集群效应下知识溢出、创新能力及创新绩效关系研究

创新驱动战略的落实推动了企业的创新行为.为了迎合市场竞争的需求,提升企业的创造力,构建出产业集群企业知识溢出、创新能力和创新绩效三者之间的关系理论模型,着重研究产业集群领域知识溢出效应对企业创新绩效的耦合机理作用.基于京津两市若干产业集群企业的305份调查问卷进行实证分析,结果显示:知识溢出对创新能力和创新绩效均具有显著正向影响,显性知识溢出比隐性知识溢出对创新能力和创新绩效的影响更显著;利用性创新能力与创新绩效正相关,但探索性创新能力对创新绩效作用不显著;创新能力在知识溢出与创新绩效之间具有部分中介作用.     

探索式与利用式创新研究进展

从探索式创新和利用式创新理论视角出发,在考察探索式和利用式创新的定义、相互关系、影响因素的基础上,探讨了这两种创新方式及其两种平衡对组织绩效的影响,其中探索式和利用式两种创新方式均显著提升企业绩效,但是作用机理不同。企业在进行技术创新的同时也要重视探索式创新,根据不同的市场环境选择企业适合的创新方式,学会合理分配资源,避免追求单一创新方式所带来的负面效应。     

基于二象对偶与熵权法的区域高技术产业创新系统协同度测度研究

从区域产品技术创新系统与区域工艺技术创新系统视角,将区域高技术产业创新系统分为两个部分,基于协同理论和二象对偶理论,将区域产品(工艺)技术创新系统划分为状态子系统和过程子系统。其中前者代表的是创新绩效情况,后者代表的是创新资源协同情况。并根据子系统进一步阐述区域高技术产业创新系统的二象特征,构建高技术产业创新系统协同度模型。在此基础上,采用黑龙江省2007—2014年高技术产业的技术活动数据对区域高技术产业创新系统进行协同度测量。实证结果表明:黑龙江省高技术产业创新系统协同度并不高,尤其是工艺创新系统有序度一直偏低,可以通过提升工艺创新资源协同水平等方式,达到提升技术创新能力的目的。     

青海省资源型企业创新现状及对策分析

资源型企业是对可以开采利用并能带来经济利益的自然资源进行有目的研究、开发、生产、灵活应用等经济主体,即从社会化大生产和分工种分离出来专门从事或主要从事资源生产及其相关经济活动的企业总称.青海省资源型企业的创新发展对青海省整体经济发展至关重要.随着"西部大开发"政策实施,青海省资源型企业发展迅速,规模不断扩大.在这个扩张过程中,青海省资源型企业的创新发展存在众多挑战,创新行为有待规范化、科学化.因此,本文在分析总结资源型企业创新理论的基础上,进一步剖析了青海省资源型企业的创新行为及存在的问题,并提出了一些创新发展的应对措施.     

关于企业环境保护机制的建构

我国的环境保护立法虽比较健全,但企业有法不依、违法排污的现象仍相当普遍。为此,有必要建构企业环境保护的自愿性机制,即使企业环境保护行为成为自觉选择的作用机制;建构强制性机制,即通过威慑改变企业对违法行为的选择迫使企业改善环境行为的作用机制;建构激励性机制,即利用价值规律调整或影响市场主体消除或降低污染行为的作用机制;建构压力性机制,即利用企业的相关方影响企业的环境行为并促使其保护环境的作用机制;建构支持性机制,即帮助企业建立现代环境管理制度,提高企业环境保护能力的作用机制。     

地方农业品牌的建设与成长研究——基于湖南多个典型案例的文本分析

现代化农业强国建设需要进行农业品牌建设。文章结合“行为—绩效”范式和“品种—品质—品牌”成长机制,对湖南的9个农业品牌建设案例文本进行编码分析,构建“农业品牌建设与成长模型”,探索地方农业品牌建设行为与成长机制。研究发现,在政府、供应链的共同驱动下,地方农业品牌建设行为产生一定绩效;现阶段,地方农业品牌建设行为正从品质向品牌阶段发展;各地可继续发挥政府引领作用,提升农业品牌建设主体及其行为的协同性,促进区域内农业品牌高质量发展。     

基于SCP框架的黑龙江省林产工业产业规制研究

规制理论研究在21世纪逐渐成为理论界的热点话题.从规制理论入手,在对黑龙江省林产工业规制现状进行分析的基础上,基于产业组织理论的SCP(结构—行为—绩效)框架对林产工业产业组织进行分析,综合运用放松规制和强化规制,为林产工业产业组织的合理化,提出以资源保障优化规制、市场结构优化规制、企业行为优化规制、市场缋效优化规制、政府规制框架优化等时策和建议.     

