Research on Generation Mechanism of Technical Innovation

Technical advancement includes technology generation, diffusion and aggregation. This paper focuses on researching the mechanism of technology generation from the viewpoint of technology cycle, and the source spring of the generation of the innovation based on technology is scientific discovery. The technical perfection and secondary innovation are determined by the pulling force of demand, unbalanced inducement mechanism and profit. Standardized innovation is the sign of technology mature stage, the limit in demand and supply of technology drives the technical innovation into lag phase.     

The empirical relationship between commitment enhancement devices and terrorism

An extant theoretical literature attributes the high lethality of violent extremist religious sects (VERSs) to their comparative advantage in assembling coalitions of highly committed operatives and identifies sacrifice and stigma (S&S) and social service provision (SSP) as the primary commitment enhancement devices VERSs employ. However, lack of direct measures of the VERSs’ deployment of these devices has impeded efforts to test the hypothesized effects of S&S and SSP on terrorism. This article exploits the relationship between exogenous variation in the marginal productivities of S&S and SSP as inputs in the production of commitment and variation in VERSs’ employment of these inputs to identify proxies for S&S and SSP. Using data from 158 countries, our cross-sectional estimates of the effects of S&S and SSP on the impact of terrorism are significant and larger than the effects of geographic and political variables that are consistently reported to be both significant and substantial.     

Structural replacement or structural inducement: government ties of Chinese business executives

We suggest that the structural replacement thesis, which proposes that managers in Chinese nonstate-owned enterprises (NSOEs) possess more government ties than managers in Chinese state-owned enterprises (SOEs), is theoretically incomplete because it considers only the motivation of managers of NSOEs. The extensiveness of social ties is influenced also by the capability and opportunity for social actors to cultivate these social ties. We introduce the structural inducement thesis, which holds that SOE managers have more government ties than do NSOE managers, as an alternative to the structural replacement thesis. Our analysis of 250 Chinese managers' ties supports this structural inducement thesis. The theoretical and applied implications of these findings are discussed. Copyright © 2009 ASAC. Published by John Wiley & Sons, Ltd.     

商业银行声誉风险管理的建议与对策

未来商业银行间的竞争,在很大程度上表现为社会声誉和形象的竞争。而商业银行各种风险的发生都有可能引发声誉风险,进而影响银行的社会声誉和形象。建立有效的防控声誉风险体系,是一项长期的行为文化建设,其本质是企业文化建设。     

Optimal portfolio delegation when parties have different coefficients of risk aversion

We consider the problem of delegated portfolio management when the involved parties are risk-averse. The agent invests the principal's money in the financial market, and in return he receives a compensation which depends on the value that he generates over some period of time. We use a dual approach to explicitly solve the agent's problem analytically and subsequently we use this solution to solve the principal's problem numerically. The interaction between the principal's and the agent's risk aversion and the optimal compensation scheme is studied and, for example, in the case of the more risk averse agent according to common folklore the principal should optimally choose a fee schedule such that the agent's derived risk aversion decreases. We illustrate that this is not always the case.     

Earnings management of seasoned equity offering firms in Korea

We investigated 249 Korean seasoned equity offering (SEO) firms during the period 1995-1997 to determine if the SEO firms manage earnings in the year before a planned issue of seasoned equity stocks. Using three test methods (accrual difference, correlation, and sign-change), we found that the Korean firms contemplating SEOs in the following year do manage earnings particularly when their relative performances have been poor. The results are robust irrespective of control samples. Analysis of operating performances around SEOs shows that SEO firms tend to increase reported earnings in the year immediately preceding and the year of SEOs, but no differences were found in operating cash flows between the SEO firms and the control firms. By using a regression analysis for discretionary accruals, we found that SEO firms are more likely to manage earnings if the operating performances are poor and if the offer sizes are relatively large. Association tests between stock returns and discretionary accruals indicate that the market reacts positively to net income but negatively to discretionary accruals. The results indicate that the market correctly analyzes the cash flow implications of the SEO firms' opportunistic use of discretionary accruals.     

论第三人侵害合同

对于第三人侵害合同的性质存有多种学说,其构成要件、法律后果是基本命题,我国合同立法应引入第三人侵害合同制度。     

双向视角的员工组织关系探索--I-P/S模型的实证研究

员工一组织关系(Employee-Organization Relationship,以下简称EOR)是组织对员工的投入与员工为组织的贡献之间的交换关系。国内外理论界对这种交换关系的研究主要运用了两个模型：心理契约模型(PC)和激励／贡献模型(I／C)。心理契约模型主要从员工的角度研究EOR,激励／贡献模型则主要从组织的角度研究EOR。本文在心理契约模型和激励／贡献模型的基础上,构建了从组织和员工两个角度揭示员工与组织互动关系的I-P／S模型,并且探讨了不同类型EOR的具体管理策略与方法。     

中国产业碳排放增长的需求结构分析

文章运用投入产出分析法对中国产业二氧化碳排放增长的需求结构进行了探讨。研究发现:①最终需求各项CO2诱发效果显著的产业主要有8个部门;②部门单位最终需求的完全排放强度主要来自中间需求的影响;③最终需求各项的CO2排放诱发效果说明:当前我国的投资和出口需求是诱发CO2排放量的主要驱动因素;④解读各部门CO2排放对最终需求各项的依存度进一步说明当前我国CO2排放是投资出口依存型。     

Inducements,contributions, and fulfillment in new employee psychological contracts

This longitudinal study of newly hired Chinese college graduates (N = 143) investigates the effects of contract fulfillment, employee reports of company inducements (organizational support and job rewards), and supervisory reports of individual contributions (job performance and extra‐role citizenship behavior) upon changes in the graduates' psychological contracts. Three survey waves were administered a year apart, starting with the recruits' job offer acceptance. Analyses revealed that employee fulfillment and perceived contributions predicted particular changes in employer psychological contract obligations, whereas employer fulfillment and perceived inducements predicted changes in employee obligations. The effects of inducements on employee obligation changes and contributions on employer obligation changes were mediated by their respective fulfillment measures. Changes in obligations were greater in the first year of employment than in the second. This study yields implications for managing newcomers and researching the initial phase of employment. ©2011 Wiley Periodicals, Inc.