创业团队的内部治理:协作需求、薪酬差距与团队稳定性

创业团队是组织租金创造的源头,其内部是如何使用正式合约进行治理的,尚缺乏大样本实证研究。利用2009~2018年创业板团队创始人个人层面的数据,我们以创业团队面临的第一份正式合约薪酬契约为视角,研究发现:较小的薪酬差设置显著提高了创业团队的稳定性;同时,在协作需求更强(业务复杂度高)的团队中,上述关系被显著加强。进一步地,我们考察了不同的团队特征(团队规模和亲缘关系),发现随着私下沟通成本的增加以及团队间非正式合约的替代,薪酬差距和团队稳定性的关系被显著削弱;最后,我们进行了相关经济后果的检验。本文的发现强调了正式合约设计和团队生产力物化过程的匹配规律,也为团队治理过程中隐性契约和显性契约的耦合提供了证据。     

Developing a Public Interest School of Management

This 'think piece' paper contributes to the recent 'business school business' debate by examining whether an alternative form of the business school – specifically, the public interest model – can be created. Current criticisms of conventional business schools are reviewed and alternative models explored. We take some examples from our own field of health management research. We define the public interest school model in more detail than in previous accounts and compare and contrast it with other models of the reformed business school. We identify certain conditions in which this form is more likely to succeed and suggest a future empirical research agenda.     

Virtual Teams versus Face-to-Face Teams: An Exploratory Study of a Web-based Conference System*

Many organizations are forming “virtual teams” of geographically distributed knowledge workers to collaborate on a variety of workplace tasks. But how effective are these virtual teams compared to traditional face-to-face groups? Do they create similar teamwork and is information exchanged as effectively? An exploratory study of a World Wide Web-based asynchronous computer conference system known as Meeting Web™ is presented and discussed. It was found that teams using this computer-mediated communication system (CMCS) could not outperform traditional (face-to-face) teams under otherwise comparable circumstances. Further, relational links among team members were found to be a significant contributor to the effectiveness of information exchange. Though virtual and face-to-face teams exhibit similar levels of communication effectiveness, face-to-face team members report higher levels of satisfaction. Therefore, the paper presents steps that can be taken to improve the interaction experience of virtual teams. Finally, guidelines for creating and managing virtual teams are suggested, based on the findings of this research and other authoritative sources.     

Sustaining the Buyout Governance Model: Inside Secondary Management Buyout Boards

This paper examines the impact of private equity (PE) directors and their human capital on operating performance in a unique hand‐collected sample of 200 secondary management buyouts (SMBOs) during 2000–2015. It shows that PE directors’ human capital tends to play a statistically and economically important role in performance. Financial (rather than operational) experience of PE directors in acquiring PE firms tends to have a substantial impact on post‐SMBO profitability, while high‐level business education is especially important in post‐SMBO growth performance enhancement. Complementary expertise, provided by directors in buying and selling PE firms, plays an important role only in post‐SMBO growth improvements. Overall, the paper's results provide evidence that governance benefits of the buyout model tend not to be exhausted in the primary buyout stage, but the effects in the secondary buyout phase depend on the nature of PE directors’ human capital resource, notably in respect of the balance between board monitoring and advisory roles. This study therefore adds to growing evidence on how the ownership and life‐cycle nature of firms affect sustainability of boards fulfilling their roles. The results are robust to sample selection bias, different types of PE firms and different measures of human capital.     

我国民营企业高层管理团队内聚力之案例研究

选取一家民营企业进行案例研究,尝试推论出中国文化背景下,影响高层管理团队内聚力的因素及相互关系。通过对案例的分析,提出2个新的影响高层管理团队内聚力的因素:团队内部组成关系和激励方式。定性地总结出以下结论:在中国,年龄差异对内聚力的影响不明显,个性异质会对内聚力造成负面影响,经验异质对内聚力产生正面影响;情绪冲突与内聚力的负相关关系相对西方国家要弱一些,团队领导也会对内聚力产生重要影响;团队组成中有一定个人关系的高层管理团队内聚力要强一些,股权激励有益于团队内聚力。     

