林权改革推进中农户林业合作经营的动因

集体林权制度改革后,小农户与大市场之间的矛盾,是我国林业发展的一个突出矛盾。要解决这一矛盾,提升农户进入市场的能力,需提高分散农户在林业经营中的合作程度。从内外两方面探究了农户林业合作经营需求产生的动因,认为合作需求的产生受农户自身内在驱动因素与外部环境推动因素的共同作用,政府在制定相关扶持政策时应以农户需求为基础,尊重农户意愿。     

制度环境与创业认知组态如何驱动不同模式创业

创新创业是推动我国经济转型升级与高质量发展的重要引擎。基于组态视角,整合管制、认知和规范3个制度环境层面前因条件,以及能力感知、机会识别和失败恐惧3个创业认知层面前因条件,以全球创业观察数据库中的51个国家为研究样本,采用模糊集定性比较分析法探讨影响不同创业模式的多重并发条件与因果复杂机制、不同经济体之间的创业模式差异及创业模式演化路径。研究发现：第一,生存型创业驱动机制可划分为制度环境缺失的能力驱动型模式、规范制度主导的机会识别型模式和制度环境缺失的风险承担型模式3种。第二,机会型创业驱动机制可划分为规范制度缺失的创业认知型模式、规范制度引导的机会识别型模式、认知制度支持的创业认知型模式和管制制度保障的能力机会型模式4种。其中,机会识别是驱动机会型创业的关键条件,管制、认知和规范三维制度之间存在替代效应,可以推动高机会识别群体选择机会型创业。第三,要素驱动型经济体以生存型创业为主,部分国家推动机会型创业;效率驱动型经济体同时发展生存型创业和机会型创业,创新驱动型经济体高度重视机会型创业。在此基础上,构建路径选择—模式演化—经济体转型研究框架,为推动生存型创业向机会型创业演化进而向创新驱动型经济体转型升级、助推经济高质量发展提供理论指导和实践启示。     

Generational Gap： Intrinsic （Non-monetary） Versus Extrinsic （Monetary） Rewards in the Workforce

Traditionally, organizations assume that compensation/pay and monetary benefits are what all employees need to work harder, be productive, or remain with the company. According to Abraham Maslow, within every person is a hierarchy of five needs： physiological needs, safety needs, social needs, esteem needs, and self-actualization needs Organizations must be able to identify what employees desire to secure optimum performance and to meet the needs of both employees and employers. This research focuses on the generational gap and the significance of intrinsic and extrinsic rewards in the workforce. The purpose and objective of this research are to test the significance of monetary versus non-monetary rewards among the different generations in the organization. A self-designed questionnaire distributed to a multi-generational group of employees of selected organizations was used to collect the analyzed data. Sixty-five （65%） responses were obtained. Secondary data were used to elucidate the needs in this area of study. Because the workforce is predicted to become more diverse in terms of age, organizations will be unlikely to implement one set of rewards for the multiple generations. This is due to the differing expectations and requirements among the generations. However, the results indicate no significant difference in monetary versus non-monetary rewards among the different generations in the workforce.     

How entrepreneurs recognise entrepreneurial opportunity and its gaps: a cognitive theory perspective

ABSTRACT

Previous studies have verified the relationship between entrepreneurial opportunity recognition and performance. However, the influences of a perceived gap between entrepreneurial opportunities before and after launching a new venture have been neglected. This study applied the partial least square method to analyse the entrepreneurial behaviours and performance of 214 Taiwanese new ventures, and adapted the bootstrap re-sampling method for estimating the variables. The empirical results showed that entrepreneurial resource and entrepreneurial alertness significantly influence the perceived opportunity, while the entrepreneurial resource significantly affects the actual opportunity. The results further demonstrated that both the perceived opportunity and actual opportunity considerably influence new venture performance. This study offered a research framework to better understand the cognition path of entrepreneurial opportunity, and suggested the factors affecting the recognition of perceived opportunity by longitudinal method can be further evaluated. To improve performance, entrepreneurs should enrich entrepreneurial resources and allocate them appropriately, and heighten and maintain their alertness to reduce the perceived gap arising from recognising entrepreneurial opportunities.     

