我国上市公司经理人激励的业绩基础选择性实证研究

以我国上市公司为样本对经理人激励的业绩基础选择问题进行了实证检验。研究发现目前我国上市公司经理人报酬契约只倚重会计业绩指标,而将市场业绩指标和相对业绩指标排除在报酬契约之外,这极易导致经理人行为的短期化,提高代理成本,降低上市公司的运作效率。因此,必须调整上市公司经理人的报酬结构,建立基于会计业绩的短期激励与基于市场业绩的长期激励相结合的经理人报酬激励机制。     

董事会特征、高管激励与集团绩效——来自中国上市集团公司的经验证据

作为一个多法人联合体,企业集团的治理与单体企业不同.通过实证研究发现,中国上市集团公司的董事会规模并没有对集团绩效产生积极效应,独立董事也未能有效发挥监管职能;董事长与总经理两职合一与集团公司绩效负相关;合理有效的报酬制度与公平透明的股权激励环境有助于集团公司绩效的提高,而股权激励制度有待进一步完善.     

促进中国金融控股公司发展的对策

近年来,随着西方国家金融控股公司的不断发展以及我国市场经济体制的不断深化,国内各类金融控股公司相继出现。金融控股公司的发展虽然使我国金融行业的规模经济效应得到一定的提高,但与国际金融控股公司相比还处于初级阶段,还存在许多问题与不足。因此,讨论了我国金融控股公司的现状与发展局限,并提出了发展金融控股公司的对策建议。     

Decentralized and concentrated investments in China and the performance of Taiwanese listed electronic companies

Ever since China surpassed Taiwan to become the largest exporter of electronic products, dependence between the two sides has deepened, which prompts Taiwanese companies to go public in China. This study conducted the data envelopment analysis (DEA) and regression analysis to analyse the impacts of the depth and breadth of investments in China on the performance of Taiwanese listed electronic companies. The empirical results show that, the breath of the investments in China has a positive correlation with the performance of Taiwanese companies; while the depth of investments in China has a negative and significant effect on the performances due to the companies’ lack of know-how, which leads to a high-learning cost. In summary, companies should strategize their decentralized and concentrated investments in China.     

上市公司职业经理人薪酬与企业绩效关系的实证研究

本文主要讨论了我国上市公司职业经理入薪酬变动与企业绩效变动的关系。本文选取了2002年和2003年的上市公司年报中披露的业绩和职业经理入薪酬的数据,利用线性回归和相关分析法检验了我国上市公司职业经理入薪酬的激励制约机制。研究发现,职业经理入的薪酬变动与上年业绩相关性显著,并且随着经理入是否持股、国有股比例和公司所处地域的影响。而职业经理入本年薪酬变动与本年业绩变动的关系不明显,说明我国的激励机制有待完善。而且,职业经理入薪酬下降时导致本年业绩的下降,说明薪酬的制约机制有待建立。     

Owner-managers and firm performance during the asian and global financial crises: evidence from Korea

We examine the performance of the Korean owner-managers during the 1997?1998 Asian financial crisis and the 2008?2009 global financial crisis to establish whether they overcome the unexpected exterior shocks better than employed managers. We find that the owner-managers record a significantly greater performance during the crises, and especially during the latter period. Moreover, our results suggest that such a tendency comes from the owner-managers’ superior investment decisions. Our paper thus highlights the role of owner-managers by studying their performance during the Korean economic crisis periods. (JEL G01, G32, G34)     

CSR and financial performance: complementarity between environmental,social and business behaviours

This article analyses the interactions between various dimensions of corporate social responsibility (CSR) that mediate the relationship between CSR and financial performance. We hypothesize that the absence of consensus in the empirical literature on the CSR–financial performance relationship may be explained by the existence of synergies (complementarity) and trade-offs (substitutability) between the different CSR components. We investigate such relationship using a final unbalanced panel sample of 1094 observations (around 300 firms per year) from 15 countries over the 2002–2007 period. Our results show that responsible behaviours towards employees (human resources dimension) and towards customers and suppliers (business behaviour dimension) appear as complementary inputs of financial performance, indicating mutual benefits and less conflict between those stakeholders. Conversely, responsible behaviours towards customers and suppliers and towards the environment appear as substitutable inputs of financial performance, suggesting more conflict between or over-investment towards those stakeholders.     

