Managerial Skills Acquisition and the Theory of Economic Development

Why don't all countries converge rapidly to the use of most efficient or best practice technologies? Micro level studies suggest managerial skills play a key role in the adoption of modern technologies. In this paper we model the interactive process between on-the-job managerial skill acquisition and the adoption of modern technology. We use the model to illustrate why some countries develop managerial skills quickly and adopt best practice technologies, while others stay backwards. The model also explains why managers will not migrate from rich countries to poor countries, as would be needed to generate convergence. Finally we show why standard growth accounting exercises will incorrectly attribute a large proportion of managerial skills' contribution to total factor productivity and we quantify the importance of this bias.     

Politically connected managers,government ownership and corporate socially responsible investments: evidence from China

We investigated the effects of politically connected managers on the corporate socially responsible investments of firms with different types of ownership. The results show that SOEs with politically connected managers are more likely to invest in corporate socially responsible investments compared to SOEs without such managers. However, private firms with politically connected managers are less likely to invest in corporate socially responsible investments than private firms without such managers.     

Managerial Compensation and the Cost of Moral Hazard

This article investigates managerial compensation and its incentive effects. Our econometric framework is derived from a multiperiod principal-agent model with moral hazard. Longitudinal data on returns to firms and managerial compensation are used to estimate the model. We find that firms would incur large losses from ignoring moral hazard, whereas managers only require moderate additional compensation for accepting a contract that ties their wealth to the value of the firm. Thus the costs of aligning hidden managerial actions to shareholder goals through the compensation schedule are much less than the benefits from the resulting managerial performance.     

Managerial compensation and R&D investments: the role of the external managerial labour market

This paper investigates the importance of the external managerial labour market in the determination of managerial compensation and in the influence of the compensation incentives on a firm’s R&D investments. I design an empirical model including the compensation adjustment regression, of which the focus is the role of the external labour market, and the R&D regression that examines how the compensation incentives derived from the external labour market affect a firm’s R&D intensity. Empirical results suggest that the R&D intensity is positively related to the premium of the actual pay adjustments over the expected pay adjustments based on the external labour market comparisons. The effect of the compensation incentives on the R&D investments is strongest when managers expect pay to decrease but actually experience an increase in pay.     

Deciphering the motives behind corporate social responsibility (CSR) using managerial ownership: evidence from heteroskedastic identification

Motivated by agency theory, we investigate the effect of managerial ownership on CSR engagement. Exploiting a novel identification strategy and using a large U.S. sample of over 14,000 observations across 18 years, we find that higher managerial ownership diminishes CSR engagement significantly. As managers own a larger share of equity, they bear greater costs of CSR, leading to a reduction in CSR engagement. Further analysis, however, shows that not all CSR activities are motivated by agency problems. In particular, the CSR activities related to human rights and products appear to promote shareholders’ wealth. The results of this study are important as they show that there can be different motives behind different CSR activities. We contribute to the literature by shedding light on the motives behind CSR investments using a novel identification strategy.     

How do independent directors influence innovation productivity? A quasi-natural experiment

Due to managerial myopia, managers may be reluctant to make long-term investment decisions that do not produce immediate results. Effective corporate governance can align managers’ short-term-oriented incentives with shareholders’ long-term interests. Because the board of directors is the paramount governance mechanism, we explore the role of board governance on managerial myopia. In particular, we investigate the effect of independent directors on corporate innovation. To minimize endogeneity, we exploit the passage of the Sarbanes–Oxley Act as an exogenous shock that raises board independence. Our difference-in-difference estimates show that board independence leads to significantly higher investments in innovation as well as higher innovation productivity. Our results are consequential as they show that board governance has a palpable effect on important corporate outcomes such as innovation productivity.     

高科技中小企业不同层级管理者管理技能结构及影响因素分析

借鉴Katz的理论,验证不同层级管理者管理技能的结构比重和影响管理技能的人口统计变量。采用问卷调查法获得研究所需的数据,在此基础上进行统计分析。研究发现：不管是在基层、中层还是高层管理者中,技术技能所占的比重均是最大的,其次是人际技能;管理者的技术、人际和概念技能会随着管理层级的上升而提高;不同的年龄、性别、管理经验和教育在管理技能中存在显著差异。     

Stock market-driven investment: new evidence on information,financing and agency effects

This study provides a theoretical model and empirical analysis to jointly examine the information, financing and agency effects, the three channels through which the stock market can actively influence corporate investment decisions and firm performance. First, stock market affects corporate investments, and such impact varies with different market valuation measures, types of investments and firm characteristics. Second, stock market valuation affects investments through the channel of corporate financing, supporting the financing hypothesis. Third, stock market-driven investments have differential impacts on the future operating performance of firms. Investments driven by market valuation of firm-specific information have a positive effect on future performance. In contrast, investments driven by market-wide sentiment have a negative effect on future performance. Fourth, consistent with the information hypothesis, market-driven investments are value-enhancing for firms with better external monitoring by analysts and institutional investors. Lastly, consistent with the agency hypothesis, market-driven investments are value-destroying when firms lack external monitoring, proper managerial incentives and independent board of directors.     

