Multinational Corporations and Culture in Liberia

The proportion of multinational corporations (MCs) in a developing country (DC) has little to do with the degree of corruption of local culture that takes place. Rather, policy decisions taken by governments of DCs determine whether or not multinationals have a positive or negative impact, according to the author's research in Liberia among foreign managers, African supervisors, and Liberian workers. Even though Liberia has an “open door” policy toward MCs, very little violence has been done to Liberian culture. The reason is two-fold: 1) multinationals have maintained tight enclaves and have generally refused to integrate their values, managerial and otherwise, with those of the Liberian society; and 2) Liberian government officials have done little to generate Liberian interest in the business field or to force multinationals to play a more participative role in the society. The result has been “growth without development,” in the sense that the country's growth rate has increased over the years, but the Liberian people remain very much underdeveloped. A change of policy could bring about continued growth with development and without cultural disintegration.     

Complementarity or competition: the development of human resources in a South-East Asian Growth Triangle: Indonesia,Malaysia and Singapore

Globalization has led to the emergence and strengthening of regional and subregional economic co-operation as a means of promoting economic growth. In East Asia, a new kind of sub-regional economic zone known as a 'Growth Triangle' is gaining increasing popularity. This article explains the concept of the Growth Triangle and traces its proliferation in East Asia. It examines the conditions for the success of Growth Triangles and the policies pursued by the various participating governments. It then argues that effective human resource development (HRD) policies are essential for the participating governments to enjoy the benefits of the Growth Triangles. Arguably, the HRD policies within the Growth Triangle should be complementary rather than competitive. But using the 'Indonesia-Malaysia-Singapore' Growth Triangle (IMS-GT) as an example, this research asserts that in reality co-operation and complementarity in the HRD arena will give way to competition as the Triangle develops.     

跨国公司企业文化策略的前瞻性

传统的企业文化观念和价值认为：优秀的企业文化对于企业发展起到核心竞争力的作用，而劣质的企业文化势必将企业推向万劫不复的境地。无论是日本的家族式的企业文化，还是中国的克隆式企业文化，甚至美国的英雄式企业文化，最致命的一点就是企业文化是继承性、灌制型、专制型和近视型，从而使企业文化自古到今、自上而下，失去了民主性、群众性和前瞻性。     

跨国公司在华本土化战略及启示

针对跨国公司大举进入中国的现状,探讨了跨国公司在华经营本土化产生的原因,分析了跨国公司在中国人才、R&D、市场等方面本土化的策略,以及跨国公司本土化对我国经济发展的积极和消极的影响,提出我国企业针对跨国公司的经营本土化策略应采取的相应对策和本土化战略对中国企业国际化的启示。     

Loan Loss Provisions by Banks in Hong Kong, Malaysia and Singapore

This paper studies loan loss disclosures by banks in Hong Kong, Malaysia, and Singapore for the period 1993 through 2000. We find that unexpected loan loss provisions are positively related to bank stock returns and future cash flows. This indicates that Asian bank managers increase loan loss provisions to signal favorable cash flow prospects, and bank investors bid bank stock prices up when unexpected provisions are positive. These results are consistent with those obtained by Wahlen (1994) for US banks. We also examine the impact of the Asian financial crisis of 1997 on the loan loss variables. The results indicate that the association between the unexpected loan loss provisions and bank stock returns and future cash flows was significantly lower in the crisis years, relative to the non‐crisis period. Evidently, discretionary loan loss provisions had no signaling value during the crisis. This suggests that macroeconomic uncertainty influenced the strategic behavior of Asian bank managers and investors.     

The Bridging Role of Expatriates and Inpatriates in Knowledge Transfer in Multinational Corporations

Drawing on the knowledge‐based view of the firm, this article provides the first empirical study that explicitly investigates the relationship between different categories of international assignees and knowledge transfer in multinational corporations (MNCs). Specifically, we examine (1) the extent to which expatriate presence in different functional areas is related to knowledge transfer from and to headquarters in these functions and (2) the extent to which different categories of international assignees (expatriates vs. inpatriates) contribute to knowledge transfer from and to headquarters. We base our investigation on a large‐scale survey, encompassing data from more than 800 subsidiaries of MNCs in 13 countries. By disaggregating the role of knowledge transfer across management functions, directions of knowledge transfer, and type of international assignees, we find that (1) expatriate presence generally increases function‐specific knowledge transfer from and, to a lesser extent, to headquarters; and that (2) the relevance of expatriates and former inpatriates varies for knowledge flows between headquarters and subsidiaries. Additionally, we discuss implications for research and practice, in particular regarding different management functions and different forms of international assignments, and provide suggestions for future research. © 2015 Wiley Periodicals, Inc.     

