治理结构、R&D投入与绩效的逻辑分析——兼议政府补助的作用路径

以2010—2015年创业板上市公司为样本,采用面板数据及其稳健性标准误修正模型研究了治理结构、R&D投入与企业绩效三者的逻辑联系。实证结果表明：国有持股负向影响企业的R&D投入,股权制衡度正向影响企业的R&D投入,股权集中度、高管持股水平与R&D投入呈非线性关系;高管股权激励的“利益趋同效应”与“壕沟防御效应”共同调节政府补助对企业R&D投入的作用路径;R&D活动具有滞后效应,负向影响当期的企业绩效,但是对滞后两期的绩效水平有显著正向作用。优化公司治理结构,从根源上解决代理问题,是提高研发效率进而促进企业稳健发展的基本路径。     

创业板分拆上市公司经营绩效评价研究

本文以2009—2011年创业板分拆上市公司为研究样本，对2009—2011年A股上市公司到创业板分拆上市的经营绩效进行了评价。研究发现：上市公司到创业板分拆上市后相对于分拆前经营绩效下滑，分拆上市对于上市公司经营绩效的提升没有显著作用，而影响其绩效的主要因素是运营能力低下。     

CSR分项信息披露与经营绩效的关系探析——基于我国深沪上市公司截面数据的实证研究

文章实证检验了CSR信息披露与公司经营绩效的关系,结论如下:第一,CSR信息披露能够促进企业发展,提高企业未来经营绩效,但对企业当期绩效作用不显著;第二,披露部分CSR信息项目对当期经营产生显著的正向影响,而部分则对当期经营产生负向影响,长期来看,披露CSR分项信息对未来经营业绩产生显著正向影响。文章具有一定的政策性意义。     

商业模式创新、研发投入与创业企业成长绩效

以2013~2017年创业板民营上市公司数据为研究样本,采用广义最小二乘法实证分析新颖型商业模式创新和效率型商业模式创新对民营创业企业成长绩效的影响,并进一步探讨研发投入对上述关系的中介作用。实证研究结果表明:商业模式创新对民营创业企业成长绩效具有显著的正向影响;相对于效率型商业模式创新,新颖型商业模式创新对民营创业企业成长绩效的正向影响显著更强。同时,研发投入对商业模式创新和民营创业企业成长绩效之间的关系具有显著的中介效应;相对于效率型商业模式创新,研发投入对新颖型商业模式创新与民营创业企业成长绩效关系的中介效应显著更强。本研究不仅丰富了商业模式创新对企业成长绩效影响机制的相关文献,而且对于民营创业企业通过商业模式创新提升其成长绩效有着重要的启示和借鉴作用。     

董事长与CEO任期交错、股权集中度与创新绩效

创新是企业发展的本质要求,是社会进步的核心动力。文章以创业板上市公司董事长与CEO任期交错为出发点,探讨二者任期交错对创新绩效的影响,以期能够丰富影响企业创新绩效的因素来源。研究发现:董事长与CEO任期交错会显著促进企业创新绩效提升;区分任期方向交错后,正向交错与反向交错均显著促进企业创新绩效提升;引入股权集中度作为调节变量,发现股权集中度在董事长与CEO任期正向交错对企业创新绩效的影响过程中起正向调节作用。经过稳健性检验和内生性讨论后,结论依然成立。依据研究结论,提出企业应重视董事长和CEO在创新过程中所处的关键地位,合理安排高管任期,同时企业为减少不必要的绩效损失,应适时提高大股东持股比例。     

高管激励、R&D投入与高新技术企业绩效——基于内生视角下的研究

基于内生视角,选取2009—2017年A股中小板块的高新技术企业数据为研究样本,以附加价值的资本增值率来衡量企业绩效状况,构建联立方程组模型,实证分析研发投入、管理者薪酬激励和股权激励对高新技术企业绩效的影响。研究结果表明：薪资激励对R&D投入和企业绩效均存在倒U型关系,股权激励与企业绩效正相关,与R&D投入存在倒U型关系,R&D投入对当期企业绩效存在负向影响,但其对企业绩效的滞后效应为正。进一步研究发现,上述结论在民营企业中普遍存在,而在国有企业中并不明显。     