模块簇群中领袖型企业治理机制的运作逻辑及其绩效衡量研究

根据模块簇群中领袖型企业的概念,判断出领袖型企业的运作机制在模块簇群中遵循着正式治理机理,在模块簇群之间则遵循着非正式治理机理。分析模块簇群中的正式治理机理后发现,其本质是规则机理,即模块簇群内各成员遵循着领袖型企业所认可的规则从而增强合作绩效。存在于模块簇群之间的非正式治理机理则是遵循着人性化的需求,将模块簇群之间不可预料的矛盾予以调节。对于模块簇群中领袖型企业的绩效衡量标准,也应当是由这些运作逻辑推导而来,从而对领袖型企业绩效的评定应该分为正式治理绩效以及非正式治理绩效,其中,正式治理绩效的衡量指标应当是模块簇群内的企业支持率和利润回报率,非正式治理绩效的衡量指标则是模块簇群之间的外包成本缩减值,并在绩效衡量的基础上,从加强制度保障、促进模块族群发展;抓住发展机会、加入国际生产网络;完善治理机制、确保模块簇群控制权等三个方面,提出提升模块簇群中领袖型企业治理机制运作绩效的对策建议。     

管理者—员工的相互依赖不对称对关系绩效影响的实证分析

企业内部之间(以管理者与员工为例)的相互依赖不对称性强烈地影响员工对管理者的机会主义行为感知以及关系绩效。以机会主义行为的感知为过渡,可以考察相互依赖不对称和员工对管理者的机会主义行为的感知这两个路径效果随着第三方变量(沟通、员工的参与、人际促进、工作奉献、明确的合同)的引入其作用会有何变化。通过对调研数据进行的实证分析可知,随着企业内部相互依赖不对称程度的提高,管理者表现出来的机会主义行为会逐渐增强,进而会降低员工对关系绩效的评价。通过引入第三方变量,利用其扭转作用可以降低企业风险,减少企业内部矛盾,提高企业内部的关系绩效,达到企业与管理者—员工之间双向共赢的目的。     

以系统整合提升公共安全风险治理绩效

公共安全风险生成规律和外显形态的复杂性决定了风险治理绩效的提升,必须强化基于绩效提升的系统整合与有效耦合。新发展时期风险治理绩效的提升有赖于人们通过对可控因素的整合去应对潜在的风险和不确定性,而风险治理主体、风险治理过程、风险治理平台、社会个体行为表达以及风险治理工具等关键成功要素则构成我国公共安全风险治理的重要载体和绩效贡献源。风险治理过程的重塑、部门协调机制的协同、信息与数据的集成以及治理工具(手段)的整合、社会公众行为的自觉调适就成为风险治理绩效提升和改进的关键控制点,也是新发展时期我国公共安全风险治理体系和治理能力现代化的重要"抓手"。     

基于DEA模型的西北五省大型工业企业发展绩效研究

客观全面的绩效评估建立在跨学科知识体系之上。介绍了绩效评估的DEA模型,用该模型对西北五省发展大型工业企业的绩效进行了分析,并根据模型计算结果评价了各省的大型工业企业发展状况。     

High‐Performance Human Resource Practices and Employee Outcomes: The Mediating Role of Public Service Motivation

This article responds to recent calls for research examining the mechanisms through which high‐performance human resource practices (HPHRPs) affect employee outcomes. Using the theoretical lens of social exchange and process theories, the authors examine one such mechanism, public service motivation, through which HPHRPs influence employees’ affective commitment and organizational citizenship behaviors in public sector organizations. A sample of professionals in the Egyptian health and higher education sectors was used to test a partial mediation model using structural equation modeling. Findings show that public service motivation partially mediated the relationship between HPHRPs and employees’ affective commitment and organizational citizenship behaviors. Similar results were achieved when the system of HPHRPs was disaggregated to consider the individual effects of five human resource practices.     

