横向监督中基于社会偏好匹配的员工组合问题研究

考虑横向监督中基于社会偏好的三种员工组合方式:同质组合、异质组合与双高组合。运用委托代理理论,研究基于社会偏好匹配的员工组合问题。模型分别给出了不存在横向监督、存在横向监督且员工是同质组合、存在横向监督且员工是异质组合与存在横向监督且员工是双高组合四种情形下的均衡结果。根据均衡结果做进一步分析,得出结论:①存在横向监督时员工的努力程度与企业收益总是高于不存在横向监督的情形,但不同的员工组合方式对其努力程度的激励效果是相同的;②异质组合能够通过节约薪酬成本而间接地提高企业总收益,双高组合能够通过获得较多的员工投入而直接增加企业总收益,并且异质组合与双高组合总是优于同质组合;③员工的社会偏好与风险成本是决定企业最佳员工组合方式选择的关键因素:当员工的风险成本很小而社会偏好差距较大时企业应选择异质组合;而当员工的风险成本很大或者风险成本小并且员工社会偏好差距也较小时企业应选择双高组合;因此,根据员工的个性特征选择适宜的组合方式是实现横向监督激励效应最大化的关键。     

Coordination in Dynamic Social Networks Under Heterogeneity

People often make choices or form opinions depending on the social relations they have, but they also choose their relations depending on their preferred behavior and their opinions. Most of the existing models of coevolution of networks and individual behavior assume that actors are homogeneous. In this article, we relax this assumption in a context in which actors try to coordinate their behavior with their partners. We investigate with a game-theoretic model whether social cohesion and coordination change when interests of actors are not perfectly aligned as compared to the homogeneous case. Using analytical and simulation methods we characterize the set of stable networks and examine the consequences of heterogeneity for social optimality and segregation in emerging networks.     

Structural cohesion and embeddedness in two-mode networks

The detection of structural cohesion is a key utility of social network analysis, but little work has been done to refine the detection of structural cohesion in two-mode networks. Most work on cohesion in two-mode networks either: (1) attempts to detect cohesion in such networks using one-mode projections (which can be problematic for reasons we discuss); or (2) focuses on restrictive substructures like bi-cliques to identify cohesive subgroups. We propose a new strategy for two-mode networks that follows the general reasoning of approaches to detecting structural cohesion in one-mode networks. Our approach identifies the number of actors from one node set that may be removed before disconnecting actors in the opposite set. We also develop a definition of embeddedness that draws on Moody and White’s hierarchical nesting approach.     

Scheduling Tasks with Small Communication Delays for Clusters of Processors

The labor tour scheduling literature has focused on the development of schedules, and with a few exceptions, employees were assumed to have identical cost and productivity. Even the few exceptions in the literature that solved tour problems considered employees within a work group to have identical cost and productivity. In this paper we evaluated heuristics for assigning individual employees – who differed in cost and productivity – to labor tour schedules. Our results showed that considering productivity levels when assigning individuals to tours increased profitability. We found that a simple managerial heuristic of assigning individuals in descending order of their productivity to cost ratio was both fast and effective over a broad range of service environmental scenarios.     

How attitude certainty tempers the effects of faultlines in demographically diverse teams

Lau and Murnighan’s faultline theory suggests that strong demographic faultlines can undermine cohesion in work teams. A strong faultline splits a team into internally homogeneous but mutually dissimilar subgroups based on demographic characteristics. Social influence processes within these subgroups then lead to the polarization of team members’ attitudes along the divisions imposed by the faultline. However, faultline theory hitherto neglects effects of attitude certainty. Research shows that the certainty with which individuals hold their attitudes affects social influence processes. We extend theoretical faultline research by integrating attitude certainty. For this, we incorporate the interplay of the dynamics of attitude certainty and social influence into a formal model of demographic faultline effects developed by Flache and Mäs. Computational experiments suggest a moderation effect. Demographic faultlines only affect team cohesion if attitude certainty is low. We discuss implications for future research.     

企业员工专用性人力资本投资的模型分析

企业对员工的人力资本投资进行适宜的激励,对于提高组织的绩效、提高企业的价值具有重要作用.将员工的人力资本投资细分为企业专用性人力资本投资与经理专用性人力资本投资,并认为因其不同功能企业则偏向于员工进行企业专用性人力资本投资,在此基础上通过建立数学模型,分析了企业与员工合作与非合作两种情况下企业与员工各自的收益及企业分配给员工的报酬比例、员工对企业及经理的投资均衡等相关问题.     

Values for Interior Operator Games

The aim of this paper is to study a new class of cooperative games called interior operator games. These games are additive games restricted by antimatroids. We consider several types of cooperative games as peer group games, big boss games, clan games and information market games and show that all of them are interior operator games. Next, we analyze the properties of these games and compute the Shapley, Banzhaf and Tijs values.     

