基于主成分分析的非营利组织绩效模糊综合评价

在比较和分析现有的组织绩效评价模型的基础上,依据平衡计分卡,结合文献资料、预试和访谈资料,初步遴选出非营利组织绩效评价指标;进一步通过主成分分析,构建了包括4个主成分因子的非营利组织绩效评价指标体系。利用该评价体系对4家非营利组织的绩效进行模糊评价。结果表明,当前我国多数非营利组织的绩效水平偏低,以顾客为导向、提升内部运营效率应成为改善非营利组织绩效的工作重点。     

基于加权主成分分析的区域创新系统绩效评价模型研究

针对区域创新系统绩效评价中存在的问题,构建出区域创新系统绩效评价的指标体系,综合运用主成分分析法和层次分析法,建立了系统综合评价的AHP变量加权主成分分析模型,对区域创新绩效进行整体的分析和综合评判,并以我国西部六省市的创新绩效为例进行了演示。最后,讨论了模型方法使用中的若干改进思路。     

基于主成分分析和支持向量机的个人信用评估

本文针对信用评估指标维数较高的问题,运用主成分分析与支持向量机理论建立了一个新的个人信用评估预测模型。为反映该模型在信用评估分类方面的优越性,又分别建立了基于神经网络、K近邻判别分析等多种理论的信用评估模型,并用同一组数据对不同的模型分别进行训练,然后比较其预测分类正确率。实验结果表明,基于主成分分析与支持向量机理论的个人信用评估模型具有较优的预测分类正确率。     

基于企业生命周期理论的企业家绩效——SVM评价方法

本文基于企业生命周期理论，通过考察企业生命周期不同阶段对企业家绩效评价的侧重点，构建了企业家绩效评价指标体系，并应用当今统计学习理论的新方法——支持向量机（Support Vector Machines，缩写为SVM）对企业家绩效进行评价，以克服现有企业家绩效评价体系的不足，增强评价的有效性。     

基于神经网络的制造业企业供应链合作绩效模糊综合评价

本文应用主成分分析法,对制造业企业供应链合作绩效的评价指标进行了研究,建立了适用于制造业企业供应链合作绩效评价的指标体系。运用神经网络确定模糊综合评价中的权重值,克服了现有其他方法主观性判断的不足。提出了制造业企业供应链合作绩效模糊综合评价模型。最后利用该模型进行实际应用分析,验证了该模型的有效性。     

基于主成分分析的我国农业技术推广绩效评价

本文通过对农业技术推广绩效评价研究成果的总结,构建农业技术推广绩效评价的指标体系,并运用主成分分析法得到了四个主成分。在此基础上建立了农业技术推广绩效评价模型对全国31个省市的农业技术推广绩效进行评价和排序,指出要从各个方面来推动农业技术推广工作,实现其高效、稳定和持续发展。     

基于LS-SVM的企业信用等级分类系统研究

利用主成分分析建立了企业信用评价财务指标体系,将信用风险评价的问题看作是对贷款企业信用风险的模式分类问题,在此基础上构建了最小二乘支持向量机信用等级分类系统,最小二乘支持向量机相对于其他支持向量机和神经网络,运算速度快易于操作,因此在我国商业银行信用风险评价领域的具有较大的应用前景.     

基于主成分法的上市商业银行综合绩效研究

绩效是商业银行综合实力的体现,直接反映出银行的核心竞争力。如何来评价商业银行的绩效呢？本文从2011年上半年财务报告中选取11项具有代表性的指标,利用SPSS软件对我国上市的16家商业银行进行主成分分析和因子分析,结果合成四类主因子,命名为盈利性因子、安全性因子、发展性因子和流动性因子,分别计算出商业银行的各因子得分,根据因子的方差贡献率加权得到综合绩效得分。     

基于主成分法的上市商业银行综合绩效研究

绩效是商业银行综合实力的体现,直接反映出银行的核心竞争力.如何来评价商业银行的绩效呢?本文从2011年上半年财务报告中选取11项具有代表性的指标,利用SPSS软件对我国上市的16家商业银行进行主成分分析和因子分析,结果合成四类主因子,命名为盈利性因子、安全性因子、发展性因子和流动性因子,分别计算出商业银行的各因子得分,根据因子的方差贡献率加权得到综合绩效得分.     

