上市公司超能力派现信号效应实证研究

上市公司超能力派现已引起了广泛的关注,然而这一现象可能导致的市场反应却不为人们所了解。作者以深、沪两市2005年实行超能力派现上市公司为研究对象,根据股利公告日前后股价的变动资料,采取累计超额收益率进行实证研究,以此来分析市场对超能力派现的反应。实证研究结果表明,超能力派现对公司的股价具有负的信号传递作用。     

Resolving a dilemma of signaling bankrupt‐firm emergence: A dynamic integrative view

Research summary : Predicting the emergence of bankrupt firms relying on firm signals involves a stigma‐related dilemma. On the one hand, bankrupt firms tend to send positive signals through restructuring to decouple themselves from the stigma of bankruptcy. On the other hand, the preexistence of the bankruptcy stigma may reduce the signaling effectiveness of firms' restructuring efforts, making the outcome prediction difficult. We address this dilemma by developing a dynamic integrative view to extend signaling theory, arguing that subsequent signals from key external stakeholders can effectively help evaluate bankrupt firms' quality and reduce the ambiguity in interpreting firms' restructuring signals. Using a sample of U.S. public bankrupt firms under Chapter 11 reorganization, we find evidence supporting the argument. Managerial summary : Applications of signaling theory to predict reorganization outcomes are in their infancy. The dynamic integrative framework developed in this study is useful in identifying different types of signals and predicting outcomes of firms in crisis. The results of this study can be useful for various decision makers to predict the turnaround potential of bankrupt firms. Our results show that an increase in alliance partners, institutional investors, and securities analysts following a bankrupt firm predicts the firm's reorganization outcome. Moreover, firms that are able to gain positive attention from key stakeholders will also gain positive interpretations of their strategic efforts. Signals from alliance partners and institutional investors amplify the signaling effect of a firm's de‐diversification effort in predicting its reorganization outcome. Copyright © 2015 John Wiley & Sons, Ltd.     

A meta-analysis on employee perceptions of human resource strength: Examining the mediating versus moderating hypotheses

Human resource (HR) strength research has substantially informed an understanding of the relationship between HR practices and employee-level outcomes. However, a key unresolved issue is whether employee perceptions of HR strength act as a mediator or a moderator in the relationship between HR practices and these outcomes. A meta-analysis of 42 studies (comprising 65 samples and 29,444 unique participants) was conducted to address this issue. Results support the mediating hypothesis for all five employee outcomes: employee reactions, proactive behavior, burnout, performance, and perceived organizational effectiveness. Conversely, the moderating hypothesis was only supported for employee performance. In addition, we examined five study characteristics (the operationalization of perceived HR strength, research study design, industry, sampling strategy, and publication status) as moderators. Using this analysis, we test the robustness of our main results and identify sources of heterogeneity in the results across studies. The results show that the mediating hypothesis still holds under different study designs and contexts. Theoretical and practical implications of these results are discussed.     

The distortion of criminal evidence

Should witnesses truthfully reveal all information or present the evidence in such a way as to support one side of the dispute? The ability of a witness to distort evidence at some cost in support of the prosecution in a criminal case is considered. It is shown that when distorting the evidence is more difficult, the number of convictions and the accuracy of the decisions improve. When distorting evidence is less costly, the jury must set high standards for conviction, which leads to fewer convictions.     

会计政策变更、信号传递与代理成本

在股权分散的上市公司中,存在着全体股东与经营者之间的单层委托代理关系,而在股权集中的上市公司中,存在着大股东与经营者、中小股东与大股东之间的双重委托代理关系。将会计政策变更作为一个可观测变量,针对股权分散和股权集中的两类上市公司,分别建立单委托、双重委托代理模型,分析降低代理成本、提高公司价值的途径。分析结果表明,在两类上市公司中,将会计政策变更作为一种信号传递机制写入激励合同,可以降低代理成本,提高公司价值。     

Disclosure and the Cost of Capital: Evidence from the Market's Reaction to Firm Voluntary Adoption of IAS