跨国公司子公司自治权之影响因素分析

随着经济全球化的发展,半个世纪以来,外国直接投资(Foreign DirectInvest-ment,简称FDI)在全球范围内迅速增长,主要表现为在发达国家之间、发达国家向发展中国家的流动.然而,近二十年来,发展中国家的跨国公司的FDI向发达国家的"逆向投资"不断增多,其全球输出存量份额增加了3倍多.因此,跨国公司对全球经济的影响越来越大.     

不同文化背景下的公司薪酬战略探讨

本文以霍夫斯泰德的四文化衡量维度,作为研究的依据。在分析不同文化模式下薪酬战略选择的基础上,选取中、日、美三国所代表的文化为研究样本,对这三种不同文化模式下的薪酬战略,进行了详细的对比分析。由此提出国内跨国公司要提高薪酬政策的有效性,就需要关注公司内部的多元文化和文化差异。     

Multinational Corporations,Nation-States and Ocean Resource Management: The Impact of the World's 200-mile Economic Zone on Multinational and National Development*

The extension of coastal State jurisdiction to 200-nautical miles—a ‘fact of international law’ about to receive juridical status—would lead to a unique situation in the ownership of ocean resources, viz. 15 coastal states would receive among them approximately 42 percent of the world's 200-mile economic zone area. At least 8 of these countries are less-developed coastal states (LDCS) which lack the key factors, capital, technology and managerial skill, necessary to tap these resources. As a result, the reliance of the LDCS on marine multinational corporations will markedly increase since a significant part of marine technology exists in the private sector. Concurrently, a dramatic rise in the control of coastal states over MNCs engaged in ocean resource development will occur. Thus, under the new regime of ocean resource management, the relationship between MNCs and Nation-States is likely to be one of constructive partnership in development, rather than one of conflict and discord.     

沪籍上市公司经营业绩及价值创造能力分析

上海历来被看做中国经济发展的前沿。而目前,不少投资者认为,中国的上市公司,业绩好的不能相信,业绩差的也有操纵赢利的嫌疑。为此,本文采用传统的业绩评价指标体系和国际通行的经济增加值评价体系分别进行探究。通过实证分析来得出真正的上市公司业绩趋势。     

集团公司财务管理:北京部分国企的实践与探索

最近,在我院参加“北京市国资委系统企事业单位负责人培训班”的集团公司领导,就集团公司财务管理问题,结合本企业的实践和工作中的体会,进行了集中交流与研讨。我们从中筛选和摘录一部分,以飨读者。     

Governance Mechanisms for the Promotion of Social Capital for Knowledge Transfer in Multinational Corporations

The aim of this paper is to extend social capital approaches to knowledge transfer by identifying governance mechanisms that managers can deploy to promote the development of social capital. In order to achieve this objective, insights from the micro‐level, knowledge governance approach are combined with theory on the determinants of social capital. Three governance mechanisms are identified: market‐based mechanisms, hierarchical mechanisms, and social mechanisms. The findings, based on data from two Danish MNCs, indicate that although the use of social governance mechanisms promotes positive assessment of social capital, hierarchical governance mechanisms constrain its development. The application of market‐based governance mechanisms has no significant effect. In addition, the findings provide evidence that social capital has a positive impact on knowledge transfer.     

沪籍上市公司经营业绩及价值创造能力分析

上海历来被看做中国经济发展的前沿.而目前,不少投资者认为,中国的上市公司,业绩好的不能相信,业绩差的也有操纵赢利的嫌疑.为此,本文采用传统的业绩评价指标体系和国际通行的经济增加值评价体系分别进行探究.通过实证分析来得出真正的上市公司业绩趋势.     

