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1.
本文通过对中国吉利集团跨国并购瑞典沃尔沃汽车后整合过程的案例研究,揭示出中国企业在并购全球领先企业时的一种有效整合方式：并购双方应维持企业文化、运营模式、企业内部管理系统的独立性,以保护被并购全球领先企业的品牌价值,降低文化冲突,减少企业间调和成本;并积极地融合技术创新能力、促进全球规模化生产以及基础资源共享,追求整合的协同效应,增强核心竞争力。本文提出,并购交易完成后迅速、简洁、明确的战略定位及组织间交流机制的确立是中国企业跨国并购整合成功的关键影响因素之一。 相似文献
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跳板理论为双元领域的研究提供了国际化的视角与思路。基于跳板理论的核心内容,本文探讨跨国并购对双元创新的影响机制。跳板理论视角下,双元创新研究突破以往组织内部双元的局限性,拓展至内外双元与跨模式双元,进而推动跨越组织边界与国际边界的跨国并购这一跳板行为对探索式创新、利用式创新以及双元创新平衡的影响研究。基于双向知识转移的并购整合是跨国并购对双元创新影响过程的核心作用机理,且创新网络嵌入、技术距离以及制度距离在上述影响关系中发挥着重要的调节作用。在此基础上,本文提出该领域后续值得深入研究的问题,旨在推动跳板理论在双元创新领域的繁衍,丰富跨国并购领域的研究成果,同时为企业国际化战略决策与实施提供重要的理论参考。 相似文献
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以2009—2018年我国沪深两市进行跨国并购的上市公司为研究样本,利用多元回归模型对高管海外经历与跨国并购之间的关系进行实证检验。研究结果表明：高管海外经历有助于提升所在企业的跨国并购意愿,这一结论经过多种稳健性检验后仍然成立;海外经历高管所在企业的跨国并购行为并非是高管的自利行为,而是为提高企业业绩的利他行为,这一结论支持了烙印理论。研究结论既丰富和拓展了高层梯队理论的相关文献,又对企业通过跨国并购实现资源优化配置和践行“一带一路”倡议具有现实的指导意义。 相似文献
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Tesla电动汽车的成功源于其独特的商业模式,它以顾客价值创造和企业价值获取为中心,准确定位目标客户,通过轻资产运营、超常的资本运作等方式构建起电动汽车产业的系统性价值链,同时获得了产品市场和资本市场的认同。本文对Tesla电动汽车商业模式进行了剖析,并结合我国新能源汽车的发展状况,探讨了Tesla电动汽车商业模式对我国新能源汽车产业发展的启示,以期为我国新能源汽车产业发展提供切实可行的操作建议。 相似文献
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George S. Benson Cheryl K. McIntosh Maritza Salazar Hoda Vaziri 《Human Resource Management Journal》2020,30(3):392-421
This paper examines how national culture relates to the ways that individuals define career success. Data are drawn from interviews with 269 professional services employees in 15 countries. Interviews are content coded and linked with country‐level Global Leadership and Organizational Behavior Effectiveness measures of cultural values. We test our hypotheses using a multilevel multinomial logit model. The results demonstrate that the ways in which employees define career success vary across countries, due in part to differences in cultural values after controlling for gender, occupation, job level, and national economic development. We find that employees from countries high in future orientation, uncertainty avoidance, and performance orientation are more likely to define career success in terms of interpersonal outcomes, and those from countries high in collectivism (institutional and in‐group), humane orientation, and gender egalitarianism are more likely to prefer intrapersonal outcomes. We find that employees from countries that are high in assertiveness, uncertainty avoidance, and performance orientation are more likely to define career success in terms of achievement‐oriented outcomes. Finally, we find that employees from countries high in power distance report career success definitions in terms of safety and security outcomes. We discuss the implications of these findings for theories of cultural differences in careers across countries. 相似文献
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Tomoe Kono Karen Holcombe Ehrhart Mark G Ehrhart Tressa Schultze 《Asia Pacific Journal of Human Resources》2012,50(3):367-387
Research on implicit leadership theories (ILTs) has shown that cultural values play a role in individuals' images or prototypes regarding leaders' behavior and attributes. We examined individuals' ILTs in Japan and the United States with regard to potential cultural differences in the variability and mean levels of ILT dimensions. We collected data from 133 participants in the US and 164 participants in Japan and examined the standard deviations and means of 15 dimensions of ILTs. There was some support for our hypothesis that Japanese participants would have lower variability in their ILTs. With regard to mean levels of ILTs, US participants had higher mean scores than Japanese participants for 11 of the 12 ILT dimensions that showed significant mean differences. We interpret our findings in light of the two countries' levels of individualism/collectivism, uncertainty avoidance, and cultural tightness, and we provide research and practical implications regarding leadership in global companies. 相似文献
