论中国的跨国兼并审查——兼评西方对中国《反垄断法》的观点

美国和欧盟有非常成熟的兼并审查制度。2008年中国的《反垄断法》正式实施,其受到了西方的广泛关注。中国的兼并审查在实体标准和程序机制与美国和欧盟既相似,又有区别。由于中国的历史、目标和当前的问题明显不同于美国和欧盟,因此《反垄断法》在审查兼并所考虑的因素方面已超出了兼并的竞争效果的范围,而包括了兼并对"竞争者"和"国民经济发展"的影响。国际社会应给予中国发展和完善反垄断法的空间,使中国能够在不对国际商业施加负担的情况下实现其特有的目标。对于兼并审查的程序,中国应考虑发展和明确申报体系中有关"控制"的标准,并在条例中规定下来,使其更加可行,以达到在不对国家主权造成侵害的前提下减少对跨国兼并威胁的目的。     

Validez y confiabilidad de la escala de justicia organizational de Niehoff y Moorman en población mexicana

The objective of this research was to perform the adaptation to Spanish of the organizational justice scale of Niehoff and Moorman (1993) focused on measuring three factors of justice: distributive, procedural and interactional. The method used to adaptation the scale consisted of eight stages: translation of the items by reverse translation method, validation by judges, scale integration, application of the scale to a sample of 1296 workers (45.45% female and 54.6% male), items analysis, reliability analysis, construct validity using confirmatory factor analysis and structural equation analysis, and integration of the adapted version of the scale. The results confirm the three-dimensional factor structure of the scale: distributive justice, procedural and interactional, with high internal consistency which ensures the psychometric quality of the scale.     

企业薪酬战略引发的一些不公平问题探讨

如何制定有效的薪酬政策和合理的薪酬水平是组织人力资源战略的重中之重。本文着重从企业薪酬战略引发的一些问题着手,通过公平理论进行深入研究和分析,并提出解决方案。     

Can usefulness of performance appraisal interviews change organizational justice perceptions? A 4-year longitudinal study among public sector employees

This large-scale longitudinal study examined the hypothesis that the experienced usefulness of performance appraisal interviews affects justice perceptions and that changes in work life contribute to this effect. Our findings from 6592 employees who were nested in 1291 work groups over a 4-year period and who at baseline had not applied for a performance appraisal interview support this prediction. Specifically, the results of multilevel regression analyses showed that interviews that were experienced as useful improved justice perceptions significantly. In contrast, when the interviews were experienced as unhelpful, the impact on justice perceptions was negative. Furthermore, during negative changes in work life, useful interviews were especially important in helping prevent the deterioration of justice perceptions. The implications for organizational justice and the usefulness of the performance appraisal are discussed.     

Perceived fairness,decision control,and commitment in international joint venture management teams

Previous research examining the effectiveness of international joint ventures (IJVs) has focused on differences in the backgrounds and bargaining power of IJV parent firms, while little attention has been given to the IJV itself. This study takes a different perspective by examining the relationship between IJV parent firms and the IJV. Specifically, we examine how IJV and parent involvement in strategic decision‐making influences the IJV management team's commitment to the IJV and to the parent firms. We hypothesize that the IJV management team tends to be more committed to the IJV than to the parent firms, and that there is a strong positive relationship between procedural justice, strategic decision control, and organizational commitment. A field study involving 51 IJVs supported our hypotheses. We discuss the implications of organizational commitment and procedural justice for managing IJVs. Copyright © 2002 John Wiley & Sons, Ltd.