技术联盟企业间联合行动对企业创新绩效的影响

基于社会认同理论类化-认同-比较分析框架,将技术联盟中的企业联合行动、关系认同和知识多样性引入企业创新绩效反应机制,构建联合行动、关系认同和知识多样性三因素交互调节模型,探讨企业创新绩效生成机制。运用428份水环境治理企业调研数据进行实证分析,结果表明：联合行动正向影响企业创新绩效;关系认同正向调节联合行动对企业创新绩效的影响;企业间知识多样性正向调节关系认同在联合行动共同问题解决与企业创新绩效间的调节效应,即在企业间高知识多样性下,提高关系认同可以强化共同问题解决与企业创新绩效之间的关系;而企业间知识多样性对关系认同在联合行动共同认知与企业创新绩效间的调节作用不显著。     

Organizational patterns of economies: an ecological perspective

A complex adaptive systems paradigm can be used to abridge theorizing in ecological and economic sciences. The paper discusses economic flows, connectivity and stability from the perspective of theoretical ecology. The global economy, by analogy with ecosystems, appears to self-organize as an ascendent system: most of the world trade is done among the tiny fraction of technologically advanced countries and trade interaction strength exhibits a power law with exponential decay. Small world behavior and preferential attachment characterizes interactions among economic agents. Industrial economies and the world economic system as a whole appear to evolve towards the ‘maximum power’ efficiency. Development that fosters efficiency in the maximum power sense (all the world becomes industrialized) implies a trade-off in socio-economic diversity, and may be antithetical to the stability of the global economy. If we take an ecological perspective, then the problem of global development does not reside in the realm of technology or global governance. It boils down to the question of required natural balance in living systems, the balance between organized complexity and overhead, the harmony between efficiency and adaptability.     

Is there a “true” diversity?

Jost [Jost, L., 2006. Entropy and diversity. Oikos, 113: 363-374.] recently discussed Hill's [Hill, M., 1973. Diversity and evenness: a unifying notation and its consequences. Ecology, 54: 427-431.] effective number of species and concluded by naming it the “true” diversity. In this note we comment on parts of Jost's work and argue that the true diversity is not what the name suggests.     

Loving Diversity/Controlling Diversity: Exploring the Ambivalent Mobilization of Upper‐Middle‐Class Gentrifiers,South End,Boston

This article centers on a group of upper‐middle‐class gentrifiers living in a neighborhood in the South End of Boston, and their complex attitude towards diversity. I use data from my fieldwork in the South End, based on ethnographic observation and 77 interviews with residents active in local organizations, such as neighborhood associations. These residents explicitly stress their endorsement of diversity, in terms of class, race, but also sexual orientation, and their commitment to maintaining it. I examine the meaning they give to this principle, the actions they take in its name and the kind of relations they establish with those ‘others’ who embody such diversity. I argue that the gentrifiers' love of diversity, which cannot be reduced to sheer hypocrisy, is intrinsically linked to their capacity to control it, thus shedding light on the changing definition of social distinction in upper‐middle‐class culture.     

Safeguards for enhancing ecological compensation in Sweden

Ecological compensation (EC) is being explored as a policy instrument for the European Union’s ‘No Net Loss of Biodiversity and Ecosystem Services’ initiative. EC is commonly associated with the Polluter-Pays Principle, but we propose the Developer-Pays Principle as a more comprehensive principle. Safeguards that are relevant to local and national contexts are needed when addressing social-ecological resilience in the face of risks associated with EC. The operationalisation of EC in Sweden is assessed through two case studies: the E12 highway and Mertainen mine. The institutional design and implementation procedures are investigated through semi-structured interviews as well as an analysis of legal and other written documents. Using a multi-level governance framework, we examine four key disputed issues within compensation. Our results suggest that (i) Risk of a license-to-trash can be minimised; (ii) Complementary quantitative and qualitative ecological valuation methods are needed to achieve additionality and No Net Loss; (iii) Compensation pools may be a promising strategy to secure land availability; and (iv) Social safeguards are vital for EC in high-income countries as well, where they are currently understudied. We conclude that EC cannot be the main instrument for nature conservation, but rather complementary to a strong legal framework that protects biodiversity and ecosystems in addition to the sustained and equitable benefits of ecosystem services.     

