关键下属高管晋升锦标赛的创新激励效应研究

本文以2006-2016年我国A股上市公司为样本,探讨关键下属高管与CEO之间的薪酬差距如何影响企业创新.研究发现:关键下属高管-CEO薪酬差距越大,企业创新产出越高.进一步地,相比整个高管团队内部的薪酬差距,关键下属高管与CEO之间的薪酬差距对企业创新的影响更强;关键下属高管-CEO薪酬差距对企业创新的激励效应主要体现在关键下属高管晋升CEO的机会较大时,以及国有企业和技术密集型行业中.此外,降低代理成本是关键下属高管-CEO薪酬差距促进企业创新的重要作用机制,且关键下属高管-CEO薪酬差距促进了企业创新对企业价值的提升作用.本文研究结论对推动企业创新及优化上市公司高管薪酬激励体系具有重要的现实意义.     

Gender, piece rates and wages: evidence from matched employer-employee data

Why are women disproportionately on piece rates? We investigatethree possible explanations: (1) Women are more likely to beon piece rates, because they have a shorter expected tenurethan men. (2) A greater demand for flexibility between workand home attracts women to work place technologies suitablefor variable pay based on individual performance. (3) Womenprefer piece rates, because they are subject to less wage discriminationwhen objective performance measures are available. The weightof our empirical evidence supports the third hypothesis. Theunexplained gender wage gap is substantially smaller in thepiece-rate regime than in the time-wage regime.     

盈余质量对会计信息报酬契约有用性的影响及股权特征的交互作用分析

本文以盈余可靠性维度作为盈余质量的替代,检验管理者报酬契约中的会计监督作用是否存在、其受到公司股权特征制约或促进的程度以及对企业未来业绩的影响。研究发现:(1)从整体情况看,上市公司盈余的低可靠性对管理者报酬—会计业绩的敏感性产生显著负向影响,说明盈余质量影响了管理者报酬契约中的会计业绩度量。(2)政府机构直接控制的上市公司控股股东缺乏监督经理人的剩余索取权激励,在管理者报酬契约制定中对盈余质量的评价监督重视不足。(3)第一大股东对董事会的控制增强了盈余可靠性影响管理者报酬—会计业绩敏感性的程度,在一定程度上说明大股东与上市公司之间在监督激励管理者方面的“治理协同效应”。(4)第一大股东与第二大股东之比对盈余可靠性影响报酬—会计业绩的敏感性程度产生削弱的影响。(5)盈余的低质量使管理者现金报酬的激励效果受到制约,在管理者报酬契约中针对会计信息的可靠性进行会计监督,增强了对管理者进行激励的效果。     

Identifying lobbying strategies: An analysis of public responses to the Productivity Commission Inquiry into executive remuneration in Australia

This study investigates lobbying behaviour over the two phases of the 2009 Productivity Commission Inquiry into executive remuneration within Australia. Consistent with expectations, behaviours appeared related to preference for change, the costs of regulatory change relative to those of lobbying, and the need for reputational capital. Industry participants, and those from the Representative and Professional bodies emerge as key opponents. Industry presented in a conciliatory manner during the first phase, revealing a preference for the status quo, but then directly targeted specific recommendations of concern, notably the ‘two strike’ and ‘no vacancy’ rules in the second phase. Respondents from the Representative and Professional Bodies were broadly and consistently supportive of change and the Inquiry’s final recommendations. We also find that these recommendations largely align with the views of the Representative Bodies, but conflict with those expressed by Industry in their second phase submissions. Finally, we find no evidence to suggest the motivation behind Industry lobbying related to poor remuneration practices.     

“限薪令”的政策效果：基于竞争与垄断性央企市场反应的评估

在新一轮国企分类改革的背景下,本文针对2014年《中央管理企业负责人薪酬制度改革方案》,构建模型分析了事前的薪酬管制对竞争和垄断性央企的不同效果,并进行了实证检验。研究发现:(1)"限薪令"具有实际约束力,降低了央企高管的货币薪酬与企业内部薪酬差距;(2)竞争性央企有显著负的累积异常收益,符合"干预假说",垄断性央企几乎不受影响,支持"中性假说";(3)就影响机制而言,公司治理越差、行业增长率越高、竞争越激烈、地区市场化程度越高时,公司价值的损失也越大,但这些都只存在于竞争性央企中。鉴于"限薪令"对竞争和垄断性央企不同的冲击效果,本文建议国企高管薪酬政策应遵循分类改革与精准监管的思路。     

