机构投资者持股与企业应计盈余管理和真实盈余管理行为选择

采用异常操控性项目的计算方法度量企业应计盈余管理和真实盈余管理程度,以2003年至2011年中国上市公司为研究样本,构建多元线性回归模型和联立方程模型,考察机构投资者持股对应计盈余管理和真实盈余管理行为选择的影响。研究结果表明,机构投资者持股比例与真实盈余管理程度显著负相关,与应计盈余管理程度显著正相关;对机构投资者明细类别的检验结果发现这种相关关系在投资基金、证券公司、QFII、保险公司和社保基金这5类机构投资者中均存在,但企业年金、信托公司、财务公司和银行持股对盈余管理行为的影响不显著;按照机构投资者持股规模、股权分置改革和终极控制人性质的分组检验结果表明,这种相关关系在不同的内外部环境中均存在,且相对于国有控股上市公司,非国有控股上市公司中机构投资者抑制真实盈余管理行为的作用更强;机构投资者持股与整体盈余管理程度显著负相关。     

基于机构调研的投资决策对盈余管理的影响研究

基于2009年至2018年我国A股上市公司数据，从披露调研信息文本的角度，研究了机构投资者调研信息获取与投资决策的一致性行为对上市公司盈余管理的影响。研究发现，机构投资者的调研信息获取与投资决策的一致性行为，能够减弱上市公司管理层的盈余管理活动，并且该行为对上市公司盈余管理的抑制作用，在非国有、规模较小、信息和法律环境较差的上市公司中更为显著。研究结果表明，机构投资者的调研信息获取与投资决策的一致性行为对上市公司具有积极的外部治理作用，有助于改善上市公司的治理水平。     

机构投资者持股对上市公司盈余管理影响的实证研究

本文以2004-2006年非金融类机构投资者持股的上市公司为样本,实证检验发现机构持股对上市公司盈余管理存在显著正向影响,在控制住盈余管理对机构投资者的影响进行Granger因果关系检验后同样发现,机构投资者对盈余管理的正向作用依然显著。本文进一步实证分析还发现,消极机构投资者持股与盈余管理显著正相关;而积极机构投资者持股与盈余管理微弱负相关。本文研究结果为进一步探讨机构投资者在我国上市公司治理中的作用提供了理论依据和经验支持。     

机构投资者持股与上市公司会计盈余信息关系实证研究

本文从机构投资者持股和上市公司盈余信息关系的视角出发,分析机构投资者在公司治理中的作用。以2000～2003年沪市A股为样本,经过研究发现:盈余信息及时性与机构持股比例正相关。公司治理结构合理,盈余信息及时性强,是吸引机构投资的动因。机构持股比例与盈余管理负相关。机构持股比例越高,越能有效抑制操纵应计利润的盈余管理行为,增强盈余信息真实性,说明机构持股参与公司治理能够改善公司治理结构,使上市公司的经营更加规范、有效。     

机构投资者异质性、投资期限与公司盈余管理

从机构投资者的投资期限与上市公司的会计盈余信息关系视角,分析不同投资期限的机构投资者在公司治理中的作用。使用Gaspar等指标,把机构投资者分为长期机构投资者和短期机构投资者,利用我国上市公司2003-2011年数据,实证检验了机构投资者的投资期限对盈余管理的影响。结果发现:与预期一致,长期机构投资者的持股比例越高,越能体现其公司治理效应,即与盈余管理及正向盈余管理显著负相关;短期机构投资者比例越高,越能体现其投资的短视行为,即与盈余管理及正向盈余管理显著正相关。长期机构投资占优和短期机构投资占优分别体现其公司治理效应和信息交易效应,说明只有长期机构投资者才能参与公司治理、改善公司治理结构。因此,提高长线机构投资者的持股比例和建立长线机构投资者的激励机制才是当务之急。     

应计项目盈余管理还是真实活动盈余管理?——基于我国2007年所得税改革的研究

本文建立了1个基于避税动因的盈余管理方式选择的模型,并结合实证会计3大假说提出了经验研究假设,以2007年所得税改革为背景研究了我国上市公司盈余管理方式的选择问题。结果显示:预期税率上升使公司更倾向于实施真实活动操控的盈余管理,预期税率下降会使公司更倾向于实施应计项目操控的盈余管理;国有控股、公司规模、债务对应计项目操控程度有显著负效应,对真实活动的盈余管理程度有显著正效应;管理层薪酬对负向的应计项目操控有负效应,对正向的应计项目操控和真实活动操控均具有显著的正效应。上述研究丰富了避税动因盈余管理的研究文献,从真实活动操控视角发展了实证会计的3大假说,也对审视我国上市公司的审计和监管具有一定的意义。     