Teamwork and associated psychological factors: A review

Research results that have been reported indicate that the specific outcomes of teamwork vary and are in part context-dependant, while less is known about the interaction between teamwork and psychological factors. This paper reviews research results published in scientific journals in the period 2000-2005, and assesses current knowledge of teams and associated psychological factors. Furthermore, the review process identified the importance of team constituent factors (interdependence and team autonomy), team type and team size, and contextual factors for the results that were reported, and assessed the design and research-methodological foundations of those results. The main inclusion criteria for papers were that they had been based on field studies of formally established teams and were published in peer-reviewed scientific journals. Furthermore they must have been based on the use of questionnaires, and the occupational sector must have been identified. Fifty-five papers were identified for inclusion in the review. An almost consistent pattern of positive associations between psychological variables and teamwork was found to be reported across team types, team sizes, and contextual factors. Furthermore, the reported psychological factors appear to be positively linked to team autonomy and team interdependence. This paper discusses the strength of the interactions between teamwork and various psychological variables, and suggests directions for future research.     

创新发展有中国特色的管理科学——兼评《和合管理》

在管理学对于经济发展的意义日益凸显的今天,创新发展有中国特色的管理科学,已成为具有重大历史意义和现实意义的课题。学习和借鉴国外先进的管理理论是必要的,但全盘照搬是行不通的,因为,管理学是最具实践性的科学,虽然存在有普遍性规律,但其有效性的发挥则必须从国情和实际状况出发。中华民族有着5 000多年的文明历史,有着深厚的历史文化积淀,其中存在有许多管理的成功经验和模式,这些应该是我们今天创新发展有中国特色的管理科学的历史营养。同时,中国20多年的改革开放和社会主义市场经济建设,也创造了许多成功的管理经验。因为是在5 000…     

基于心理契约的高层管理团队凝聚力问题研究

心理契约反映了组织与员工之间关于责任和承诺的一种期望,高层管理团队的凝聚力是基于心理层面的一个概念,是一系列心理原因和心理行为作用和发展的结果.从心理契约的角度设计了高层管理团队凝聚力形成的模型,并在剖析高层管理团队凝聚力形成机理的基础上,提出了应当选择从建立共同愿景、互补团队角色、创建有益的高层管理团队内文化入手设计相应对策的建议.     

Team Microdynamics: Toward an Organizing Approach to Teamwork

ABSTRACT

Team researchers in the field of organizational behavior (OB) seem to be increasingly aware of the need to embrace the organizing nature of teams. In this article, we outline the limitations of the prevailing static collectivist explanations in team research and suggest how an increased emphasis on a microdynamics-oriented approach that takes into account the essentially relational and organizing nature of teams can provide new insights to our understanding of teamwork. We argue that a multilevel, multi-theoretical, and multi-period framework may help enhance our understanding of teams. To show the advancements of the field in this sense, we review the OB literature on teams and highlight exemplars of research that have started to emphasize the microdynamic nature of teams consistent with this general framework, and their contributions to our understanding of team phenomena. We conclude by outlining the opportunities and needs for a microdynamic insight into team and teamwork, providing guidance for scholars who are interested in adding a microdynamic perspective into their models of teamwork.     

Building Multinational Teams: The Challenge

Using experience from running courses for British and overseas companies at the Centre for International Briefing in the U.K., and his own training consultancy, the author examines the challenge presented to management in building multinational teams in the current climate. Concentrates on need to balance cultural values and practices, maximising cultural synergy. Considers problem areas of perception, team selection, choice of common language, building trust, use of humour, attitude to time, critical success factors in conducting meetings, training and sustaining multi-cultural teams. Offers a checklist of principles to follow. This revised version was published online in August 2006 with corrections to the Cover Date.     

