Ownership,governance, and the diffusion of HRM practices in multinational worker cooperatives: Case‐study evidence from the Mondragon group

Drawing on a qualitative study of one Mondragon multinational worker cooperative (WC) based on longitudinal data and in‐depth interviews, our research evidences the contradictions that internationalisation poses in WCs, both through privileging managerial control at the expense of worker–member participation and through the setting‐up of capitalist subsidiaries in which employees are excluded from ownership and decision‐making. It further shows how institutions, power relations, and interests shape transfer in WCs, supporting the diffusion of certain human resource management (HRM) practices on grounds of efficiency but hampering the implementation of core cooperative practices. We make a threefold contribution: first, to a strand of inquiry focused on the influence of corporate governance on HRM; second, to the field of international HRM by analysing the cross‐national diffusion of HRM practices in WCs; and third, to ongoing debates on the challenges that WCs face when striving to balance the economic and social dimensions in globalisation.     

Stochastic frontier models with network selectivity

Worker peer-effects and managerial selection have received limited attention in the stochastic frontier analysis literature. We develop a parametric production function model that allows for worker peer-effects in output and worker-level inefficiency that is correlated with a manager’s selection of worker teams. The model is the usual “composed error” specification of the stochastic frontier model, but we allow for managerial selectivity (endogeneity) that works through the worker-level inefficiency term. The new specification captures both worker-level inefficiency and the manager’s ability to efficiently select teams to produce output. As the correlation between the manager’s selection equation and worker inefficiency goes to zero, our parametric model reduces to the normal-exponential stochastic frontier model of Aigner et al. (1977) with peer-effects. A comprehensive application to the NBA is provided.     

国企混改提高企业突破式创新水平了吗? ——基于企业生命周期视角

本文使用沪深A股2013～2019年国有企业数据,从企业生命周期视角研究混合所有制改革对企业突破式创新的影响.研究发现:总体上,混合所有制改革对企业突破式创新产出水平具有促进作用;基于生命周期视角,混合所有制改革对成熟期企业突破式创新水平具有显著促进作用,对成长期和衰退期的企业影响不显著.机制检验发现,混合所有制改革通...     

Work and Welfare in Economics:

Abstract . Today's conventional economics typically ignores the impact of alternative forms of work organization upon the welfare of the worker. In effect, its methodology is concerned with the welfare of the individual as a consumer, but not with the welfare of the individual as a worker. Hence, welfare conclusions of economics are subject to challenge on grounds of being incomplete. Whether the worker is alienated or achieves self-fulfillment, etc., stands in no necessary relationship to either the formal lines of enterprise ownership, political ideology or form of economic system. Questions of authority and power in work organizations and the workplace conditions affecting the worker on the job transcend them.     

非国有股东治理与企业风险承担水平——来自国有企业混合所有制改革的经验证据

以A股国有上市企业为样本,考察非国有股东治理对企业风险承担水平的影响。研究发现,非国有股东治理能够显著提升国有企业的风险承担水平,这种影响在2013年底国有企业混合所有制改革强化之后更加明显,在地方国有企业和竞争性国有企业中更加突出。进一步研究发现,非国有股东治理对企业风险承担水平的影响机制在于提高高管薪酬和降低代理成本,提高股权混合制衡度和超额委派董事均能提高企业风险承担水平。研究结论从企业风险承担的视角证实了混合所有制改革的效果,为进一步推进混合所有制改革提供了经验证据和借鉴。     

Do salaries improve worker performance?

We establish the effects of salaries on worker performance by exploiting a natural experiment in which some workers in a particular occupation (football referees) switch from short-term contracts to salaried contracts. Worker performance improves among those who move onto salaried contracts relative to those who do not. The finding is robust to the introduction of worker fixed effects indicating that it is not driven by better workers being awarded salary contracts. Nor is it sensitive to workers sorting into or out of the profession. Improved performance could arise from the additional effort workers exert due to career concerns, the higher income associated with career contracts (an efficiency wage effect) or improvements in worker quality arising from off-the-job training which accompanies the salaried contracts.     

