股票期权会计处理探讨

年来，股票期权在我国企业中广泛兴起，由于财政部未对股票期权的会计处理作出规范，在实务处理中企业之间差异较大，本文在对股票期权会计处理基本内容进行分析的基础上，提出了我国股票期权会计处理实务中应采用的方法。一、股票期权会计处理的基本内容１．补偿费用的确认。关于补偿费用的确认时点，至少有三个时点可以考虑，即期权授予日（雇员获得股票期权之日），期权既得日（期权可行使之日）或期权行权日（期权持有者行使购股权之日），大多数的观点争议集中于授予日还是行权日确认为宜。行权日观点认为，只有在行权日才能根据行权日…     

关于经理人股票期权会计处理的探讨

我国最近几年才引入经理人股票期权制度,关于经理人股票期权的会计处理研究更是一片空白。本文在借鉴美国经验的基础上,对经理人股票期权的会计处理实务作了探讨,介绍了美国的经理人股票期权会计处理准则,给出了经理人股票期权价值计量模型及会计处理实例。     

上市公司股票期权会计问题探讨

员工股票期权是一种衍生金融工具,其价值计量和会计处理十分复杂,文章结合我国新会计准则中对股票期权确认和计量的有关规定,对员工股票期权会计问题(性质、计量、会计处理、信息披露)进行了探讨。     

经理股票期权会计处理方法的思考

经理股票期权(Executive Stock Options，简称ESO)制度出现的历史并不长，与之相应的会计处理方法亦尚未完全定型。在对现有的几种经理股票期权会计处理方法进行比较的基础上，笔将提出关于我国经理股票期权会计处理方法的新设想。     

股票期权会计处理方法研究

本文通过对中外股票期权会计处理方法的研究分析,指出目前各种股票期权会计处理方法的优势和不足,为完善和规范我国股票期权会计处理方法提出建议和意见。     

完善股票期权会计核算的建议

本文在简单评议美国股票期权会计处理方法的同时,结合我国具体情况,按照财务会计对经济事项进行会计处理的一般流程,从会计确认、计量、记录和信息披露等方面对我国股票期权会计处理问题进行探讨,并依据股票期权制度要素的要求,提出了相应的对策,以期为完善和规范我国股票期权会计核算提供支持。     

股票期权会计处理方法研究

本文通过对中外股票期权会计处理方法的研究分析,指出目前各种股票期权会计处理方法的优势和不足,为完善和规范我国股票期权会计处理方法提出建议和意见.     

股票期权会计处理初探

股票期权作为一种被国外企业广泛采用的激励手段,日益受到关注。国内将股票期权运用于创业板市场的呼声越来越高,而我国还没有关于股票期权会计处理的明确规定,因此有必要对股票期权会计处理方法进行研究。     

股票期权计划的会计处理

股票期权会计准则成为安然事件后国际会计界备受关注的一个新问题。同样,股票期权的实施也已成为我国国有企业改制过程中的热点,因此,对股票期权的会计处理也就成为了会计工作的重要内容。笔者通过对美国股票期权会计理论和会计处理方法的分析,对我国股票期权会计的制度设计提出了一些建议。     

对股票期权会计若干问题的探讨

本文在简单评议美国股票期权会计两种处理方法的同时,结合我国具体情况,从会计确认、计量、记录和信息披露四个方面对我国股票期权会计处理问题进行了探讨,并依据股票期权制度要素的要求,提出了相应的对策。     

Employee stock ownership and financial performance in European countries: The moderating effects of uncertainty avoidance and social trust

This study investigates how the effect of employee stock ownership on financial performance may hinge on the diverse cultural and societal contexts of European countries. Based on agency and national culture theories, we hypothesize that the positive relationship between employee stock ownership and return on assets (ROA) is stronger in those nations with lower uncertainty avoidance and higher social trust. Using a multisource, time‐lagged, large‐scale dataset of 1,741 firms from 21 countries in Europe, our multilevel, random coefficient modeling analysis found evidence for these hypotheses, suggesting that uncertainty avoidance and social trust serve as important contextual cues in predicting the linkage between employee stock ownership and financial performance. Our supplemental analysis with distinction between the managerial and nonmanagerial employee stock ownership further indicates managerial employee stock ownership has a direct positive effect on ROA. Although nonmanagerial employee stock ownership had a nonsignificant association with ROA, the relationship was positive and significant when uncertainty avoidance was low and social trust was high. This research contributes to the existing literature by illuminating some of the contextual influences altering the effectiveness of employee stock ownership. Our findings also offer practical suggestions for effectively using employee stock ownership.     

股市中会计信息披露与监管的博弈研究

我国股市在快速发展之后,现已具有一定规模,但仍处在稚嫩期,存在过度投机的现象。这其中虚假信息的披露増加了股票市场的动荡。论文运用博弈经济学理论的知识,通过建立上市公司会计信息披露质量与政府监管的混合模型,致力于找到使得上市公司提供高质量会计信息披露的有效方法。     

投资者异质性与会计盈余信息的市场反应

本文借鉴经济学和心理学最新研究成果，从信息使用者的角度，分析具有前景理论和心理账户理论描述特徵的异质投资者的非理性行为，封会计盈余信息所蕴含价值的市场反应的影响：研究发现，具有前景理论和心理账户理论描述特徵的异质投资者，会倾向于继续持有亏损的股票，并卖出赢利的股票。在这种情况下，股票价格对于新增会计盈余信息的变化，会受到投资者心理账户申对于自身所持股票赢利或亏损分类的影响，造成以股票价格变化来衡量的会计盈余信息价值含量降低。本文的研究成功地把投资者心理因素与行为偏差的影响引入会计研究领域中，为後续研究提供了新思路.     

