonlinearly, a “U” shaped curve, with an increased rate of technology turbulence. Further, we showed that the influence of organizational technology adaptive capability on product innovativeness increases with increased level of technology turbulence. This study concludes with several theoretical and managerial implications.     

Doing business in India: The role of jaan-pehchaan

The study seeks to further advance our understanding of the complexities and challenges facing international managers when conducting business in an Indian context. Drawing on survey data from managers in over 300 companies, the study suggests that in-order to enhance performance in a business-to-business context within India, there is a need to nurture satisfactory business relationships through the practice of Jaan – pehchaan. Specifically, the study revealed that relationship satisfaction and long-term orientation are driven by three behavioral constructs associated with Jaan – pehchaan, i.e., Pehchaan, Len-den and Bharosa and these serve to positively drive business performance. Several managerial and theoretical implications are extracted from the study along with directions for future research.     

What Makes Mediation Work? Mediators’ Perspectives on Resolving Disputes*

This research explores federal mediators’ perspectives on successful conflict resolution in contract disputes. The results indicate that mediator skill base and a collaborative orientation on the part of the disputants are positively related to the likelihood of reaching agreement, while relationship hostility is negatively related to the likelihood of reaching agreement. Other independent variables, such as management outlook and mediator acceptability, were in‐directly related to the likelihood of reaching agreement. Consistent with most previous research, mediator tactics were unrelated to the likelihood of reaching agreement. Limitations and suggestions for future research are discussed.     

高管团队特征、薪酬激励对内部控制质量影响的实证研究——来自创业板上市公司的经验数据

近年来我国在内部控制建设方面成就显著,根据高层梯队理论和委托代理理论,内部控制的建设需要高管团队的执行,而高管的行为又会受到激励制度的影响,鉴于此本文以2010～2013年创业板173家上市公司为研究对象,实证检验了创业板上市公司高管团队特征及薪酬激励与内部控制质量之间的关系。高管特征方面,高管团队规模与内部控制质量成正相关。薪酬激励方面,高管的薪酬规模、持股比例与内部控制质量正相关。本文丰富了高管特征及薪酬对内部控制质量影响的研究成果,对于我国创业板内部控制制度的建设有现实的指导意义。     

The role of personality and motivation on key account manager job performance

Key account management (KAM) has strengthened its relevance as a managerial process in business-to-business (B2B) markets. In many companies, the success of KAM initiatives often rely on individual-level achievement, that is, the performance of key account managers. Despite the relevance of research on individual-level KAM, these topics are largely neglected. This research addresses the problem by developing and testing a structural equation model of personality, motivation, and key account manager job performance. Our results show that two motivational constructs—learning orientation and performance orientation—play major roles in key account manager job performance. In addition, relationships between personality traits and motivational constructs are observed: Extraversion, agreeableness, conscientiousness, and emotional stability are found to have significant relationships to motivational constructs. Two of the personality traits, extraversion and conscientiousness are linked to both learning orientation and performance orientation. We discuss theoretical and managerial implications of our findings and finally provide future research directions.     

THE CORPORATE SOCIAL PERFORMANCE–FINANCIAL PERFORMANCE LINK

Strategic managers are consistently faced with the decision of how to allocate scarce corporate resources in an environment that is placing more and more pressures on them. Recent scholarship in strategic management suggests that many of these pressures come directly from sources associated with social issues in management, rather than traditional arenas of strategic management. Using a greatly improved source of data on corporate social performance, this paper reports the results of a rigorous study of the empirical linkages between financial and social performance. Corporate social performance (CSP) is found to be positively associated with prior financial performance, supporting the theory that slack resource availability and CSP are positively related. CSP is also found to be positively associated with future financial performance, supporting the theory that good management and CSP are positively related.© 1997 by John Wiley & Sons, Ltd     

Arbitrator Acceptability: Does Justice Matter? Arbitrator Acceptability

There is virtually no theory-based research that examines if arbitrator behaviors influence whether they will be chosen for future cases. This longitudinal field study uses organizational justice theory to predict the acceptability of arbitrators in dispute-resolution processes involving labor and management representatives in actual cases. The data indicate that procedural justice is more important in predicting arbitrator acceptability in interest than in rights arbitration cases. Arbitrator distributive justice, procedural justice, and interactional justice are all related to acceptability of arbitrators. Procedural justice and interactional justice are differentially related to evaluation of arbitrators, suggesting that they are distinct constructs.     