4C营销理论在跨国物流企业应用分析

4C营销理论在实践中的应用有助于企业赢得客户、获取和维系竞争优势。跨国物流企业进入中国后取得较大的成功,4C营销理论的运用在其中起到了不可或缺的作用。重点分析了4C营销理论在FedEx、UPS、DHL等跨国物流企业的具体应用,以期为我国物流企业提供借鉴和参考。     

The Spatial Distribution of Japanese Manufacturing Industries in Indonesia

This paper presents an analysis of regional changes in the spatial pattern of Japanese manufacturing industries and the effect of deregulation of foreign investment in Indonesia during 1984–1994. Empirical analysis in this paper uses data of 560 Japanese manufacturing industries in Indonesia. The result of this study indicates their continuous regional concentration in the core region of Java. The regression analysis indicates that market, agglomeration and infrastructure continue to be the main reasons for the location of Japanese manufacturing industries. The current economic crisis has substantially reduced the level of new investment in the core region of Java.     

Perspectives on Disability Disclosure: The Importance of Employer Practices and Workplace Climate

Disclosing a disability to a potential or current employer is a very personal decision, with potentially far-reaching consequences for both the employer and employee. Disability disclosure can assure that employees receive appropriate workplace accommodations, and can help employers respond more effectively to diversity and inclusion initiatives aimed at increasing the hiring and retention of individuals with disabilities. However, disclosure may also result in negative employment consequences for employees, such as lowered supervisor expectations, isolation from co-workers, and increased likelihood of termination. Given demographic trends related to disability in the labor force and recent initiatives to increase the employment of individuals with disabilities, it is increasingly important that employers create an environment that encourages disclosure and reduces the likelihood of negative consequences for employees and applicants who disclose their disabilities. This paper presents the findings of a survey of individuals with disabilities focused on identifying and better understanding the factors that influence the disclosure decision. Results highlight the barriers and facilitators that influence individuals’ decision to disclose and the important role that employers, managers, and workplace climate play in the decision. Implications for employer policy and practice are also discussed.     

Talk,trust and information flow: work relationships between Japanese expatriate and host national employees in Indonesia

This paper broadens the understanding of work relationships between expatriate and host national employees in transnational organisations/corporations, who have tended to be investigated separately. By exploring interpersonal interactions between expatriate and host national employees, this paper highlights the importance of their relationships in the implementation of organisational activities. With a focus on both Japanese expatriate and host national employees in a Japanese organisation in Indonesia, this ethnographic study examines the ways in which they worked in unfamiliar circumstances, managed differences and provided essential support for each other. Their transnational connections, characterised by what Granovetter calls ‘the strength of weak ties’, function to diffuse information and knowledge effectively. I argue the significance of ‘talk’, particularly small talk, as an initial action that supports such information flow and builds trust. This paper attempts to demonstrate the vital roles of expatriate and host national employees as mediators, by using network analysis as a framework. Finally, I conclude that both expatriate and host national employees, the latter often seen merely as backseat players, are in fact keys to the successful activities of transnational organisations/corporations.     

The Impact of the Asian Financial Crisis on Conservatism and Timeliness of Earnings: Evidence from Hong Kong,Malaysia, Singapore,and Thailand

This paper examines conservatism and timeliness of earnings in the period surrounding the 1997 Asian financial crisis in Hong Kong, Malaysia, Singapore, and Thailand. Prior research suggests that managers tended to be more aggressive in reporting good news and delayed recognition of bad news during the financial crisis (less conservative and less timely in financial reporting). After the crisis, these four countries implemented corporate governance measures to stabilize their financial systems and improve regulation and supervision (that should improve conservatism and timeliness). We examine and find that conservatism and timeliness of earnings during the crisis period are low, but improved in the post‐crisis period. More importantly, conservatism and timeliness in the post‐crisis period is even greater than in the pre‐crisis period. We measure conservatism using Basu's model and the accumulation of non‐operating accruals suggested by Givoly and Hayn. The findings from both measures are consistent with an increase in conservatism after the crisis period. Overall, the results indicate that corporate governance reforms in these four countries had a positive impact on conservatism and timeliness of earnings.