Institutional ownership,capital structure,and firm performance

In most studies of ownership and firm performance, researchers have assumed different forms of ownership do not interact in their effect on firm strategy or performance. Focusing on the role of institutional owners, this study poses two related questions: (1) What are the relationships between outside institutional shareholdings, on the one hand, and a firm's capital structure and performance, on the other? and; (2) Does the size of stockholdings by corporate executives, family owners, and insider-institutions modify those relationships? The data, collected from 40 pairs of manufacturing firms selected from as many industries over a 3-year period, shows that the size of outside institutional stockholdings has a significant effect on the firm's capital structure. We have also found that family and inside institutional owners' shareholdings moderate the relationship between outside institutional shareholdings and capital structure. Likewise, corporate executives' shareholdings supplement the relationship between outside institutional shareholdings and firms' performance. These findings suggest that internal and external coalitions interact with each other to influence the firm's conduct.     

浅谈沟通技巧与执行能力在医院管理工作中的应用

为了不断提升医院管理干部的综合能力,不断推进医院向更高层次的跨越和发展,本文将对沟通技巧与执行能力在医院管理工作中的应用进行深入的探讨。     

煤炭企业班组执行力现状及提升措施研究

本文分析了煤炭企业班组面临的问题,指出执行主体、执行文化和有效控制缺失是班组执行的现状,提出从提高班子领导力,提升员工行动力,构建班组执行文化加强煤炭企业班组执行力建设。     

Motivational bases for managing diversity: A model of leadership commitment

Given the limited effectiveness of equal employment opportunity and affirmative action programs in promoting minorities in the U.S., the onus to advance women and minority groups may depend on the voluntary efforts from corporate America. In this paper, we apply a general theory of commitment to help explain why top executives may be committed to managing diversity in organizations. We propose that top executive commitment can stem from instrumental, normative, or affective bases. Specifically, top executives may be motivated because of utility maximization, a moral obligation, or a personal desire to be associated with a program of social importance and/or to leave a positive legacy. We further explore the implications of the three motivational bases of top executive commitment to managing diversity on firm diversity outcomes, and we offer some propositions which can serve as a basis for future research.     

环境机会主义、问责需求和环境审计

通过分析环境机会主义行为的产生和控制,认为环境机会主义行为的存在和污染容忍度的下降产生了环境问责需要,问责需求产生环境审计。收集环境投资、水环境治理和能源消耗数据,分析其与相关环境审计结果公告之间的关系,发现环境保护的投资问责驱动环境部门的预算执行审计,水环境污染及治理问责驱动水环境审计,节能减排的问责需求驱动节能减排审计,验证了环境审计由环境问责需求产生和变迁的理论构想。     

Top pay transparency in Europe: codes,convergence and clichés

Following the waves of corporate scandals and the increasing attention to corporate governance, the transparency of reporting on director-level pay has increased across Europe. This article examines the extent of convergence in laws, codes and corporate reporting practices in regard to director-level pay in France, Germany, Switzerland and the UK. The paper analyses annual reports and the websites of 23 companies, using institutional theory to discuss the coercive, normative and mimetic pressures for convergence that are revealed, not just in the laws and codes in each country, but also in the standardized wording in the relevant sections of reports which have become clichés.     

The development of the Personality Audit: a psychodynamic multiple feedback assessment instrument

The Personality Audit (PA) was developed to meet a need for a relatively simple multiple feedback instrument that could clarify the various motivational needs of executives. Using a psychodynamic approach to leadership, the PA allows the test-taker to assess him- or herself in seven personality dimensions important in human behaviour and to identify personal ‘blind spots’. The resulting insights can be used to formulate appropriate leadership development goals.

The objective of this paper is to describe the design and psychometric properties of the PA. This instrument, in contrast with other tools that can be used to clarify the inner theatre of individuals, is designed not only to report information given by the test-taker but also to reflect the perceptions of observers representing both the test-taker's public and private spheres. This paper describes in detail the conceptual foundations of the questionnaire, the psychometric methods used to confirm its validity and reliability, and possible directions for future research.     

Opening up the black box: a UK case study of top managers’ attitudes to their performance related pay

This paper examines the attitudes of the top managers within one large financial services organization in the UK to fixed and variable components of their compensation package. The rationale for performance-related pay for senior managers is to align their interests with those of the shareholders, but little is known about the views of top managers on the effectiveness of such incentives. The results suggest that the design of effective bonus systems is not just a technical issue: perceptions of market fairness with respect to the compensation package and the clear communication of goals are important in getting senior managers to focus on shareholder interests.     

The effect of CEOs on firm performance

The extent to which CEOs influence firm performance is fundamental to scholarly understanding of how organizations work; yet, this linkage is poorly understood. Previous empirical efforts to examine the link between CEOs and firm performance using variance decomposition, while provocative, nevertheless suffer from methodological problems that systematically understate the relative impact of CEOs on firm performance compared to industry and firm effects. This study addresses these methodological problems and reexamines the percentage of the variance in firm performance explained by heterogeneity in CEOs. The results of this study suggest that in certain settings the ‘CEO effect’ on corporate‐parent performance is substantially more important than that of industry and firm effects, but only moderately more important than industry and firm effects on business‐segment performance. Copyright © 2008 John Wiley & Sons, Ltd.     

以提高执行力为重点 推进科技工作的开展

党的十七大报告对科技工作提出了前所未有的要求,文章从解放思想、创新工作思路、注重实效、提高执行力、加强学习、执政为民等几个方面论述了如何推进科技工作的开展,并且特别结合湖南省高新技术产业发展领导小组办公室的具体工作,论述了如何加强和支持湖南省高新园区和特色产业基地建设,增强持续创新能力。