中国人自我观理性分析——基于儒家伦理文化的视角

自我是人格结构的核心,而人总是处于一定的文化背景中,研究自我的文化因素成为近年来自我问题研究的新动向。已往对自我的研究,大多放在个体主义文化和集体主义文化背景下进行考察,研究发现西方人属于独立性自我,中国人属于互倚性自我。然而,用集体主义文化来概括中华民族的文化特征,是有偏颇的,以此研究中国人的自我存在不全面性或偏差性。因此,本文从中国儒家传统伦理文化的视角,探索中国人自我观的特点。     

孟子形象作为儒家之美的美育意义

《孟子》是儒家思想的经典之作,其以＂性善论＂为基础的思想体系及对孔子＂仁＂的学说的发展,使孟子成为中国古代最杰出的思想家之一。孟子形象背后的儒家之美,历来具有重要的美育意义,直至今天仍在感染着人们。     

中国现代思想史上的梁漱溟

五四新文化运动,把梁漱溟推向中国现代思想史的舞台.他对中国问题与人生问题的苦苦追寻、对乡村建设运动的探索与实践、对中国传统文化的认知与反思,奠定了他在中国现代思想史上的地位.深入探析梁漱溟对中国现代思想史的贡献,可以更好地厘清那一代知识分子对中国社会由传统向现代转变的深沉之思.     

Multimarket contact and firm performance: The moderating effect of Confucian culture

This paper examines the effect of Confucian cultural value on the relationship between multimarket contact and two dimensions of firm performance, i.e., firms’ innovation and profitability. It is hypothesized that firms with a high level of multimarket contact are more likely to show mutual forbearance towards their competitors, which in turn influences their innovative behavior and financial performance. Taking into account the possible moderating effects of Confucian cultural value, we also hypothesize that the effect of multimarket contact is more pronounced among firms from the Confucian culture. In other words, it is argued that firms from the Confucian culture are more likely to innovate and obtain better financial performance. Empirical tests were conducted after the hypotheses, and the findings support the arguments on multimarket contacts and mutual forbearance hypotheses. Through facilitating tacit collusion, multimarket contact does seem to help create superior economic performance.     

儒商精神的内生境遇探析：历史溯源、存在特质及其实践内生

儒商精神在现代管理境遇中能否内生,从其历史溯源、存在特质和实践内生等几个维度进行递进式分析。儒商（精神）的存在特质就是基于中国本土文化场,以商业文化的探讨为指向,探讨管理哲学视野下的组织文化的儒商（精神）向度。这种定位在儒家强文化势能塑造的惯习下,在管理学理论与实践导向管理精致化的管理文化时代体现的管理模式中,其存在有实践需求。它的根基是具有中国本土传统文化支撑的商业意识形态。中国古代的儒商精神内生是从广域单一儒家文化场内生出儒商精神,而面向未来的儒商精神内生是从多元商业文化备选境遇中选择儒商精神,两种内生状态、程度迥异。面向未来对儒商（精神）在商业实践中内生应保持谨慎的乐观,因为在强国家主义主导下的传统儒家的强政治文化资源若仍主导儒商精神的塑造与重构,其既可以导向积极的儒商（精神）,也可以因传统儒家文化中的消极内容使儒商（精神）在面向未来中导向一种颓废的商业意识形态。儒商（精神）面向未来实践需要重构,面向儒家原生资源挖掘其创造性、生生不息、有情有义的精气神,这可以优化并更新儒商精神内涵,为新时代全球化中的工商业文明的塑造提供更多的希冀。     

儒家文化的当代价值与企业内部控制有效性——中国企业管理文化与制度的适配

基于2008—2017年中国A股上市公司的数据，立足于儒家文化的“仁义礼智信”当代价值观，实证检验儒家文化的当代价值对内部控制有效性的影响。研究表明，儒家文化的当代价值和内部控制有效性呈显著正相关。此外，这种正向影响在家族企业中显著，而在外商投资企业中无影响，并且儒家文化的当代价值通过影响晋升激励和公司声誉这两种路径提升内部控制质量；在对外开放程度较低、法治化水平较低、市场化进程较慢的地区，或是有经营危机的企业，儒家文化的当代价值对内部控制有效性有更为明显的提升作用。在经济后果方面，儒家文化的当代价值可以增强内部控制对代理成本的抑制作用，并减弱内部控制对风险承担的负向影响。     

Confucian culture and corporate bond pricing

We investigate the effect of Confucian culture on corporate bond pricing. Using the birthplace data of 56,759 Jinshi in the Ming and Qing dynasties to construct a proxy of Confucian culture, we find a significantly negative relation between Confucian culture and bond pricing: the stronger the Confucian atmosphere of the corporate headquarters’ location, the higher the bond rating and the lower the credit spread. This conclusion still holds after using the distance to the nearest ancient printing office as an instrumental variable and a series of robustness tests. The mechanism test shows that Confucian culture can improve the pricing efficiency of corporate bonds by fostering investors’ trust, alleviating principal–agent problems and restraining bad corporate behaviors. Moreover, the impact of Confucian culture on corporate bond pricing is greater for firms located in regions with weak legal and other formal institutional constraints and for unlisted companies. Our study complements the literature on culture and bond pricing, and provides policy insights from traditional Chinese wisdom for improving the efficiency of financial markets.     

Confucian culture and the external pay gap

We examine the impact of Confucian philosophy on external pay gaps, and find that a Confucianist atmosphere is negatively associated with firms’ external pay gaps for both executives and employees. Mechanistically, the Confucian concept of “righteousness” reduces the self-interested motivation of management, in turn reducing executives’ external pay gap; “humaneness” causes management to focus on protecting employees’ rights and interests, benefiting employees’ compensation; and “honesty” improves information disclosure, reducing the external compensation gap for both executives and general employees. The inhibitory effect of Confucian culture on the external pay gap is greater in regions with weak formal institutions and non-state-owned firms, while foreign cultural shocks attenuate the Confucian influence. Finally, the Confucian culture-driven reduction of the external pay gap improves enterprises’ economic efficiency.