Firm-specific human capital in different market conditions: Evidence from the Japanese football league

This paper examined how and the extent to which obtaining skills to meet team specific human capital is important to improve football player’s performance by comparing the top league and the second league. Based on panel data of individual players during the 2012–2016 seasons of the Japan Professional Football League (J League), we found; (1) In the top-league, changing team reduced player’s performance and their performance improved as player’s tenure of the team and also tenure of J League increased. (2) returns from acquiring team specific skills on time of play in the game increase and then decrease as years have passed. (3) benefit from moving team depends on the timing of moving, and so rookie players can benefit from moving when team tenure reach 4 years or more. (4) In the second league, neither team tenure nor experience of the professional football player does not influence player’s performance.     

Lack of successors,firm default,and the performance of small businesses

We investigate the effects of the lack of successors on small businesses with an elderly manager. Using firm-level data from Japan, a country with an aging population, we find the following results. First, smaller, younger, highly leveraged, and nongrowing firms are likely to have no successor. Second, firms with an elderly manager are more likely to exit and default if they have no successors, and this is particularly the case during the global financial crisis around 2009. This result suggests that these firms have less incentive to repay debts because they are not going concerns. As a result of the high probability of default, the annual change in bank borrowing is low if firms with an elderly manager have no successor. Third, the annual change of bank borrowing is lower for firms with no successor during the crisis and post-crisis periods, implying that banks reduce lending to these firms because of their high risk.     

Industry 4.0 technologies in the manufacturing sector: Are we sure they are all relevant for environmental performance?

This research contributes to the debate about the relevance of Industry 4.0 technologies in improving environmental performance in the manufacturing industry. We employed a qualitative–quantitative approach in which 19 Italian operations managers were interviewed and 260 managers responded to an online questionnaire. The effects of various technologies were ranked using ordinal regression. Comments and suggestions gave context to the quantitative results. Sensors, radio-frequency identification, artificial intelligence and analytics were found to be most relevant in improving environmental performance, whereas simulation software contributed moderately. Additive manufacturing, cobots, robots, automated mobile robots and automated guided vehicles had a negative effect, augmented reality had no effect and other technologies indirectly affected environmental performance. We also found a lack of knowledge and application as well as scepticism about technologies such as artificial intelligence and augmented reality. Finally, there was concern about the disposal of electrical and electronic waste produced by these technologies.     

新疆林木种苗产业的市场结构、企业行为与市场绩效

市场结构和行为对市场绩效的影响机制是解释产业发展的重要前因。通过实地调研,分析新疆林木种苗产业组织市场结构-市场行为-市场绩效内在规律。结果表明,新疆林木种苗产业市场结构属于垄断竞争型市场结构;相当数量企业生产能力效率较低;市场种苗产业的生产能力利用率不高,市场绩效低下。基于结论,提出从优化市场结构,调整市场行为两个方面进行产业政策调整,进而提高市场绩效。     

基于神经网络的建筑业碳排放强度预测——以京津冀为例

通过统计分析得出影响建筑业碳排放强度的13个影响因素,基于收集的京津冀相关数据,运用逐步回归分析找出其中6个关键因素.借鉴五折交叉验证解决数据稀缺问题,采用神经网络对京津冀建筑业碳排放强度进行预测.利用敏感性分析简化模型,筛选出4个核心因素.结果表明,此模型预测精度高达99％,同时根据挖掘出的核心因素和关键因素,提出建筑业节能减排的建议.     

混合型基金绩效评估及驱动因素分析——基于DEA-Tobit模型

将随机选出的混合型基金作为研究样本,采用DEA-Tobit二阶段模型进行研究.首先利用数据包络模型对样本进行绩效评估,在此基础上,利用Tobit模型研究相关指标对于基金绩效的影响机制.结果表明,基金本身所面临的风险收益因素以及基金经理团队稳定性对于基金绩效均具显著影响.最后结合实证结果就提升中国基金绩效提出相关的建议.     

Net-zero emission targets and the role of managerial environmental awareness,customer pressure,and regulatory control toward environmental performance

To avoid the worst effects of global warming, countries agreed to limit warming below 2.0°C and ideally to 1.5°C preindustrial level. This requires countries to drop half of their greenhouse gas emission by 2030 and reach net-zero emission by 2050. In this regard, current study explores the role of green production as a mediator in the impact of managerial environmental awareness, customer pressure, and regulatory control on environmental performance. The data collected from 381 managers was analyzed using structural equation modeling (SEM) technique. Results indicate that customer pressure, regulatory control, and managerial environmental awareness play a pivotal role toward green production, whereas only managerial environmental awareness among them directly influences environmental performance. Green production fully mediates the relationship from customer pressure and regulatory control to environmental performance. However, it partially mediates the relation between managerial environmental awareness and environmental performance. Similarly, the importance of green production for environmental performance is highlighted.     

Selecting people based on person‐organisation fit: Implications for intrateam trust and team performance

Teamwork is widely adopted in organisations. Although much evidence indicates that using person‐organisation (P‐O) fit as a selection criterion benefits individual employees, little is known about how this practice influences team functioning. Drawing on the input‐mediator‐outcome model and the research on value congruence, this study built and tested a model that links P‐O fit in recruitment to work teams' performance. Based on data collected from team members, team leaders, human resources managers, and chief executive officers in 96 firms, we found that P‐O fit in recruitment had a positive relationship with team performance and that intrateam trust mediated the relationship between P‐O fit in recruitment and team performance. Further, this mediated relationship existed only when the organisation had a weak, rather than strong, respect‐for‐people culture. This study contributes to the P‐O fit and team literature and has practical implications for human resources practices and team management.     

Do job insecurity,anxiety and depression caused by the COVID-19 pandemic influence hotel employees’ self-rated task performance? The moderating role of employee resilience

The COVID-19 health disaster has had a dramatic impact on the global hospitality industry, affecting millions of people. The aim of this study is to examine the impact of job insecurity on hotel employees’ anxiety and depression, and whether these psychological strains could influence employees’ self-rated task performance during the COVID-19 pandemic. We also examine the moderating role of hotel employees’ resilience in this context.The hypotheses were examined by collecting data from 353 hotel employees currently working in the Canary Islands (Spain). The results highlight the significant effects of job insecurity on employees’ anxiety and depression levels. However, hotel employees’ task performance was not affected by their job insecurity or by their anxiety and depression. In addition, employees’ resilience has a moderating effect as it reduces the negative influence of job insecurity on depression. Finally, the discussion section sets out various theoretical and practical implications of the findings.     

企业应收账款管理研究

我国经济已由高速增长阶段转向高质量发展阶段,“提升治理能力,实现高质量发展”是我国面对新变化、新趋势再一次作出的明确路径选择。如何加强应收账款的管理,已经成为现代企业管理中不容回避的问题。论文通过对LD公司应收账款管理的研究,提出改进方案和实施保障措施,有助于解决LD公司应收账款管理的实际问题,顺应企业高质量发展需求,提高应收账款管理能力,推动企业朝着更高质量、更可持续的方向发展。