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运用组织学习矩阵,构筑了组织学习对企业价值创新的影响模式,指出单环学习是组织价值创新的重要基础,双环学习是实施组织价值创新的重要手段,混合学习通过促进学习来保证组织价值创新得以实现,最终揭示出单一的学习方式并不能保证企业获得持续竞争优势,只有采用与环境特性适配的战略学习组合才是企业基业常青之道。 相似文献
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An important debate in the field of cross‐cultural management research has been the universality of managerial values. One view is that exposure to a capitalistic system, technology and industrialization will shape a common set of managerial values, while another is that underlying values and beliefs, which are moulded by cultural‐social factors, will ensure the development of diverse expectations and work attitudes. In this paper are reported values indigenous to Chinese culture of 444 managers who were employed in Hong Kong, Malaysian and Singaporean organizations. The findings demonstrate that within a business ideology, which was influenced by political intervention, unique sets of managerial values were espoused. Implications for human resources management practices in the aftermath of the Asian financial meltdown are discussed. 相似文献
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Xiaobo Su 《International journal of urban and regional research》2013,37(4):1213-1232
Drawing on recent theoretical tenets regarding cross‐border regions, this article analyzes China's state spatial policies that aim to transform Yunnan from a peripheral frontier into an economic bridgehead. The purposes of the present study are threefold: to contextualize the formation of Yunnan as China's frontier; to examine why Yunnan has been strategically selected as a bridgehead to promote China's transnational economies; and to explore the central–provincial alliance as an innovative institutional arrangement and look at how this alliance can convert Yunnan into a space of exception or new state space of development. This study finds that in order to convert regional assets into real competitiveness, the Chinese state (national, provincial and local) emphasizes transnational cooperation, endeavors to maximize Yunnan's place‐specific locational advantages and promotes the differentiation of regional developmental trajectories across China's national territory. The article contributes to studies of institutional arrangements for cross‐border cooperation in a non‐Western context and sheds light on China's regional development policies in its hinterland. 相似文献
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赵息;褚洪辉;陈妍庆 《经济体制改革》2017,(4):109-116
\"一带一路\"和\"亚投行\"为新常态下中国企业跨国并购提供了新机遇。本文基于上层梯队理论视角,检验了不同产权性质下管理层团队特征、会计稳健性与跨国并购价值创造效应的关系。研究发现:会计稳健性与跨国并购价值创造效应正相关;管理层平均年龄、任职期限和学历水平,正向调节会计稳健性与跨国并购价值创造效应的关系,平均年龄、任职期限的调节作用在国有企业中体现得更为明显,学历水平的调节作用则在民营企业中更为显著。 相似文献
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Ibrahim Yitmen 《Project Management Journal》2013,44(4):5-25
Cultural intelligence (CQ) on the organizational level is an organization's capacity to reconfigure its capability to function and manage effectively in culturally diverse environments and to gain and sustain its competitive advantages. This study aims to present a model, examining how organizational CQ through competitiveness framework might potentially affect the strategic alliancing ability of contracting firms operating abroad. The research involves a questionnaire survey conducted with the contracting firms. The research findings support the contracting firms leveraging their cultural intelligence as their main cross‐cultural competence for establishing and increasing the performance of international strategic alliances. 相似文献
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Alberto Dell'Acqua Leonardo Etro Michele Piva Emanuele Teti 《Journal of International Financial Management & Accounting》2018,29(1):83-100
