中小板公司股权集中度、研发投入与公司绩效

文章采用理论分析和实证研究相结合的方法,以2010—2018年中小上市公司面板数据为样本,使用企业年报公布的R&D投入等数据,将总资产收益率作为被解释变量、股权集中度作为解释变量、R&D投入作为中介变量,提出假设,建立回归模型并使用统计方法进行验证,旨在为中小板上市公司优化股权结构、合理安排研发投入,进而提升企业绩效提供一定的思路。实证结果发现:股权集中度和研发投入均与公司绩效之间存在正相关关系;股权集中度与研发投入之间存在正相关关系;研发投入对股权集中度与公司绩效之间的关系具有中介作用。研究弥补了现有文献没有或较少将R&D投入作为中小板上市公司绩效中介变量的欠缺。     

集群网络结构、资源获取能力与企业技术创新绩效——以旅游产业为例的实证研究

本文构建了集群网络结构、资源获取能力和企业技术创新绩效三者间关系的假设模型,并以178家旅游企业为样本对该模型进行了实证研究。研究结果表明:关系强度、关系质量、网络规模、网络开放度和资源获取能力与企业技术创新绩效间均存在显著正向回归效应;关系强度和关系质量对企业技术创新绩效的影响部分通过资源获取能力中介完成,网络规模对企业技术创新绩效影响没有通过资源获取能力中介完成,网络开放度对企业技术创新绩效的影响通过资源获取能力中介来完成。     

真实型领导对财会人员工作投入的影响探微北大核心

本文基于真实型领导、核心自我评价和组织合法性理论,探讨了真实型领导对财会人员工作投入的影响机制。共搜集184份财会人员的数据,运用多元层次回归分析对研究假设进行验证,结果表明:真实型领导正向影响财会人员工作投入;财会人员的核心自我评价在真实型领导和工作投入度之间起中介作用;对于组织合法性的知觉程度调节了核心自我评价与工作投入的关系。     

CEO更替、经理自主权和研发投入研究

文章以2009—2015年我国沪深两市A股上市装备制造业公司为研究对象,分析了CEO更替、经理自主权和研发投入在不同产权性质下的关系。将国内实际情况与国内外研究成果相结合,提出相关假设,并依据假设构建回归模型,最后用实证分析法得出以下结论:经理自主权与研发投入显著正相关;相较于民营企业,国企中经理自主权与研发投入之间的正相关更为显著;CEO更替对经理自主权和研发投入之间的关系有调节作用,且在不同产权性质企业中的调节效果不一:国有企业中CEO更替对经理自主权和研发投入关系具有正向调节作用,非国有企业中CEO更替对经理自主权和研发投入关系具有负向调节作用,且影响程度不同。     

战略性新兴产业空间结构对城市碳排放强度的影响——基于兰西城市群企业大数据的考察

以兰西城市群各县(区)战略性新兴企业位置大数据为样本,构建了产业空间密度的变异系数项,分别从“规模”和“形态”两个维度综合衡量战略性新兴产业的空间结构。利用面板回归模型、门槛回归模型和空间杜宾模型考察了战略性新兴产业空间结构与碳排放强度之间的线性、非线性以及空间交互影响。研究发现：蔓延型的战略性新兴产业空间结构对碳排放强度具有显著的负向影响。以城市规模为门槛变量,战略性新兴产业蔓延型发展对碳排放强度的影响存在单一门槛,当城市规模跨越门槛值后,战略性新兴产业蔓延型发展对碳排放强度的负向影响和显著水平逐步加强。直接效应、间接效应和总效应综合反映出本地战略性新兴产业蔓延型发展对本地碳排放强度降低具有显著的负向效应,邻近城市产业空间结构的蔓延型演进也会降低本地区的碳排放强度。     

高管专业技术背景与企业研发投入相关性研究

本文使用2009~2011年创业板企业数据,实证分析企业高管人员的专业技术背景与企业绩效之间的关系,研究企业研发投入、高管专业技术背景和企业绩效三者之间的联系。实证结果显示,在高新技术企业,高管的专业背景对研发投入有明显的促进效应;而研发投入对企业发展的影响由于高管的专业背景受到了一定的抑制。本文基于企业高管的背景特征,采用交互项回归方法研究高管技术背景对研发投入与企业绩效关系的影响,发现了高管专业技术背景对企业行为影响的差异。     

高新技术企业R&D投入强度与企业业绩——基于会计和市场业绩对比的激励契约设计

以2009~2012年中国创业板高新技术上市公司的面板数据作为样本,使用会计和市场业绩计量指标,研究了高新技术企业业绩与RD投入之间的关系。结果表明高新技术企业业绩与其RD投入强度之间存在倒U型关系,随着RD投入强度的增加,公司业绩先逐渐上升而后逐步下降。进一步的研究还发现:(1)实现最高市场业绩时的RD投入强度要高于会计业绩最高时的RD投入强度;(2)与业绩下降时相比,上升阶段业绩对RD投入强度的敏感性更高;(3)市场业绩对RD投入强度的敏感性高于会计业绩对RD投入强度的敏感性。因此,企业需根据其要实现的会计或市场业绩权衡RD投入强度。基于市场业绩的激励政策更有利于企业加大RD投入,提高研发投资活动效率。     

