结构嵌入、动态能力与组织绩效:一个混合模型

供应链企业对外部关系网络的结构性嵌入，有利于其获取更多异质性资源，这为组织绩效提升奠定了基础。在构建结构嵌入、动态能力与组织绩效关系混合模型的基础上，实证检验了结构嵌入对组织绩效的影响。研究结果表明：结构嵌入与组织绩效间存在显著的倒“U”型关系，即结构嵌入具有“拐点”效应，过高水平的结构嵌入不利于组织绩效提升；环境动态性在结构嵌入对组织绩效的影响中发挥有中介的调节作用；学习能力和创新能力在结构嵌入对组织绩效的影响中存在有调节的中介效应。     

管理层权力、并购效率与股价崩盘风险

本文聚焦中国A股上市公司,取2007-2016年为主要的窗口期间,通过样本研究,对管理层权力与股价崩盘风险的关系进行实证检验.进一步地,本文以商誉及对应的商誉减值构建并购效率的衡量指标,将其作为调节变量对管理层权力与股价崩盘风险的关系进行深度探讨.通过模型构建、回归与分组统计,本文得到三个方面的结论.第一,管理层权力的增大对股价崩盘风险具有正向推动作用;第二,上市公司高溢价确认商誉后又大额计提减值,会降低并购效率,进而触发股价崩盘风险;第三,并购效率的提高,会使管理层权力与股价崩盘风险正相关的显著性得以抑制.     

基于信息辅助块稀疏贝叶斯学习的直扩通信窄带干扰抑制

现有基于Nyquist-Shannon采样定理的窄带干扰(Narrowband Interference,NBI)抑制方法存在应用受限于采样率较高的问题。应用压缩感知(Compressive Sensing,CS)理论解决上述问题，利用NBI在频域表现出的块稀疏特性以及直接序列扩频(Direct Sequence Spread Spectrum,DSSS)信号的类噪声特性，提出了基于块稀疏贝叶斯学习(Block Sparse Bayesian Learning,BSBL)框架的DSSS通信NBI抑制模型。实现干扰抑制后，利用传统的CS重构算法实现DSSS信号的压缩域解调。为进一步提高算法性能，将NBI稀疏分块的块内自相关矩阵建模为单位矩阵，提出了信息辅助BSBL(Aid BSBL,ABSBL)算法，设计了基于ABSBL的DSSS通信NBI抑制算法。该算法在保持较好NBI抑制性能的条件下，提高了运算效率并且不依赖NBI的稀疏结构。仿真验证和对比分析结果表明，所提方法能够有效抑制DSSS通信中的NBI，在干扰强度相同的条件下，NBI带宽越小、压缩率越大，算法对NBI的抑制性能越好。     

空间目标的联合矩阵束极点估计

极点作为谐振区雷达目标的最主要电磁特性，具有很大的空间目标识别前景。但是在使用频域观测数据提取目标极点时，存在虚假极点和估计精度问题。针对上述问题，首先通过加窗和截断改进了后时响应信号的获取流程，抑制了虚假极点影响；然后采用最小描述长度法（MDL）估计极点个数，避免了定阶错误引起的虚假极点；最后采用联合矩阵束法估计极点，有效减少了单角度数据估计极点时存在的遗漏极点和虚假极点问题。FEKO软件验证表明，所提算法具有更高的精度和抗噪能力。     

Impact of Decision Rules and Non-cooperative Behaviors on Minimum Consensus Cost in Group Decision Making

Group Decision and Negotiation - In group decision making, it is sensible to achive minimum consensus cost (MCC) because the consensus reaching process resources are often limited. In this...     

Aid,policies and growth: a nonlinear reassessment

ABSTRACT

The association between foreign aid and growth has been controversial for decades and the evidence is quite mixed with results sensitive to data samples and modelling approaches. We reassess the relationship between aid, policy and growth implementing a novel semiparametric estimation method that allows for nonlinearities and controls for endogeneity. The results show that the aid-policy-growth relationship is complex. Aid inflows do not seem growth-enhancing, except at very high levels (above 7% of Aid/GDP), whereas the effect may arrive with a lag at lower levels. Policy improvements are positively correlated with growth at high policy levels (above the median value) but better policies do not increase aid effectiveness.     

Economic burden associated with inadequate antidepressant medication management among patients with depression and known cardiovascular diseases: insights from a United States–based retrospective claims database analysis

Abstract

Aims: The current study examined the association between insufficient major depressive disorder (MDD) care and healthcare resource use (HCRU) and costs among patients with prior myocardial infarction (MI) or stroke.

Methods: This was a retrospective study conducted using the MarketScan Claims Database (2010–2015). The date of the first MI/stroke diagnosis was defined as the cardiovascular disease (CVD) index date and the first date of a subsequent MDD diagnosis was the index MDD date. Adequacy of MDD care was assessed during the 90 days following the index MDD date (profiling period) using 2 measures: dosage adequacy (average fluoxetine equivalent dose of ≥20?mg/day for nonelderly and ≥10?mg/day for elderly patients) and duration adequacy (measured as the proportion of days covered of 80% or higher for all MDD drugs). Study outcomes included all-cause and CVD-related HCRU and costs which were determined from the end of the profiling period until the end of study follow-up. Propensity-score adjusted generalized linear models (GLMs) were used to compare patients receiving adequate versus inadequate MDD care in terms of study outcomes.

Results: Of 1,568 CVD patients who were treated for MDD, 937 (59.8%) were categorized as receiving inadequate MDD care. Results from the GLMs suggested that patients receiving inadequate MDD care had 14% more all-cause hospitalizations, 4% more all-cause outpatient visits, 17% more CVD-related outpatient visits, 13% more CVD-related emergency room (ER) visits, higher per patient per year CVD-related hospitalization costs ($21,485 vs. $17,756), higher all-cause outpatient costs ($2,820 vs. $2,055), and higher CVD-related outpatient costs ($520 vs. $434) compared to patients receiving adequate MDD care.

Limitations: Clinical information such as depression severity and frailty, which are potential predictors of adverse CVD outcomes, could not be ascertained using administrative claims data.

Conclusions: Among post-MI and post-stroke patients, inadequate MDD care was associated with a significantly higher economic burden.     

How do leaders' perceptions of organizational health climate shape employee exhaustion and engagement? Toward a cascading-effects model

Although researchers and practitioners increasingly focus on health promotion in organizations, research has been mainly fragmented and fails to integrate different organizational levels in terms of their effects on employee health. Drawing on organizational climate and social identity research, we present a cascading model of organizational health climate and demonstrate how and when leaders' perceptions of organizational health climate are linked to employee well-being. We tested our model in two multisource studies (N_{Study 1} = 65 leaders and 291 employees; N_{Study 2} = 401 leader–employee dyads). Results showed that leaders' perceptions of organizational health climate were positively related to their health mindsets (i.e., their health awareness). These in turn were positively associated with their health-promoting leadership behavior, which ultimately went along with better employee well-being. Additionally, in Study 1, the relationship between perceived organizational health climate and leaders' health mindsets was moderated by their organizational identification. High leader identification strengthened the relationship between perceived organizational health climate and leaders' health mindsets. These findings have important implications for theory and practice as they show how the dynamics of an organizational health climate can unfold in organizations and how it is related to employee well-being via the novel concept of health-promoting leadership.