知识工作团队中变革型领导与团队冲突管理方式研究

对来自106个团队的283名知识工作团队成员的调查结果进行研究分析,结果表明,变革型领导风格的4个维度,即德行垂范、个性关怀、愿景激励和领导魅力均能促进合作型冲突管理方式,但是只有德行垂范和个性关怀能够抑制竞争型冲突管理方式;团队心理安全在变革型领导和团队冲突管理方式之间起到部分中介作用.此外,合作型冲突管理方式对团队绩效有正向影响,竞争型冲突管理方式对团队绩效有负向影响.     

Top Management Teams,Business Models,and Performance of Biotechnology Ventures: An Upper Echelon Perspective*

In this paper we introduce a new contingency variable that moderates the effect of top management team composition on organizational performance – the organization's business model. Arguing from an upper echelon perspective and drawing on data from 99 German biotechnology ventures, we show that founder‐based firm‐specific experience of management team members can have either a positive or a negative effect on performance, depending on whether the venture pursues a platform or a therapeutics business model, respectively. Our results also show that managers' experience collected in the pharmaceutical industry has a positive effect on performance, and that this effect is more positive for therapeutics than for platform ventures. We discuss the implications of these findings for the literature on upper echelons and entrepreneurial founding teams.     

信贷风险管理系统的开发实践

信贷风险管理一直是金融界关注的焦点,而对处于新兴市场和转轨型经济环境下的我国商业银行而言,这个问题尤为重要。本文分析了如何利用计算机辅助进行信贷风险的管理,提出了具体的思路和方案。     

Towards a Methodology for Developing Evidence-Informed Management Knowledge by Means of Systematic Review

Undertaking a review of the literature is an important part of any research project. The researcher both maps and assesses the relevant intellectual territory in order to specify a research question which will further develop the knowledge base. However, traditional 'narrative' reviews frequently lack thoroughness, and in many cases are not undertaken as genuine pieces of investigatory science. Consequently they can lack a means for making sense of what the collection of studies is saying. These reviews can be biased by the researcher and often lack rigour. Furthermore, the use of reviews of the available evidence to provide insights and guidance for intervention into operational needs of practitioners and policymakers has largely been of secondary importance. For practitioners, making sense of a mass of often-contradictory evidence has become progressively harder. The quality of evidence underpinning decision-making and action has been questioned, for inadequate or incomplete evidence seriously impedes policy formulation and implementation. In exploring ways in which evidence-informed management reviews might be achieved, the authors evaluate the process of systematic review used in the medical sciences. Over the last fifteen years, medical science has attempted to improve the review process by synthesizing research in a systematic, transparent, and reproducible manner with the twin aims of enhancing the knowledge base and informing policymaking and practice. This paper evaluates the extent to which the process of systematic review can be applied to the management field in order to produce a reliable knowledge stock and enhanced practice by developing context-sensitive research. The paper highlights the challenges in developing an appropriate methodology.     

知识管理过程测量工具研究:量表开发、提炼和检验

知识管理受到来自各领域学者和企业实践者的关注,知识管理过程的测量问题日显突出.本研究对知识管理过程进行详细分类和界定,提出一套针对知识的创造、组织、转移和应用四个基本过程的测量工具.经预测试、先导测试以及问卷调查等方式对该工具进行精炼,并实证检验了该量表的可靠性和有效性,最终确定的测量工具包括12个维度,共47个问题.最后对研究结论和意义作了解释.     

企业盈余管理行为的探讨

盈余管理是管理人员运用判断改变财务报告以使自己获益的行为,它的存在有其内在的和外在的原因,会计信息不对称、应计制本身的内在特点是盈余管理得以存在的内在原因,而对会计信息监管不力、有关契约的不完善则是其存在的外在条件,盈余管理的动机反映了分红假设、债务契约和政治成本假设以及资本市场的需求压力。盈余管理尽管有一定的正面作用,但其负面作用也是不容忽视的,它损害了会计信息使用者的利益,对资本市场的发展存在不利影响,因而必须采取有效措施防止其滥用。简要论述了盈余管理的涵义、原因和动机、手法、后果之后,对如何防范盈余管理、提高盈余信息含量提出了若干建议。