不确定性环境下企业高管环境扫描行为研究综述

在梳理国内外大量相关文献的基础上,本文从环境扫描概念、环境分类及扫描焦点、感知环境不确定性及其与扫描行为之间的关系、环境扫描的两种主流模式等方面,对国内外学者的环境扫描成果进行了梳理和分析,指出现有研究的局限性以及国内外研究的不足之处,并对未来研究给出建议。     

The Origin of Chief Executive Officers and Performance in Hybrid Businesses: The Case of Microfinance

This study examines the relationship between the origin of chief executive officers (CEOs) and performance in hybrid businesses using a sample of 353 microfinance institutions (MFIs) from 76 countries during 1996–2011. The statistical results suggest that MFIs whose CEOs have been recruited internally perform better compared to institutions with externally hired CEOs. The findings are consistent with the view that insider CEOs have firm‐specific skills, experience, and network resources that result in enhanced performance in hybrid businesses. Therefore, boards of MFIs searching for a new CEO should look for suitable internal candidates.     

Purchasing Competence: A Stakeholder‐Based Framework for Chief Purchasing Officers

A specific research stream within the purchasing and supply management literature focuses on the development of purchasing competence frameworks. We apply stakeholder theory and multiple methods of data collection to develop and confirm a hierarchy‐specific purchasing competence management framework for Chief Purchasing Officers and validate it using confirmatory factor analysis on empirical data from 124 multinational companies. The results reveal a significant relationship between Chief Purchasing Officers purchasing management competence and different purchasing performance measures confirming the appropriateness of stakeholder theory for such a competence framework.     

The Chief Executive Officer and corporate social performance: An interdisciplinary examination

This paper attempts to cross the disciplinary boundaries of strategic management and social issues management to demonstrate the relationship between managerial characteristics and corporate social performance (CSP). Drawing on studies in strategic leadership research we develop and test hypotheses about linkages between top management attributes and different levels of CSP. Our results add credence to the argument that organizations are a reflection of their top managers, and encourage further systematic research of the influence of key executives in developing and implementing socially responsible policies and programs.Dr Anisya S. Thomas is an Assistant Professor in the Department of Management and International Business at Florida International University. She received her Ph.D in Strategic Management. She has published in a variety of journals includingStrategic Management Journal, the Journal of Management and theJournal of Strategic Change. Dr Thomas's research interests include social responsibility, strategic leadership and international management.Dr Roy Simerly is an Assistant Professor in the Department of Management at East Carolina University. His research focuses on network organizations and corporate social responsibility. Dr. Simerly is an active member of the Academy of Management and has published in journals such as theJournal of Business Strategy.     

上市公司高管相对薪酬差距与公司绩效相关性研究

对高管薪酬与公司绩效的已有研究主要集中在高管薪酬总额以及绝对薪酬差距方面。现采用相对薪酬差距指标,以沪深两市435家制造业上市公司的年报数据为基础,对高管薪酬与公司绩效之间的相关性进行了实证研究。研究结果表明,高管相对薪酬差距对公司绩效无正向显著性,并呈现出负向影响的趋势,结果符合行为理论提出的假说。     

公平偏好、高管团队锦标激励与企业绩效

文章基于企业高管团队成员具有公平偏好假设,构建公平偏好下高管团队锦标激励对企业绩效影响的理论模型,通过模型推导与分析,得到高管团队公平偏好强度、高管团队薪酬差距与企业绩效之间存在以下关系:高管公平偏好强度越大则企业绩效越差,即高管的公平偏好降低了高管的均衡努力水平,同时引发企业提高锦标竞赛失败者获得的低薪酬,从而企业绩效将随高管公平偏好强度的增加而降低;高管团队薪酬差距和企业绩效之间关系呈现倒“U”型,即当高管薪酬差距不大时,扩大薪酬差距将增加企业绩效,当高管薪酬差距超过一定值后,薪酬差距的扩大则企业绩效减少.     

Founder/Chief Executive Officer Exit: A Social Capital Perspective of New Ventures

The founder/chief executive officer (CEO) exit is a significant event for all business organizations. However, a social capital perspective suggests that the exit of the founder/CEO may be more disruptive for new start-ups due to the critical role the founder/CEO plays in the new organization and the heightened potential chance for failure of a new venture. A social capital perspective suggests that the ability of the entrepreneurial firm to perform better is affiliated with the social capital within the organization. This study supports a social capital perspective of CEO exit and social capital's impact on performance. It helps establish a foundation of study of CEO exit and new ventures from this perspective.     

