2019研究生管理实证研究方法论文样例论文样例

1、数据分析作业论文介绍,吴建祖 博士 兰州大学管理学院,样例论文1,Pollack, J. M., Vanepps, E. M., & Hayes, A. F. 2012. The moderating role of social ties on entrepreneurs depressed affect and withdrawal intentions in response to economic stress. Journal of Organizational Behavior, 33(6): 789-810.,Summary,We explored whether contact

2、 with business-related social ties would buffer entrepreneurs against the potentially deleterious effects of economic stress. Our proposed stress-buffering model builds on the premise that social ties with similar others can serve as both a source of valuable information and a source of empathic sup

3、port. Findings from a sample of 262 entrepreneurs revealed that the relation between economic stress and intentions to withdraw from entrepreneurial opportunities was stronger among individuals reporting less contact with social ties and weaker among those who reported more contact with social ties.

4、 We further examined the indirect effects of economic stress and contact with business-related social ties on entrepreneurs future intentions through depressed affect. Results showed that among those reporting less contact with social ties, the indirect effect is positive, meaning greater economic s

5、tress leads to higher depressed affect, which in turn results in greater intentions to withdraw from entrepreneurship. Among those with more contact with social ties, there is no evidence of this process at work. We interpret this to mean that social ties serve to buffer the impact of economic stres

6、s on depressed affect, which in turn reduces an entrepreneurs intention to withdraw from entrepreneurship. Those who seem most susceptible to the impact of economic stress are those with relatively limited contact with business-related social ties. We discuss implications and directions for future r

7、esearch.,Outline,Introduction Theoretical Background Entrepreneurs, economic stress, and the psychology of learned helplessness The buffering effect of social ties Method Research context Participants Measures Results Sensitivity to confounds Discussion Limitations, future directions, and practical

8、applications Acknowledgements Author biographies References,变量,因变量 Withdrawal intentions 自变量 Economic stress 中介变量 Depressed affect 调节变量 Social ties 控制变量 Sex Age Company tenure Entrepreneurial self-efficacy Social competence,Hypotheses,Hypothesis 1: The relation between economic stress and withdrawal

9、 intentions will be stronger among those individuals with less contact with business-related social ties and weaker among those with more contact with business-related social ties. Hypothesis 2: The relation between economic stress and depressed affect will be stronger among those individuals with l

10、ess contact with business-related social ties and weaker among those with more contact with business-related social ties. Hypothesis 3: Contact with business-related social ties will moderate the indirect effect of economic stress on entrepreneurial withdrawal intentions through depressed affect. Sp

11、ecifically, we predict that among entrepreneurs who report less contact with business-related social ties, there will be a positive indirect effect of economic stress on withdrawal, through depressed affect.,被中介的调节（mediated moderation）,数据,因变量 Withdrawal intentions 自变量 Economic stress 中介变量 Depressed

12、affect 调节变量 Social ties 控制变量 Sex Age Company tenure Entrepreneurial self-efficacy Social competence,数据文件,estress readme.txt,estress.txt,estress.csv,estress.sav,estress.dta,estress.sas,数据概要,样例论文2,Cole, M. S., Walter, F., & Bruch, H. 2008. Affective mechanisms linking dysfunctional behavior to perform

13、ance in work teams: A moderated mediation study. Journal of Applied Psychology, 93(5): 945-958.,Abstract,The present study examines the association between dysfunctional team behavior and team performance. Data included measures of teams dysfunctional behavior and negative affective tone as well as

14、supervisors ratings of teams (nonverbal) negative emotional expressivity and performance. Utilizing a field sample of 61 work teams, the authors tested the proposed relationships with robust data analytic techniques. Results were consistent with the hypothesized conceptual scheme, in that negative t

15、eam affective tone mediated the relationship between dysfunctional team behavior and performance when teams nonverbal negative expressivity was high but not when nonverbal expressivity was low. On the basis of the findings, the authors conclude that the connection between dysfunctional behavior and

