An empirical approach to the organisational determinants of spin-off creation in European universities

Given the importance in recent years of the phenomenon of academic entrepreneurship in European universities, knowledge about determinants and performance of this technology transfer mechanism may have important managerial and policy implications. Applying the resource-based view at universities, we have tested the influence of five bundles of resources and capabilities on spin-off activity rates as well as on the performance of new spin-offs in a sample of seven European universities. These five bundles are: technology transfer policies and strategies; human capital; stock of technology; resources and capabilities of technology transfer offices; and support measures for academic entrepreneurship. Our results show that excellence of human capital and the presence of university-based financial support measures are strongly associated with both spin-off activity and performance. Another interesting finding is related to the availability of university-based non-economic support measures (training, counselling, etc.), which have no influence on spin-off activity but are significantly associated with performance of new spin-offs. We also discuss some interesting relationships between explanatory variables.     

Leveraging green HRM for firm performance: The joint effects of CEO environmental belief and external pollution severity and the mediating role of employee environmental commitment

The topic of green human resource management (HRM) has drawn increasing attention of HRM scholars in the past decade. Recent research has called for more studies to identify the antecedents of green HRM used in organizations and explore the mediating mechanisms through which green HRM is related to performance outcomes. This study represents an effort to address these research needs by examining the joint effects of chief executive officer (CEO) environmental belief and external pollution severity on the use of green HRM and testing the mediating role of employee environmental commitment in the relationship between green HRM and firm performance. Drawing upon data collected from multiple sources (i.e., survey data from chief executive officer (CEOs), chief financial officers (CFOs), HR managers and employees, and archival data from government statistics), we found that CEO's environmental belief is significantly related to the use of green HRM, especially for companies operating in locations with severer pollution. Green HRM in turn has a positive relationship with the firm's environmental and financial performances via employee commitment to the environment. The findings highlight the often-overlooked role of in the strategic HRM literature pertinent to environmental management and clarify the antecedents and influential mechanisms of green HRM at the firm level of analysis. We also discuss theoretical and practical implications in this study.     

Testing for the shape parameter of generalized extreme value distribution based on the L_q-likelihood ratio statistic

This paper studies the applications of extreme value theory on analysis for closing price data of the Dow-Jones industrial index and Danish fire insurance claims data. The generalized extreme value (GEV) distribution is considered in analyzing the real data, and the hypothesis testing problem for the shape parameter of GEV distribution is investigated based on a new test statistic—the $L_q$ -likelihood ratio ( $L_q$ R) statistic. The $L_q$ R statistic can be treated as a generalized form of the classical likelihood ratio (LR) statistic. We show that the asymptotic behavior of proposed statistic is characterized by the degree of distortion $q$ . For small and modest sample sizes, the $L_q$ R statistic is still available when $q$ is properly chosen. By simulation studies, the proposed statistic not only performs the asymptotic properties, but also outperforms the classical LR statistic as the sample sizes are modest or even small. Meanwhile, the test power based on the new statistic is also simulated by Monte Carlo methods. At last, the models are diagnosed by graphical methods.     

延长退休年龄能降低个人账户养老金的财政补助吗？

本文运用精算模型发现,当女性退休年龄延长至60岁,2039年及以前个人账户养老金的财政补助较现行政策下降0.3%至9.83%,但2040年及以后上升0.44%至4.67%;当男女退休年龄延长至65岁和60岁,2037年及以前财政补助较现行政策有所降低,但2038年及以后不断提高;当男女退休年龄均延长至65岁,2040年及以前财政补助较现行政策有所减少,但2041年及以后不断增加;即使改变任一参数设置,类似情况仍会出现。所以,延长退休年龄只能减少25至28年个人账户养老金的财政补助,之后政府负担逐年加重。     

提升中国制造业企业能力的路径研究

如何获取和保持持久竞争优势是企业面临的实际问题?能力是推动企业发展的重要支撑物,而中国制造企业正因低能力梯度而陷入发展的困境。分析指出,只有合理有效地发展企业能力才能进一步推进企业发展,并基于企业能力发展过程的分析探讨了能力发展的实现路径。     

就业与工资关系的两种不同理论比较研究

就业与工资的关系问题是宏观经济学研究的重要问题。作为劳动力资源丰富的发展中国家,我国就业与工资变动关系存在一定的特殊性。同时,经济学说史上各种关于就业与工资关系理论及其长期变动规律的认识并不统一,马克思主义经济学与西方经济学之间、西方经济学内部各流派之间都存在着争论。因此,梳理及比较马克思主义经济学和西方经济学的就业与工资关系理论,对正确理解我国就业与工资关系及其变动规律,指导制定宏观调节政策,有着重要的意义。     

环境保护、可持续发展与绿色金融体系构建

近年来,绿色金融成为了国内外金融界研究的重要课题之一,其本质在于正确处理金融业与环境保护、可持续发展的关系。目前随着我国环境保护意识的增强,绿色金融理念在中国得到了推广,要在中国成功发展绿色金融,必须以可持续发展观为指导,从树立绿色金融理念、加强制度建设、创新绿色金融产品、强化绿色信贷机制、支持环保企业直接融资等方面积极构建绿色金融体系。     

股权分置改革效应模型及实证分析

Based on the sample of 939 Chinese listed companies in the 40 former reformed batches, this paper investigates the effect of Chinese split share structure reform and its impact factors. First, considering Chinese split share structure reform as an event, an effect model is set up by means of the event study method, which takes abnormal return rate as a basic indicator to measure the reform effect. Further, in order to look for the impact factors on the reform effect, the empirical comparing analysis for different batches, different trading posts and different boards are done. These results show that the reform has positive effects on Chinese stock market and increases value of the listed companies. There is higher transformable return rate in the reform batches which include more Chinese listed companies with high quality performances. The shareholders who are in Shenzhen Stock Exchange market get higher transformable return rate than the shareholders who are in Shanghai Stock Exchange market. SME board has higher transformable return rate than the main board.     

团队科学创造力的提升需重视团队成就目标导向——被调节的中介效应

基于创造力成分等多维理论,构建以团队反馈寻求行为为中介变量,团队凝聚力为调节变量的被调节的中介效应模型,以期深入解释创新团队成就目标导向如何影响其团队科学创造力。基于129个理工科大学生科技创新团队数据,研究结果表明,团队学习目标导向和团队表现目标导向分别与团队科学创造力有显著的正向和负向关系;团队反馈寻求行为在团队成就目标导向与团队科学创造力间起部分中介作用;团队凝聚力负向调节团队反馈寻求行为与团队科学创造力间的关系,并弱化了团队成就目标导向通过团队反馈寻求行为对团队科学创造力的间接影响。结论对提高科技创新团队科学创造力有一定指导价值。     

边际工资补贴对区域经济的影响

The main research of this paper is the regional effects of marginal wage subsidies. Some regional economic issues are discussed such as production scales, operating profits, industry distribution, and expenditure distribution across the rich and poor regions. It is proven that, marginal wage subsidies improve the employment and raise the industrial share of the poor region, but meanwhile the expenditure share in the rich region increases for marginal wage subsidies. It is also showed that, the relationship between the effectiveness of marginal wage subsidies and the level of openness to trade is ambiguous when the wage level is very high, however, if the wage level is low enough thus marginal wage subsidies can cause relatively large employment increase, marginal wage subsidies cooperating with freer trade policy would be more effective.