Firm ownership and internal labour practices in a transition economy

One feature common to many post‐socialist transition economies is a relatively compressed wage structure in the state‐owned sector. We conjecture that this compressed wage structure creates weak incentives for work effort and worker skill acquisition and thus presents adverse consequences for the entire transition economy if a substantial portion of the labour force works in the state sector. We explore firm wage incentives and worker training, as well as other labour practices and outcomes, in a transition setting with matched firm and worker data collected in one of the largest provinces of Vietnam – Ho Chi Minh City. The Vietnamese state sector exhibits a compressed wage distribution in relation to privately owned firms with foreign ownership. State wage practices stress tenure over worker productivity and their wage policies result in flatter wage–experience profiles and lower returns to education. The state work force is in greater need of formal training, a need that is in part met through direct government financing. In spite of the opportunities for government financed training and at least partly due to inefficient worker incentives, state firms, by certain measures, exhibit lower levels of labour productivity. The private sector comparison group to state firms for all of these findings is foreign owned firms. The internal labour practices of foreign firms are more consistent with a view of profit‐maximizing firms operating with no political constraints. This is not the case for Vietnamese de novo private firms that exhibit much more idiosyncratic behaviour and whose labour practices are often indistinguishable from state firms. The exact reasons for this remain a topic of on‐going research yet we conjecture that various private sector constraints, including limited access to formal capital, play an important role.     

第四方物流的经营与发展

我国加入WTO后，国外物流企业进入中国物流市场，将给我国物流业带来发展机遇，也带来竞争压力，因此．我国物流企业必须运用现代物流理念，加快发展，建设高标准、高质量的物流体系。本文就是希望通过时第四方物流这一新兴物流理念的研究探讨，找出能推进我国物流业的发展思路。     

谈谈酒店商务楼层的起源与发展

商务楼层作为一种特定的楼层，在世界各地兴起和迅速发展。通过阐述商务楼层的意义、起源与发展，揭示商务楼层与其他楼层的不同之处，目的是促使商务楼层进一步完善发展。     

A Cross‐national Comparison of R&D Expenditure Decisions: Tax Incentives and Financial Constraints*

We provide evidence on the impact of tax incentives and financial constraints on corporate R&D expenditure decisions. We contribute to extant research by comparing R&D expenditures in the United States and Canada, thereby exploiting the differences in the two countries' R&D tax credit mechanisms and generally accepted accounting principles. The two tax incentive mechanism designs are consistent with differing views of the degree of financial constraints faced by firms in these economies. Our sample also allows us to explore the effects of capitalizing R&D on Canadian firms. Employing a matched design, we document relations between tax credit incentives and R&D spending consistent with both Canadian and U.S. public companies responding as though they are not financially constrained. We estimate that the Canadian credit system induces, on average, $1.30 of additional R&D spending per dollar of taxes forgone while the U.S. system induces, on average, $2.96 of additional spending. We also find that firms that capitalize R&D costs in Canada spend, on average, 18 percent more on R&D. Collectively, this evidence is important to the ongoing debates in both countries concerning the appropriate design of incentives for R&D and is consistent with the assumptions found in the U.S. tax credit system, but not those found in the Canadian system.     

“棘轮式”代理问题与子公司经理人激励:家族集团治理

家族集团中,在企业家通过本期产出水平来确定子公司经理人所应上缴的产出分配收益的情况下,经理人会通过调整自己的努力水平,间接控制自己在下期的上缴额度,从而导致激励效率损失.但是,如果企业家能收取固定的产出分配收益,并确定高额违约金,就能够有效地规避子公司经理人代理问题.     

论知识型组织员工的人性假设及其激励

基于知识型组织员工人力资源的独有特征，提出一种新的人性假设——“价值人”假设，即知识型组织中员工是工具价值与自我价值二维存在的统一体。在“价值人”假设条件下，知识型组织员工管理模式应从传统的“命令-控制”型向“引导-激励”型转变，运用激励的制度安排来激发员工的工作热情。     

论地质工作中人才激励机制的构建

《国务院关于加强地质工作的决定》在对地质工作人才现状进行科学判断的基础上,指出要加快地质人才开发、发挥地质工作者的积极性和创造性,为如何构建地质工作人才激励机制指明了方向。文章分析了目前地勘单位人才资源现状及地质专业人才匮乏的原因;提出了建立地勘单位的人才引进机制、内部分配机制、培训机制、社会的人才培养机制等观点。     

On modeling incentive systems which utilize pollution charges for pollution abatement

This paper examines a scheme of economic incentives for environmental protection, in which spatially differentiated pollution taxes are in use in compensating the pollution abatement costs. A simple mathematical model is described which determines an incentive system that encourages polluters to reduce the discharges to an acceptable level of ambient quality standards in a cost-effective manner. It is shown that the vector of pollution charges has to be proportional to the marginal abatement cost vector, but is smaller than the latter in magnitude. It is demonstrated that a necessary incentive effect may be achieved even if the total pollution charge is much lower (about three times) than the total abatement costs. It is also estimated how this charge incentive system reconciles conflicting criteria of cost-effectiveness and of equity. These conclusions are verified by numerical experiments with real data.     

行政性垄断与我国未来的反垄断立法

我国发展社会主义市场经济需要完善的反垄断立法。根据垄断的产生与行政权力的 关系,垄断分为经济性垄断和行政性垄断,由于我国市场经济发展的特殊性,行政性垄断构成了 对市场自由公平竞争秩序的主要危险,因此,未来我国的反垄断立法必须将反行政性垄断行为作 为其首要任务进行重点规制,即行政性垄断对未来我国的反垄断立法提出了一定的特殊要求。     

环境不确定性与企业党员高管的创新“稳定器”效应

本文选取2010—2019年A股上市公司作为研究样本,研究高管党员身份在企业创新面临环境不确定带来冲击时的“稳定器”效应及其内在机制。研究发现：环境不确定性的提升抑制了企业创新,高管党员身份能通过降低研发支出挤出程度和优化融资环境两个渠道有效缓解环境不确定性的创新抑制效应。党员高管的创新“稳定器”效应更多地体现在环境不确定性增加的阶段,在平稳发展时期,应平衡好党组织参与企业治理与企业创新发展自主权的关系。全面从严治党战略的实施使党员高管决策风格更加稳健、保守,降低了企业风险承担,同时强化了面临环境不确定性时高管党员身份的“创新稳定器”作用。在当前企业创新面临高环境不确定性的大背景下,本文研究一方面丰富了党组织参与创新治理的理论依据,另一方面为高不确定性背景下优化企业创新环境提供了可实践路径。