Human resource management practices and voluntary turnover: a study of internal workforce and external labor market contingencies

We tested relationships between employee quit rates and two bundles of human resource (HR) practices that reflect the different interests of the two parties involved in the employment relationship. To understand the boundary conditions for these effects, we examined an external contingency proposed to influence the exchange-based effects of HR practices on subsequent quit rates – the local industry-specific unemployment rate – and an internal contingency proposed to shape employees’ conceptualization of their exchange relationship – their employment status (i.e. full-time, part-time and temporary employment). Analyses of lagged data from over 200 Canadian establishments show that inducement HR practices (e.g. extensive benefits) and performance expectation HR practices (e.g. performance-based bonuses) had different effects on quit rates, and the former effect was moderated by unemployment rate. The effects of HR practices on quit rates did not differ between FT and PT employees, but a different pattern of main and interactive effects was found among temporary workers. These findings suggest that employees’ exchange-based decisions to leave may be less affected by the number of hours they expect to work each week, and more by the number of weeks they expect to work.     

CEO internal experience and voluntary disclosure quality: Evidence from management forecasts

Internally‐promoted CEOs should have a deep understanding of their firm's products, supply chain, operations, business climate, corporate culture, and how to navigate among employees to get the information they need. Thus, we argue that internally‐promoted CEOs are likely to produce higher quality disclosure than outsider CEOs. Using a sample of US firms from the S&P1500 index from 2001 to 2011, we hand‐collect whether a CEO is hired from inside the firm and, if so, the number of years they worked at the firm before becoming CEO. We then examine whether managers with more internal experience issue higher quality disclosures and offer three main findings. First, CEOs with more internal experience are more likely to issue voluntary earnings forecasts than those managers with less internal experience as well as those managers hired from outside the firm. Second, CEOs with more internal experience issue more accurate earnings forecasts than those managers with less internal experience as well as those managers hired from outside the firm. Finally, investors react more strongly to forecasts issued by insider CEOs than to those issued by outsider CEOs. In additional analysis, we find no evidence that these results extend to mandatory reporting quality (i.e., accruals quality, restatements, or internal control weaknesses), perhaps because mandatory disclosure is subjected to heavy oversight by the board of directors, auditors, and regulators. Overall, our findings suggest that when managers have work experience with the firm prior to becoming the CEO, the firm's voluntary disclosure is of higher quality.     

Independent Movement or Government Subcontractor? – Strategic Responses of Voluntary Organizations to Institutional Processes

The purpose of this paper is to identify factors that can explain differing responses of voluntary organizations to the pressure of homogenization that follows from interaction with public authorities. The paper is theoretically based on institutional organization theory and resource dependence theory, and empirically on research on voluntary organizations in the social sector. It is asserted that the following factors may explain voluntary organizations' ability to maintain autonomous in relation to public organizations: the characteristics of the organizational field, the focal organization's relations to the dominating organization in the field, organization characteristics and intra–organizational processes and strategies.     

基于三层交换技术的企业信息网络系统

采用三层交换技术,实现VLAN划分、高效的组播控制、流策略的管理和访问控制等功能是有效保证网络资源充分利用,建设高水平网络平台的重要技术措施。通过介绍交换技术的发展,提出了交换技术在企业网络中的应用方案。论证了在企业网络中第三层交换技术的应用是实现简单的网络发展和扩充,提供高性能、高可靠性网络的最佳方案。     

Auditor conservatism and voluntary disclosure: Evidence from the Year 2000 systems issue

This study further examines the phenomenon of conservative auditor behaviour by considering the level of voluntary disclosure of Year 2000 remediation information in company annual reports. Previous studies have provided evidence of conservative auditor behaviour by examining the link between Big 6 auditor choice and accruals (Francis and Krishnan 1999; Becker et al ., 1998; Defond and Subramanyam 1998). Protecting their reputation capital increases Big 6 auditor incentives to act conservatively to avoid litigation risk. We propose and find that Big 6 auditor clients disclose more Year 2000 remediation information than non–Big 6 auditor clients.     

基于上市公司虚假财务报告治理的独立审计行为优化研究

独立审计人员的行为错位与虚假财务报告的产生存在一定的内在联系。从独立审计行为优化的视角研究虚假财务报告的治理,不仅是提升独立审计执业水平的客观要求,也为虚假财务报告的治理提供了一种全新的思路。通过对上市公司虚假财务报告治理的研究,确立了独立审计在中国上市公司虚假财务报告治理机制中的科学定位,构建了基于上市公司虚假财务报告治理的独立审计行为优化方案设计,提出了优化独立审计行为的对策实施体系。     

上市公司盈利预测信息自愿性披露实证研究--来自1090家中国上市公司中期报告的证据

文章以探寻上市公司自愿性信息披露的行为特征和影响因素为研究目标，选取1090家2004年深沪上市公司为样本，对其中期盈利预测信息披露进行了实证检验。结果表明：（1）与国外研究结论相似，我国公司盈利预测自愿性披露水平与公司规模、公司盈利能力正相关，这说明盈利预测自愿披露正成为我国优质公司消除资本市场“柠檬”问题、展示自身价值的有效手段；（2）与国外研究结论相悖，我国公司盈利预测自愿性披露水平与公司股权集中度正相关，原因是我国股权集中度高的公司多是规模大、盈利能力强的国有控股公司和民营控股公司，这些公司披露盈利预测的动机较强。     

基于心理契约的员工离职分析及管理策略

引入了心理契约概念,并探讨心理契约如何影响员工的离职行为,提出通过人力资源管理引导员工心理契约,从而达到组织主动应对员工离职的人力资源管理策略。     

资本市场开放与公司内部控制质量——基于“沪港通”的证据

以中国“沪港通”交易制度的实施为政策背景,采用多时点双重差分模型,考察资本市场开放对标的公司内部控制质量的影响,研究发现,“沪港通”交易制度的实施显著提升了公司的内部控制质量,在控制其他因素并经过安慰剂检验、去除A+H股影响、改变周期范围等稳健性检验后,结论依然成立。机制检验表明,“沪港通”主要通过内部和外部两种机制对公司内部控制质量产生影响,其中,内部机制是对股价波动性风险控制,外部机制是审计师声誉风险与政府部门监管。