机会公平、倾斜政策与不对称锦标赛:一项实验研究

采用实验研究的方法评价机会公平规则和倾斜政策对员工努力水平及雇主收益的影响.利用对130个被试进行的7个实验,本文获得了如下研究结论:与基准实验相比,在不公平锦标赛实验中,被试的努力水平有所降低;在不对称锦标赛实验中,随着代理人能力不对称程度逐渐增加,有利被试和不利被试选择的努力水平均会减少;在倾斜政策实验中,实施倾斜政策并没有增加员工的总产出,因而也没有提高雇主的收益.文末从企业组织和政府政策两方面分析了研究结论的实际意义.     

Impact of the Equal Employment Opportunity and Affirmative Action Programs on the Employment of Women in the US

Abstract. This study examines the impact that Equal Employment Opportunity and affirmative action programs that were implemented in 1965 have had on the employment of women relative to that of men in the United States. Using time series data covering the period 1947-1988. the results indicate that women in the 20-54 age group benefitted in terms of greater stability of employment (i.e. less sensitivity to short-run variations in employment) over the period 1965-1980 while they lost some of these gains over the period 1981-1988 (corresponding to the tenure of the Reagan Administration). Men in the same age group, on the other hand, experienced the opposite effect. That is. men in the 20-54 age group became more sensitive to short-run variations in employment over the period 1965-1980 and less sensitive over the period 1981-1988. The evidence also indicates that the EEO and affirmative action programs had the effect of increasing the share of projected employment of women in the 20-24 age group and in the 55-64 age. group while decreasing the share of projected employment of men in the comparable age groups.     

Mode 2 Management Research

The terminology of mode 2 knowledge production has become increasingly prominent in discussions on the nature and purpose of management research. This paper attempts to move our understanding of this terminology forward, by providing a detailed exposition of the five features of mode 2 knowledge production in the context of management research and by offering an empirical account of a research project conducted in mode 2. The paper relates the established problem–solving management research traditions of action research, cooperative inquiry, grounded theory and clinical method to the conceptual territory of mode 2. It then considers a specific form of knowledge production where all five features of mode 2 appear simultaneously. The paper demonstrates how the terminology of mode 2 might provide a useful basis for dialogue between management researchers from different methodological traditions. Moreover, the paper concludes that the specific form of mode 2 where all five features are present (called here 5mode2) does differ, in both its conduct and the character of its output, from any of the established approaches considered in this paper.     

Brexit,Private Equity and Management

We analyse the expected impact of Brexit on private equity and its implications for management research. Specifically, we explore the implications for private equity funds and funding, and at the portfolio firm level with respect to employment and performance.     

Ability, individual development and optimal selection decisions

The paper analyzes different selection policies in education and business. We show that incorrect self-perceptions combined with imperfect performance measurement may cause significant welfare losses in selective educational systems, in particular if selection starts too early. Of course, these welfare losses can be mitigated by an investment in better ability assessment. However, an affirmative action policy could serve the same purpose as such an investment. We apply our analysis also to diversity management in firms. Based on positive discrimination we establish an efficiency argument for diversity management.     

Men Managers and Women Workers: Women Employees as an Under-used Resource

In response to current demographic changes many organizations are focusing on the recruitment and retention of women employees and issues such as nurseries, flexible working and retainer schemes are being discussed. If the objective of such initiatives is to increase the opportunity for women to participate more fully at all levels within organizations rather than just to increase the total number of women working, then the issues which need to be addressed are much wider. This paper is based upon two studies carried out within the Building Society sector. This research, when compared with earlier studies, shows that there has been little change in the pattern of women's employment, with relatively few women reaching management. The main barriers to women's progress are identified and the research shows how many of the policies, processes and practices found within organizations were indirectly discriminatory. Underlying these organizational features were management attitudes to, and expectations of, women employees. What is required is management education which incorporates gender awareness training and an analysis of organizational processes, to obtain an understanding of how gender strategies are incorporated into management strategies. Only then will women be able to take full advantage of the opportunities which are emerging, and only then will organizations gain a real advantage by realizing the full potential of their women employees.     

The philosophical impact of Shintoism,Buddhism, and Confucianism on Japanese management practices

The philosophical influences of Shintoism, Buddhism, and Confucianism manifest themselves in a variety of ways in modern Japanese management practices. The paper explores the historical roots of these driving social forces and explains their relationship to such management practices as performance appraisal, employee motivation, leadership, equal employment opportunity, teamwork, and strategy formulation.This paper was presented at the Association of Management National Conference held in Atlanta, Georgia on August 5–9 1993.     

