大股东内部资本配置的经济后果——基于国光瓷业的案例研究

本文运用案例分析法,对国光瓷业大股东的内部资本配置行为进行了研究。结果表明,系族企业构造的内部资本市场,为大股东进行关联交易、侵占中小股东的利益提供了方便。大股东通过内部资本配置,提高了自身的利益,但却损害了其控制的上市公司的利益。     

多元化战略与内部资本市场效率——以上海复星集团为例

本文站在多元化集团发展战略的视角,首先分析了复星集团内部资本市场资本运作;其次利用现金流敏感性法、托宾Q值评价内部资本市场资本配置效率;最后提出提高内部资本市场资本配置效率的建议。     

多元化战略与内部资本市场效率——以上海复星集团为例

本文站在多元化集团发展战略的视角,首先分析了复星集团内部资本市场资本运作;其次利用现金流敏感性法、托宾Q值评价内部资本市场资本配置效率;最后提出提高内部资本市场资本配置效率的建议。     

代理成本与内部资本市场效率

从代理成本的视角对内部资本市场效率的理论和经验研究进行了系统的回顾,内容包括内部资本市场效率的界定及代理成本对内部资本市场效率的影响。评价现有文献,掌握国内外研究动态,为我国企业内部资本市场效率的研究提供依据和方向。     

系族企业内部资本市场配置效率研究——基于复星系的案例分析

低效率的内部资本配置会给企业带来巨大风险和隐患,一旦失控就会造成联动效应,甚至会演化为行业危机。近年来,系族企业作为一种特殊的企业形态在中国兴起和繁荣,这引起了业界对这类企业内部资本配置效率的广泛关注。本文从中国特殊的市场状态入手,以复星系为研究对象,通过对公司治理结构、市场规模和财务指标(如托宾Q值、营业收入增长率)等进行系统分析,得出结论:复星系内部资本配置效率较低,仍有很大的提升空间;改进公司治理模式可实现其内部资本配置效率的提升。     

内部资本配置效率研究的新进展

文章系统地梳理了内部资本配置效率的理论和经验研究,主要包括两方面内容:一是影响内部资本配置效率的外部因素;二是影响内部资本配置效率的内部因素。评价现有文献的价值和存在问题,为我国企业内部资本市场的理论研究和实践提供启示。     

价值驱动视角下制造企业服务创新能力的构建机制——基于艾默生网络能源(中国)的案例研究

服务创新能力是一种基于服务机会识别与开发的价值创造能力,也是制造企业应对动态市场环境,提升服务质量和服务效率,构建、提高与维持竞争优势的有效路径。现有服务创新能力的研究主要从企业内部运营与网络嵌入视角探讨服务产品和服务流程的创新,很少涉及制造企业的服务创新能力及其构建机制。本文从价值驱动视角,运用案例研究方法,通过对艾默生网络能源(中国)的案例分析,基于人力资本、关系资本和结构资本三个价值驱动要素探讨制造企业如何实现服务创新能力的构建。研究结果显示,在人力资本、关系资本和结构资本的共同驱动下,制造企业通过组织学习、网络嵌入和资源匹配构建其服务创新能力,且驱动因素在企业生命周期的不同阶段具有动态变化性。     

公司治理对内部资本市场效率的影响的研究

本文以公司治理中的委托代理、控股股东、决策监督机制为视角来研究内部资本市场的配置效率问题。文中选取2009、2010两年A股市场分布信息披露较为详细能够满足模型计算需要的公司为样本,在研究中细化了公司治理的决策监督机制对内部资本市场配置效率的影响,得到的结论证实了完善的监督决策机制有利于提升内部资本配置效率,而委托代理、控股股东层面的假设没有得到支持。最后本文依据实证结果提出了改善内部资本市场配置效率的措施。     

GICM资本配置效率影响因素研究综述

近年来，我国出现了一股企业兼并联合的浪潮，同时也出现了一批多元化和多部门的大企业、大集团，因此影响企业、集团发展的资本配置效率成为学术研究的热点问题之一。文章以影响资本配置效率的因素为切入点，对我国集团内部资本市场资本配置效率的相关文献进行了回顾，并分析了这些影响因素的作用机制，以期为集团内部资本市场资本配置效率的提高提供理论指导。     