异质机构投资者(持股)的治理效应研究——基于公司研发投入视角

随着机构投资者持股份额不断增大,其参与公司治理能力和动力不断增强,更加积极参与企业长期研发投入活动。基于此,文章研究异质机构投资者持股与研发投入之间的关系。研究结果显示:机构投资者整体持股与上市公司企业研发投入活动存在显著的正相关关系,压力抵抗型机构投资者能显著促进企业研发投入,压力敏感型机构投资者与研发投入活动没有相关性;国有产权性质的企业,压力抵抗型投资者能对研发投入发挥促进作用。     

政府补助对中小信息技术企业研发投入的影响——基于中小板上市公司的实证分析

通过收集中小板信息技术类上市公司2012—2014年的数据,采用多元线性回归和偏相关分析方法,对政府补助与信息技术类企业研发投入之间的关系进行了实证分析。结果表明,政府补助对中小信息技术企业研发投入具有显著的促进作用,公司规模与研发投入之间存在正相关关系,总资产周转率、资产负债率与研发投入之间存在负相关关系,第一大股东持股比例、净利润率、机构持股比例、上市年限对研发投入的影响不显著。     

标准联盟主导企业标准创新对成员企业的影响——研发投入强度、技术距离与超常收益

建立标准联盟是企业参与标准竞争的重要战略手段。本文以“开放手机联盟”为研究对象,通过事件研究法和多元回归法研究手机操作系统主导企业谷歌公司2010—2012年安卓（Android）系统重大技术升级对联盟成员企业产生的异质性影响,重点从成员企业角度探讨成员企业研发投入强度和技术距离在此过程中的作用。研究表明,联盟内不同类型的企业在主导企业对技术标准进行创新的过程中受到不一致的影响,成员企业研发投入强度与超常收益之间存在显著负向关系;技术距离以 U 型方式调节投入强度对超常收益的负向影响强度。     

Employee participation and productivity

This paper measures the productivity impact of shop-floor employee involvement. On the basis of a representative German establishment data set, the study finds that the introduction of teamwork and autonomous work groups, and a reduction of hierarchies in 1996/1997 significantly increased average establishment productivity in 1997–2000. The estimation strategy controls for unobserved invariant establishment heterogeneity by using a two-step system GMM panel regression approach. It simultaneously takes account of endogeneity of participative work organization by instrument variable regressions. It is also shown that the productivity effect of shop-floor employee involvement is stronger in establishments with works councils.     

Employee ownership in enterprises in Africa and Asia

This paper examines wider employee share ownership in developing and newly industrializing countries with particular emphasis on Africa and Asia. The first section reviews the available evidence on the extent of wider employee share ownership. The second identifies the key issues relating to the implementation of wider employee share ownership: the objectives for employee ownership, the financing of employees' stakes, the role of trade unions, employee participation in decisions and the life-cycle of employee ownership. It is suggested that attempts to develop employee ownership face similar, but more intense, problems as in advanced industrialized nations. A wide-ranging research agenda is identified.     

Employee recruitment and job search: Towards a multi-level integration

This study describes an attempt to develop an integrative model of job search and employee recruitment. Inevitably multi-level in nature, the model demonstrates the interplay between organizational-level factors and individual-level factors in influencing the outcomes of employee recruitment and job search activities. According to the model, influenced by job seeker and organizational characteristics, job search and recruitment activities jointly create job awareness, which is the first step in organizational attraction. Next, depending on the job seeker's current job situation, this attraction leads to job pursuit intention and behavior. The model also emphasizes the longitudinal nature of the process by which individuals gain employment. Finally, since each organization's applicant pool consists of job seekers with some common characteristics attracted to the same position, the model proposes that recruitment and job search can be examined by utilizing a multilevel framework.     

Employee perspectives on communication and consultation: findings from a cross-national survey

Highlighting the ongoing significance of national models of employment relations, this paper examines whether variation in communication and consultation practices between countries is reflected in employee perceptions. Drawing upon a survey of around 3,500 employees in four European countries – France, Germany, Italy and the UK – the paper explores whether workers' views on various aspects of communication and consultation are similar or different. It finds that there are certain similarities, with particular types of information and forms of communication being valued across the countries. However, differences are also identified. It is suggested that national institutions may well shape employee expectations about the nature of communication and consultation, feeding through to how satisfied they are with these processes.     

