嵌套并联结构两阶段DEA下科技创新效率测度与分解

目前有许多研究将两阶段DEA模型应用到科技创新活动当中，一般将创新活动分为研发和转化两个阶段，为了进一步探讨不同转移转化方式下科技成果的转化效率以获得更多的详细信息，本文拓展了传统的两阶段DEA模型，考虑了嵌套并联结构的两阶段网络DEA模型，将科技创新活动分为科技成果研发阶段和科技成果转化阶段，并将科技成果转化阶段分为内部转化和外部转化两个并联子系统。本文选取14家中科院院属单位作为被评价对象，应用加权加法分解方法计算整体效率和各阶段子效率。通过将本文模型与传统两阶段模型进行对比发现，传统模型会低估科技成果转化效率。结果表明：整体科技创新效率均值偏低，科技成果研发效率均值高于科技成果转化效率均值，科技成果转化效率仍有很大的提升空间。科技成果转化阶段中内部转化效率普遍较高但是外部转化效率普遍较低，较低的外部转化效率是导致科技成果转化效率低下的主要原因。最后，本文将所有被评价单位分为四类机构，分析提高科技创新效率的实现路径，可以通过重点突破模式和渐进突破模式来实现整体效率的提高。     

Regulatory Institutional Distance and MNCs' Subsidiary Performance: Climbing up Vs. Climbing Down the Institutional Ladder

We investigate the possibility of regulatory institutional distance exerting an asymmetric effect on multinational corporations' (MNCs') subsidiary performance depending on the direction of institutional distance. We use the term ‘institutional ladder’ to differentiate between upward distance, referred to as when the subsidiary is operating in a relatively stronger institutional environment than its parent-firm's home country, and downward distance for vice versa. Combining institutional theory with organisational imprinting and learning perspectives, we argue that the implications of regulatory institutional distance on subsidiary performance are relatively more positive (or less negative) when MNCs are climbing down the institutional ladder as compared to when MNCs are climbing up the institutional ladder. We also argue that subsidiary ownership strategy – i.e. the choice of a wholly owned subsidiary (WOS) versus joint venture (JV) – moderates the above-mentioned implications of institutional distance on subsidiary performance. We test these hypotheses based on a panel data-set of 1936 foreign subsidiaries representing 70 host countries and 66 home countries and spanning the 12-year period: 2002–2013.     

Functional Upgrading and Value Capture of Multinational Subsidiaries

This paper investigates the relationship between the value capture of multinational subsidiaries and functional upgrading, which is defined as a diversification of employment from primary business functions to higher value adding activities such as ICT, R&D, marketing or logistics. By combining survey-based business function indicators with longitudinal accounting data for a representative sample of multinational subsidiaries located in six Central and Eastern European countries (CEECs), we assess the impact of functional upgrading on foreign subsidiaries' value capture. The results provide robust evidence that the breadth as well as the scope of functional upgrading induces an upward shift of subsidiaries' value added. The effect of functional upgrading is stronger in the earlier phases after entry of the foreign investor, while the long-term growth trend remains unaffected.     

Engaging leader – Engaged employees? A cross-lagged study on employee engagement

The goal of this study is to provide a cross-lagged examination of the relationships between engaging leadership, job resources and employee work engagement. We propose a mediation model and we postulate that engaging leadership can increase perceptions of three specific job resources (i.e. autonomy, support from colleagues and opportunities for learning and development) which theoretically correspond to the three facets of engaging leadership (i.e., inspiring, connecting and strengthening, respectively). Subsequently, in keeping with the extant body of Job Demands-Resources (JD-R) research, we link job resources to employee work engagement. Our hypotheses were tested on data collected at two time-points – T1 (N = 759) and T2 (N = 273) –from employees working for a hotel chain in the Netherlands. In line with our expectations, engaging leadership showed a significant cross-lagged relationship with autonomy and support from colleagues, but did not predict learning opportunities and work engagement across time. While we formulated specific hypotheses, we also tested reversed causation relationships. We found no direct effect from engaging leadership on employee work engagement, however, the reversed effect was significant; employee perceptions of engaging leadership were shaped by their own engagement experiences. Importantly, engaged employees at T1 reported more job resources at T2. By providing a cross-lagged examination of our model, we showed that engaging leaders as well as employees’ positive affective state of being engaged, are essential to shaping a resourceful work context. A comprehensive view on the triggers and outcomes of work engagement and engaging leadership is needed, as the traditional unidirectional cause-effect rationale fails to explain how these concepts relate to one another and to employee experiences of job resources.     

Role of Leaders as Agents of Negotiation for Counterbalancing Cultural Dissonance in the Middle East and North Africa Region

This study provides a unique perspective in the field of cross-cultural management by exploring the relationship between “cultural dissonance”—the gap between cultural values and actual practice—and effective leadership attributes in the Middle East and North Africa (MENA) region. Incorporating cultural dissonance into implicit leadership theory, the study uses measurements of dissonance on nine cultural dimensions to identify particular leadership preferences in seven MENA countries. The overall findings suggest that societies prefer leaders who counterbalance cultural dissonance by allowing space for negotiations by members of society to reduce disparities between cultural values—“the way things should be”—and actual practices—“the way things are.” The greater the disparity between cultural values and practices, the greater the citizens' desire that leaders act as agents of change by creating space for negotiation.     