有限合伙协议架构企业的盈余管理之谜：长期导向还是机会主义？

有限合伙协议架构（LP架构）作为企业实现财务资本与人力资本专业化分工的重要控制权创新模式,受到实践者与政策制定者的广泛关注,但学者们对于LP架构经济后果的研究莫衷一是。基于此,本文以信息质量为切入点,利用2011～2021年中国沪深两市A股IPO的非国有上市公司样本,考察LP架构对企业盈余管理的影响。研究结果表明,相比于非LP架构企业,采用LP架构的企业显著增加了向下的应计盈余管理,而真实盈余管理没有明显差异。机制分析发现,LP架构企业通过向下盈余管理减少股利分配,以增加自由现金流和未来的研发投入,而不是出于控股股东资金占用或关联方担保等机会主义动机。进一步分析显示,LP架构对盈余管理的影响在现金流波动较大、风险承担水平偏高、财务业绩较好、有限合伙人来源于内部,以及在股票禁售期内的企业更加显著。最后,本文发现压力抵制型机构投资者持股、分析师跟踪和交易所问询等外部治理机制显著抑制了LP架构企业的盈余管理行为。本文不仅从信息质量角度深化和扩展了LP架构的公司治理效率研究,同时为监管者完善信息披露制度,以及投资者识别LP架构企业价值提供了重要的经验参考。     

机构投资者持股比例与上市公司盈余管理的实证研究

本文分析了机构投资者在完善上市公司治理结构、约束管理层盈余管理中的作用。首先通过管理者与机构投资者的博弈分析发现,当机构持股比例很低时,机构不存在监管意愿,只有当机构持股比例较高时,才会积极地监管盈余管理。其次,以2004-2006年沪深两市的上市公司为样本,通过实证研究发现盈余管理与机构投资者持股之间存在倒U型关系,持股比例13.07%是机构投资者是否有效抑制盈余管理行为的临界值;盈余管理程度与机构股东的数量呈正相关关系,即随着上市公司中机构股东数量的增加,机构的监管效率会下降。     

债权治理与盈余质量:来自中国证券市场的经验证据

以2007-2008年非金融类上市公司为样本,研究了债权治理与盈余质量之间的关系,得到以下研究结论:资产负债率与盈余质量显著负相关,短期资产负债率与盈余质量显著负相关,长期资产负债率与盈余质量呈现出不显著的正相关关系。进一步研究后发现,短期债务融资是引发盈余质量恶化的主要原因,而长期债务融资虽然一定程度上改善了上市公司的盈余质量,但这种效果总的来说并不显著。此外,最终控制人的国有性质加剧了债务契约引发的盈余管理动机,恶化了盈余质量。     

非国有股东治理与国企高管薪酬激励

如何改善国企高管激励机制是新时期全面深化国企改革成败的关键一环。本文以2008～2015年国有上市公司为样本,通过手工收集年报披露的前十大股东性质、持股比例与委派高管的数据,分别从股权结构和高层治理两个维度衡量非国有股东参与国企治理的程度,在此基础上,研究非国有股东治理如何影响国企高管的激励机制。研究发现:首先,单纯的非国有股东持股对高管薪酬业绩敏感性无显著影响,但非国有股东向国有企业委派高管有利于改善国企高管的薪酬业绩敏感性。其次,非国有股东对高管薪酬业绩敏感性的提升作用在竞争性国有企业和处于较低市场化程度地区的国有企业中更加显著。最后,非国有股东委派高管参与国企治理能有效抑制国企高管的超额薪酬和超额在职消费。以上结论表明,混合所有制改革不能仅停留在资本层面的混合,还需确保非国有股东在国企经营管理中具有一定的影响力,才能更好地发挥民营资本的监督和治理作用。     

Power,authority and legitimacy

Management, human resources, organization, control, leadership, etc., all seem to be just so many euphemisms for power, and this suggests a discourse of management and organization that calls things by their proper name. This paper on the contrary stresses the need to resolve the concept of ‘power’ itself into more differentiated notions, and proposes that clarification may be derived from distinctions once explicit in the vocabulary of Classical antiquity, but lost in modern European languages. It argues that nothing but confusion in thinking about organizations, management and legitimation can result from the failure to recognize that the phenomena this vocabulary identifies and distinguishes are irreducibly different.     

A new lease for life? The return of vitalism in management and organization studies

This paper starts from a growing interest in the concept of concern, lived experience or “inhabiting” as part of the so-called “affective turn”. My main argument is that the notion of concern cannot be thought or understood without the concept of life. The concept of life, however, is somewhat of a taboo topic in the social sciences. I hold, nevertheless, that in order to reflect on their assumptions and to define concern for their own studies, scholars need to think about life and make a choice regarding the various approaches that can be taken. I therefore present and compare four vitalist approaches: romanticism and Lebensphilosophie, vitalism as ethos and pathos, neuroecosociality as well as vitalism as becoming.     

