Human Resource Management and Fortune's Corporate Reputation Survey

This study investigates the relationship between human resource objectives and Fortune's corporate reputation score. Questionnaires were received from 83 human resource executives of companies measured in Fortune's survey. The questionnaire measured the degree to which the following HR objectives underlie HR activities: (1) treating employees fairly, (2) improving organizational performance, and (3) complying with the law. Results show that a significant, positive correlation exists between emphasis placed on the fairness objective and corporate reputation.     

社会认同理论视角下的企业创新绩效前因组态研究

创新是企业竞争优势的重要来源,也是企业可持续发展的关键动力。探究企业创新的影响因素及其作用机制对于企业创新发展具有理论价值和现实意义。基于社会认同理论,本研究建立包含团队断裂带、团队异质性、环境不确定性以及企业声誉等要素在内的企业创新影响机制模型。通过对66家电子信息企业样本进行模糊集定性比较分析,本研究探究企业内部结构与外部环境的各个要素对于企业创新的协同效应与联动关系。研究发现: 高企业创新绩效的驱动路径有三条,路径1强调在高环境不确定性、高企业声誉情境下,低高管团队学术背景异质性及低断裂带距离有利于实现高企业创新绩效;路径2强调在高环境不确定性、高企业声誉情境下,高团队学历异质性与低断裂带强度有利于实现高企业创新绩效;路径3强调在高环境不确定性、低企业声誉情境下,高团队断裂带强度与低团队断裂带距离有利于实现高企业创新绩效。研究结果拓展了社会身份理论在企业创新领域的应用,也为企业创新绩效的提升提供了新的思路。     

Value or Glamour? An empirical investigation of the effect of celebrity CEOs on financial reporting practices and firm performance

In this study, I investigate the impact of managerial reputation, as proxied by high‐profile awards to CEOs, on financial reporting practices and firm performance. Using a sample of 269 awards given to 189 celebrity CEOs (CEOs who win awards) from 1987 to 2003, I compare within‐firm changes in financial reporting practices and firm performance before and after each CEO wins their first award. I find that celebrity CEOs engage in more conservative accounting practices and are less likely to engage in opportunistic earnings management to meet short‐term earnings benchmarks. In addition, firm performance improves after celebrity CEOs win awards.     

审计师声誉与银行信贷资源配置——基于银行信用借款决策的经验证据

本文以2001至2006年沪深A股上市公司为样本,从银行信用借款决策的视角,研究了审计师声誉对银行信贷资源配置的影响。研究发现,聘请高声誉审计师的上市公司更可能获得银行信用借款(即存在门槛效应)且信用借款的比例更高(即存在约束效应);在区分产权性质后发现,国有控股公司中审计师声誉机制主要体现为约束效应,其原因在于政治关系是一种更可靠的替代机制;非国有控股公司中仅存在审计师声誉机制的门槛效应,主要归因于我国司法体系不健全,银行将寻求其他更可靠的替代机制。研究结果表明审计师声誉是一种有效的资源配置机制,但其有效性受制度环境的制约。     

Corporate Identity,Ethics and Reputation in Supplier–Buyer Relationships

Multi-national corporations (MNCs) have been criticised for not behaving ethically in some situations, which could have a negative effect on their reputation. This study examines the ethics of a large MNC in its relationship with its suppliers. A brief literature review of corporate identity, business ethics and buyer–supplier relationships is undertaken. The views and perceptions of the buying staff and the suppliers to a large South African MNC are obtained and discussed. The results indicate that this MNC has a good corporate reputation among both its suppliers (an important stakeholder) and its own buying department. The existence and implementation of formal codes of ethics was found to be a necessary, but not sufficient condition for good ethical practice. Candid relationships with suppliers emerged as a second and important factor. Ethical perceptions of buyers by suppliers are driven by the management of corporate identity, through the elements of ethical standards and candid relationships. We present a model of corporate identity/reputation in Buyer–Supplier Relationships. Michael Bendixen is a Professor of Research Methodology and Statistics at the H. Wayne Huizenga School of Business at Nova Southeastern University, Florida. His research interests include business ethics, governance and culture. His articles have appeared in the European Journal of Marketing, Industrial Marketing Management, Journal of Business Research, Journal of International Business Studies and Journal of Marketing Management amongst others. Russell Abratt is a Professor of Marketing at the H. Wayne Huizenga School of Business at Nova Southeastern University, Florida. His research interests include corporate identity management and business ethics. His articles have appeared in the Journal of Business Ethics, Journal of Business and Psychology, European Journal of Marketing, Journal of Marketing Management, Industrial Marketing Management, and Business Horizons amongst others.     