Abstract:  Using a unique international setting where the effects of disclosure on firm value can be measured in a constant regulatory environment and in isolation of other confounding factors, this paper shows that firms can increase their value through their choice of accounting standards. Specifically, we document strong positive abnormal returns at the announcement of voluntary adoption of International Accounting Standards (IAS / IFRS) by a sample of international firms and an economically significant reduction in long-run returns, consistent with a reduction in the cost of capital. Consistent with these results we also document evidence of an upgrade in analyst recommendations after the IAS / IFRS adoption announcement and a reduction in the implied cost of capital. Finally, we find strong evidence that the documented abnormal returns are consistent with signaling and bonding benefits stemming from the reduction in asymmetric information. Our results highlight the importance of increased disclosure on minority shareholder protection and on corporate governance in general.     

Perceiving Urban Transformation from the Perspective of Evolutionary Economics: Renewal of Houses in Bağdat Street,Istanbul

Abstract:

In this article, we analyze urban transformation in Istanbul using the concepts of evolutionary economics and show that it is a process driven by people’s desire to climb the social hierarchy through “costly signaling,” or conspicuous consumption, rather than by a desire to improve the functional quality of their living spaces. To understand the main motivation behind people’s demand for urban transformation, we conducted in-depth interviews with residents and observed that they endorse the process because it generates extensive costs, waste, and a decrease in the quality of life that can only be afforded by the wealthy, who thereby differentiate themselves from the less well-off. We argue that this is different from consumption decisions motivated solely by benefit maximization¬—a concept that is independent from the social context¬—and therefore can only be understood via evolutionary economics.     

上市公司为什么参加内部控制试点?——基于信号理论的检验

以上市公司自愿参加内部控制试点的事件为背景,从信号理论角度,研究企业参与内部控制试点的影响因素和经济后果。结果发现:第一,内部控制质量较好的企业更愿意参加内部控制试点。第二,除了内部控制质量影响因素以外,高管股权激励计划、上市时间、企业规模也影响上市公司的内部控制试点决策。有高管股权激励计划、上市时间较早的大型上市公司更愿意参加内部控制试点。第三,内部控制试点企业的事件日市场超额回报显著为正。试点行为向投资者传递了一个积极的信号,并得到市场的认可,符合信号传递理论的假设。本文从一个新的角度研究了执行内部控制规范体系的净收益,弥补了国内外内部控制规范体系执行成本的相关研究的不足,对未来内部控制规范体系的执行细则制订有一定的借鉴价值。     

Why does firm reputation in human resource policies influence college students? The mechanisms underlying job pursuit intentions

Business periodicals, such as Fortune magazine, rank organizations in lists such as the “Best Companies to Work For,” providing applicants with information about firms' human resource practices, including pay, benefits, work‐life, and diversity practices. It is not clear what influence this reputational information about HR practices has on applicant interest in pursuing employment or, more important, why it does so. Given that firms invest substantial resources in HR practices to vie for positions on these lists, the current study sought to fill these gaps in the literature. In the 2 (compensation) × 2 (work‐family) × 2 (diversity) factorial design, 232 college students read about magazine rankings in which a firm's reputation in each HR practice was manipulated as ranking either high or low relative to competitors. We examined perceptions of organizational prestige, anticipated organizational support, and anticipated role performance as mechanisms that explain the influence of HR practice reputation on job pursuit intentions. Our results indicate that a firm's reputation in compensation, work‐family, and diversity efforts increase college students' intentions to pursue employment with a firm. They do so because college students perceive that the organization is prestigious, will be supportive, and will foster their job performance. Our results suggest that a strong employer brand derived from employee‐centered HR practices is important for recruiting college students. © 2012 Wiley Periodicals, Inc.     

投资者情绪、股利政策与公司价值研究

基于行为金融学背景对股利政策的信号传递作用进行的研究发现,在不同的投资者情绪条件下,股利政策信号传递的效应存在差异。在股市上涨时期,不同股利政策对投资者的投资决策的影响几乎没有显著差异;在股市下跌时期,现金股利成为投资者获得收益的主要来源,因此发放现金股利的公司受到市场追捧。因此,上市公司股利政策制定不仅要考虑自身情况,还需要考虑市场情绪。