智力资本对企业价值的杠杆作用研究

在现代资本市场中公司的市场价值,不仅取决其对外披露的财务价值,而且取决于公司对外披露的智力资本信息以及资本市场对这些披露信息的认可程度。本文研究发现,在我国新兴资本市场中,智力资本与企业价值存在正相关关系,但上市公司对外披露的智力资本信息有限,资本市场对企业智力资本的认可程度较低;研究进一步验证智力资本乘数与企业智力资本价值和企业价值均存在正相关关系,信息技术业的智力资本乘数和其他所选行业有显著差别,但大多数公司的智力资本乘数却没有发挥其价值创造杠杆的作用。     

智力资本对企业价值的杠杆作用研究

在现代资本市场中公司的市场价值，不仅取决其对外披露的财务价值，而且取决于公司对外披露的智力资本信息以及资本市场对这些披露信息的认可程度。本文研究发现，在我国新兴资本市场中，智力资本与企业价值存在正相关关系，但上市公司对外披露的智力资本信息有限，资本市场对企业智力资本的认可程度较低；研究进一步验证智力资本乘数与企业智力资本价值和企业价值均存在正相关关系，信息技术业的智力资本乘数和其他所选行业有显著差别，但大多数公司的智力资本乘数却没有发挥其价值创造杠杆的作用。     

智力资本对企业绩效影响研究

智力资本作为新的生产要素和战略资源对企业实现价值最大化、战胜竞争对手具有较大影响。本文运用智力资本增值系数法,选取我国深市A股上市公司作为研究样本,建立模型进行了实证分析。结果显示,财务资本对公司绩效具有显著的正面促进作用;智力资本整体及作为其构成要素的人力资本也能显著促进企业绩效的提升,而作为智力资本构成要素的结构资本对公司绩效并未表明显著的正面提升作用。目前在A股上市公司中财务资本仍然发挥着最重要的作用。     

企业智力资本价值创造行为研究——兼论智力资本与企业价值的相关性

从智力资本投资和资本累计的视角,对智力资本及其各要素的价值创造行为进行分析,构建企业智力资本价值创造的会计度量模式,并对智力资本与企业价值的相关性进行实证检验,结果显示：智力资本是企业价值创造中的核心要素;企业智力资本的形成是企业长期投资不断累积的结果;以现金流量作为企业价值度量指标可以很好地解释智力资本的价值创造性,在企业价值创造过程中智力资本各要素的作用各不相同。     

智力资本对上市物流企业绩效影响的实证研究

根据国务院提出降低物流成本的要求以及上市物流企业作为服务业的特点,基于VAIC分析智力资本对企业的财务增值贡献以及通过DEA模型分析智力资本投入对企业绩效的带动效率,实证研究智力资本对上市物流企业绩效的影响。研究证明,虽然智力资本对企业财务增值贡献率很大,但是其对企业绩效的带动效率并不理想,存在投入冗余与产出不足现象,且智力资本的投入也没有实现企业绩效规模收益递增。因此提出上市物流企业应该合理控制智力资本总成本、各单项成本以及优化智力资本投入结构,以有效利用组织资源,提升企业绩效。     

基于智力资本观的企业财务创新

作为对传统资本观念的创新,智力资本观扩展了资本范围,确立了智力在企业中的资本地位。本文分析了智力资本的内涵和外延,从智力资本观角度,阐述了智力资本对企业财务管理的影响,围绕企业财务创新展开研究,认为应该在财务目标、财务活动、财务分析和财务信息披露等方面进行创新。     

人力资本、财务资本与资本结构——基于高新技术上市公司的经验数据

以人力资本特殊性质为切入点,对高新技术企业中人力资本、财务资本及资本结构的关系进行实证分析,研究结果表明：财务资本对人力资本的担保作用大于替代作用,人力资本的投入程度随着财务资本的增加而上升;企业负债水平的变化会影响人力资本的投入程度,企业的负债水平越高,人力资本的投入程度越低。因此,保持合适的财务资本水平可以促进人力资本的高效率投入,而协调好人力资本与资本结构关系可以提高成本效率,甚至缓解代理问题。     

智力资本对企业绩效影响的实证研究——以我国汽车制造业上市公司为例

文章以我国汽车制造业95家上市公司2008—2011年年报数据为样本,借鉴智力资本增值系数模型,利用多元线性回归法研究了智力资本及其构成要素对企业绩效的影响。实证结果显示物质资本、人力资本、结构资本对企业绩效都有积极的促进作用,建议汽车制造企业重视智力资本对企业绩效的价值贡献,充分发挥智力资本的价值增值作用。     

