交易成本、生产成本与农业生产环节外包——基于农地禀赋效应调节视角

农业生产环节外包是实现农业规模经济的重要途径。依据山东、河南2省6市小麦种植户调研数据,运用结构方程模型实证分析农户农地禀赋效应调节视角下外包交易成本、农业隐性生产成本对农业生产环节外包程度的影响。研究结论如下：①市场容量、资产专用性、交易不确定性和交易频率是外包交易成本的重要表现。市场容量的扩大可以降低单位面积外包交易成本,促进农业生产环节外包程度的提升;资产专用性、交易不确定性和交易频率的增强会增加外包交易成本,阻碍农业生产环节外包程度的提升。②农业生产经营风险和农业劳动机会成本是隐性生产成本的重要体现,二者均会促进农业生产环节外包程度的提升。③外包交易成本、隐性生产成本对农业生产环节外包程度的影响会受到农户农地禀赋效应的调节。在外包交易成本方面,农户农地禀赋效应会削弱市场容量对农业生产环节外包程度的促进作用,增强资产专用性和交易不确定性对农业生产环节外包程度的阻碍作用;在隐性生产成本方面,农户农地禀赋效应会增强农业生产经营风险对农业生产环节外包程度的促进作用,削弱农业劳动机会成本对农业生产环节外包程度的促进作用。④农业外包市场并不仅是一个简单的交易市场,而且是一个具有身份特征的情感市场。培育农业外包市场,需充分考虑和尊重农户的农地禀赋效应。     

信息技术外包项目绩效影响因素实证研究

本文以交易成本理论为基础,探讨了影响信息技术外包项目绩效的各种因素,包括战略匹配、对外包的熟悉程度、资产专用性和不确定性。通过问卷调查的方式,本文收集了103家中国各类企业的实际数据。研究结果表明,战略匹配、对外包的熟悉程度和资产专用性均对信息技术外包的项目绩效有显著的正向影响,但不确定性对项目绩效的影响不显著。     

模块化对企业边界的影响——基于交易费用经济学的解释

基于交易费用经济学的视角,深入分析模块化对交易成本的三个维度--资产专用性、不确定性和交易频率的影响.探讨企业边界变动的内在原因和一般规律,希望能够指导企业在模块化时代更加深刻地理解企业和市场之间的相互关系和界限,更科学的把握企业规模的适当性和合理性,更好的处理企业在发展中遇到的扩张和收缩问题.     

农地整理项目后期管护效率的影响因素实证研究

农地整理通过提高耕地质量和改善农业生产条件促进粮食增产、农民增收和农业增效,对保障国家粮食安全和实现土地占补平衡都具有重要的现实意义。目前我国农地整理存在着"重前期建设、忽视后期管护"的普遍现象,严重影响了土地整理项目效益的发挥。本文分析了农地整理项目后期管护影响的体系结构,提出了由农户参与、村委会的参与、政府部门的管理及专业化组织的参与组成的项目后期管护主体的因素和由项目后期管护的经济性、生态环保性和工程质量组成的项目后期管护效率的因素基础上,构建了其后期管护效率影响因素的结构方程理论模型,并运用实地调研数据来检验并修正该理论模型。研究结果表明:村委会的参与对农地整理项目后期管护的效率影响最大,其次是农户的参与,而政府部门的管理与专业化组织的参与影响相对较小。最后在实证研究结论基础上,提出了增进后期管护效率的对策建议。     

基于交易费用的反向物流外包机理研究

反向物流外包是介于市场和层级之间的混合治理结构,外包成本包括交易费用和运作成本。以交易费用理论为基础,借鉴威廉姆森的启发性模型,建立了反向物流市场交易的费用效率分析框架,从静态和动态两个方面分别研究了反向物流市场交易的费用效率主要影响因素及其作用机理。从静态来看,专用性资产与不确定性是反向物流市场交易费用效率的主要因素,核心能力及反向物流信息也会对其产生一定影响;从动态角度看,信息技术的发展、"双赢"的合作竞争趋势以及二者的共同作用能够抑制静态条件下,反向物流市场交易的费用效率影响因素的影响作用,促进反向物流市场交易的发展。     

合同与关系:中国背景下的项目治理机制——基于委托代理与交易成本理论的分析

项目业主与承包商构成了项目中两个最主要的主体,它们之间由于目标不一致和信息不对称,容易引发道德风险等代理问题。严密详细条款和严格履行的合同治理,是规范项目治理的基础;目标一致、信息共享和联合行动的关系治理,旨在建立良好的合作模式,降低交易成本,解决代理问题,提高项目管理绩效。影响项目合同治理与关系治理的选择,包括了资产专用性、合作期限、项目不确定性和复杂性四个因素。     