Managerial talent,motivation, and self-selection into public management

The quality of public management is a recurrent concern in many countries. Calls to attract the economy's best and brightest managers to the public sector abound. This paper studies self-selection into managerial positions in the public and private sector, using a model of a perfectly competitive economy where people differ in managerial ability and in public service motivation. We find that, if demand for public sector output is not too high, the equilibrium return to managerial ability is always higher in the private sector. As a result, relatively many of the more able managers self-select into the private sector. Since this outcome is efficient, our analysis implies that attracting a more able managerial workforce to the public sector by increasing remuneration to private-sector levels is not cost-efficient.     

Growth,selection and appropriate contracts

We study a dynamic model where growth requires both long-term investment and the selection of talented managers. When ability is not ex-ante observable and contracts are incomplete, managerial selection imposes a cost, as managers facing the risk of being replaced choose a sub-optimally low level of long-term investment. This generates a trade-off between selection and investment that has implications for the choice of contractual relationships and institutions. Our analysis shows that rigid long-term contracts sacrificing managerial selection may prevail at early stages of economic development and when heterogeneity in ability is low. As the economy grows, however, knowledge accumulation increases the return to talent and makes it optimal to adopt flexible contractual relationships, where managerial selection is implemented even at the cost of lower investment. Measures of investor protection aimed at limiting the bargaining power of managers improve selection under short-term contracts. Given that knowledge accumulation raises the value of selection, the optimal level of investor protection increases with development.     

Managerial value diversion and shareholder wealth

The agents to whom shareholders delegate the management of corporateaffairs may transfer value from shareholders to themselves througha variety of mechanisms, such as self-dealing, insider trading,and taking of corporate opportunities. A common view in thelaw and economics literature is that such value diversion doesnot ultimately produce a reduction in shareholder wealth, sincevalue diversion simply substitutes for alternative forms ofcompensation that would otherwise be paid to managers. We questionthis view within its own analytical framework by studying, ina principal-agent model, the effects of allowing value diversionon managerial compensation and effort. We suggest that the standardlaw and economics view of diversion overlooks a significantcost of such behavior. Many common modes of compensation canprovide managers with incentives to enhance shareholder value;replacing such compensation would reduce these incentives. Asa result, even if the consequences of a rule permitting valuediversion can be fully taken into account in setting managerialcompensation, such a rule might still produce a reduction inshareholder wealth - and would not do so only if value diversionwould have some countervailing positive effects (a possibilitywhich our model considers) that are sufficiently significantin size.     

基于报酬合约的经理人羊群行为研究

本文在信息不对称和经理人有限理性的背景下,以经理人风险厌恶及报酬与其相对业绩相关性为假设前提,基于经理人安全理性原则,构造了一个二元经理人的羊群行为模型,证明了经理人决策过程的相互影响关系,以及经理人为谋求个人效用的最大化,不得不考虑竞争对手的行为选择;并将模型扩展到n个经理人,进一步发现了经理人羊群行为发生的内在经济逻辑。文章贡献在于用模型化方法证明了经理人经营决策羊群行为的存在性,且羊群行为的显著程度与经理人的报酬结构(收入系数和股权比例等)相关。对上市公司的实证研究也支持这一结论。     

Choosing price or quantity? The role of delegation and network externalities

We consider a differentiated duopoly and endogenise the firm choice of the strategy variable (price or quantity) to play on the product market in the presence of network externalities. We model this choice by assuming both competition between entrepreneurial (owner-managed) firms and competition between managerial firms in which market decisions are delegated from owners to revenue-concerned managers. While network externalities are shown not to alter the symmetric equilibrium quantity choice arising in the no-delegation case, sufficiently strong network effects allow us to eliminate the multiplicity of equilibria under delegation and lead to a unique equilibrium in which both firms choose price.     

