When Will Employees Embrace Managers' Technological Innovations? The Mediating Effects of Employees' Perceptions of Fairness on Their Willingness to Accept Change and its Legitimacy

Innovation researchers have thoroughly discussed how attitudes toward innovation influence people's intentions to use it. Most prior research tried to explore employees' acceptance of technological change through the lens of change initiators; however, using a manager's or the “great man's” perspective to explain change recipients' reaction to an innovation is indirect and peripheral. This paper argues that innovation should be studied directly from the perspective of change recipients, and that their perceptions of fairness in the wake of an innovation become a key factor in their willingness to accept it. More specifically, this paper argues that the recipients' fairness perceptions mediate the impact of innovation characteristics (operationalized as “usefulness” and “ease of use”) and implementation approach on their acceptance and belief in the legitimacy of the innovation. Two studies investigated the hypothesized mediating effects of procedural fairness/outcome fairness. The field study was conducted in a real‐world technological innovation setting, but raised questions about whether the causal effect of the mediating model really existed. The scenario study was conducted in a semi‐experimental condition which had high internal validity and guaranteed the cause–effect relation. Hence, the research design of the two studies complemented each other. The multiple regression analyses using the criteria proposed by Baron and Kenny were used to test the mediating models in the paper. Moreover, both Sobel tests and bootstrapping methods were used to guarantee that the mediating paths do exist among the independent variables, mediators, and the dependent variables. Both the field study and the scenario study showed that most of our hypotheses were supported, and change recipients had strong psychological reactions to the innovation and how the innovation was implemented in terms of fairness perceptions. Change recipients' perception of procedural and outcome fairness mediated the impact of innovation characteristics and implementation approach on their acceptance of the innovation and the perceived legitimacy of the innovation. The results disclosed that the change recipients' fairness perceptions were a key step for their sense‐making process of an innovation and its implementation. The results also indicated that studying change from recipients' perspective, as well as trying to understand their fairness perceptions, can broaden our knowledge about change. Other theoretical and practical implications were also discussed.     

Securities regulation and implicit penalties

The extant literature offers extensive support for the significant role played by institutions in financial markets, but implicit regulation and monitoring have yet to be examined. This study fills this void in the literature by employing unique Chinese datasets to explore the implicit regulation and penalties imposed by the Chinese government in regulating the initial public offering (IPO) market. Of particular interest are the economic consequences of underwriting IPO deals for client firms that violate regulatory rules in China’s capital market. We provide evidence to show that the associated underwriters’ reputations are impaired and their market share declines. We further explore whether such negative consequences result from a market disciplinary mechanism or a penalty imposed by the government. To analyze the possibility of a market disciplinary mechanism at work, we investigate (1) the market reaction to other client firms whose IPO deals were underwritten by underwriters associated with a violation at the time the violation was publicly disclosed and (2) the under-pricing of IPO deals undertaken by these underwriters after such disclosure. To analyze whether the government imposes an implicit penalty, we examine the application processing time for future IPO deals underwritten by the associated underwriters and find it to be significantly longer than for IPO deals underwritten by other underwriters. Overall, there is little evidence to suggest that the market penalizes underwriters for the rule-violating behavior of their client firms in China. Instead, the Chinese government implicitly penalizes them by imposing more stringent criteria on and lengthening the processing time of the IPO deals they subsequently underwrite.     

框架结构中混凝土强度与配筋的关系

结合实际工程的PKPM的电算过程，对框架结构中梁、板、柱各构件选用不同强度等级的混凝土和不同牌号的钢筋分别进行计算。通过将各种构件的计算结果进行对比分析可知，选用高级别的钢筋会明显降低钢筋的用量，同时各种构件的受力性能会随之发生变化。     

日本土地区画整理融资立法以及对中国的启示

中国建设用地整理融资滞后制约了建设用地整理的整体效益与规模,相关立法是规范、保障建设用地融资的基本要件。日本土地区画整理融资立法在规范体例、融资组织结构确立和融资模式设定上的经验,可为中国建设用地整理融资立法予以借鉴。应健全相关立法体系,确立符合国情的多元复合型建设用地整理融资结构,完善建设用地整理融资机构的职能。     

论螺杆空压机卸载故障处理方法

螺杆空压机以其稳定的工作性能是现在各行各业应用非常普遍的一种设备,使用中通过正确的操作方法和保养检修,可使机器达到理想的工作状态,但使用过程中难免会出现一些故障问题。这里主要针对螺杆空压机启动后,机器正常加载运行,但达到卸载压力时,机器不卸载问题进行研究。以便在以后的工作中可以快速修复该故障。     

农民资金互助合作社运行效率及影响因素研究

基于调研数据,使用数据包络分析方法对2010年至2015年江苏农民资金互助合作社的运行效率进行测算。结果表明,江苏农民资金互助合作社的运行效率处于较高水平,但逐年递减,纯技术效率较低是造成效率下降的主要原因。政策因素对农民资金互助合作社的规模效率影响较大。进一步的分析表明,发起人股权比重与互助金投放规模提高均会降低农民资金互助合作社的运行效率,而资产规模、市场份额、农业经济比重以及经济发展水平对效率均有促进作用。     

中国政府成本会计框架体系研究

政府成本会计的建设与实施是全面推进预算绩效管理、实现国家治理体系和治理能力现代化的内在要求.然而,目前我国尚未形成系统、规范的政府成本会计体系,政府成本的缺失无法有效满足政府绩效评价和管理决策的需求.本文在现有研究和实践经验的基础上,构建了政府成本会计的框架体系,对政府成本的合并处理进行了讨论和分析,并就现阶段政府成本会计改革的准备工作提出了具体建议,以期为我国政府成本会计的理论完善和实践应用提供参考.     

变压器绕组温升试验及其不确定度分析

本文介绍了变压器正常加载时的温升试验过程和相关事项，并对试验数据进行变压器温升的不确定度分析。     

Incentives to move up: Effects of pay gaps between levels on employee performance

Employees of a certain rank are motivated by the pay gap between them and the levels above (upward comparison), and the pay gap between them and the levels below (downward comparison). In some cases, employees face multiple upward comparisons such as immediate and subsequent upward comparisons. We hypothesise that upward comparison matters more than downward comparison, and in the case of multiple upward comparisons, the immediate one matters more than the subsequent ones. We also hypothesise that the pay gap effect resulting from the upward/downward comparison ought to be non‐linear in that performance increases with pay gap size at a decreasing rate. The results from two empirical studies, namely, a longitudinal field study and a laboratory experiment, largely support our hypotheses.