战略性新兴产业融资结构与经营绩效关系研究——以珠三角上市公司为例

文章以珠三角在中小板、创业板上市的87家战略性新兴产业公司为研究对象,用2008—2010年三年间的财务数据分析珠三角战略性新兴产业上市公司融资结构与经营绩效之间的关系。经实证分析发现珠三角战略性新兴产业上市公司债权融资与公司经营绩效存在着显著的正相关关系;股权融资与公司经营绩效存在着显著的负相关关系;内部融资对经营绩效影响不显著;资产负债率对公司经营绩效存在着显著的负相关关系;资产规模对公司经营绩效存在着显著的正相关关系。这一结果对拓展战略性新兴产业公司融资渠道、优化融资结构、提高经营绩效具有一定的借鉴意义。     

多视角下R&D资本化测算方法比较与应用

R&D资本化基本测度方法主要有三种：Goldsmith方法、Griliches方法和BEA方法,在不同的经济理念下,三种测度方法既各有特色,又有共同特征。在Goldsmith方法设定理念中,当期R&D资本存量由当期不变价R&D投资额与扣除折旧后的上一期R&D资本存量两部分构成,且当期不变价R&D投资额全部转化为当期资本存量;在Griliches方法设定理念中,当期R&D资本存量由上一期不变价R&D投资额与扣除折旧后的上一期R&D资本存量两部分构成,且上一期不变价R&D投资额全部转化为当期资本存量;而在BEA方法设定理念中,当期R&D资本存量由当期不变价R&D投资额与扣除折旧后的上一期R&D资本存量两部分构成,且当期不变价R&D投资额的一半发生折旧。在具体测算过程中,三种测度方法均要考虑R&D资本存量增长率、R&D资本折旧率、R&D支出价格指数等关键参数的设定。同时,基于三种测度方法比较研究,将其应用于中国R&D资本化估算实践。     

中国工业行业R&D投入的产出效率与影响因素

运用知识生产函数模型,以中国工业行业（1993~2008）为研究对象,在将R&D资本存量分为本国本行业R&D、本国其它行业R&D、外国本行业R&D、外国其它行业R&D资本存量的基础上,首先运用随机前沿生产函数方法对中国R&D投入的产出效率进行了实证研究,随后综合考虑了人力资本、贸易开放度、技术距离、行业竞争程度、物质资本存量、行业技术水平、产权结构等因素对R&D产出效率的影响。结论显示,除外国其它行业R&D资本对R&D投入的产出效率影响不显著外,其它三种R&D资本存量均有显著的正的影响,且人力资本、贸易开放度、物质资本存量等因素均显著的促进了R&D产出效率的提升,技术距离则对R&D产出效率的提升有抑制作用,行业竞争程度对R&D产出效率影响不显著,高技术行业R&D产出效率要比非高技术行业低,国有产权比重较高行业R&D产出效率与国有产权比重较低行业相比并无显著差异。     

高管团队内薪酬差距与公司未来绩效关系研究——以广东省上市公司为个案

本文通过对广东省上市公司高管团队内薪酬差距与公司未来绩效关系的实证研究发现：高管团队内薪酬差距与公司未来年度绩效存在显著正相关关系;总经理权力、公司规模与薪酬差距对公司未来绩效有显著的负向影响;董事长、总经理两职合一公司业绩相对更好,股权集中度与公司当期绩效有微正向关系。     

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.     

Multinomial distributions applied to random sampling of particulate materials

When sampling a batch consisting of particulate material, the distribution of a sample estimator can be characterized using knowledge about the sample drawing process. With Bernoulli sampling, the number of particles in the sample is binomially distributed. Because this is rarely realized in practice, we propose a sampling design in which the possible samples have a nearly equal mass. Expected values and variances of the sample estimator are calculated. It is shown that the sample estimator becomes identical to the Horvitz–Thompson estimator in the case of a large batch-to-sample mass ratio and a large sample mass. Simulations and experiments were performed to test the theory. Simulations confirm that the round-off error due to the discrete nature of particles is negligible for large sample sizes. Sampling experiments were carried out with a mixture of PolyPropylene (PP) and PolyTetraFluorEthylene (PTFE) spheres suspended in a viscous medium. The measured and theoretical variations are in good agreement.     

