中国出口企业股权结构与企业绩效关系研究

对外贸易是拉动国家经济发展的重要力量。出口企业不断提高企业绩效,不仅关系到企业能否做大做强,也是中国能否实现从贸易大国到贸易强国转变的关键所在。以中国出口企业为切入视角,选取2010—2016年沪深A股市场600家出口企业上市公司数据,实证检验了中国出口企业的股权结构与企业绩效之间的关系。研究结果表明,出口企业的股权集中度、股权制衡度、机构持股比例三个指标越高,越有利于提高企业绩效;国有控股型出口企业,由于承担着一些非经济使命,企业绩效相对较差;考虑二次项效应,出口企业股权集中度与企业绩效还呈倒“U”型关系;此外,出口企业高管持股比例对企业绩效的影响则并不显著。研究结论为中国出口企业通过优化股权结构来提高企业绩效提供了实证依据。     

季节波动视角下普通员工薪酬与旅游企业绩效关系——基于中国上市公司经验数据的实证研究

"旅游+"的兴起,带动了旅游行业在国家层面上新的发展浪潮.选取2010-2015年沪深两市A股的旅游类上市企业为样本,利用多元回归分析研究了季节波动调节下普通员工薪酬对企业绩效的影响.研究结果表明:①加强普通员工薪酬激励有助于提升企业的绩效水平.②季节波动具有弱负向调节效应,但不改变员工薪酬与企业绩效之间正向关系.③淡季的薪酬激励效应对企业绩效的提升更加明显.     

The drivers of work engagement: A meta-analytic review of longitudinal evidence

ABSTRACT

Work engagement is currently one of the most popular outcomes in occupational health psychology. According to the motivational process within the job demands-resources (JD-R) framework, job resources stimulate work engagement, which in turn fosters job performance. While the general positive impact of job resources on work engagement is well established, it remains unclear how different types of job resources differentially predict work engagement over time. In our meta-analytic review, we identified 55 longitudinal studies that investigate the impact of various job resources on work engagement. To uncover the drivers of work engagement, we examined the differential impact of job resources on work engagement at group level, leader level, and organisational level via meta-analytic structural equation modelling. The findings suggest that job resources at each of the three levels predict work engagement over time. However, organisational-level resources (reflecting how the work is organised, designed and managed) contribute much more strongly to work engagement than group-level, and leader-level resources. All three levels of job resources and work engagement are highly stable. We advocate for interventions at any of the three levels. However, interventions at the organisational-level are most promising for enhancing work engagement and we thus strongly recommend strengthening those job resources.     

Are state mindfulness and state work engagement related during the workday?

Given the growing interest in mindfulness in the workplace and the established importance of work engagement for work-related health and well-being, we explore the relationships between these 2 positive psychological states as they vary naturalistically over the workday. Utilising data from 3 measurement occasions per day (before work, mid-workday, and end-workday), we track natural variations in state mindfulness and state work engagement to create a fine-grained picture about their reciprocal relationships within the workday. A sample of 94 university employees completed multiple diary entries per day, for 10 working days. Data were analysed using multilevel structural equation modelling in MPlus, testing within-person pathways between mindfulness and work engagement across the day. Although state work engagement was a predictor of subsequent state mindfulness, state mindfulness did not predict subsequent state work engagement when controlling for earlier within-day work engagement. Overall, the within-day associations between mindfulness and work engagement were weak. We note the high within-day stabilities of state mindfulness and state work engagement, and discuss whether job and personal resources as well as task features might be moderators in the relationships between these constructs.     

