内部控制信息披露质量与公司经营状况——基于面板数据的实证研究

通过构建基于熵模型计量的内部控制信息披露质量指数,以净资产收益率、总资产收益率、每股盈余、经营业绩指数以及托宾Q值为公司经营业绩的代理变量,实证检验我国现阶段内部控制信息披露质量与上市公司经营状况之间的关系后发现:除了托宾Q值的检验未通过以外,其他检验结果均显示内部控制信息披露质量越高的公司,经营业绩越好;反之,内部控制信息披露质量越差的公司,经营业绩越差。这说明现阶段我国上市公司披露的内部控制信息已经具备了一定的决策有用性。     

中国银行体系绩效变迁:基于生产率的视角

本文基于1996～2006年间中国银行业的相关数据,从生产率的视角研究商业化改革以来,中国银行体系效率的发展变化。本文检验了中国银行业的全要素生产率,研究表明:中国银行业全要素生产率增长缓慢(甚至出现负增长),银行业主要依靠要素投入、特别是资本投入来推动增长,表现出与中国宏观经济相类似的特征。     

MUTUAL FUND PERFORMANCE EVALUATION – APPLICATION OF SYSTEM BCC MODEL

For the first time, this research adopts the system BCC model in data envelopment analysis in order to evaluate mutual fund performance and compares the results between the BCC model and the system BCC model. This study is based on the sample of stock funds and balanced funds in Taiwan, with the empirical results summarised as follows. (i) Under the system BCC model, the average score of balanced funds is greater than the average score of stock funds. (ii) There is a significant difference in efficiency scores between the BCC model and the system BCC model, and it is proper to adopt the system BCC model. (iii) The number of major reference sets that have been referenced under the BCC model is larger than under the system BCC model. (iv) If we neglect the distinctions between stock funds and balanced funds, there will be errors on performance assessment. Ultimately, the results reveal that there is a significant difference between the two models. Provided no consideration is made for the funds belonging to two different systems, errors in performance evaluation are inevitable. This research provides investors with both a more accurate and comprehensive evaluation method.     

中央银行履职成本控制初探

笔者从基层央行的职能入手对基层央行履职成本的概念进行了界定,并根据成本分担主体以及形成过程的不同将其分为显性成本和隐性成本。基于这一分类,笔者详细分析了基层央行成本的性态特点,在相应原则与目标指导下,提出了基层央行履职成本控制的途径。     

金融支持长株潭“两型社会”建设绩效反思与策略改进

金融在长株潭“两型社会”建设中发挥着重要的支持功能。在长株潭“两型社会”建设初期阶段,金融支持取得较大成绩,但仍存在总量不足、结构单一、契合度低、金融体制过于集中、金融生态环境欠优等问题。随着“两型社会”进入深化改革阶段,金融支持必须与长株潭城市群日益融合的经济社会一体化相适应,在支持主体、支持结构、支持体制、支持产品和支持生态方面进行制度创新。     

高校教学团队绩效评估模型与实证研究

科学的绩效评估是调动教师积极性和促进教学团队持续发展的关键环节。基于主成分分析法的绩效,评估模型有利于促进教学团队建设。提高团队绩效,要遴选学术水平、管理能力和品德皆优的团队带头人,形成合理的团队结构,建立考核与反馈机制,制定有效的保障措施。     

构建适合高校发展的教师岗位绩效导向平台研究与实践

在分析了高校师资队伍建设内涵的基础上,指出由于缺乏战略导向使高校在发展中面临诸多问题,提出围绕“以人为本、公正和谐、共同发展”的主题,通过建立基于岗位绩效导向平台,将个人发展、部门发展、学校发展紧密联系,充分发挥教师在高校事业发展中的核心作用,推动高校全面、协调、可持续发展。     

Improving Distribution Service Performance Through Effective Production and Logistics Integration

Current empirical research on logistics' relationships with other departments has mostly neglected the interface with production. On the basis of data from 387 manufacturing companies, we answer a recent call for research and extend the literature by examining effective working relationships and achieved integration between the production and logistics functions regarding their performance impacts and their antecedents. With respect to the former, we take a resource‐based perspective, showing that integration achieved between the production and logistics functions drives distribution service performance by serving as a pivotal capability element in the resource–capability–value chain. Within this chain, effective working relationships constitute the underlying resources and prove to be a strong driver of achieved integration. With respect to antecedents, we employ the theory of cooperation and competition and identify positive goal interdependence to substantially improve working relationships between production and logistics. Furthermore, we find this effect to be amplified via formalized performance measurement systems.     

Adaptive Performance: A New Scale to Measure Individual Performance in Organizations

As a component of overall employee performance, adaptive performance refers to the ability of an individual to change his or her behaviour to meet the demands of a new environment. The concept is relevant to firms that face especially complex and volatile business conditions. Research and practice have been hampered by a general lack of a widely available, psychometrically sound, multidimensional scale of adaptive performance that is applicable across a wide range of job contexts. Using both qualitative and quantitative methods, we develop and evaluate a 19‐item scale measuring five dimensions of adaptive performance. Copyright © 2012 ASAC. Published by John Wiley & Sons, Ltd.