Identity, intended image, construed image, and gnreputation: An interdisciplinary framework and suggested terminology

Many scholars across various academic disciplines are investigating the following questions: What do individuals know or believe about an organization? How does a focal organization (and/or other interested entity) develop, use, and/or change this information? and How do individuals respond to what they know or believe about an organization? Cross-disciplinary research that centers on these questions is desirable and could be enhanced if researchers identify and develop consistent terminology for framing these questions. The authors work toward that end by identifying four central ‘viewpoints’ of an organization and proposing labels to represent each of these viewpoints:identity, intended image, construed image, andreputation.     

试论企业公关利用“权威效应”

企业公关借用名人名地或制造令人信服的事实，可以产生“权威效应’。可以增强和提高企业和产品的知名度和美誉度，增强企业产品的市场竞争力．但是导演“权威效应”，必须建立在企业产品的高质量的基础上．利用权威要注意以下问题：其一，必须在市场调研的基础上，客观评价自身实力，维护权威宣传的真实性和客观性；其二，选择名人权威，要在本企业相关区域中的行家里手中着手；不可见名人就搬；其三，要尊重和爱护名人名地的声誉；其四，要标新立异，杜绝平庸，方能产生“轰动效应．”     

The influence of corporate character on customers and employees: Exploring similarities and differences

Should the same corporate brand imagery appeal to both internal and external stakeholders? The authors explored similarities and differences in how the dimensions of corporate character affect the satisfaction and perceived differentiation of customers and employees of two successful retail organizations. Using multigroup structural equation modeling of survey data (N=1,252), the authors found significant differences on two dimensions: enterprise and competence. Enterprise (e.g., imaginative, innovative) was positively associated with customer satisfaction, had no significant impact on employee satisfaction, and was negatively associated with employee perceived differentiation. Competence (reliable, leading) was positively associated with employee perceived differentiation but had no impact on customer perceived differentiation. The influence of chic (stylish, prestigious) was similar for both customer and employee satisfaction and differentiation. This analysis shows how certain dimensions of corporate character can be usefully promoted to both customers and employees, while other dimensions would benefit from a stakeholder-specific approach.     

社会责任履行与企业信誉资本生成——基于问卷调查的实证分析

信誉是企业利益相关者对企业的一种综合评价,社会责任影响利益相关者行为,因此对企业信誉可能产生积极的影响。通过问卷调查的实证分析,发现顾客责任、环境责任和慈善责任对企业信誉有显著的正向影响,而政府责任和员工责任对企业信誉影响不明显。     

基于可信度计算的分布式共识合作感知算法

对于分布式的认知无线网络,由于不存在融合中心节点,次级用户节点之间的合作感知往往 采用信息交互的渠道进行,其中一种基于共识合作的感知机制受到广泛的研究,但这种机制 在鲁棒性方面存在一定的缺陷,当恶意节点存在时,其错误信息将影响局部的感知判决结果 ,为此,提出一种基于感知节点可信度的共识合作感知机制。在该机制中,各节点对邻居节 点的可信度进行计算,并把计算出的可信度值发送给其他节点,通过对各节点可信度的累加 计算,最终计算出各节点的可信度,各节点以此决定是否与其邻居节点合作以及如何合作。 仿真结果证明,在恶意节点存在的情况下,该算法在感知性能和收敛速度上都较未改进算法 有不同程度的提升,减轻了不可靠节点对合作感知结果的影响。