Culture, Cosmopolitanism, and Risk Management

Most cultural approaches to risk management deal with the connections between the forms of social relations within groups and the risk concerns of those groups. According to these theories, a certain limited set of different relational forms (usually three, four, or five) lead to specific, different and conflicting, risk concerns. In contrast to these theories, cosmopolitanism is an approach to culture that focuses, not on forms of sociality, but on changes among forms—expansions and contractions in the inclusivity of forms and movement by persons from one form of sociality to another. Relative to other cultural theories, cosmopolitanism thus is much more concerned with the solution of risk management problems than with their origins. Cosmopolitanism can be thought of as a cultural continuum, with cosmopolitanism at one end and pluralism at the other. Cosmopolitan persons are more open to cultural change—and thus the solution of risk management problems. In this article, we outline our new theory of cosmopolitanism, describe a method for measuring it and present an experimental study that tests some implications of the theory. Results from the study support the theory by showing that, compared to pluralistic respondents, cosmopolitan respondents are more inclusive in their risk management judgments—that is, they express equal concern for a local and a national issue, whereas the pluralistic respondents express greater concern in the local case. We discuss the risk management implications of a cosmopolitan approach to culture.     

ACADEMIC ADMISSIONS STANDARDS: IMPLICATIONS FOR OUTPUT,DISTRIBUTION, AND MOBILITY

We examine the trade‐offs implicit in academic admissions standards when students are charged cost‐based tuition and offered loans that remove liquidity constraints. Lowering entry requirements while holding graduation requirements fixed increases aggregate output and promotes a more equal distribution of wages, but reduces relative income mobility and diminishes the scope for affirmative action. Lowering admissions standards while raising graduation requirements, so that the number of graduates remains constant, has little direct effect on output, distribution, or mobility, but again reduces the scope for affirmative action. Income‐based affirmative action offers a better trade‐off between output and relative mobility than income‐neutral admissions. (JEL: D31, H42, I23, I28, J24)     

基于市场冲击成本与机会成本的算法交易策略

提出了一种估计交易策略机会成本的方法,分析了同时考虑市场冲击成本和机会成本的投资者,在总交易成本最小的目标下制定最优交易策略的问题。研究结果表明,如果投资者只考虑冲击成本,或者虽然同时考虑机会成本但若所有交易时期指令的成交概率都相等,那么投资者最优的算法交易策略仍然是采用著名的交易量加权平均价格(VWAP)交易策略;对于所有交易时期指令的成交概率不一致但交易者能预先预期总的可执行指令大小的特殊情况,得到了此问题的解析解;对于各交易时期指令成交概率并非都相等的一般情形,通过数值示例发现,对于不同交易时期指令的成交概率分别为递增、递减和U型3种不同情形,投资者同时关注市场冲击成本和机会成本时指令提交策略(MIOC)的总交易成本均小于VWAP交易策略。     

Ethnic Minority Women in the Scottish Labour Market: Employers' Perceptions

This paper contributes to an under‐researched area through investigating employers' perceptions of ethnic minority women in the Scottish labour market. Adopting a social constructionist approach which acknowledges agency and structure and incorporates insights relating to organizational and social group culture, the study highlights the influence of individual (micro), organizational (meso) and contextual (macro) factors on ethnic minority women's participation in the labour market. The paper is based on qualitative research involving Scottish employers in the public and private sectors to examine perceptions and practices related to the employment of ethnic minority women. Institutional commitment to equality issues is questioned, although individual instances of engagement with key equality issues were sometimes evident. Proactive recruitment strategies and career support for ethnic minority women and men were not in evidence, and there was low awareness of the unique position of ethnic minority women in employment and society. We argue that these findings call for a multi‐level approach to advancing human resources management policy, practice and research within a wider socio‐political environment in which the responsibilities and duties of public sector organizations are clarified and more support is provided for organizational promotion of equal opportunities.     

股权质押与市值管理:基于中国沪深股市A股上市公司的实证检验

本文以沪深两市上市公司为研究对象,基于2012-2016年的样本数据,运用STATA14探讨了上市公司发生股权质押后,相较不存在股权质押的公司是否会更有可能进行市值管理,以及股权质押、股权激励和市值管理三者之间的传导机制。基于相关数据的实证结果显示,控股股东在发生股权质押行为后,为了避免股价发生异常波动或者持续下跌从而引发公司治理层面的风险,相较不存在控股股东股权质押情形的公司的确更有可能进行市值管理;进一步分析发现,股权质押后,控股股东会通过股权激励这种手段来进行市值管理。     

Change Management Choices and Trajectories in a Multidivisional Firm

This paper draws on a comparative case study of the implementation of a planned change initiative across three different divisions of a multidivisional oil company to investigate the influences guiding division‐level change agents in their choice of a change management approach and the impact of different approaches on change outcomes. While the contingency perspective suggests that change management approaches should be chosen to fit with change content and context, we found that change agents navigated amongst three concerns: substantive concerns related to goal attainment, political concerns related to conformity to corporate demands, and relational concerns concerning relations with employees. We identified three different change management trajectories across the three divisions based on alternative ways of balancing the concerns. The data show that, regardless of the change management approach adopted, change tends to be diluted in implementation. However, the various trajectories have differential consequences for other important dimensions such as corporate approval and relationships with employees.     