高管薪酬与企业绩效的相关性——以信息技术行业上市公司为例

在对我国信息技术行业上市公司的高管薪酬和企业绩效进行描述性统计的基础上,采用多元线性回归模型,对样本公司的高管薪酬与其绩效的相关关系进行分析。研究结果表明:信息技术行业上市公司的高管薪酬与每股收益和净资产收益率两个财务指标显著正相关,与其他业绩指标不显著相关;在非财务指标中,高管薪酬与资产规模、高管持股、股权集中度、地区等非财务指标相关。这说明,虽然我国上市公司已建立起基于绩效评价的薪酬激励制度,但业绩评价指标过于单一,薪酬激励制度有待完善。     

企业特征、高管薪酬结构与企业绩效

利用2005—2010年我国沪深两市A股非金融保险行业1654家上市公司的高管年度薪酬数据,结合企业特征,对不同类型企业的高管薪酬结构与企业绩效的关系进行了实证研究,细化锦标赛理论和行为理论在不同类型企业中可能形成的差异化实施效应。结果显示:我国不同类型的企业都比较适宜采用锦标赛理论制定高管薪酬激励政策,竞争性的高管薪酬结构对于提升企业绩效具有正面作用,均等化高管薪酬结构不利于企业的价值创造;相对于民营企业、小规模企业、低成长企业而言,我国国有企业、大规模企业、高成长企业更宜采用锦标赛理论设计企业高管薪酬结构。因此我国不宜对非金融保险行业国有企业的高管薪酬进行过度均等化的管制,否则会负面影响企业绩效提升和企业价值创造。     

上市公司社会责任财务绩效评价存在的问题成因及对策

目前,我国上市公司的社会责任财务评价存在诸多问题,国家没有具体规定评价体系,存在信息披露的不充分性和公司自身短视行为,对上市公司的财务评价造成制约。挖掘其原因,除了我国的研究起步相对晚外等历史原因,也有着社会责任存在不易使用会计指标反映的自身原因,不易量化的指标成为了社会责任财务评价绊脚石。要解决这些问题,不仅需要对上市公司披露社会责任信息进行强化和监管,更需要公众的监督。     

中国上市公司高管薪酬影响因素分析——来自制造业上市公司的证据

随着中国经济的快速发展,上市公司高管薪酬一直是各方关注的焦点。对2006—2011年六年内中国制造业上市公司的高级管理人员的薪酬状况和影响因素进行分析,发现,中国制造业上市公司高管的薪酬与公司绩效、企业规模和公司所在地区的市场环境有关,具体的影响关系是:高管薪酬与公司绩效和公司规模存在正相关关系,与公司所在地区的市场环境存在负相关关系,与高管持股比例相关性不显著。     

Innovation and economic performance in services: a firm-level analysis

This paper explores the two-way relationship between innovationand economic performance in services using a longitudinal firm-leveldataset which matches data from the second Community InnovationSurvey, CIS II (1993–95), against a set of economic variablesprovided by the System of Enterprise Accounts (1993–98).The results presented show that innovation is positively affectedby past economic performance and that innovation activities(especially investments in ICTs) have a positive impact on bothgrowth and productivity. Furthermore, productivity and innovationact as a self-reinforcing mechanism, which further boosts economicperformance. These findings provide empirical support for theendogenous nature of innovation in services and the presencein this sector of competition models and selection mechanismsbased on innovation.     

高管人力资本、高管报酬和公司绩效关系的实证研究——以中部地区上市公司为例

高管人力资本、高管报酬和公司绩效三者之间体现何种关系特征,是企业配置高管人员有效实施高管报酬激励的重要依据,是提升公司绩效的有效保证。本文的研究结果表明,高管的任期与公司绩效存在正相关关系,与高管报酬存在负相关关系;高管年龄与公司绩效存在负相关关系,与高管报酬存在正相关关系;高管的教育背景与公司绩效存在负相关关系,与高管报酬存在正相关关系。公司治理因素尤其是股权因素对高管人力资本特征与公司绩效、高管报酬的相关性有很大的影响。     

