Consistency between Sakernas and the IFLS for Analyses of Indonesia’s Labour Market: A Cross-Validation Exercise

This article assesses the consistency between Indonesia’s National Labour Force Survey (Sakernas) and the Indonesia Family Life Survey (IFLS) for analyses of the country’s labour market. I show that Sakernas and the IFLS depict different levels of and changes in labour-market indicators. My estimates of the labour-force participation model, the sector-choice model, and the Mincer model are all statistically different between the two surveys, although the magnitudes are similar for labour-force participation and sector choice. The IFLS shows a much higher return to education than Sakernas, according to the Mincer model. In addition, I find that the cross-sectional sample of the IFLS and the panel sample of the IFLS corrected for attrition yield similar coefficient estimates from all equations. The findings in this article provide an important reference for researchers interested in using Sakernas and the IFLS—either individually or combined—to analyse labour-market issues in Indonesia.     

Driving force from authorities: the evolution of innovation system for biomedical industry in China

Over the past 30 years, China has fully exploited its advantage to steadily foster an innovation system for the biomedical industry with Chinese characteristics, that is, ‘Government-guided, resource-integrated and long-term planning.’ The system originated from historically famous ‘863 program’ in the 1980s, evolved with a series of favourable policies in the different periods, and eventually has taken shape in the industrial clusters across the country. It features with a systematic and integrated R&D infrastructure (or public platform) at different levels. In this study, China’s biomedical innovation system will be examined and the leading role of Chinese authorities will be explored from the perspective of Triple Helix theory. As the ‘highland of innovation’, Shanghai case is highlighted with plentiful information gathered from primary sources in the involved agencies for the first time, including the Shanghai Biopharma Service Platform.     

论我国实行强制性环境责任保险制度的可行性——以环境责任保险制度的发展演进为视角

近年来,我国经济的高速发展带来了大量的社会问题,日益严重的环境污染问题就是其中之一。为了治理环境污染,提高污染企业的环境保护意识,我国于20世纪90年代初开始试行环境责任保险,经历了从任意性责任保险到强制性责任保险的发展历程,发展思路和模式也逐渐清晰,当前已经具备构建强制性环境责任保险制度的基本条件。实行强制性环境责任保险与企业社会责任理念相契合,投保环境责任保险是企业承担社会责任的方式之一。近年来我国政府相继出台了一系列推进强制性环境责任保险制度发展的规定,为制度构建奠定了政策基础。2014年4月24日新修订的《环境保护法》第52条明确规定国家鼓励投保环境强制责任保险,为制度构建提供了法律依据。我国在船舶油污损害强制责任保险和交强险方面的立法和实践可以为制度构建提供参考,同时在保险模式选择上可以借鉴西方国家成熟的环境责任保险制度。     

基于OID编码体系的汽车电子标识编码应用研究

本文为了解决物联网所连接对象的多样性带来的标识体系存在不兼容、相互矛盾的问题，基于车联网RFID汽车电子标识的使用特点，创造性地提出将OID编码和汽车电子标识编码相结合的方案。首先简单介绍了基于发证机构及时间和基于汽车VIN码的两种OID编码规则；然后提出了OID编码在汽车电子标识芯片中的规划，主要是内存分配方案；最后介绍了相应区域的读写操作的具体方法。     

Credit card cash‐out as informal financing: Evidence from China

Using a proprietary account‐level database from a commercial bank in China, we document that credit card holders can ease their credit constraints through the practice of cash‐out based on bogus transactions using credit cards. We find that such behaviour might be beneficial to both cardholders and banks. First, we find that a 1% increase in the cumulative number of credit card cash‐out transactions lowers the probability of default by 9.59%. Second, for private businesses, a 1% increase in the number of abnormal cash‐out transactions lowers overdue risk by 13.45%. Third, by lowering the overdue risk, the card‐issuing bank earns a larger profit. Our results are consistent with the notion that unconventional credit card cash‐out can mitigate the extent of capital misallocation in emerging markets.     

大数据驱动下京津冀区域社会信用体系合作治理模式创新研究

信用经济作为市场经济的重要基础,已成为我国社会治理中的关键问题.大力发展京津冀区域社会信用体系建设,是改善京津冀市场经济状况的必然产物.随着大数据时代的到来,传统信用体系显然已无法满足"新基建"技术背景下区域发展的需要,亟须开拓社会信用治理创新模式.本文首先诠释了大数据、社会信用体系及信用治理模式理论内涵及实践应用;其次揭示大数据驱动下京津冀区域社会信用治理面临的问题及其成因;再次对比国内外社会信用治理模式,借鉴相关经验,指出合作治理创新模式是大数据驱动下京津冀区域社会信用体系建设的时代选择;最后,提出京津冀区域社会信用合作治理的具体路径,以改善营商环境,快速推动区域经济可持续发展.     

自然灾害背景下农村金融消费者权益保护问题探讨

目前，农村金融消费者权益保护工作力量薄弱，自然灾害对农村金融消费者影响较大；同时，金融产品设计对农村金融消费者权益保护考虑不足。为保护农村金融消费者权益，并最大限度地规避自然灾害给农户带来的经济损失，应循序渐进、阶段性地推动金融消费立法，完善农村金融服务体系，构建农村金融消费者自然灾害权益保护机制，开展针对农村金融消费者的常态化宣传教育活动。     

Labor Unions and Forms of Corporate Liquidity

We examine how the presence of labor unions affects a firm's choice of corporate liquidity between bank lines of credit and corporate cash holdings. We find that firms in industries with higher unionization rates hold a higher fraction of corporate liquidity in the form of bank lines of credit. We divide the firms into sub‐groups and find that this positive relationship holds for firms that are not in a state with right‐to‐work legislation and for firms that are financially constrained. Our findings are consistent with the hypothesis that a firm chooses the forms of corporate liquidity to take advantage of the bargaining benefits associated with bank lines of credit.     

绿色创新生态系统生成机制研究

推动绿色创新生态系统生成是区域经济高质量发展的重要举措。通过分析绿色创新生态系统内涵和结构，基于超循环理论，探讨绿色创新生态系统生成过程，并利用江联重工集团案例分析，明确绿色创新生态系统形成动力要素。结果表明：绿色创新生态系统具有绿色发展性、生态性、动态演化性、高风险性和复杂性特征；绿色创新主体之间的相互作用关系，催生共生竞合、动态演化的超循环，而超循环体系能够加强绿色创新主体相互作用，推动绿色创新生态系统生成；资源配置与匹配效应、环境规制与市场导向、用户交互与敏捷响应、共生竞合与跨界整合是绿色创新生态系统生成的重要驱动因素。     

Selecting people based on person‐organisation fit: Implications for intrateam trust and team performance

Teamwork is widely adopted in organisations. Although much evidence indicates that using person‐organisation (P‐O) fit as a selection criterion benefits individual employees, little is known about how this practice influences team functioning. Drawing on the input‐mediator‐outcome model and the research on value congruence, this study built and tested a model that links P‐O fit in recruitment to work teams' performance. Based on data collected from team members, team leaders, human resources managers, and chief executive officers in 96 firms, we found that P‐O fit in recruitment had a positive relationship with team performance and that intrateam trust mediated the relationship between P‐O fit in recruitment and team performance. Further, this mediated relationship existed only when the organisation had a weak, rather than strong, respect‐for‐people culture. This study contributes to the P‐O fit and team literature and has practical implications for human resources practices and team management.