领导干部自然资源资产离任审计与企业绿色并购——来自中国重污染型上市公司的经验证据

基于2011~2017年我国A股重污染型上市公司经验数据，实证检验了领导干部自然资源资产离任审计对企业绿色并购行为的影响，研究发现：领导干部自然资源资产离任审计可显著促进辖区内企业实施绿色并购；而当地区市场竞争程度越高时，越会抑制企业在领导干部自然资源资产离任审计试点实施背景下的绿色并购扩张行为；进一步地，企业绿色并购会显著提高企业价值，且这一影响对并购后当年的企业价值影响最为显著；基于异质性分析方面，领导干部自然资源资产离任审计会约束不同产权性质企业的环境治理行为，促进其采取绿色并购，实施绿色发展；同时领导干部自然资源资产离任审计会更有利于东部地区企业实施绿色并购，而对中西部地区的企业影响不明显。     

自然资源资产全民所有权的实现逻辑及机制完善

研究目的：围绕新时代人民日益增长的美好生活需要，揭示自然资源资产全民所有权的实现逻辑，提出完善全民 所有权实现机制的建议。研究方法：归纳法，演绎法。研究结果：自然资源资产生态属性决定生态产品是自然资源资 产所有权实现的重要内容；全民所有权行使主体直接行使所有权意义上的资源资产管理权利，实现自然资源资产保值 增值；通过自然资源保护和市场交易实现生态产品供给及经济收益最大化，通过公益支出实现公共服务均等化，从而满 足人民日益增长的美好生活需要，构成自然资源资产全民所有权实现的基本逻辑。研究结论：自然资源资产全民所有 权实现，需在改善自然资源资产本底基础上，通过权利赋予、市场流转、收益分配和配套制度建设，为全体公众谋利益。     

Socio-institutional determinants of educational resource efficiency according to the capability approach: An endogenous stochastic frontier analysis

We investigate the role of private and public resources in educational attainments and the socio-institutional determinants of educational resource efficiency in Italy. Following the Sen's capability approach, we consider social capital and the quality of government part of the social conversion factors through which resources can be converted into human capabilities, such as education. We analyze the case of Italy by constructing a new longitudinal dataset from 1993 to 2012, using repeated cross sections from the main social survey of the Italian Statistical Institute and a panel stochastic frontier model that takes into account endogeneity. The results show the relative importance of private resources (measured by an ad hoc constructed wealth index), the complementarity between private wealth and public expenditures on education, and the positive impact of social capital and the quality of government on educational resource efficiency.     

Workforce diversity and firm performance: Relational coordination as a mediator and structural empowerment and multisource feedback as moderators

Workforce composition in organizations has become increasingly diverse. As an important step in determining how workforce diversity leads to firm performance, we proposed relational coordination as a mediator through which diversity in age and education indirectly affects firm performance. We also highlighted two human resource management practices (structural empowerment and multisource feedback) as critical contingencies that moderate the effects of workforce diversity on relational coordination and firm performance. We conducted hierarchical multiple regression on multisource data (including responses from senior directors, department directors, managers, and employees, as well as financial performance) from 189 Korean firms in the manufacturing sector, which yielded support for our hypotheses. These findings offer novel theoretical and practical insights into the effective management of workforce diversity.     

Linking employer branding orientation and firm performance: Testing a dual mediation route of recruitment efficiency and positive affective climate

Faced with competitive labor markets, firms increasingly use employer branding to build a qualified workforce and engage their employees. However, our understanding of the impact of employer branding orientation on firm performance and the theoretical firm-level mechanisms underlying this potential impact is very limited. To address this gap, we integrate brand marketing theory with human resource management (HRM) research to develop a model explicating how employer branding orientation is linked to firm performance through a dual route by enhancing both recruitment efficiency (i.e., external route: applicants) and positive affective climate (i.e., internal route: incumbent employees). The results of a multisource study (i.e., top management, human resource managers, employees) with 93 firms show employer branding orientation is positively related to firm performance through positive affective climate but not recruitment efficiency. Using a brand equity approach to HRM, our results advance the literature by demonstrating the generalizability of employer branding effects independent of concrete brand attributes and explaining the firm-level mediating mechanisms linking it to firm performance.     

基于K-S检验与距离相关分析的网络借贷信用评价指标体系构建

网络借贷作为一种新型互联网金融模式,提升了金融资源使用效率,缓解了小企业融资难的困局。构建合理的网络借贷信用评价指标体系,从而对网络借贷的潜在风险及时甄别与预防,对互联网金融健康持续发展意义重大。本文根据K-S检验与距离相关分析相结合,筛选对借款客户违约状态甄别能力强的指标,建立了网络借贷信用评价指标体系,通过P2P网络借贷(peer to peer lending,个人对个人借贷)平台LendingClub交易数据进行实证研究,结果表明:不仅借款金额、借款利率等借款标的特征对借贷者违约具有显著相关性,借款者年龄等个人特征、借款者年收入等财务特征以及借款者违约次数等信用特征均对借贷者违约风险产生显著影响。投资者在出借资金时,往往青睐于已婚、年龄适中、具有一定工作经历、历史违约次数较少的借款人。因此,风险监管部门应构建网络借贷违约风险评估模型,对P2P平台进行风险监测,同时建立关键信息共享机制,融合多源数据,明确审查范围,实现P2P网络借贷行业健康有序发展。     

Write-down bonds,credit risk and imperfect information

A structural model of pricing Write-Down (hereafter WD) bonds under imperfect information has been developed to investigate the effect of WD bonds issuance on credit risk. Information is not only delayed but also asymmetrically distributed between managers and outside investors. We derive analytical solutions for corporate securities prices and find the issuance of WD bonds could significantly improve firm value via reducing bankruptcy cost. Our numerical results further demonstrate that the WD bonds issuance increases corporate risk tolerance and reduces the risk of bankruptcy and credit spreads under imperfect information.     

Non-rating revenue and conflicts of interest

Rating agencies produce ratings used by investors, but obtain most of their revenue from issuers, leading to a conflict of interest. We employ a unique data set on the use of non-rating services, and the associated payments, in India, to test if this conflict affects ratings quality. Agencies rate issuers that pay them for non-rating services higher (than agencies not hired for such services). Such issuers also have higher default rates. Both effects are increasing in the amount paid. These results suggest that issuers which hire agencies for non-rating services receive higher ratings despite having higher default risk.