Innovation in Nonprofit Organizations

Innovation as the driving force behind the economic growth of high-income countries has almost exclusively been researched for the private enterprise sector. Nonproft organizations as a growing sector also have to be assessed for their contribution. They are first grouped by their different outputs (proximity to public versus private good provision). Next, for each output group fields of activities are identified, which exhibit differences in management regimes and incentive structure. This leads to hypotheses (and some empirical evidence) on innovative behavior and on barriers to innovation. The result: Their potential for contributing is far from being fully used.     

垄断市场结构下知识联盟组织间共享互补知识的最优分配率设计研究

运用博弈模型研究了垄断市场结构中知识联盟成员组织间在共享互补知识情形下的最优分配率制定问题,通过建立相应的模型,给出了激励成员组织间进行知识共享的最优分配率,并分析了最优分配率的特征,得出以下结论:由于知识联盟成员企业投入知识对总收益的贡献率不相同,因此知识联盟成员企业获得的收益也不相同。均衡状态下知识联盟成员企业的收益率,等于各自投入的专有技术知识对产出的贡献率,即等于其技术价格。只有当收益与成员企业的知识贡献一致时,才能达到激励知识共享、防范知识共享不足、实现联盟目标的目的,之后通过案例分析,对研究结果进行了验证。     

少数人异议对团队创新能力的影响研究述评

在当前学术界,影响团队创新能力的团队过程因素已经成为一个研究热点,然而在过去的研究中,有一个被忽略的重要影响因素即团队中的少数人异议,目前该领域的理论和实证研究都较少。通过对现有国内外相关研究的系统梳理,剖析了少数人异议提高团队创新能力的几个理论基础,并从中介机制以及调节机制两个角度深入分析了少数人异议影响团队创新能力的路径,在此基础上构建了少数人异议对团队创新能力的影响机制模型。最后,对该领域已有研究的不足进行了评述,指出了未来研究方向。     

Authority and Communication in Organizations

This paper studies delegation as an alternative to communication. We show that a principal prefers to delegate control to a better informed agent rather than to communicate with this agent as long as the incentive conflict is not too large relative to the principal's uncertainty about the environment. We further identify cases in which the principal optimally delegates control to an "intermediary", and show that keeping a veto–right typically reduces the expected utility of the principal unless the incentive conflict is extreme.     

Cooperation and Status in Organizations

We report the results of experiments designed to test the effect of social status on contributions to a public good, with and without punishment. The experiments are conducted in four‐person groups in a “star” network, where one central player observes and is observed by the others. This imposes a social structure on the game, and gives the central player a leadership role in the group, simply by virtue of being commonly observed. We further manipulate status by allocating the central position to the person who earns the highest, or the lowest, score on a trivia quiz. These high‐status and low‐status treatments are compared, and we find that the effect of organizational structure—the existence of a central position—depends on the status of the central player. Higher status players are attended to and mimicked more systematically. Punishment has differential effects in the two treatments, and is least effective in the high‐status case.     

Authority and Incentives in Organizations

I consider a corporation that consists of an owner, a manager, and two divisions. There exist externalities between the divisions: if a division behaves cooperatively, its success will increase the performance of the other division. The owner creates monetary effort incentives and allocates decision authority over the divisions. I characterize how externalities and benefits of control determine the corporation's optimal organization. The introduction of endogenous incentives changes the major findings of the existing literature, because then concentrated delegation of authority over both divisions to one of the division heads will be optimal if cooperation is important and divisions are difficult to incentivize.     

组织间合作创新:基于组织形式的梳理

在专业化分工越来越深化的背景下,创新很难由单个组织实现.通过整合组织间的分布性知识更易实现创新.在组织间合作创新中,组织形式的选择由于涉及路径依赖、知识转移、公平性等问题而成为合作创新成功的障碍.本文认为,在合作创新中,组织形式的选择应当考虑一体化程度、网络中心性、治理机制和公平性等因素,以促进组织问的合作创新.     

Cultural Inertia and Uniformity in Organizations

We analyze aspects of the structure of organizational culture.We show that old and culturally uniform organizations are proneto cultural inertia, that is, they are reluctant to adopt adifferent culture in response to a change in the environment.Cultural uniformity can be beneficial because the associatedinertia ex post protects and therefore ex ante encourages culture-specificinvestments by agents. We also explore the model's implicationsfor such issues as cultural uniformity within an organization,cultural heterogeneity across organizations, the destabilizingeffect of growth and mergers, and the conflicts arising in themanagement of culture.     