基于因子分析法的中小企业国际营销绩效评价

本文根据因子分析法的基本原理,综合考虑了影响我国中小企业国际市场营销绩效的重要指标,构建了国际市场营销绩效评价的财务指标体系,通过选取30家上市的出口型中小企业为样本进行实证分析,具体分析了影响我国中小企业国际市场营销绩效的各个主因子,客观评价了各个指标对我国中小企业国际市场营销的影响程度,以其中的三家企业为例进行了具...     

委托-代理、薪酬激励与商业银行治理

本文建立了一个银行薪酬激励约束的博弈模型,分析薪酬激励机制的决定和约束因素,并运用中国16家上市商业银行2001至2010年的面板数据对其进行了检验。结果发现中国上市银行高管薪酬激励与经营业绩因素之间基本正相关,与经营业绩稳定性因素没有相关性。其中,净资产收益率是影响高管薪酬的主要因素,而高管薪酬约束与经营风险因素之间没有确切的相关性。银行治理结构在银行经营业绩上有正向激励作用．在经营风险控制上并没有起到太大的作用。     

Connections and performance in bankers’ turnover

In this paper we study the impact of the connections of the top executives (Presidents, CEOs and General Managers) of Italian banks on their turnover and on bank performance. We measure managers’ connections by the kilometer distance between the province of the bank's headquarter and the manager's province of birth. We show that top managers tend to be local in the sense that the distribution of this distance is heavily skewed towards zero. On the basis of this evidence we investigate whether connections affect the duration of the appointment at the bank, and whether connections entrench managers at the expense of the bank's performance. We find that connections generally decrease the probability of bank manager’s turnover, and that the positive effect of performance on tenure is strongly attenuated once connections are taken into account. Furthermore we find that for any bank type performance does not increase with connections. On the contrary, we show that having connected managers hurts performance in Mutual, Cooperative and Rural banks. Overall these findings suggest that connections are collusion devices to share and maintain rents at the expenses of bank performance.     

银行竞争、专用性人力资本投资激励与国有商业银行的公司治理

本文结合中国银行业竞争日趋激烈的现实背景,从商业银行专用性人力资本投资激励的独特视角入手,分别讨论了银行高层管理者和普通员工的专用性人力资本投资激励与他们参与银行公司治理机制的有关问题.研究发现,在国有商业银行公司治理结构改善过程中,更需要增加专用性人力资本投资的有效激励,并通过积极引入境外战略投资者和加强职工代表在银行监事会中影响力的办法,进一步激励银行员工进行能够提高银行经营绩效的专用性人力资本投资.     

The impact of earnings management on the performance of ASEAN banks

Southeast Asian financial liberalization policies have enthused both performance evaluation (a pro) and earnings management (a con). Using a sample of ASEAN commercial banks for the period 2007–2014, this study decomposes their banking performance into managerial and profitability efficiencies. An efficiency analysis reveals that Singaporean banks obtained the highest overall and profitability efficiencies, while Bruneian banks had the lowest rates of banking performance. In the stage of managerial efficiency, the most inefficient banks are those of the Philippines, whereas the greatest level is related to Malaysian banks. A frontier projection analysis suggests that Singaporean banks and Malaysian banks are generally more efficient in managing their expenditures and long-term assets in generating income in the long run. With respect to the con, a regression analysis indicates that loan loss provisions are negatively related to banking performance. Overall, it is advisable that policy makers with oversight function should promote performance evaluation from a multidimensional perspective, and keep an eye on estimates of loan loss provisions at banks over years because increases/decreases in loan loss provisions mean decreases/increases in net income or return on assets.     

