创新政策工具组合、创新能力与创新绩效研究

基于2008-2018年我国内地30个省市面板数据，采用面板固定效应模型分析创新政策工具及其交互项对创新能力及创新绩效的影响。结果发现：①供给型和环境型创新政策均有利于促进技术创新能力提升和创新数量增长，需求型创新政策对创新能力及创新绩效的影响均不显著；②需求型、环境型和供给型创新政策两两交互项能够显著提高基础创新能力和技术创新能力，并显著增加创新数量，但对创新质量均呈显著负向影响；③需求型与供给型以及需求型与环境型创新政策组合功能呈协同互补性特征，供给型和环境型创新政策组合功能呈竞争性特征；④基础创新能力在创新政策工具对创新质量的影响中发挥完全中介作用，技术创新能力在创新政策工具对创新数量的影响中发挥完全中介作用。     

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.     

跨界高端颠覆性创新模式研究：理论与案例验证

克里斯坦森的颠覆性创新理论旨在解释具有很强技术创新能力的企业顷刻间衰败的颠覆性现象。然而，现有颠覆性创新理论认为，颠覆性创新都是低端的，难以解释智能手机、固态硬盘等高端颠覆现象。通过研究固态硬盘对机械硬盘高端颠覆的案例发现：①导致行业领先企业市场地位更替的新技术，都应该被视为是颠覆性创新，而不应以技术是否具有低端属性作为判断依据；②现有理论认为，颠覆性技术首先来源于行业内部，忽略了技术创新的行业相对性，一个行业的既有技术可能对其它行业产生颠覆性效应；③外部行业企业通过外部技术对原有行业进行颠覆，这种颠覆往往表现为高端颠覆。     

中国省域科技特派员制度实施绩效评估

2016年5月《国务院办公厅关于深入推行科技特派员制度的若干意见》发布实施，但其实施效果如何有待验证。构建科技特派员制度实施绩效评估指标体系，利用改进熵值法和官方统计数据，对中国省域科技特派员制度实施绩效进行实证评估，并对评估结果进行聚类分析。结果表明，中国大多数省份科技特派员制度实施绩效水平较低；根据实施科技开发项目、形成利益共同体、服务农民情况、推广服务和扶贫成效5个绩效评估维度，可以将中国内地31个省份划分为5种类型；即使是总绩效水平较高的地区，在科技特派员制度实施绩效方面也存在一些短板。     

Immigrants’ net direct fiscal contribution: How does it change over their lifetime?

Life-cycle direct public fiscal contributions and transfers are studied using longitudinal income tax data from 1982 to 2016 and administrative files for immigrants landed in Canada from 1980 to 2016. Relative to a comparison group comprising the Canadian-born and immigrants landed before 1980, immigrants since 1980 have a lower average net direct fiscal contribution (NDFC) during their working years due to their lower taxes and social security contributions but a higher average NDFC after 65 years of age because of reduced public pension eligibility and entitlement. Immigrants who landed at younger than 19 years old have much higher direct fiscal contributions than other age-at-arrival groups and reach their peak of contributions around 10 years earlier in life than other age-at-arrival groups. Immigrants whose age at arrival is above 65 have a less negative average NDFC than other age-at-arrival groups over the above-65 life cycle. These life-cycle age𠄁at-arrival trajectories are stable for immigrants in different landing cohorts. We apply the life-cycle estimates to project the present discounted value of lifetime NDFCs for immigrants who landed in 2016. For each landing age group, refugees and family class immigrants have negative or zero average present values of life-cycle NDFCs, much below that of economic immigrants.     

Different forms of corporate philanthropy,different effects: A multilevel analysis

This study investigates how different types of corporate philanthropy impact employees' life satisfaction. Grounded in signaling theory, we explore and clarify the nuances among three types of corporate philanthropy values: the absolute value of corporate philanthropy, the value of a firm's corporate philanthropy relative to its past level, and the value of corporate philanthropy relative to the firm size. Results of multilevel analyses on a large scale sample with 218 firms and 2,261 employees at two time points reveal that: the absolute value of corporate philanthropy positively influences employees' life satisfaction; the value of a firm's corporate philanthropy relative to its past philanthropy negatively impacts employees’ life satisfaction; and the value of corporate philanthropy relative to the firm size positively affects employees' life satisfaction. The results indicate that the influences of corporate philanthropy on employees' life satisfaction vary depending on the evaluation benchmarks. Firms may benefit by taking their size and past philanthropy into consideration when making corporate philanthropy investment decisions.     

The effects of COVID-19 containment measures on the Asia-Pacific region

As the COVID-19 pandemic spread across the world, governments introduced significant containment measures to control the spread of the virus. In this paper, we leverage inputs from IMF desk economists to construct a novel narrative index of containment measures for 11 countries in the Asia-Pacific region. A key innovation in our index is that it distinguishes between economic sectors (services, industry, retail), thus providing a more granular view of restrictions related to economic activity. Using this index, along with other high-frequency data, we find that containment measures have been successful in reducing the spread of the virus (though with some heterogeneity) but have also been associated with large short-term economic costs. Furthermore, exploiting the granularity of our index, we find that differences in strategies across countries regarding the closing of the industrial sector have mattered: imposing less severe restrictions on industry has been associated with lower economic costs without leading to worse health outcomes, possibly reflecting the less contact intensive nature of industrial activity.