知识型员工双重社会网络对企业创新绩效作用机制研究

基于企业基础资源观和组织学习理论，从知识型员工个人和组织社会网络两个方面构建知识型员工双重社会网络影响企业创新绩效的理论模型，分析知识共享、组织学习及资源整合在员工双重社会网络对企业创新绩效影响机制中的作用。结果表明：知识型员工双重社会网络对科技型企业创新绩效的作用路径有3条，资源获取与整合、知识共享与学习及员工动态创新能力分别在其中发挥中介作用；在不同类型组织文化环境中，知识型员工双重社会网络对企业创新绩效的作用特征、作用重点以及作用机制存在显著差异，内部整合维度主要通过知识共享和组织学习影响企业创新绩效，外部适应维度主要通过隐性知识传播和资源整合影响企业创新绩效。     

Inferring repeated-game strategies from actions: evidence from trust game experiments

Summary. Combining a strategy model, an inference procedure and a new experimental design, we map sequences of observed actions in repeated games to unobserved strategies that reflect decision-makers’ plans. We demonstrate the method by studying two institutional settings with distinct theoretical predictions. We find that almost all strategies inferred are best responses to one of the inferred strategies of other players, and in one of the settings almost all of the inferred strategies, which include triggers to punish non-cooperators, are consistent with equilibrium strategies. By developing a method to infer unobserved repeated-game strategies from actions, we take a step toward making game theory a more applied tool, bridging a gap between theory and observed behavior.Received: 23 December 2002, Revised: 19 April 2005, JEL Classification Numbers: C72, C80, C90.The authors are indebted for discussions with Ray Battalio, David Cooper, Robin Dubin, John Duffy, Ellen Garbarino, Susan Helper, Margaret Meyer, John Miller, Jim Rebitzer, Mari Rege, Al Roth, and John Van Huyck. The authors also benefited from discussants at economic department seminars at Case Western Reserve, McMaster and McGill University, University of Pittsburgh, SUNY-Stony Brook, and Texas A&M, and participants at the 2002 European Winter Meeting of the Econometric Society. We are grateful for the financial support provided by the Department of Economics at the University of Pittsburgh and Case Western Reserve University.     

AN EMPIRICAL EXAMINATION OF RELATIONSHIP MAGNITUDE

Based upon a review of the extant literature, it is proposed that the structure of an interorganizational relationship is composed of relationship type and the under‐researched construct of relationship magnitude. Specifically, it is hypothesized that relationship magnitude, a second order construct composed of trust, commitment, and dependence, affects relationship type, which affects the perception of value of the relationship. The results of a survey analyzed through structural equation modeling support these hypotheses.     

Hybrid governance and governance performance in industrial purchasing relationships

Hybrid governance arrangements (e.g. joint action, long-term contracting and vertical coordination) feature regularly as an effective response to inter-firm dependence in the literature of business-to-business relationships. However, current empirical work has paid little attention to whether such governance arrangements really do improve governance efficacy and reduce transaction costs. The present study focuses on the governance efficacy of vertical coordination in industrial business-to-business relationships. Building on transaction costs arguments, the author examines whether vertical coordination is an effective means for adapting to inter-firm dependence, realized as the substantial employment of specific assets.Empirical findings from a survey of 170 industrial supplier–buyer relationships demonstrate that when asset specificity reaches a certain level, greater vertical coordination reduces ex post transaction costs significantly. On the other hand, this efficacy pattern is modest or non-existent in relationships with low asset specificity.The research findings support the basic TCA assumption that the performance of hybrid governance arrangements is highly dependent on a situation of substantial inter-firm dependence with subsequent small-number conditions.     

劳动关系作为法律关系:兼论劳动法学研究的范式转换

劳动关系和劳动法律关系区分的理论更多是法外视角研究劳动关系问题的结果。法律调整社会关系或劳动关系并非是指存在先在的供法律调整的社会关系,而是指法律通过规范人的行为在当事人之间产生法律关系,该法律关系是社会关系的特殊形式;法律关系产生的过程不是寻找社会关系的过程,而是判断法律规范规定的构成要件是否具备的过程。法律调整劳动关系因此是指出现法律规范的构成要件时在当事人之间产生以一方提供依附性劳动、另一方支付报酬为主要义务的权利义务关系,也即法律意义上的劳动关系。从上述劳动关系的逻辑出发,则事实劳动关系概念需要正本清源,集体劳动关系非法律意义的劳动关系,劳动法律关系、社会劳动关系、个别劳动关系等概念无存在必要。劳动法学研究应实现从法外视角向法教义学研究并重的转换。我国劳动法的规则体系和理论体系应围绕劳动关系展开。     

组织信任及决策承诺与决策质量之关系探讨

通过关注组织信任在战略决策过程中的作用机制，研究组织成员间的信任与战略决策质量的关系，尤其是受信任影响较大的决策承诺在其中的中介作用。对组织信任、决策承诺和决策质量概念进行了系统的探索性分析和验证性分析，证实了组织信任对战略决策质量有显著的正相关关系，研究结论是组织信任对决策质量的影响主要是通过决策者的决策承诺来传递的。     

新疆新兴旅游产品开发应处理好的几个关系

新兴旅游产品开发是旅游业持续发展的重要组成部分。在开发新兴旅游产品的过程中应处理好以下几方面的问题：资源与市场的关系、独特性与共性的关系、时代性与民族性的关系、人与自然的关系及观赏与参与的关系。     

信任、不信任与控制关系及其应用研究的现状与思考

信任、不信任与控制之间的关系及其应用,已成为当代众多社会科学学科研究信任问题的子焦点之一。我们依据近年国外有关文献的调研,认为：缺乏一个以当代众多社会科学领域重要的理论命题为基础的、统一的科学、严谨、结构合理的三者关系的分析框架,是当前深化和推进有关研究必须克服的一个障碍。     

关系取向对员工满意影响的实证研究

在现有文献中,有关关系取向对员工满意影响的研究尚属空白.(1)通过15位服务人员的深度访谈,对关系取向的内涵进行定性探索;(2)预调查对量表的信度和效度进行评价并修改部分问项;(3)对天津连锁药店的86位店长和217位销售人员的正式问卷调查表明:关系取向、关系交换与员工满意正相关;个体文化差异对关系交换有负向影响,而对关系取向有正向影响.研究结果可以指导经理们提高上下级关系管理的有效性.