A note on assessing the relation between CEO characteristics and stock performance: Alpha Above Replacement

Many studies examine the relation between stock performance and CEO characteristics. We approach the topic in a different way, using the alphas generated by the Fama‐French three‐factor model as the dependent variable in a CEO characteristic model. We find several traits are significantly related to alpha. CEOs who are younger, own a larger fraction of firm equity and hold a graduate degree provide greater alphas. CEOs who are also the founder of the firm deliver larger alphas. Our results provide useful information for boards assessing the performance of CEOs and considering CEO succession.     

基于径向基神经网络的物流绩效评价方法

在分析物流绩效关键影响因素基础上,提出采用径向基神经网络模型应用于物流绩效评价测试。以多个主要影响因子为网络的输入信息,建立物流绩效综评遗传神经网络模型,采用正交最小二乘法进行学习训练,进行不同综合评价方法对比。     

大学生顶岗实习中工伤保险的法律思考

顶岗实习是学校安排在校学生实习的一种方式,是职业院校与企业合作培养人才的模式之一。近几年来,职业院校对包括顶岗实习、校企合作、工学结合在内的诸多人才培养模式进行了研究和实践探索。但是,对顶岗实习学生安全事故应否及如何适用工伤保险等问题,缺乏法理上的研究。     

国有控股上市公司控制权转移对经营绩效和代理成本的影响

本文对2000—2004年我国发生控制权转移的国有控股上市公司在控制权转移前后的经营绩效、代理成本进行了实证检验。结果表明：控制权转移后,公司的代理成本水平下降,经营绩效得到提高;卖方为地方的子样本代理成本的下降和经营绩效的改善大于卖方为中央企业的子样本;买方为民营的子样本的代理成本的下降和经营绩效的改善大于买方为国有的子样本;买方为国有的控制权转移经营绩效提高和代理成本下降主要来自最终控制人变更子样本。     

虚拟人力资源管理的动因、类型及企业绩效的实证研究

本文在对企业虚拟人力资源管理定义、类型进行探讨的基础上,分析了企业进行虚拟人力资源管理的动因及虚拟人力资源管理与企业绩效的关系,运用结构方程模型从实证的角度研究了目前国内企业人力资源管理虚拟的动因及虚拟与企业绩效的关系。本文得出结论是：影响企业进行技术虚拟的因素主要有战略、成本、技术;影响企业进行组织虚拟的因素主要有成本、风险、技术;虚拟人力资源管理对企业绩效有一定的影响,而且技术虚拟的影响要比组织虚拟的影响大。     

变革中多渠道信息传递对员工绩效的影响机制

面对日趋复杂的外部环境,组织变革成为企业获得竞争力的重要方式。员工参与是组织变革成败的关键,充足的组织变革信息有利于员工积极投入变革。本文以社会信息加工理论为基础,对来自被兼并企业的36个工作团队185名员工进行研究,探索多渠道变革信息传递对员工的影响机制。基于多层次线性模型的数据分析结果表明:(1)变革情境下,组织正式渠道进行信息沟通和变革氛围包含的非正式信息,均能正向促进员工变革绩效;(2)员工所持有的积极变革期望,在多渠道信息传递和变革绩效间起到中介作用;(3)变革氛围跨层调节变革信息沟通对员工积极变革期望的正向作用,相比于低变革氛围情景,具有高变革氛围的团队,通过变革信息沟通更能显著提升员工对变革的积极期望。研究结论对企业变革实践中信息传递和沟通工作具有现实指导意义。     

Management training in small and medium-sized enterprises: methodological and conceptual issues

The paper examines the impact of management training and development on the organisation and performance of small and medium-sized enterprises (SMEs), via a variety of quantitative and qualitative research techniques and including both crosssectional and longitudinal approaches to analysis. The paper demonstrates the value of management training and development in SMEs and demonstrates a series of one-off and longer lasting effects on their organization and performance. The paper also highlights the conditions under which management development projects are likely to be more successful. Finally, the paper extends the schema developed by Arthur and Hendry (1990) and Hendry et al. (1991), indicating the factors influencing training within businesses, and shows the indirect and complex links between management training and firm performance.     

Institutions as constraints and resources: Explaining cross‐national divergence in performance management

This article compares performance management practices in call centres from four telecommunications firms in the United Kingdom, France, Denmark, and Germany. Findings show that different combinations of institutional constraints, such as strong job security protections, and participation resources supporting worker voice were influential in shaping choices among policies to motivate and discipline workers. Performance management most closely approached a high‐involvement model where both constraints and resources were high, where worker representatives were able both to restrict management's use of sanctions and to establish procedures that improved the perceived fairness of incentives. Findings contribute to debates concerning the role of contextual factors in the design and effectiveness of HRM.     

Portfolio Performance Measurement: a No Arbitrage Bounds Approach

This paper presents a new method to examine the performance evaluation of mutual funds in incomplete markets. Based on the no arbitrage condition, we develop bounds on admissible performance measures. We suggest new ways of ranking mutual funds and provide a diagnostic instrument for evaluating the admissibility of candidate performance measures. Using a monthly sample of 320 equity funds, we show that admissible performance values can vary widely, supporting the casual observation that investors disagree on the evaluation of mutual funds. In particular, we cannot rule out that more than 80% of the mutual funds are given positive values by some investors. Moreover, we empirically demonstrate that potential inference errors embedded in existing parametric performance measures can be of important magnitude.     

From mutual recognition to mutual scientific opinion? Constitutional framework for risk analysis in EU food safety law

Regulation 178/2002 (the so-called General Food Law – GFL) codifies risk analysis as the core principle of the modern food safety policy. This article places the GFL in EU multi-level food safety governance and analyses the impact of risk analysis, the precautionary principle and mechanisms of scientific governance introduced by the GFL on both national and Community legislation. It discusses the case law of the European Courts dealing with scientific evidence and the precautionary principle applied to both European and national food safety measures. The article concludes with some observations on the role of the risk analysis methodology in the Community internal market.