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1.
Juan P. Snchez‐Ballesta Emma García‐Meca 《Corporate Governance: An International Review》2007,15(5):879-892
There is a considerable volume of research on the effects of ownership structure on firm performance. However, the empirical results in this field are often conflicting and inconsistent. A meta‐analysis based on 33 studies allows an integration of the results on the association between insider ownership, ownership concentration and firm performance. The findings show that governance system, measurement of performance, and control for endogeneity moderate the effect of ownership on firm performance. 相似文献
2.
Employee ownership (EO) has gained increasingly significant attention from both business practitioners and policy makers in China. Through the examination of the implementation of EO by China's listed firms from 1992 to 2017 with a total of 3,396 firms and 36,559 firm‐year observations, we explored the relationship between EO implementation and firm performance. In general, we found that over time, EO firms outperform non‐EO firms in China, and the influence of EO is only different in nuanced aspects in different time periods according to the change of policies. The data from the most recent period, that is, 2014–2017, indicate that EO adopters have higher performance than matched non‐EO firms both before and after adoption, but the relative performance does not increase after adoption. We further examined the interactive effect between EO and executive stock ownership (ESO) schemes and found that the adoption of ESO weakens the positive relationship between EO and firm performance. Regarding different types of EO, we found lower performance in companies with high return rights but no control rights, and we found better performance when high return rights are combined with control rights. We suggested policy and managerial implications on the basis of the findings. 相似文献
3.
We study the relationship between diversification and firm performance in the context of the decline in levels of diversification over time. We argue that the pressure to reduce diversification may have more strongly affected those firms whose diversification strategies were most detrimental to firm performance. We employ meta‐analytical regression (MARA) in order to test our hypotheses, using a total of 267 primary studies containing 387 effect sizes based on 150,000 firm‐level observations from over 60 years of research on the diversification–firm performance relationship. The findings suggest that levels of unrelated diversification have decreased, whereas levels of related diversification have increased since the mid‐1990s, following an initial decrease in the 1970s and 1980s. Furthermore, we find that the relationship between unrelated diversification and firm performance has improved significantly over time, whereas the relationship between related diversification and performance has remained relatively stable. 相似文献
4.
Studies linking environmental sustainability to firm performance have been increasing as more companies are contemplating the implementation of sustainable practices internally and in coordination with other firms along their supply chains. However, findings from these studies have found positive and negative associations, leaving practitioners perplexed as to what actions would be beneficial to pursue. With hypotheses grounded in the natural resource–based view of the firm, the current study examines over 20 years of research on environmental supply chain practices using a meta‐analysis to determine whether the overall effect of these specific practices on firm performance is, in fact, positive. The results show that the link between environmental supply chain practices and market‐based, operational‐based and accounting‐based forms of firm performance is positive and significant, providing support for the business case that sustainable supply chain management results in increased firm performance. Different operationalizations of supply chain practices — upstream, design, production and downstream — along with industry, sample region, firm size and time are examined as moderators of this relationship with nuanced results that help to extend the discipline's understanding of the relationship between environmentally sustainable supply chain management and firm performance. 相似文献
5.
现有研究主要从两权分离、股权集中和股权制衡等角度研究股权结构与企业绩效的关系,考虑到家族企业的特殊性,本文增加了实际控制人这一变量,以817家沪深上市家族企业为样本,分析不同实际控制人类型下企业的股权结构与绩效之间的关系。结果表明不同实际控制人类型下,股权结构对绩效的影响并不相同,当实际控制人为一人时,家族企业两权分离度与企业绩效正相关,而股权集中度和股权制衡度的不同衡量指标对企业绩效的影响不一致;当实际控制人为多人时,股权制衡度和两权分离度对绩效的影响不显著。 相似文献
6.
Resource‐based theory (RBT) suggests that purchasing and supply management (PSM) practices can help buying firms enhance their performance. Consequently, the “PSM practice–performance link” has undergone intense empirical investigation over the last two decades. Although most studies report a positive relationship between PSM practices and firm performance, it remains unclear whether and to what extent PSM practices relate to performance. We assess the empirical literature by conducting a meta‐analysis of 99 PSM studies from an RBT perspective. Our results indicate strong support for the positive relationships among PSM practices and firm performance. Our findings contribute to the literature by underlining the relevance of PSM, identifying aspects of the PSM function that can be considered “strategic” and detecting areas that require additional empirical investigation. Our research also provides guidance to managers as to which PSM practices demonstrate the strongest potential for contributing to buying firm performance. 相似文献
7.
