上市银行高管人力资本存量与薪酬水平相关性研究

近年来,上市银行高管薪酬备受社会各界关注。通过对沪深两市上市银行2006年至2009年数据进行分析,结果显示：上市银行高管年龄与高管薪酬之间存在显著的正相关关系;高管任期和高管学历对上市银行高管薪酬不具有解释力;上市银行高管薪酬与业绩呈正相关关系,但相关性不显著;银行规模对高管薪酬具有显著的正向影响。可见,高管人力资本水平和公司绩效能够在一定程度上解释上市银行高管薪酬,但解释力度较弱。     

论林业在建设生态文明中的作用

建设生态文明是人类历史发展的必然。作为建设生态文明的重要基础和主要载体,林业具有不可替代的核心作用。以党的十七大精神为指引,全面推进现代林业建设,努力构建完善的林业生态体系、发达的林业产业体系和繁荣的生态文化体系,是建设生态文明赋予林业的重大历史使命。     

海洋文化在海洋休闲渔业中的引领作用研究

海洋休闲渔业作为海洋经济的重要组成部分,满足了人们的休闲需求,推动了渔区的经济发展,逐渐成为海洋经济的活跃领域。与此同时,海洋休闲渔业面临的发展瓶颈也同步凸显,一定程度上阻碍了其向更高层次迈进。本文旨在从海洋休闲渔业的属性和海洋文化特征入手,深入分析其发展困境,探讨海洋文化和海洋休闲渔业两者之间的耦合效应,以此寻求海洋休闲渔业的有效发展路径。     

Executive succession: The importance of social capital in CEO appointments

Research Summary: Firm performance and corporate governance have been shown to influence CEO selection, but our understanding of the role of social capital is more limited. In this study, we seek to provide further insight into the role of social capital by examining the influence of both “bonding” and “bridging” forms of social capital on CEO appointments. We find that candidates who have relational social capital, in terms of overlap with the CEO in organizational tenure, board tenure, and CEO tenure are more likely to be appointed as CEO. We also find that candidates who have external linkages to the CEO in the form of geographic, prestigious university, and prior employment affiliations are more likely to be appointed CEO. Managerial Summary: The appointment of a new CEO has significant and widespread implications for the firm’s future strategic direction and performance, the relationship between the board and CEO, and perceptions by investors, employees, and other key stakeholders. Our study finds that candidates who have shared connections and experiences with the CEO in terms of geographic, prestigious university, or prior employment affiliations as well as overlap in terms of organizational tenure, board tenure, and CEO tenure are more likely to be appointed CEO. Given the enormous impact that executive appointments have on the strategic direction and performance of the company, it is important to recognize that social factors such as shared experiences and connections influence how candidates are perceived, and thus, may affect appointment decisions.     

How do consumers’ perceptions differ across dimensions of corporate social responsibility and hotel types?

This study develops three hypotheses regarding corporate social responsibility (CSR) in the context of the hotel industry. First, the study examines a ranking of consumers’ perceived importance of the four CSR dimensions proposed by Carroll’s hierarchy of CSR in 1991, expecting the following orders: philanthropic, ethical, legal, and economic dimensions, from most to least important. Second, the study investigates the relationship between consumers’ perceived importance of and their overall support for CSR. Third, the study introduces the type of hotel (for example, economy, mid-scale, and upscale) as a moderator to provide a better explanation of the relationship between consumers’ perceived importance of the CSR dimensions and support for CSR. Contributions to the CSR literature in general, and also specifically relating to the hotel context, and managerial implications are discussed.     

Call Center Employees’ Intent to Quit: Examination of Job Engagement and Role Clarity

Call centers have become a valuable resource for hotels in managing customer experiences and relationships, yet they have also developed a reputation for being a stressful job which has made it a significant challenge to retain employees. Given high turnover rates among call center employees, it is important for hospitality firms to understand the factors influencing their intentions to quit. This study focuses on job engagement and role clarity to examine hotel call center employees’ intent to quit. The survey results of call center employees at a large resort hotel suggest that job engagement significantly influences the hotel call center employees’ intent to quit after accounting for job satisfaction and organizational support. Role clarity, however, is not related to intent to quit. Managerial implications and recommendations for increasing employee job engagement are discussed.     

我国企业办公室执行力的系统构建与提升策略研究

以企业办公室执行力为研究视角，阐释了其基本概念，并构建办公室执行力要素构成系统模型，提出了办公室执行力的构成要素与影响因素，分析了办公室执行力的运作机理，在此基础上，剖析了我国企业办公室执行力存在的误区；最后，系统地提出了针对性的提升策略。     

环境不确定性、高管任期与企业绿色创新

企业是绿色经济发展的主力军,理解环境不确定下高管异质性如何影响企业绿色创新对于我国加快生态文明建设具有现实意义.本文以2010-2019年中国上市公司为样本,实证检验高管任期对企业绿色创新的影响以及环境不确定性在其中的调节作用.实证结果表明:高管任期和企业绿色创新呈倒U型关系,即当高管任期较短时,高管任期会促进企业进行绿色创新,当高管任期较长时,高管任期会抑制企业进行绿色创新.企业环境不确定性对高管任期和企业绿色创新之间的关系具有正向调节作用,企业环境不确定性会加强高管任期和企业绿色创新的倒U型关系.进一步研究发现,环境不确定性的调节作用仅在国有企业中存在.政策不确定性对高管任期和企业绿色创新之间的关系具有正向调节作用,政策不确定性会加强高管任期和企业绿色创新的倒U型关系,这种调节作用在国有企业和非国有企业中均存在,且在国有企业更为明显.绿色补助对高管任期和企业绿色创新之间的关系具有正向调节作用,绿色补助会加强高管任期和企业绿色创新的倒U型关系,但这种调节作用仅在国有企业中存在.本文研究结论对于高管人事聘任和企业绿色创新具有指导意义.     

政府在家具产业竞争力培育过程中作用的思考—以广东乐从家具产业为例

运用钻石模型对影响乐从家具产业竞争力形成的生产要素、需求条件、相关与支持性产业、企业的经营战略、结构与竞争方式、机会和政府6个影响因素进行分析,并分别讨论了政府对模型中各因素的干预和影响,指出了政府在乐从家具产业的竞争力形成过程中发挥的巨大作用,并对钻石模型的这种特殊运行机制以及产业未来发展方向进行了探讨。     

再谈社会主义新农村建设

“中国农村象非洲”、“共产党还要我们穷多久”,这两种声音应该成为推进新农村建设的强大动力。从传统农业发展模式转变到大农业发展模式是新农村建设成败的关键;县级领导的作用与县域经济的现状,关系到能否完成新农村建设的重大任务;应将山区作为新农村建设的主战场,把发展农村合作组织作为工作重点,要处理好农村工作中的点面关系,要把尊重自然规律摆到主导位置。