Performance appraisal and culture: practice and attitudes in Hong Kong and Great Britain

This article compares the practice of and attitudes towards performance appraisal for managerial and professional staff in Hong Kong and Britain, and considers the extent to which actual practice and employee preferences are in alignment. Findings suggest that appraisal may be more widespread in Hong Kong than in Britain. However, British appraisal tends to be more participative and to place greater emphasis on discussing objectives, development and career plans. Hong Kong appraisals appear to be more directive and Hong Kong respondents perceive a higher level of 'negative' appraiser behaviour. In spite of this, Hong Kong respondents show if anything slightly more confidence in the utility of appraisal than do British respondents. They show stronger support for appraisal's use for reward and punishment and less support for the objectives-setting and training and development uses than do the British sample. Hong Kong respondents are more likely than their British counterparts to favour involving a more senior manager in appraisal, and they are less likely to prefer more frequent appraisals. There was little evidence that Hong Kong respondents had a stronger preference for group-based appraisal criteria, although they did show more support than the British sample for the use of personality as a basis for appraisal. Overall, the suggestion is that appraisal has been adopted in Hong Kong organizations but that the practice of appraisal has been adapted to suit the cultural characteristics of the society.     

Narrative construction of expatriate experience and career cycle: discursive patterns in Finnish stories of international

Expatriate experience is not only a disconnected occasion for cross-cultural anxiety and adjustment but also an important event in the process of self-development and learning. Following this view and arguing for a discursive approach, the paper focuses on ways in which expatriates themselves tell and interpret their development and movement across expatriate career cycle. Meaning systems connecting expatriate job with previous and following work experiences in career stories of Finnish engineers and managers were identified using a combination of narrative and discourse analysis. No evidence was found of an autonomous expatriate discourse but, in contrast, expatriate career cycle was narrated using available organizational repertoires of development and career. Describing and discussing the meaning-making properties of three identified discourses - bureaucratic, occupational and enterprising - the paper emphasizes the organizational environment of expatriate experience while acknowledging the limits of these contemporary career vocabularies in addressing individual learning and change in cross-cultural settings.     

Internet professionals: job skills for an on-line age

The paper explores the increasing popularity of the Internet technology Singapore. It argues that the diffusion of Internet technology to South-East Asia would create new duties and responsibilities for human resource (HR) managers. One such duty is the identification of the skills which professional Internet staff would need to perform their work effectively in organizations. Using a triangulation research method, empirical study has identified the new professional Internet jobs which have emerged the IT industry in Singapore and the skills that professional Internet personnel require do their jobs effectively. Analysis of the findings indicates that professional Internet skills involve both technical and creative abilities and that, in explaining or defining professional Internet skills, it is necessary to use both the technical and the social conceptions of skill. This argument is based on the view that the creative skills include tacit skills so that a definition based solely on the technical conception of skill cannot capture the various dimensions of Internet skills. The implications of the research findings for human resource managers are raised.     

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.     

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.     

关于高校教学秘书工作的认识与思考

教学秘书在教学管理中起着举足轻重的作用,本文结合自己近6年从事教学秘书的工作实践和体会,阐述了高校教学秘书的工作职能和工作内容,提出了教学秘书应具备的素质,分析了日前教学秘书工作中存在的问题,探讨了教学秘书工作改进的方法与途径。     

Sister Communities: Rejecting Labels of Informality and Peripherality in Vanuatu

Some labels have dire consequences. This article takes issue with the labels commonly used to describe the physical and social location of communities living on the edge of Port Vila, Vanuatu—labels that position communities for eviction by entrenching tropes of informality and peripherality into how they are seen and represented. Such terms include informal, settlement, informal settlement, squatter and peri-urban. Based on interviews with around 100 people and two years of ethnographic engagement with urban communities in Port Vila, Vanuatu, I critique the language of policy against the lived experience of those at the urban edge. I use Bourdieu's articulation of power as an accumulation of symbolic capital that enables one to speak the world into being. I conclude that the language of policies and plans is reflective of a dominant discourse in urban studies and international aid, and non-reflective of the experience and identities of people living at the urban edge. My interviewees and interlocutors maintain their identities as sister communities—as places grounded in the formality of customary tenure, and as part of the city rather than outside it.