CLOSED FORM PRICING FORMULAS FOR DISCRETELY SAMPLED GENERALIZED VARIANCE SWAPS

Most of the existing pricing models of variance derivative products assume continuous sampling of the realized variance processes, though actual contractual specifications compute the realized variance based on sampling at discrete times. We present a general analytic approach for pricing discretely sampled generalized variance swaps under the stochastic volatility models with simultaneous jumps in the asset price and variance processes. The resulting pricing formula of the gamma swap is in closed form while those of the corridor variance swaps and conditional variance swaps take the form of one‐dimensional Fourier integrals. We also verify through analytic calculations the convergence of the asymptotic limit of the pricing formulas of the discretely sampled generalized variance swaps under vanishing sampling interval to the analytic pricing formulas of the continuously sampled counterparts. The proposed methodology can be applied to any affine model and other higher moments swaps as well. We examine the exposure to convexity (volatility of variance) and skew (correlation between the equity returns and variance process) of these discretely sampled generalized variance swaps. We explore the impact on the fair strike prices of these exotic variance swaps with respect to different sets of parameter values, like varying sampling frequencies, jump intensity, and width of the monitoring corridor.     

Corporate recidivism in emerging economies

Prior research on corporate misconduct pays extensive attention to single misconduct behaviors. However, little research has addressed recidivism – the repeated behaviors of corporate misconduct. Based on institutional theory and using the context of emerging economies where recidivism plays a considerable role, we propose the path dependency of corporate recidivism and suggest that three influential factors exist: internal preconditioning, inter‐organizational imitation, and the prevailing external evaluation. Our event history analysis of 1,036 listed companies in China over the period 2001–2008 statistically confirms our hypotheses. We conclude the paper by outlining the implications for both theory and practice.     

Open Market Operation Effectiveness in China

This paper examines the effectiveness of target rate guidance in open market operation by the central bank in China (PBOC). We find that target rate change in open market operation is effective in adjusting the short-term Treasury rates. The target rate changing direction is more effective than the target rate changing level. There is no significant asymmetry in the effectiveness between the target rate increase and target rate decrease. We also document that the effectiveness of the target rate is conditional on liquidity operation of the same direction, especially when they both aim to loosen the monetary policy. Furthermore, consecutive operations with higher intensity appear to be more effective in adjusting the market interest rate.     

分类管理应同社会组织功能相匹配

历史上形成的社会组织存在类型部门化、部门本位化、目的差异化、管理碎片化等缺陷,在一定程度上影响了政府管理的成效和社会组织的发展。为此,需选择中国社会组织一致性管理分类的元政策,运用法人分类、经济性分类、慈善免税分类等综合技术,构建社会组织正向功能与政府分类管理技术的匹配模式。     

Does A Trusted Leader Always Behave Better? The Relationship Between Leader Feeling Trusted by Employees and Benevolent and Laissez-Faire Leadership Behaviors

Journal of Business Ethics - The concept of feeling trusted, which has received far less attention from researchers than trusting, refers to the trustee’s awareness of trustor’s exposed...     

谈大学生心理控制源和职业自我效能感对 职业成熟度的影响

本研究主要考察心理控制源对大学生职业成熟度的影响,以及职业自我效能感在其中起到的调节作用。通过运用心理控制源问卷、职业成 熟度量表和职业自我效能感量表对大学生进行施测,结果得到:第一，职业成熟度、职业自我效能感和心理控制源及其三个维度两两之间呈显著正相关 关系；第二，心理控制源的三个维度均可显著正向预测职业成熟度；第三，职业自我效能感在心理控制源与职业成熟度之间的调节效应达到边缘显 著,但在内控型、有势力的他人和机遇三因子与职业成熟度之间并不存在调节效应。职业自我效能感在心理控制源与职业成熟度之间的调节效应达到 边缘显著,但在内控型、有势力的他人和机遇三因子与职业成熟度之间并不存在调节效应。     

Employee well-being attribution and job change intentions: The moderating effect of task idiosyncratic deals

We developed and tested a research model in which employee well-being human resource (HR) attribution differentially influences the intention to change jobs across organizations (i.e., external job change intention) versus that within the same organization (i.e., internal job change intention). Furthermore, we posited that task idiosyncratic deals (I-deals) moderated the relationships between employee well-being HR attribution and external and internal job change intentions. Results indicated that employee well-being HR attribution was negatively related to external job change intention, but positively related to internal job change intention. Further, task I-deals significantly moderated the relationships between employee well-being HR attribution and external and internal job change intention. Specifically, employee well-being HR attribution played a less important role in reducing external job change intention when task I-deals were high rather than low. On the other hand, high task I-deals significantly strengthened the positive relationship between employee well-being HR attribution and internal job change intention. Our study extends the careers literature by differentiating the impact of employee well-being HR attribution on job change intentions within an organization compared with that across organizations and the important role of supervisors in enhancing or mitigating these effects.     

以廉政勤政简政为指引全面提升政府公信水平

近年来,我国政府公信力建设取得了巨大的成就,但也存在政策之间的协调性和行政体制的结构矛盾十分突出、政府公共服务和信息公开不能满足民众要求等问题. 要全面提升政府公信水平,就要深化行政体制改革,建立政府信用水平评价体系,推进政府信息透明化,完善政府对自身债务的管理,积极引导网络舆情.     

Input use under cost-of-production crop insurance: Theory and evidence

There have been a number of previous studies that examined the effects of yield- or revenue-based crop insurance products on input use of farmers. However, no study has specifically investigated the input use impacts of a cost-of-production (COP) crop insurance policy, even though this type of crop insurance is the predominant one used in several other countries outside of the United States (such as the Philippines and China). This article aims to theoretically and empirically examine the effect of a COP crop insurance product on farmers’ chemical input use. Our theoretical model suggests that the effect of COP insurance on input use can either be positive or negative, with the resulting impact depending on the strengths of (a) the traditional moral hazard effect of insurance (i.e., an input use decreasing effect); versus (b) the marginal incentives to apply more inputs due to input levels being the main determinant for expected indemnity amounts in this type of insurance (i.e., an input use increasing effect). A survey data set from corn farmers in the Philippines is then used to empirically illustrate how a particular COP insurance product influences input use in a real-life context. In this case, we find that COP insurance increases the use of chemical inputs (e.g., fertilizers and total chemical expenditure), implying that the positive marginal incentive to apply more inputs dominates the negative moral hazard effect.