BREACH OF CONTRACTS AND RENEGOTIATION IN CORPORATE TAKEOVERS*

This paper provides a formal model in which incumbent managers and workers sign a labour contract in the face of takeover pressures. We consider the possibilities: (i) workers can enhance their productivity by making an investment in specific human capital; (ii) a raider and workers will renegotiate the original contract after a takeover; and (iii) both the incumbent managers and the raider are concerned about their own reputations for being trustworthy in their contract arrangements. The main result shows that under certain conditions, a threat of takeovers forces the incumbent managers to select fewer investments in specific human capital even before a takeover although the incumbent managers have no incentive to behave opportunistically in the absence of takeover threats.     

Founders versus non-founders in large companies: financial incentives and the call for regulation

This paper is intended to question some of the premises in the ever increasing calls to regulate executive pay. We focus on founders, and extend Shleifer and Vishny’s (1989, Journal of Political Economy, 94, 461–488) manager-specific investments model by explicitly modeling managerial effort and pay performance sensitivity. Tests of this model on a data set of large companies, controlling for the endogeneity of managerial compensation, indicate that founders tend to be less responsive to performance incentives and generally more entrenched. At the same time, founders’ led firms are more valuable, supporting our predictions. This suggests that for founders, regulation of compensation may not be very effective.      

SOCIALLY RESPONSIBLE INVESTMENTS AMONG SAVINGS BANKS AND CREDIT UNIONS: EMPIRICAL FINDINGS IN THE SPANISH CONTEXT

ABSTRACT ** :  This article examines the socially responsible offer of savings banks and credit unions in Spain. In particular, it has been analysed their perceived commitment with socially responsible investments, their product portfolio, their marketing strategy, and their reported forecasts of future growth. The findings lead us to conclude that a socially responsible market in Spain is at an introductory stage among credit unions, and at a growth stage among savings banks. The paper outlines managerial implications for marketing managers so as to reap the potential benefits derived from this approach to investment.     

Turnover in top management and de-escalation of commitment

We explore how de-escalation of commitment is linked to top management turnover and economic changes at the firm. Escalation of commitment occurs when managers continue investment in a project after receiving negative information. A major determinant of escalation is the personal responsibility effect in that managers are more likely to escalate commitment to a failing project if they were responsible for the original investments. Prior studies suggest that a change in top management facilitates de-escalation of commitment as incoming managers who do not have such commitment are able to stop investments that are discovered to be failing. Our empirical analysis based on a sample of over 3,300 firms for the period from 1992 to 2016 demonstrates the link between specific top management turnover types and economic changes at the firm consistent with the de-escalation of commitment.     

Strategic Delegation of Multiple Tasks

This paper studies both the owner–manager relationship and the union–firm relationship in a model of unionised duopoly to analyse whether a firm's owner delegates the task of wage bargaining to a manager along with the task of output determination. We also analyse the profit and welfare effects of multiple‐task delegation. It has been shown in the literature that, when there is only one delegation task – output determination – delegation of output decisions to managers leads to lower profits for owners than non‐delegation as pure profit‐maximisation. However, when there are two delegation tasks as in our model – output determination and wage bargaining – we show that owners are better off delegating both tasks than delegating only the output decision or not delegating at all. This result provides a rationale and managerial insight for strategically delegating multiple tasks to managers. Moreover, we show that union utility, consumer surplus and social welfare are all higher when owners do not delegate the task of wage bargaining than when they do. This result suggests that governments implement union contracts that require owners, rather than managers, to negotiate wages with unions in order to benefit unions and consumers and to improve social welfare as well.     

Technology-related factors as determinants of export potential of Nigerian manufacturing firms

A critical input that enables capacity for export is investment in technology at the firm-level. Using a survey data, this study investigates technology investments by firms in Southwest Nigeria and how technology investment related factors affect the export potential of firms. Results demonstrate that investments in technology are dominated by imported technologies, investments in ICTs are becoming widespread, and technology investments are not directly targeted at improving the export potential of firms. The results also showed that firm size has a strong positive relationship with export potential, and it is the most important factor that affects the export potential of firms. The coefficient of firm size is the only parameter estimate that is consistently statistically significant at 1% level for all four export models estimated. Other technology investment related factors that impact positively on export potential include skills intensity, investment in skills upgrading, and investment in quality management.     

企业管理者工作压力源的结构与属性——以浙江省企业为实证

本文以浙江省企业管理人员为样本进行问卷调查，综合运用探索性和验证性因素分析方法，构建了我国企业管理人员工作压力源的七因素模型，并将这些因素界定为内源压力和外源压力两类。通过与管理者绩效建立关联，进一步区分了各种压力源因素的属性。