河北上市公司绩效的实证研究

本文通过封河北省上市公司的盈利能力、成长能力、偿债能力和资产管理能力现状追行实证研究，得出该省上市公司存在发展速度明显减缓、再融资能力弱、後备力量缺乏、净利润成长性差、公司治理存在弊端等结论，并封其原因进行了简要分析。     

上市公司高管薪酬与盈余管理实证分析

采用操纵性应计作为盈余管理的代理变量,对中国上市公司高管年薪与盈余管理之间的关系进行了实证分析。研究发现：操纵性应计对上市公司高管年薪存在显著影响,但影响程度小于经营活动现金流与非操纵性应计;非经常性损益对高管年薪的影响并不显著;高管操纵盈余的动机随着年薪与报告利润相关性的增加而增加。     

Socially responsible and conventional investment funds: performance comparison and the global financial crisis

We investigate the performance of socially responsible funds (SRFs) and conventional funds (CFs) in different market (geographical area and class size) segments during the period 1992–2012. From an unbalanced sample of more than 22 000 funds, we define a matched sample using a beta-distance measure to match any SRF with the ‘nearest neighbour’ CF in terms of sensitivity to risk factors. Using this matching approach and a recursive analysis, we identify several switch points in the lead/lag relationship between the two investment styles over time in different market segments. A relevant finding of our analysis is that SRFs played an ‘insurance role’ outperforming CFs during the 2007 global financial crisis.     

Firm performance,corporate governance and executive compensation in Pakistan

This study examines the effects of firm performance and corporate governance on chief executive officer (CEO) compensation in an emerging market, Pakistan. Using a more robust Generalized Method of Moments (GMM) estimation approach for a sample of non-financial firms listed at Karachi Stock Exchange over the period 2005–2012, we find that both current- and previous-year accounting performances has positive influence on CEO compensation. However, stock market performance does not appear to have a positive impact on executive compensation. We further find that ownership concentration is positively related with CEO compensation, indicating some kind of collusion between management and largest shareholder to get personal benefits. Inconsistent with agency theory, CEO duality appears to have a negative influence, while board size and board independence have no convincing relationship with CEO compensation, indicating board ineffectiveness in reducing CEO entrenchment. The results of dynamic GMM model suggest that CEO pay is highly persistent and takes time to adjust to long-run equilibrium.     

国内外金融创新进展及其在中国的发展趋势

当前中国金融市场进入了全面开放时期,国内外金融机构将在同一个市场环境和同一套监管规则下直接竞争。在新的竞争形势下,实体经济对金融服务的需求量正在迅速扩大,需求层次也在不断提高,金融创新将进入全新的发展时期。本文在对国内外金融创新现状做出全面分析和评价的基础上,从金融业务创新、金融体制改革的深化、资产证券化和证券投资机构化、衍生金融工具市场发展和混业经营等多个角度,探讨了中国金融创新的发展趋势。     

Technology transfer and innovation performance: Evidence from Chinese firms

This paper explores the relationship between technology transfer activities and innovation performance with special reference to Chinese industrial firms. It is based on a recent nationwide survey covering 2334 Chinese industrial firms. The impact of technology transfer on their innovative performance was analyzed for all the responded firms and similar analyses also addressed the issue from perspectives of general industrial firms versus high-tech firms, and large firms versus small and medium firms. Several critical types of technology transfer activities were identified and both positive and negative impacts were discussed along with the Pearson correlation analysis and stepwise regression analysis. The study revealed that the innovation activities in Chinese manufacturing firms could not be boosted substantially merely through the acquisition of key equipment and apparatus from abroad. The findings also suggested that Chinese firms should develop their technological absorptive capacity and transformative capacity, and foster technology transfer and communications among trading partners. Moreover, it would be crucial for Chinese firms to stress the nurturing of indigenous innovation capabilities so as to sustain their performance improvement.     

中国上市公司财务舞弊方式及对策研究

中国上市公司财务舞弊的方式主要有:利用关联关系和资产重组、侵占上市公司资金、变更会计政策和会计估计、洗大澡和潜亏挂账、掩饰交易或事实、地方政府的过度扶持、伪造编造原始凭证;对如何治理中国上市公司财务舞弊行为,笔者从上市公司内部管理,监督机制和政策法规等方面提出了若干对策和建议。