“十二五”时期广东节能潜力与实现途径研究

“十二五”时期，广东的节能潜力即单位GDP能耗下降率的潜在空间在13．3％～19．2％之间，为实现国家下达的5年单位GDP能耗下降18％的节能目标，需在全省范围内建立合理的能源消费增量补偿与调节机制。     

论日本的土地征收制度

日本的土地征收制度颇具特色，除详尽规定了公共利益外，还设立了事业认定程序、裁决程序，规定了补偿制度，对征收中的争议提供了不同的救济途径。     

公益林补偿标准研究:一个超边际经济学框架

介绍了中国公益林补偿标准的研究现状,并且新构建了一个超边际经济学框架用于分析公益林补偿问题。文章通过设定分工模型,对林农的个人决策模式和均衡结构进行分析,最后提出结论:在一定前提条件下:补偿标准和人口总数成正比;和转移支付效率成反比(存在层层截留补偿款);和公益林总面积成反比。并根据以上的比较静态研究推测指出补偿公益林的标准应该是介于"完全自给自足的林业经济结构U(Ayz)"和"完全专业化的生产公益林的结构U(B1)"之间。这个分析框架可以用来帮助分析公益林补偿的诸多问题,为政府合理制定补偿标准提供理论依据。     

“十一五”期间薪酬设计实践的变革及其特点

自2000年开始的新世纪新一轮企事业单位内部分配改革,已经经历了包括＂十五＂期间和＂十一五＂前四年以来在内的近十年时间。与＂十五＂期间分配改革的理念、政策和做法相比,自进入＂十一五＂期间的内部分配改革明显呈现出一些新的特点：确定企业内部分配差距,由一味地追求＂按市场定价＂向＂限高、提低、增中＂转变;工资构成由单一的岗位工资制向岗位资质绩效工资制转变;纳入工资档次的条件,由单一的按本人资质决定向岗位资质要求和本人具有的岗位资质相结合转变;由不够重视绩效考核转变到极为重视绩效考核并细化绩效工资方案转变。     

CEO cash compensation determinants: an empirical examination of US airlines

This study empirically investigated the determinants of cash compensation for chief executive officers (CEOs) for US airlines in the post-9.11 period. After an analysis of 53 firm-year observations from 2002 to 2004, we found that the airline CEO cash compensation was positively correlated with the size and revenue efficiency of an airline firm whereas growth, debt use, profitability, and stock performance were irrelevant to the compensation. Larger airlines with better revenue-generating ability tended to offer high cash compensation to their CEOs. Our findings suggest that the pay-for-performance principle has yet to be fully implemented in the airlines industry. To minimize agency problems and enhance the firm value of US airlines, CEO compensation should be based not only on revenue efficiency but also on profitability and stock performance.     

10KV中频炉供电系统动态无功综合补偿滤波装置

针对用户供电系统的负荷分布状况及负荷生产特点,或考虑无源HVC自动谐波滤波装置与高压有源APF动态无功综合补偿滤波装置相结合的技术方案,整套装置在对负荷进行补偿滤波的控制过程中,HVC与APF互相配合,既能保证滤波补偿效果,又可避免无功过补,属于一种比较先进的补偿、滤波方式。     

灵东水库平面控制网的投影变形抵偿分析

文章结合灵东水库除险加固工程,阐述了应用TrimbleGPS全球定位系统施测、TGO平差软件处理数据的情况,介绍投影变形抵偿计算在工程控制网中的重要性,以及投影变形抵偿解决方案的选择。     

When does incentive compensation motivate managerial behaviors? An experimental investigation of the fit between incentive compensation,executive core self-evaluation,and firm performance

We develop and test an integrative model that examines the fit between compensation schemes, executives' characteristics, and situational factors. We propose that a fit among all three factors is crucial to motivate desirable managerial behaviors. Using a specially designed management simulation, our study demonstrates that the effectiveness of incentive compensation to motivate managerial behaviors depends on executives' core self-evaluation and firm performance. Our results show that, relative to fixed salary compensation, executives with higher core self-evaluation respond to incentive compensation with greater perseverance, competitive strategy focus, ethical behavior, and strategic risk taking during organizational decline. However, these interaction effects are not present during organizational growth. Our theory and empirical evidence provide significant insights into the complex relationships among compensation schemes, executives' characteristics, firm performance, and managerial behaviors. Copyright © 2012 John Wiley & Sons, Ltd.     

高管薪酬管制分析——基于多任务委托代理视角

股东和高管之间存在利益冲突,多任务委托代理模型分析表明,高管薪酬决定机制存在激励过度的内在冲动,高管薪酬管制不仅存在合理性,实践中也非常必要,政府可以通过强化高管薪酬股东决策权、细化高管薪酬信患披露制度及建立奖金回追制度等措施来管制.     

Board structure and CEO compensation: Evidence from U.S. lodging industry

Using a sample of U.S. lodging firms, this paper examines the relationship between board of director characteristics and chief executive officer (CEO) compensation. Previous research shows that larger boards are detrimental to the effectiveness of the board of directors and deteriorate the control imposed on CEO actions and pay. Board independence is also suggested as an important quality to emphasize the control on the CEO. We propose that U.S. lodging firms’ board of directors provide a nice setting to investigate the effects of size and independence on CEO compensation level. Our findings suggest that CEO compensation is not related to board size, and positively related to proportion of the outside board members. These findings are contrary to the findings of previous studies. Our findings may provide significant insights to lodging firms’ board of directors to structure efficient compensation packages.