高管同酬、激励效率与公司绩效

我国部分上市公司的董事长和总经理领取的年薪完全相同。这种高管同酬的确定依据是什么？高管同酬是否具有激励效率？高管同酬又会对公司绩效产生什么影响？文章利用2007－2012年 A 股上市公司数据,对高管同酬及其经济后果进行了实证分析。研究发现,部分上市公司出现高管同酬,主要是因为高管薪酬由公司政治因素或内部薪酬比较所决定,而并非遵循最优契约观所寓示的“效率逻辑”;与高管异酬的公司相比,高管同酬公司的董事长薪酬激励缺乏效率;高管同酬对公司未来财务绩效产生了显著的负面影响。这表明在中国情境下,高管薪酬契约的设计和实施需要关注公司权力博弈或内部薪酬比较等非经济性因素的影响。     

Clarence Ayres’s Critique of Orthodox Economic Theory

Mainstream economists and liberal politicians are criticizing the Third Way as it is being applied in the Netherlands. They argue that mutual consultation precludes an efficient adaptation to disturbances. The present study analyzes changes in wage and income policy in the Netherlands until 2005. It finds that wage and income policy has proven to be flexible enough to address “new” challenges in the Netherlands. The flexibility is rooted in a culture of tolerance that allows for some breaking of working rules. The latter arises from bounded socialization, that is, the imperfect transmission of information with respect to social working rules that result in similar but not identical copies of institutions.     

Public sector layoffs, severance pay, and inflation in the small open economy

Because severance pay is worth 2–5 years of wages in many LDCs, public sector layoffs increase the fiscal deficit in the short run. Nevertheless, generous severance pay is not as serious a macroeconomic problem as generally thought. In the case where the fiscal deficit is financed by printing money, inflation is continuously lower under plausible conditions. When the government can borrow in world capital markets and layoffs reduce the present-value wage bill, there exists a sequence of bond sales and subsequent redemptions that guarantees continuously lower inflation. This result does not hold, however, if the reform lacks credibility.     

Managerial optimism: New observations on the unifying theory

Managerial optimism theory is behavioral finance's greatest achievement. It explains two prominent features of corporate financial behavior – over‐investment and pecking‐order capital structure preferences – that otherwise require two different theories with mutually incompatible assumptions about managerial loyalties to shareholder‐value maximization. After reviewing the development of managerial optimism as a unifying theory, I use a simple change of measure to transform risk‐averse optimism to risk‐neutral probabilities that can be pessimistic or optimistic depending on wealth changes. This unexplored feature has implications for, among other things, pay for performance when managers are excessively optimistic.     

大城市外来人口离“市民待遇”还有多远?——以上海市居住证制度为背景

2004年,上海市居住证制度开始向全体来沪人员推广。依据居住证类别的不同,外来人口在享有"市民待遇"时被差别化对待,由此造成外来人口因享有"市民待遇"的多寡而分化为不同层次群体的现象("待遇分层")。依据法律法规文件及实地访谈资料,从法定和实际待遇两方面解读了外来人口享有的"市民待遇"项目及其与户籍居民之间的待遇差距,论述了当前居住证制度实施差别化政策的合理性和必要性,提出了相应的政策建议。     

我国上市公司CEO薪酬存在租金攫取吗?

本文选取2005～2008年我国上市公司作为研究样本,考察了CEO的薪酬是否存在租金攫取问题。研究结果表明:我国国有控股上市公司CEO的薪酬主要由公司经济特征决定,具有明显的业绩型薪酬特征,并不存在明显的超额薪酬和租金攫取问题;上市公司总体,尤其是民营控股上市公司CEO的薪酬中存在租金,但租金攫取问题相对较轻,尚未对公司业绩产生负面影响。本文还对不同薪酬水平上市公司CEO的薪酬中的租金攫取问题分别进行了分析。研究发现,CEO薪酬水平中等和较低的公司,CEO的薪酬并不存在租金攫取问题,而CEO薪酬水平较高的上市公司中虽存在租金攫取,但问题尚不严重。     

CEO过度自信对薪酬的影响研究

CEO过度自信是影响其自身薪酬的重要因素。本文以2008—2018年A股上市公司CEO的薪酬情况为研究样本,实证检验了在中国情境下CEO过度自信对薪酬水平和薪酬结构的影响。研究发现:过度自信的CEO比非过度自信的CEO拥有更高的总薪酬和股权激励强度以及更低的现金薪酬比例;同时,相比非国有企业,国有企业中CEO过度自信对薪酬的影响更为显著。进一步研究发现:企业面临的风险大小和创新程度会强化过度自信与CEO薪酬之间的关联关系。     

Attitudes to pay systems:an exploratory study within and across cultures

The present study investigates employees’preferences for criteria that are used in pay systems, namely, performance, cost of living, tenure, educational qualification, collective bargaining, skill, market rate, responsibility and special demands. The study also explored variation and similarities of employees’preferences for the criteria across four countries, namely Australia (N = 162), Indonesia (N = 100), Malaysia (N = 129) and Hong Kong (N = 39). The results indicate that the respondents prefer multiple criteria to determine their pay. Preferences for length of service and educational attainment were found to be significantly different across countries, particularly between Australian and Asian samples (Indonesian and Malaysia). This variation is, in part, attributed to cultural differences. Other variables, such as age, educational qualification, position, and industry sector, have been found to be significant correlates of preference for pay systems. Implications for reward management have been discussed.     

陕西农户奶牛保险支付意愿的实证分析

陕西省于2007年7月在泾阳县实施了奶牛政策性农业保险的试点。本文按照条件价值评估方法,于2007年11月在泾阳县以支付卡式问卷调查对127户奶牛养殖户进行了实地调查,以调查数据为依据,测算了当地养殖户奶牛保险费用支付意愿,并运用Logistic回归模型分析了影响农户奶牛保险支付意愿的主要因素。结论认为,泾阳县奶牛保险试点中对畜龄2～8周岁奶牛实际征收保费标准低于养殖户平均支付意愿,是否接受保费、是否了解补贴、养殖户个体特征即受教育年限、养殖经验、年龄等是影响其保险支付意愿的主要因素。