基于绩效提升的知识型员工心理契约构建

提高员工绩效是现代企业寻求竞争优势的重要手段,而心理契约对员工绩效的提高有重要影响,因为心理契约是联系员工与契约之间的心理纽带,也是影响员工态度和行为的重要因素。本文从心理契约的内涵出发,分析心理契约与绩效的关系,在此基础上探讨了知识型员工心理契约的构建。     

Old Wine in Private Equity Bottles? The Resurgence of Contract‐for‐Deed Home Sales in US Urban Neighborhoods

This article describes the reemergence, in the wake of the mortgage crisis, of a predatory financial practice in predominantly black neighborhoods in the US: the contract for deed (CFD). The CFD has a notorious urban history; it was a focus of social justice organizing in 1960s Chicago, which helped lay the groundwork for advocacy that culminated in two important laws in the US: the Home Mortgage Disclosure Act of 1975 and the Community Reinvestment Act of 1977. This article places the reemergence of the CFD in the post‐crisis cycle of housing investment and disinvestment, estimates the minimum scale of CFD ownership, and examines the geography of a well‐known CFD seller in the Atlanta area. As policymakers in the US took efforts to restrict predatory lending fueled by private‐label securitization following the subprime crisis, capital markets shifted toward private equity financiers who provided a new supply of lightly regulated capital for urban housing markets. Predominantly black neighborhoods became prey for high‐return schemes meant to extract as much cash flow out of vulnerable residents as possible, offering them the illusion of homeownership. The findings show that the CFD seller focused on black neighborhoods and suggests that its profits from this activity have been quite lucrative.     

朝鲜与女真、满族诸政权关系变迁研究综述

多年来,中韩学界对朝鲜与女真、满族及其建立政权的研究笔耕不辍。纵观相关研究成果,研究方向多集中在中朝两国关系史、朝鲜与女真、后金以及清朝的关系研究等方面,鲜有将朝鲜与女真、满族诸政权之间关系变迁一以贯之的系统性研究成果。对朝鲜与女真、满族诸政权关系变迁演变进行系统研究与论证,展示维系五百余年稳定统治的朝鲜王朝发展历程,再现女真、满族从一个落后民族的崛起到建立强大国家再走向没落的发展过程,具有重要的历史价值和现实意义。     

When does breach not lead to violation? A dual perspective of psychological contract in hotels in times of crisis

Implicit psychological contract (PC) represents the dynamic employee–employer relationship, and unlike explicit human resource (HR) practices, PC is an underexplored topic in the crisis management literature. By capturing the dual perspective of hotel employers and employees through interviews, this study investigates the content of PCs and breaches of PCs during the COVID-19 pandemic crisis. The study identifies salient dimensions of employer obligations such as safety assurance and of employee obligations such as personal protection. While employees emphasized the transactional contracts to protect their individual interests, the employers tried to balance the transactional and relational contracts. The study proposes a dynamic PC breach model that indicates contract breaches lead to varied responses through a complex interpretation process. In general, the study suggests that ensuring mutual consideration is the best way for hotel employees and employers to pull through a crisis.     

员工个体特征与心理契约感知的关系研究

文章在界定心理契约感知概念和阐述员工个体特征变量对心理契约感知变量影响的相关文献的基础上提出了七个相关假设,通过在全国10多个省份、100多家企业开展的大范围问卷调查,科学筛选出有效答卷并汇总数据,运用SPSS和AMOS等软件进行数据统计分析,探讨了知识员工个体特征对其心理契约感知的影响。实证研究发现,性别、学历、司龄、行业属性和单位性质对心理契约感知没有显著性影响,年龄和职位对心理契约感知有显著性影响,特别是,员工职位层次越高其心理契约感知状况就越好。文章分析了假设检验的结论,提出了如何提升员工交易责任感知、成就责任感知和关系责任感知水平的管理建议,为企业通过改善人力资源管理实践活动,提升员工心理契约感知水平提供了参考。     

Leverage, volatility and executive stock options

This paper studies how an optimal wage contract can be implemented using stock options, and derives the properties of the optimal contract with stock options. Specifically, we show how the exercise price and the size of the option grant should change in response to changes in exogenous parameters. First, for a fixed exercise price of executive stock options, the size of the option grant decreases in the riskiness of a desired investment policy, decreases in the volatility of return from the risky project, and increases in leverage. Second, for a fixed size of the option grant, the optimal exercise price of managerial stock options increases in the riskiness of a desired investment policy, increases in the volatility of return from the risky project, and decreases in leverage. Several empirical predictions are drawn from these conclusions regarding the pay-performance sensitivity of management compensation.     

合同节水管理模式在高校的应用研究——以河北工程大学为例

针对高校用水存在跑、冒、滴、漏等问题,分析其产生的原因,将合同节水管理模式引入高校节水管理。以河北工程大学为例,对该校2个校区进行节水改造,并对合同节水改造效益进行分析。结果表明:改造后月均节水率超过40%。该模式的成功应用表明高校节水工程的开展可以通过与合同节水管理机制相结合的方式来实施。     

On Profits and Hospitals

Empirical evidence strongly suggests that something other than pay is sought in work. By emphasizing consumption over production, the worker as a producer was eclipsed by mainstream economics and replaced by the worker as a consumer. The analysis of the relational dimension of work life was also discarded. We argue that the decision to work and behavior at work is very much driven by the search for relational goods and moral goods, defined as intangible entities that emerge from social interactions. The "goodness" of relational and moral goods stems from their being commonly shared. Two properties of both goods — commonality and immanence-in-action — rule out the possibility of their being captured in a utility maximizing framework.     

基于灰色系统理论的行业特征对高技术企业技术创新能力的影响研究——以我国2006～2008年高技术产业数据为例

本文应用灰色系统理论考察行业特征对我国高技术企业技术创新能力的影响。(1)在构建的企业技术创新能力评价指标体系的基础上,采用我国2006~2008年高技术产业数据,应用整体性灰色关联分析方法识别了影响我国高技术企业技术创新能力的主要因素和次要因素;(2)应用灰色局势决策方法对我国各高技术产业的技术创新能力进行了排序;(3)应用GM(0,N)模型量化分析了行业特征对我国高技术企业技术创新能力的影响。研究结果表明:R&D密集度、技术密集度、行业开放程度、外资企业规模比重等对我国高技术企业技术创新能力的影响相对显著,而国有企业规模比重、市场集中度、本土企业消化吸收能力等对我国高技术企业技术创新能力的影响相对较弱。根据研究结论,为提升我国高技术企业的技术创新能力,本文进一步提出了针对性的政策建议。     

The impact of supervisor interpersonal justice on supervisor-directed citizenship behaviors in social enterprises: a moderated mediation model

Abstract

While prior research has examined the strategic role of social enterprise managers in the achievement of a double economic and social performance objective, a clear understanding of the supervisors’ role in fostering employees’ attitudes and behaviors is still lacking. To address this gap, our paper aims to examine the impact of supervisor interpersonal justice on supervisor-directed citizenship behaviors by developing a moderated mediation model. Survey data were collected from 196 supervisor-subordinate dyads employed in diverse French social enterprises. Our results show that psychological contract breach mediates the supervisor interpersonal justice – supervisor-directed citizenship behaviors relationship. Further, employees’ prosocial motivations moderate this indirect effect. Our research provides insight into the mechanisms of social exchange relationships in social enterprises. In a practical perspective, it also demonstrates that the development of an effective HRM in social enterprises requires the implementation of specific training and development programs for managers.