Technology sourcing and output of established firms in a regime of encompassing technological change

This paper argues that when the technological basis of an industry is changing, the firm's approach to technology sourcing plays a critical role in building the capabilities needed to generate new technical outputs. Using survey and archival data from the U.S. pharmaceutical industry during the period 1981–91, we find that different approaches to technology sourcing (internal R&D and external R&D) are related to different types of biotechnology‐based output at the end of the period. Internal R&D was positively associated with patent output. Acquisition activity was positively related to number of biotechnology‐based products. Greater use of R&D contracts and licenses was associated with stronger reputation for possessing expertise in biotechnology. These findings underscore the importance of taking a multifaceted approach to technology sourcing in order to build the absorptive capacity needed to generate new technical output. Surprisingly, we also found that involvement in joint ventures was negatively related to patent output. This raises interesting questions about the strategic use of joint ventures in a regime of encompassing technological change. Copyright © 2003 John Wiley & Sons, Ltd.     

Toward an integrative cartography of two strategic issue diagnosis frameworks

There exist two prominent accounts of how managers make sense of and take action in relation to strategic issues. The threat–opportunity (TO) and feasibility–urgency (FU) approaches primarily emphasize automatic/affective and active/deliberative strategic issue diagnosis processes, respectively. Current research, however, does not effectively integrate or fully explore the relationship between these two frameworks. We employ theory‐building literature to develop a framework that highlights four distinct and increasingly integrative lenses through which such an exploration can be systematically carried out. Analyzing data from how firms reacted to the economic uncertainty of early 2003, the results of our study indicate that the FU approach is a better predictor of both intentions and actual responses than the TO approach. Our results also indicate that threat is positively related to urgency and negatively related to feasibility, while opportunity is positively related to feasibility and negatively related to urgency. Further, using the expectancy–instrumentality–valence (EIV) motivational theory as a framework, we factor analyze both TO and FU items, identifying three underlying constructs of favorability, urgency, and influence (which we dub FUI). FUI has a higher predictive efficacy than the TO approach alone. We highlight implications for theory building and research in the strategic issue diagnosis literature. Copyright © 2007 John Wiley & Sons, Ltd.     

Employees' Innovative Behavior in Social Context: A Closer Examination of the Role of Organizational Care

A substantial body of research has examined the antecedents of innovation in organizational settings, but our current understanding of how social aspects of the work environment influence the innovative behavior of employees remains underdeveloped. One of these social aspects connected to the theme of “doing well by doing good” concerns organizational care, with scholars examining how actions centered on promoting employee well‐being may result in pro‐organizational outcomes. The purpose of this study is to present a conceptual analysis of the intricate relationship between organizational care and employees' innovative behavior by detailing key mediating mechanisms and conditional factors. This research will combine insights from multiple theories and literatures, most notably self‐determination theory, social exchange theory, and the literatures on organizational care, work motivation, and innovation. The proposed multilevel model clarifies how organizational care affects the creative, complex, and mundane elements of employees' innovative behavior through its effect on the motivational constructs of intrinsic motivation, identified motivation, and introjected obligation feelings, respectively. Moreover, the model highlights the potential dark sides of organizational care that managers must consider when designing and implementing caring policies and practices. Specifically, it clarifies how the effect of organizational care on employees' innovative behavior may depend on their subjective perceptions of care intrusiveness and care insincerity. As such, this study responds to calls for rich and nuanced conceptual research in the innovation field, especially concerning the role of employees' social work environment in motivating their innovative behavior. Important theoretical and practical implications of this conceptual analysis will be discussed, and valuable directions for future research will be outlined.