东道国社会信任能降低企业跨国经营的不确定性吗?——以海外子公司所有权结构设计为例

理解东道国制度环境并选择与之相适应的管理方式对企业跨国经营获得成功具有重要影响。现有文献侧重于分析东道国规制制度和认知制度对企业跨国经营的影响,对规范制度研究较少。基于来自世界价值观调查的东道国社会信任数据以及中国上市公司2009—2018年在海外设立的6 921个子公司的数据,本文探讨规范制度的核心维度——东道国社会信任如何影响中国企业对海外子公司的管控。本文提出东道国外群体社会信任和内群体社会信任影响企业跨国经营所面临的交易成本和不确定性,进而影响母公司对海外子公司的持股水平。此外,文化距离和母公司跨国经验是东道国社会信任效应的重要边界条件。本文通过揭示东道国社会信任影响海外子公司管控的理论机理,不仅增进了人们对于规范制度及其对企业跨国经营战略的影响的认识,还对企业评估东道国规范制度环境、科学地设计海外子公司的所有权结构具有启示意义。     

The Influence of Appearance and the Number of People Viewed on Tourists’ Preferences for Seeing Other Tourists

This study examines tourists’ attitudes towards tourist-tourist encounters. The appearance and the number of observed tourists as well as the place of residence of the observing tourists were studied. The variables of tourist appearance and the number of people at the site were manipulated electronically in a set of rainforest photographic images. The data were collected through an on-site self-administered questionnaire. The results from 409 respondents suggested that there were different encounter preferences between Japanese and Western observers with respect to both appearance and the number of people encountered. Japanese have a preference for mixing with Westerners, at least in the rainforest setting studied. Westerners do not have marked appearance-related preferences. For the number of people in the setting, Westerners are inclined to favour few or no people while Japanese prefer some people and are tolerant of larger numbers. These findings, which contradict much of the existing North American recreation based work on people in contact, were examined from a number of theoretical perspectives, including in-group and out-group analyses, and dynamic encounter norms. Some potential management implications were outlined.     

Identity and in-group/out-group differentiation in work and giving behaviors: Experimental evidence

We investigate the existence and relative strength of favoritism for in-group versus out-group along multiple identity categories (body type, political views, nationality, religion, and more) in four alternative contexts: (1) giving money in a dictator game, (2) sharing an office, (3) commuting, and (4) work. We carried out two studies. The first study entailed hypothetical situations and imaginary people; the second study was similar to the first, but the dictator game component was incentivized (actual money) and involved actual receivers. Our subjects’ behavior towards others is significantly affected by their respective identities. (1) Those that belong to the in-group are treated more favorably than those who belong to the out-group in nearly all identity categories and in all contexts. (2) Family and kinship are the most powerful source of differentiation, followed by political views, religion, sports-team loyalty, and music preferences, with gender being basically insignificant. (3) The hierarchy of identity categories is fairly stable across the four contexts. (4) Subjects give similar amounts and discriminate between in-group and out-group to similar degrees in the hypothetical and incentivized dictator games.     

Skill Level and Recreation Conflict among Skiers and Snowboarders

This paper examines out-group and in-group normative beliefs about unacceptable behaviors (conflict) reported by skiers and snowboarders with varying skill levels. Individuals with greater skills in skiing and snowboarding were predicted to experience more conflict than those with less ability in the activity. Across all skill levels, skiers and snowboarders were hypothesized to report more out-group than in-group conflict. Data were obtained from surveys (n = 595) distributed at five ski resorts in Colorado. Skiers and snowboarders rated their skill level on a four-point scale (beginner, intermediate, advanced, or expert). Multiple item indices were created to measure observed unacceptable behaviors between skiers and snowboarders. Analyses supported both hypotheses. As perceived skill level increased, out-group and in-group conflict increased for both skiers and snowboarders. Within each skill level, skiers reported more unacceptable behaviors by snowboarders than with fellow skiers, and snowboarders also identified more out-group than in-group conflict.     

Actual and Perceived Sharing of Ethical Reasoning and Moral Intent Among In-Group and Out-Group Members

Despite an extensive amount of research studying the influence of significant others on an individual's ethical behavior, researchers have not examined this variable in the context of organizational group boundaries. This study tests actual and perceptual sharing and variation in ethical reasoning and moral intent within and across functional groups in an organization. Integrating theory on ethical behavior, group dynamics, and culture, it is proposed that organizational structure affects cognitive structure. Departmental boundaries create stronger social ties within the group as well as intergroup biases between the groups. Thus individuals will be more likely to share in ethical reasoning and moral intent with members of their own functional group (in-group) than with members of other functional groups (out-group). Additionally, they will perceive that they are more likely to share in ethical reasoning and moral intent with in-group members than with out-group members. Responding to two versions of two ethical scenarios, respondents contrasted their own ethical behavior to their expected ethical behavior of in-group and out-group members. Empirical results confirmed the hypotheses. Organizational group boundaries create actual as well as perceptual sharing and variation in ethical reasoning and moral intent. Furthermore, when comparing perceptual sharing to actual sharing, results show that individuals understate their sharing of ethical reasoning and moral intent with out-group members and overstate their sharing with in-group members. As organizational boundaries can create actual and perceived differences between groups that could lead to inter-group conflict, suggestions for management focus on removing or blurring inter-group boundaries.