一、学术成果

l 近期我院教师发表及转载的主要学术论文

2018年10月，我院杨长汉老师的1篇中文学术论文被《新华文摘》转载；此外，我院刘薇、张宏宇、高咏玲三位老师分别有2篇、1篇、1篇外文学术论文被SSCI收录。

1.杨长汉.中国养老金:隐性缺口与显性结余[J].地方财政研究, 2018(05):46.

日前，我院金融与财务管理系杨长汉教授发表的论文《中国养老金：隐性缺口与显性结余》（原载《地方财政研究》2018年5月刊）被《新华文摘》2018年第19期（总第655期）全文转载（9000多字）.                    

《中国养老金：隐性缺口与显性结余》阐述的主要观点是：关于中国基本养老金的隐性债务、缺口、空账等问题，一直是理论、舆论、政策关注的焦点问题。而实际与理论相悖的是：现实当中，中国不是不断形成巨额的显性的养老保险基金缺口，而是不断累积出巨额的显性的养老保险基金累计结余。理论所界定的养老金隐性债务、缺口、空账，实质是指基本养老保险基金的隐性缺口。客观估计，中国基本养老保险基金的基本国情是隐性缺口与显性结余并存。基于隐性缺口或者基于显性结余，可以做出不同的政策选择。而基于中国养老金隐性缺口和显性结余并存的中国养老保险基金的基本国情，我国需要统筹考虑养老金的政策取向：加快基本养老保险全国统筹、短期养老金收支平衡与养老金长期可持续发展并重、多层次养老金体系协调发展、加强养老基金投资管理、坚持并创新社会统筹与个人账户相结合的基本养老保险管理体制。

2.Liu W., Xiang Z. (2018). The positive impact of guilt: How and when feedback affect employee learning in the workplace.Leadership & Organization Development Journal.

Abstract:

Purpose – A self-regulatory framework to explore the positive effects of negative emotions on proactive outcomes for employees is discussed. The purpose of this paper is to examine how and when employee feedback can facilitate feelings of guilt and result in positive learning behaviors in the workplace.

Design/methodology/approach – The authors test the research model using data from field surveys based on a two-wave data collection from 176 employees. Participants completed two paper-based surveys with a time lag of one week.

Findings – The results demonstrate that the feelings of guilt work as a mediator in the association between feedback and employee learning. As a specific negative emotion, guilt has a significant and positive impact on employee learning in the workplace. The findings also demonstrate that transformational leadership can make employees aware of the gap between expectations and their performance. Transformational leaders motivate guilty employees to engage in learning activities through the promotion of regulatory focus.

Originality/value – This study contributes to the literature on emotions and employee learning in several ways. First, the study raises the association between feedback and employee learning through guilt in the workplace. Second, the study considers the boundaries for facilitating learning behaviors.

3.Liu W. (2018). High-involvement human resource practices, employee learning and employability.Career Development International.

Abstract:

Purpose – Although environmental factors at the organizational level are of importance for individual employability, very few studies have investigated how the practices an organization implements can facilitate employability. The purpose of this paper is to analyze how high-involvement human resources (HIHR) practices (i.e. recognition, competence development, empowerment, information sharing and fair rewards) influence employee learning, which contributes to employability.

Design/methodology/approach – The data were collected from 288 pairs of employees and their direct supervisors in Chinese companies. In this study, we measure perceived employability from both employees and their direct supervisors. Structural equation modeling (SEM) analysis is conducted to test the hypotheses.

Findings – The results indicate that employees’ perceptions of the HIHR practices of recognition, competence development, empowerment and information sharing are positively related to employee learning, and then facilitate self- and supervisor-ratings of employees’ employability. Practices of fair rewards have a negative effect on employee learning and employability.

Originality/value –This study contributes to employability and human resource management literature in several ways. First, the study raises the association between different HIHR practices and perceived employability through employee learning. Second, the study considers both self-rating and supervisor-rating of employability to improve the effectiveness of the results.