高新技术企业知识型员工智力资本指标体系构建研究——基于模糊层次分析法

以高新技术企业知识型员工所创造的智力资本为研究对象,制定智力资本评估标准和衡量指标体系,应用模糊分层分析法测定模糊综合程度值和凸模糊集的程度比较来构建智力资本指标体系,为企业对其知识型员工的智力资本的确认提供了一套可行有效的方法和模型。     

上市公司多元资本结构与企业绩效实证研究

本文将智力资本纳入到资本结构中，采用上市公司的相关数据，对多元资本结构与企业绩效之间的关系进行了实证分析。结果表明：多元资本结构与企业绩效具有显著的正相关关系，其中，股东盈利能力与企业规模、财务杆杠、企业成长能力、智力资本乘数均具有非常显著的正相关关系，而企业获利能力与除财务杠杆外的其它变量也都存在显著的正相关。     

Firm Productivity Moderated Link Between Human Capital and Compensation: The Significance of Task‐Specific Human Capital

The human capital of a firm as manifested by employee knowledge and experience represents a key resource of a firm's capabilities. Prior empirical studies have found that firms composed of high levels of human capital experience superior firm performance. Human capital theory proposes that an individual's general or firm‐specific human capital is positively related to compensation. However, empirical studies examining firm‐specific human capital's association with higher employee compensation have been inconclusive. The current study proposes that firm‐specific human capital be categorized as task‐specific and non‐task‐specific. Employees accumulate task‐specific human capital through duties conducted in their current position. Non‐task‐specific human capital represents experiences gained in prior positions to an employee's current job within the firm. Utilizing human capital data from 38,390 employees representing 76 firms in the IT sector, this study examines the association between forms of human capital and employee compensation at different levels of firm productivity. Results show that task‐specific human capital is associated with higher employee compensation. In addition, firm productivity moderates this association.     

The remuneration of CEOs and corporate financial performance in Norway

Economics and management literatures advocate that senior company executives should be remunerated on the basis of the financial performance of the firms they manage. This helps align the interests of management with those of stockholders. There are, however, problems in implementing pay for performance schemes and these, along with other factors, may lead to there being no empirical relationship between compensation and stockholder returns. This study set out to explore the determinants of chief executive compensation in Norwegian stock exchange listed firms. To date there have been very few studies on this topic using data from Norway; most previous research has employed American data. The results show a positive relationship between CEO pay and corporate size but there was no significant association between remuneration and corporate financial performance as measured by accounting profitability and as measured by stock returns. Estimates of the value added by companies were significantly related to chief executive pay. There was also a positive and significant relationship between a CEO's compensation and the average wage level of the company. This association may be due to the unique characteristics of Norway's social and economic structure.     

Knowledge capital,CEO power,and firm value: Evidence from the IT industry

Disruptive innovation dramatically changes the demand of a product market in the information technology (IT) industry. In response to the impact of disruptive innovation, IT firms that may be eliminated from the competitive race actively develop innovative products and adjust their operating strategies to strengthen their survivability in the fiercely competitive market. Thus, this study explores the factors that affect firm value in the IT industry under the impact of disruptive innovation. The empirical results reveal that knowledge capital and CEO power play crucial roles in explaining firm value. IT firms with powerful CEOs and increased knowledge capital have high firm values. The effects of knowledge capital and CEO power on firm value are especially significant for founder and duality CEO firms. Furthermore, the influence of CEO power is more prominent in periods of financial crisis.     

Strategic HR system differentiation between jobs: The effects on firm performance and employee outcomes

The purpose of this research was to understand whether firms apply different human resource management systems to different occupations within the same organization (HR differentiation) and how the extent to which they do so may influence firm and employee outcomes. We conducted two studies pertaining to these questions. The first study was based on data collected from managers, and the results suggest that firms differentiate their HR investments based on the strategic value of occupations to the firm, which was further associated with the human capital of those occupations. Differentiation in human capital was also associated with firm performance. The second study was based on data obtained from nonmanagement employees. The findings indicated that employees who were recipients of less HR system investment had lower fairness perceptions, which were further associated with higher turnover intentions and lower organizational citizenship behavior. Although the evidence from these studies suggests that firms may realize benefits from strategic HR system differentiation, managers should carefully consider how to balance the effects of differentiation on firm performance and employee well‐being before implementing such systems.     

