供应链企业间的委托代理关系应用研究

对供应链合作伙伴关系的实质进行了分析,将供应链企业间的合作关系定义为委托代理关系。并分析了供应链上企业之间委托代理机制的基本原理,研究了供应链企业间逆向选择和道德风险两类问题,并结合供应链的实际提出激励机制设计的方案。     

供应链风险控制研究综述

根据风险控制时间与参与风险控制的企业数量两个维度,将供应链风险控制分为风险规避、风险分担、供应链成员企业的独立应急和供应链成员企业间协作应急四种类型。在此划分基础上,就供应链风险控制的研究进展进行分析与评述,最后探究了供应链风险控制的未来发展方向。     

基于供应链视角的企业财务风险传导效应研究

供应链企业间的各种利益关系,使得供应链中一个企业发生财务风险会对其上下游企业产生影响,即财务风险的动态传导,文章分析了供应链企业财务风险的传导的类型以及财务风险传导的效应.     

供应链管理中企业间冲突的解决策略研究

为了探索解决我国供应链企业冲突的途径,对我国供应链企业间冲突形成的原因进行了分析,并在此基础上对提出了冲突解决策略。分析发现：供应链企业的目标不相容、任务完成的相互依赖、对有限资源的争夺、管理模式难以统一、长鞭效应等问题都会造成供应链各企业间冲突,而通过加强供应链合作伙伴的挑选、建立战略合作伙伴关系及有效的沟通机制、供应链核心企业的主导作用、依据目标升级法设置超级目标等策略可以有效地解决供应链各企业间的冲突。     

基于商业银行视角的供应链金融信息风险研究

从商业银行角度出发,运用委托代理理论对供应链金融中业务主体的委托代理关系进行分析,阐述商业银行与其他企业间的多重委托代理关系及信息不对称问题。从风险类型、风险行为和风险损失三个方面分析了由信息不对称引发的商业银行信息风险;最后给出了规避供应链金融信息风险的建议与对策。为供应链金融的主体认识和信息风险管理提供了借鉴和参考。     

博弈论在供应链管理中的应用——现状与趋势

博弈论关注于包含冲突与合作的状态分析,随着供应链中企业间的竞争与合作不断增强,博弈论作为一种分析企业间相互竞争及相互合作的工具被广泛应用。文章在介绍了博弈论和供应链管理的相关性之后,将目前博弈论在供应链管理中的运用分为两大类：博弈论在传统供应链问题中的应用,以及博弈论在供应链网络均衡中的应用,并对相关研究现状进行了总结分析。最后,给出了未来的研究趋势。     

供应链企业间机会主义行为对合作绩效的影响——交互能力和信任的中介作用

网络经济时代,加强供应链管理,有效控制机会主义行为,实现供应链企业间协同作用已成为提升企业绩效水平的关键。文章通过文献梳理,构建了机会主义行为、交互能力、信任与合作绩效的关系模型,利用156家企业的样本数据,运用结构方程模型,对上述关系模型进行了实证分析。研究结果显示:供应链企业间机会主义行为对交互能力、信任与合作绩效有显著的负向影响;供应链企业间信任对交互能力与合作绩效有显著的正向影响;供应链企业间交互能力对合作绩效有显著的正向影响;在机会主义行为与合作绩效之间的关系研究中,交互能力和信任起中介作用。     

供应链企业间的学习障碍研究

企业为求得生存与发展,必须提高自身应变能力,而学习正是回应环境变化最主要的法宝.本文除讨论了由知识本身引起的企业间学习障碍外,主要探讨了由组织间关系而导致的学习障碍问题,并在供应链这一具体的环境中将企业间的特殊关系与传统企业间关系进行了一些对比,从而分析供应链企业间的学习障碍来源.     

