企业集团化、吸收能力与企业绩效关系实证研究

文章选取在沪、深两地上市的制造业类企业作为研究样本,并以其2005年公开披露的经营数据为研究基础,对于我国企业集团化、吸收能力与企业绩效的关系进行了理论与实证分析。研究结果表明,企业集团化与企业绩效的关系不显著,吸收能力对于企业集团化与企业绩效的关系具有调节作用。     

浅议我国企业集团财务管理体制

财务管理体制作为企业集团财务管理的重要组成部分，在提高企业绩效方面有着重要意义。因此，对财务管理体制的研究在企业集团的整体发展上起着至关重要的作用。本文阐述了我国企业集团的财务管理体制模式，以及我国企业集团财务管理体制所存在的问题，并针对这些问题提出了几种行之有效的解决办法，最终找出一个较适合我国的财务管理体制模式。     

我国大企业集团财务绩效增长方式研究

文章基于杜邦因素分析模型,运用弹性分析法,以我国大企业集团2003-2006年数据为研究样本,对我国大企业集团财务绩效增长方式进行实证分析,指出了我国大企业集团财务绩效增长方式的变化轨迹和增长极,提出了我国大企业集团财务绩效增长的路径。     

企业绩效、财务资源与战略风险——对鲍曼悖论及财务资源调节效应的实证分析

鲍曼悖论———跨企业绩效与战略风险负相关,是战略管理研究领域的经典谜题,自20世纪80年代提出以来引发了众多学者持续的研究和争论。文章选取国内937家民营上市公司作为样本,结合前景理论、行为理论以及资源基础理论,通过构建二次回归模型探讨了跨企业战略风险与绩效之间的关系,以及财务资源配置对二者关系的调节作用。研究结果显示,我国民营上市公司绩效与战略风险之间呈现正U型曲线关系;财务资源配置负向调节绩效与战略风险的相关关系。     

CEO任期与企业绩效关系模型探讨

本文总结了CEO任期与企业绩效间关系经典理论模型的要旨及成因,概括了以企业与环境匹配度、CEO变革态度和高管团队风险倾向等为中间变量的间接关系模型,并指出了现有研究在方法和产业环境因素界定上的不足;然后,在此基础上提出了CEO任期与企业绩效关系的综合理论模型,强调指出了产业市场因素对CEO任期与企业绩效关系的调节作用;最后对CEO任期与企业绩效关系模型在我国产业市场环境下的研究前景进行了展望。     

创业伙伴资源如何影响高科技新企业的战略选择及其结果?

高科技新企业的创业战略选择问题是创业学和战略管理领域兴起的重要议题,然而已有研究并未有效揭示新企业创业战略类型选择及其与前因后果之间的关系。基于Park和Bae提出的新企业创业战略分类,采用200份我国高科技新企业的数据进行实证检验,结果表明,创业伙伴资源对于高科技新企业绩效和运营风险均有显著影响,但二者方向相反;创业战略的三种类型,即科技能力导向型战略、国际化程度偏好型战略和产品市场成熟度准入型战略对绩效具有显著的正向影响;科技能力导向型战略对运营风险的影响不显著,国际化程度偏好型战略和产品市场成熟度准入型战略对运营风险具有反向影响;创业伙伴资源不仅会直接影响绩效和风险,还会通过创业战略类型选择间接影响绩效与风险。文章在实践上为我国高科技新企业的战略选择提供了一定的借鉴,在中国情境下验证了Park和Bae提出的新企业创业战略类型对新兴经济体的普适性,从而丰富了创业与战略管理相关研究。     

高管人员素质对企业绩效影响的实证研究

该文以泸深两市的30家上市公司为研究样本,设定相关变量,利用SPSS软件对变量做回归分析,对企业高层管理者的自身素质与企业的经营绩效之间的关系进行了实证研究。实证结果表明,管理者的年龄与企业绩效成正向相关关系;管理者的职龄与企业绩效成反向相关关系;管理者的文化程度的高低对企业绩效的影响不大;管理者对待风险的态度与企业的经营绩效成显著的负相关关系。     

