Voluntary employer changes and salary attainment of managers

The nature of the relationship between a manager's voluntary employer changing and salary attainment remains unclear. A possible, but relatively unexplored, reason for past inconsistency of findings may be that the effect of changing employer has not been examined in terms of the frequency of changes. Therefore, this study sought to verify the relationship between frequency of voluntary employer changes and salary attainment of middle managers. The hypothesis that was tested predicted that the relationship would be of inverted-U shape. Data from a survey of MBA degree holders in Taiwan supported the hypothesis, such that salary attainment was highest among managers with a moderate number of employer changes and lower among managers with low or high inter-firm moves. This revises the notion of the boundaryless career by suggesting that the over-utilization of voluntary employer changes may evoke obstacles to salary attainment.     

Uptake of organisational work–life balance opportunities: the context of support

This research examines the relationship between structural and cultural dimensions affecting managerial decision-making about work–life balance (WLB) opportunities. Through a top-down study of two contrasting Irish organisations, we identify how each of five dimensions of work–life culture: ‘managerial and organisational support’, ‘organisational time expectations’, ‘career consequences’, ‘gendered perception of policy use’ and ‘co-worker support’ are mediated through managers to affect availability and uptake of WLB opportunities and creating gaps between policy and practice. This study demonstrates how marked distinctions between the personal opportunities managers may wish to offer and the discretion available to them arise. Secondly, the concept of organisational work–life culture is advanced by elaborating the ‘context of support’, namely interdependencies between organisational culture and structure that affect the uptake of WLB opportunities. Implications for researchers and practitioners are also discussed.     

管理软件质量评价模型研究

管理软件的质量评价是企业软件管理工作中重要的活动之一。从软件使用阶段和软件维护阶段构建了一套管理软件质量评价指标体系,采用灰色建模方法将该评价体系结合实例进行分析和验证。研究结果表明该方法的有效性。     

Private Benefits of Managerial Control,Government Ownership,and Acquirer Returns: Evidence from the Chinese State‐Controlled Listed Companies

This article examines how government ownership affects the relationship between private benefits of managerial control, measured as excessive overhead expenses, and profitability of acquirers. A total of 246 merger and acquisition (M&A) events from Chinese state‐controlled listed companies (CSCLCs) between 2001 and 2006 constitutes the analytical sample. Under a low level of government shareholding, private benefits of managerial control positively correlated with acquirer announcement returns. However, there was no relationship between private benefits of managerial control and acquirer announcement returns under a high level of government shareholding. The implications of these findings for scholarship and practice are discussed. Copyright © 2011 ASAC. Published by John Wiley & Sons, Ltd.     

How Useful Are the Strategic Tools We Teach in Business Schools?

Strategic tools are indispensible for business and competitive analysis. Yet we know very little about managers' internal logic as they put these tools into practical use. We situate our study in a business school context using action learning prior to the manifestation of practice to complement our understanding of practice. Using Personal Construct Theory and Repertory Grids, our mid‐range theorizing showed that, contrary to current thinking about strategic tools, managers think in dualities (often paradoxically) and have a preference for multiple‐tools‐in‐use, tools that provide different perspectives, peripheral vision, connected thinking, simultaneously help differentiate and integrate complex issues, and guide the thinking process. These findings are important for designing better tools and the nurturing of critical managerial competencies needed for a complicated world. Our study's focus also has wider implications for scholars as we see our own material evaluated by those who will put these lessons into practice.     

谁能成为明星CEO* ——管理者声誉的来源及影响

在中国,企业管理者为获取更丰厚的报酬和更好的职业生涯不只是通过企业的良好经营,同时很大一部分管理者也积极建立与政府的密切联系。本文从管理者政治关联的独特视角出发,研究了上市公司管理者声誉来源及其对企业短期股价和长期经营绩效的影响。基于2005-2012年上市公司的面板数据,本文采用倾向评分匹配的方法,有效解决了样本“内生性”问题。本文研究发现,国有企业管理者声誉的获取可能主要依赖于其政治关联的支持,而民营企业管理者声誉的取得可能主要依靠企业自身良好的经营绩效;同时管理者声誉在短期内对企业股价有显著的负向影响,但对企业的长期经营绩效确有显著的促进作用。本文为我国经理人劳动力市场的完善及国有企业市场化改革提供了新的经验证据。     

独立董事治理、管理层权力与超额薪酬——-基于董事网络的实证分析

利用社会网络分析方法,考察独立董事在董事网络中的位置对管理层权力攫取超额薪酬的治理效应。研究发现：管理层权力会干预薪酬制定过程,表现为管理层权力越大,管理层攫取的超额薪酬越多;独立董事的网络联结有助于独立董事向董事会的薪酬决策提供咨询与监督,表现为独立董事的网络中心度越高,管理层权力攫取超额薪酬的程度越低;进一步研究发现,与国有上市公司相比,民营上市公司中高网络中心度的独立董事能够更强地抑制管理层权力对超额薪酬的攫取。研究结果表明,独立董事的网络位置特征是独立董事治理效应的重要影响因素。     

组织管理机制的三维模型分析

管理的技术、制度和文化三种机制的作用，构成组织系统运行的三维模型。它为研究组织管理提供了一种分析框架，本文从六个方面来研究管理，首先是技术、制度和文化三个基本层面，然后是三个维度相互结合、相互作用的另三个层面：技术一文化层面、制度一文化层面、技术一制度层面。这样做既保证了整体的整合，又有部分的分析；既保留了管理刚性的一面，又考虑了管理柔性的一面；既可应用科学分析，又不失人文关怀。     

公司治理因素对企业操控性应计项目的影响——从企业契约观和信号假说出发

管理者通过会计政策选择对盈余产生影响,对这一现象存在不同的理论解释。本文结合企业契约方对会计政策选择的要求权和管理者对外传递私人信息的需要,研究盈余的操控性应计部分产生的驱动因素,发现盈余的操控性应计部分和公司治理因素存在显著的相关性;上市公司的控制人不同,操控性应计的影响因素及其影响程度也有所不同。