股权激励下高管自利机会主义行为研究——基于压低股权激励获取成本视角

本文基于压低股权激励获取成本视角,研究我国《上市公司股权激励管理办法》（试行）实施后上市公司股权激励下高管自利机会主义行为.以股权激励草案披露为研究对象,对高管在披露股权激励草案前后信息操纵进行实证研究.结果表明不同行业高管信息操纵程度不同,存在行业间对同一事件的不同市场反应.     

浅谈股权激励研究

企业管理一直是学术界研究的焦点问题,而企业管理中有关股权激励的讨论一直不绝于耳。股权激励作为实现浮动薪酬的主要方式之一,通过这种与企业股票增值挂钩的激励方式,进而使企业主要经营者或全体员工共同分享企业增值的好处。而作为一种长期激励机制,股权激励是否发挥了应有效用是理论界和实务界长期关注和争论的热点。为了检验股权激励机制的效用,国内外学者对股权激励与企业绩效的相关性问题进行了大量的研究,结论并不统一。国外多数研究肯定了管理层股权激励与企业绩效相关,而国内以往实证研究中,股权激励与企业绩效不相关的结论居多。另外,中国与西方国家的研究结论差异较大,主要原因在于资本市场的环境不同。本文通过对参考文献及相关资料的分析归纳,对股权激励的多个方面进行了近一步的阐述与总结,并对今后我国企业股权激励的改革和发展提出自己的一些见解与建议。     

中小上市公司股权激励与技术创新投入的关联性——基于不同终极产权性质的实证研究

以股权激励的利益趋同效应假说与壕沟效应假说为基础,利用中国中小上市公司2007—2010年的平衡面板数据,对经营者股权激励与技术创新投入的非线性关系进行实证检验,并基于终极控制人的不同性质,将上市公司分为国有控股与非国有控股两组分别进行检验,研究发现:中小上市公司的经营者股权激励与技术创新投入之间存在倒U型曲线关系;终极产权性质对这种关联性具有显著影响,即在国有控股公司中,股权激励与技术创新投入之间存在正相关关系,而在非国有控股公司中,股权激励与技术创新投入之间则存在倒U型曲线关系。     

高管薪酬内部债务对公司财务决策的影响研究

国外学者已在一定程度上从理论和实证两个方面证实了内部债务激励的有效性,认为内部债务同股权激励一样可以成为有效的高管薪酬激励方式,通过影响企业投资决策及财务决策实现企业活动层面的企业价值最大化。我国应借鉴其经验,在高管薪酬中加大内部债务比例,完善高管相对业绩评价制度,加强对高管薪酬的披露。     

企业实施股权激励对企业的影响研究

股权激励是一种重要的人力资源管理手段,可以使企业与员工利益趋于一致,有利于公司战略发展,然而我国上市公司在实施股权激励方面还存在一些问题。文章通过分析研究中国上市公司职工持股比例和在职人员平均薪酬以及披露样本信息,结合所得到的数据进行实证结果讨论表明实施股权激励能提高我国资本市场运作效率、促进公司治理结构完善及资源配置的优化等,同时基于企业实施股权激励对企业的影响并提出相应建议,比如完善相关法律法规制度建设、规范信息披露行为、加大违规处罚力度等措施,为今后进一步完善企业相关制度提供合理性理论基础。     

基于超产权论的股权激励效应理论与实证

本文目的在于研究股权激励、市场竞争与公司绩效之间的关系,基于Hotelling成本差异化模型进行理论推导,结合超产权理论运用两阶段最小二乘法对公司股权激励效应进行实证研究。结果表明,股权激励与公司绩效存在倒U型曲线关系,且市场竞争程度对股权激励与公司绩效之间的关系起调节作用,即竞争环境越激烈时,股权激励比例越高,越有利于提升公司经营绩效。     

“增量”股权激励对研发投入的影响研究--来自创业板民营上市公司的经验数据

本文通过对股权激励的重新界定,以2010~2012年董事会报告中披露研发强度的创业板民营上市公司为样本,构建多元回归模型,研究了“增量”意义上的股权激励与研发投入的影响。实证结果表明：股权激励与研发投入呈正相关关系;此外,通过对样本数据进行分组研究发现,在财务杠杆较低、规模较小、盈利性较低的企业,这种正相关的关系更显著。     

