政府补助与公司投资行为——基于中国上市公司的数据

基于公司投资视角,以2007—2012年我国资本市场上A股上市公司为样本,研究政府补助对公司投资行为的影响,结果显示：政府补助越多,公司投资支出水平越高;政府补助对非国有公司的投资激励作用比国有公司更有效;公司产权性质差异会影响政府补助的投资激励效应;市场化程度越低、经济增长越缓慢的地区,政府补助对公司投资支出的影响越敏感;上市公司的非效率投资问题比较突出,政府补助加剧了上市公司的过度投资行为。因此,政府应根据微观企业主体的差异性来制定和实施相应的补助政策,以实现预期效果。     

旅行社与汽车俱乐部经营自驾车旅游的比较研究

在国内自驾车旅游快速发展的今天,旅行社和汽车俱乐部作为该领域中两大类主要经营实体,在组织自驾车旅游时,凭借着各自的优势正在发挥着越来越大的作用.但是,由于它们所属行业特点等原因,二者在许多方面尚存在问题.本文从不同角度,将旅行社与汽车俱乐部所经营的自驾车旅游进行了比较研究,因此对相关企业、行业乃至政府相关部门的决策都是十分有意义的.     

Higher skilled working tourists and their leisure lifestyles: a qualitative study of guest language instructors in South Korea

Using interviews conducted with 24 higher skilled working tourists employed as guest language instructors in the Republic of Korea, this paper explores how working tourists could secure an optimal leisure lifestyle in their host countries. Three key findings emerged. First, the respondents were seeking casual, touristic, amateur, hobby and volunteer leisure with their colleagues and with their host community members. But, the rewards and episodic aspects of their leisure, including formal and informal language development, suggested that it incorporated variations in project-based leisure as a core characteristic. Second, these respondents were taking part in guest, host and leisure speech communities that were each offering leisure choices. However, their leisure lifestyle was best when leisure, second language development and acculturation coincided in a leisure speech community. Third, that in a leisure speech community, respondents’ acculturation and friendships improved more so than in either guest or host speech communities. Also, that these respondents’ formal and informal second language learning within their leisure speech communities was essential for an optimal leisure lifestyle. The paper determines that leisure speech communities, occurring along a continuum of monetary, educational and interpersonal resources, could affect the linguistic mobility of higher skilled working tourists. It recommends that future research could examine if a sociolinguistics of leisure could assist in exploring and mapping the leisure lifestyles appearing among mobile populations in a globalising world.     

最严格水资源管理制度下用水总量统计工作机制设计

在分析已有研究成果的基础上,通过实践调研,了解用水总量统计工作机制的现状,剖析当前存在的不足,分别从业务流程机制、复核机制以及激励机制3个角度出发,进行完善,具体表现为:1重构业务流程,即在对已有用水总量统计业务流程分析的基础上,增加监督和评估/复核等环节;2构建成果复核机制,即根据用水总量统计的源头数据不同,构建针对水资源监测部门和取/用水户的成果复核机制;3设计激励机制,即基于委托代理和激励机制设计理论,分别设计针对用水户和水资源监测部门的激励机制,并初步构建了水资源监测部门工作绩效评价指标体系。     

BS in the boardroom: Benevolent sexism and board chair orientations

Research Summary: Though research has focused on the ascent and acceptance of female CEOs, the post‐promotion circumstances female CEOs face remain unclear. In this study, we focus on a critical post‐promotion circumstance: the board chair–CEO relationship. Drawing on the gender stereotype literature, agency theory, and stewardship theory, we posit that firms appointing a female CEO are more likely to adopt a collaboration board chair orientation and less likely to adopt a control orientation. We further predict this effect is attenuated by female board representation. Using a sample of new S&P 1500 CEOs, we find support for our predictions regarding the collaboration orientation but not the control orientation. This research provides some evidence of benevolent sexism in the boardroom, with female directors acting as a countervailing influence. Managerial Summary: Whereas the notion that females encounter a glass ceiling on their path toward CEO is well documented, the conditions female CEOs encounter after promotion are less understood. The relationship between the board chair and the CEO is one important post‐promotion condition. Board chairs can focus on monitoring and/or working together with the CEO. We suggest board chairs are more likely to work in close collaboration with female CEOs than with male CEOs. We attribute this to benevolent sexism, which explains that board chairs are more likely to collaborate with female CEOs because they view females as more conducive to, and in need of, this type of relationship. We also suggest this benevolent sexism is less prevalent when there are more females on the board.     

