SNS的精准商务传播模式研究

网络社会服务（SNS）是第二代互联网络（Web2.0）的一项重要应用。本文根据传统的网络传播模式并结合SNS平台中的信息传播者、受众、网络媒体、传播内容、传播环境的特征提出SNS的传播模式,并依据SNS的＂六度＂社会网络思想,通过分析国内典型的SNS网站归纳其主要的商务服务应用。SNS平台是实现精准网络营销的重要工具之一。     

论中国电信普遍服务规制体系的构建

电信普遍服务的内涵就是要对一个国家的所有公民提供有一定质量保证且支付得起的电信业务.电信普遍服务是电信产业规制的一个重要组成部分.本文根据中国电信产业的竞争格局以及普遍服务实施的现状,考虑到世界各国电信普遍服务规制的经验和模式,构建了中国电信普遍服务规制体系的基本框架.     

Front-running dynamics

We integrate a monopolist dual trader into a dynamic model of speculation. In static settings, [J.-C. Rochet, J.-L. Vila, Insider trading without normality, Rev. Econ. Stud. 61 (1994), 131-152] establish an irrelevance result—expected equilibrium outcomes are the same whether the monopolist speculator sees liquidity trade or not; and Roell [Dual-capacity trading and market quality, J. Finan. Intermediation (1990), 105-124] shows that with multiple speculators, dual trading benefits liquidity traders. In dynamic settings, these results are reversed: a front-running speculator exploits knowledge of future liquidity trade, extracting greater profits by smoothing profit extraction intertemporally. Front running introduces positive serial correlation to order flow. Accordingly, market makers discount past order flow in prices, but prices retain the martingale property.     

Cost-effective design of agri-environmental payment programs: U.S. experience in theory and practice

Key features of U.S. agri-environmental programs are reviewed and analyzed using literature review and program data. We focus, in particular, on several key questions: Has benefit-cost targeting increased the environmental benefit obtained from program budgets? Has competitive bidding reduced program costs? To what extent have these program designs resulted in additional gain (that would not have otherwise been obtained)? Previous research illustrates how benefit-cost targeting using environmental indices (such as the Environmental Benefits Index in the Conservation Reserve Program) can increase environmental cost-effectiveness. Previous research and data from two U.S. programs suggests that bidding has reduced costs, but that the full potential of bidding may not have been realized. Finally, most U.S. programs are intended to yield environmental gains that would not have otherwise been obtained, but sometimes fall short of this goal.     

Equilibrium asset pricing with systemic risk

We provide an equilibrium multi-asset pricing model with micro- founded systemic risk and heterogeneous investors. Systemic risk arises due to excessive leverage and risk taking induced by free-riding externalities. Global risk-sensitive financial regulations are introduced with a view of tackling systemic risk, with Value-at-Risk a key component. The model suggests that risk-sensitive regulation can lower systemic risk in equilibrium, at the expense of poor risk-sharing, an increase in risk premia, higher and asymmetric asset volatility, lower liquidity, more comovement in prices, and the chance that markets may not clear. We thank Michel Habib, José Scheinkman, Hyun Shin and two anonymous referees for their helpful comments. Jean-Pierre Zigrand is a lecturer in Finance at the LSE, and is the corresponding author. The authors would like to acknowledge financial support under the EPSRC Grant GR/S83975/01 at the Financial Markets Group, London School of Economics.     

中国企业成长的均衡性及其类型

越来越多的研究表明,企业的外部社会关系对内部创新活动产生巨大的影响,但对其影响机制的研究却非常缺乏。基于战略决策理论,本文以江苏省420家高科技企业为被试对象,对企业外部关系对内部创新活动的影响机制进行实证研究。结果表明,企业外部关系(产业外关系和产业内关系)通过影响战略决策过程(信息多样性、决策质量和战略创造性)对内部创新活动产生重要影响。     

Four Lessons Learned in How to Use Human Resource Analytics to Improve the Effectiveness of Leadership Development

The tools and methodologies being developed in the emerging field of human resource analytics can be used both to measure the impact of your organization's investment in leadership development and, perhaps more importantly, to improve the return on that investment. In particular, analytics can be used to move your organization beyond one‐size‐fits‐all competencies by identifying the unique leadership competencies that drive your organization's business results (sales, profits, and employee turnover). Your employee “engagement survey” is a powerful, but typically underutilized, tool for doing so. By linking it with other, disparate pieces of data (180/360 assessments, Learning Management System (LMS) records, turnover, and financial data), you create the foundation for understanding where leadership competencies explain variation (positive and negative) in your organization's business results. This, in turn, creates a strong evidence base for optimizing your leadership development strategy—and is done so using metrics and analysis, which is the language of CEOs and CFOs.