“增量”股权激励对研发投入的影响研究——来自创业板民营上市公司的经验数据

本文通过对股权激励的重新界定,以2010~2012年董事会报告中披露研发强度的创业板民营上市公司为样本,构建多元回归模型,研究了"增量"意义上的股权激励与研发投入的影响。实证结果表明:股权激励与研发投入呈正相关关系;此外,通过对样本数据进行分组研究发现,在财务杠杆较低、规模较小、盈利性较低的企业,这种正相关的关系更显著。     

上市公司股权激励影响公司价值的实证分析

建立健全经营者股权激励机制是深化国有企业改革和增强企业活力的重要途径之一,经营者持股、国家股股东(国有资本注资持股)和流通股股东(中小股东持股)具有不同的股权激励效果。其中经营者持股具有最强的激励功能,有利于改善公司绩效和提升公司价值;委托代理关系下的国有资本容易出现投资者主体缺乏保护机制的问题,进而扩大委托代理关系的距离以及信息的不对称程度,引发企业效率低下;在流通股股东的激励环境下,股权流动性分裂从根本上损害了上市公司股东之间利益的一致性,可能导致经营者持股和国家股的激励减弱。在总结前人研究成果的基础上,选择制造业机械、设备、仪表次类上市公司为研究样本,从实证的角度对上述问题进行了探索。     

股权激励实证研究的文献综述

产生于20世纪50年代的股权激励理论一经提出,便引起了学者们的广泛关注,并进行了大量的实证研究。本文系统地梳理了国内外关于股权激励的实证分研究,并进行了简要的评述。     

Equity-based entry modes of the Greater Chinese Economic Area's foreign direct investments in Vietnam

In January 2007, Vietnam became the 150th member of the World Trade Organization (WTO). Vietnam is located in the heart of Asia and has a resource-rich economy, which offers it a significant advantage in attracting foreign direct investments (FDIs). The research focuses on equity-based entry mode choices adopted by multinational corporations (MNCs) in the Greater Chinese Economic Area (GCEA) for entering Vietnam. The statistical results indicate that equity-based entry modes are significant when FDI firms entering Vietnam originate from the GCEA, which includes Mainland China, Hong Kong, Taiwan, and Singapore. However, the interaction results show that industry does not have a moderating effect on the relationship between location and entry mode, whereas it is not found that industrial cluster is specific to any one location. The generalized model has implications for the theoretical and managerial perspectives of both the host and the home countries.     

Foreign investment impact and incentive: a strategic approach to the relationship between the objectives of foreign investment policy and their promotion

This paper offers hypotheses and tests empirically the relationship between the objectives of foreign direct investment (FDI) policy and it results (i.e. the various types of impact of FDI and investment incentives) within a strategic fit concept. In the process, this paper demonstrates a strong correlation between specific objectives and particular incentives. Specifically, it points to a strong correlation between, on the one hand, the advancement of industrial structure and fiscal incentives and on the other, between regional expansion/development and financial incentives. The results point out how a host government should establish a coherent investment incentive system matching specific objectives of FDI policy.     

中国国企高管人员的薪酬与激励:总结与思考

从制度成本的角度出发,关注中国国企高管人员薪酬制度的效率问题,并认为好的薪酬制度有助于实现国有企业剩余索取权的顺利复归。在这个基础上,着重探讨高管人员薪酬决定因素、过度投资与在职消费、年薪制及股权激励等重要题域,并对新的激励制度保持审慎乐观的态度。     

International mergers: Incentives and welfare

Information asymmetry creates incentives for firms from different countries to merge. To demonstrate this point, we develop a model of international oligopolistic competition under demand uncertainty and asymmetric information. We show that when domestic firms but not foreign firms are completely informed of local market demands, information sharing enhances the profitability of a merger between a domestic firm and a foreign firm. We also examine how such a merger affects the non-merging firms' profits, consumer surplus and social welfare.     