In this study, we explored the additive, interactive, and nonlinear relationships among human resource management (HRM) systems, employee well-being, and firm performance. Based on a sample of 14,384 employees nested within 1,347 firms, we obtained three main findings. First, HRM systems yield a performance effect that exceeds the effect of single practice, suggesting positive synergies among HRM practices. Second, the opportunity bundle has a positive impact on firm performance, but when integrating it with skills and motivation bundles, the result becomes negative, indicating dis-synergy of interactions among HRM bundles. Third, at moderate levels of adoption, HRM practices are positively correlated with employee well-being and higher levels of commitment, job satisfaction, and management relations, as well as lower levels of anxiety. However, at high levels, the relationship is less positive and even turns negative with lower levels of job satisfaction and management relations. To close, we present research implications and future directions after discussing our results. 相似文献
8.
Pam Manhart James K. Summers Jennifer Blackhurst 《Journal of Supply Chain Management》2020,56(3):66-87
Supply chain risk management has received considerable attention as firms experience more frequent and severe impact disruptions. We meta‐analytically test the Bode et al. (2011) framework of buffering and bridging supply chain risk management strategies to determine their effect on supply chain risk management. We analyze the supply chain risk management literature to find that both buffering and bridging strategies contribute to supply chain risk management. We also address the benefit of supply chain risk management. Results indicate that supply chain risk management provides a strong contribution to overall firm performance. Additionally, we identify cultural differences of these relationships. Although supply chain risk management strategies may be applied universally, their efficacy varies by culture. In conclusion, we identify and provide guidance for future work. 相似文献
9.
Rudolf Leuschner Craig R. Carter Thomas J. Goldsby Zachary S. Rogers 《Journal of Supply Chain Management》2014,50(1):21-43
Interest in third‐party logistics has been steadily increasing over the last two decades. Recently, increased focus by researchers has produced a solid literature base of academic research. In this article, a meta‐analytic approach is employed to provide a quantitative review of the empirical literature and examine relevant constructs. Fifty‐four samples across 69 peer‐reviewed journal articles, yielding a total of 9,386 observations, were obtained and analyzed. We used transaction cost economics and the resource‐based view as lenses to hypothesize a structural model of the relationships between relational governance structure, logistics customer service, and firm performance. Additional relationships were also found and analyzed, helping to clarify the mixed existing findings in the literature. The study concludes by mapping out future directions for 3PL research, based on the study's findings. 相似文献
10.
以2014～2021年我国A股上市公司为研究样本,建立回归模型,并结合倾向得分匹配方法(PSM),实证研究员工持股计划对财务绩效的影响。研究发现：上市公司实施员工持股计划可显著改善财务绩效,且员工持股计划资金来源、实施规模、参与程度均与财务绩效存在显著的正相关。进一步考察不同行业性质和产权性质下员工持股计划对财务绩效的影响,结果显示：员工持股计划对高科技行业、国有企业的促进作用更明显。因此,应鼓励企业积极实施员工持股计划,特别是鼓励设计自筹资金、实施规模适当扩大、参与程度相应较高的员工持股计划,优先鼓励高科技行业、国有企业推行员工持股计划,从而更好地发挥员工持股计划对企业财务绩效的作用。 相似文献
11.
In this study, the authors examine the relationship between high‐commitment HR practices and firm performance in professional services firms through the mediator of employee effort. In addition, they contribute to the debate in the field of strategic HRM on whether high‐commitment HR practices should be used across all employee groups within a firm. Their study's results show that high‐commitment HR practices positively relate to firm performance through employee effort for two employee groups within professional services firms. Further, they found that the relationship between effort and performance is contingent on the value of the employee group to firm competitive advantage, suggesting that companies may only want to expend the effort and resources on building a high‐commitment HR system for employee groups that are clearly tied to creating firm competitive advantage. © 2011 Wiley Periodicals, Inc. 相似文献
12.