组织背景下的嵌入性研究

企业作为一个组织,可以以自身作为法人行动者去构建和利用社会网络,也可以通过其属员实现为集体而动用社会资源的目的。将企业置于组织背景之下进行研究,来自经济学的理性选择观和源自社会学的网络分析观,都将为企业的嵌入性研究带来新的思想及方法。鉴于管理学相对于其他学科具有更强的实践导向性,本文的理论评述将侧重围绕嵌入的效果或效用进行,并重点评析现有研究中存在的问题及可能改进的方向。     

全球化、国际非政府组织与中国民间组织的发展

近二十年来数目可观的国际民间组织、项目及资金进入中国既是中国国内改革深化、经济发展和社会需求所致,也是国际社会积极推进中国公民社会发展的结果。本文分析全球社团崛起对中国政府NGO政策及中国第三部门发展的影响,本土社团与国际组织的相互作用,以及国际民间组织在中国的局限性。国际民间组织对于中国NGOs,特别是草根组织的成长有明确的积极作用。然而,目前中国本土社团与国际NGOs的关系是不平衡的,尤其表现为很多草根组织对国际援助的依赖。不改变这种状况将对中国社团的长远发展产生负面影响。     

International Trade Union Organizations

An attempt is made in this article to demonstrate that Alfred Marshall and John Maynard Keynes erected a number of signposts that point in the direction of a normative, institutional and policy-oriented social economics of labor. They opined that dysfunctioning institutions had thrown most members of the working class into an abyss of poverty. According to Marshall, poverty was caused by institutional neglect of education for the masses. Hence he recommended a drastic overhaul of those institutions that impinged on education. Keynes argued that the rentiers were the villains because they had intentionally reduced their funding of entrepreneurial investments. Consequently, investments dwindled and unemployment caused working-class poverty to rise above its customary levels. Keynes's solution was public investment in private enterprises, which he called socialization of investment. This would cause euthanasia of the anti-social rentiers. Because of their recommendations, Marshall and Keynes called themselves socialists.     

Organizations as constitutional systems

Four theoretical approaches to the study of organizations that can be identified in the relevant literature are compared: Thegoal paradigm, theexchange paradigm, thenexus of contracts paradigm, and theconstitutional paradigm. It is argued that the latter provides the more fruitful theoretical perspective in that it reconciles an individualist methodology with an account of organisations as corporate actors, as units of collective action. I would like to thank Richard E. Wagner for helpful comments and suggestions on an earlier draft.     

高校实践型科研组织形式的创新——基于高校研究院发展策略的研究

高校研究院的建设与发展是我国创新发展战略的重要内容与必然要求。基于我国高校的现实情况,遵循系统化、渐进化、务实化的基本原则,在充分借鉴先行者经验的基础上,提出了我国高校推进研究院建设的"123"策略。     

建设学习型组织需要把握的几个环节

２００１年８月，中共常州市委提出了建设学习型城市的战略决策，半年多来，全市上下积极响应市委号召，掀起了建设学习型城市的热潮。广泛建立各类学习型组织是建设学习型城市的基础，也是其支柱。因此，如何有效地建设各类学习型组织，对于建设学习型城市尤为重要。笔者认为     

Group Dynamics of Corruption in Public Organizations

Abstract

When there are two groups of officials in a public organization, we show that depending on the groups’ behavior – collusive or competitive – increasing the level of monitoring and punishment may have different impacts on corruption. If the two groups of public officials had been demonstrating collusive behavior, increased monitoring or punishment reduces both the level of corrupt activities and the corrupt officials’ bribe revenues. However, if the groups had not been colluding, increased monitoring reduces the level of corruption, but increases the corruption revenues collected. Only after reaching the optimum level of monitoring, is this result reversed.     

我国发展中介组织的对策

加入WTO，要求我国政府必须减少对经济的直接行政干预，代之以经济手段管理经济，途径之一就是发挥社会中介组织的作用。借鉴市场经济发达国家经验。规范发展我国中介组织有助于其功能的充分发挥和国家经济管理目标的实现。     

我国非政府组织发展存在的问题及原因分析

改革开放以来,中国的非政府组织得到了迅猛发展,并参与到社会各个领域,成为现代化建设的重要力量。但是,我国非政府组织的发展目前还面临许多问题,还不能充分发挥其促进社会协调发展的作用。文章对我国非政府组织发展中存在的问题及原因进行了分析,以期能够健康地发展。