战略性行为下主导企业对集群实施CSR的作用机制

集群是一个复杂的自组织网络,实施CSR是集群可持续发展的必然选择。集群中主导企业因其特有的优势和地位,对集群实施CSR具有关键性的作用。本文研究表明,主导企业对集群实施CSR的带动作用主要分为三个阶段,并体现出三种不同的作用形式。针对研究结果,本文就集群实施CSR提出了相关政策建议。     

湖北省洪水风险图成果报告中的关键问题探讨

洪水风险图编制是防灾减灾中一项重要的非工程措施,而其成果报告是指导洪水风险图应用的关键。就洪水风险图成果报告中的基础资料、模型构建、计算条件、模型验证和成果整理等关键问题进行了全面深入的探讨;针对不同的具体问题提出了相应的解决方案。研究成果可为湖北省洪水风险图成果报告编制与应用提供科技支撑,对其他省份或地区洪水风险图成果报告编制具有借鉴意义。     

Managers’ Escalation Behavior in Equity Investment Decisions and the Role of Corporate Governance

The aim of this study is to investigate the relationship between free cash flows and escalation behavior in the long-term stock buying decisions for the firms listed in Taiwan. The main findings include: (1) Managers tend to exhibit the escalation behavior in the long-term equity investment. (2) There is a positive association between the level of free cash flows and the magnitude of managers’ behavioral escalation. (3) The corporate governance mechanisms play a contributory role in mitigating the escalation behavior. The evidence is robust across subsamples for electronic versus non-electronic industries, growth versus value firms, and loss versus gain firms.     

When profession trumps potential: The moderating role of professional identification in employees’ reactions to talent management

Abstract

This study aimed to investigate the role that a professionalized context plays in shaping employee reactions to talent management decisions. We examined the mediating role of felt obligation in the relationship between talent ratings and organizational citizenship behavior. Further, the study tested whether professional identification moderates the relationship between talent ratings and felt obligation towards the organization. Five hundred and ninety-eight teachers that had recently received ratings of their talent status responded to a survey questionnaire. Felt obligation mediated the relationship between talent ratings and organizational citizenship behavior. Furthermore, professional identification moderated the relationship between ratings of potential and felt obligation in such a way that the relationship was strongest for the teachers expressing the lowest professional identification. At high levels of professional identification, the relationship was not significant. These results indicate that conventional talent management might be less effective for increasing favorable attitudes and behaviors among employees in highly professionalized contexts, such as the education sector.     

Towards a hybrid model? A systematic review of human resource management research on Chinese state-owned enterprises (1993–2017)

Abstract

Over the past two decades, there has been a proliferation of research on human resource management (HRM) in Chinese state-owned enterprises (SOEs) as a result of the wide-reaching state-sector reform of the late 1980s. This article aims to provide a systematic review of literature on this topic and capture the nature of HRM in Chinese SOEs, both in research and practice. The article draws on 178 studies from 43 English academic journals over a period of 25?years (1993–2017). In analysing this literature and by taking stock of theoretical frameworks, research methods, themes and analysis of academic articles in this area, we have gained a number of insights. The study has found that the research methods used have shifted from qualitative and interpretive methodology toward quantitative and sophisticated modelling. A further insight is that there has been a relatively heavy reliance on institutional theory in the earlier studies reviewed, and since then a switch towards organizational behaviour perspectives. The level of analysis has moved from macro to micro level and thematic foci have become more diverse and complex. We highlight a number of avenues, theoretical and empirical, for future studies in this field.     

Value Orientations, Income and Displacement Effects, and Voluntary Contributions

Identifying the value orientations of subjects participating in market or non-market decisions by having them participate in a ring game may be helpful in understanding the behaviour of these subjects. This experiment presents the results of changes in the centre and the radius of a value orientations ring in an attempt to discover if the measured value orientations exhibit income or displacement effects. Neither significant income effects nor displacement effects are identified. An external validity check with a voluntary contribution game provides evidence that value orientations from rings centred around the origin of the decision-space explain significant portions of voluntary contributions while value orientations from displaced rings do not.     

信息对称的新探索

笔者在以往信息对称研究基础上,结合撰写博士学位论文,对此研究成果进行了重新梳理和细化,对实现信息对称的"三九四"工程继续深化研究,运用综评论分析法、层次分析法,创造性地提出实施九大机制的三种崭新技术,即信息分离技术、信息还原技术和信息核对技术,以期实现信息对称,从根本上改变公司治理。     

徐家围子断陷区营城组火山岩识别

勘探实践表明徐家围子断陷营城组火山机构是深层天然气藏良好的储集体。本文以徐家围子断陷中部营城组火山岩为研究对象,该区火山岩厚度大,爆发相、喷溢相和火山沉积相等各种相带均较发育,通过对火山岩地震反射特征的系统分析,总结了各种相带的具体震相特征。并以此为依据,应用趋势面属性、相干体分析技术等多种手段,对火山机构的空间分布进行了识别与预测,在营城组共识别出44个火山锥,对本区火山岩气藏的勘探开发具有一定的指导作用。     

Investigating mediators between corporate reputation and customer citizenship behaviors

Recent corporate reputation research focuses on customers as an important stakeholder group for whom firm reputation matters. The authors hypothesize that customer-based corporate reputation (CBR) may affect customer citizenship behaviors (CCB) and that both commitment and loyalty mediate the CBR-CCB relationship. The tests of the hypotheses use a sample of 583 service customers who evaluate the reputation of service firms. These results suggest that commitment and loyalty mediate the relationship between CBR and one type of CCB, that is, helping the company. The authors discuss the implications for marketing research and practice.