管理者过度自信、企业价值与企业财务困境的关系——基于东星集团的案例研究

实证研究表明,管理者过度自信与企业财务困境之间存在一定的关系,但现有文献并未清晰地回答管理者过度自信对企业财务困境形成的影响机理。本文通过理论分析和案例研究建立了管理者过度自信与企业价值之间相互影响、递进上升,最后导致企业陷入财务困境的分析模型。文章提出了用OC系数来衡量管理者过度自信,是对管理者过度自信研究方法的一个贡献;建立了管理者过度自信、企业价值与企业财务困境之间的关系模型,能够比较清晰地解释管理者过度自信对企业财务困境形成的影响机理,丰富了管理者过度自信和企业财务困境的理论研究成果。     

浅析建筑施工企业员工忠诚度的培养与管理

面对竞争日益激烈的建筑施工企业,员工忠诚起到至关重要的程度。能否从影响员工忠诚度影响因素着手分析培养与管理员工忠诚度是维持企业可持续发展的重要因素。本文从企业员工忠诚度的价值分析着手,阐述了影响忠诚度两大因素,给予培养与管理忠诚度的对策,促进企业与员工共同成长发展。     

Shareholder value implications of service failures in triads: The case of customer information security breaches

The rise in front-end service outsourcing in recent years, despite its advantages, has also exposed buyer firms to unique challenges. One of the most salient risks for buyer firms in service triads is service failure due to the service provider. Indeed such service failures may be more costly for firms due to the greater relational and operational costs that may arise from the presence of the third-party provider. Yet, neither the services literature nor extant operations literature on service triads has paid much attention to the financial consequences to the buyer firm – i.e., service risks – of such service failures in triads. To fill this gap, we investigate the financial penalty of service failures due to the service provider using the event study methodology and a sample of 146 customer information security breaches as our empirical context. Analysis of the abnormal returns reveals that service failures due to the front-end service provider lead to greater shareholder losses than such failures due to the buyer firm. This provides important new insight into the financial risks arising from outsourcing front-end services. Further, we investigate the ability of the buyer firm's employee and financial resources to temper these shareholder losses. We find that buyer firm employee productivity can moderate the greater financial penalty associated with such triadic service failures but that buyer firm leverage tends to not have such a mitigating effect. This provides new guidance for theory and practice regarding how buyer firms can position themselves to buffer the financial risks arising from service failures due to front-end service providers.     

The Relationship between Slack Resources and the Performance of Entrepreneurial Firms: The Role of Venture Capital and Angel Investors

In this study, we seek to further delineate factors that condition the relationship between slack resources and firm performance. To do so, we develop and test a model that establishes the role of venture capital (VC) and angel investors as powerful external stakeholders who positively moderate the slack–performance relationship. In addition, we provide more insight into this relationship by examining differences between these two types of private investors and by examining the role of their ownership stakes. We test our hypotheses using a sample of 1215 private firms, including VC‐backed firms, angel‐backed firms, and similar firms without such investors. We find that the presence of VC investors positively moderates the relationship between both financial and human slack resources and firm performance, while angel investors only positively moderate the effect of human resource slack. Further, VC investors are only marginally better at helping entrepreneurs to extract value from human resource slack than angel investors and they are no better when it comes to financial slack. Finally, we find that the impact of financial and human resource slack on firm performance is more positive in VC‐backed firms when investors hold high ownership stakes, an effect which is significantly stronger than when angel investors hold high ownership stakes.     

Linking intrapreneurship activities to multidimensional firm performance in Turkish manufacturing firms: an empirical study

This study investigates the relationships among the external environment, intrapreneurship and performance of Turkish manufacturing firms. As a multidimensional construct, intrapreneurship is examined in terms of innovativeness, new business venturing, self-renewal, risk taking, and proactiveness. The environmental munificence and hostility are examined as the external determinants of intrapreneurship activities. Firm performance is considered as a multifaceted structure that covers financial and non-financial measures. Based on the data from 331 Turkish manufacturing firms, empirical results showed that environmental factors have statistically significant impact on the intrapreneurship activities of these firms. Profitability is negatively and significantly associated with self-renewal, while it is positively and significantly related with dimensions of innovation and risk taking. Growth is found to be significantly and positively correlated with only new business venturing. Finally, innovation is the only dimension that is positively and significantly associated with both customer and employee satisfaction, which are the main non-financial firm performance measures.