基于消费者显著性偏好的双边平台转换成本和定价策略研究

针对消费者对转换成本和价格属性具有显著性偏好的实际情况，基于显著性理论对垄断双边平台企业的转换成本和定价策略问题进行了研究。研究发现：1)在显著性偏好非对称型市场上，对价格敏感的一方收取的价格最低，对高转换成本的一方收取的价格最高，而在显著性偏好对称型市场上，平台的最优价格位于非对称型市场之间，但是对价格敏感型市场收取的价格低于转换成本敏感型市场的价格。2)在高转换成本的市场，平台利润最低；低转换成本市场平台利润最高，而混合型情况的最优利润位于这两者之间。该研究结论说明平台企业应该采取措施来降低用户加入平台的转换成本，从而增加利润，这与现实的案例研究结论相吻合。     

政府奖惩机制下药品安全质量监管三方演化博弈及仿真分析

药品安全关乎人民群众生命健康、经济发展、社会稳定和国家安全，一直以来都是政府和全社会关注的热点问题之一。但是，近年来频发的各类药品安全事件，揭露了政府监管缺失、药品检测机制不完善、公众投诉失效等诸多问题。本文考虑了药品检测中存在寻租现象，构建了药品生产企业、第三方药品检测机构和政府监管部门之间的三方演化博弈模型，分析了各参与方策略选择的演化稳定性，探讨了各要素对三方策略选择的影响关系，进一步分析了三方博弈系统中均衡点的稳定性。研究结果表明：1)政府增强奖励、惩罚力度均有助于促进企业生产高药效药品、第三方药品检测机构拒绝寻租的规范行为，但是增大奖励力度将不利于政府自身履行监管职责；2)政府设定合理的奖惩机制必须符合对各方的奖惩之和大于其投机收益的条件，才能保障演化稳定市场环境下的药品安全；3)上级政府对监管部门失职的问责对增强企业生产高药效药品的稳健性具有重要意义；4)提升企业的药品销售收益、增加企业寻租成本也是避免企业生产低药效药品的有效途径。最后，利用Matlab 2020b进行了仿真分析，为政府完善药品监管机制提出了对策与建议。     

基于团队道德风险模型的担保企业集团激励约束机制研究

现有团队道德风险文献更多的是针砖企业内部多成员(多代理人)进行研究的,而鲜有运用团队道德风险理论模型研究集团企业内部的道德风险问题.文章将集团下属子公司看做团队中的同质性多个代理人,把担保集团的实际影响因素合理地加入已有的团队道德风险模型,以此来研究集团道德风险问题.通过对新构造的模型的数理分析,揭示出担保集团对于公司的激励约束机制,并运用实证研究验证了理论模型和结论的有效性.     

属性集容量确定的夹挤式测度模式及其推算模型

迄今，为解决多属性偏好关联决策属性集容量判断指数复杂性难题所提出的λ模糊测度模式与k-可加模糊测度模式，以及建构在它们之上的属性集容量确定的推算模型，尚存在着适用性差的技术不足。为此，以平衡容量判断的可操作性和容量推算的准确性为视角，提出了一种新容量测度模式，即关于容量判断与推算的夹挤式测度模式，并在此基础上通过引入决策者较易判断给出的容量序信息构建了相应的容量推算模型。基于数值模拟的对比分析表明：新模式不仅在应用可行性上高于k-可加模糊测度模式，而且从容量推算的准确性上看也明显优于λ模糊测度模式和k-可加模糊测度模式，因而对实际决策具有更强的适用性。     

超竞争环境下企业困境并购定价与时机研究

在超竞争环境下企业面临的竞争环境越来越动荡，企业的竞争优势呈现出短期性与临时性的特点，为了快速发展，越来越多的企业选择并购。本文以超竞争环境为研究背景，运用期权博弈理论，分析并建立了存在竞争对手的企业困境并购定价与时机选择模型，通过模型求解得到并购中主并企业给予目标企业的最优价值以及主并企业的最佳并购时机；此外，通过数值模拟重点分析了三个超竞争特征因子（竞争强度、竞争不确定性、企业价值损失因子）、企业困境因子以及竞争对手的溢价水平对企业困境并购时机的影响。本文研究发现：（1）被并企业得到的价值补偿比例及主并企业最佳并购时机均受到各超竞争特征因子、企业困境因子以及竞争对手溢价水平的综合影响；（2）竞争对手的存在会使目标企业得到的价值补偿比例增加；（3）超竞争环境下企业困境并购中主并企业的最佳并购时机取决于并购双方的相对价值比；（4）随着可能导致双方谈判破裂因素、事件的增多以及企业财务困境程度的增加，主并企业提前进行并购的可能性增加；（5）随着竞争强度、竞争不确定性、竞争对手造成溢价水平的增加，主并企业推迟并购时机的可能性增大。