东道国社会信任能降低企业跨国经营的不确定性吗?——以海外子公司所有权结构设计为例

理解东道国制度环境并选择与之相适应的管理方式对企业跨国经营获得成功具有重要影响。现有文献侧重于分析东道国规制制度和认知制度对企业跨国经营的影响,对规范制度研究较少。基于来自世界价值观调查的东道国社会信任数据以及中国上市公司2009—2018年在海外设立的6 921个子公司的数据,本文探讨规范制度的核心维度——东道国社会信任如何影响中国企业对海外子公司的管控。本文提出东道国外群体社会信任和内群体社会信任影响企业跨国经营所面临的交易成本和不确定性,进而影响母公司对海外子公司的持股水平。此外,文化距离和母公司跨国经验是东道国社会信任效应的重要边界条件。本文通过揭示东道国社会信任影响海外子公司管控的理论机理,不仅增进了人们对于规范制度及其对企业跨国经营战略的影响的认识,还对企业评估东道国规范制度环境、科学地设计海外子公司的所有权结构具有启示意义。     

The Influence of Appearance and the Number of People Viewed on Tourists’ Preferences for Seeing Other Tourists

This study examines tourists’ attitudes towards tourist-tourist encounters. The appearance and the number of observed tourists as well as the place of residence of the observing tourists were studied. The variables of tourist appearance and the number of people at the site were manipulated electronically in a set of rainforest photographic images. The data were collected through an on-site self-administered questionnaire. The results from 409 respondents suggested that there were different encounter preferences between Japanese and Western observers with respect to both appearance and the number of people encountered. Japanese have a preference for mixing with Westerners, at least in the rainforest setting studied. Westerners do not have marked appearance-related preferences. For the number of people in the setting, Westerners are inclined to favour few or no people while Japanese prefer some people and are tolerant of larger numbers. These findings, which contradict much of the existing North American recreation based work on people in contact, were examined from a number of theoretical perspectives, including in-group and out-group analyses, and dynamic encounter norms. Some potential management implications were outlined.     

Comparing traditional and virtual group forms: identity,communication and trust in naturally occurring project teams

This study compares three types of project teams in a global high-tech organization: traditional (co-located), virtual (completely distributed), and ‘semi-virtual’ or hybrid (containing both local and remote members). We use in-group/out-group theories of subgroups to help explain the findings. Specifically, local members of semi-virtual teams report much more positive perceptions of their local than their remote members, while traditional and virtual team members appear similar. We conclude by drawing implications for practice, such as the avoidance of semi-virtual teams whenever possible and the development of strong team identities.     

社会认同、偏好和经济行为——基于行为和实验经济学研究成果的讨论

社会认同理论的引入为实验经济学相关研究开拓了一个新的分支。通过假设个体间相互关联,社会认同因素直接作用于个体的偏好,进而改变经济决策,是对传统经济学理论的突破。总体来说,社会认同对偏好的塑造体现在两个方面：首先,社会认同会提升个体对内群的社会偏好,导致内群偏见,并使个体做出更加有利于内群的行为;其次,社会认同会改变个体对内群规则的偏好,进而导致不同维度的群体分类在经济决策上的差异。     

Skill Level and Recreation Conflict among Skiers and Snowboarders

This paper examines out-group and in-group normative beliefs about unacceptable behaviors (conflict) reported by skiers and snowboarders with varying skill levels. Individuals with greater skills in skiing and snowboarding were predicted to experience more conflict than those with less ability in the activity. Across all skill levels, skiers and snowboarders were hypothesized to report more out-group than in-group conflict. Data were obtained from surveys (n = 595) distributed at five ski resorts in Colorado. Skiers and snowboarders rated their skill level on a four-point scale (beginner, intermediate, advanced, or expert). Multiple item indices were created to measure observed unacceptable behaviors between skiers and snowboarders. Analyses supported both hypotheses. As perceived skill level increased, out-group and in-group conflict increased for both skiers and snowboarders. Within each skill level, skiers reported more unacceptable behaviors by snowboarders than with fellow skiers, and snowboarders also identified more out-group than in-group conflict.     