意愿评估法在农地非使用价值评估中的改进

研究目的:针对意愿评估法(CVM)在评估农地非使用价值方面的现有不足提出改进措施。研究方法:文献研究法,归纳分析法。研究结果:从意愿调查设计、数据分析、结果检验三方面对意愿评估法进行改进,可以提高其在评估农地非使用价值中的有效性与可靠性。研究结论:非使用价值是农地资源价值的重要组成部分,意愿评估法可以实现农地非使用价值的量化,成为辅助农地政策分析与决策的一门实用技术。     

Labels for a Local Food Speciality Product: The Case of Saffron

We examine the potential demand for a local food speciality product, saffron, with alternative labels, using a choice experiment. The paper contributes to the literature on credence attributes, by examining Willingness to Pay (WTP) for the local, organic and PDO (Protected Designation of Origin), their differences across experimental conditions (hypothetical and non-hypothetical), and by identifying the effects of personal characteristics, in terms of socio-demographics and level of product involvement on the differences in WTP. We find that the local saffron speciality has an important appeal that could be better reinforced with the PDO rather than the organic labelling, and that consumers show a consistent pattern of preferences across experimental environments. WTP tends to be higher in the hypothetical setting and, in particular, consumers with relatively more knowledge and deeper roots in the territory tend to exhibit a larger WTP premium for local origin and its certification. These results may help producers improve their marketing of agri-food products with a high gastronomic value and differentiation potential, while they warn about an overstatement of WTP for socially desirable characteristics, such as organic labelling, which is also relevant for policymakers.     

Political promotion incentives and within-firm pay gap: Evidence from China

In this paper, we investigate how the promotion incentive of politicians affects the pay gap between executives and employees in local firms. We find that the promotion incentive of local politicians significantly reduces the within-firm pay gap. This effect is more pronounced for large firms, firms in regions subject to more government intervention, state-owned-enterprises, private firms with political connections, and firms with more geographically concentrated operations. Our findings are robust to the use of the loss of top-rank political connections and economics loss due to earthquakes as instrumental variables for the promotion incentive. Furthermore, a reduction in pay gap is mainly driven by an increase in employee pay, instead of a decrease in executive pay. Overall, this study sheds light on the determinants of within-firm pay gaps from the perspective of the career concerns of local politicians.     

企业内部薪酬差距与人力资本结构调整

本文考察薪酬差距如何影响企业内部的人力资本结构变动。基于员工不同教育程度划分人力资本层次,本文研究发现:(1)薪酬差距的增加显著降低了大学学历员工的比例,同时提升了高中及以下学历员工的比例;(2)通过构造工具变量和基于全球性经济危机的场景设定,我们发现薪酬差距和人力资本结构之间存在显著的因果关系;(3)在薪酬差距水平较高的情况下,薪酬差距的增加显著吸引了更有可能进入企业中高层的高学历员工。在薪酬差距水平较低的情况下,扩大薪酬差距显著提升(降低)了高中及以下学历(大学学历)员工比例,一个可能原因在于不同学历员工的议价能力存在差异。(4)薪酬差距与人力资本结构变化之间的相关性主要体现在规模较大、管理者平均年龄较低的企业。(5)人力资本结构在薪酬差距影响创新的过程中发挥了显著的中介效应,薪酬差距提升了研究生和本科学历员工比例,促进了企业创新。     

The Power of Consequential Product Sounds

Building on theory in sensory marketing, mental simulation, and cue diagnosticity, this research investigates when consequential product sounds, or ancillary sounds generated by the normal operation of a product, can impact customers’ perceptions and behavioral intentions. Across four studies, we demonstrate how consequential product sounds coupled with imagery and phrasing of products in use can encourage customers into a mental space in which they can clearly envision using the product, also known as a process mindset. This mindset allows customers to use the amplitude of the consequential product sound to make inferences about its power, and subsequently enhances their willingness to pay for louder products (versus quiet products or those with no sound). Effects are attenuated when customers are encouraged into an outcome mindset, or a mental space in which they only consider the end benefits of using a product. We provide clear theoretical and managerial implications and, based on our findings, propose that retailers should consider incorporating consequential product sounds into customers’ shopping experiences, as these auditory cues can help to encourage a process mindset and thereby, positively impact customers’ willingness to pay.