The future of employee development

A series of trends shaping the current workplace has changed the nature of human capital development practice to be more employee-driven. However, existing development research does not fully account for this shift and the anticipated benefits of employee-driven development. In this review we reflect on the current state of the employee development literature and propose a new, broader conceptualization of employee development characterized by a partnership between the employer and employee. In doing so, we offer three recommendations for how research needs to evolve to align employee development scholarship with current practices: (1) incorporate proactivity in the definition of employee development, (2) update the context for learning, and, (3) think differently about how human capital is valued. We suggest ways in which theory can be extended for increasing our understanding of several commonly used employee-driven development methods. Finally, we provide future research questions and practical suggestions based on our new conceptualization of employee development.     

Specifying Human Capital

A review of the measures of the stock of human capital used in empirical growth research – including adult literacy rates, school enrollment ratios, and average years of schooling of the working‐age population – reveals that human capital is mostly poorly proxied. The simple use of the most common proxy, average years of schooling, misspecifies the relationship between education and the stock of human capital. Based on human capital theory, the specification of human capital is extended to allow for decreasing returns to education and for differences in the quality of a year of education. The different specifications give rise to hugely differing measures of the stock of human capital across countries, and development‐accounting results show that misspecified human capital measures can lead to severe underestimation of the development effect of human capital.     

The productivity effects of stock option schemes: evidence from Finnish panel data

In this study we investigate the productivity effects of employee stock option schemes. We estimate Cobb-Douglas production functions by using new panel data for all Finnish publicly listed firms during 1992–2002. The data enable us to distinguish broad-based option plans, for which all employees are eligible, from those selectively allocated to particular employees. For both type of schemes, our baseline fixed effects estimators consistently find statistically insignificant associations with firm productivity. When endogeneity of production inputs and option-schemes are taken into account we continue to find no evidence of a link with firm productivity. Our main findings are consistent with hypotheses that predict negligible effects of option plans for enterprise performance, such as those based on free riding, psychological expectancy theory, accounting myopia, or rent-seeking. We consider reasons why our empirical findings on the impact of broad-based options differ from those found in earlier studies.     

Optimal multiple stopping models of reload options and shout options

The reload provision in an employee stock option entitles its holder to receive one new (reload) option from the employer for each share tendered as the payment of strike upon the exercise of the stock option. The number of reloads allowed can be finite or infinite. The shout feature in a call option allows its holder to reset the option's strike price to the prevailing stock price upon shouting. We explore a symmetry relationship between the price functions of the employee reload options and shout call options. When the dividend yield of the underlying stock is zero, the value of the employee reload option can be expressed in terms of the price functions of a shout call option and a forward contract. For an employee reload option with an infinite number of allowable reloads, the payoff of the employee reload option can be related to the lookback feature of the stock price process. We also examine the optimal exercise policies of the multi-reload employee stock options. The behavior of the critical stock price at which the holder should exercise optimally is shown to depend on the relative magnitude of the dividend yield, interest rate and volatility. Our analysis of the multi-reload and multi-shout options contributes to the literature on optimal stopping policies of contingent claims with multiple stopping rights.     

会计职业道德角度下股票回购的风险分析

在经济深化改革的今天,随着资本市场的逐渐完善,股票回购作为企业价值管理的方式成为诸多学者研究的对象。股票回购这一行为更多地被企业用来提升自身价值、扩宽融资渠道、提高现金流利用效率、降低代理成本以及优化资本结构。但由于信息不对称、内部监管的漏洞以及法律制度的缺失导致股票回购存在潜在风险。论文基于会计职业道德的角度对股票回购行为中存在的风险进行分析,从而使得股票回购可以持续作为企业价值提高的方式。     

Understanding employee preferences for investing in employer stock: evidence from France

In this article, we broaden the focus of existing research on employee stock purchase plans by analysing employee preferences for investing in employer stock as a construct distinct from actual investment behaviour. In our analysis of original survey data in a sample of 900 employees in four French companies, we find that employee preferences are influenced by two common cognitive heuristics (representativeness and familiarity), organisational commitment, the perceived quality of corporate communications about these plans and perceived managerial commitment to employee ownership. We did not find, however, that risk aversion, turnover intentions or perceived employee involvement in decision making influenced preferences for investing in employer stock. Our findings have both theoretical and practical implications for understanding and operating these types of employee benefit plans, which are becoming more common across the globe.     

I am therefore I own: Implications of organization-based identity for employee stock ownership

Most research on employee stock plan participation investigates the effects of such forms of ownership on employee attitudes, leaving our understanding of the individual differences that contribute to employee ownership largely unknown. Drawing from the consumer behavior literature, our study explores the effect of organization-based identity on the decision to participate in an employee stock purchase plan. The study was conducted in a newly public firm where we examine the effect of organization-based identity on the purchase decision in two time periods. The first point in time was the initial public offering (IPO), when the employee has little information on how the firm's stock will perform in the market. The second point in time was the first quarter following the IPO, when employees have market data to help them with decision-making. Results indicate that, as predicted, organization-based identity is associated with participation in an employee stock purchase plan, at both points in time, above and beyond the influence of several economic and psychological predictors reported in prior studies.