县域政府治理绩效的实证研究：公众满意度的视角--基于佛山市 A 区的治理实践

以佛山市 A 区为个案,对如何测量中国县（区）层级的政府治理绩效进行实证探索。在借鉴世界治理指标（WGI)的基础上,构建了一个本土化的地方政府治理绩效指标体系,对 A 区政府的治理绩效水平进行量化评估,并且通过构建一个多元回归模型深入挖掘影响其总体治理水平的相关因素。结果表明：公众对于 A 区政府的总体治理水平处于“一般”到“比较满意”之间;在六个维度的治理绩效中,公众满意度最低的是“腐败控制”和“法治”,最高的是“政府稳定和暴力避免”和“政府有效性”;除了“管制质量”和“政府稳定与暴力避免”之外,其他四个维度的治理绩效对 A 区政府的总体治理水平都具有显著影响,其中,“政府有效性”对总体治理水平的影响最大。     

Strategic Human Resource Practices: Introducing Alternatives for Organizational Performance Improvement in the Public Sector

Can public sector organizations increase productivity through competition in spite of inherent limitations, such as budget constraints? This study addresses that question by examining the impact of four factors that contribute to employees’ expectations regarding competitive work environments on organizational performance in terms of overall quality of work and client satisfaction. The four factors measured include rewards for merit such as salary and benefits, opportunities, organizational rules, and the capacity to deal with risks as perceived by employees. Using data on public and nonprofit sector employees, expectations for merit rewards were positively related to employees’ perception of organizational performance when the conditions of performance‐based organizational rules and risk‐taking behaviors were also satisfied. Moreover, employees’ perceptions of organizational performance tended to increase when they felt that organizational rules were oriented toward performance plus organizational members and top leaders exhibited greater risk‐taking behaviors. However, no correlation was evident between employees’ expectations of opportunities and perceived organizational performance.     

Board Diversity,Stakeholder Representation,and Collaborative Performance in Community Mediation Centers

Does board diversity or representativeness influence organizational performance? Though it is understudied in both the public and the nonprofit sectors, learning more about this critical subject can enhance organizational performance within highly collaborative settings. Community mediation centers, which rely on multiple public and private resources to meet their programmatic objectives, provide excellent case studies for analyzing the impact of different kinds of interorganizational linkages on organizational performance. A multitheoretic view incorporating agency, resource dependence, and stakeholder perspectives is employed through a national sample and a two‐stage analysis using a logic model to test the cumulative impact of board characteristics and interorganizational relationships on organizational outcomes. Organizations’ collaborative capacity depends on several kinds of boundary‐spanning activities, including network ties, revenue sources, and the number of stakeholder groups represented on the board.     

The Leader–Follower Dyad: The Link Between Leader and Follower Perceptions of Transformational Leadership and Its Impact on Job Satisfaction and Organizational Performance

This study seeks to establish and test the relationships between both leaders’ and followers’ perceptions of leaders’ transformational leadership behavior and its relationship with job satisfaction and organizational performance. We aim to represent the managerial and psychosocial outcomes in the leader–follower dyad. The study also determines the relative contribution of the two constructs of the leader–follower dyad and their relationship with organizational performance. Since both leaders and followers estimated the leaders’ transformational leadership behavior, two models were tested: first, a leader-perception model examining the relationships among transformational leadership, job satisfaction, and organizational performance using data on transformational leadership from the leaders’ perspective; and second, a follower-perception model examining the relationships among the same three constructs using transformational leadership estimates from the followers. We then explore the corresponding parameters in the two models to determine if there are significant differences in the relationships among the constructs, thereby determining the impact of leader vs. follower perceptions. Structural equation modelling based on a sample of 372 leader–follower matched responses identified how transformational leadership has a significant, positive relationship with employee job satisfaction and organizational performance. Although the relationship between transformational leadership and organizational performance was similar in the two models, in the follower-perception model the effect was almost entirely mediated by employee job satisfaction, whereas there were both mediated and direct effect in the leader-perception model.     

