Escalation bias among technology entrepreneurs: the moderating effects of motivation and mental budgeting

Persisting despite negative feedback is a cognitive bias termed escalation of commitment bias. It can be a useful weakness in the context of technology entrepreneurship, but it can also be very costly. This makes such entrepreneurship a fruitful context for the study of escalation of commitment to its inherent uncertainty, challenge, and trial-and-error decision-making. This study applied expectancy theory to explore commitment escalation as well as the moderating effects of motivation and mental budgeting. It analysed data from the first two waves of the Chinese Panel Study of Entrepreneurial Dynamics. The results indicate that technology entrepreneurs are especially susceptible to escalation bias, and that the relationship becomes stronger when they are intrinsically motivated and have set no mental budget for their venture's activities.     

“限塑令”政策实施的有效性与对策建议

塑料袋以便捷、轻巧注定成为人们日常生活中的最爱,但是大规模的使用也使其演变成社会公害.文章考察了"限塑令"的实行对塑料袋生产、销售、使用相关各方的影响,提出了保证"限塑令"政策有效实施的对策建议,依照"少用一点,回收一点,替代一点,降解一点"的原则对待塑料袋的使用.     

Procedural invariance as a result of commitment costs: evidence from an economic experiment on farmers’ willingness to pay for digestate

We offer a conceptual explanation for some of the procedural invariance witnessed in experimental studies related to the concept of commitment costs, which is confirmed in a field experiment with Sicilian farmers valuing a renewable soil conditioner.     

“经济人”的行为困境

"经济人"的自利心是人类社会发展的内在动力,个人理性的追求其利益最大化的自由行为往往会无意识地、客观地增进公共利益。但是,由于"经济人"的自利心和有限理性,其行为往往会产生诸如机会主义、群体的无理性、X无效率、经济市场失灵和政治市场失灵等困境。要克服"经济人"的行为困境,必须发挥"看的见的手"的作用。     

关于将有限合伙制度引入我国农村中介组织的法律思考

中国传统的农村中介组织是以农民自我服务、自我经营为主的合作经济组织.随着农村改革的深入,农业市场的不断扩大和复杂化,暴露了管理制度不健全、组织结构不合理、产权关系不明确等制度缺陷.把有限合伙这一企业组织形式引入农村中介组织,可以弥补原有制度的不足,实现制度创新,使得农村中介组织在内部和外部关系上明确权利、义务,从而促进"三农"的和谐发展.     

心理契约视角下的离职模型研究

如何面对员工的流失,尤其是人才的流失,成为众多企业不得不考虑的一个战略问题。要解决人才流失的难题,关键在于抓住人才流失的原因进行对症下药。目前,已有许多文献对员工的离职原因进行了分析,并提出许多离职模型,分析各个变量之间的关系。本文从现有的研究成果出发,结合心理契约的相关理论,尝试从心理契约的角度完善离职模型。