内部资本市场资本配置效率测度方法评析

内部资本市场在资本配置过程中通常表现出正效应和负效应两种结果,内部资本市场资本配置效率的高低直接关系到企业价值创造的程度以及企业利益相关者收益的实现,它对企业发展方向和战略选择都具有重大的现实意义。有鉴于此,在对内部资本市场效率测度从规范理论和实证研究两方面入手进行分析评价的基础上,结合我国现实环境制约条件,提出了适合我国内部资本市场资本配置效率的测度方法,即以企业的资产报酬率作为投资机会测度变量,当企业的投资规模水平与企业的成长性成正比时,说明企业具有正确的投资方向。     

Incumplimiento del salario mínimo en Europa central y oriental

En este estudio se analiza el incumplimiento del salario mínimo durante el periodo 2003–2012 en diez países de Europa central y oriental con salario mínimo obligatorio nacional. A partir de los datos de EU‐SILC y la metodología propuesta por Bhorat, Kanbur y Mayet (2013), se cuantifica la incidencia y magnitud del incumplimiento. Se realizan análisis de regresión sobre determinantes individuales, laborales y macroeconómicos. Aunque la incidencia permanece relativamente baja, los trabajadores a los que se dirigen las políticas de salario mínimo parecen los más expuestos a su incumplimiento. Con el tiempo, una mayor incidencia se asocia a una razón más alta entre salario mínimo y salario medio.     

Value at Risk in the Suburbs: Eminent Domain and the Geographical Politics of the US Foreclosure Crisis

Several US counties and local governments have recently considered a novel solution to the foreclosure crisis. They plan to use eminent domain to compel the owners of mortgage debt—and specifically of private‐label mortgage‐backed securities—to sell the debt to the government at a price reflecting the loan's market value. The government would then restructure the debt and resell it to new investors. The plans are striking because—in contrast to both development‐driven eminent domain and the federal subprime bank bailout—they would force investors to assume asset devaluation and increased long‐term risk. Notably, the plans have emerged as an instance of financialization‐focused politics in suburbs and suburban cities of color, specifically majority‐black and ‐Latino/a suburbs. Local support for the plans, we argue, is rooted in the long‐term disinvestment of these ‘suburbs of exception', which became targets of subprime lending and eventually sites where the ‘financial exception' has been localized. But these demographic shifts, fragmentation and fiscal pressures have at the same time created a suburban political terrain in which the plans have gained their strongest political support.     

Towards a Theory of Serendipity: A Systematic Review and Conceptualization

Serendipity – the notion of making surprising and valuable discoveries – plays a major role in the success of individuals and organizations alike. Previous research has established the importance of serendipity and identified important individual- and organizational-level antecedents. However, the literature has been dispersed and the boundaries of the concept have been blurry, leading to a lack of conceptual clarity and structure, and thus limiting validity and managerial actionability. Based on a systematic literature review, I synthesize existing management-related research on serendipity and explicate the emergence and composition of serendipity in the organizational context. I first identify three necessary conditions that differentiate serendipity from related concepts such as luck or targeted innovation: agency, surprise, and value. Then, I draw from the literature on sensemaking, event-based theorizing, and quantum-based approaches to management to conceptualize the process of cultivating serendipity in the organizational context as a process of enabling potentiality and materialization, and develop a multi-level theory of (cultivating) serendipity. This conceptualization contributes to our collective understanding of how, why, and when (i.e., under what conditions) organizations can leverage the value in the unexpected, which opens up fruitful avenues for further research.     

Accountability of NGOs in Bangladesh A critical overview

NGOs in Bangladesh have been recognized as effective change agents in the socio-economic arena throughout the world. Their contributions in micro credit, non-formal education and primary health care are widely known. NGOs play a significant role in society. NGO accountability, as a result, has become a critical issue. NGO accountability in Bangladesh has been examined here in relation to patrons, clients and themselves. Of the three relationships only accountability to patrons is in a near satisfactory state. Accountability to clients is handicapped by lack of opportunities of beneficiaries to participate meaningfully in NGO policy making. Accountability to themselves is adversely affected due to the adherence to a strictly hierarchical system and the influence of founding and charismatic NGO leaders.     

Towards an Asian model of human resource management? A comparative analysis of China,Japan and South Korea

There has been much discussion regarding the possible decline and weakening of national systems of human resource management (HRM). Yet, culture and institutions are often cited as the major stumbling blocks to this outcome. Such constraints may dissipate in the analysis, particularly if ‘regional clusters’ are considered where geographic and cultural closeness and ‘openness’ to similar economic pressures exist. In such cases, it might be postulated that convergence in HRM will occur. We argue that China, Japan and South Korea represent such a cluster. This article examines these countries, to see if a degree of convergence is taking place and if it is towards an identifiable ‘Asian’ model of HRM. A model of change is presented that distinguishes between levels of occurrence and acceptance. Details of the development and practice of HRM in each country are then set out. The article ends with a discussion and implications section and a brief conclusion.     