基于公平与效率视角的农地整理后期管护的制度绩效研究

农地整理的后期管护对于延长农地整理建成设施的生命周期,提高土地资源利用效率,促进农地整理项目的可持续发展有着重要的意义。本文从公平与效率视角出发,运用结构方程模型对农地整理后期管护制度绩效与制度公平、制度效率的内在作用机制进行探析,试图为管护制度的完善和农地整理后期管护的可持续发展提供一定理论依据。研究结果表明：①制度公平与制度效率分别在1%、5%的统计水平上正向显著作用于制度绩效,制度公平与制度效率的相关系数为0.81,本文的3个假说均得到验证;②管护主体选择方式、管护人员充足程度、村民社交改善程度分别对制度绩效、制度公平、制度效率总效应最大,效应值分别为0.83、0.68、0.82;③模型运行结果具有稳健性,在“搭便车”行为的作用下,制度公平对制度绩效的影响更加显著。最后,建议推进管护主体选择方式多元化,推动项目区管护人员数量与素质的规范化管理,同时加强农民管护参与平台和机制建设,促进项目区农民相互沟通与交流。     

基于交易费用分析范式的高校技术转让问题研究

对高校技术转让过程中的交易费用进行规范研究后发现,机会主义行为、高校技术的不确定性和企业专用性投资所产生的高交易费用是我国高校技术转让率低下的根源。因此,科技政策的效果取决于能否降低交易费用。在此基础上把科技政策划分为引导型、中介型和制度型三类进行政策效果对比分析,最后对科技政策设计的总体目标以及所应遵循的思路进行讨论。     

基于交易成本的制造业与生产服务业共生模式

文章首先对制造业与生产服务业之间的共生关系进行描述。然后运用交易成本理论,对制造业与生产服务业之间的交易类型进行分析,进而探讨基于共生介质和共生界面的共生组织模式和交易类型之间的对应关系。最后,得出资产专用性和交易频率与共生关系组织模式之间的对应关系。     

双元创新倾向对跨界技术并购绩效的影响研究

跨界技术并购已渐成潮流,然而,企业能否真的从中获益,往往取决于并购后的技术吸收和整合。论文以2007-2015年上市公司的跨界技术并购事件为样本,运用多元回归分析的方法,对企业的创新倾向、既有技术资源和并购后内外部创新投资对跨界技术并购创新绩效的作用机理进行了探索。结果表明,与探索式创新倾向相比,企业的利用式创新倾向更能促进创新绩效的提升;同时,企业的技术资产专用性会弱化利用式创新倾向对创新绩效的正向影响,但若并购后企业加强内部创新投入或对外创新合作则能减轻技术资产专用性的负面效应。论文拓展和深化了吸收能力、资产专用性等相关理论,同时,为企业跨界技术并购的相关决策提供经验证据。     

基于农户行为响应的农村居民点整合模式探析——以重庆市合川区兴坝村为例

农村居民点整合作为合理组织和有效配置农村土地资源、改善农村人居环境、促进农业规模经营和提升土地价值的重要手段,对其进行研究具有重要实践意义和理论价值。本研究运用相关行为科学的理论,构建了一个模型对农村居民点整合中农户行为响应的决策过程进行模拟,运用参与式农村评估对模拟过程进行农户调研,结合农户自身资源特征、住房情况与生计发展意愿分析不同类型农户的响应程度,根据不同类型农户农村居民点响应程度的差异凝练出兴坝村农村居民点的4种整合模式：农业发展型整合方式、兼业型整合方式、非农发展型整合方式和保留型整合方式。     

社会信任、组织支持对农户参与小农水管护绩效的影响

由于政府主管的小农水治理模式难以充分满足农户农业生产经营的现实需求,农户参与管护成为突破小农水治理困境的关键。在IAD框架基础上,利用内蒙古和宁夏774份微观农户调研数据,运用Ordered Probit模型,探讨了社会信任、组织支持对农户参与小农水管护绩效的影响。结果表明：① 社会信任与组织支持均显著正向影响农户参与小农水管护绩效,该结论在剔除老年人样本的情况下仍然成立;② 组织支持能增强社会信任对管护绩效的积极作用;③ 组织支持通过影响农户对村干部和管护制度的认可这两条渠道来发挥其对管护绩效的影响作用。这表明,促进农户之间的沟通交流从而提高彼此之间的信任感,并在此基础上增强村组织对农户的支持力度,能有效提升农户参与小农水管护绩效,对破解小农水自主治理困境具有借鉴意义。     