Effects of the implementation of information technology on employees' strain and job satisfaction: a context-dependent approach

The effects on staff of the implementation of new office information technology were investigated in ten companies in Vienna using a longitudinal design. Strain and satisfaction of 331 employees (implementation sample: n = 212; control sample: n = 119) were measured at five points in time over a period of 22 months. The study is based on a context-dependent approach. Personal factors (individual differences, external load) were assessed by questionnaires, and situational factors (job design, implementation content and implementation context) by objective measures. The impact of these factors on employees' strain responses was tested using structural equation modelling (SEM). While the implementation of new technology as such made no significant contribution to the explanation of strain variables, a reasonable model fit was achieved when implementation characteristics were taken into account. The data suggest that negative effects of implementations must be expected if (1) adaptational demands do not include the enhancement of employee qualifications, (2) character-based user interfaces are not replaced, and (3) employees have few or no opportunities to participate in the implementation process.     

Consequences of work-family conflict on employee well-being over time

The effects of work-family conflict on the well-being of a diverse sample of 342 non-professional employees from the greater Los Angeles area were examined. Data were collected at two points in time, and a rigorous research design was employed. The effects of self-report bias were considered by controlling for social desirability bias, and by collecting two sources of data (i.e. self-reports and co-workers reports). The results revealed that work-family conflict predicted employee well-being over and above social desirability bias. In addition, analyses were consistent when both self-reports and co-workers reports were utilized. Finally, work-family conflict was a longitudinal predictor of employee's positive well-being. Both cross-sectional and longitudinal analyses were consistent across self-reports and co-worker reports.     

Policy Goals for Health and Safety

Health management and safety regulation are separate disciplines but share the aim to extend expectancy of life in good health. The need to improve cost-effectiveness calls for their co-ordinated management according to a unified rationale. Three guiding principles of accountability, demonstrable net benefit and a uniform measure of performance, have been laid out in Canada by the Joint Committee on Health and Safety. They call for open accounting in terms of (health-related quality-adjusted) life expectancy. The principles are utilitarian in format but, it is argued, inequity is naturally diminished in the process of optimizing cost-effectiveness through maximum marginal returns. Comments are made on practical implementation. The need for public consent in practice calls for two additional principles reflecting fair procedure and sovereignty of the citizens. It is concluded that public health and safety measures should be surveyed, documented for cost-effectiveness and prioritized for improvement.     

Ethical Mindsets of Christianity and Confucianism: A Comparative Study

This study investigates the application of an organizational mindset instrument to compare the ethical mindsets between Italy and Taiwan. Results suggest that there are not significant differences, but Italian business is perceived to practice some Machiavellianism that puts results ahead of ethical concerns.     

The myth of change management: A reflection on personal change and its lessons for leadership development

Abstract

In this article I reflect upon my own personal learning when faced with significant individual change, leaving a corporate role to start my own business and returning to serious study after twenty-five years of neglect. I look at the relationship between individual and organizational change, trying to reconcile the mechanistic models of change ingrained by years of practice with new insights gleaned from my own personal transition. Implications for change agents include taking a more adaptive and multi-dimensional approach to change, rather than vainly trying to manage it. For people developers it may question the way we develop leaders and managers to cope with change. And all of us may decide we can be better at learning how to embrace perpetual change and perpetual learning as part of the same unpredictable process.     

The Japanese version of the Effort-Reward Imbalance Questionnaire: a study in dental technicians

To test the psychometric properties and criterion validity of the Japanese version of the EffortReward Imbalance (ERI) Questionnaire (Siegrist, 1996), a survey was conducted among 105 male dental technicians. The Japanese version of the questionnaire was developed through a backtranslation process. Internal consistency and factorial structure were tested and the criterion validity with respect to musculoskeletal symptoms was estimated with the help of a correlation matrix and logistic regression analysis. In psychometric terms, the factorial structure of the scales measuring the components of the theoretical concept was replicated satisfactorily, and internal consistencies of the scales measuring the extrinsic and intrinsic components of the model were appropriate. Significant associations between components of the ERI and musculoskeletal symptoms were found. Logistic regression analysis revealed a significantly elevated risk of musculoskeletal symptoms in participants scoring high on the scale measuring the model's intrinsic component, 'overcommitment'. This study indicates that, at least for the occupational group under study, the Japanese version of the ERI Questionnaire is a feasible and psychometrically well justified new measure for assessing psychosocial stress at work with relevance to health.     

Axiomatic Equilibrium Selection for Generic Two‐Player Games

For a finite game with perfect recall, a refinement of its set of Nash equilibria selects closed connected subsets, called solutions. Assume that each solution's equilibria use undominated strategies and some of its equilibria are quasi‐perfect, and that all solutions are immune to presentation effects; namely, if the game is embedded in a larger game with more pure strategies and more players such that the original players' feasible mixed strategies and expected payoffs are preserved regardless of what other players do, then the larger game's solutions project to the original game's solutions. Then, for a game with two players and generic payoffs, each solution is an essential component of the set of equilibria that use undominated strategies, and thus a stable set of equilibria as defined by Mertens (1989).