大股东对经理人信任、控制机制与企业新产品开发绩效的实证研究

分析大股东对经理人信任如何影响企业新产品开发绩效,并对比不同控制方式下,信任对新产品开发影响的差异。基于150家制造企业的实证研究表明,大股东对经理人越信任,越有利于企业新产品开发绩效的提高;大股东对经理人信任通过促进企业家导向,间接作用于企业新产品开发绩效;财务控制倒U型调节信任与新产品开发之间的关系;战略控制正向调节信任与企业家导向之间的关系。     

CRIME AND UNEMPLOYMENT IN TURBULENT TIMES

We use the exceptional variation in municipality‐level unemployment in Sweden during the 1990s to identify the effect of unemployment on crime. Our findings are as follows: (i) There is a statistically and economically significant effect of general unemployment on the incidence of burglary, auto theft, and drug possession; (ii) we find no evidence for the popular view that youth unemployment matters for crime; (iii) prime‐aged unemployment is robustly correlated with main categories of youthful crimes, a finding consistent with the idea that unstable life conditions of parents have adverse spillover effects on the life‐choices of their children. (JEL: J00, K4)     

国外工作经验研究述评

归纳了国外理论界关于工作经验的内涵、测量模型、工作经验与工作绩效关系以及工作经验的影响因素等方面有代表性的观点。研究表明,工作经验的内涵尚需予以明确界定;工作经验的测量未来研究的重点是着眼于考虑多种因素的"整合模式";在工作经验对工作绩效影响的实证分析中应注意中介变量的可能影响;工作经验的影响因素并不是单一的,而是个体因素和情景因素综合作用的结果。最后,提出了工作经验在中国未来的研究方向及应注意的问题。     

Re-appraising Managers' Perceptual Errors: A Behavioural Decision-Making Perspective

Findings reported by Mezias and Starbuck (2003), indicating that managers have inaccurate perceptions of their organization and its environment, are appraised in the context of work from the field of behavioural decision-making (BDM) on heuristics and biases. Drawing on theory, research and criticisms concerning calibration of human judgement, continuous versus discrete judgements and the adequacy of the normative solutions used, we identify issues that require further clarification and suggest lines of research to address them.     

Materializing Strategy in Mundane Tools: the Key to Coupling Global Strategy and Local Strategy Practice?

While much of the literature on strategy and strategy as practice (SaP) focuses on traditional strategic tools, technologies and discursive practices of managers, this paper extends the understanding of strategic change implementation by proposing that mundane material tools, understood as text, translate global strategic discourse in ways that make sense to workers and orchestrate successful global strategy implementation at the local level. Based on a rich case study within one branch of a national bank, this paper demonstrates how a middle manager's materializing practices developed local strategy practice while simultaneously transforming work and producing strategic figures or indicators that satisfied senior management's global strategic change objectives. The contributions of this paper are threefold: (i) it advances the understanding of the multimodality of materiality by identifying the influence of three types of mundane tools produced locally by a middle manager as he performed his sense of the senior managers’ strategic discourse; (ii) it reveals how these three types of physical texts materialized the manager's sense of this discourse, facilitating frontline workers’ engagement and coupling materiality and orality in a coherent way that allowed workers to embody the company's global strategy in their ‘sayings and doings’; and (iii) it highlights the importance of managers’ ability to materialize a strategic discourse.     

Supply Chain Knowledge and Performance: A Meta‐Analysis

Many firms make significant investments into developing and managing knowledge within their supply chains. Such investments are often prudent because studies indicate that supply chain knowledge (SCK) has a positive influence on performance. Key questions still surround the SCK–performance relationship, however. First, what is the overall relationship between SCK and performance? Second, under what conditions is the relationship stronger or weaker? To address these questions, we applied meta‐analysis to 35 studies of the SCK–performance relationship that collectively include more than 8,400 firms. Our conservative estimate is that the effect size of the overall relationship is  = .39. We also find that the SCK–performance relationship is stronger when (i) examining operational performance, (ii) gathering data from more than one supply chain node, (iii) gathering data from multiple countries, (iv) examining service industries, and (v) among more recently published studies. We also found that studies that embraced a single theory base (as opposed to using multiple ones) had a stronger SCK–performance relationship. Looking to the future, our meta‐analysis highlights the need for studies to (i) include lags between the measurement of SCK and performance, (ii) gather upstream data when examining innovation, (iii) examine SCK within emerging countries, and (iv) provide much more information relative to the nuances of the SCK examined.     

Do Parental Transfers Reduce Youths' Incentives to Work?

Abstract. This paper uses data from the National Longitudinal Survey of Youth 1997 to examine the effects that parental transfers from a family have on a youth's labor supply. The results from a fixed‐effects two‐stage least squares estimator suggest that: (i) parental pocket money reduces youths' incentives to work; (ii) parental allowances have a non‐linear effect on hours worked; (iii) the subsample of siblings shows similar patterns that parental transfers have a negative impact on hours worked, although the magnitudes are slightly weaker than the full sample; and (iv) the response to parental transfers varies by age.     