基于交易成本的高校产学合作创新管理机制研究

如何从交易成本节省的角度来管理产学合作,进而构建有效的管理机制是高校产学合作管理的核心内容,而合理的科层管理机制设计是其中尤为重要的方面．以北京大学为例的研究发现,环境不确定性对科层管理机制的影响不显著,资产专属性对科层管理机制的影响是正向且显著,而结果可衡量性对科层管理机制的影响是负向且显著．     

交易费用的再认识:基于比较制度的视角

本文在分析现有关于交易费用研究误区的基础上,对交易费用进行了重新认识,并以家庭联产承包责任制实施为案例,以交易费用理论对这一现象进行了解读.研究认为:只有将预期交易费用纳入交易费用统计中,并采用比较制度方法才能得出对交易费用的正确认识;只有使用个体主义的成本收益分析方法才能认识制度变迁中的交易费用承担;只有对同类型交易中的交易费用进行比较才有助于找到降低交易费用的路径及方法.     

文化差异感知、沟通模式与员工创新行为

While it is well-known that cross-cultural conflict management is a common problem in multinational joint ventures. The cooperation parties come from different countries and regions, and their social, political and legal systems and cultural backgrounds are different, which leads to the differences in business philosophy, decision-making thinking preferences and management communication modes. The conflict of managerial values caused by cultural differences will inevitably affect the management concept and mode of joint ventures, which will permeate the whole process of enterprise management activities. Employees from different cultural backgrounds may have different acceptance of the rules and regulations of the joint venture or different understanding of the work tasks, which may cause employees′ uncertainty or anxiety and ultimately affect their work innovation behavior and enterprise performance.  However, a fact that can not be ignored is that managers of joint ventures do not know much about cultural differences, the impact of communication modes and how to influence employees′ work innovative behavior. Managers need to manage cultural conflicts and differences between the two countries and even more countries in order to maximize cultural integration and enhance working enthusiasm and creativity of employees. So, this study attempts to reveal the deep-seated impact mechanism of cultural differences between parent company and subsidiary companies and management communication modes on employees′ work innovative behavior. And we also hope to explore the optimal communication mode in cross-cultural conflict management of joint ventures, so as to provide experience for cross-cultural conflict management of joint ventures. This paper took 211 employees of 12 automobile joint ventures as the research object. Cultural differences perceived by employees were viewed as the independent variable, and communication modes between managers and subordinates were regarded as both independent variables and moderating variables. The theory of anxiety/uncertainty management was adopted to analyze the effect and mechanism of employees′ perceptions of cultural differences on their work innovative behavior. The theory and techniques of Transactional Analysis were used to classify the communication modes between managers and subordinates. The hierarchical regression method was conducted to analyze the samples and compare the impact of different communication modes on employees′ innovative behavior.  Through empirical research, this study mainly draws the following conclusions: (1) Joint venture employees′ perceptions of cultural differences between parent and subsidiary companies affects their innovative behavior. The more cultural differences perceived by employees between parent and subsidiary companies, the more difficult it is for employees to understand the rules and regulations and normative requirements of joint ventures, thus enhancing the risk defense mechanism of employees and curbing their creative and innovative motivation in the process of work. (2) Manager-employee value conflict caused by cultural differences runs through the communication modes between managers and employees, thus affecting the innovative behavior of employees. The three dimensions of communication mode (complementary transactions, crossed transactions and covert ulterior) affect the direction and intensity of employees′ innovative behavior differently. Among them, complementary transactions positively affects employees′ innovative behavior, while crossed transactions and covert ulterior negatively affect employees′ innovative behavior. (3) Different communication modes adopted by manager-employee in the process of communication can moderate the impact of cultural differences perceived by employees on their innovative behavior. Among them, complementary transactions can weaken the negative relationship between employees′ perceptions of cultural differences and their innovative behavior, while covert ulterior strengthens the negative relationship between employees′ perceptions of cultural differences and their innovative behavior, while crossed transactions has no obvious moderating effect. The theoretical contributions of this study are mainly embodied in the following aspects. Firstly, this study confirms the impact of employees′ perceptions of cultural differences and communication modes between managers and employees on employees′ innovative behavior. Different communication modes between managers  and employees will not only directly affect employees′ innovative behavior, but also moderate the relationship between employees′ perceptions of cultural differences and their innovative behavior. Secondly, this study reveals the complex mechanism of the relationship between employees′ perceptions of cultural differences and their innovative behavior, and identifies the important moderating role of different communication modes. Thirdly, this study enriches the application fields of the anxiety/uncertainty theory, and expands the research fields of the theory and techniques of Transactional Analysis. The results of this study have important reference significance for the management practice of joint ventures. Based on the results of this study, the employees′ perceptions of cultural differences are important factors to affect employees′ innovative behavior. Therefore, we put forward the following management suggestions for joint ventures. Firstly, it is suggested that joint ventures should attach great importance to alleviating the uncertainty and anxiety caused by employees′ perceptions of cultural differences, strive to create a safe and harmonious working environment for employees, so as to stimulate their innovative potential and improve their work enthusiasm and creativity. Secondly, joint ventures should popularize the theory of Transactional Analysis and the techniques of Interpersonal Communication Interaction Analysis in the process of human resources training. In addition, managers and employees of joint ventures should choose appropriate communication modes. When communicating, both managers and employees should give priority to complementary transactions, avoiding the use of crossed transactions and covert ulterior. However, this study still has the following limitations: (1) This study took the employees of automobile joint ventures in China as research object. The representativeness of the samples needs to be improved. The universality of the research conclusions needs to be confirmed further. (2) There are some inconsistencies between self-evaluation and supervisor-evaluation of employees′ innovative behavior. The supervisor-evaluation data did not verify all the theoretical hypotheses. (3) The richness of the models needs to be strengthened. This study used the theory of anxiety/uncertainty management to explain the main effect of perceptions of cultural differences on employee innovative behavior, and tested the moderating effect of communication modes, but did not explore and test the mediating effect of the relationship between perceptions of cultural differences and employee innovative behavior. We will further explore the mediating variables and effects in the future study.     