基于整体运营风险调整的企业绩效评估

文章针对传统企业绩效评估未考虑或未充分考虑整体运营风险对企业绩效影响的缺点,提出了一种基于整体运营风险调整的企业绩效评估方法,即将风险值引入到EVA绩效评估模型当中,对NAPOT表达式进行调整,扣除企业整体运营风险成本来描述企业绩效。实例表明,调整后的模型既有效地反映企业的整体绩效,也可以客观衡量企业整体运营风险控制的效果,从而可以更有效地指导企业的运营管理。     

浅谈我国企业集团财务管理的改进

随着我国企业集团数量的不断增加，单一企业的财务管理体系已经不再适应发展的需求，为了保证企业集团资源的优化组合，实现企业集团价值最大化的目标，有必要加强我国企业集团财务管理模式的研究，挖掘现有形势下企业集团财务管理模式中存在的问题，正确提出企业集团财务管理模式的改进措施。     

中国上市企业高管激励与企业绩效——基于物流行业的实证研究

以我国沪深两市中83家物流业上市公司为样本，对我国物流业的高管激励与企业绩效关系进行了实证分析。选取高管激励里面最主要的两种方式薪酬激励及股权激励，选取净资产收益率及每股收益作为上市公司企业绩效的衡量指标，对高管激励对企业绩效的作用进行了假设检验。实证结果表明，我国物流企业高管年度报酬与企业绩效显著正相关，然而高管股权与企业绩效并没有表现出相关性。研究结果为我国物流业的高管激励提供了一定的决策参考，同时也为物流业发展的相关研究进行了有益补充。     

上市公司股权结构与公司绩效实证分析——基于不同行业的考察

以沪深两市石油化工行业和纺织服装行业214家上市公司为样本,考察不同行业不同竞争性下股权结构与公司绩效之间的关系。实证分析结果表明:股权结构对上市公司绩效的影响随行业竞争性的不同而不同。不同行业股权集中度与公司绩效的关系完全不同,同类型的股东在公司治理中发挥的作用也依行业而定。国有股减持及建立合理的股权结构应考虑不同行业的特点有区别地进行。     

CAN LEADING BUSINESS CYCLE INDICATORS PREDICT THE DIRECTION OF THE SOUTH AFRICAN COMMERCIAL SHARE PRICE INDEX?

Leading indicators are a popular way to predict turning points in the business cycle. However, since the lead time of these indicators differ, those with a longer lead could potentially also be used to predict turning points in other leading indicators. This paper empirically explores the viability of using leading indicators to predict the turning points of an index of commercial shares on the JSE Securities Exchange. Although share prices are leading the business cycle, other leading indicators that lead the business cycle by a longer period should lead share prices and, therefore, could potentially be useful in predicting the direction of share price movements. The objective of this study is to evaluate and compare the performance of different leading indicators in leading the commercial share price index and in predicting turning points in the commercial share price index. In addition, a multivariate logit model is developed and estimated using these leading indicators in an attempt to improve the accuracy of forecasting the direction of the commercial share index.     

The Impact of Mandated Disclosure on Performance‐Based CEO Compensation*

Regulators argue that mandated compensation disclosure improves corporate governance by permitting shareholders to enjoin boards of directors to reward executives in ways that are consistent with shareholder value creation. We posit that mandated compensation disclosure, or the absence thereof, has a greater impact on the CEO compensation practices of widely held firms than of closely held firms. More specifically, we expect that, in the absence of mandated disclosure, CEO compensation is likely to be less performance‐contingent among widely held firms than among closely held firms. Moreover, we also expect that the advent of mandated disclosure leads widely held firms to increase the extent to which CEO compensation is performance‐contingent, much more so than closely held firms would. We use a unique data base resulting from the Ontario Securities Commission amendment of regulation 638 in October 1993. For the first time, this amendment required firms listed on the Toronto Stock Exchange to provide detailed executive compensation data similar to those required by the Securities and Exchange Commission, for the current year as well as retroactively for the previous two years. We find that, in the absence of mandated disclosure, CEO cash compensation in widely held firms is less performance‐contingent than in closely held firms. With the imposition of mandated disclosure, performance‐contingent cash compensation increases more in widely held firms than in closely held firms. Results with respect to stock option grants are mixed, with both closely held and widely held firms reacting to the advent of mandated disclosure.     