Ansätze und Ergebnisse anglo-amerikanischer M&A-Forschung

Based on a review of established U.S. management journals (1995–2003), six schools of thought are identified within the Anglo-American M&;A research: “Capital Market”, “Principal/Agent”, “Industrial Organization”, “Organizational Behavior”, “Human Resources” and “Strategic Management”. The literature review shows that the definition of M&;A success, the methods applied, and insights from empirical research differ according to the respective school of thought. Empirical studies focus on the resource combinations of merger partners, the specific circumstances of merger negotiations, and on integration management as antecedents of merger performance. Unfortunately, empirical findings have not yet provided reliable explanations for M&;A success. Based on the current state of Anglo-American M&;A research, the authors discuss implications for business practice, identify research gaps, and propose areas for future research.     

Cultural Economy Planning in Creative Cities: Discourse and Practice

While a growing body of research analyses the functional mechanisms of the cultural or creative economy, there has been little attention devoted to understanding how local governments translate this work into policy. Moreover, research in this vein focuses predominately on Richard Florida's creative class thesis rather than considering the wider body of work that may influence policy. This article seeks to develop a deeper understanding of how municipalities conceptualize and plan for the cultural economy through the lens of two cities held up as model ‘creative cities’ — Austin, Texas and Toronto, Ontario. The work pays particular attention to how the cities adopt and adapt leading theories, strategies and discourses of the cultural economy. While policy documents indicate that the cities embrace the creative city model, in practice agencies tend to adapt conventional economic development strategies for cultural economy activity and appropriate the language of the creative city for multiple purposes.     

Introduction of New Technology with a Sound Transition of the Input-Output Structure

We examine the general equilibrium repercussions associated with the introduction of new technologies, using the generalized Leontief system that allows technological substitutions. We show that an untested introduction of cost-increasing technologies in any industry may result in creating a non-productive technological structure that does not satisfy the Hawkins-Simon condition, following the autonomous dynamic adjustment process with structural transitions in the economic system. Therefore, we propose a practicable control scheme of introducing cost-increasing technologies that strictly avoids the creation of non-productive structures in all periods of structural transition, using the available information on the ex ante technological structure.     

Input/output ranges and performance: an examination of US machine tool producers

Despite the establishment of high-tech multinational enterprises (MNEs) in Ireland since the late 1950s, the country did not succeed in closing the technological gap with most of its EU counterparts. The weak National System of Innovation (NSI), and in particular low business and government R&D levels, combined with a lack of research and technology linkages between MNEs and indigenous firms, explain these poor results. However, the Shannon region in the West of the country presents some specific institutional characteristics that could theoretically make the region a strong technological enclave. The various actors in the region - i.e. the administrative, financial, political and research institutions, as well as the business organizations - have indeed infused a new type of economic development. After a brief review of the available concepts and models articulated around these actors and their interrelationships, the paper analyses whether the Shannon region, taken as an illustrative example, mirrors a specific economic and technological localized setting. The study is based on a survey of indigenous and foreign firms.     

Sixty years of discrimination and diversity research in human resource management: A review with suggestions for future research directions

This article reviews discrimination and diversity research published in Human Resource Management (HRM) over the past 60 years. While discrimination and diversity are very different constructs, it is often informative to study them together, because when people recognize each other's diversity, this can result in bias, stereotyping, and discrimination. We conducted bibliographic searches for terms related to discrimination and diversity as well as a manual search through every title and abstract published in HRM over the last 60 years to assess article relevance. The search resulted in 135 research articles with 136 unique studies (i.e., samples) which are reviewed in this article. Sex and race are the demographics that have been examined the most in HRM, while religion has been examined the least. Moreover, the number of studies examining lesbian, gay, bisexual, transgender, and queer (LGBTQ) employees in the workplace in HRM has grown quickly within the past 10 years, culminating in a recent meta‐analysis. Our review looks at some of the earliest research published, the most recent research published, and the overall trends we identified in the research over the years for both discrimination and diversity articles. We then make future research suggestions and recommendations to advance the study of discrimination and diversity in the coming years.