CEO career horizon,corporate governance,and real options: The role of economic short‐termism

Research Summary: Combining studies on real options theory and economic short‐termism, we propose that, depending on CEOs’ career horizons, CEOs have heterogeneous interests in strategic flexibility, and thus, have different incentives to make real options investments. We argue that compared to CEOs with longer career horizons, CEOs with shorter career horizons will be less inclined to make real options investments because they may not fully reap the rewards during their tenure. In addition, we argue that long‐term incentives and institutional ownership will mitigate the relationship between CEOs’ career horizons and real options investments. U.S. public firms as an empirical setting produced consistent evidence for our predictions. Our study is the first to theoretically explain and empirically show that a CEO's self‐seeking behavior will impact real options investments. Managerial Summary: This article helps to explain how a CEO's self seeking‐behavior may shape a firm's real option investment, which could result in different level of strategic flexibility. We argue that CEOs with short career horizons have less time to exercise their firms’ real options, which should lower the investments in the firms’ real options portfolios relative to CEOs with long career horizons. We study a sample of U.S. public firms and find strong evidence that a CEO's expected tenure in the firm is positively related to the real options investments at the firm level. We find that this agency issue can be mitigated by adopting appropriate corporate governance mechanisms such as long‐term incentives and institutional investors.     

Activist‐impelled divestitures and shareholder value

Research Summary : This study analyzes how the divestitures that are impelled by activist investors in their campaigns against public corporations affect shareholder value. Using hand‐collected data on the activist campaigns that were launched against and the divestitures that were undertaken by Fortune 500 companies between 2007 and 2015, we find that activist‐impelled divestitures are more positively associated with immediate and longer‐term measures of shareholder value than comparable manager‐led divestitures. These performance differences persist for nearly two years after the completion of these deals. Our results empirically test the idea that firms with agency problems unlock shareholder value when they divest, and support the notion that activist investors fulfill an important external governance function. Our work also opens new research opportunities and offers practical implications as well. Managerial Summary : This study investigates how divestitures that are undertaken at the behest of activist investors affect shareholder value. We find that divestitures that were undertaken under pressure from activist investors are associated with more positive shareholder returns than comparable divestitures that were undertaken voluntarily by managers. These performance differences persist for nearly two years after the completion of these deals, alleviating concerns about the purported short‐termism of activist investors. Our findings suggest that activist investors may fulfill an important governance function by inducing managers to undertake strategies that they might not otherwise pursue, thereby unlocking shareholder value.     

The HRM–capital market link: Effects of securities analysts on strategic human capital

This article develops theory about an agency problem affecting the strategic human capital (SHC) of the firm. It proposes three categories of SHC‐related choices managers must make that imply a trade‐off between near‐ and long‐term performance. Dispersed shareholding, firm coverage by securities analysts, and their practice of publishing quarterly earnings forecasts are argued to entail a bias in management incentives, shifting the balance in this trade‐off toward near‐term performance. To restore the balance, securities analysts would need to distinguish transitory from recurring effects of SHC‐related choices in their valuation models (e.g., treating certain labor cost savings during cyclical downturns as transitory). Restoring the balance would also require them to anticipate long‐term effects in their long‐term earnings forecasts (e.g., long‐term positive effects of retaining employees with valuable skills during cyclical downturns). The article discusses specific transitory cost effects and long‐term effects they could potentially take into account. The skills and incentives needed by analysts to account for such effects are argued to vary across firm segments.     

Pay dispersion among the top management team and outside directors: Its impact on firm risk and firm performance

Two key groups central to improving firm performance are the top management team (TMT) and the board of directors. Executives undertake strategic actions, whereas board members fulfill their resource provision and monitoring roles. Drawing on tournament theory and equity theory, we propose that high pay dispersion among outside directors and the TMT is positively associated with strategic risk, whereas high (low) TMT pay dispersion and low (high) outside director pay dispersion are positively associated with firm performance. Our predictor is the unexplained component of horizontal pay dispersion, or the residual of pay dispersion resulting from regressing pay on observable firm, industry, period, and individual characteristics. Our results highlight the importance of unexplained pay dispersion for TMTs, but not for boards of directors, in improving firm performance.     

切实加强高职学生思想政治教育工作的思考

努力探索新形势下加强和改进大学生思想政治教育工作的新途径新方法是时代的要求和现实的需要。切实把大学生思想政治教育的各项工作落到实处和探索大学生思想政治教育工作的有效途径是各高校今后学生思想政治工作的重点。高职院校应针对高职学校的客观实际和高职学生的心理特点,有针对性地开展学生思想政治教育工作,力争使高职院校的学生思想政治教育工作更具针对性和实效性。