民间商会的绩效与发展——基于浙江省温州市的研究

基于浙江省温州市行业协(商)会的问卷调查及利用SPSS工具的统计分析,对近年来温州工商行业协(商)会的绩效与发展进行了多角度的分析与比较.通过分析与比较,得出:温州商会在整体上呈良性发展态势,其行业管理职能的总体实施情况较好,但不同行业之间的商会职能在履行上有差异性,各项职能的发挥程度在不同行业之间也有所不同;无论是协会组织还是会员企业对行业组织的评价都较高,未来预期也较高;近年来行业协(商)会的市场化、民间性、独立性、自主性特征表现明显,并不断得到增强;行业会员企业对行业协(商)会的支持率普遍较高;政府对行业协(商)会发展有着重要的影响,行业协(商)会仍对政府有较大的依赖性;行业协(商)会的治理机制还有待于进一步完善.深化政府管理体制改革,建立健全与社会主义市场经济体制相适应的、能够促进社会力量蓬勃发展的社会管理体制,是民间商会得到快速、健康、持续发展的最重要保证.     

城市居民住房满意度及其影响因素

让居民对其住房感到满意是建设和谐社会的一项重要内容。与一般商品的消费不同,居民对其住房满意与否不仅涉及到住房的品质和价格,还涉及到与此相关的外部环境,如小区环境、物业管理以及配套设施等因素。基于"适当性-重要性加权"模型,本研究从一个较为全面的视角探讨了城镇居民住房满意度水平的影响因素。研究发现:(1)住房的面积、住房的品质、小区环境以及物业管理等因素对居民住房满意度有着显著的影响。不过,这些因素的影响不及居民的家庭成员人数和对经济负担的主观感受等因素,更不及住房相关的公共配套设施对居民住房满意度的影响;(2)公共配套设施因素中的次类因素,如基础教育、医疗卫生以及生活服务设施等,对居民的住房满意度都有显著的影响。     

The Effects of Political and Fiscal Incentives on Local Government Behavior: An Analysis of Fiscal Slack in China

This study examines the determinants of fiscal slack from the perspective of Chinese local government officials. Given China's rapid economic growth over the past 30-plus years, Chinese local governments reportedly hold huge slack resources that attract public scrutiny. In an effort to improve their fiscal performance, some localities recently established budget stabilization funds, following a top-down initiative. However, it remains unclear to what extent fiscal slack has accumulated and which factors affect slack resource levels of Chinese local governments. By employing a panel dataset (249 prefecture-level cities, 1999–2009), this study finds that political and fiscal factors exert significant influence over local officials’ decisions about slack resource levels. The findings of the study bear implications for establishing fiscal rules and improving the performance of sub-national governments in China and other countries.     

The mediating role of dynamic managerial capabilities: The interplay between dominant logic and small‐ and medium‐sized enterprises performance in China

Transition economies, such as China, are characterized by volatile and rapidly changing markets. Firms, in order to be successful and get a competitive advantage over their competitors, need to build intangible resources. In the light of the resource‐based view and dominant logic (DL), this study is an endeavor in this regard and proposes that DL and managerial capabilities are intangible resources, which can drive the performance of small‐ and medium‐sized enterprises (SMEs). We hypothesized that dynamic managerial capabilities (DMCs), measured by human capital along with social capital and managerial cognition, play a mediating role in the relationship between DL, consisting of proactiveness and routine, and firm performance. The data in this study were obtained through a survey from 204 SMEs in China and were analyzed by structural equation modeling to generate results. We found that while successfully utilizing intangible/operant resources that are characterized as firm dynamic capabilities, SMEs can achieve superior performance and competitive advantage. Our results support the proposed hypotheses that show the importance and significance of DL and DMCs in order to attain higher level of performance. The concept of DL and its impact on SME's performance has been less researched in general, particularly in China. Limited research is available regarding intangible resources and their impact on SME performance in China.