人力资本与经济发展理论研究综述

国内外理论界的诸多学者为人力资本理论的发展做出了卓越的贡献。本文主要对国内外人力资本理论的起源和发展进程进行较为系统的梳理和研究,旨在探求人力资本与经济发展的内在关系。     

Managerial Compensation and Firm Value in the Presence of Socially Responsible Investors

Shareholders with standard monetary preferences will give a manager incentives to increase firm profits, which can be achieved with equity grants. When shareholders are socially responsible, in the sense that they also value corporate social performance, it is not clear which incentives the manager should receive. Yet, in a standard principal–agent model, we show that the optimal contract is surprisingly simple: it consists in giving equity holdings to the manager. This is notably because the stock price will incorporate expected profits as well as the social performance of the firm, to the extent that it is valued by shareholders. Consequently, equity holdings give the manager incentives to jointly maximize the profits and the social performance of the firm according to shareholders’ preferences. To facilitate alignment of interests, more socially responsible firms will optimally hire more socially responsible managers. We conclude that neither the shareholder primacy model nor equity-based managerial compensation is necessarily inconsistent with the attainment of social objectives.     

Guanxi与创业企业成长:国外研究述评

随着中国在世界经济舞台上扮演日益重要的角色,国外学术界为了便利自己国家的实业界了解并应对中国社会中的"guanxi",越来越多的国外学者从guanxi视角去研究中国的经济管理领域中的问题,而guanxi对创业企业成长的影响是其中的一个热点。针对该热点,本文从guanxi的分类和度量,guanxi与创业机会的识别和把握,guanxi与创业企业资源的获取,guanxi与创业企业绩效方面对国外学术界的研究现状进行回顾,并在评价它们的基础上指出该研究热点未来进一步可能的研究方向。     

How does the geographic export diversification–performance relationship vary at different levels of export intensity?

We argue that the relationship between geographic export diversification and firm performance follows an S-curve relationship if export intensity is low and an inverted U-shape if export intensity is high. The S-shape curve occurs because firms have weaker incentives to deploy the resources needed for succeeding in foreign markets if they generate relatively low revenues in export markets compared to their domestic market. Firms highly committed to export markets, in contrast, face stronger incentives to accelerate their learning curve, which results in an inverted U-shape relationship. We examine our hypotheses using a panel of longitudinal archival data with over 2000 firm-year observations, which cover all of the possible export destination countries served by large Brazil-based exporters from 2001 to 2010. Our results imply that the degree of export intensity changes the cost-benefit relationship of geographic export diversification.     

Wage bargaining and multinational firms

We set up a general equilibrium model with heterogeneous firms to study the interaction between wage bargaining and foreign direct investment. Thereby, we highlight the incentives of firms to invest abroad in order to improve their bargaining position vis-á-vis local unions and we show how changes in the bargaining power of unions affect the share of multinational firms in an open economy. In addition, taking into account this relationship between wage bargaining and foreign direct investment, our analysis provides novel insights on how labor income and the unemployment rate adjust to economic integration and how changes in the bargaining power of unions affect these two labor market variables.     

Equity-based entry modes of emerging country multinationals: Lessons from Turkey

Based on a sample of 522 foreign affiliates of Turkish multinational enterprises (MNEs) with varying levels of Turkish equity ownership, this study provides an empirical analysis of the determinants of equity-based entry mode strategies in host country markets. A number of hypotheses are developed to examine the impact of institutional, transaction specific and firm level variables on Turkish MNEs’ choice of equity ownership mode in their foreign affiliates. The results reveal that institutional variables are important in explaining the equity composition of foreign affiliates of Turkish MNEs. Particularly important in determining equity ownership mode were found to be political constraints, linguistic distance, knowledge infrastructure and the extent of parent diversity. Results concerning the influences of the size of the affiliate are contrary to expectations and contradict the findings of previous research. No support was found for the impact of cultural distance on the equity ownership mode of Turkish MNEs in their foreign affiliates. Apart from political constraints, equity ownership choice and its underlying determinants do not vary between emerging and developed host country markets.