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1.
For a sample of NYSE firms, we show that wide spreads are accompaniedby low depths, and that spreads widen and depths fall in responseto bigger volume. Spreads widen and depths fall in anticipationof earnings announcements; these effects are more pronouncedfor announcements with larger subsequent price changes. Spreadsare also wider following earnings announcements, but this effectdissipates quickly after controlling for volume. Collectively,our results suggest liquidity providers are sensitive to changesin information asymmetry risk and use both spreads and depthsto actively manage this risk. 相似文献
2.
Douglas Ready 《Business Strategy Review》2009,20(2):4-7
It is difficult to attract and keep top talent, acknowledges Douglas Ready , but he believes that your company's culture and climate are key to creating a system that works. 相似文献
3.
Douglas Ready 《Business Strategy Review》2009,20(4):24-29
In many companies, the human resources function is considered necessary, but minimally important. Douglas Ready strongly disagrees and argues that a shoddy HR function will keep the rest of the company from high achievement. It's time to develop the people who are in charge of developing everyone else. 相似文献
4.
Conditioning manager alphas on economic information: another look at the persistence of performance 总被引:11,自引:0,他引:11
This article presents evidence on persistence in the relativeinvestment performance of large, institutional equity managers.Similar to existing evidence for mutual funds, we find persistentperformance concentrated in the managers with poor prior-periodperformance measures. A conditional approach, using time-varyingmeasures of risk and abnormal performance, is better able todetect this persistence and to predict the future performanceof the funds than are traditional methods. 相似文献
5.
When a market order arrives, the NYSE specialist can offer aprice one tick better than the limit orders on the book andtrade for his own account. Alternatively, the specialist can'stop' the market order, which means he guarantees executionat the current quote but provides the possibility of price improvement.My model shows that specialists can use stops to sample thefuture order flow before making a commitment to trade. I presentempirical evidence that both stops and immediate price improvementimpose adverse selection costs on limit order traders. 相似文献
6.
The dynamics of the unobservable short rate are frequently estimateddirectly using a proxy. We examine the biases resulting fromthis practice (the 'proxy problem'). Analytic results show thatthe proxy problem is not economically significant for single-factoraffine models. In the two-factor affine model of Longstaff andSchwartz (1992), the proxy problem is only economically significantfor pricing discount bonds with maturities of more than fiveyears. We also describe two different numerical procedures forassessing the magnitude of the proxy problem in a general interestrate model. When applied to a nonlinear single-factor model,they suggest that the proxy problem can be economically significant. 相似文献
7.
ZHI DA 《The Journal of Finance》2009,64(2):923-956
I link an asset's risk premium to two characteristics of its underlying cash flow: covariance and duration. Using empirically novel estimates of both cash flow characteristics based exclusively on accounting earnings and aggregate consumption data, I examine their dynamic interaction in a two-factor cash flow model and find that they are able to explain up to 82% of the cross-sectional variation in the average returns on size, book-to-market, and long-term reversal-sorted portfolios for the period 1964 to 2002. This finding highlights the importance of fundamental cash flow characteristics in determining the risk exposure of an asset. 相似文献
8.
从企业技术能力构成角度,给出了企业技术能力六个构成要素,并分别探讨了企业识别技术能力、选择技术能力、获取技术能力、利用技术能力、保护技术能力及技术库. 相似文献
9.
选取我国2011年沪深两市 A股的628家民营上市企业的贷款数据为样本进行实证分析发现:银行贷款量与银行到企业之间距离具有显著的负相关关系,说明银企距离是制约我国民营企业贷款的一个重要影响因素;地区金融发展与企业的银行贷款量之间具有显著的负相关的关系,说明了竞争关系对企业外地银行贷款的抑制作用不是表现在区域的银行网点的竞争,而是地区的金融发展。因此,应重视银企距离,加大地区金融发展。 相似文献
10.
跨国公司人力资源系统、企业文化与创新绩效关系的实证研究 总被引:1,自引:0,他引:1
本文通过实证研究确定跨国公司人力资源系统和企业文化对创新绩效的影响,以及企业文化在人力资源系统和创新绩效间存在的中介作用。在前人研究的基础上,构建了三者之间关系的基本模型,提出了三条基本假设。通过对长三角地区的150家跨国企业进行问卷调查,运用多元回归法分析了有效数据,发现注重培训、基于绩效的薪酬、发展团队三项人力资源实务和企业文化对创新绩效有影响,其中注重培训和公司文化对创新绩效的影响显著,而人力资源系统主要通过企业文化的中介作用来影响创新绩效。 相似文献