Relative Performance Evaluations in a Model of Financial Intermediation

This paper focuses on the delegation by bank managers of lending decisions to their agents, typically subordinate employees of the bank. We assume that agents may base their decisions about lending to borrowers on decisions other banks have made about these same borrowers. Then we show that there exist some lazy or negligent agents who neither directly monitor the borrower nor imitate the other banks if managers use relative performance evaluations as incentive schemes. In addition, it is shown that the learning or adjustment process of agents exhibits cyclical dynamics. Journal of Economic Literature Classification Numbers: D82, D83.     

股权结构、治理机制与城市银行绩效--来自山东、河南两省的调查证据

银行体系的重要地位和银行危机的频繁发生显示了加强银行公司治理的重要性 ,在我国银行体制改革的背景下 ,研究商业银行公司治理问题具有重要的现实意义。本文利用山东、河南两省 2 8家城市银行的调查样本对我国地方商业银行的股权结构、治理机制及其效果进行了实证分析。结果发现 ,虽然我国地方性银行国有和集中的股权结构特征明显 ,但大股东的国有性质并没有对银行绩效产生影响 ,同时集中型股权结构对银行绩效有明显的积极影响。银行高管人员薪酬有较明显的负激励效果。此外我们还发现 ,外部董事比例和银行规模基本没有对银行绩效产生影响 ,而且山东、河南两省城市银行在公司治理方面也不存在省际间的显著差异。     

TMT工作使命感、双元创新与企业创新绩效

基于动机理论和高层梯队理论，对335名企业高管进行调查，探讨了TMT工作使命感对企业创新绩效的影响机制，分析了双元创新的中介作用和战略选择的调节作用，揭开了TMT工作使命感与创新绩效关系的黑箱。结果显示：TMT工作使命感正向影响双元创新，进而提升企业创新绩效；当实行低强度的成本领先战略、高强度的差异化战略和聚焦战略时，TMT工作使命感可以有效促进企业创新绩效提升。结论可为实现双元创新、优化企业创新产出提供理论参考和实践指导。     

Equity and asset growth among Subchapter S banks

Since 2004, commercial banks in the United States have been allowed to elect Subchapter S (hence Sub-S) status with up to 100 shareholders. That limitation may promote more effective monitoring of bank managers by shareholders which can, in turn, explain previous findings of superior performance among Sub-S banks. The present research focuses on the possibility that the shareholder limitation also constrains opportunities for bank growth, or a slow growth hypothesis for Sub-S banks. Using a differences-in-differences regression approach for a sample of community banks (i.e., less than $1b in assets) from 2004 to 2014, and controlling for initial assets and urban location, it is found that annual growth in real assets and equity was significantly higher among banks that never held Sub-S status than for banks that always held Sub-S status, and that banks switching to Sub-S later grew significantly faster than those that always held Sub-S status. Fixed effects regressions show that switching to Sub-S status significantly reduced equity growth, with asset growth significantly reduced after 2008. In conjunction with earlier findings, the results suggest that the availability of Sub-S status helped to protect and strengthen community banks across a time period including substantial financial turmoil.     

Incentives, Information, and Organizational Form

We model an organization as a hierarchy of managers erected on top of atechnology (here consisting of a collection of plants). In our framework,the role of a manager is to take steps to reduce the adverse consequencesof shocks that affect the plants beneath him. We argue that differentorganizational forms give rise to different information about managers'performance and therefore differ according to how effective incentives canbe in encouraging a good performance. In particular, we show that, undercertain assumptions, the M-form (multi-divisional form) is likely to providebetter incentives than the U-form (unitary form) because it promotesyardstick competition (i.e. relative performance evaluation) moreeffectively. We conclude by presenting evidence that the assumptions onwhich this comparison rests are satisfied for Chinese data.     

管理层股权激励对公司绩效影响的实证研究

本文以2005年前的上市公司为研究对象,用实证方法研究高管持股与公司绩效之间的关系及其影响因素。实证结果表明,虽然上市公司高管人员的平均持股水平很低,但对高管人员的行为仍有重要的激励作用。当总经理独立于董事会时,股权激励的效果更为明显。此外,公司的规模和控股股东性质等因素也会起到调节高管持股的激励作用。