试论我国金融控股公司信息披露水平的积极提升

金融控股公司作为特殊的金融机构,其信息披露在未来开放的金融市场不仅必要,亦关系到金控公司的经营和竞争能力,我国金控公司应充分认识信息披露的意义,了解妨碍信息披露的因素。通过各方共同努力来提升信息披露水平。     

Carbon Disclosure,Financial Transparency,and Agency Cost: Evidence from Chinese Manufacturing Listed Companies

Given the constraints on carbon emissions due to their impact on global warming, carbon disclosure has become an important way to deliver signals to the market. We examine the benefits associated with carbon disclosure from the standpoint of corporate social responsibility (CSR) for China’s manufacturing industries from 2010 to 2014. We divide corporations into heavily polluting and non-heavily polluting groups in order to control the industry factor. Based on the Principal-Agent Theory, we empirically test the relationship between carbon disclosure and financial transparency, and we evaluate the effect of carbon disclosure on agency costs and operations. Our results highlight that carbon disclosure is negatively associated with agency costs. However, we do not find enough evidence to prove what role financial transparency plays in the relationship between carbon disclosure and agency cost. Therefore, the influence of financial transparency as a mechanism is not yet clear. This study provides a way to look at the intentions of firms that disclose carbon information, and it also enhances the literature on carbon disclosure and agency costs in China based on Chinese data.     

海洋产业金融缺口测量及成因分析

论文对海洋产业中存在的金融供不应求现象进行研究,通过戈登·史密斯的金融结构变迁理论和涉海上市公司财务数据定量化测算我国海洋经济中的金融缺口量及其变化态势,发现2007年至2013年变化呈现多阶段性。该缺口所呈现波动中逐年扩大的特点,既有随着宏观经济状况、政策同步变化的原因,更有着深层次的经济根源原因。论文结合市场在解决海洋产业特点及海洋金融供需双方特点,提出海洋金融补贴方式改进和海洋金融生态优化的政策建议,以期解决海洋产业中出现的金融缺口。     

我国保险行业盈利模式现状和所存在问题的研究

本文首先基于对保险学基本原理的理解阐述了保险公司获利的原理，进而以一些公开统计数据为基础分析了我国保险公司的盈利水平现状、业务模式和主要盈利模式，并从多方面分析了我国保险公司盈利模式存在的问题。     

The role of dairy company policies in support of farm green infrastructure in the absence of government stewardship payments

Intensive dairy farming has substantial impacts on freshwater and terrestrial ecosystems. Determining how to mitigate them while increasing production is driving the quest for sustainable milk production internationally. Green infrastructure (G.I.) provides private and public ecosystem services, including mitigation of farming environmental impacts. However, there are implementation barriers among farmers. New Zealand government supports farmer self-regulation as long as farmers meet environmental targets. Farmers are neither compensated for reducing environmental impacts, nor for setting aside G.I. in support of nature conservation. Dairy companies are under increasing pressure to ensure socially acceptable milk production practices among farmer suppliers. They may play a role in encouraging farmers to implement G.I. as a way of helping farmers meet regulatory compliance, and best farming practice. Using a content analysis of company policies, the role of dairy companies in encouraging G.I. among farmers is explored. Results indicate companies are concerned about the effects, and perception, of poor environmental farming practices on their profitability, and have developed some riparian G.I. policies, with government and farmer support. However, policies are farm-focused and are limited to one year, and thus lack the capacity to encourage G.I. in support of key ecosystem services, such as water cleansing and support for indigenous biodiversity that require landscape scaled networks and longer periods. Even at the farm scale, a majority of companies lack policies that encourage significant G.I. networks. Policies suggest companies, and by extension farmers, lack sufficient motivation to protect or restore them voluntarily. Under these conditions, significant G.I. is unlikely to develop under self-regulation, unless supplemented through motivating government stewardship payments.     

我国现行林业财政投入分析、政策效率评价及其实现机制研究

我国林业的长期可持续发展需要加大财政投入和支持力度,为林业可持续发展提供物质基础和政策支撑。文章针对我国林业财政投入总量不足,且整体增速较为缓慢;财政投入结构不合理,林业产业建设投资比重少;林业财政补偿标准低,且补偿范围不够全面等现状及问题,采用DEA模型,通过构建林业财政投入和产出指标,对林业总体政策投入效率、规模投入效率和政策投入效率进行评价,评价结果显示,近两年我国林业总体财政政策投入效率下滑,中央财政拨付的财政经费和税收优惠财政投入缺口较大。该文根据林业财政投入现状及评价结果提出了建立林业财政扶持资金机制、完善林业财政转移支付机制、健全森林生态效益补偿机制、规范林业产业税收激励机制等4种实现机制,为促进我国林业可持续发展提供参考。     

保险业新主体公司的经济绩效与组织管理及人力资本利用

近年来保险业许多成立的新主体公司,为了抢占市场份额,在所采取的各种组织措施和组织手段中,其最重要的组织管理与人力资源利用的制度却出现了矛盾和悖论,进而又出现了人力资源利用与经济绩效的悖论,并造成人力资本的原子状态,使公司成员缺乏团队精神,不能形成整体的合力,并带来公司内人际关系紧张等一系列严重问题。究其问题的核心,发现其组织管理制度和人才激励机制是对人的扭曲,把人降低为物当成了工具。这样的问题如果不能得到及早、尽快地解决,不仅会影响新主体公司的生存和发展,甚至会危及整个保险业的健康发展。     

辽宁上市公司董事会报告透明度影响因素研究

以46家辽宁上市公司为样本,对影响董事会报告透明度因素的研究发现:股权集中度、管理层持股比例、董事会规模、独立董事比例与董事会报告透明度呈正相关关系;股权制衡度,董事长与总经理是否两职合一,审计意见类型与董事会报告透明度呈负相关关系。上市公司应该通过股票期权等方式提升管理人员的持股比例,激励他们积极治理公司,提高董事会报告信息披露的透明度;上市公司第二大股东应适度提高持股比例,防止一股独大现象;同时减少董事长与总经理两职合一,也会有助于提高董事会报告的透明度。     

Impact of split share structure reform on capital structures: empirical evidence from China’s listed companies

An econometric model based on a natural experiment and the difference-in-differences method is introduced to empirically investigate the impact of split share structure reform on capital structures. A total of 1026 listed companies in Chinese A-share during 2001–2011 are used as the sample for the research and interest-bearing debt ratios (BDRs) are taken as a representative indicator for capital structures. The theoretical and empirical analysis indicates that both market expansion effect and corporate governance effect caused by the split share structure reform are associated with an increase in BDR. As far as the timeliness is concerned, the effects of split share structure reform on capital structures will last 3–4 years.     

The Impact of Position Difference on Employees’ Organizational Commitment After the Merger of Life Insurance Companies

We investigate the impacts of job position and survey time period on employee’s organizational commitment of insurance company after the merger. Our results show that both job position and survey time period are significant determinants to employee’s organizational commitment. Results also show that there is no interaction effect between survey time period and job position. For each year, during the survey time period, the mean of organization commitment of agent employees is significantly higher than staff employees. The mean difference of organizational commitment between agent and staff employees shrank year by year during the survey time period.