逻辑学视角下创业机会概念的跨学科研究

创业机会作为创业领域的核心概念至今模糊不清,严重阻碍了创业理论与实践的发展。在系统总结现有相关知识的基础上,采用更加科学的方法进一步明确创业机会的概念已成为当下最迫切的需求。通过搜集到的122篇国内外相关重要文献,在对其理论基础、研究设计、分析技术、变量测量等理论方法,以及机会的本质属性、前因变量、结果变量、调节变量等相关主题进行全面细致梳理的基础上,采用逻辑学理论分析方法对创业机会概念的内涵与外延进行了深入研究。研究结果对先前相关研究不仅提供了佐证而且进行了修正。最后指出了研究的不足之处,并指明了后续研究方向。     

Does it pay firms to register for taxes? The impact of formality on firm profitability

This paper estimates the impact of registering for taxes on firm profits in Bolivia, the country with the highest levels of informality in Latin America. A new survey of micro and small firms enables us to control for a rich set of measures of owner ability and business motivations that can affect both profits and the decision to formalize. We identify the impact of tax registration on business profitability using the distance of a firm from the tax office where registration occurs, conditional on the distance to the city center, as an instrument for registration. Proximity to the tax office provides firms with more information about registration, but is argued to not directly affect profits. We find tax registration leads to significantly higher profits for the firms that the instrument affects. However, we also find some evidence of heterogeneous effects of tax formality on profits. Tax registration appears to increase profits for the mid-sized firms in our sample, but to lower profits for both the marginal smaller and larger firms, in contrast to the standard view that formality increases profits. We show that owners of large firms who have managed to stay informal are of higher entrepreneurial ability than formal firm owners, in contrast to the standard view (correct among smaller firms) that informal firm owners are low ability.     

大学生社会创业动机结构研究

随着全球性社会创业的蓬勃兴起和我国构建和谐社会理念与实践的深入发展,在大学生就业形势日益严峻的形势下,大学生开展社会创业,对于缓解就业压力、解决社会民生问题、构建和谐社会都具有重要的现实意义。文章基于全国466名大学生社会创业者调查数据,对大学生社会创业动机的结构进行了实证分析。探索性因子分析结果表明:大学生社会创业动机有利他动机和利己动机。利他动机包括公共利益承诺、公平正义、奉献精神三个维度,利己动机包括成就导向和控制导向两个维度。验证性因子分析结果表明:进一步证实了大学生社会创业动机五因素结构模型。研究结果可用于我国大学生社会创业动机的测量,并为今后大学生社会创业动机与各种前因后果变量的相关研究提供定量分析基础。     

Career mentoring in context: A multilevel study on differentiated career mentoring and career mentoring climate

This study explores how supervisor career mentoring contributes to contemporary organizational career development, which strives to foster employees' promotability while strengthening their intention to stay. Specifically, we focus on the implications of career mentoring in team contexts. Applying a multilevel framework, we distinguish between individual‐level differentiated mentoring (i.e., an employee's mentoring perceptions as compared to those of other team members) and group‐level career mentoring climate (i.e., the average perception across all group members). In a workplace setting, we collected data from vocational job starters (N ranged from 230 to 290) and their company supervisors (N ranged from 56 to 68). We find that career mentoring climate positively relates to promotability, more so than differentiated career mentoring. Both career mentoring climate and differentiated career mentoring are positively related to the intention to stay. At the individual level, this relationship is mediated by job satisfaction. We discuss theoretical and practical implications of differentiated and group‐level mentoring.     

Antecedents and Employee Outcomes of Line Managers' Perceptions of Enabling HR Practices

To learn more about the role of line managers in the implementation of HR practices, we propose and test a model of line managers' perceptions of enabling HR practices on the one hand and employee outcomes on the other. In a field study of 89 line managers and 631 employees, we observed that the relationship between line managers' perceptions of enabling HR practices and employees' intrinsic motivation, affective organizational commitment, and turnover intention was mediated by employees' perceived supervisor support. Line managers' perceptions of enabling HR practices, in turn, were predicted by line managers' perceived quality of the HR training they received. Theoretical and practical implications and directions for future research are discussed.     

零售连锁特许体系加盟商加盟动机之实证研究

作为逐渐被国内尤其是中大型零售企业所采用的连锁特许经营方式,现有研究往往立足于企业总部缘何采用连锁经营,却很少关注加盟商加入连锁经营体系的动机为何。本文在文献探讨的基础上推导出加盟商可能的加盟动机,并从已有的连锁体系形成理论中寻找相应的理论支持,并以广州地区某现代连锁便利店为对象进行实证研究。数据表明,获得加盟总部的商标品牌、降低资讯成本和交易成本是现有加盟商加入便利店连锁体系的动机。