面向供应链流程管理的知识整合研究

知识通过在供应链流程中的整合,不仅可以实现知识在供应链成员企业间进行扩散与转移,而且可以增强供应链整体的知识竞争能力。本文分析了供应链流程管理中的知识类型,研究了供应链流程管理中的知识整合过程,提出了基于对等联网的知识整合机制。     

论供应链组织学习

供应链组织学习是构建高竞争力、高适应性供应链的关键所在。从知识管理的角度认为不同类型的知识具有不同的特性,因而要求不同的供应链组织学习类型与之相匹配。供应链的组织学习涉及到两个或两个以上在法律和经济上彼此独立的企业,使得供应链的组织学习面临不少特殊问题和障碍,文章提出建立供应链组织学习的共同愿景及供应链成员企业间的信任关系、设计激励供应链成员参与组织学习的报酬体系和利用信息技术等相关的支持措施。     

Interpartner Legitimacy in the Alliance Development Process*

abstract We propose a framework to understand interpartner legitimacy in strategic alliances. Interpartner legitimacy is the mutual acknowledgment by the alliance partners that their actions are proper in the developmental processes of the alliance. We argue that interpartner legitimacy is needed for cooperation to achieve alliance objectives. We propose three types of interpartner legitimacy – pragmatic, moral, and cognitive legitimacy – and discuss the dynamics of these three types in the formation, operation, and outcome stages of alliance development. Further, we discuss the salience of interpartner legitimacy in different alliance types. Finally, we derive propositions for further research, and discuss strategies that alliance managers can adopt to develop interpartner legitimacy.     

A question of top talent? The effects of lateral hiring in two emerging economies

On the basis of a qualitative study in two emerging economies, we advance the literature on lateral hiring by developing an integrated phase model to explain how the effects of lateral hiring unfold to affect the originating firm and its employees. Our work uncovered two types of effects on the originating firm, i.e. first-order and second-order effects. Our stage model elucidates how the psychological and emotional effects are manifest to affect the existing employees. Personnel poaching appear to have triggered the quest for meaning and attempts by the existing employees to enhance their visibility, career adaptability and marketability. We discuss implications for practice, theory and research on lateral hiring.     

OSHA inspections: Process and outcomes in programmed inspections versus complaint-investigated inspections

Inspections are an important tool for enforcing OSHA regulations. As with any enforcement procedure, OSHA inspections are an effective tool to the extent that they are conducted in a consistent manner. In this study we compared 3,000 inspections randomly initiated by OSHA with 3,000 inspections conducted by OSHA in response to an employee complaint. Significant differences in both process and outcome variables were found between the two types of inspections. We discuss the findings in terms of the “threat effect” as a tool for enforcement of OSHA safety standards.     

中国企业背景下领导成员交换与员工-组织关系之间的关系研究

从组织角度出发,分析并论证了在中国企业背景下四种不同类型的员工一组织关系模式的定义、特点以及不同模式之间的差异。同时分析并论证了领导成员交换对组织内部员工组织关系的形成所产生的作用和影响。本文以400名中国企业员工为样本,本文的验证结果表明：不同的员工组织关系可以按照组织投入和组织对员工的期望贡献两个不同的维度进行划分,其中,相互投入型员工组织关系在组织投入和期望贡献两个维度上得分最高,工作契约型员工-组织关系在组织投入和期望贡献两个维度上得分最低;领导成员交换对相互投入型员工-组织关系有显著的正向影响作用,对工作契约型员工-组织关系有显著的负向影响作用。最后,根据研究结果,分析和总结了本文研究结果的理论意义和实践意义。     

闭环供应链运作模式分析

环境的恶化、法律的强制和利益的驱动共同促进了闭环供应链的诞生。本文在给出闭环供应链定义的基础上,探讨了闭环供应链的四种运作模式:基于再循环的闭环供应链、基于再利用的闭环供应链、基于维修／整修／拼修的闭环供应链和基于再制造的闭环供应链,最后对四种模式进行了比较分析。     

SURVEYING THE ECONOMICS OF PLURAL MODES OF ORGANIZATION

Why do firms concomitantly rely on more than one organizational arrangement to procure/distribute a given input/product? In this paper, we systematically review and discuss the extensive path undergone by the literature exploring this issue: the so‐called plural forms. We address two main questions: how to explain the coexistence (and often the prevalence) of plural forms in many types of businesses? Are plural forms stable or a transitory phenomenon? We describe the most prominent motivations identified in the economics and management literature that drive firms to adopt plural forms and show that their vast majority are related to the mitigation of various types of agency/transaction costs. We also demonstrate that most of the available pieces of empirical evidence suggest the stability of plural forms over time. We conclude by demonstrating the path that has been trailed by the most recent developments.     

