对逃离“北上广”的思考

2010年伊始,随着＂国十一条＂等调控政策的正式实施,＂高烧＂不退的楼市终于开始降温。上海楼市1月成交量低迷,一手房成交面积为近6年来的倒数第二,冰冻指数堪比历年楼市最惨淡时期。但年轻人＂逃离北上广＂的暗潮却汹涌,他们与其在＂北上广＂当＂蚁族＂,不如退居二线城市发展。＂逃离北上广＂的潮流显示出：中国的未来已被房价所劫持。     

What makes a physician revenue cycle tick

Hospitals should boost the revenue cycle performance of acquired physician practices by: Effectively assimilating the physician practice into the overall organization. Standardizing revenue cycle processes, policies, and tools between the hospital and physician practice. Enhancing physician/patient scheduling policies and procedures. Regularly auditing physician documentation and periodically comparing hospital charges against practice charges. Improving procedures for responding to denials.     

Existence of equilibria for economies with externalities and a measure space of consumers

Summary. This paper considers an exchange economy with a measure space of agents and consumption externalities, which take into account two possible external effects on consumers preferences: dependence upon prices and dependence upon other agents consumption. We first consider a model with a general externality mapping and we then treat the particular case of reference coalition externalities, in which the preferences of each agent a are influenced by prices and by the global or the mean consumption of the agents in finitely many (exogenously given) reference coalitions associated with agent a. Our paper provides existence results of equilibria in both models when consumers have transitive preferences. It extends in exchange economies the standard results by Aumann [2], Schmeidler [16], Hildenbrand [12], and previous results by Greenberg et al. [11] for price dependent preferences, Schmeidler [17] for fixed reference coalitions and Noguchi [15] for a more particular concept of reference coalitions. We also mention related results obtained independently by Balder [4].Received: 25 May 2004, Revised: 19 October 2004, JEL Classification Numbers: D62, D51, H23. Correspondence to: Bernard CornetThis paper has benefited from comments and valuable discussions with Erik Balder, Stefan Balint, Jean-Marc Bonnisseau, Alessandro Citanna, Gael Giraud, Filipe Martins-da-Rocha, Jean-Philippe Médecin, Jean-François Mertens, Nicholas Yannelis and an anonymous referee.     

Appearance-based Sex Discrimination and Stereotyping in the Workplace: Whose Conduct Should We Regulate?

Court treatment of sex discrimination and harassment claims based on appearance and gender stereotyping has been inconsistent, particularly where the facts involve reference to sexual orientation. Ironically, court willingness to allow such claims may turn on the choice of verbal or physical conduct by, or the sex or sexual orientation of, the alleged offenders. Because plaintiffs in such situations may assert retaliation claims to increase their chances of prevailing, employers should focus less on regulating aspects of personal appearance unrelated to job performance and more on problematic reactions by co-workers. Workplace civility policies may hold promise for limiting both legal liability and practical consequences in the absence of a legislative response.

HRM and the legitimacy market

This article develops and proposes the concept of the legitimacy market as a counterpoint to the product market in strategic FIRM analysis and practice. It is driven by three major concerns. First, in much of the contemporary literature, internal efficiency pursuits and product market equirements appear to be the dominant reference points in HRM analysis and practice. Criteria of environmental legitimacy are scarcely recognized.

Second, despite the many claims that HRM is novel and distinctive, there appears to have been little social science development in the field of HRM. Third, the dominance of the strategic management paradigm in HRM has obscured the distinctiveness of HRM in organizations, especially its role in reflecting the external social and cultural environment. These concerns are addressed through the concept of the legitimacy market. The concept, it is argued, should help to conceptualize and analyse more effectively the environmental determinants of HRM, in particular culture and ideology, as well as suggesting alternatives for practitioners to follow. The core proposition upon which the article is predicated is that legitimacy and efficiency are the two central concerns of management.     

Post-9/11 Backlash in the Workplace: Employer Liability for Discrimination against Arab- and Muslim- Americans Based on Religion or National Origin

In the wake of the September 11, 2001 terrorist attacks, discrimination and violence directed toward American immigrants in general, and Arab- and Muslim-Americans in particular, increased markedly. Yet, despite a November, 2001 joint initiative undertaken by the EEOC, the Justice Department, and the Labor Department to increase sensitivity to and combat instances of potential discrimination or harassment against individuals who are—or are perceived to be—Muslim, Arab, Afghani, Middle Eastern, or South Asian, EEOC charge statistics for workplace discrimination claims involving religion, ethnicity, national origin, and citizenship indicate that the reported incidence of such conduct has continued to increase. This paper examines recent federal court cases that involve employment discrimination claims by Arab- and Muslim-Americans at both the trial court and appellate court levels to identify problematic fact patterns that may give rise to employer liability and to better understand judicial treatment of the legal issues when such cases are taken up on appeal. Management guidance for reducing potential liability when such situations arise in the workplace is developed based on recent findings in the case law. Analogous international implications are also discussed.     

Familiarity breeds growth: The impact of factional ties on local cadres’ economic performance in China

Some attribute China's rapid economic growth to a cadre promotion system that rewards economic performance. Others argue that political promotion in China hinges on factionalism. Extant empirical studies often assume that performance can be measured independently from the effect of factionalism. We test the validity of this assumption by examining whether local cadres’ economic performance would change as a result of losing vertical ties to a higher authority. We find an immediate increase in the growth rates of local GDP and government revenue. However, the performance change is mediated by the type of succeeding leaders, as it occurs only under locally promoted leaders who have existing ties with the local cadres. We further examine various channels through which a leader's insider status may affect local economic performance and find that newly appointed outsider leaders would cut fiscal transfers to the local level, which may explain the drop in their short‐term performance.