多子阵合成孔径声纳系统中的侧摆运动误差补偿

针对低频合成孔径声纳系统中的侧摆运动误差,提出一种基于冗余阵元回波数据的运动误差补偿方法。该方法首先沿距离向对相邻重叠相位中心的数据求统计平均获得缠绕的平均相位误差,然后通过滑动累加得到解缠绕的相位误差,运用估计的相位误差就能实现多子阵合成孔径声纳回波数据的运动误差补偿。仿真结果表明,该方法能够准确地估计侧摆误差,估计偏差均小于0.002 m;误差补偿后能够取得与无误差情况基本一致的成像结果,极大地改善了目标聚焦质量,能满足低频合成孔径声纳系统的运动误差补偿要求。实测数据处理结果进一步验证了该方法的有效性。     

Customers’ intention to adopt smart lockers in last-mile delivery service: A multi-theory perspective

Many logistics service providers are now adjusting their business service strategies to satisfy consumers' higher demands and expectations. An automated parcel locker for self-pickup is one of the options; however, there is currently no smart locker service available in Thailand. This study integrates resource matching theory, innovation diffusion theory, and theory of planned behavior to clarify Thai consumers' intention to utilize smart lockers. The data for this study were received from 302 participants living in Thailand. Convenience, reliability, privacy security, compatibility, relative advantage, complexity, perceived behavioral control, and attitude were included in the questionnaire to test if they were significant determinants of consumers' intention to use smart lockers. The results reveal that convenience, reliability, privacy security, compatibility, relative advantage, complexity, perceived behavioral control, and attitude influence Thai consumers’ intention to use smart lockers. This study contributes to the literature on combining resource matching theory, innovation diffusion theory, and theory of planned behavior; this enriches theoretical research on self-service technologies in last-mile logistics delivery, and also provides insights for consumer behavioral research.     

难以忘怀的感动难以忘却的记忆——参加中国科协“八大”会议纪实

四月中旬的一天,我正在北京开会,突然接到中国城市科学研究会秘书处电话,告知我经学会秘书处推荐,作为中国城市科学研究会的一名代表,出席即将在北京召开的中国科学技术协会第八次全国代表大会。我一听,真是喜从天降,我这个来自城市工作第一线、最基层从事城市科学研究近三十年的一个最普通不过的科技工作     

资源枯竭型城市转型的文化思考

资源枯竭型城市转型是一项世界难题,也是我国的重大课题.在发展过程中,该类城市普遍陷入经济发展缓慢、居民就业压力大、生态环境恶化、城市基础设施落后的困境.本文以文化分析为视角,从城市精神、制度、价值观等文化层面分析导致资源枯竭型城市发展困境的文化原因,提出以提升城市文化力为宗旨的资源枯竭型城市文化建设的策略.     

International human resource management policies and practices of South Korean MNEs: a review of the literature

This paper systematically reviews the literature on international human resource management (IHRM) policies and practices of South Korean multinational enterprises (MNEs). It reveals that South Korean MNEs adopt an ethnocentric staffing approach, but are increasingly using more host-country nationals (HCNs). Korean MNEs pay great attention to language training for expatriates, and there is an emphasis on international experience when selecting expatriates. South Korean MNEs tend to adopt home-oriented selection procedures and criteria, performance appraisal and reward-and-compensation schemes for HCNs. A range of training and development programmes are provided to HCNs in order to develop more local managers. However, studies concerning IHRM of South Korean MNEs are scarce and only a few expatriate-related IHRM issues have been empirically examined. As a result, how South Korean MNEs manage IHRM and what is the rationale of their IHRM policies and practices remain largely unknown. This review paper calls for more empirical research and discusses the implications for future research.     

Community and compensation: Director remuneration in Thailand

We propose a new theoretical perspective based on mimesis (peer group imitation) to explain non-executive director pay. Arguing that peer group effects may be reinforced by Thai business culture, we test and support our hypothesis on a sample of 523 listed Thai companies from 2010 to 2015. We find that peer group pay is by far the most important and robust determinant of director pay in our sample. Simple peer effects explain almost half of the variation in director pay, and director pay converges to the peer group level over time. A discontinuity regression – a jump in director pay observed when companies are admitted to the SET50 stock market index – indicates a causal effect from peer group pay to director pay.     

Motivating high‐impact innovation: Evidence from managerial compensation contracts

We investigate the relationship between Chief Executive Officer (CEO) compensation and firm innovation and find that long‐term incentives in the form of options, especially unvested options, and protection from managerial termination in the form of golden parachutes are positively related to corporate innovation, and particularly to high‐impact, exploratory (new knowledge creation) invention. Conversely, non‐equity pay has a detrimental effect on the input, output and impact of innovation. Tests using the passage of an option expensing regulation (FAS 123R) as an exogenous shock to option compensation suggest a causal interpretation for the link between long‐term pay incentives, patents and citations. Furthermore, we find that the decline in option pay following the implementation of FAS 123R has led to a significant reduction in exploratory innovation and therefore had a detrimental effect on innovation output. Overall, our findings support the idea that compensation contracts that protect from early project failure and incentivize long‐term commitment are more suitable for inducing high‐impact corporate innovation.     

管理层权力、高管人力资本激励与企业绩效

合理的高管人力资本激励机制是发挥高管人力资本效用进而提高企业绩效的有效途径。本文通过实证检验管理层权力、高管人力资本激励与企业绩效的关系,结果表明:高管货币薪酬与企业绩效显著正相关,与国有企业相比,非国有企业的相关性更明显;管理层权力削弱了高管货币薪酬对企业绩效的激励作用。国有企业的在职消费与企业绩效显著负相关,但非国有企业其二者之间的相关性并不显著;管理层权力加大了在职消费对企业绩效的负向影响。高管团队内部薪酬差距与企业绩效显著正相关,且非国有企业比国有企业的相关性更明显;管理层权力削弱了高管团队内部薪酬差距对企业绩效的激励作用。     

Structure and process of diversification,compensation strategy,and firm performance

This study tests six hypotheses on the extent to which a match between compensation and diversification strategies affects firm performance. Using both archival and survey data, results generally support the notion that a firm's compensation strategies make a greater contribution to firm performance if these are attuned to extent and process of corporate diversification. The paper concludes with a set of recommendations for future research on compensation-diversification strategy relations and their interactive effect on firm performance.     

The effect of compensation program and structure on sbu competitive strategy: A study of technology-intensive firms

In this paper we examine the impact various compensation programs have upon business-level strategy for technology-intensive firms. Similarly, we examine the effect of centralization of R&D and non-R&D decision-making, formality of procedures, and SBU size on competitive strategy. Analysis of data from 79 SBUs suggest that there is a resource trade-off between marketing-oriented strategies and R&D-oriented strategies, and that managers who operate under certain types of compensation programs will tend to favor R&D/innovation strategies and capital investment over other alternatives. Structure and competitive position also appear to play a significant role in determining technology and investment strategy.