Upper‐echelon executive human capital and compensation: Generalist vs specialist skills

This study extends current knowledge of upper echelon executive compensation beyond the CEO, specifically CFO compensation, based on whether they possess generalist or specialist skills. We find that “strategic” CFOs with an elite MBA (generalist) consistently command a compensation premium, while “accounting” CFOs (specialist) and CFOs with a non‐MBA master's degree, even from an elite institution, do not. Further, scarce “strategic” CFOs are awarded both higher salaries and higher equity‐based compensation. Our findings support the view that unique complementarities between scarce CFOs and firms increase these executives' bargaining power leading to pay premium. Our results are robust to post‐hiring years, firm sizes, board characteristics, and CFO's insider/outsider status. We contribute at the confluence of upper‐echelon compensation, executive human capital, resource‐based view, and assortative matching literatures. Copyright © 2014 John Wiley & Sons, Ltd.     

Does stardom affect the informativeness of a CEO's insider trades?

This study examines whether the celebrity or star status of a chief executive officer (CEO) affects the informativeness of his insider trades. Using three different measures to identify star CEOs in a sample of S&P 1500 firms, we find that trades of non‐star CEOs predict future abnormal returns and earnings innovations and that trades of star CEOs do not. The predictive power of non‐star CEO trades is mostly attributable to opportunistic trades, not routine trades. We also find evidence suggesting that the abnormal returns associated with non‐star CEO insider trades are due to the lower visibility and consequently less scrutiny of non‐star CEOs compared with star CEOs.     

党员干部腐败的文化原因探析

腐败作为一种社会现象已经上升为导致亡党亡国的重要问题。党员队伍不断地被侵蚀直至灭亡已经不再是危言耸听。然而,腐败作为社会现象,同样也是文化的集中反映。故文章通过从文化角度中的"一把手"封建文化、官本位文化、官系圈文化以及党员思想建设文化四个方面分析了党员干部腐败原因,以便更好地针对党员干部腐败问题采取措施,防患于未然。     

营改增背景下企业办税人员素质现状及提升路径

当前不断推进的营改增对企业税务管理工作提出了更高要求,对企业办税人员素质形成了新的考量。本文分析了营改增背景下税企双方对企业办税人员的素质要求,结合地方企业办税人员的素质现状,探究其影响因素。提出应严格企业办税人员准入制度,建立配套的职称晋升和有效的激励机制,为办税人员营造良好的职业发展空间,促进其综合素质的全面提升,为地方经济发展助力。     

浅析如何做好大三学生辅导员

高校辅导员伴随学生生活的各个阶段,既是高校思想工作的骨干力量,又是大学生健康成长的指导者和引路人。本文通过论述大三学生个人发展分化突出、专业发展差异明显以及心理脆弱等特点,指出为了更好地开展学生工作,为了学生健康成长,大三辅导员老师应该具有奉献精神,关爱学生;应该严于律己,保持积极向上的心态;同时应该与时俱进,培养学生核心价值取向。     

防止公职人员利益冲突的路径选择——以人性为视角

公职人员的利益冲突问题是一个新的廉政建设研究领域。国（境）内外实践证明,利益冲突是腐败发生的重要根源,是导致政府行政行为非法性、政府信任危机的必然逻辑结果,其产生根源于人性趋利的本质特性。因此,防止公职人员利益冲突,须以人性趋利的本质特性为基点,以利益阻隔为路径,以制度的针对性、操作性与实效性为目标。基于此须设立防止利益冲突三道防线：建立良好的公职人员职业保障体系,让其不想;加大利益冲突的个人成本,让其不敢;创新权力约束与监督机制,让其不易。     

Reining in auditors: On the dynamics of power surrounding an “innovation” in the regulatory space

In the aftermath of Enron and the collapse of Arthur Andersen, new “independent” institutions were created to oversee financial auditing. Based on a modified version of Lukes’ multidimensional model of power, we first investigate how the creation of the Canadian Public Accountability Board (CPAB) has affected the dynamics of power among the main players enlisted in Canada’s regulation of public accounting. Our findings strengthen the view that a “form of allegiance” was, at the time of data collection, developing between CPAB and the largest Canadian accounting firms. Through a second analytical movement, we extend the boundaries of our argument, showing that patterns of resistance against the logic of arm’s length regulation operate in a variety of audit regulatory sites. Our conclusion points, in particular, to the spatial gap - and incidentally the limitations - of any attempt to control and supervise a globalized industry from a national or regional perspective.     

试谈农村初级中学图书馆的读者服务工作

本文针对农村初级中学图书馆读者服务工作的现状,试着从图书、读者及图书馆工作人员三个方面提出一些解决方法。     

中学教师职业倦怠与人格特征的相关研究

通过EPQ与MBI的测量收集数据,了解中学教师职业倦怠的基本状况,分析职业倦怠与人格特征是否存在相关关系,并结合结果相关分析对可能的影响因素做一定程度的解释。     

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.