The Determinants Of The Adoption Of Advanced Manufacturing Technology

The paper investigates empirically the decision of firms to adopt ‘Advanced Manufacturing Technologies’ (AMT) based on a comprehensive specification of a ‘rank model’ of technology adoption using firm-level data for Swiss manufacturing. The explanatory variables include numerous dimensions of (anticipated) benefits from and costs of technology adoption allowing for uncertainty as well as for information and adjustment costs. Moreover, the effect of complementarities between various functional groups of AMT (design, fabrication, communication, etc.) as well as of learning from the use of previous technology vintages within such functional groups is analyzed, Finally, the size-dependence of the adoption decision is studied in detail. The model yields a quite robust pattern of explanation across estimates with different adoption variables (time period of introduction of AMT, intensity of use of AMT, etc.) with plausible differences of the results based on the alternative adoption measures used.     

The Early Careers Of Engineers And The Accumulation Of Skills In The Canadian Economy

In this paper we use world cycling records to study the pattern of technological development of the track bicycle. We find that there is a strong evidence of ‘contagious’ effects among cycling records which in turn provides indirect evidence of ‘contagious’ effects among technological innovations. Interestingly, the ‘contagiousness’ of records is not a salient characteristic of track and field competitions where, arguably, technology plays a smaller role.     

应用系统理论模型分析社会管理的均衡点——以广西贺州为例

许多发达的国家和地区运用系统理论及系统模型方法构造出经济、科技、社会协调发展模式,并设计出相应的战略对策,在实际应用中收到满意的经济效益、社会效益,甚至是政治效益。应用系统理论及其系统模型方法分析研究社会管理的综合均衡问题,是一个颇具价值的课题。     

风险资本集聚与区域创新的关系——基于投资行业分布的视角

利用2006—2010年我国44个省市的880项投资事件的数据,研究了风险资本集聚、投资行业分布与区域创新三者之间的相互关系。结果显示:国内各地区的风险资本集聚可能通过影响地区的投资行业分布进而影响区域创新绩效,即一个地区吸引的风险资本越多,这些风险资本集中于某几个特定行业的可能性越大,该地区的区域创新能力越高。最后提出:我国地方政府监管机构应积极引导风险资本进驻当地的优势产业,集中发展特色经济,以有效促进区域创新能力的提升。     

可标准化服务行业对服务业发展的影响——基于两部门模型的分析

从理论上探讨了标准化促进服务业发展的内在机制。构建了两部门模型,分析了可标准化服务部门对服务业发展的影响。利用2003—2012年中国服务业的省际数据,运用面板模型对可标准化服务部门的溢出效应进行了估算,利用DEA方法对服务业各行业的全要素生产率进行了测算和分解。结果表明:可标准化服务部门要素的边际产出高于不可标准化服务部门,发展可标准化服务部门有利于服务业增长;可标准化服务行业对不可标准化服务行业的溢出效应为负,原因在于可标准化服务行业的全要素生产率较低,因此在当前发展阶段需要进一步对可标准化服务行业内部进行优化整合。     

Environmental Valuation with Imperfect Information The Case of the Random Utility Model

This paper considers welfare analysis with therandom utility model (RUM) when perceptions ofenvironmental quality differ from objectivemeasures of environmental quality. Environmental quality is assumed to be anexperience good, so that while perceptions ofquality determine choices, ex postutility is determined by objective quality. Given this assumption, I derive a measure ofthe welfare impact of changes in environmentalquality, and I show how this new welfaremeasure differs from the traditional welfaremeasure developed by Hanemann (1982). This newwelfare measure provides an approach tomeasuring the value of information aboutenvironmental quality within the framework ofthe random utility model.     

基于三阶段DEA模型的中国城市效率研究

使用三阶段DEA模型,在排除外部环境条件和随机误差影响的情况下,对2001—2007年中国266个地级及以上城市的效率进行了评价,并探讨了中国城市效率的环境响应机制。结果显示:中国城市效率受城市空间格局、区位条件、政府竞争环境、人口环境和历史条件等外部环境条件以及随机误差的影响;具体而言,外部城市影响程度强或区位条件较好有助于降低城市要素投入的冗余水平;政府竞争环境较激烈或历史发展条件较优越会促使城市要素投入冗余水平提高;人口环境对城市各类要素投入的影响存在显著差异。     

Estimating the gravity model when zero trade flows are frequent and economically determined

ABSTRACT

Since the 1950s, we have known that the presence of zero-valued dependent variables can seriously bias econometric estimates whether the zeros are included or excluded. Yet the widely-used gravity model is frequently estimated on samples that include large fractions of zeros. An influential paper by Santos Silva and Tenreyro – based on simulations that include no economically-determined zeros – concludes that the bias problems resulting from zeros and those resulting from heteroscedasticity and nonlinearity can be solved using the Poisson Pseudo-Maximum-Likelihood (PPML) model including the zero values. This paper begins by adapting the Santos Silva and Tenreyro experimental design to include economically-determined zeros to see whether this conclusion continues to hold. With this design, it finds that alternative estimators have lower bias than PPML. Changing to a Monte Carlo design that replicates the much-higher real-world frequency of predicted values near zero restores the finding of lower bias with the PPML estimator. The results highlight the need for very careful design of Monte Carlo experiments when evaluating alternative estimators of the gravity model.     

视频流应用层组播系统的设计与实现

文章设计了一个用于视频流分发的应用层组播系统,系统由视频采集、视频编解码、组播传输和服务器4个模块构成。视频捕获采用Video for Windows(VFW)技术实现,编解码基于H.263标准。网络结构上提出使用混合P2P树形结构,降低了中心服务器的压力,服务器负责会议成员信息的管理,为组播树的建立与维护提供支持,组播传输使用基于度约束的构造算法,考虑了节点带宽和计算能力。该系统已投入运行,基本达到设计目标。     

Is there a bigger and better future for employer branding? Facing up to innovation,corporate reputations and wicked problems in SHRM

Employer branding is becoming an increasingly important topic for research and practice in multinational enterprises (MNEs) because it plays directly into their corporate reputation, talent management and employee engagement agendas. In this paper, we argue that the potential effects of employer branding have yet to be fully understood because current theory and practice have failed to connect this internal application of marketing and branding to the key reputational and innovation agendas of MNEs, both of which are at the heart of another strategic agenda – effective corporate governance. However, these agendas are characterised by ‘wicked problems’ in MNEs, which have their origins in competing logics in strategic human resource management (SHRM). These problems need to be articulated and understood before they can be addressed. This paper proceeds by (1) setting out a definition and model of employer branding and how it potentially articulates with corporate governance, innovation and organisational reputations, (2) discussing and analysing the ‘wicked problems’ resulting from the sometimes contradictory logics underpinning innovation and corporate reputations and SHRM in MNEs and (3) evaluating the potential of employer branding as a contribution to the third SHRM approach – HR strategy-in-action – as a way of resolving three particularly wicked problems in MNEs. We conclude with some ideas for research and practice on the future for employer branding.