Relative arbitrage in volatility-stabilized markets

Summary. We provide simple, easy-to-test criteria for the existence of relative arbitrage in equity markets. These criteria postulate essentially that the excess growth rate of the market portfolio, a positive quantity that can be estimated or even computed from a given market structure, be sufficiently large. We show that conditions which satisfy these criteria are manifestly present in the U.S. equity market. We then construct examples of abstract markets in which the criteria hold. These abstract markets allow us to isolate conditions similar to those prevalent in actual markets, and to construct explicit portfolios under these conditions. We study in some detail a specific example of an abstract market which is volatility-stabilized, in that the return from the market portfolio has constant drift and variance rates while the smallest stocks are assigned the largest volatilities. A rather interesting probabilistic structure emerges, in which time changes and the asymptotic theory for planar Brownian motion play crucial roles. The largest stock and the overall market grow at the same, constant rate, though individual stocks fluctuate widely.We are indebted to Adrian Banner and Constantinos Kardaras for several helpful discussions; in particular, the computation of (4.27) is due to Adrian Banner. We are also grateful to Professors Chris Rogers and Marc Yor for their expert advice on the subject of planar Brownian motion, and to Professor Peter Bank for an observation that helped us correct an error in an earlier version of the paper.This revised version was published online in January 2005 with corrections to the Cover date.     

Minority membership on boards of directors: the case for requiring pictures of boards in annual reports

Affirmative action and diversity continue to be contentious issues in the United States. Financial markets are still reeling from the effects of Enron, WorldCom and other corporate exemplars of corruption and malfeasance. The role of the board of directors in these scandals is the subject of serious and ongoing concern. Weak and/or ineffectual boards are often the consequences of “old-boy networks” and a lack of diversity in membership. This research study argues for an increased presence of gender and race diversity on boards of directors. Empirical evidence is presented that shows a significant increase in the presence of ethnic minorities and females when pictures of board members are included in annual reports. We suggest that requiring pictures of board members in annual reports and regulatory filings would result in a larger presence for gender and race diversity on boards of directors. This requirement is not a significant burden and merely represents compliance with the spirit and intent of the “full disclosure” principle.     

Why diversity management fails: Metaphor analyses unveil manager attitudes

Through analysing managers’ use of metaphorical images, this study is the first to reveal negative stereotyping of a senior hospitality workforce. In-depth analyses indicate that age discrimination exists towards seniors; managers seem to be biased. Some have positive experiences with a senior workforce, but when it comes to recruiting new employees, younger people are the first choice. There is a coexistence of positive and negative attitudes, where negative attitudes cohere with traditional stereotypes of ageing individuals in the society. This underlying prejudice is probably one of the reasons why diversity management, in terms of age diversity, has failed in the Norwegian hospitality industry.     

Managing language barriers in the workplace: The roles of job demands and resources on turnover intentions

Immigrants are a considerable growing segment of the hospitality workforce, but with an overwhelming majority of immigrant workers having limited English speaking abilities, hospitality managers are often challenged with communication barriers. The purpose of the current study was to examine the influence of managers’ communication satisfaction with limited English speaking employees on three work-related outcomes that can be influenced by working with limited English employees: role ambiguity, role conflict, and turnover intentions. A survey was completed by 130 hotel and lodging managers. The results of a mediation model showed that satisfaction with the quality of communication with limited English speaking employees reduced role ambiguity and role conflicts, which led to lower turnover intentions. Managers’ turnover intentions are not necessarily a direct effect of the communication quality with their limited English speaking subordinates, but due to the job demands that manifest in an environment with communication barriers, such as confusion and conflicting misunderstandings.