政府干预、政治联系与民营上市公司投资

本文以2004～2006年中国沪深两市的民营上市公司为研究对象,实证检验了政府干预、政治联系对民营上市公司的投资活动的影响。研究发现,当地地方政府、中央企业和异地地方政府对民营上市公司的投资过度活动没有显著影响。当地地方政府干预对民营上市公司投资不足没有显著影响,而中央企业和异地地方政府对民营上市公司投资不足有显著影响。这说明,中央企业和异地地方政府可以作为制度的替代机制保护民营上市公司不受当地政府干预的影响。     

Uncertainty,pluralism, and the knowledge-based theory of the firm: From J.-C. Spender’s contribution to a socio-cognitive approach

J.-C. Spender’s award-winning, knowledge-based theory of the firm is based on four premises: (1) The firm can be sufficiently understood as a system of knowledge, (2) explicit and implicit knowing can be clearly dissociated, (3) organizations are conceived as cognizing entities, and (4) intuition shaped by shared cultural practices is a superior source of managerial knowledge. This line of reasoning represents a social constructionist view of the enactment, transfer, and storage of knowledge according to which managerial knowledge is largely tacitly shaped by industry recipes and the firm’s socio-cultural conventions and other social processes. Although comprehensive in scope, we argue that a knowledge-based theory of the firm needs to integrate a cognitivist approach that includes the synergetic production of tacit and explicit knowledge, the role of reflective thinking in resolving strategic uncertainties, and the interaction between the individual and the social. This socio-cognitive theory of the firm posits that sustained competitive advantage of a firm is founded on the ability to align knowledge internally within the firm as well as externally with its stakeholders through the individual sense-making of feedback from other individuals.     

Negotiating new meanings of ‘leader’ and envisioning culturally informed theories for developing African-American women in leadership roles: an interview with Patricia S. Parker

The aim of the human resources function (management and development) in the organizational context is to ensure the availability of competent, motivated and learning employees to the firm to facilitate the achievement of its business objectives. The HR function has been quite successful in performing its role in terms of developing capacity, knowledge, attitude and skills of employees. However, in the recent past a shift has been taking place in the expected model role from both the HR function and the HR manager. This new role is that of active partner along with other functionaries like production, finance, marketing, etc., equal if not more important. Therefore, HR is no longer a passive function. This has two implications for the HR managers and practitioners. First, it will require the HR function and persons dealing with it to provide more inputs related to human resources at the strategy formulation level. Second, it will require HR to demonstrate that investment in human resources contributes to business results. However, there is a paucity of empirical work in our country to support the assertion that investments in HR have an impact on firm performance. It is in this context that the present study of eighty-four Indian firms was carried out to answer the question of whether investment in HR contributes to firm performance.     

An examination of the strategic and operational impact of global sourcing on UK small firms

This paper presents three in-depth case studies of UK small manufacturers from the electronics manufacturing industry with global supply chains. There is no overlap in products, suppliers or customers and over time, each has developed a distinct and different strategy for managing an extended supply chain. The outcomes and experiences though are not markedly different. The operational challenges they encounter around quality and delivery, as well as the strategic dimensions of information asymmetry and capability fit are discussed. The study identifies the financial risks the firms are exposed to, the constraints to innovation and the wider strategic implications for long-term business performance.     

企业本质视角的企业社会责任分析

企业社会责任是由企业的本质所决定的。企业是一个具有“生产”和“交易”特性的一系列契约网络的集合。企业通过对其一级和二级利益相关者的负责,维持契约关系网络的稳定,以保持企业的基本生存,并通过声誉投资拓展这一网络来获得更大的发展空间。     

利益相关者影响企业财务绩效的理论分析与实证研究

本文从利益相关者视角出发,综合价值链理论、契约理论和期望理论,分析了利益相关者影响企业财务绩效的机理,指出利益相关者满足是影响企业财务绩效的关键因素,并在理论上分析了实现企业财务绩效最大化的条件.在此基础上,采用面板数据模型对中国上市公司数据进行了实证分析.研究表明:利益相关者满足与企业财务绩效之间存在着显著的相关性,β值的分析显示中国上市公司对不同利益相关者的满足水平并不合理,公司可按照β值对不同利益相关者的投入产出效率进行调整,从而提升其财务绩效.     

企业战略、人力资源管理系统与企业绩效的关系研究

有关战略人力资源管理的研究认为,企业通过人力资源实践活动之间的契合,及它们与企业目标之间的契合,可以获得高附加值、稀缺性、难以模仿和不可替代的竞争优势。本研究采用形态理论的方法探讨人力资源管理实践组合与企业战略之间的最佳契合模式.研究发现,不仅企业战略对人力资源实践组合有显著影响,而且人力资源管理系统与企业战略的交互作用对企业利润和销售额增长率也有显著影响。本研究的结论在一定程度上支持了人力资源管理系统与企业战略的交互作用有助于提升企业绩效的观点。     

我国农产品加工企业生产成本管理模式的选择

从生产成本管理的内涵出发 ,在对现有四种生产成本管理模式进行剖析的基础上 ,结合我国农产品加工企业生产成本管理的现状 ,得出我国农产品加工企业应选择自己特有的生产成本管理模式 :以目标生产成本管理为基础 ,用战略生产成本管理的精华对产前管理作补充修正 ,用作业生产成本管理和质量生产成本管理的优点对其产中管理进行完善。     

论古典企业与现代企业的不同性质

现代企业理论没有也不能科学区分古典企业与现代企业的不同性质。事实上,古典企业是资本雇 佣劳动,现代企业则是共同治理,它们是不同性质的企业契约。古典企业进化为现代企业是企业组织为 适应社会生产力发展的需要而不断进行自身调整的必然结果．阐明古典企业与现代企业的不同性质对 国有企业的现代企业制度改造具有重要的指导意义。     

企业股权集中度的决定因素

现有文献对股权结构的研究多从公司绩效的角度来探讨二者的关系,却忽视了股权集中度的决定因素。从企业股权集中度的历史演进过程可知,不存在一个适于任何企业的最优股权集中度。一个企业的股权集中度是由企业规模、公司绩效、所有者的控制权偏好以及政治力量综合作用形成的