理性选择向非理性选择转化的行为分析

本文针对不确定条件下的人类选择行为提出一个新的可供研究的观点:人的非理性选择在很大程度上是由理性选择转化而来的。文章首先简要评说了早期行为经济学的动物实验和认知心理学,认为人的选择行为是理性和非理性的同构;继而,通过解析丹尼尔·卡尼曼等人创立的前景理论所蕴涵的理性向非理性选择转化的思想,构建了这种转化的抽象模型;最后,作为对本文分析观点的一种联系实际的论证,研究了金融市场中的非理性选择以说明这种转化现象的客观存在。本文的分析可视为对行为经济学非理性选择理论之深邃见解的一种挖掘。     

财政分权与地方政府行为异化

作为财政体制改革的后果,财政分权导致政府间财政竞争,并改变了财政均等状况。中国国情的特殊性,尤其是官员委任制以及以经济增长为核心的地方政府官员政绩考核体系,使得政府间财政竞争更易导致地方政府财政支出结构呈现结构性扭曲。因此,制订合理的政绩考核标准,并相应调整财政体制是规范地方政府行为的当务之急。     

旅游者自主性非生态行为的心理学分析与治理对策

在国内外的旅游过程中，我国旅游者往往有较多不道德、低素质行为发生，不仅损害了景区和其他旅游者的利益，也抹黑了我国形象，已成为社会普遍关注的问胚。对旅游者自主性的非生态行为进行了分类研究，并利用心理学与行为学的理论与方法，分析了旅游者做出此类行为的心理因素和外部因素，进而结合游客管理的知识提出了相应的治理对策。     

国家出口退税行为的理论分析

本通过建立国家层次出口退税行为的概念模型，指出政府退税行为主要受该国财政经济政策目标、财政承受能力、税收征管水平、出口商品的性质、国际市场竞争状况以及国际惯例的约束等六个因素的影响，政府在综合考虑以上因素后，将确定本国的理想退税模式。     

Organizational resources enabling service responsiveness: Evidence from Greece

This article examines the implementation of relationship marketing strategy based on a sample of business-to-business firms operating in Greece. Organizational resources, including a focus on learning and flexibility/adaptation in strategic planning, are demonstrated to be antecedents of effective relationship marketing strategies. The possession of these resources lead to superior customer performance (as measured by customer satisfaction and loyalty) and, ultimately, superior financial performance (as measured by profit levels, profit margin, and ROI). Our results provide support for the development of organizational resources that foster and enable relationship marketing in business-to-business environments since such resources are linked with improved firm performance.     

Risk Aversion,Uncertain Information,and Market Efficiency

Abstract. We reexamine and extend tests of the uncertain information hypothesis (UIH) proposed by Brown, Harlow, and Tinic (1988, 1993). We find that their empirical results are sensitive to the sampling procedure employed and that their particular methodology does not sufficiently distinguish between event and nonevent periods. When the sampling procedure is modified to identify only relatively large, isolated events, the test results generally do not support the UIH. Instead, significant price shocks are consistently followed by short-lived price reversals. We observe this behavior following positive and negative events regardless of whether the event is classified as risk increasing or risk decreasing.     

Collectivist values for learning in organizational relationships in China: the role of trust and vertical coordination

Partners must engage in integrative interaction in order to combine diverse expertise and experiences into effective learning. Results from 103 pairs of customer and supplier organizations in China indicate that trust and vertical coordination are useful ways to characterize this integrative interaction and together they promote learning. Structural equation analysis suggests that collectivist but not individualist values are important foundations for integrative interaction between partners that result in learning. These findings were interpreted as reaffirming the value of effective relationships for coordination between partners and suggesting that collectivist values can be a source of effective organizational relationships.     

An investigation into the mediating role of cross-functional coordination on the linkage between organizational norms and SCM performance

Organizational norms as a set of embedded values and beliefs have long been recognized in literature to provide norms that bind individuals into collectivities. Drawing on resource dependence and relational marketing theories, the present study specifies five organizational norms: cooperative, cross-functional information sharing, intraorganizational knowledge sharing, participative culture and mutual trust for supporting cross-functional coordination in supply chain management (SCM). These organizational norms are examined in terms of the mediating role of cross-functional coordination for the relationship between organizational norms and supply chain performance. Analyses of data from a survey of high-tech firms in the U.K. substantiate that organizational norms impact on both supply chain responsiveness and firm performance through cross-functional coordination as a mediator. The implications of the positive effect of organizational norms on SCM performance are discussed for theory, practice and research.     

Involving suppliers in product development: Insights from R&D directors and project managers

While there is increasing evidence that involving suppliers in new product development (NPD) is important, and for many firms even inevitable, there is also evidence that not all such efforts are successful. Firms aiming at implementing this strategy effectively have to pay close attention to several contingency factors on the organizational level and properly manage supplier involvement on the project level. The exploratory case study research underlying this article explores key issues to be considered when involving suppliers in NPD and the counter measures they can take. Our research shows that companies differentiate between so-called “know-how” and “capacity” projects, and that they manage them differently. Furthermore, this research shows that firms outside the automotive and high-tech manufacturing industries are likely to intensify supplier involvement in the future.     

The interactive effects of organizational and leadership career management support on job satisfaction and turnover intention

In the organizational career management literature, scholars have focused on career management policies, with little attention given to practices that can vary within organizations. And despite its recognized importance, research on the role of leaders in the career management process is also scant. In this study, we investigate the effects of career management practices (OCPs) and leadership career support (LCS) on employee attitudes. Grounded on coping theory, we propose that career support received from line managers can be particularly consequential when OCPs are lacking. We analyze the moderating effects of LCS on the relationship between OCPs and both job satisfaction and turnover intention in a sample of employees from a large Brazilian organization, applying multiple regression analyses. Results showed that OCPs and LCS are positively related to job satisfaction and that OCPs are negatively related to turnover intention. In addition, we confirmed that LCS moderates the relationship between OCPs and both job satisfaction and turnover intention. Finally, we observed that the relationship between OCPs and turnover intention is mediated by job satisfaction. Theoretical and practical implications are discussed.