Explaining Labour Turnover: Empirical Evidence from UK Establishments

Abstract. This paper investigates the determinants of labour turnover using establishment‐level survey data for the UK. The main contribution of our paper is that it estimates the impact of wages, unionization, training and other aspects of working conditions on labour turnover. Our main findings are: (i) turnover is inversely related to the relative wage; (ii) unionism reduces turnover: this is due mainly to the ability of unions to improve conditions of work rather than the voice‐exit model of Freeman; (iii) there is a complex relationship between turnover and training; and (iv) turnover is lower in the ‘high‐tech’ sector.     

Replacing Expatriates with Local Managers: An Exploratory Investigation into Obstacles to Localization in a Developing Country

This paper examines the issue of localization or the replacement of expatriates with host country staff following a period of staff development in a developing country, namely Papua New Guinea (PNG). Whilst the use of expatriates appears to be increasing in the PNG private sector, ineffective employer localization programmes remain in PNG. This situation demands operational interventions. The aim of this study was to determine obstacles to localization in private sector organizations in PNG. A total of 114 PNG senior managers responded to a survey designed to determine the factors that were perceived to hinder localization practices. Results suggest that a significant number of managers identify the prevalence of said obstacles, which were categorised into (i) socio-economic circumstances; (ii) recruitment and selection; (iii) local staff performance; (iv) lack of training and development; and (v) compensation. A diagnostic model of localization has also been proposed. The model provides a detailed process for redesigning a localization programme for a developing country. Policy recommendations are also offered for implementation of a more strategic localization programme.     

The Baumol Gap Revisited. An econometric analysis of the productivity differential between U.K. manufacturing and service firms, 1982–1989

The gap in productivity growth between manufacturing and service sectors is analyzed at company level using a panel of 328 British companies. This paper evaluates differences in the rate of growth of technological progresss (“Baumol gap”) in manufacturing and service companies, taking full account of the impact of changes in market competition, union recognition and financial position of firms. The empirical results suggest: (i) the gap in total factor productivity is significant and negative for distribution, lodging and catering sectors, positive but less significant for transport and communication sectors; (ii) the technological gap is higher than the gap in labour productivity; (iii) the gap can be attributed to technological factors, and it is invariant to the use of firm–level variables that capture effects on workers and managers effort; (iv) the estimate of total factor productivity growth in manufacturing and services is slightly influenced by these variables.     

SOVEREIGN DEBT RESTRUCTURINGS: PREEMPTIVE OR POST‐DEFAULT

Sovereign debt restructurings can be implemented preemptively—prior to a payment default. We code a comprehensive new data set and find that preemptive restructurings (i) are frequent (38% of all deals 1978–2010), (ii) have lower haircuts, (iii) are quicker to negotiate, and (iv) see lower output losses. To rationalize these stylized facts, we build a quantitative sovereign debt model that incorporates preemptive and post‐default renegotiations. The model improves the fit with the data and explains the sovereign's optimal choice: preemptive restructurings occur when default risk is high ex ante, while defaults occur after unexpected bad shocks. Empirical evidence supports these predictions.     

Decision support for lead time and demand variability reduction

Companies undertaking operations improvement in supply chains face many alternatives. This work seeks to assist practitioners to prioritize improvement actions by developing analytical expressions for the marginal values of three parameters – (i) lead time mean, (ii) lead time variance, and (iii) demand variance – which measure the marginal cost of an incremental change in a parameter. The relative effectiveness of reducing lead time mean versus lead time variance is captured by the ratio of the marginal value of lead time mean to that of lead time variance. We find that this ratio strongly depends on whether the lead time mean and variance are independent or correlated. We illustrate the application of the results with a numerical example from an industrial setting. The insights can help managers determine the optimal investment decision to modify demand and supply characteristics in their supply chain, e.g., by switching suppliers, factory layout, or investing in information systems.     

TAX POLICY REFORM: THE ROLE OF EMPIRICAL EVIDENCE

To understand the role of evidence in tax policy design, this paper organizes the empirical analysis of reform under five loosely related headings: (i) key margins of adjustment, (ii) measurement of effective tax rates, (iii) the importance of information and complexity, (iv) evidence on the size of responses, and (v) implications from theory for tax design. The context for the discussion is the recently published Mirrlees Review of tax reform. Although the Review focused on all aspects of tax reform, this paper highlights the taxation of earnings. It also comments on earnings taxation in the context of VAT base‐broadening reforms and the taxation of capital.     

