The effects of group composition in a strategic environment: Evidence from a field experiment

Recent theoretical and empirical studies have explored the effect of group membership and identity on individual decision-making. This line of research highlights that economic models focusing on the individual as the sole entity in the decision-making environment potentially miss critical features. This study takes this literature in a new direction by overlaying a field experiment onto a setting where groups have arisen naturally. Our experimental laboratory is large open air markets, where we are able to examine the effects of group membership on seller׳s collusive behavior as measured by prices and surplus allocations. This permits us to explore strategic implications of group composition. Empirical results illustrate the importance of group composition on pricing decisions, and show that deviations from Nash equilibrium are crucially related to group membership.     

焦点企业知识存量对联盟组合分裂断层的影响：知识转移效率的中介作用

运用断层理论，从知识获取和关系治理角度，分析焦点企业知识存量如何影响联盟组合分裂断层及分裂断层形成机理。基于焦点企业知识存量、分裂断层、知识转移效率、情景嵌入性之间的关系理论模型框架，认为焦点企业知识存量能够影响联盟组合分裂断层，其中，知识转移效率在这一过程中发挥中介效应，情景嵌入性发挥调节效应。结果发现：焦点企业知识存量与分裂断层之间存在显著负相关关系；知识转移效率能够部分中介焦点企业知识存量与分裂断层之间的关系；情景嵌入性能够正向调节焦点企业知识存量与知识转移效率之间的关系。     

Non-farm entrepreneurship in rural sub-Saharan Africa: New empirical evidence

We report on the prevalence and patterns of non-farm enterprises in six sub-Saharan African countries, and study their performance in terms of labor productivity, survival and exit, using the World Bank’s Living Standards Measurement Study - Integrated Surveys on Agriculture (LSMS-ISA). Rural households operate enterprises due to both push and pull factors and tend to do so predominantly in easy-to-enter activities, such as sales and trade, rather than in activities that require higher starting costs, such as transport services, or educational investment, such as professional services. Labor productivity differs widely: rural and female-headed enterprises, those located further away from population centers, and businesses that operate intermittently have lower levels of labor productivity compared to urban and male-owned enterprises, or enterprises that operate throughout the year. Finally, rural enterprises exit the market primarily due to a lack of profitability or finance, and due to idiosyncratic shocks.     

论营改增对交通运输企业利润的影响——以中海发展股份公司为例

2016年5月1日,营改增将进行最后四个行业的全面试点,从2012年首先开始于交通运输业等行业的营改增,已经进入了收关之际.从历经4年多的试点结果来看,从2012年试点到2015年底,"营改增"已经累计减税5000多亿元,结构性减税效果明显.交通运输业作为我国重要的行业,又是第一批试点行业,虽然交通运输业营改增后,流转税负呈下降的趋势,但对交通运输行业的利润影响是否是正向的还需要科学的研究,因此,本文以中海发展股份公司为例,分析营改增后影响交通运输业利润的变化及因素,并给出相应的建议.     

The Post-entry Performance of Cohorts of Export Starters in German Manufacturing Industries☆

This paper investigates four cohorts of firms from German manufacturing industries that started to export between 1998 and 2002, and follows them for five years after the start. Export starters are a rare species and small in Germany. Around 30–40% of those starters studied became continuous exporters. The share of total exports contributed by export starters of a cohort is tiny in the start year, and it remains so over the years that follow. Contrary to the market selection hypothesis, there is no evidence that productivity in the start year is systematically related to survival in the export market. There is no evidence of a negative impact of a smaller firm size in the start year on the chance of surviving in the export market. Starting with a higher share of exports in total sales, however, tends to increase the probability of continuing to export.     

我国民营企业公司治理问题探讨

在我国,民营企业具有很强的发展潜力和竞争能力,对中国的经济增长发挥着举足轻重的作用。然而,我国民营企业公司治理方面存在多方面的问题,如企业治理机制不完善、公司治理家族化等。民营企业如何加强对自身的建设和治理,是实施国际化经营的基础和核心。     

浅谈开滦集团党建特点

介绍了开滦集团党的建设情况,从时代要求、与企业转型发展并进的精神、自身发展的现实3个方面进行了阐述。     

高管团队异质性、CEO权力与企业成本粘性的实证分析

企业成本粘性正成为实证会计领域一个重要关注的话题,过高的企业成本粘性不利于企业价值极大化。以我国上市公司为样本,对高管特质、CEO权力与成本粘性间的关系进行实证分析。研究发现：团队年龄异质性、教育水平异质性、任期异质性会显著增加企业成本,但专业背景异质性有利于降低企业成本;在考虑CEO权力后,CEO权力的扩大有利于协调高管团队意见,降低成本;其在与高管特质四大因素交互后,团队年龄异质性、教育水平异质性、任期异质性、专业背景异质性受到了削弱或强化。要降低企业的成本粘性,应多注意团队成员的年龄差异、高管的受教育水平、任期以及团队的专业背景;同时也要重视对CEO的赋权,除重视与考察其个人履历与能力外,还应通过契约的方式赋予其管理企业更合适的权力。