农户宅基地流转意愿差异及其驱动力研究——基于农户可持续生计视角

通过对"武汉城市圈"农户宅基地流转意愿的抽样调查,采用农户生计资产量化分析法和Logistic分析方法,从家庭生计资产评价入手,探讨了不同类型农户的宅基地流转行为及其影响因素,为农村宅基地流转政策的制定提供依据。研究结果表明:①从农户生计资产的视角,对宅基地流转农户家庭资产进行量化分析,将农户划分为资产缺乏型农户和资产均衡性农户;②当前农户流转宅基地的意愿仅为24.66%,资产均衡型农户宅基地流转意愿比例高于资产缺乏型农户;③宅基地属性、农户对住房满意度、户主年龄及受教育水平对资产缺乏型农户流转意愿有显著性影响,而影响资产均衡型农户流转意愿因素依次为宅基地属性、非农收入比例、宅基地财产经营性收入、家庭生计资产值。基于农户家庭生计的可持续和福利改进,提出了相应对策:完善农村宅基地产权制度,允许宅基地有限度的流转,保障农户宅基地权益;建立城乡统筹的社会保障体系,实施差异化的流转保障、扶持政策;开展宅基地福利水平的评估,给予流转农户足额福利补偿,确保宅基地流转后,农户福利水平随着经济社会发展得到逐步提高。     

区块链:技术创新带来的制度变迁

基于计算机密码学、分布式系统以及博弈论等多学科理论,区块链实现了技术上的创新。区块链引发了信息存储与交互方式的变革,带来了更安全、更有效的交易模式,为优化资源配置提供了新的组织形式。区块链的技术突破,通过降低交易费用、减少交易中的不确定性与风险等,影响到经济社会制度层面的变迁。同时,区块链的纵深发展对制度如法律法规、信息产权等提出了新的要求,其应用边界也需要得到明晰。     

中国产学研合作研究的热点主题和知识演化

为明晰中国产学研合作研究领域的热点主题和知识演化,以1992—2016年CSSCI和CNKI中的1 615篇文献为分析样本,利用文献计量学与科学知识图谱方法进行分析。分析结果表明,产学研合作领域的热点涵盖合作模式、机制和影响因素;合作中的高等教育、人才培养;协同创新主体的互动关系;协同创新过程中的要素协同;绩效评价。该领域的研究主题在过去20几年发生了显著的变化,从关注合作模式到关注人才培养、教育改革、知识产权管理和利益分配等主题,再扩展到绩效评价、协同创新和创新网络等主题。