网上拍卖与信誉机制的缺陷

网上拍卖成为互联网上一种重要的市场交易机制，能有效地提高交易效率和降低交易成本。本文分析了网上拍卖交易活动中信息不对称产生的原因、信誉机制的作用以及目前大多拍卖网站在信誉机制建设方面存在的缺陷，并给出了一些相应的对策措施。     

信贷风险控制中的显性与隐性激励机制分析

信贷过程中存在贷款人与借款人之间的信息不对称，从而导致信贷过程中出现道德风险。道德风险是信贷风险产生的根源。银行实际操作中，显性与隐性激励机制的存在可以减少信贷风险。本文通过建立防范道德风险的激励模型和企业声誉模型，分析了显性与隐性激励机制在信贷风险控制中的作用。     

Learning and organizations: towards cross-metaphor conversations

Discussions on learning in organizations are characterized by the diversity of perspectives involved and the variety of their disciplinary roots. This is an effort to identify the roots of some metaphors employed in this literature. It is argued that cross-metaphor conversations can contribute to the richness of discussions in the field. Some specific instances where more than one metaphor is employed are identified. The promises of certain “disruptive devices” to facilitate such desirable cross-metaphor interactions are briefly explored.     

高职院校学生党建工作的思考

在高职院校的教学改革进八了一个新的阶段的同时,高职院校的党建工作,尤其是大学生党建工作还相对滞后,面临许多困难和问题。高职院校党组织要从创新组织运行机制入手,进一步健全领导指导机制、组织管理机制、组织保障机制和党建研究机制,推进高职院校大学生党建工作上水平、上台阶。     

Positions and rewards: The allocation of resources within a science-based entrepreneurial firm

We study the link between resource allocation and employee publication in the open science in a quantitative case study of one science-based, entrepreneurial firm. We bridge the literature on incentives with that on authority structures to argue that a positive relationship between rewards and productivity will be strongest for individuals in positions of scientific leadership within the firm. In a novel dataset, we find that prolific publishers receive greater year-end bonuses and are allocated additional direct reports, but this relationship only holds for individuals in scientific leadership roles. These results contribute to our understanding of resource allocation processes and reward structures in science-based firms.     

基于KMRW声誉模型的虚拟学术社区科研合作研究

[目的/意义] 虚拟学术社区开始成为科研合作的重要平台,本文通过对虚拟学术社区科研合作行为的博弈分析,有利于维系与推动虚拟学术社区科研合作关系的形成。[方法/过程] 基于理性人假设,从虚拟学术社区科研合作团体和科研合作个体两个主体出发,构建KMRW声誉模型分析虚拟学术社区中科研合作策略选择与稳定性,并引入贴现因子、激励因子、惩罚因子,进一步对科研合作进行分析。[结果/结论] 研究表明：虚拟学术社区科研合作中,声誉会对科研合作个体的行为产生明显影响,而贴现因子、激励因子和惩罚因子的存在使得科研合作个体的声誉价值增加,促使形成的虚拟科研合作团体达到均衡状态,并据此提出促进虚拟学术社区科研合作的相关策略。     

施引文献视角下国外认知转变研究进展

[目的/意义]旨在展现国外认知转变研究进展。[研究设计/方法]将提出认知转变理论的论文作为种子论文,对施引文献进行关键词词频统计分析,再通过文献研究法,结合施引文献对认知转变研究的发展动态进行述评。[结论/发现]关键词词频统计分析展现了认知转变研究的重点和热点;认知转变研究发展动态主要体现在三个方面:认知转变的表现形态、认知转变对信息系统用户行为的影响、认知转变对团队和组织行为的影响。[创新/价值]结合施引文献展现了国外认知转变研究进展,对图书情报领域应用认知转变理论开展研究的未来方向进行了探讨。     

社会交换理论视角下员工与组织关系对科研创新绩效的作用研究

创新是引领发展的第一动力,企业是员工发展的平台,员工是企业创新的关键,二者共生共荣不可分。以社会交换理论为研究基础,探讨员工-组织交换、员工心理授权、研发管理、企业发展战略、组织认同感对科研创新绩效的影响机理,运用SPSS和AMOS对583份调查问卷进行数据分析,研究表明：员工-组织交换、心理授权、企业发展战略对科研创新绩效起到正向的影响作用。研发管理与创新绩效有显著的正相关关系,但与心里授权感呈现负相关关系,甚而会负向影响创新绩效。组织认同感不但正向影响科研创新绩效,而且在员工-组织交换、心理授权、企业发展战略、研发管理与科研创新绩效关系间起到中介和正向调节作用。研究发现有助于指导管理者采取合理措施,有效实施员工组织关系,并积极引导其根据研发活动的复杂性和专业特点探索、实施合乎自身实际的研发管理策略,以提升研发效能。     

Testing a theory of organizational culture,climate and youth outcomes in child welfare systems: A United States national study

Theories of organizational culture and climate (OCC) applied to child welfare systems hypothesize that strategic dimensions of organizational culture influence organizational climate and that OCC explains system variance in youth outcomes. This study provides the first structural test of the direct and indirect effects of culture and climate on youth outcomes in a national sample of child welfare systems and isolates specific culture and climate dimensions most associated with youth outcomes. The study applies multilevel path analysis (ML-PA) to a U.S. nationwide sample of 2,380 youth in 73 child welfare systems participating in the second National Survey of Child and Adolescent Well-being. Youths were selected in a national, two-stage, stratified random sample design. Youths’ psychosocial functioning was assessed by caregivers’ responses to the Child Behavior Checklist at intake and at 18-month follow-up. OCC was assessed by front-line caseworkers’ (N = 1,740) aggregated responses to the Organizational Social Context measure. Comparison of the a priori and subsequent trimmed models confirmed a reduced model that excluded rigid organizational culture and explained 70% of the system variance in youth outcomes. Controlling for youth- and system-level covariates, systems with more proficient and less resistant organizational cultures exhibited more functional, more engaged, and less stressful climates. Systems with more proficient cultures and more engaged, more functional, and more stressful climates exhibited superior youth outcomes. Findings suggest child welfare administrators can support service effectiveness with interventions that improve specific dimensions of culture and climate.     

Marketing for Higher Education: A Relationship Marketing Approach

Retaining students is becoming increasingly important for institutions offering higher education. Thus, ideas from relationship marketing (RM) should be of great interest to university and college officials entrusted with student enrollment and retention. The RM approach means that great importance is attached to the creation of student value. The value proposition to students should match their needs. The creation of value should be regarded as an ongoing process over the lifetime of the relationship. Student surveys should be carried out and analyzed thoroughly in order to identify key success factors for student value and student loyalty. This study is based on a research model in which loyalty is the ultimate variable. Path coefficients of direct and indirect drivers of loyalty are estimated by way of a structural equation modeling approach, and implications for decision makers and further research are discussed.