The Asian crisis and the implications for human resource management in Vietnam

Vietnam has experienced substantial economic growth since the mid-1980s when economic reform (doi moi) started. However, the Asian crisis had some negative impacts on the Vietnamese economy. Both the external environment and internal competition added more pressure on companies to speed up organizational reform. Transforming the old personnel management into new flexible human resource management system is one of the central reform agendas among companies in order to survive the market competition. This research analyses the nature of the changes in the area of human resource management under the influence of market-oriented reform that puts emphases on flexibility and competitiveness in the new millennium.     

Employee acceptance of organizational change:the role of organizational commitment

This study tests a causal model that predicts the acceptance of organizational change using a sample of 761 employees from a large public hospital in the state of Victoria, Australia. The LISREL results indicate that employee acceptance of organizational change is increased by organizational commitment, a harmonious industrial relations (IR) climate, education, job motivation, job satisfaction, job security and positive affectivity, and is decreased by union membership, role conflict, tenure and environmental opportunity. Organizational commitment was found to act as both a determinant and mediator in the change process. Implications for the management of organizational change using human resource (HR) strategies and policies are discussed.     

水环境治理PPP项目合同柔性对项目融资风险的影响

为降低水环境治理PPP项目融资风险,结合合同柔性、PPP项目预期收益、信任与融资风险构建理论模型,探究合同柔性对项目融资风险的影响机理。研究结果表明:合同价格柔性、再谈判柔性、激励柔性均显著负向影响融资风险;PPP项目预期收益在价格柔性与融资风险关系中起完全中介作用,在再谈判柔性、激励柔性对融资风险影响中起部分中介作用;善意信任能增强价格柔性与激励柔性对融资风险的负向影响,但会减弱再谈判柔性的负向影响;能力信任在价格柔性与再谈判柔性对融资风险关系中起负向调节作用。研究从优化合同条款、创新回报机制、评估信任水平等方面为降低项目融资风险提供可行性建议。     

工作—家庭平衡的企业制度安排

工作已经通过网络渗入家庭,员工面临严重的工作—家庭冲突,影响组织绩效和生活质量。工作—家庭平衡作为企业家庭伦理理论的核心问题已成为制度设计的中心问题。对工作—家庭平衡制度安排的理论与实证研究发现,工作—家庭平衡还没有成为政府、企业和员工的共享信念,制度设计失去社会价值观基础;弹性工作制是有效的正式企业制度;家庭照顾福利是无效的正式企业制度;经理须持之以恒支持员工平衡工作—家庭需要、控制因享用工作—家庭平衡福利而带来的负面职业生涯后果。两者是有效的非正式制度安排。据此提出的政策建议是:政府要在全社会倡导、培育以工作—家庭平衡为核心的企业家庭伦理管理哲学、提供家庭照顾福利作为公共制度供给;企业进行系统的组织文化改造;员工培育照顾家庭的应得权利感。     

人民币汇率弹性的增大对利率稳定性的影响

汇率改革前后,汇率与利率之间的动态关系发生了系统性的改变。在均值意义上讲,人民币汇率弹性的增大降低了利率波动的幅度,利率对汇率的反馈机制有了一定的加强。实证检验证明,汇率改革后人民币汇率弹性的增大能稳定利率波动的假设只在长期内存在,而短期内人民币弹性的增大实际上加剧了利率的波动。     

基于大规模定制下的企业柔性评价实证研究

随着消费者日益强化的个性化需求以及激烈的市场竞争,大规模定制正成为一种有效的生产模式。从企业组织系统方面研究柔性问题,对大规模定制企业柔性制造系统的柔性加以分析,在对其他柔性方面分析的基础上,建立企业系统柔性系统评价模型,该评价系统具有适用性。     

Multinational capital structure and financial flexibility

We address multinational capital structure decisions when firms have varying degrees of financial flexibility for shifting income and/or tax shields between subsidiaries. We find: (1) firms can use leverage to dramatically reduce negative valuation effects from operating in a high-tax country; (2) financial flexibility is a key determinant of optimal capital structure, acting as both a substitute and a complement for leverage; (3) multinational firms derive a synergistic effect from financial flexibility, which can enhance their value beyond that for a single-country firm from a low-tax jurisdiction; and (4) optimal capital structure typically differs substantially across subsidiaries, with each having positions in multiple currencies.     

论企业社会资本的有机构成及功能

企业社会资本是企业内外个人及组织之间的社会信任网络。它是微观、中观、宏观三个层面信任网络相互联系、相互平衡所形成的有机整体。构成企业生产能力、创利能力及企业生存发展的社会根基。企业社会资本的重要价值，是揭示了全球化、信息经济背景下。根植于关系、商誉、品牌等无形资源的“体系优势”、“动态柔性”和“创利能力”超越传统工业时代的区位优势、静态资源和生产能力，成为企业持续创新和竞争优势的来源。     

人力资源柔性研究现状及其在中国商业银行实践新思考

通过理论基础、维度与测量、影响因素、组织绩效影响等4个方面对人力资源柔性研究现状做文献研究述评,并基于此提出研究与实践新方向,提出本土国情下中国商业银行人力资源柔性、创新能力以及创新实践的测量体系,探讨人力资源柔性与创新能力以及创新实践之间的影响关系,充分考虑外部环境对上述关系的影响,提出中国商业银行业务创新实践的概念模型。该模型有助于拓展人力资源柔性理论的实证研究,并基于研究成果深入剖析适合中国商业银行发展的人力资源柔性管理模式。     

Top management incentives and financial flexibility: The case of make‐whole call provisions

Consistent with the premise that make‐whole call provisions enhance value‐creating financial flexibility, we find that higher sensitivity of managerial wealth to stock price (delta) increases the likelihood that corporate bonds contain make‐whole provisions. Building on the results of related research, post‐issue financial performance of make‐whole callable bond issuers increases in delta. In line with prior findings that demonstrate financial flexibility can be costly to bondholders, we find that managerial equity incentives impact the incremental effect of make‐whole provisions on the pricing of corporate debt securities. Consistent with the flexibility explanation, we also find that the market response as measured by abnormal trading volume to the issuance of make‐whole callable debt varies in equity incentives. Overall, our results suggest that managerial incentives play a role in the choice, pricing, and market response to make‐whole options in corporate debt securities.