Daily perceptions of relationship quality with leaders: implications for follower well-being

ABSTRACT

We examined how a key relationship at work, an employee’s relationship with their leader, affects employee daily well-being. In a study of 129 employees across a variety of industries, we examined how follower perceptions of their daily leader–member exchange (LMX) quality across a workweek influenced their well-being (n?=?468 observations). Results provided general support for our hypotheses. Specifically, we found that on days when employees perceived a higher quality LMX relationship with their leader, they were more likely to report a sense of belongingness, which was then positively associated with daily reports of vigor and negatively associated with emotional exhaustion. Lagged analyses showed that perceptions of LMX quality were also negatively associated with reports of emotional exhaustion the following workday suggesting that these effects may persist over time. Finally, we found that day-to-day variation in reports of LMX quality attenuated the beneficial effects of LMX on relatedness and vigor supporting our hypothesis that uncertainty related to resource availability may contribute to a threat mindset focused on resource conservation rather than engagement. Implications and future research on leadership and employee well-being are discussed.     

Exposing School Employee Sexual Abuse and Misconduct: Shedding Light on a Sensitive Issue

ABSTRACT

While the media continue to report incidents of school employee sexual misconduct, few empirical studies focus on this issue. To address this gap in the literature, expand knowledge and awareness around the problem, and inform future research and programs, this research intends to document and analyze the characteristics of school employee sexual misconduct cases reported in the media. The authors conducted a landscape analysis of 361 published school employee sexual misconduct cases in the United States from 2014, documenting factors such as offender and victim characteristics, type of incident, technology use, location of offense, and resulting disciplinary actions by schools and law enforcement. These analyses showed that offenders were most often male and general education teachers, with approximately a quarter identified as athletic coaches. Offenders’ average age was 36 years, while the average age of victims was 15. More than half of incidents took place at school or school-related events. Results also showed that school employee sexual misconduct incidents most often involved physical contact; however, technology (i.e., cell phones, computers, cameras/video recorders, and storage devices) played an important role in three out of four cases. Finally, analyses of the criminal and school-related consequences showed that over half of offenders were placed on administrative leave or resigned immediately following their arrest and almost all were convicted of their crimes. Additional findings concerning this topic are also reported in this article.     

Evaluation of Occupational Health Promotion Programs

The purpose of this study was to determine the extent of Corporate Health Promotion Program proliferation and to propose a methodology to determine the effectiveness of these programs from a benefit to cost perspective. A national survey of firms sponsoring health promotion activities was conducted to ascertain a variety of information. The specific goal of this study was to determine the extent to which firms were actually conducting financial analyses in order to ascertain whether their health promotion programs were generating benefits that justified continued program funding. The results of the study showed that although the concept of Corporate Health Promotion Programs is rather popular, there is very little concern on the part of the sponsoring firms for measuring the effectiveness of their programs, particularly from a financial perspective. This suggests a vulnerability insofar as those programs are concerned. If such program costs cannot be justified on some quantifiable basis, the possibility of their cancellation seems rather likely if it becomes necessary to reduce expenditures.     

Chapter 19: Work-Life and EAPs in the United Kingdom and Europe

Abstract

This article describes the development and current degree of integration of the Employee Assistance Programme (EAP) and Work-life (WL) professions in the United Kingdom (UK) and Europe. It is based on a qualitative survey of leading providers and industry consultants conducted by the authors specifically for this publication. The study results suggest that the process of integrating the two industries in the UK and Europe has not been the issue it has in North America to date. While they can be distinct services to employers, in the UK and Europe WL and EAP have grown together and there has been little competition between the two professions. Instead, they are generally seen as synergistic and are usually offered to employers as a combined product, with a seamless delivery to employees. Despite this already high level of integration, there are significant future challenges for both professions.     

论股份制民办学校的特征与优势——基于新制度经济学视角

股份制民办学校是股份制在教育产业发展中的一种实践探索。股份制民办学校的主要特征是开放式融资、法人特征、有限责任风险和治理结构。本文以案例介绍人手，主要论述股份制民办学校的比较优势是可以大量融资、可以分散风险、剩余索取权与经营权分离有利于保护学校的主体性、对教育产业运作有重要的启示和推动、知识雇用资本初显端倪等。主要问题是有限责任的局限性、两次委托一代理形成监督和激励障碍等。