Research linking broad‐based employee stock ownership (BESO) with firm performance continues to receive considerable attention both in and outside the field of management. Despite the evidence being generally positive regarding the BESO–firm performance relationship, there has been a relative dearth of research providing insights into the circumstances surrounding the effectiveness of BESO. With this research gap in mind, we formulated and launched this special issue. This guest editor introduction begins with a look at the research on this topic, followed by a brief discussion of each article accepted for publication. We conclude by highlighting the major themes from the collective contributions of the articles and share insights regarding future research in this growing research domain. 相似文献
13.
Early meta‐analyses in management research sought primarily to resolve seemingly conflicting findings by estimating a relationship’s population‐level effect size. Since then, management researchers have adopted increasingly sophisticated approaches that permit new theorizing, testing and comparing sophisticated models, and identifying boundary conditions. We summarize three of these approaches – i.e., qualitative meta‐analysis (QMA), meta‐analytic structural equation modeling (MASEM), and meta‐analytic regression analysis (MARA) – along with the special issue papers that adopt each approach. We conclude by raising three unresolved controversies that we believe deserve more attention and by offering our thoughts about how to maximize a meta‐analytic study’s chances for publication and impact. 相似文献
14.
Drawing on the inducement–contribution perspective, we examined a moderated mediation model demonstrating how differentiation strategy affected firm performance indirectly through high-performance human resource (HPHR) practices. Data were collected from 81 service firms in an eastern province of China. Path analytic tests supported the findings that employee commitment (EC) moderated the fully mediated relationship between differentiation strategy and firm performance through HPHR practices. Specifically, a stronger EC enhanced positive associations between differentiation strategy and HPHR practices, and between HPHR practices and firm performance. 相似文献
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16.
In this article, we broaden the focus of existing research on employee stock purchase plans by analysing employee preferences for investing in employer stock as a construct distinct from actual investment behaviour. In our analysis of original survey data in a sample of 900 employees in four French companies, we find that employee preferences are influenced by two common cognitive heuristics (representativeness and familiarity), organisational commitment, the perceived quality of corporate communications about these plans and perceived managerial commitment to employee ownership. We did not find, however, that risk aversion, turnover intentions or perceived employee involvement in decision making influenced preferences for investing in employer stock. Our findings have both theoretical and practical implications for understanding and operating these types of employee benefit plans, which are becoming more common across the globe. 相似文献
17.
Mahesh Subramony 《人力资源管理》2009,48(5):745-768
Human resource management bundles consisting of multiple complementary practices are typically considered superior to individual best practices in influencing firm performance. This study investigates the relationship between three such bundles (empowerment, motivation, and skill‐enhancing) and business outcomes (retention, operating performance, financial performance, and overall performance ratings). A meta‐analysis of 239 effect sizes derived from 65 studies reveals that HRM bundles have significantly larger magnitudes of effects than their constituent individual practices, are positively related to business outcomes, and display effect sizes that are comparable to or larger than those of high‐performance work systems. These findings reaffirm the case for firm‐level investments in synergistic HRM combinations and highlight the importance of investing in complementary practices. © 2009 Wiley Periodicals, Inc. 相似文献
18.
Thomas Garavan Alma McCarthy Yanqing Lai Kevin Murphy Maura Sheehan Ronan Carbery 《Human Resource Management Journal》2021,31(1):93-119
Drawing on systems theory, we conducted a moderated meta‐analysis of the training and organisational performance relationship using 119 primary studies. We examined the moderating effects of quality versus quantity of training, time, institutional and organisational context factors in the relationship between training and organisational performance. Our findings reveal that training is positively and directly related to organisational performance with no statistically significant difference between measures of training quality and quantity. We found that the relationship was stronger over time and that country performance orientation and country labour cost moderate the training and organisational performance relationship. We found no evidence for the moderating effects of the three organisational context moderators we examined (i.e. industry sector, organisational size and technology intensity). Finally, our results reveal that training type (i.e. general or firm‐specific) does not moderate the training and organisational performance relationship. 相似文献
19.
The paper reviews international literature on corporate governance and firm performance and investigates the relationship in the Indian context, taking into account the endogeneity in the relationship. Governance parameters include board size, directors’ shareholding, institutional and foreign shareholding, while the fragmentation in shareholding is captured by public shareholding. A simultaneous equation regression model for Tobin’s Q, as a measure of firm performance, is attempted using these variables, while controlling for industry effects and other non-governance variables. The data corresponds to a panel of 340 large, listed Indian firms for the period 1997–2001 spread across 24 industry groups. 相似文献
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