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学术科研
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Unified specification tests in partially linear time series models
Based on a residual marked empirical process, Cram & eacute;r-von Mises and Kolmogorov-Smirnov tests are proposed for the correct specification of the nonparametric components in partially linear time series models. The tests are unified in the sense that the asymptotic distribution of residual marked empirical process is invariant across different n(v)-consistent estimators in calculating residuals (where v > 1/4) under the null. In addition, the residual marked empirical process has the same power property under the sequence of local alternatives regardless of the estimators used. Achieved through a projection method, these features also enable using a computationally convenient multiplier bootstrap to approximate the unified null distributions of the test statistics. Simulations show satisfactory finite-sample performance of the proposed method. The application to validate the parametric form of conditional variance in the ARCH-X model is also highlighted, along with an empirical analysis of the conditional variance of the FTSE 100 index return series.
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Do managers and employees see eye to eye? A dyadic perspective on high-performance work practices and their impact on performance
This study adopts a dyadic approach in strategic human resource management (HRM) to investigate (mis) alignment between line manager and employee reports of high-performance work practices (HPWPs) for individual workers and their impact on employee commitment and manager-rated employee performance. Specifically, we examine the implications of four types of (mis)alignment in HPWP reports for individual workers (i.e., formal HPWPs, no use of HPWPs, unused HPWPs, and informal HPWPs) in a diverse sample of line manager-employee dyads (N = 252). The findings demonstrate that commitment positively mediates the formal HPWPs-job performance relationship and negatively mediates the relationship between no use of HPWPs and unused HPWPs and job performance. This study contributes to strategic HRM literature by highlighting the importance of adopting a dyadic line manager-employee approach to provide a comprehensive understanding of the effectiveness of HPWPs offered to individual workers.
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领导底线思维对员工亲团队非伦理行为的影响机制研究
基于压力认知评估理论，通过分析多时间点收集的301份数据，对领导底线思维如何促进员工亲团队非伦理行为进行实证分析，并揭示了员工感知团队绩效压力的中介机制以及任务互依性的调节效应。研究结果发现：领导底线思维能够促进员工亲团队非伦理行为；员工感知团队绩效压力在领导底线思维与员工亲团队非伦理行为的关系中起中介作用；员工任务互依性不仅削弱了领导底线思维与员工感知团队绩效压力之间的正向关系，还削弱了员工感知团队绩效压力在领导底线思维与员工亲团队非伦理行为之间的间接效应。基于压力认知评估理论，通过分析多时间点收集的301份数据，对领导底线思维如何促进员工亲团队非伦理行为进行实证分析，并揭示了员工感知团队绩效压力的中介机制以及任务互依性的调节效应。研究结果发现：领导底线思维能够促进员工亲团队非伦理行为；员工感知团队绩效压力在领导底线思维与员工亲团队非伦理行为的关系中起中介作用；员工任务互依性不仅削弱了领导底线思维与员工感知团队绩效压力之间的正向关系，还削弱了员工感知团队绩效压力在领导底线思维与员工亲团队非伦理行为之间的间接效应。
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University shareholding and corporate innovation: Evidence from China
This study examines the impact of university shareholding on corporate innovation. We find that university shareholding significantly promotes corporate innovation performance. University-firm connections improve corporate innovation through attracting more highly educated talent and promoting university-firm cooperation. Additional tests suggest that the positive effect is more pronounced for firms in high-tech industries or those facing more-intense labor market competition. Moreover, the combined effects of university shareholding and corporate innovation significantly enhance firm value. Our findings provide insights for understanding the role of universities in firms' innovation practices in emerging markets.