They Are Not All the Same! Investigating the Effect of Executive versus Non‐executive Family Board Members on Firm Performance

Drawing on faultlines and challenging the assumption that family board members form a homogenous subgroup, we hypothesize that the distinction between executive and non‐executive family board members can create faultlines that affect firm performance. We propose that the discrepancy between results and goals can activate and exacerbate faultlines. Using a sample of 421 family small and medium‐sized enterprises (SMEs), we find a U‐shaped relationship between the ratio of family executive board members and firm performance showing the consequences of relationship‐based and task‐related faultlines. Moreover, we find that the U‐shaped relationship occurs when firms perceive that they under‐achieve their objectives, whereas a reverse J‐shaped relationship appears when firms over‐achieve their objectives.     

The Resource-Based Theory of the Firm and Firm Survival

This paper examines the determinants of firm survival. We use hazard models to test a number of hypotheses mainly drawn from the Resource-Based Theory of the Firm. According to the Resource-Based View the ability of a firm to develop distinct capabilities enhances its ability to adapt to the changing competitive environment and improves its survival prospects. The results confirm that firms that develop firm-specific assets through advertising and making R&D (independently of the technological intensity of the industry) enjoy better survival prospects. Furthermore, failure risk increases up to about 20 years of trading, and then decreases to later rise in line with liability of “adolescence” and “senescence.”      

Executive Stock Options and Manipulated Stock‐Price Performance

Previous studies have examined the manipulation of executive stock option awards and exercises, focusing on information timing by managers. In this paper, we investigate managerial manipulation of stock‐price performance motivated by stock options. To distinguish performance manipulation from information timing, we examine stock returns surrounding the departure of retiring CEOs, whose option holdings typically expire shortly after their departure and whose chances to manipulate option awards and exercises are minimized. Consistent with manipulated performance, we find significant abnormal stock returns in the months surrounding CEO departure for those with strong option incentives, which are reversed shortly after CEO departure.     

事务所任期、审计质量与事务所强制轮换

2001年下半年以来,世界范围内接连发生了一系列上市公司财务欺诈案件,事务所强制轮换作为一种可能提高审计质量的手段而被提出。本文以客户操控性应计利润绝对值的高低作为审计质量替代指标,以中国上市公司2004年数据为基础,研究了审计任期与审计质量之间的关系,得出如下结论:在审计任期较短时,上市公司的盈余管理程度较大,审计质量较低;但是没有发现在审计任期较长时审计质量下降的证据。     

Exporting and Firm Size

Abstract

This paper examines the extent to which small U.S.-based exporters experience problems and difficulties in their export operations not faced by larger U.S.-based exporters. Subsequently, we focus upon the differences between small and large firms with respect to three general areas: the perceived difficulty of various export activities; the perceived helpfulness of various agencies/organizations to export operations; the perceived helpfulness of various actions the federal government has taken or could take with regard to exporting. In areas where we have found significant large-versus small-firm differences we try to provide explanations. Finally, we offer both general and specific recommendations directed at overcoming the problems we have identified in order to facilitate exporting, particularly by small firms.     

Promotion and Prevention Contracts in Industry Level Firm to Firm Dyad

ABSTRACT

Purpose

This article aims to introduce and distinguish two features of contract design – prevention and promotion contracts – and compares their effects on opportunism within the distributor–supplier relationship. It also examines the moderating role of ex post contract enforcement strategies.     

Firm growth and innovation

In recent years, there has been an increase in empirical and theoretical work that addresses the role of innovation as one of the main sources of firm growth. The purpose of this special issue is to strengthen the role played by innovation as a determinant of firm growth. Despite the emergence of a vast empirical literature on whether innovative firms grow more quickly in terms of sales and employees, a number of crucial questions and answers remain. While a large number of applied papers observe a positive link between innovation and firm growth, the complexity of R&D activities, together with the diversity of innovation strategies and the multiplicity of growth modes, requires a multidimensional approach to examine the contribution of innovations on firm growth. To shed light on the link between firm’ growth and innovation sources, we organized a meeting of leading scholars of firm’ growth and innovation. The papers of this special issue were presented at the workshop on ‘Firm growth and innovation’ held on 28 and 29 June, 2012, in Tarragona, Spain. The papers that compose this special issue deal in depth with innovation activity, firm growth and the interaction between firm growth and innovation.     

Firm size and innovation

In an innovation survey in the Netherlands, we find considerably more SMEs which perform small scale R&D than are found in the official R&D surveys. Nonetheless, SMEs appear on average to be somewhat less R&D intensive than large firms. Only when we restrict our observations to firms which perform some R&D, there is no systematic relationship between size and R&D. Among the barriers to innovation the following are particularly important to SMEs: information deficits with respect to instruments of innovation policy; a lack of capital; a lack of management qualifications; problems in finding adequate technical information, and problems in finding qualified employees.