Perceived incentives to transdisciplinarity in a Japanese university research center

As a method of investigating complex socially relevant phenomena, transdisciplinary research (TDR) is gaining increasing centrality as a model of knowledge production. However, it is being discouraged by a scientific reward system based on disciplinary logic. The disincentive is even stronger for junior scholars who should be developing the capabilities necessary for achieving long-term scientific excellence.Building on theories of the coordination of scientific communities and using the case of a research center of Kyoto University investigating the boundary between cell and material sciences, we aim to disentangle the interplay between institutional incentives and intrinsic motivation in the prioritization of TDR over monodisciplinary research.We find that, despite strong interest in TDR among scientists and the center's mission to promote this orientation, only a minority of scientists prioritize this approach. Choice of research strategy is associated with its perceived benefits for idea generation, publication opportunities, intellectual effort required, the costs of team coordination, and satisfaction with organizational resources. Furthermore, the propensity to prioritize TDR drops among scientists beginning their careers.Therefore, we recommend the development of evaluation schemes grounded in activity-based measures and the granting of permanent positions to scientists pursuing TDR.     

Accounting Research: Where Now?

This paper provides a commentary on the studies of Barth (2015), Dyckman and Zeff (2015), Ohlson (2015), Sunder (2015), and Whittington (2015) as they relate to past, present, and future directions in accounting research.     

Prompting transdisciplinary research: Promising futures for using the performance metaphor in research

Transdisciplinary research is increasingly recognised as important for investigating and addressing ‘wicked’ problems such as climate change, food insecurity and poverty, but is far from commonplace. There are structural impediments to transdisciplinarity such as university structures, publication requirements and funding preferences that perpetuate disciplinary differences and researchers often lack transdisciplinary experience and expertise. In this paper we present a heuristic that aims to encourage researchers to think about their current research as performance and then imagine different performances, with the view to encouraging reflection and creativity about the transdisciplinary potential and dilemmas. The heuristic is inspired by the metaphor of performance that Erving Goffman uses to understand everyday, face-to-face interactions. The heuristic includes scaffolding for imagining research as performance through a transdisciplinary lens, a suggested process for using the tool, and examples based on the every day research projects. The paper describes the application of the heuristic in a graduate masterclass, reflecting on whether it does indeed ‘prompt’ transdisciplinary research. Limitations and lessons learned for further refinement of the heuristic are also included. The authors conclude that the heuristic has a range of uses including for self-reflection, and as a practical learning tool that can also be used at the start of integrative research projects.     

Pitfalls and perils of financial innovation: The use of CDS by corporate bond funds

We use the financial crisis of 2007–2009 as a laboratory to examine the costs and benefits of teams versus single managers in asset management. We find that when a fund uses complex trading strategies involving the use of CDS team-managed funds outperform solo-managed funds. This may be due to the greater diversity of expertise, experience and skill of teams relative to single managers. During the financial crisis, however, the performance premium of teams becomes negative, which may be because of the slower decision times of teams, which are especially costly during times of rapidly changing market conditions.     

The performance of performance appraisal systems: understanding the linkage between appraisal structure and appraisal discrimination complaints

Abstract

Employee perceptions of the fairness of performance evaluations are critical to the success of any appraisal system. Research on performance management includes extensive studies on how bias emerges in the appraisal process. Despite this, there is no empirical evidence linking formal discrimination complaint filings – a key measure of bias - and performance appraisals. To close this gap, we conduct an empirical analysis using information on appraisal systems and discrimination complaints from the US federal government. Our findings suggest that agencies with better-designed appraisal systems will experience higher appraisal-related discrimination complaints, contrary to expectations. In particular, an expansion of training and voice opportunities are associated with an increase in appraisal discrimination complaints, while increased differentiation between performers is not consistently associated with complaints. For managers struggling with performance management, it may be better to spend time on improving performance-focused interpersonal communication rather than redesigning appraisal systems.     

高校二级学院党代表驻班联系制度的探索和实践——以重庆文理学院为例

党代表驻班联系制度是重庆文理学院旅游学院创新高校二级学院党建工作、服务学生成长成才的重要举措。该制度紧紧＂把握一个定位,落实两项举措,坚持三个结合,实施四位一体,健全五个机制＂,体现了以学生为本和为民务实清廉的要求,收到了比较令人满意的效果。     

The Post-entry Performance of Cohorts of Export Starters in German Manufacturing Industries☆

This paper investigates four cohorts of firms from German manufacturing industries that started to export between 1998 and 2002, and follows them for five years after the start. Export starters are a rare species and small in Germany. Around 30–40% of those starters studied became continuous exporters. The share of total exports contributed by export starters of a cohort is tiny in the start year, and it remains so over the years that follow. Contrary to the market selection hypothesis, there is no evidence that productivity in the start year is systematically related to survival in the export market. There is no evidence of a negative impact of a smaller firm size in the start year on the chance of surviving in the export market. Starting with a higher share of exports in total sales, however, tends to increase the probability of continuing to export.     

Building internal business scenarios based on real data from a performance measurement system

This paper presents a new methodology to build internal business scenarios from the data gathered by some key performance indicators (KPIs) defined within a performance measurement system. The application of the principal components analysis technique leads to the identification of latent relationships between KPIs that underlies some important business aspects. Further, this methodology allows to represent not only the temporal evolution of the organisation as a function of these business aspects but also the definition and determination of internal business scenarios, being therefore the source of meaningful managerial information. At the end of the paper, results of a practical application are presented and discussed, as well as their importance for the organisation from a decision making point of view.     

Why we hate performance management—And why we should love it

Individual performance is a building block of organizational success. Not surprisingly, virtually all organizations have in place some type of performance management system. Yet, managers and employees are equally skeptical that performance management adds value; usually, it is seen as a waste of time and resources. We argue that the potential benefits of performance management are not realized because most systems focus exclusively on narrow and evaluative aspects such as performance appraisal. Herein, we offer a broader view of performance management, including discussion of how it differs from performance appraisal. We highlight specific and important benefits of performance management for employees, managers, and organizations. We also describe research-based conclusions regarding how performance management systems should be designed and implemented to realize these benefits. We hope our article will demonstrate that well-constructed performance management systems should not be hated, but rather embraced.     

我国财政改革中几个全局性问题的思考

按照党的"十六大"提出的战略构想,未来20年里我们将完成经济体制转轨的任务,实现全面小康.这样的构想意味着,中国经济体制改革目标的实现已从政策设计的角度锁定在1978-2020年的时段内,我们正处在承前启后的转折点上.在政府主导的渐进路径上,政府既推进着市场机制的建立,也同时推动着计划手段的创新,在市场机制发挥作用的同时,又始终承担着计划体制下的诸多任务与责任.财政作为政府政策实施的财力保障,以自身的变动见证了这一过程,与体制转轨进程和经济运行状况有着深刻的互动关系.因此,在这样一个特殊时刻,对财政改革中的一些关系全局的问题进行思考、解释,不仅关系到财政自身的运行,无疑也将直接影响到整个经济发展的绩效.本文主要围绕三个方面的重大问题提出了分析的路径与依据,并做出了基本的评价.