Worker co-operatives and the promotion of co-operative development in Britain

Worker co-operatives have been the subject of extensive debate in recent years. In this article John Coyne and Nick Wilson place that attention in perspective by outlining the different forms worker co-operatives take. They review recent initiatives to promote cooperative development and discuss the ensuing problems facing the emergent co-operative.     

There's No Place Like Home

A bstract .   Employment stability for many nonstandard workers is tenuous and early research shows some types of nonstandard employment carry long-term consequences in the form of lower wages and fewer benefits over time. This paper seeks to add to the literature by considering another long-term consequence for nonstandard workers: the inability of some nonstandard workers to accumulate assets. The particular asset this paper focuses on is home ownership. Logistic regression results using data from the National Longitudinal Survey of Youth 1979 suggest that current and past employment in some nonstandard jobs, especially as a temporary worker, is associated with a lower probability of owning a home. This may have repercussions not only for households with temporary workers but for their community as well, since home ownership has been tied to positive spillovers such as increased social capital and community involvement.     

Corporatisation and Corporate Governance in China's Economic Transition

China has sought to improve enterprise performance not through privatisation as in other transition economies, but through corporatisation as means of improving corporate governance. Actual governance practices of corporatised Chinese firms are however seriously defective, characterized by excessive power of CEOs, insider control and collusion, lack of safeguards for minority shareholders and weak transparency. These shortcomings are attributable to factors such as cultural and political traditions, uncompetitiveness of markets, poor legal enforcement, weak debt and equity markets, but above all to continued state dominance in ownership and control of the corporate sector and listed companies. Corporatisation, nevertheless, has created a regime conducive to implementing measures for improving corporate governance.     

浅析培育胜利油田特色企业文化

近年来,企业文化建设在我国企业现代化的发展中已经日益凸显出重要的作用,企业文化已成为企业拓展不可缺少的内驱力。大力加强企业文化建设,既符合职工群众的文化需求,更是企业发展的自身需要。     

浅析民营企业融资的制约因素及对策

随着中国经济的高速发展,民营企业已经成为国民经济的重要组成部分。民营企业在迅速发展的同时也遇到许多问题,其中特别突出的问题是融资困难。民营企业自身现代企业制度不规范、信息不透明、政策法规环境不尽完善、所有制歧视、较大的税外费用负担等共同造成民营企业融资难题。针对这一难题,本文从企业内外两个方面着手,提出了解决对策。     

我国改制企业中现存问题以及对策

党的十四届三中全会通过了《关于建立社会主义市场经济体制若干问题的决定》指出我国国有企业改革的方向是建立现代企业制度,党的十六大报告又明确指出,要深化国有企业改革,进一步探索公有制特别是国有制的多种有效实现形式,积极推进股份制,发展混合所有制经济;党的十六届三中全会也再次强调,积极推行公有制的多种有效实现形式,大力发展国有资本、集体资本和非公有资本等参股的混合所有制经济,使股份制成为公有制的主要实现形式.国家对国企改革逐步的强调了国企改革的步骤方针,可见国有企业改革仍然是我国经济体制改革的中心环节.国有企业改革的目的即通过改制建立“产权清晰、权责明确、政企分开、管理科学“的现代企业制度,最终实现国有费产的保值增值.文中以国有企业改制企业目前的现状为主线,浅析现代企业制度的落实与前景,并对改制企业当前存在的问题提出相关建议.     

切实加强油田企业党建工作提高油田效益

党的基层组织是党的全部工作的战斗力的基础,担负着直接联系职工群众,组织职工群众,把党的路线、方针、政策落实到基层的重要责任,是油田企业各种组织和各项工作的领导核心。抓好油田企业党支部建设是加快油田企业提高的根本所在,是油田职工群众效益普惠、实现最大化效益开发油田的希望所在。实践证明,哪里的基层党支部有战斗力,那里工作就主动;哪里党支部软弱涣散,那里就举步艰难。党支部是党在企业基层组织中的战斗堡垒,党支部书记是党支部的主心骨,是党员队伍的带头人。随着石化上市效益的逐步深入提高,广大油田企业的生产组织形式、经营方式和行政管理体制等发生了一系列变化,油田企业基层党组织建设也面临着一系列新情况、新问题。     

Worker poaching in a supply chain: Enemy from within?