Networks, Fields and Organizations: Micro-Dynamics, Scale and Cohesive Embeddings

Social action is situated in fields that are simultaneously composed of interpersonal ties and relations among organizations, which are both usefully characterized as social networks. We introduce a novel approach to distinguishing different network macro-structures in terms of cohesive subsets and their overlaps. We develop a vocabulary that relates different forms of network cohesion to field properties as opposed to organizational constraints on ties and structures. We illustrate differences in probabilistic attachment processes in network evolution that link on the one hand to organizational constraints versus field properties and to cohesive network topologies on the other. This allows us to identify a set of important new micro-macro linkages between local behavior in networks and global network properties. The analytic strategy thus puts in place a methodology for Predictive Social Cohesion theory to be developed and tested in the context of informal and formal organizations and organizational fields. We also show how organizations and fields combine at different scales of cohesive depth and cohesive breadth. Operational measures and results are illustrated for three organizational examples, and analysis of these cases suggests that different structures of cohesive subsets and overlaps may be predictive in organizational contexts and similarly for the larger fields in which they are embedded. Useful predictions may also be based on feedback from level of cohesion in the larger field back to organizations, conditioned on the level of multiconnectivity to the field.     

The cumulation of incompetence in organizations

An absorbing Markov chain model with a continuous time parameter is used to describe the effects on organizational efficiency of selection for vacancies by selectors with incomplete information on the candidates. Analytical results indicate that the efficiency decreases to zero, eventually at an exponential rate. Simulation studies for large hierarchical organizations of moderate “steepness” (number of employees per boss) and with moderate accuracy of the selection procedure suggest that the amount of time before a substantial decrease in efficiency occurs is generally large compared to a lifetime.     

An agent-based approach to modeling insider threat

This paper describes the modeling of the potential of an organization to develop an insider threat given certain attributes of its culture. The model represents all employees of the organization and their likelihood of becoming an insider threat. Each employee is instantiated in an agent-zero construct, which accounts for affective, rational, and social behavioral influences. The main driver of behavior is the employee’s level of disgruntlement against the organization. The simulation is run over a period of 10 years and the total number of employees that exceed a certain threshold of becoming an insider threat are computed. This number is compared with survey data on work force ethics as a measure of validity of the simulation results.     

Convexity properties for interior operator games

Interior operator games arose by abstracting some properties of several types of cooperative games (for instance: peer group games, big boss games, clan games and information market games). This reason allow us to focus on different problems in the same way. We introduced these games in Bilbao et al. (Ann. Oper. Res. 137:141–160, 2005) by a set system with structure of antimatroid, that determines the feasible coalitions, and a non-negative vector, that represents a payoff distribution over the players. These games, in general, are not convex games. The main goal of this paper is to study under which conditions an interior operator game verifies other convexity properties: 1-convexity, k-convexity (k≥2 ) or semiconvexity. But, we will study these properties over structures more general than antimatroids: the interior operator structures. In every case, several characterizations in terms of the gap function and the initial vector are obtained. We also find the family of interior operator structures (particularly antimatroids) where every interior operator game satisfies one of these properties.     

Attributing Meanings to Representations of Data: The Case of Statistical Process Control

This article is concerned with the meanings that employees in industry attribute to representations of data and the contingencies of these meanings in context. Our primary concern is to more precisely characterize how the context of the industrial process is constitutive of the meaning of graphs of data derived from this process. We draw on data from a variety of sources, including ethnographic studies of workplaces and reflections on the design of prototype learning activities, supplemented by insights obtained from trying out these activities with a range of employees. The core of this article addresses how different groups of employees react to graphs used as part of statistical process control, focusing on the meanings they ascribe to mean, variation, target, specification, trend, and scale as depicted in the graphs. Using the notion of boundary crossing, we try to characterize a method that helps employees to communicate about graphs and come to data-informed decisions.     

Attributing Meanings to Representations of Data: The Case of Statistical Process Control

This article is concerned with the meanings that employees in industry attribute to representations of data and the contingencies of these meanings in context. Our primary concern is to more precisely characterize how the context of the industrial process is constitutive of the meaning of graphs of data derived from this process. We draw on data from a variety of sources, including ethnographic studies of workplaces and reflections on the design of prototype learning activities, supplemented by insights obtained from trying out these activities with a range of employees. The core of this article addresses how different groups of employees react to graphs used as part of statistical process control, focusing on the meanings they ascribe to mean, variation, target, specification, trend, and scale as depicted in the graphs. Using the notion of boundary crossing, we try to characterize a method that helps employees to communicate about graphs and come to data-informed decisions.     