悖论思维对创造力的“过犹不及”效应研究

悖论思维帮助个体发现对立事物间的联系,有利于创造性想法或创意的生成,但过高水平的悖论思维极易导致认知过载,使个体无暇顾及需要想象力和灵感的创造性活动。基于"过犹不及效应",本文提出悖论思维对员工创造力产生非线性影响。同时,根据能力-动机-机会(AMO)的理论框架,探索个人学习能力在这一关系中的中介作用,以及领导调节聚焦行为的调节作用。本文认为:悖论思维与员工创造力呈倒U型关系,个人学习能力在上述关系中起中介传导作用,领导促进型聚焦行为强化了变量间的间接关系,而领导防御型聚焦行为削弱了变量间的间接关系。通过对313名员工的三阶段调查分析,数据支持了本研究提出的假设。虽然适度的悖论思维有助于员工提升学习能力,但过度的悖论思维反而会降低员工学习效率进而削弱员工创造力,领导调节聚焦行为决定了员工是否能完成学习能力到创造力的转化。研究结论为员工创造力的影响因素研究提供了新思路,引导企业通过甄选员工和调整领导行为来激发员工创造力。     

Employee stock ownership and job attitudes: Does culture matter?

The large majority of the existing research on the attitudinal effects of employee stock ownership is Anglo-Saxon by nature. Considering that the cultural relativity of management practices is largely documented in the cross-cultural management literature, the international external validity of existing evidence can be questioned. Since virtually no past studies have addressed this issue, it seems important to wonder to what extent cultural values determine the attitudinal effects of employee stock ownership. According to the Lytle et al. [Lytle, A. L., Brett, J. M., Barsness, Z. I., Tinsley, C. H., & Janssens, M., (1995). A paradigm for confirmatory cross–cultural research in organizational behavior. Research in Organizational Behavior, 17, 167–214] paradigm, four cultural dimensions have been identified as likely moderators of the employee ownership–attitudes relationships and some theoretical propositions have been generated. Finally, some adaptations in the employee stock ownership plan's design and communication are recommended in order to improve its attitudinal effects in different cultural settings.     

Employee reactions to voice and choice in the workplace: the influence of culture

The present study investigated the effect of culture on a much-prescribed management practice, that of employee participation in decision making. A survey was conducted among employees from two countries culturally distinct in the dimensions of power distance and individualism, namely Canada and the Philippines. Given eight decision-making scenarios that varied in terms of whether voice and/or choice was given to the employee and in terms of the importance of the outcomes, the respondents were asked about their perceptions of fairness of the procedures and outcomes, satisfaction with the procedures and outcomes, and preference for the decision-making procedures. Results show a highly significant country decision-making mode outcome importance interaction effect, but not in the directions expected. Overall, the Philippine sample registered more positive reactions to participation in decision making, although the Philippines' higher rank in power distance and lower rank in individualism than Canada seem to indicate otherwise. The results, together with a previous study conducted in high power distance-low individualism Mexico, forcefully suggest that employee participation in decision making may be successfully transferred.     

中小物流企业员工培训模式研究

通过对中小物流企业员工素质特点分析指出培训的必要,进而对培训现状进行分析,提出中小物流企业员工不同职位不同职级在不同的时间都有不同的培训需求,按此将培训分为入职培训和在职培训两类,其中入职培训包括公司入职培训和部门入职培训,在职培训包括轮训、经理人培训、整训和员工自我学习,最后针对每一类培训设计了相应的培训内容和方法。     

领导者攻击型幽默对员工偏差行为的影响

本研究探讨了领导者攻击型幽默对员工偏差行为的影响,以及心理契约违背的中介作用和敌意归因风格的调节作用。对325份员工-同事配对问卷调查数据进行分析,结果表明:领导者攻击型幽默与员工的领导指向偏差行为、组织指向偏差行为均显著正相关,心理契约违背在这一关系间起部分中介作用,敌意归因风格正向调节领导者攻击型幽默与心理契约违背的关系,即敌意归因水平越高,领导者攻击型幽默对心理契约违背的正向作用越强。此外,敌意归因风格正向调节领导者攻击型幽默影响领导指向偏差行为和组织指向偏差行为的间接效应,即敌意归因水平越高,领导者攻击型幽默通过心理契约违背影响领导指向偏差行为和组织指向偏差行为的间接效应越强。     

Employee perceptions of HR practices: A critical review and future directions

Abstract

Scholars are directing more attention to employee perceptions of human resources (HR) practices and have explored issues such as whether and how employees’ idiosyncratic or collective perceptions of HR practices shape employee outcomes. To further this area of research, we seek to determine what authors mean when they refer to “employee perceptions of HR practices”. We review 105 articles from leading human resource management journals and find that employee perceptions of HR practices is not a monolithic concept. Rather, following previous scholars, we identify three distinct components of employee perceptions of HR practices: the ‘what’, ‘how’, and ‘why’. We critically summarize extant literature on these three components of employee HR perception and propose future research directions, including enriching the theoretical foundations of HR communication, embracing cross-national contexts, and enhancing practical relevance.