Previous research investigating cross‐border M&As (CBM&As) by emerging economies (EEs) provided contrasting evidence on the value enhancement role of investor protection rules. We conduct a new empirical study to address the issue with an accurate sample selection of bidders from more homogeneous developing countries and transactions on developed countries only. Our analysis over the 1997–2012 period on a sample of M&A deals by companies from Brazil, Russia, India, China, and South Africa (BRICS) does not provide evidence that better institutional standards in the destination country are rewarded by the local stock market. We find that foreign governance quality is not associated with positive excess stock returns around the announcement date. Rather, these returns are affected by firm‐specific and deal‐specific factors, such as the relative deal size, the listed status of the target company, and the acquirer size. Comparison with other studies on excess returns for emerging markets (including BRICs) suggests that the results could be driven at least partially by country choice. 相似文献
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跨区域并购是我国文化企业做大做强的一个恰当的战略选择。文化企业具有意识形态性,边际成本递减、边际效用递增性,公众参与性和高衍生性四个特定属性。我国文化企业在跨区域并购时要考虑并购规划的周密性和目标企业信息完全性;要熟悉相关法规政策,促进人才整合,讲究并购绩效评价的综合性和长期性。 相似文献
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Global virtual teams are faced with the challenge of developing trust in a technology‐mediated context to overcome anxiety and uncertainty in their interactions. Research shows that adjustment is a function of an individual's ability to manage his or her anxiety and uncertainty in an unknown context (Gudykunst, 1995). We propose that the type of cross‐cultural training (CCT) received can influence cognitive adjustment in global virtual teams. Building on phenomenology and sense‐making theory, we argue that training needs to develop global virtual team members' capabilities in dealing with the unknown rather than providing ready‐made concepts of cultures. Managerial implications of our theoretical discussion of cognitive adjustment and how CCT influences it are discussed, as are directions for future research. © 2009 Wiley Periodicals, Inc. 相似文献
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The importance of knowledge as the fundamental resource from the strategic viewpoint is widely recognized. Acquisitions are a means of complementing and renewing the knowledge base of the firm. In this study we analyse different variables of the implementation process (autonomy, retention, interaction, cultural similarity) in three acquisitions. We observe that the degree of autonomy granted to the acquired firm is influenced by the nature of the knowledge to be transferred, whereas retention and the means of interaction are not. The results with regard to cultural similarity are not conclusive. 相似文献
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管理者作为企业的最高决策层,是制定企业发展战略、实施投融资决策、进行企业日常经营活动以及执行企业日常经营管理的主体,其在决策过程中的过度自信心理对企业的发展至关重要.而跨行业并购交易作为公司市值管理的重要手段之一,研究管理者的过度自信与企业跨行业并购对公司价值最大化的影响十分重要. 相似文献
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论我国企业并购风险的防范 总被引：3，自引：0，他引：3
目前我国的并购市场不成熟,并购的法律体系也不尽完善,在企业并购的实践中往往因此产生诸多风险,企业需要通过审慎调查、法律调研、合理安排并购协议、合理的财务安排等方式对并购中可能产生的风险进行防范,以实现并购的成功。 相似文献
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Cynthia Saldanha Halliday Samantha C. Paustian‐Underdahl Zoa Ordóñez Steven G. Rogelberg Haiyan Zhang 《人力资源管理》2018,57(2):601-615
Relying on Conservation of Resources theory and a sample of 23,439 workers in 26 countries, we develop and test a multilevel moderated mediation of the effects of perceived job autonomy on work–life balance, engagement, and turnover intentions, depending on employee gender and country‐level gender egalitarianism (GE), and indirectly through stress. We find that perceived job autonomy relates to these outcomes indirectly through stress such that these effects are stronger for women in lower GE countries compared with women in higher GE countries and are not significant for men. Practical implications for engaging and retaining global female talent are discussed. 相似文献