民营企业的成长与控制权革命

中国民营企业目前普遍面临长不大的问题。造成这一问题的根源在于传统的家族制管理模式不能有效地融合社会人力资本。解决这一问题的关键在于有效地引入职业经理体制,对传统的家族制管理模式进行制度变革,这就意味着控制权的革命。对于我国民营企业的成长,控制权革命是当务之急。     

E时代如何塑造职业经理人

随着市场经济的发展,企业经营管理已经成为一门科学性、专业性极强的社会职业,有其专业化的职业体系与行为规范,其职业标准与成就已逐渐被社会广泛认同。我国经济市场化发展的迅猛态势,以及对职业经理人需求迅速增长的现实,已将加强职业经理人培养、提高职业经理人素质这一重     

高层管理者应具备品德的实证研究

本项研究以高层管理者应具备的品德作为研究对象,对340名在读MBA学员进行了问卷调查。研究发现,责任心、守信、自信、创新、团队合作、进取、公正和坚韧不拔被认为是最重要的品德,而无私奉献、平易近人、谦虚、坦率、热忱、关心人、忠诚、廉洁则处于相对次要的位置。     

基于ANP理论的管理者职务晋升决策研究

建立一个全面、客观、公平、公正的组织管理者晋升机制,对于组织人力资源管理工作和组织的长远发展有着重要的实践意义。组织如何合理、准确地评价和选拔各级管理者,将是组织可持续发展的关键。为此,在讨论了管理者晋升流程的基础上,本文运用ANP理论,建立了管理者评价指标体系,构造了基于ANP的决策模型,并对管理者进行了决策评价。算例结果表明,ANP法的决策思路为科学、合理提拔优秀管理者提供了理论支撑,具有很好的实际参考价值。     

国有企业经理人职业化:必然性与现实矛盾

我国国有企业经理职业化涉及体制、经理人素质以及所有者缺位等方面问题。顺利地实现国有企业经理职业化,应从建立和完善职业经理人市场形成机制、加大对职业经理人人力资本投资力度和加强对国有企业经理人的监督与约束等方面入手,且需要政府、企业、经理人自身和社会各界共同努力,采取多种措施,方能收到成效。     

国有商业银行客户经理绩效管理机制的构建

客户经理是商业银行最小而最重要的经营单位和价值创造主体.当前客户经理绩效管理存在着管理空间断层、考核体系不合理、与利益分配联动度不高及内部机构设置耗散客户经理工作效率等问题.据此,本文作者提出了改进客户经理绩效管理机制的基本思路,即以突出贡献,统一考核,定量分配为基本思路,优化客户经理绩效考核机制,并建立相关配套制度.同时,就客户经理绩效目标的确立、大型客户的绩效在有关人员之间的分割、潜在绩效的考核分配、人力费用资源紧缺矛盾制约客户经理报酬兑现等问题提出了解决方略.     

Store Manager–Store Performance Relationship: A Research Note

Despite the critical role that store managers play in linking top management teams and service/retail employees, as well as in fulfilling corporate strategy within chain store environments, service management research infrequently addresses the factors that may promote store managers’ effective exchange relationships within the firm and subsequent effects on store operations and profitability. This study focuses on how store managers’ performance orientation, trust of a regional manager’s capabilities, and organizational commitment affect a manager’s relationships relative to regional managers and frontline employees. The direct effect of store managers’ relationship capacity on store performance is also examined. The results, based on survey data from managers of stores of a retail and service chain and company financial reports, generally support the suggested hypotheses. Specifically, a store manager’s relationship with his/her supervisor has a strong influence on how the manager views the supervisor’s leadership support and leadership style, which ultimately influence store performance (primary goods/service sales and store profits).     

公司为什么放弃债务的收益呢？

经典资本结构理论认为债务具有税盾效应和财务杠杆效应，因此公司会选择适当的负债以获得债务的税收收益。但是，现实中一些公司的负债很低，甚至为零。公司为什么放弃债务的税收收益呢？本文以2007～2011年中国A股上市公司为研究样本，从行为公司金融的视角分析管理者能力是否导致公司采用“低杠杆”策略。结果表明，中国上市公司存在普遍的低杠杆现象，管理者能力的差异是导致公司采用“低杠杆”策略的重要原因。     

Will We Ever Meet Again? The Relationship between Inter-Firm Managerial Migration and the Circulation of Client Ties

A large body of research shows that the migration of managers from one professional service firm to another weakens the old employer’s relationship with its clients, because migrating managers remove their relationship-specific knowledge and expertise – i.e., human and social capital – from their old employers, redeploying it to their new employers. This study extends this research by introducing a bi-directional perspective of social capital in which both firms and managers may exploit these relationship-specific resources. We use theory on social capital to build arguments about how one form of manager mobility, manager migration between two service providers in a single market, can both lead and lag the movement of client ties between those providers, and signaling theory to hypothesize the conditions under which this is likely to occur. Analyses using longitudinal data on New York City advertising agencies generally support our arguments. Our findings contribute to theory and research on manager migration, social capital, and signaling, and raise new questions for how the portability of relationship-specific social capital shapes markets.     

When fund management skill is more valuable?

Does fund management skill allow managers to identify mispriced securities more accurately and thereby make better portfolio choices resulting in superior fund performance when noise trading – a natural setting to detect skill – is more prevalent? We find skilled fund managers with superior past performance to generate persistent excess risk‐adjusted returns and experience significant capital inflows, especially in high sentiment times, high stock dispersion, and economic expansion states when price signals are noisier. This pattern persists after we control for lucky bias, using the ‘false discovery rate’ approach, which permits disentangling manager ‘skill’ from ‘luck.’