经营者人力资本:企业治理中的核心资本

经营者人力资本是企业人力资本中高价值的人力资本。经营者人力资本能提升企业核心能力，优化企业所有权安排，是企业治理的核心资本。经营者人力资本、经营者人力资本产权、经营者人力资本价值与企业所有权安排对企业绩效的作用是直接且重要的，因此，在企业治理中，要合理配置经营者人力资本，使企业激励机制的设计更加有效。     

Leveraging Intercollegiate Athletics to Support Academic Giving at NCAA Division I Institutions

On average, National Collegiate Athletic Association Football Bowl Division (top-level of U.S. Intercollegiate athletics) schools raise 15% of their athletic budget from private fundraising. Key questions remain as to how increased emphasis on athletic fundraising influences academic giving. Some authors claim symbiotic effects while others assert that athletic gifts “crowd out” academic giving. The current study analyzes the largest single-institution set of individual donor data available to date. First time donors were more than twice as likely to give to athletics as academics. Fifty-one percent of donors making gifts to both athletics and academics (SPLIT donors) made their initial gift to athletics. Problematically, the conversion rate of athletic-only to split donors has fallen to less than 1%. On three different retention measures split donors have higher retention rates than athletic-only donors, who have higher retention rates than academic-only donors. Among split donors, 41.67% give their largest gift to support an academic program. Rather than competing, development officers would be better advised to systematically cultivating donors to support both athletics and academics.     

Competencies of training professionals in the Hong Kong hotel industry

ABSTRACT

This study aims to investigate the competencies of training professionals in the hotel industry in Hong Kong. A survey questionnaire was adopted. Seventeen competencies were derived by factor analysis. Six essential competencies are identified, whereas “people skills and commitment” and “awareness of quality” are the most important competencies, while another 11 competencies are highly preferred. This study provides original criteria for hoteliers and human resources professionals to facilitate the recruitment process and aid training professionals in developing core competencies in hotel industry employees. Theoretical and practical implications of the findings are presented.     

Differences in managerial discretion across countries: how nation‐level institutions affect the degree to which ceos matter

The concept of managerial discretion provides a theoretical fulcrum for resolving the debate about whether chief executive officers (CEOs) have much influence over company outcomes. In this paper, we operationalize and further develop the construct of managerial discretion at the national level. In an empirical examination of 15 countries, we find that certain informal and formal national institutions—individualism, tolerance of uncertainty, cultural looseness, dispersed firm ownership, a common‐law legal origin, and employer flexibility—are associated with the degree of managerial discretion available to CEOs of public firms in a country. In turn, we show that country‐level managerial discretion is associated with how much impact CEOs have on the performance of their firms. We also find that discretion mediates the relationship between national institutions and CEO effects on firm performance. Finally, we discuss two inductively derived institutional themes: autonomy orientation and risk orientation. Copyright © 2011 John Wiley & Sons, Ltd.     

Career Patterns of Supply Chain Executives: An Optimal Matching Analysis

This exploratory study analyzes the careers of 307 supply chain executives (SCEs). Motivated by career theory, our findings create new knowledge about the educational backgrounds and career paths that lead to SCE positions. Based on an optimal matching analysis, we are able to distinguish among six career patterns for SCEs. They differ in terms of the individuals’ previous professional experience, educational background, and the time they needed to arrive in an executive position. By characterizing the backgrounds and career paths of SCEs, we show that supply chain management (SCM) is truly a cross‐functional profession. Our findings suggest that previous staff responsibility appears to be a more important hiring criterion than extensive SCM experience. While 56% of the executives had prior staff responsibility, only 12% of the cumulated careers were actually spent inside the SCM function.     

New development: Fundraising in UK charities—stepping back from the abyss

Fundraising techniques used by charities can enhance or diminish public trust. The dangers of questionable and over-aggressive fundraising practices are very real. In particular, in the UK, the ‘Olive Cooke affair’ in 2015 triggered a highlevel examination of fairly widespread dubious practices. In this article, the reflections of a key actor on the events surrounding the affair, and subsequent fallout, are examined. It is argued that this whole saga has the potential to encourage the development of a charity sector that is more trusted by the public; a sector that has stepped back from the abyss.     

所有权性质、女性高管参与及企业R&D投入——来自科技型中小企业的经验证据

基于高层梯队理论，利用深圳证券交易所2008-2014年上市企业的数据，探讨了女性高管参与对企业R&D投入的影响，以及所有权性质的调节作用。研究结果显示：女性高管参与对企业R&D投入二者之间呈现出显著的负相关关系；民营企业的所有权性质将显著调节女性高管参与对R&D投入的抑制效应。     

创业板董事、高管人员辞职行为法律问题研究

我国创业板市场上市公司的开板,标志着我国证券市场多层次建设取得实质性突破,更意味着证券市场成为创新经济"新动力"。本文首先对创业板进行概述,然后围绕上市公司经营中董事、高管辞职引出的法律问题进行分析,最后为完善我国创业板市场上市公司董事辞职行为法律规制问题进行思考并提出建议。