Executive Bonus Target Ratcheting: Evidence from the New Executive Compensation Disclosure Rules

This study investigates whether firms revise executive bonus compensation targets based on past performance. Studies in this area suffer from a lack of detailed information related to executive performance targets. Using mandatory disclosures of executive compensation information under the U.S. Securities and Exchange Commission's new disclosure rules, this study provides the first large‐sample evidence of bonus target ratcheting. There are three major findings: (i) executive bonus targets ratchet and they ratchet asymmetrically; (ii) the degree of target ratcheting and ratcheting asymmetry vary with executive equity incentives and investment opportunities; and (iii) performance relative to bonus target is serially correlated.     

Stock market performance in Hong Kong: an exploratory review

This paper reviews the origin and development of the stock market in Hong Kong. The first formal stock exchange, the Association of Stockbrokers in Hong Kong, was formed in 1891. However, the activities of the stock exchange are generally regarded as insignificant until the 1970s. Since the 1980s, there have been a number of major reforms and some significant developments. These include the unification of four stock exchanges; the establishment of the Securities and Futures Commission; the closer economic relations with Mainland China; the merger of the Hong Kong Stock Exchange and the Hong Kong Futures Exchange to form the Hong Kong Exchanges and Clearing Limited (HKEx); the launch of the second board (Growth Enterprise Market); and the demutualisation of the HKEx. The Exchange generally responded positively to these reforms and developments. As a result, the Hong Kong stock market experienced significant growth in terms of its market capitalisation ratio, turnover ratio, and the total value traded ratio. Despite the impressive growth in various stock market indicators, however, the Hong Kong stock market still faces some challenges, including regulatory challenges, as well as some concern over its future viability as a global equity hub.     

民营上市公司内部治理机制有效性的灰色关联分析

伴随中国民营上市公司的迅速成长而来的是其内部治理机制不完善所产生的治理问题。所以，民营上市公司的内部治理机制的有效性问题受到了理论界的广泛关注。文章利用灰色关联分析法，通过对沪深两市的40家民营上市公司的实证分析，试图找出影响上市公司绩效的公司内部治理机制。     

VARIANCE RATIO TESTS OF THE RANDOM WALK HYPOTHESIS FOR SOUTH AFRICAN STOCK FUTURES

The hypothesis that stock futures follow a random walk is tested for four stock index futures and a sample of 36 single stock futures traded on the JSE Securities Exchange, South Africa, using joint variance ratio tests based on (i) ranks and signs and (ii) wild bootstrapping. Overall, there is a high degree of weak‐form efficiency: all four stock index futures and twenty‐five of the sample of 36 single stock futures follow a random walk.     

To Comply or Not to Comply: Understanding the Discretion in Reporting Public Float and SEC Regulations

This paper documents how firms exercise discretion in defining affiliates and reporting public float in response to Securities and Exchange Commission regulations. I find that firms with higher expected compliance costs under section 404 of the Sarbanes‐Oxley Act of 2002 tend to classify more shares as affiliated and report lower public float. In contrast, firms issuing seasoned equity are less likely to underreport public float, possibly due to favorable regulatory treatment for large issuers. These incentives are weakened when future regulatory changes render float less important.     

Ex Ante Severance Agreements and Earnings Management

This research studies whether severance agreements may reduce fraudulent earnings management, and whether severance pay mitigates executives’ career concerns. In a sample of large U.S. firms, those with higher severance pay are less likely to be subject to accounting and auditing enforcement releases (AAERs) by the U.S. Securities and Exchange Commission (SEC). Among S&P 500 firms in the post‐SOX period with premanaged earnings below analyst forecasts, firms with higher severance pay are less likely to meet/beat the analyst forecast using abnormal accruals. Overall, these results suggest that fear of losing a lucrative severance package, and/or the insurance offered by such a package curbs earnings management.