客户知识的关键维度及其管理过程

客户知识成为企业维持持续竞争优势的关键资源。理解客户知识的内涵和关键维度是企业进行客户知识管理的前提和基础，论文结合不同行业企业的实践经验，提出客户知识应包括四个关键维度：用于客户的知识、来自客户的知识、关于客户的知识和共同创造的知识，并针对每个雏度分析了企业当前运用的管理方法，基于此．界定了客户知识管理的概念，构建了客户知识管理的过程模型，为企业有效进行客户知识管理提供参考。     

知识创造机理:认识论-本体论的观点

知识已经成为关键的经济资源，知识创造过程日益受到重视。在对知识创造过程有关文献分析研究的基础上，对知识创造过程从认识论和本体论的角度进行了研究，最终建立了基于认识论和本体论的知识创造模型（E-O-SECI）。     

Search, common knowledge, and competition

This paper analyzes the effects of buyer search costs and seller private and common knowledge on seller competition. It shows that lack of common knowledge results in the equilibrium price continuously decreasing to the perfectly competitive one as buyer search costs for price decrease from positive for all buyers to zero for all buyers, even if each market agent's uncertainty (in the private knowledge) is small. At the same time, if the uncertainty of each seller about buyer valuations is small, the effects of a small change in the search costs or of information structure on pricing may be large (but continuous).     

浙江省科技型中小企业的产业发展特征与股权激励模式的选择

主要根据浙江省科技民营企业的产业发展特征，对实施企业股权激励机制的模式选择问题进行深入研究与探讨。首先，分析论述了企业产业发展特征对企业激励模式选择的影响；在此基础上，对浙江省科技民营企业实施股权激励机制几个理论问题进行分析与探讨。     

超越契约理论--演化论视角的企业理论研究

企业的契约理论围绕交易成本概念解释了企业的存在、边界和内部组织,但严重忽视了企业的技术和生产功能,演化经济学的企业理论通过研究企业内知识的产生、传播和利用过程,以及组织与个人的交互学习,不仅重新解释了企业的存在、边界和内部组织问题,还研究了契约理论未触及的企业异质性、竞争优势和企业家等问题.     

Integrating science and local knowledge in environmental risk management: A decision-focused approach

This paper explores how a structured decision process, based on methods from the decision sciences, can contribute to the integration of local and scientific knowledge in environmental decision making. Emphasis is placed on the use of key decision structuring steps and analytical tools to help ensure the systematic treatment of both fact-based and value-based knowledge claims. Practical methods are discussed for communicating and evaluating values and technical information across participants and cultures in ways that are methodologically rigorous and encourage different sources of credible knowledge to be considered on equal footing. Examples are presented from water use planning in British Columbia, Canada, where stakeholder consultations at 22 hydroelectric facilities demonstrate specific techniques that can be used to clarify values, to explore hypotheses, to clarify uncertainties, to identify and evaluate options, to make value-based choices, and to facilitate mutual learning.     

企业成长中的路径依赖与突破

知识是企业能力的基础，它的形成和演变累进性，具有路径依赖特征。本文分析了企业发展中路径依赖现象形成的逻辑，以及它在不确定环境下存在的“成功悖论”。在此基础上，论文提出了路径突破概念，用来描述企业在某一时点上对原有路径的突然改变，并论述了知识创新的两种模式和路径突破的三种机制。     

高校后勤管理干部素质探讨

高校后勤管理干部做为后勤管理工作的指挥者、组织者和协调者必须具备一定的理论和良好的道德素质、具备一定的文化和专业知识、具备一定的组织管理素质的创新能力。只有具备多方面的综合素质与修养,才能肩负起时代赋予高校后勤管理干部的历史使命。     

Building the Knowledge Stock: Lags,Depreciation, and Uncertainty in R&D Investment and Link with Productivity Growth

The search for an appropriate methodology to investigate the relation between R&D investment, knowledge stock and productivity growth is the main purpose of the paper. In analogy with physical assets, we present a model of knowledge capital formation which allows the calculation of the relevant user cost, as well. The proposed model accumulates R&D investment based on a stochastic gestation lag and a geometric depreciation of the stock. The basic parameters underlying the lag structure differ according to the types of research expenditure. The approach is applied to public R&D investment in Italian agriculture; the results provide interesting information about the economic structure of public research effort in Italian agriculture and plausible estimates of its internal rate of return.     

Employee Rights, Employee Responsibilities and Knowledge Sharing in Intelligent Organization

Much is currently being written about the need to encourage employees to share knowledge in order for companies to maintain a role as an intelligent organization in a technologically sophisticated environment. However, there is little written of the relationship between employee rights to satisfactory employment conditions, employee responsibilities in decision-making, and employee willingness to share their knowledge collaboratively. This paper seeks to redress this gap by discussing the importance of the relationship between employee rights and responsibilities and employee willingness to share knowledge. The reaction of a group of employees (academics) employed in an Intelligent Organization (university) to a reduction in their rights and responsibilities is discussed in order to design a framework of employee rights and responsibilities required for knowledge sharing in intelligent organizations.