Stochastic costly state verification and dynamic contracts

I consider a dynamic costly state verification environment in which a risk-averse agent enters into a contract with a risk-neutral principal. The agent has random income which is unknown to the principal but can be verified at a cost. The principal can commit to executing random verifications.I extend the standard recursive methods to study the problem and show that it is optimal to set verification probabilities strictly less than 1. If the agent׳s absolute risk aversion declines sufficiently slowly, the principal will use verification regardless of its cost. If the agent's income is verified then he would get consumption and continuation utility strictly higher than if his income were not verified.     

How did investor‐state dispute settlement get a bad rap? Blame it on NAFTA,of course

In the short history of the US bilateral investment treaty (BIT) programme, there have been no instances of dispute settlement cases initiated against the United States by firms from BIT countries. The NAFTA experience changed that. Where other studies have only hinted at the reasons for NAFTA controversies, this paper makes clear three causal factors: (i) changing patterns and intensity of FDI, (ii) the application of those rules to developed countries amid those changing FDI patterns and (iii) ambiguities in ISDS rules themselves. The paper explores these and traces the ways in which lessons of the NAFTA have been instrumental in changing the pursuit of investment protection agreements. BITs used to be uncontroversial, but the NAFTA focused attention on reforms to ISDS that maintain the utility of BITs in the governance of FDI, without creating a legal structure for simply challenging the state.     

国有部门与非国有部门的工资差异及影响因素研究

基于CGSS数据，利用Heckman样本选择模型对中国国有部门与非国有部门的工资差异和影响因素进行系统研究。回归结果显示，国有部门员工的教育收益率高于非国有部门，教育收益率与学历水平呈现正相关关系，与非国有部门相比，国有部门中大学本科及以上学历员工的教育收益率更高。工资差异分解结果表明，两部门全样本工资差异中市场歧视占比高于特征差异占比，与全样本相比，大学本科及以上学历员工的工资总差异和特征差异占比更高，系数差异占比更低，说明高学历群体中部门间工资差异更为明显，而且两部门中仍存在较严重的劳动力市场分割和就业歧视问题。因此，政府应努力消除劳动力的流动性障碍，深化国有部门市场化改革，制定更为合理的工资机制，以促进中国经济的持续健康稳定增长。     

深入学习贯彻党的十八届四中全会精神依法推进高职教育事业健康快速发展

党的十八届四中全会通过的《中共中央关于全面推进依法治国若干重大问题的决定》为全面推进依法治国作出重大部署.我们不仅要从历史和全局的高度学习贯彻十八届四中全会精神和《决定》内涵,以实事求是的精神全面推进依法治国,同时又要以依法治国方针为指导,全面推进高职教育事业健康快速发展.     

浅谈开滦集团党建特点

介绍了开滦集团党的建设情况,从时代要求、与企业转型发展并进的精神、自身发展的现实3个方面进行了阐述。     

Petromin: The slow death of statist oil development in Saudi Arabia

The paper recounts the history of Saudi Arabia's first national oil company, Petromin, which was originally supposed to take the place of foreign-owned Aramco. As a result of Petromin's inefficiency and personal rivalries among the Saudi elite, however, Petromin was progressively relegated to the sidelines in favour of a gradually ‘Saudiised’ Aramco. As a result, the organisation of the Saudi oil sector today is very different from – and more efficient than – that of most other oil exporters in the developing world. The paper concludes with a tentative taxonomy of national oil companies, based on the circumstances of nationalisation.     

Earnings management and accrual anomaly across market states and business cycles

This paper examines if the conditioning on market states is important to earnings management behaviors and profitability of accrual hedge strategy. This paper discusses four findings. First, accrual profits are consistently positive across both market states and significantly higher in DOWN markets. Second, while earnings management exists in both market states, the management effort is less effective and short-lived in the DOWN state. Third, this paper finds that the accrual effect exists but varies across industries. Finally, this paper examines how business cycles associate with accrual anomaly and show that accruals mispricing cannot be fully captured by macroeconomic model predicted returns.     

国资国企改革典型经验研究与启示——央企和部分省市典型经验对上海“十二五”期间国资国企改革的启示

国有经济和国有企业伴随着中国30年的改革开放，有了重大的变化。中央企业和各省市探索出许多国资国企改革方面值得总结和借鉴的宝贵经验。这些经验也将给上海市“十二五”期间进一步深化国资国企改革带来有益的启示，促进新一轮国资国企的改革发展。     

中交哈大高速铁路施工团队管理与激励的研究

本文的研究方法和结论能够提升中交哈大项目团队的经营业绩,成功实现中交集团内部及外部的有效沟通,促使中交集团机构重组的顺利完成。本文的相关研究成果与结论不仅对中交哈大高速铁路施工项目团队管理及激励机制的建设和完善有借鉴作用,而且对于其他建筑施工企业的项目团队管理也具有一定的参考作用。     

对我国国企改制的几点建议

20世纪90年代以来,我国国有企业改制进程加快,但是仍然存在一些问题。目前应当按统筹兼顾、公开竞争、分类推进及配套改革的原则推进国企改革,要尽快制定改制的基本规划和政策,进一步完善具体政策。