被信任的代价: 员工感知上级信任、角色负荷、工作压力与情绪耗竭的影响关系研究

伦理氛围是组织环境的重要组成,一定程度上影响着组织的运行效率和发展前景。基于“工作要求-资源”理论框架,构建感知上级信任影响亲组织非伦理行为的双路径被调节中介模型,并采用层级回归和结构方程对模型进行验证。研究发现：感知上级信任对员工亲组织非伦理行为具有正向影响;角色超载、内部人身份认知在感知上级信任与亲组织非伦理行为间分别发挥中介作用,两条中介路径间差异不显著;内群体社会地位负向调节角色超载在感知上级信任与亲组织非伦理行为间的中介作用,正向调节内部人身份认知在感知上级信任与亲组织非伦理行为间的中介作用。组织可通过强化员工道德规范意识、关注员工群体内影响力以及加强信任管理等方式有效减少员工的亲组织非伦理行为,促进组织整体效率提升。     

The Influence of Acculturation and In-Group Bias on Source Credibility: The Case of Asian American Female Consumers

While research on cultural variables influencing source credibility has been called for by scholars, very few studies have made attempts thus far. In this study, an experiment was conducted to investigate the effects of acculturation and in-group bias on Asian Americans’ perceived source credibility and advertising effectiveness. The results indicate that while acculturation had some effects on the subcomponents of credibility, in-group bias did not have an effect on credibility and Asian Americans’ advertising responses.     

Actual and Perceived Sharing of Ethical Reasoning and Moral Intent Among In-Group and Out-Group Members

Despite an extensive amount of research studying the influence of significant others on an individual's ethical behavior, researchers have not examined this variable in the context of organizational group boundaries. This study tests actual and perceptual sharing and variation in ethical reasoning and moral intent within and across functional groups in an organization. Integrating theory on ethical behavior, group dynamics, and culture, it is proposed that organizational structure affects cognitive structure. Departmental boundaries create stronger social ties within the group as well as intergroup biases between the groups. Thus individuals will be more likely to share in ethical reasoning and moral intent with members of their own functional group (in-group) than with members of other functional groups (out-group). Additionally, they will perceive that they are more likely to share in ethical reasoning and moral intent with in-group members than with out-group members. Responding to two versions of two ethical scenarios, respondents contrasted their own ethical behavior to their expected ethical behavior of in-group and out-group members. Empirical results confirmed the hypotheses. Organizational group boundaries create actual as well as perceptual sharing and variation in ethical reasoning and moral intent. Furthermore, when comparing perceptual sharing to actual sharing, results show that individuals understate their sharing of ethical reasoning and moral intent with out-group members and overstate their sharing with in-group members. As organizational boundaries can create actual and perceived differences between groups that could lead to inter-group conflict, suggestions for management focus on removing or blurring inter-group boundaries.     

Tourism in Austria a case study of the influence of tourism on ethnic relations

This study discusses the influence of tourism on ethnic relations between two populations in southern Austria. For many centuries the two populations have co-existed in the same geographical area. This co-existence was based on the exploitation of two separate ecological niches in the same environment — trading and farming. With the coming of tourism in the late 1950's, however, both populations are now cooperating and competing within the same ecological niche, tourism. Tourism has led to increased contact between the two groups and greater participation in each other's affairs. This contact and participation in turn has had the effect of breaking down ethnic boundaries which had remained virtually unchanged for over one thousand years prior to the advent of tourism.     

Leader prototypicality moderates the relation between access to flexible work options and employee feelings of respect and leader endorsement

Organizations are increasingly offering flexible work arrangements (FWA), which are associated with a variety of individual and organizational outcomes. Supervisors may support, discourage or prohibit employees’ access to and use of such programs. These actions and decisions can affect employees’ feelings of being respected, and their endorsement of their supervisor – that is, matters that affect employees’ motivation to work in pursuit of group and organizational goals. In the present paper, we take a fresh look at these relationships by proposing, in line with the social identity approach, that they are moderated by leader in-group prototypicality (i.e. the supervisor’s representativeness of group identity). Results from two large sample surveys a year apart at one organization show that employees with supervisors who allow more FWA feel more respected as well as express stronger endorsement of their leaders. Importantly, both of those relationships are moderated by the degree of the supervisor’s in-group prototypicality, but in opposite ways. The association of FWA allowance with respect increases slightly under conditions of higher prototypicality. However, the association of FWA allowance with endorsement of leaders increases more strongly under conditions of lower prototypicality. The discussion considers theoretical, practical and research implications of these findings.