Explaining the accounting disclosure index of stock exchanges by foreign exchange market activity

In this article, researcher-created accounting disclosure index of 23 stock exchanges for the year 1992 and its relationship with variables including foreign exchange turnover, economic and financial indicators were investigated. The accounting disclosure index of global stock exchanges crafted by Adhikari and Tondkar (1992) was regressed on foreign market turnover which was utilized as a proxy for foreign exchange market activity. The OLS results supported that along with the activity of foreign exchange market; GNI per capita, market capitalization, energy and electric consumption, number of listed companies were significantly related with the accounting disclosure index. The foreign market turnover was found to be positively influencing the accounting disclosure index. The models explained about 73% of the variation in the index with an F-ratio of 26.56 indicating the overall significance of the model.     

澳洲多元文化共融对义乌的启示

随着国际贸易的不断发展,义乌多元文化交流格局已形成,且现阶段义乌在政治管理、经济、文化教育生活等多元文化交流活动中取得了一系列的成就,但毫不借鉴外国多元文化政策的宝贵经验仅凭自身不断摸索涌现出来的不和谐因素也是不能忽视的。澳洲政府所推行的一系列多元文化政策在澳洲获得了成功实践且蜚声国际,这对义乌多元文化建设借鉴意义重大。     

货币性外汇储备资产的多层次优化配置

在中国拥有巨额外汇储备并急需寻求储备资产管理模式创新的背景下,本文以货币性外汇储备和资本性外汇储备的划分为前提,将多层次、系统的管理思想引入到外汇储备资产优化配置中。通过构建基于多层次需求的货币性外汇储备币种结构优化的AHP模型,测算出外汇储备货币性资产的最优币种权重。在币种结构确定的基础上再建立修正的资产结构优化AHP模型,并最终计算出货币性资产权重,从而实现了币种结构和资产结构优化的真正结合。研究结果表明：美元在币种权重中的领导地位还难以撼动,货币性存款在资产组合权重中也具有明显优势。因此,在货币性资产优化配置中,不宜将币种盲目多样化,同时应充分考虑货币性储备资产的功能和特性,选择流动性强、安全性高的金融资产。     

人民币汇率定价的逆周期因子：启用时间、驱动因素与实施效果*

本文对2017年5月—2019年9月期间人民币汇率定价过程中逆周期因子的使用进行了测算,并构建非限制性VAR模型分析了中国央行两次启用逆周期因子的驱动因素和实施效果。研究发现：第一,相对于官方公布时间,两次逆周期因子调节均呈现出提前开始和滞后结束的情况,且调整幅度呈现逐渐收窄的趋势;第二,第二次逆周期因子的调节幅度大于第一次;第三,人民币汇率波动是第一次逆周期因子调节的主要驱动因素,而离岸在岸汇价差和汇率政策不确定性是第二次逆周期因子调节的主要驱动因素;第四,两次逆周期因子调节均对人民币汇率波动产生了抑制作用,但加剧了离岸市场人民币贬值预期。     

Are you really doing good things in your boss's eyes? Interactive effects of employee innovative work behavior and leader–member exchange on supervisory performance ratings

Organizations increasingly depend on employee efforts to innovate. However, the quality of relationships between leaders and employees may affect the recognition that employees receive for their innovative work behaviors. Drawing from a social cognition perspective, we tested a model in which leader–member exchange (LMX) moderates the impact of employee innovative work behavior on supervisory ratings of employee performance. Results from two multisource studies combining self, colleague, and supervisor ratings consistently showed that employees receive more favorable performance ratings by engaging in innovative work behavior when they have high‐quality LMX relationships. Moreover, we found that this interactive relationship was mediated by leader perceptions of innovative employee efforts, providing support for a moderated mediation model. Implications for the literatures on performance appraisal, LMX, and innovation are discussed.     

Effects of individual resources and team-member exchange on service quality

While workplace resources are generally viewed as positively affecting performance, some studies indicate that not all resources increase performance. This study addresses the controversial disparate effects of workplace resources on performance by exploring functionally classified workplace resources in self-managing service teams and their relative impacts on team service quality. Considering membership dynamics and consequences between members, a field experiment was conducted in a cafeteria, with data collected through a working diary for workplace resources and a customer survey to evaluate service quality. Results suggest that efficacy-resources in self-managing teams should be controlled with caution as they may adversely affect team service quality. Supporting the person–situation interactionism perspective, workplace resources interact dynamically with individual employees and with situations. Esteem-resources were found to increase team service quality, while team-member exchange not only improved team service quality but also moderated the impact of esteem-resources on team service quality.     

领导员工互动与员工职业发展——大型集团背景下的实证研究

文章以社会资源理论为基础,构建了领导员工交换、领导员工关系、员工个人权力、领导个人权力和员工职业发展之间的关系模型,并以广东省一家大型企业集团中的235名员工及其主管为研究对象对该模型进行了实证检验。研究结果表明:领导员工交换和领导员工关系对员工职业发展都具有显著的正向影响,其中领导员工关系对员工职业发展的影响更为显著;领导员工交换和领导员工关系对员工个人权力都具有显著的正向影响,其中领导员工关系对员工个人权力的正向影响更为显著;个人权力对员工的职业发展有显著的正向作用;员工个人权力在领导员工交换与员工职业发展之间以及领导员工关系与员工职业发展之间起着完全中介的作用;领导的个人权力越大,领导员工交换和领导员工关系对员工个人权力的正向关系就越强。     

人民币成为区域主导货币的实证研究——基于汇率视角的考察

从历史和现实的视角看,如果说布雷顿森林体系的崩溃导致了欧洲货币体系的形成和欧元的诞生,那么美国金融危机引发的国际货币动荡正在使东亚各国脱离美元本位,寻找区域内稳定的货币锚,而人民币则有可能成为东亚区域内首选的货币锚。本文拟从多边汇率相互影响的视角出发,实证分析人民币汇率变动态势及其与东亚其他货币之间联动关系的变化(包括其它国际货币汇率的变动对东亚其它货币之间关系变化的比较),从而揭示人民币成为区域锚货币、成为区域主导货币的可能性及其途径、进而了解人民币经济区形成的条件和趋势。     

粉煤灰合成4(A)沸石最佳工艺条件的研究

研究了利用粉煤灰合成4A沸石的工艺过程，通过正交试验考察了钠铝摩尔比、硅铝摩尔比、水钠摩尔比、晶化温度和晶化时间不同条件的变化对所合成样品钙交换能力的影响，选定了最佳工艺条件，合成的样品具有良好的钙离子交换能力和结晶度。