Positivity and matrix semigroups

We study various aspects of how certain positivity assumptions on complex matrix semigroups affect their structure. Our main result is that every irreducible group of complex matrices with nonnegative diagonal entries is simultaneously similar to a group of weighted permutations. We also consider the corresponding question for semigroups and discuss the effect of the assumption that a fixed linear functional has nonnegative values when restricted to a given semigroup.     

The social diversification of fashion

We propose a model to investigate the dynamics of fashion traits purely driven by social interactions. We assume that people adapt their style to maximize social success, and we describe the interaction as a repeated group game in which the payoffs reflect the social norms dictated by fashion. On one hand, the tendency to imitate the trendy stereotypes opposed to the tendency to diverge from them to proclaim identity; on the other hand, the exploitation of sex appeal for dating success opposed to the moral principles of the society. These opposing forces promote diversity in fashion traits, as predicted by the modeling framework of adaptive dynamics. Our results link the so-called horizontal dynamics—the primary driver of fashion evolution, compared with the vertical dynamics accounting for interclass and economic drivers—to style variety.     

基于KSF模型的外来务工人员社会保障组合制度设计

针对外来务工人员社会保障制度中存在的问题和原因,我们建立基于KSF的外来务工人员社会保障组合模型,为不同类别外来务工人员设计对应的社会保障套餐,并在椭球分布条件下给出模型最优组合的求解方法.     

基于创新性过程投入的员工创造力影响因素研究

创新性过程投入是近年来在管理领域出现的新概念,虽然从理论上能够推导出这一概念有助于员工创造力的提升,但其在知识工作者的内生动机与创造力之间是否以及扮演什么角色,理论界触及不深、缺乏系统的探索和阐释。论文基于自主理论建构了一个被调节的中介效应模型,旨在探索内生动机是如何影响员工创造力的。实证结果表明:(1)知识工作者的内生动机显著影响创造力;(2)创新性过程投入在知识工作者内生动机与创造力之间起部分中介作用;(3)创造力自我效能感调节了创新性过程投入对创造力的影响;进一步,(4)创新性过程投入的中介作用受到了创造力自我效能感的调节,创造力自我效能感程度越高,知识工作者内生动机通过创新性过程投入对创造力的间接作用越强。研究发现创新性过程投入在主效应中的特殊解释力,丰富内生动机效力的相关研究,对员工创造性实践提供了有益的启示。     

The informational value of employee online reviews

This paper investigates the informational value of online reviews posted by employees for their employer, a rather untapped source of online information from employees, using a sample of 349,550 reviews from 40,915 UK firms. We explore this novel form of electronic Word-of-Mouth (e-WOM) from different perspectives, namely: (i) its information content as a tool to identify the drivers of job satisfaction/dissatisfaction, (ii) its predictive ability on firm financial performance and (iii) its operational and managerial value. Our approach considers both the rating score as well as the review text through a probabilistic topic modeling method, providing also a roadmap to quantify and exploit employee big data analytics. The novelty of this study lies in the coupling of structured and unstructured data for deriving managerial insights through a battery of econometric, financial and operational research methodologies. Our empirical analyses reveal that employee online reviews have informational value and incremental predictability gains for a firm's internal and external stakeholders. The results indicate that when models integrate structured and unstructured big data there are leveraged opportunities for firms and managers to enhance the informativeness of decision support systems and in turn, gain competitive advantage.     

Boosting cultural algorithms with a heterogeneous layered social fabric influence function

In this paper we investigate the emergence and power of a complex social system based upon principles of cultural evolution. Cultural Algorithms employ a basic set of knowledge sources, each related to knowledge observed in various social species. Here we extend the influence and integration function in Cultural Algorithms by adding a mechanism by which knowledge sources can spread their influence throughout a population in the presence of a heterogeneous layered social network. The interaction (overlapping) of the knowledge sources, represented as bounding boxes on the landscape, at the right level projects how efficient the cooperation is between the agents in the resultant ??Social Network??. The inter-related structures that emerge with this approach are critical to the effective functioning of the approach. We view these structures as constituting a ??normal form?? for Cultures within these real-valued optimization landscapes. Our goal will be to identify the minimum social structure needed to solve problems of certain complexities. If this can be accomplished, it means that there will be a correspondence between the social structure and the problem environment in which it emerged. An escalating sequence of complex benchmark problems to our system will be presented. We conclude by suggesting the emergent features are what give cultural systems their power to learn and adapt.     

On returns policies with exogenous price

We contribute to current research on single-period returns policies by making a clear distinction between models in which transfer price is exogenous and models in which one dominant party unilaterally declares a price. We compare the equilibrium contracts that result from these two approaches and derive conditions for the equilibrium returns policy to be Pareto-efficient when transfer price is exogenous. Our main result is distribution free, but we make some interesting observations on channel performance when demand is uniformly distributed.