Modeling Clustered Ordered Categorical Data: A Survey

This article surveys various strategies for modeling ordered categorical (ordinal) response variables when the data have some type of clustering, extending a similar survey for binary data by Pendergast, Gange, Newton, Lindstrom, Palta & Fisher (1996). An important special case is when repeated measurement occurs at various occasions for each subject, such as in longitudinal studies. A much greater variety of models and fitting methods are available than when a similar survey for repeated ordinal response data was prepared a decade ago (Agresti, 1989). The primary emphasis of the review is on two classes of models, marginal models for which effects are averaged over all clusters at particular levels of predictors, and cluster-specific models for which effects apply at the cluster level. We present the two types of models in the ordinal context, review the literature for each, and discuss connections between them. Then, we summarize some alternative modeling approaches and ways of estimating parameters, including a Bayesian approach. We also discuss applications and areas likely to be popular for future research, such as ways of handling missing data and ways of modeling agreement and evaluating the accuracy of diagnostic tests. Finally, we review the current availability of software for using the methods discussed in this article.     

USING MODEL SELECTION ALGORITHMS TO OBTAIN RELIABLE COEFFICIENT ESTIMATES

This review surveys a number of common model selection algorithms (MSAs), discusses how they relate to each other and identifies factors that explain their relative performances. At the heart of MSA performance is the trade‐off between type I and type II errors. Some relevant variables will be mistakenly excluded, and some irrelevant variables will be retained by chance. A successful MSA will find the optimal trade‐off between the two types of errors for a given data environment. Whether a given MSA will be successful in a given environment depends on the relative costs of these two types of errors. We use Monte Carlo experimentation to illustrate these issues. We confirm that no MSA does best in all circumstances. Even the worst MSA in terms of overall performance – the strategy of including all candidate variables – sometimes performs best (viz., when all candidate variables are relevant). We also show how (1) the ratio of relevant to total candidate variables and (2) data‐generating process noise affect relative MSA performance. Finally, we discuss a number of issues complicating the task of MSAs in producing reliable coefficient estimates.     

AUTOREGRESSIVE CONDITIONAL DURATION MODELS IN FINANCE: A SURVEY OF THE THEORETICAL AND EMPIRICAL LITERATURE

Abstract.  This paper provides an up-to-date survey of the main theoretical developments in autoregressive conditional duration (ACD) modeling and empirical studies using financial data. First, we discuss the properties of the standard ACD specification and its extensions, existing diagnostic tests, and joint models for the arrival times of events and some market characteristics. Then, we present the empirical applications of ACD models to different types of events, and identify possible directions for future research.     

No,I Do Belong: How Asian American and Asian Canadian Professionals Defy and Counter Workplace Racial Violence during COVID-19

We explore the different types of racial violence encountered by Asian American and Asian Canadians (whom we refer to as Asians) in the workplace during COVID-19 and how they respond. Using a grounded theory approach, we found that during the COVID-19 pandemic, Asians experienced different types of workplace racial violence, most of which manifested as microaggressions, including a revival of the yellow peril trope, physical manifestations of bordering behaviour, and identity denial. In some cases, manifestations of physical violence also emerged. The data revealed that Asians demonstrated various types of agentic responses to challenge and counter unwanted and incorrect identities conveyed by the racial microaggressions. We enhance theory by shedding light on the experiences of Asians whose voice has largely been ignored in the organizational literature. Our study draws together and contributes to the theory on racial violence and racialized identity by highlighting the different types of racial violence faced by Asians and exploring the challenges they encounter in the face of racial microaggressions. Finally, we discuss practical implications of our study results and offer insight into how organizations can help support their Asian employees.