Cooperation Versus Confrontation: A Comparison of Approaches to Environmental Risk Management in Japan and the United States1

This paper compares approaches to environmental risk management in Japan and the United States. The paper includes an historical examination of two case studies of environmental risk management: synthetic detergents and lead in gasoline. In addition, the paper discusses several important differences between Japan and the United States, including (a) different attitudes toward separating environmental risk management from environmental risk assessment, and (b) different approaches toward environmental risk management. Specifically, the Japanese approach is based largely on a cooperative model of risk management, with a strong emphasis on negotiation and consensus-building, while the U.S. approach is based largely on a confrontational model of risk management, with a strong emphasis on rigorous scientific analysis and open adverserial processes.     

Allocation Processes in Mergers and Acquisitions: An Organizational Justice Perspective

This paper contributes to the understanding of allocation processes in mergers and acquisitions by applying an organizational justice perspective. This is a perspective that has been neglected in past research on mergers and acquisitions, but which is important in understanding the challenges managers face in allocating human resources and other resources of symbolic importance. In particular, the paper examines the trade-offs between multiple goals in selecting distributive and procedural justice rules, and identifies factors that constrain these choices. Mergers and acquisitions are typically driven by multiple motives. The findings presented in this paper suggest that there are different approaches to applying justice rules in mergers and acquisitions and that these approaches have different implications for meeting multiple goals. The choice of equity in combinations with fair procedural rules is an approach which complies with the two goals of maximizing economic productivity and fostering relationships. However, the choice of this approach rests upon an unbalanced power relationship and relatively low ambiguity. When there is a high degree of ambiguity and a balanced power relationship, management has to make trade-offs between maximizing economic productivity and fostering relationships.     

Quality Management in Multi‐Level Supply Chains with Outsourced Manufacturing

Outsourcing stretches supply chains longer with added contract manufacturers responsible for the manufacturing of parts and final products. Should a firm change its quality management approach as its supply chain becomes longer with outsourced manufacturing? This paper studies a brand owner's optimal choice between two commonly used quality management approaches: an inspection‐based approach and an external failure‐based approach, in two supply chains – a dyadic supply chain and a multi‐level supply chain where the brand owner outsources manufacturing to an independent contract manufacturer. Our study finds that the brand owner's optimal choice between the two quality management approaches could be opposite in the two supply chains. Specifically, we show that if agency costs exist between the contract manufacturer and the brand owner, the brand owner may prefer an inspection‐based approach in the multi‐level supply chain in contrast to preferring an external failure‐based approach in the dyadic supply chain. In particular, inspections can be effective for the brand owner to limit the manufacturer's profit by excluding defective finished products and components, which in turn reduce agency costs in the multi‐level supply chain. Hence, the efficiency of an inspection‐based approach relative to an external failure‐based approach can be higher in the multi‐level supply chain as compared to the dyadic one. Our findings suggest that firms should adjust to changes in supply chain structures and re‐evaluate the efficiencies of different quality management approaches accordingly.     

Working women in the European community—The future prospect

EEC regulations direct that as well as equal pay for equal work, women should have equal access to employment. However, obvious distinctions between male and female employment still abound in European countries—though they vary from one country to another—and the difficulties in implementing the legislation are further compounded by the effects of the recession. Business and government will have to plan for the growing demand of women to work and the authors examine the major problems which have to be addressed.     

GIFT EXCHANGE AND WORKERS' FAIRNESS CONCERNS: WHEN EQUALITY IS UNFAIR5

We study how different payment modes influence the effectiveness of gift exchange as a contract enforcement device. In particular, we analyze how horizontal fairness concerns affect performance and efficiency in an environment characterized by contractual incompleteness. In our experiment, one principal is matched with two agents. The principal pays equal wages in one treatment and can set individual wages in the other. We find that the use of equal wages elicits substantially lower efforts. This is not caused by monetary incentives per se because under both wage schemes it is profit‐maximizing for agents to exert high efforts. The treatment difference instead seems to be driven by the fact that the norm of equity is violated far more frequently in the equal wage treatment. After having suffered from violations of the equity principle, agents withdraw effort. These findings hold even after controlling for the role of intentions, as we show in a third treatment. Our results suggest that adherence to the norm of equity is a necessary prerequisite for successful establishment of gift‐exchange relations. (JEL: J33, D63, M52, C92, J41)     

Business Performance Analytics: exploring the potential for Performance Management Systems

Business Performance Analytics (BPA) entails the systematic use of data and analytical methods (mathematical, econometric and statistical) for performance measurement and management. Although potentially overcoming some traditional diagnostic issues related to Performance Management Systems (PMS), such as information overload, absence of cause-effect relationships, lack of a holistic view of the organisation, research in the field is still in its infancy. A comprehensive model for operationalising analytics for diagnostic and interactive PMS is still lacking. Adopting an action research approach, this paper addresses this gap and develops a five-step framework applied to a company operating in the construction industry. The results show that in addition to encouraging dialogue, BPA can contribute to identifying critical performance variables, potential sources of risk and related interdependencies. A number of critical issues in implementing data-based approaches are also highlighted, including data quality, organisational competences and cultural shifts.