信用形式与企业融资方式

信用是契约关系保障的一定时期内价值有偿让渡,借贷关系与股权关系都应属于信用范畴,信用与企业融资密切相关。结合商业信用、银行信用、民间信用等信用形式,对于企业可选择的融资方式做了规范性分析。但多样化的信用形式只是为企业融资提供了更大的可能性空间,社会信用体系的完善与否才是影响企业融资效率的关键。     

战略网络内部相互信任风险与信任机制研究

相互信任可以减少组织间的交易成本、提高网络运行效率、有效降低网络风险和促进隐含知识的共享。但从信息经济学角度看,战略网络内部存在逆向选择带来的“逆向选择”信任风险和败德行为带来的“败德行为”信任风险。因此,如何认识战略网络内部信用风险,并建立有效的相互信用机制来防范风险,成为战略网络管理的关键问题之一。     

信任与战略决策绩效:对中国家族企业高层管理团队的一个实证研究

大量文献讨论了我国私营企业中的“信任”问题;许多轶闻式的证据也表明,私营企业高层管理团队成员的彼此信任程度极大地影响了其绩效和成长。本文试图从高层管理团队的角度,探讨信任与企业战略决策绩效的关系,并揭示高层管理团队内信任的影响因素。通过实证研究发现,我国私营企业高层管理团队内的信任度与团队成员间的社会交往程度有非常密切的联系,同时,信任度直接影响了高管层的战略决策绩效。     

中国上市公司融资偏好分析

对于现代企业而言,资本的联合是其重要特征之一,融资决策是企业决策中的一个重要组成部分。企业需要根据自己的目标和收益成本约束来选择合适的融资方式,以确定最佳的资本结构,从而使企业市场价值达到最大化。中国上市公司的实际融资偏好与发达资本市场国家融资偏好相比,有其鲜明特点,股权是企业融资首选。本文分析了这种融资秩序偏好并提出一些解决措施。     

合作伙伴间的信任问题研究

随着全球经济的发展,市场竞争不在是单一企业的竞争,而是企业群之间的竞争。企业需要学会如何与其他企业进行合作的策略与技巧,来应付激烈的市场竞争。在影响企业合作的诸多因素中,合作企业间的相互信任起到了至关重要的作用。首先详细论述了我国合作企业间信任关系的现状,并用定性与博弈论两种分析工具分析了导致这种现状的原因,最后,提出了如何促进合作企业相互信任的几点建议。     

论我国基本养老保险基金进入资本市场的方式选择

随着资本市场的完善 ,养老基金进入资本市场已经提上议事日程。但养老基金入市选择的方式 ,根据我国实际情况 ,能进入资本市场运作的只有个人帐户基金 ,投资受益人应是职工本人。如果由国家劳动和社会保障部作投资主体 ,不管是直接入市还是间接入市 ,都有许多弊端。如果职工作投资主体采用信托的方式入市 ,则可以克服这些弊端。     

The Effect of Interpersonal Trust,Need for Cognition,and Social Loneliness on Shopping,Information Seeking and Surfing on the Web

This study contends that certain personality traits of e-consumers have an affect on their shopping, surfing and information seeking behaviors on the Web. Specifically, it is proposed that e-consumers who are low on interpersonal trust are less likely to shop on the Web due to their heightened concerns with Web security. Similarly, an argument is made that e-consumers who enjoy cognitively demanding processing tasks are more likely to use the Web for information search. Finally, it is posited that social loners will be selectively drawn to Web surfing. Findings from an empirical study are presented which support these assertions. Implications of this study for marketers and future researchers are discussed.     

The effects of relationships and justification in an interdependent allocation task

Two factors, the type of relationship between the involved parties and the justification of the decision maker for being in his or her position, are predicted to influence resource allocation decisions. These predictions are based on a synthesis of several forces, including self-interest, a politeness norm, and a norm of reciprocity, that we argue underlie the selection of allocation norms that guide interdependent resource allocation decisions. An ultimatum bargaining game, in which player 1 divides a resource ($10) and player 2 decides to either reject or accept this division, is employed in a laboratory study to test the hypotheses. For subjects in the player 1 position, subjects with friends as player 2 or those assigned to their position randomly allocated lower amounts of money to themselves than did subjects with strangers as player 2 or those who earned their position. Friends in the player 2 position demanded significantly less to reach an agreement than strangers. These and other results are discussed in terms of the various allocation norms, particularly equity and equality, that appeared to influence subjects' decisions.     

Does Trust Matter? The Relationship Between Equity Sensitivity and Perceived Organizational Justice

The present research study was designed to extend our knowledge about issues of relevance for business ethics by examining the role of equity sensitivity and perceived organizational trust on employees perceptions of procedural and interactional justice. A model was developed and tested, and results revealed that organizational trust and respect mediated the relationship between an employees equity sensitivity and perceptions of procedural, interactional, and social accounts fairness. A discussion of issues related to perceptions of trust and fairness is presented, as well as recommendations for leaders and future scholarship.Jill Kickul, Ph.D., is the Elizabeth J. McCandless Professor in Entrepreneurship at the Simmons School of Management. She teaches courses on Entrepreneurship the New Venture Management, Contemporary Entrepreneurial Opportunities, and Strategic Analysis for Competing Globally. She has taught entrepreneurship internationally for the Helsinki School of Economics and for the International Bank of Asia (Hong Kong MBA Program). Her research interests include entrepreneurial intentions and behavior, strategic and innovation processes in start-up ventures, and women in entrepreneurship. Her articles have appeared in publications such as Journal of Management, Frontiers of Entrepreneurship Research, Journal of Small Business Management, and International Journal of Entrepreneurship and Innovation.Lisa Gundry, Ph.D., is Professor of Management in the Charles H. L. Kellstadt Graduate School of Business at DePaul University where she teaches courses in Creativity in Business and Entrepreneurship Strategy. She has authored three books on entrepreneurship and innovation, and written numerous journal articles for publications including Journal of Business Venturing, Journal of Small Business Management, Journal of Management, Human Relations, Organizational Dynamics, Journal of Developmental Entrepreneurship and Family Business Review. Her research interests focus on entrepreneurship strategy and growth, and creative and innovative processes in organizations. She is Director of the Leo V. Ryan Center for Creativity and Innovation at DePaul University.Margaret Posig, Ph.D., is an Associate Professor in the Charles H. Kellstadt Graduate School of Business at DePaul University, where she teaches courses in Leadership and Change Management. Her research interests are in the areas of organizational leadership and change management, workplace stress, and women in leadership. Her publications appear in the Journal of Occupational Health Psychology, Women in Management Review, Journal of Managerial Issues, and Journal of Business and Entrepreneurship, among others. Dr. Posig is an Industrial/Organizational psychologist, with a Ph.D. from DePaul University, and directs the Leadership and Change Management concentration. Her consulting focuses on management development and workplace stress management.