过度自信调节下董事会人力资本与企业R & D投入关系研究

结合资源依赖理论及冲突理论,以2013-2014年中国创业板149家企业为样本,运用回归分析法考察了董事会人力资本对企业R&D投入的影响,探讨了管理者过度自信在这一过程中的调节作用。结果显示：董事会人力资本广度与企业R&D投入强度显著负相关;②董事会人力资本深度与企业R&D投入强度显著正相关;③管理者过度自信对董事会人力资本深度和广度与企业R&D投入之间的关系皆具有显著的负向调节作用,即管理者过度自信程度越高,董事会人力资本深度对企业R&D投入的促进效用越小,其广度对企业R&D投入的消极作用越强。     

Managerial ability and capital flows

Capital flows with low intensity and flows to middle-income countries. Physical and human capital alone cannot explain this pattern. I present a model to show how managerial ability—the ability to run risky projects—can increase total factor productivity and explain the pattern of capital flows. The model implies that countries with more high-ability managers use more risky projects and have higher productivity. I define proxies for managerial ability with data on physical and human capital, schooling, and entrepreneurship. Consistent with the pattern of capital flows, the model predicts similar returns to capital across countries and higher returns in middle-income countries.     

经理固守职位:基于人力资本专用性和专有性的分析

固守职位作为代理问题的一种表现,是指经理人应对公司内、外部控制机制以降低职位威胁的行为.从经理人力资本专用性和专有性角度对固守职位动机及其策略进行了分析.分析表明,经理专用性人力资本因其依赖于特定的企业组织,客观上构成了经理退出企业的障碍,导致经理人为了防止准租金消散和降低专用性人力资本遭到贬损,从而有动机地进行固守职位.固守职位策略的采取,就是经理实现其人力资本专有化的具体过程.     

Benford and the Internal Capital Market: A Useful Indicator of Managerial Engagement

We propose the application of digit analysis using the Benford law to indicate managerial engagement in the capital allocation process. First, we motivate the potential of the Benford digit analysis to identify allocation outcomes that are shaped by human engagement instead of fixed decision rules. Second, we provide a case study to illustrate how the Benford digit analysis can be used to detect allocations affected by managerial interventions. We are unaware of any study applying the Benford test to internal capital markets, while this approach appears very useful in this context. It is commonly used in the auditing, financial accounting, and fraud detection literature.     

Estimating worldwide life satisfaction

Whilst studies of life satisfaction are becoming more common-place, their global coverage is far from complete. This paper develops a new database of life satisfaction scores for 178 countries, bringing together subjective well-being data from four surveys and using stepwise regression to estimate scores for nations where no subjective data are available. In doing so, we explore various factors that predict between-nation variation in subjective life satisfaction, building on Vemuri and Costanza's (Vemuri, A.W., & Costanza, R., 2006. The role of human, social, built, and natural capital in explaining life satisfaction at the country level: toward a National Well-Being Index (NWI). Ecological Economics, 58:119-133.) four capitals model. The main regression model explains 76% of variation in existing subjective scores; importantly, this includes poorer nations that had proven problematic in Vemuri and Costanza's (Vemuri, A.W., & Costanza, R., 2006. The role of human, social, built, and natural capital in explaining life satisfaction at the country level: toward a National Well-Being Index (NWI). Ecological Economics, 58:119-133.) study. Natural, human and socio-political capitals are all found to be strong predictors of life satisfaction. Built capital, operationalised as GDP, did not enter our regression model, being overshadowed by the human capital and socio-political capital factors that it inter-correlates with. The final database presents a stop-gap resource that, until robust surveys are carried out worldwide, allows comparisons of subjective life satisfaction between nations to be made with reasonable confidence.     

Fire the manager to improve performance?Managerial turnover and incentives after privatization in the Czech Republic

This paper analyses the effect of the introduction of managerial incentives and new human capital on enterprise performance immediately after privatization in the Czech Republic. We find weak evidence for the presence of managerial incentives: only from 1997, 3 to 4 years after privatization, does poor performance significantly increase the probability of managerial change. Nevertheless, replacing the managing director in a newly privatized firm improves subsequent performance. This indicates that the privatized firms operate below potential under the incumbent management. We show that the institutional framework matters as well: managerial turnover improves performance only if the management is closely interconnected with the board of directors and thus holds effective executive authority.     

管理层权力与高管薪酬粘性

最优契约论与管理权力论是目前管理者激励领域研究的两种主要理论基础。我国上市公司高管薪酬与国外资本市场上公司高管薪酬一样具有粘性特征,这与最优契约论的观点不符。薪酬粘性是指高管薪酬的业绩敏感性存在不对称的特征,业绩上升时薪酬的增加幅度显著高于业绩下降时薪酬的减少幅度。笔者研究发现,管理层权力型企业的高管薪酬显著高于非管理层权力型企业的高管薪酬,并具有更高薪酬粘性。     

管理者过度自信对股权融资成本的影响——基于信息透明度的视角

以2009年和2010年具备股权再融资资格的中国上市公司为研究对象,从信息透明度的角度考察管理者过度自信对股权融资成本的影响。研究发现:管理者过度自信对上市公司的信息透明度和股权融资成本具有负面影响;具体而言,管理者越倾向于过度自信,上市公司的收益平滑度越高,因此收益透明度越低;相比非过度自信管理者所在的企业,过度自信管理者所在企业的股权融资成本更高。     

Growth and welfare effects of business cycles in economies with idiosyncratic human capital risk

This paper uses a tractable macroeconomic model with idiosyncratic human capital risk and incomplete markets to analyze the growth and welfare effects of business cycles. The analysis is based on the assumption that the elimination of business cycles eliminates the variation in idiosyncratic risk. The paper shows that a reduction in the variation in idiosyncratic risk decreases the ratio of physical to human capital and increases the total investment return and welfare. If the degree of risk aversion is less than or equal to one, then economic growth is enhanced. This paper also provides a quantitative assessment of the macroeconomic effects of business cycles based on a calibrated version of the model. Even for relatively small degrees of risk aversion (around one) the model implies that the elimination of business cycles has substantial effects on investment in physical and human capital, economic growth, and welfare.     

劳动、价值和企业所有权——马克思劳动价值论的现代拓展

现代“管理革命”和“资本革命”改变了马克思价值理论得以孕育的客观条件。在出资、创业、管理三种职能分离的当代大型企业中 ,创造价值的劳动是包含创业者、管理者及专业资本经营者在内的组合劳动。相应 ,剩余价值也由过去的资本独占演变成了由资本与劳动分享。而两者的分享比例则受创业必要资本量和劳动的人力资本特征(创新性、可测性 )等变量的影响。至于资本报酬及资本所有权的原因 ,则是资本的稀缺性。简言之 ,劳动分享净剩余的根源是劳动知识化 ,而资本分享净剩余则源于资本稀缺性的继续存在。本文最后简述了上述观点对我国社会主义改革的几点启示。