领导风格与员工工作态度——互惠和信任的中介作用的实证研究

互惠和信任是社会交换的普适准则。本文基于社会交换理论，以中国境内各类企业972位管理人员为样本，试图研究领导风格与员工工作态度之间的关系，尤其是组织与员工间的互惠和员工的组织信任在其中的中介作用。在初步研究的基础上，本文对变革型领导、事务型领导、广义互惠、平衡互惠、员工的组织信任、组织承诺和离职意愿各概念进行了系统的探索性分析和验证性分析，接着检验了这七个核心概念的区分效度。研究结论表明：（1）变革型领导不仅直接对员工的组织信任和组织承诺产生作用，而且通过组织对员工的广义和平衡互惠使员工产生对组织的信任，从而提高员工的组织承诺和降低员工的离职意愿；（2）事务型领导仅仅通过互惠对员工的组织信任和组织承诺产生作用；（3）广义互惠直接影响员工的组织承诺，平衡互惠通过组织信任影响员工的组织承诺。研究结论告诉我国企业领导者，首先，尽可能锻炼自己，努力成为变革型领导者。其次，要努力塑造互惠和信任的企业文化，并且特别着重于建设广义互惠的企业文化和制度环境。     

Asymmetric Network Interconnection

We develop a model of competition between interconnected networks,that allows for carriers to differ in size. Under two-partpricing, we show that because of asymmetry the larger network willalways prefer a reciprocal interconnection charge be set at cost.For sufficiently large asymmetry the smaller network will have thesame preference. Under the assumptions of our model a particularly simple regulation is optimal – if carriers cannot agree on the terms of interconnection, the larger carrier is entitled to select the access price which is then applied reciprocally.     

Social capital,user motivation,and collaborative consumption of online platform services

Collaborative consumption is broadly defined as sharing, obtaining, and giving access to products and services through peer networks online. As it is expected to resolve the societal and environmental problems, quite a few studies investigated consumers’ motivations that lead to positive attitudes and intention for collaborative consumption. This paper aims to study the determinants that motivate participants to perceive a positive attitude towards collaborative consumption focusing on three salient traits of social capital (shared goal, social interaction tie, and norms of reciprocity). The study found that social capital exerts a more substantial influence on intrinsic motivation (enjoyment and sustainability) than extrinsic motivation (economic benefit). The study also found that different social capital traits display different effects on motivation. In particular, the shared goal was a key determinant of both intrinsic and extrinsic motivation. And all three motivations positively affect collaborative consumption attitudes.     

Defining and Defending a Progressive Market Square: Bringing Institutionalist Development Discourse in Line with the Reality of Post-Soviet Transition Experiences

Abstract:

This article is a response to two crucial ideas about progressive institutional change: the first is J. Fagg Foster’s principle of “minimal social dislocation,” which asserts that socio-economic changes should be implemented gradually, to avoid unraveling the social fabric of the community; the second is Karl Polanyi’s principles of redistribution of rights and powers by relevant authorities and reciprocity, a symmetrical and highly personalized exchange system, which is likewise a protective mechanism that society employs against anonymity and disintegration brought about by unregulated market. Using lessons learned in the thirty-year transition to market in post-Soviet countries, this article argues that to commence progressive institutional change in the honesty- and transparency-resistant cultures of former Soviet states, impersonal exchange and impartial rule of law must be given far greater weight than personalization of contacts and continuation of cultural traditions.     

Subjective Performance Evaluations and Reciprocity in Principal–Agent Relations

We conduct a laboratory experiment with agents working on, and principals benefiting from, a real effort task in which the agents' performance can only be evaluated subjectively. Principals give subjective performance feedback to agents, and agents have an opportunity to sanction principals. In contrast to existing models of reciprocity, we find that agents tend to sanction whenever the feedback of principals is below their subjective self‐evaluations even if agents' pay‐offs are independent of it. In turn, principals provide more positive feedback (relative to their actual performance assessment of the agent) if this does not affect their pay‐off.     

Interlocked Village Markets and Trader Idiosyncrasy in Rural India

The role of traders and traditional exchange institutions has received little attention in empirical research on rural markets in developing countries. We use detailed data on transactions in a village commodity market in India and identify two observed anomalies: first, the repeal of the law of one price, and second, a trader‐idiosyncratic effect, namely that large volumes are sold to a trader who does not offer the best price. Econometric analysis demonstrates that trader idiosyncrasy can largely be explained by reciprocity motives in interlocked village markets. Reciprocity leads to market inefficiencies and can result in unexpected supply responses.     

不理想的信道互易性对波束成形技术的影响…

在无线通信系统中,基站可以根据信道互易性使用波束成形（Beam Forming）技术提 升系统性能。信道互易性的准确程度对性能是有影响的,因此需要对其分析以指导系统设计 。对长期演进（LTE）系统的互易性进行建模,指出了终端发送天线和接收天线数目的不对 称性,以及基站信道估计的误差对信道互易性的影响。通过数值仿真验证了不理想的信道互 易性使波束成形性能受到损失,并为系统改进提出思路。其结论容易推广到其他应用波束成 形的无线通信系统。     

论生态补偿机制及利益兼顾原则

维护生态平衡,必须妥善处理维护生态平衡与发展经济的关系,妥善处理相关各方面的经济利益关系,就要建立生态补偿机制;生态补偿机制大体上应当包括两个方面的内容:"对大自然的补偿"和"对人的补偿";建立生态补偿机制,必须贯彻利益兼顾原则,在充分揭示相关各方面切实存在的共同利益的前提下,通过采取科学的措施,充分保障相关各方面的正当权益,充分保障相关各方面的正常生存与发展.     

中国文化情境下包容性领导对员工敬业度的影响

包容性领导是一种当前备受关注的新型领导方式。本文通过对国内95家企业共665位员工进行问卷调查,主要考察包容性领导对员工敬业度的影响、组织认同的中介作用和平衡互惠的调节作用。研究结果显示：包容性领导显著正向影响员工敬业度;组织认同在包容性领导与员工敬业度之间起到中介作用;平衡互惠在组织认同与员工敬业度之间起到调节作用;并且平衡互惠正向调节组织认同对包容性领导与员工敬业度的中介作用。因此,企业应该采取开放包容的领导方式,通过提高员工的组织认同感,提升员工敬业度。     

如何理解真实世界中的人类行为——行为功利主义抑或互利主义之辨析

经济人源于功利主义哲学,功利主义目的是追求社会利益的最大化;但是,最大限度地扩大社会功利并不一定是互利的,基于行为功利主义的自利行为并不一定会和谐地实现。其实,现实世界的人具有不同于动物的社会性,其行为也与特定的环境有关,因而具有这样两个重要特点：一者,绝大多数人类行为是基于“为己利他”行为机理的互利主义而非个人利益最大化的行为功利主义;二者,现实社会中的人类行为具有圈层扩展的差序性特质而非经济人所假设的平面和机械的等序结构。