河南国有外贸公司改制问题的症结与思考

河南国有外贸公司在改制过程中遇到了一系列问题,生存现状堪忧。针对其国有资产和人才资源流失、发展方向模糊、法人治理结构不完善等问题,文章认为,应从其经营模式、产权和管理机制等方面着手,发挥政府作用,审时度势走工贸结合一体化道路。     

承接跨国公司外包与区域产业结构升级路径研究——以辽宁沿海经济带为例

全球化背景下,服务外包正在成为新一轮国际产业转移的重要内容。辽宁沿海经济带地处环渤海地区重要位置和东北亚经济圈关键地带,制造业实力雄厚,基础设施完善,具备承接跨国公司外包的坚实基础,应该充分发挥优势,承接外包业务,实现地区产业结构升级,促进区域经济协调发展。     

论公司法上“利益相关者”之界定

利益相关者理论产生于20世纪60年代,他是在对英美等国奉行"股东至上"公司治理实践的质疑中逐步发展起来的。"利益相关者"一词本是经济学的概念,当前,利益相关者理论逐渐成为解释和确立公司社会责任的重要依据。经济学关注的是经济现象,以经济关系为研究对象,法学关注的是经济交往中的法律现象,以法律关系为对象。本质属性的不同就注定了,利益相关者理论在进入法学领域时,必然会"入乡随俗",进而成为一个法律概念。本文笔者认为研究利益相关者理论对于认清公司的本质属性有重大意义。     

股权性质、股权集中度、股权制衡与公司绩效——以新疆上市公司为例

新疆上市公司股权集中度高、国有股比例高。对2003～2007年新疆上市公司股权结构与公司绩效进行的实证研究表明,法人股股东、股权集中度、股权制衡度都未对公司绩效产生显著影响,但国有股对公司绩效产生了显著为负的影响,意味着新疆上市公司存在明显的代理问题及行政干预;而法人股股东未能发挥其应有的作用,也与其多为国有法人股东有关。对新疆上市公司而言,当前重要的是继续减持国有股,而非考虑股权的分散性以及是否机构法人持股。     

上市公司高管变更与公司违约风险关系研究:来自房地产上市公司的证据

以2006～2010年沪深两市A股房地产上市公司的年度数据和公司治理数据为样本,采用KMV模型,运用多元随机平衡面板回归分析方法对中国上市公司高管变更与公司违约风险的关系进行实证研究。实证研究结果表明,高管变更与公司违约风险显著正相关,公司高管变更后能够显著降低公司的违约风险。这为高管变更与公司违约风险、高管变更与经营业绩之间的关系提供了新的证据,丰富了高管变更研究的新领域,即高管变更与公司违约风险之间的关系研究。     

上市公司社会责任信息披露影响因素研究

本文以在深圳证券交易所上市的公司为样本，对上市公司社会责任信息披露程度及其影响因素进行了实证研究。研究发现，我国上市公司社会责任信息披露的总体状况较差，公司绩效、行业属性及规模是影响我国上市公司社会责任信息披露的重要因素，而独立董事比例及董事长与总经理是否二职合一两个公司治理结构变量均末表现出对社会责任信息披露的显著影响．     

安徽省上市公司绩效评价与分析

已有的上市公司评价指标较多地强调财务指标，而对反映企业成长特征的非财务指标却较少涉及，无法完整地体现上市公司的综合绩效。本文参考国内外现有上市公司绩效评价体系和评价方法，全面选择指标，建立绩效评价指标体系，运用主成分分析法对安徽省上市公司绩效进行综合评价，并对结果进行分析，为安徽省上市公司提高绩效提供借鉴。     

French multinational companies' HRM in China: strategic orientation and integration approaches

The purpose of this qualitative study is to identify strategic orientation and integration approaches of French companies in implementing the headquarters-based human resource management (HRM) practices in their Chinese subsidiaries. Through a study of 16 French multinationals’ HRM, our findings reveal that a majority of sample companies tend to standardize the HRM practices in their Chinese subsidiaries to a great extent. This strategic orientation is supported by a combination of specific integration approaches at the subsidiary level. The results add knowledge to international management theory and allow us to develop implications in managing employees in China.     

Multinational companies and human resource management in Ireland during recession: A retrospective from a highly globalized economy

This article provides a retrospective investigation of the impact of the recent “great recession” on human resource management (HRM) in multinational companies (MNCs) in Ireland. Ireland represents a particularly fitting location within which to address this topic given its standing as one of the world's most economically globalized and MNC‐dependent economies and also because the country was very severely impacted by the global financial crisis. Using both primary and secondary data from a variety of sources, our analysis considers the impact of recession on HRM in MNCs, with particular focus on employment, pay and benefits, industrial relations, and the role of the human resource (HR) function. The findings suggest that HR practitioners played a central role in implementing a series of initiatives, many of which were operational in nature, to improve business performance. In so doing, we argue that practitioners in MNCs in Ireland behaved as archetypical “conformist innovators” during the recent recession, delivering operational HR responses to improve their organization's bottom line.     

Managing institutional distance: Examining how firm-specific advantages impact foreign subsidiary CEO staffing

Based on the insight that superior access to knowledge can help foreign firms overcome liabilities of foreignness, we examine whether possession of firm-specific advantages shifts foreign firms’ CEO staffing strategies from local managers, who provide host-market insight, toward expatriates, who possess knowledge transfer and coordination capabilities. We find that, as institutional distance increases, firm-specific advantages from multinationality, regional agglomeration, and host-country experience substitute for the host-market insight of local CEOs. Foreign firms with such advantages instead staff the CEO role with expatriates. Our results are practically relevant to MNCs seeking to allocate a limited talent pool across different institutional contexts.