The Effect of Initial Endowments in Experimental Auctions

We report the results of an experiment designed to test whether initial endowments affect value estimates elicited from experimental auctions. Comparing bids for one unit of a good, two units of a good, and a second unit of a good when endowed with the first unit, we find that willingness to pay for the second unit of a good is, on average, as much as 75% higher when endowed with the first unit. We go on to advance two theories that could potentially reconcile our results with neoclassical consumer theory.     

良序社会与正义的稳定性

如何维护正义局面的稳定性一直是诸种正义理论面临的一个难题。维护正义的稳定性最重要的是要解决正义的相互性问题和缓解正义的愤恨。在良序社会中，不仅有以法律为代表的良好的正义制度，也具有良好的道德秩序，人们拥有充足的正义感。因此，良序社会概念不仅对于从规范性角度解决正义的稳定性有效，也对从正义秉性的结构性角度解决正义的稳定性有效。由于正义客观条件的存在，虽然良序社会不可能根除正义的脆弱性，但它的确在很大程度上促进了正义的稳定性。克服了正义的脆弱性。     

论我国承认与执行“一带一路”国家民商事判决的制度完善

在“一带一路”合作推进过程中,与贸易有关的法律纠纷在所难免,完美地解决贸易法律纠纷势必涉及承认与执行他国法院判决的问题。本文探讨了我国与沿线国家之间关于外国民商事判决的承认与执行的完善路径,通过与沿线国签订相关的双边条约、积极参与国际公约和区域性公约的制定、完善国内立法以及借鉴《选择法院协议公约》的规定等,以期在“一带一路”进程中进一步提升司法合作,促进“一带一路”合作的顺利进行。     

Searching for a balance: work–family practices,work–team design,and organizational performance

The crucial impact of work–family issues on employee's well-being has been recognized and responded with a variety of research in field of organizational behavior. However, few studies examine the impact of how work–family practices affect productivity at firm-level. Following the research stream of strategic human resource management, we proposed that work–family may form the norm of reciprocity, which is a more sophisticated and more critical, internal social-structure component to enable organizational performance. We also examine the contingent effect, work–team structure – on the extent to which the work–family practices are appreciated by employees – and then create complementarities. We conduct a longitudinal study and utilize a data set of 204 Taiwanese public-traded firms to test our hypotheses. The results show that, contrary to our prediction, utilizing work–family practices does not have a significant positive impact on organizational productivity. However, the most important finding of this study is that there are synergies between work–family practices and work–team design on organizational productivity. Work–team design is an important situation in which the returns of work–family practices can be enhanced.     

Psychological contracts and reciprocity: a study in a Finnish context

Existing research has demonstrated how the norm of reciprocity operates as a general principle in exchange relationships. However, limited explicit theoretical and empirical attention has been paid to its role in the functioning of the psychological contract. Using a sample of Finnish public sector employees, this study investigated the impact of perceived employer fulfilment of psychological contract on employee perceptions of the form of reciprocity underlying the exchange relationship. The potential mediating role of the reciprocity perceptions between perceived contract fulfilment and its outcomes (affective commitment, continuance commitment and intention to leave) was also examined. The results show that perceived employer fulfilment is positively associated with employee perceptions of the generalized form of reciprocity, and negatively with perceptions of the balanced form of reciprocity. Further, perceptions of generalized reciprocity were found to mediate the relationship between perceived contract fulfilment and affective commitment and intentions to leave the organization. Results and implications are discussed.     

我国房地产市场和股票市场关系的实证研究

运用单位根检验、协整检验、格兰杰因果关系检验、脉冲响应分析和方差分解等方法对我国房地产市场和股票市场的相互关系进行实证研究。研究发现,二者存在正向的相互影响、相互促进的关系。     

高等教育质量建设中高校与社会互动机制研究

在高等教育质量建设过程中,高校、政府是主导,社会是高等教育的承接者和受益者,三者对高等教育各有诉求。高校、政府和社会的良性互动是实现高等教育质量提升的有效路径,而良性互动的形成重在互动机制的建立。     

Theorizing Chinese Employment Relations Comparatively: Exchange, Reciprocity and the Moral Economy

This paper contrasts the socio-cultural systems underpinning employment relations in the West and in the Overseas Chinese case. The analysis centres on the norm of reciprocity which, whilst taken as a universal phenomena, exhibits significant cross-cultural variation. Western employment relations are characterised by a model of impersonal rational economic exchange in which individuals engage in a utility calculus. Chinese employment relations remain more fully embedded in the wider socio-cultural system of which reciprocity is a vital and integral part. Employment relations are sustained by a personalistic tacit moral order. The implications for managing employment relations in changing and multi-cultural situations are discussed. The sustainabilty of the different employment relations systems are also discussed.     

The Behavioral Foundations of Retaliatory Justice

Synopsis Norms of positive and negative reciprocity constitute important constraints that affect human behavior. While much attention has been devoted to the economics of reciprocity in cooperation, the stylized fact that humans have a natural predisposition towards negative reciprocity and retaliation has received little consideration in the literature. In this study we investigate the behavioral foundations of retaliatory justice by considering the conditions under which norms of retaliation may constitute instruments for promoting desirable cooperation. The results suggest that human instincts for revenge may an important ingredient for the sustainability of peaceful social behavior.JEL classification: K10, D70, C7, Z13     

Imperfections and Shortcomings of the Stakeholder Model’s Graphical Representation

The success of the stakeholder theory in management literature as well as in current business practices is largely due to the inherent simplicity of the stakeholder model––and to the clarity of Freeman’s powerful synthesised visual conceptualisation. However, over the years, critics have attacked the vagueness and ambiguity of stakeholder theory. In this article, rather than building on the discussion from a theoretical point of view, a radically different and innovative approach is chosen: the graphical framework is used as the central perspective. The major shortcomings of the popular stakeholder framework are systematically confronted with the graphical scheme to illustrate their visual impact. The graphical illustrations of the imperfections help explain the sometimes-oversimplified generalisation inherent to every graphical model. They also make some interrelationships easier to understand. The analysis demonstrates that, with the tacit but implicit acceptance of simplification of the discussed explanatory elements, Freeman’s framework remains a rather good approximation of reality. Only a few minor changes to the stakeholder model are consequently proposed.