16、performance in team situations is more complex than was previously believed-thereby yielding a pattern of moderated mediation. In sum, the findings demonstrated that team members collective emotions and emotional processing represent key mechanisms in determining how dysfunctional team behavior is a

17、ssociated with team performance.,Outline,Introduction Rationale for the Present Conceptual Scheme Dysfunctional Team Behavior: Conceptual Issues and Its Emergence Mechanisms Hypotheses Development Dysfunctional Team Behavior and Negative Team Affective Tone Negative Team Affective Tone and Team Perf

18、ormance The Mediating Role of Negative Team Affective Tone The Moderating Role of Teams Nonverbal Negative Expressivity Method Participants and Procedures Measures Potential Confound of Survey Translations Data Analyses Results Tests of Mediation Tests of Moderated Mediation Discussion Practical Imp

19、lications Limitations and Future Research References,变量,因变量 Team Performance 自变量 Dysfunctional Team Behavior 中介变量 Negative Team Affective Tone 调节变量 Nonverbal Negative Expressivity 控制变量 Country,Hypotheses,Hypothesis 1: Dysfunctional team behavior will be positively associated with negative team affec

20、tive tone. Hypothesis 2: Negative team affective tone will be inversely associated with team performance. Hypothesis 3: Negative team affective tone will mediate the relationship between dysfunctional team behavior and team performance. Hypothesis 4a: The inverse relationship between negative team a

21、ffective tone and team performance will be weaker for teams low on nonverbal negative expressivity than for teams high on nonverbal negative expressivity. Hypothesis 4b: Nonverbal negative expressivity will moderate the negative and indirect effect of dysfunctional team behavior on team performance

22、(through negative team affective tone). Specifically, negative team affective tone will mediate the indirect effect when nonverbal negative expressivity is high but not when it is low.,被调节的中介（moderated mediation）,数据,因变量 Team Performance 自变量 Dysfunctional Team Behavior 中介变量 Negative Team Affective To

23、ne 调节变量 Nonverbal Negative Expressivity 控制变量 Country,数据文件,teams readme.txt,team.dta,数据概要,论文样例3,孙早, 许薛璐. 2017. 前沿技术差距与科学研究的创新效应基础研究与应用研究谁扮演了更重要的角色. 中国工业经济, 34(3): 5-23.,38,摘要,39,提纲,一、问题提出 二、模型与假说 1. 基本模型 2. 均衡市场分析 三、计量模型、数据来源与特征事实描述 1. 联立方程模型 2. 数据来源与处理方法 3. 特征事实描述 四、实证结果与稳健性检验 1. 基本结果 2. 按前沿技术差距分组的结

24、果 3. 稳健性检验 五、结论与建议 参考文献,40,研究假设,假设1：在不同前沿技术差距水平上，增加基础研究投入对创新增长始终具有知识积累效应，基础研究知识总量越多，对创新的推动作用越强；增加应用研究投入对创新增长的影响呈现出行业异质性特征；当前沿差距大于最优技术差距水平时（高技术差距行业），应用研究投入增加可促进创新增长；当前沿差距小于最优技术差距水平时（低技术差距行业），应用研究投入持续增加则表现出对新增长的抑制。 假设2：在高技术差距行业中，追赶国与目标国间技术差距较大，本国企业应用研究投入不足，基础研究具有技术吸收效应，持续提高基础研究投入可以通过增强追赶国应用研究的技术吸收能力促进创新；在低技术差距行业中，追赶国与目标国间技术差距较小，本国企业应用研究实力增强，基础研究则具有创新激励效应，增加基础研究投入可通过提高本国企业自主创新能力，降低最优技术差距，扭转应用研究投入过度增加对创新增长边际递减的负面效应。,41,数据文件,51,论文样例4,郑志刚, 梁昕雯, 黄继承. 2017. 中国上市公司应如何为独立董事制定薪酬激励合约. 中国