Worker poaching represents the primary mode by which workers change employers. We examine worker poaching between firms linked in a value chain. We find that, in a value chain, the less productive firm may offer its workers higher wages and poach workers from the more productive firm. We also find that worker flows accomplished via poaching impact supply chain management: (a) the identity of the bottleneck firm may depend on whether poaching is available; (b) poaching between linked firms may benefit both, and (c) the value chain cannot be fully coordinated without controlling wages in the labor market.     

企业创新管理的开放模式研究

提升企业竞争力企业必须进行创新管理。随着经济一体化的发展,企业并不是单独的个体,企业的创新并不仅仅是企业的独立行为,而是包括企业内部因素:决策者,执行者和一线作业者;外部因素:公共服务部门,供应商,销售商,以及消费者。在诸多因素中,起到连接作用的企业知识管理数据库。通过创新开放模式分析,提出了促进企业创新的几点建议:企业的全员参与创新;加强企业的供应链管理;加强产学研联合;政府为企业提供良好的公共服务。     

关于辽宁省集体林权流转情况的研究

林权流转是缩短林业经营周期、活跃林业经济的重要手段,但由于林权流转法律法规出台滞后,导致了林权流转不规范,集体资产大量流失。相关部门应尽快制定相关的法律法规,依法规范林权流转。     

母子公司人员管控与企业技术创新——基于双重成本的分析

基于决策权配置理论,以2007—2021年A股非金融上市公司及其子公司为样本,考察母子公司人员管控对企业技术创新的影响,揭示代理成本和知识转移成本的中介作用机理。研究发现,母子公司人员管控会引致双重成本发生动态变化,随着人员管控力度的增强,集团整体创新水平得到提升,但在拐点之后这一水平逐渐降低,母子公司人员管控与企业技术创新之间呈现倒U型曲线关系。机制探讨结果表明,母子公司人员管控的加强能够降低代理成本,却提高了母子公司间的知识转移成本。异质性检验结果表明,子公司规模较大、内部信息环境较好以及国有企业集团会削弱人员管控与技术创新之间的倒U型关系。研究结论为母子公司理性确立权力配置、优化人员管控,进而提升集团技术创新水平提供了借鉴。     

员工持股计划与企业创新效率——基于分析师关注的中介效应

企业创新是推进国民经济稳定增长的重要基础力量。员工持股计划(ESOP)在推进企业创新方面成效显著,但分析师关注作为重要外部监督力量,其在该过程中如何发挥作用尚未明确。选取2015—2020年实施员工持股计划的A股上市公司为研究样本,以分析师关注为中介变量,实证研究了员工持股计划、分析师关注与企业创新效率三者的关系。结果表明,实施ESOP能够提高企业创新效率,且多次实施ESOP更能提高企业创新效率;相比应用于国有企业,在非国有企业中实施ESOP更能帮助企业提高创新效率;进一步研究发现,企业实施ESOP通过提高分析师关注度进而促进企业创新效率的提高。研究揭示了分析师关注在ESOP促进企业创新效率提高过程中发挥的重要作用,并验证了ESOP的信号传递效应与公司治理效应,对ESOP的实践具有一定指导意义。     

企业股权结构与股权转让效率——以中国大陆A股上市公司为例

通过对中国大陆A股上市公司股权转让数据的分析表明,企业股权转让更容易发生在股权较为分散的公司中,但是股权转让后的企业效率并没有明显的改善,公司控制权的转移往往对企业绩效产生负面的影响。由此可见,通过鼓励企业股权结构分散化并对控制权私人收益加以必要的管制,对提高股权转让的效率将起到非常重要的作用。     

从一起农村触电事件分析供电企业的工作误区

2013年6月22日秀水镇朝阳村发生了一起触电事故,经过对触电事故原因以及处理办法进行分析,我们发现供电企业在处理问题时有很多不当之处,供电企业没有定量分析原因力,以产权归属责任方也是不恰当的。本文就这起触电事故探讨该供电企业工作的误区。