Strategies for Addressing the Nursing Shortage: Coordinated Decision Making and Workforce Flexibility

In this article, we present strategies to help combat the U.S. nursing shortage. Key considerations include providing an attractive work schedule and work environment—critical issues for retaining existing nurses and attracting new nurses to the profession—while at the same time using the set of available nurses as effectively as possible. Based on these ideas, we develop a model that takes advantage of coordinated decision making when managing a flexible workforce. The model coordinates scheduling, schedule adjustment, and agency nurse decisions across various nurse labor pools, each of differing flexibility levels, capabilities, and costs, allowing a much more desirable schedule to be constructed. Our primary findings regarding coordinated decision making and how it can be used to help address the nursing shortage include (i) labor costs can be reduced substantially because, without coordination, labor costs on average are 16.3% higher based on an actual hospital setting, leading to the availability of additional funds for retaining and attracting nurses, (ii) simultaneous to this reduction in costs, more attractive schedules can be provided to the nurses in terms of less overtime and fewer undesirable shifts, and (iii) the use of agency nurses can help avoid overtime for permanent staff with only a 0.7% increase in staffing costs. In addition, we estimate the cost of the shortage for a typical U.S. hospital from a labor cost perspective and show how that cost can be reduced when managers coordinate.     

A Trojan Horse? The implications of managerial coaching for leadership theory

This article examines the behaviours associated with managerial coaching and assesses the implications for leadership theory. Survey data from 521 line managers are analysed to: (i) identify the behaviours associated with managerial coaching, (ii) examine factors that affect the propensity of managers to undertake coaching and (iii) discuss the implications of the manager as coach role for leadership theory and practice. First, the analysis indicates that workplace coaching is distinct from specialized coaching practices. Second, demographic characteristics of individual managers, such as their age, experience or level of management qualification are unlikely to affect their propensity to undertake managerial coaching. However, leader-team member relationships (leader-member exchange) and occupational self-efficacy (OSE) are predictive of managerial coaching behaviours. Third, managerial coaching challenges traditional leader-centric models of leadership and requires an acknowledgement of reciprocity, collaborative ‘meaning-making’ and a diminished ‘distance’ between leaders and team members.     

个人-组织匹配、工作满意度与员工离职意向关系的实证研究

从个人-组织匹配的理论视角出发,用实证方法研究企业的个人-组织匹配与工作满意度之间的关系,以及它们对员工离职意向的影响.研究结果表明,个人-组织匹配对工作满意度起到显著正向影响;个人-组织匹配对员工离职意向起到显著负向影响;工作满意度对员工离职意向起到显著负向影响;工作满意度中的2个维度--工作压力满意度和管理因素满意度在个人-组织匹配对离职意向的影响中起中介作用.     

Experience with corporate simulation models—A survey

In this article the authors argue that if corporate simulation models are going to help management meet their objectives then changes are necessary. These changes require that (i) the models should be more user oriented, (ii) there should be more emphasis on production modelling, (iii) there will be an increased use of optimization techniques linked to corporate models, (iv) there will be an increased effort to integrate finance, marketing and production, (v) the more sophisticated application will be concerned with the external environment and (vi) model builders should become more aware of the importance of corporate politics.     

Total cost of ownership along the supply chain: a model applied to the tinting industry

Total Cost of Ownership (TCO) is a consolidated purchasing tool applied across different industries. However, in some cases, existing models are not satisfactory. The paper analyses the tinting industry, where manufacturers of colourant dispensing machines sell products and related services to paint producers, who install them in retail stores to sell the colour paints to the final consumers. Authors develop a TCO model integrating those existing in literature and including the following specifications: (i) all relevant costs along the product life cycle are considered; (ii) both goods and service-related costs are considered; (iii) both explicit and hidden costs are considered; (iv) the model adapts to the perspectives of various actors in the supply chain. The TCO model is tested with real data and provides useful insights on real costs sustained by each actor.     

What Makes Performance-Related Pay Schemes Work? Finnish Evidence

We analyze how features of performance-related pay (PRP) schemes affect their perceived motivational effects using a Finnish survey for upper white-collar employees from 1999. The results show that the following features are important for a successful PRP scheme: (i) the employees have to feel they are able to affect the outcomes; (ii) the organizational level of the performance measurement should be close to the employee: individual and team level performance measurement increase the probability that the scheme is perceived to be motivating; (iii) employees should be familiar with the performance measures; (iv) the level of payments should be high enough and rewards frequent enough. Levels below the median do not generate positive effects; (v) employees should participate in the design of the PRP scheme.     

Risk Analysis, Philosophy, and the Social and Behavioral Sciences: Reflections on the Scope of Risk Analysis Research

This paper reviews the contributions of philosophy and the social and behavioral sciences to risk analysis. It concludes that philosophical, social, and behavioral research can contribute to the resolution of complex risk issues in at least four areas: (i) comparative risk analysis; (ii) the use of risk-related scientific information in the decision-making process; (iii) risk perception; and (iv) institutional and organizational features of the risk-management system.