4.Zhang H., Ou, A. Y., Tsui, A. S., & Wang, H. (2017). CEO humility, narcissism and firm innovation: a paradox perspective on CEO traits.Leadership Quarterly.

Abstract:

We examine how two seemingly contradictory yet potentially complementary CEO traits—humility and narcissism—interact to affect firm innovation. We adopt a paradox perspective and propose that individuals can have paradoxical traits and that, in particular, humility and narcissism can coexist harmoniously, especially among the Chinese, whose philosophical tradition embraces paradoxical thinking and behaving. CEOs that are both humble and narcissistic are hypothesized to be more likely to have socialized charisma, to cultivate an innovative culture, and to deliver innovative performance. Two studies using multisource data involving 63 CEOs, 328 top managers, and 645 middle managers in Study 1 and 143 CEOs and 190 top managers in Study 2 support the hypotheses and point to new directions for studying CEO traits and their effects on firm outcomes.

5.Gao Y., Tarik D. (2018). Accounting for ambiguity and trust in partial outsourcing: A behavioral real options perspective.Journal of Business Research，2018, 11, 92：93-104.

Abstract:

Concerned with the hidden costs of outsourcing, this paper examines the role of ambiguity and trust in partial outsourcing decisions from the perspective of real options theory. We study pricing and quantity dynamics between an ambiguity averse vendor and a less (more) trusting client in a leader-follower framework with fixed timing. We find that a client's partial outsourcing quantity increases with the vendor's ambiguity if outsourcing is meant for cost-saving purposes. Meanwhile, the effect of trust on outsourcing quantity is jointly moderated by the vendor's ambiguity and quality of shared information forecasts when cost advantages are exaggerated. In terms of pricing effects, the vendor increases (decreases) their threshold with increasing ambiguity for long-term (short-term) contracts. These insights hold under the multiple-priors and worst-case ambiguity specification. When Choquet ambiguity and rank-dependent utility are considered, more complex and subtle dynamics are obtained. Ambiguity has additional non-linear effects on outsourcing quantity due to heterogeneity in ambiguity preferences (seeking versus aversion) and probability weighting. The vendor's price not only increases (decreases) with increasing ambiguity-seeking for long-term (short-term) contracts, but also with ambiguity aversion when specific risk-return conditions are met. Trust effects are qualitatively similar under both ambiguity specifications.

二、科研动态

l 香港科技大学李家涛教授来访

10月11日至26日，我校讲席教授、香港科技大学李家涛教授来我校必赢76net线路开展学术合作与交流。该项目为国家重点引智项目——中财讲席教授项目。

李家涛教授是国际商业战略的权威专家，致力于推进新兴国家的企业战略研究。他目前担任Journal of International Business Studies副主编，兼任Academy of Management Journal, Global Strategy Journal，Journal of Management和Long Range Planning等国际顶级期刊编委会委员，并于2009-2016期间担任管理学顶尖期刊Strategic Management Journal的副主编。他的研究领域包括组织学习、战略联盟、公司治理、创新和创业。他的研究成果经常发表在Academy of Management Journal, Academy of Management Review, Organization Science, Strategic Management Journal, Journal of Management,和Journal of International Business Studies等顶级管理学术期刊，更有不少获得最佳论文奖项。

访问期间，李家涛教授举办了题为《Adopting knowledge from reverse innovations? Transnational patents and signaling from an emerging economy》的学术讲座，与必赢76net线路师生分享了在学术研究方面的心得。此外，还开展了面向我院博士生的《管理学经典阅读》课程教学活动。

来访期间，李家涛教授还指导了多名青年教师和博士生的论文写作，并且与战略系、营销系的教师、学生开展了数次有关论文撰写、专业建设等方面的学术研讨会。

2 学术讲座

2018年10月，我院教师积极邀请海内外知名学者来校举办讲座，加强内外部学术交流。