Legally astute managers as a source of value in organizations

The legal and compliance departments in organizations have more influence than ever before. Why then are companies so vulnerable to legal liability? The problem may not be with talented legal professionals, but with the lack of legal knowledge held by MBAs and other business school graduates that make day-to-day decisions in modern organizations. Firms can close this knowledge gap and minimize legal liability by training their managers in legal astuteness—the ability of a manager to address legal issues successfully—by instilling four essential traits: respecting the rule of law, recognizing legal issues, resolving problems proactively, and reporting complex legal issues to experts. Job candidates should also be screened for traits of legal astuteness. A legally astute candidate, especially a graduate of a business school that requires legal education for all its students, can be a cultural ambassador for legal astuteness and a valuable liaison between legal and compliance departments and the candidate’s functional area. A legally ignorant candidate will require significant training and a frank assessment of the legal risk they bring to the organization. Modern firms in today’s legal environment face two choices: hire a legally astute manager now or deal with a compliance headache later.     

女性高管对企业研发创新的影响：一个有调节的中介模型

企业创新是企业持续发展的内在动力,也是推动国家产业升级、建设创新型国家的重要举措.近年来女性高管比重不断提高,学术界开始关注女性高管对企业研发创新的影响.以沪深两市2010—2018年A股上市公司为研究样本,实证检验女性高管对企业研发创新投入的影响.结果表明:女性高管负向影响企业研发创新投入;其负向作用以风险承担为中介实现;企业所有制调节了中介过程的后半段路径.     

中小企业全面预算管理存在的问题与对策

在经济全球化的背景下,大部分企业都面临着巨大的竞争压力,尤其对于中小企业来说,在复杂环境下保持稳定发展更是一种挑战。构建全面预算管理体系是企业提升市场竞争力的重要手段,虽然预算管理流程通常只分为预算编制、预算执行控制、预算考核三大环节,但我国中小企业的全面预算管理还存在诸多问题。论文据此进行分析并提出解决对策。     

试论基于结构性减税降费的小微企业税收筹划路径

现阶段,我国针对经济的实际情况,推出了一系列减免税优惠政策,以此进一步推动经济的平稳发展,能够有效地帮助一些小微企业缓解经营过程中面临的压力。鉴于此,论文针对现阶段基于结构性减税降费的小微企业税收筹划路径进行分析和阐述。     

城市轨道交通直流牵引供电系统接触网残压

对于城市轨道交通来讲,在运行的过程中,直流牵引供电系统是使用最为主要的部件之一。在该系统应用的过程中,接触网残压问题是较为严重的问题,也是当前所出现问题当中比较普遍的一种。对于直流牵引供电系统来讲,当出现接触网残压问题时,可能会对人的生命安全造成严重威胁,同时也会使检修施工和接触网送电保护闭锁等相关工作受到影响,严重拖慢工作进度。因此,论文通过测试、仿真分析和模拟验证等方法,对城市轨道交通直流牵引供电系统接触网残压问题进行了研究与论述。     

What motivates customers to shop in smart shops? The impacts of smart technology and technology readiness

With the rapid diffusion of smart technologies, a new retail mode, the smart shop, has received increasing attention from both academia and practitioners in the 5G era. However, previous studies on smart shops have largely focused on the effects of smart technologies on technology adoption rather than customer shopping behaviors. To fill this gap, this study applies the hedonic information systems acceptance model (HISAM) to identify the utilitarian and hedonic motivations affecting consumer shopping intention. In addition, we characterize a second-order formative construct, technology readiness, as a technology-related personality to test its moderating role in the research model in the marketing context when consumer behaviors may differ due to individual characteristics. Using structural equation modeling (SEM), we applied SmartPLS 3.2.8 to analyze 298 valid samples. The results show that perceived ease of use significantly affects perceived usefulness and perceived enjoyment, in turn, these three factors directly influence shopping intention. Additionally, perceived ease of use will have a stronger impact on perceived usefulness and shopping intention when the customer has a high level of technology readiness. Finally, theoretical and practical suggestions and future research directions are also discussed.     

我国银行衍生产品体系发展的问题与对策研究

我国银行衍生产品体系是银行业重要的体系之一。通过我国期货交易细则、期权市场交易额等相关信息及数据的搜集,并将数据进行趋势化分析,从而对我国银行衍生产品体系的发展特点和问题进行研究,研究发现:我国银行衍生产品体系具有法律规范体系初步完善、风险评估体系国际化、衍生品市场发展迅猛等发展特点,但存在衍生品市场缺乏市场竞争力、不适应政策变化、不能自主定价等问题,提出了建立信息明确有序的交易体系、增强竞争力争取定价权益等建议。     

探地雷达在公路改扩建工程检测中的应用

公路改扩建工程在广东省正处于快速发展时期,如何准确得到路面病害情况,是旧路处治方案制定面临的主要问题.依托开阳高速改扩建工程,采用三维探地雷达对旧路进行病害检测,得到道路表面及内部的病害分布情况,并分别与人工徒步调查路况及开挖后内部实际情况进行比对.结果表明:当三维探地雷达检测采样间距设置为2.0 cm、驻波时间设置为0.6 ms、时窗设置为85 ns时,可达到较好的检测精准度;三维探地雷达可实现对路面结构内部不同深度位置的裂缝病害进行探测,精确识别3 mm宽裂缝,并了解裂缝的发展方向及性质.     

Influence of acquirer boards on M&A value creation: Evidence from Continental Europe

We examine how the size and the composition of acquirer boards are associated with shareholder abnormal returns for 2,230 M&As made by listed firms in Continental Europe. Although board size proves insignificant, our findings do offer some evidence as to a beneficial effect of board diversity on M&A value creation. Gender diversity appears marginally positively associated with acquirer shareholder abnormal returns. The fraction of foreign directors is in general not significantly positive, unless the rule of law in the acquirer country is weak. Nonetheless, nationality diversity in the board turns out harmful in purely domestic takeovers. The influence of age diversity is marginally positive, yet only in domestic and horizontal takeovers. Next, the fraction of independent directors has a robust positive effect on the acquirer CAR, while directors with multiple board appointments prove valuable especially through preventing firms from pursuing poor takeovers. Finally, CEO duality is detrimental only in industry‐diversifying deals initiated by acquirers that are not controlled by an individual or a family shareholder. Any negative CEO‐duality effect is mitigated when the acquirer‐country rule of law is strong.     

Alternative balanced scorecards built from paradigm models in strategic HRM and employment/industrial relations and used to measure the state of employment relations and HR system performance across U.S. workplaces

This paper constructs alternative balanced scorecards based on high‐performance work system (HPWS) and employment relations system (ERS) models. The models are depicted and compared in diagrams and used as framework skeletons for building separate HPWS and ERS scorecards, intended to provide a detailed data picture of the operational health and performance of an organization's employment/HR system and its operations, processes, and inputs/outputs. The scorecards are filled in with nationally representative data from 2,000+ U.S. workplaces using more than 50 employment/HR indicators, as reported by separate panels of managers and employees. The indicators for each workplace are aggregated into an overall HR/employment system score, ranked from low‐to‐high, and graphed as frequency distributions. These distributions provide a unique snapshot picture of the mean and dispersion of the state of employment relations and HR system performance for companies across the United State. They also reveal that “models matter” since the HPWS and ERS scorecards provide distinctly different evaluation assessments.