基金的市场时机选择检验--对基金管理人业绩的评价

市场时机选择能力是用来评估组合投资管理者对市场的判断能力,当市场前景看好时,组合投资管理者能否抓住这一时机改变其组合中的风险资产与安全资产的构成,取得较高的市场收益率;反之,组合投资的管理者能否采用相反的方法来达到规避风险的目的.基金的投资是一种典型的组合投资,它常常是类似于市场组合的投资,因而,基金管理者能否捕获到市场机会可以作为衡量其业绩的一个重要指标.本文通过修正之后的市场时机选择模型来检验我国证券市场中的14只新基金自1999年6月以来的市场表现,并对基金的市场表现进行理论与现实的分析.     

利润分享对经理行为的影响

本文讨论公司治理的参与人包括股东和经理情况下,经理分享利润和不分享利润情况下对经理工作努力水平和报酬水平的影响。用股东和经理的收益函数代替效用函数,选用满足单调似然特征和凸性条件的产出概率分布函数,把股东和经理行为模型化为可求解的委托-代理模型。对模型求解发现,在经理分享利润情况下,如果经理努力边际负效用高会导致较高的经理的激励工资,当经理分享利润比例较高和激励工资增幅较大时,能够激励经理更加努力工作。      

In the Hospital

No abstract available for this article.     

专业型会展项目经理职能模式研究

目前我国的会展业发展迅速,然而专业会展人才的缺乏却成为制约我国会展业进一步发展的重要瓶颈。本文通过与一些成熟研究的对比,在对专业型会展项目经理进行问卷调查的基础上运用SPSS19.0软件对数据进行主成分分析,得出每项职能的因子负荷量,总结出专业型会展项目经理所需具备的职能。专业型会展项目经理必须从技术专长、组织管理、个人特质、市场公关等四个职能来实现快速成长;会展企业则可以根据职能模式的各项资格条件来筛选应聘者,实现人岗匹配。     

Developing criteria for healthy organizational change

Abstract

The objective of this study was to identify criteria for healthy change in organizations and to develop practical guidelines for intended change. We aimed to explore how change processes at the shop floor level can be better informed by consultants and labour inspectors. A total of 180 interviews were conducted with managers and employees in 90 units of public and private organizations in Norway. The interviews were analysed through four steps representing an expansion of grounded theory, and converted to qualitative analysis using QSR and N6 software. We found that organizational change processes were better managed by more attention to awareness of the local norms and diversity among employees in the perception and reactions to change efforts. An inspector or consultant should be aware of these phenomena in any change effort and tell the organization how to deal with them. The other three factors identified were early role clarification, manager availability, and using constructive conflicts to deal with change. They are all important coping mechanisms at the organizational level that will bring change processes onto a more optimal track if correctly managed. A healthy process empowers individuals instead of making them insecure and defensive in times of change. This will help them restore perceived control and promote job security, which benefits both them and the organization.     

Teaching managers to regulate their emotions better: insights from emotional intelligence training and work-based application

Despite the prevalence and significance of regulating emotions in the workplace, there is a major gap in the literature on the training and work-based application of emotion regulation strategies. This study seeks to fill this gap by investigating how emotion regulation strategies are taught to managers on three emotional intelligence training courses, the events associated with their use in the workplace and any constraints. Drawing on qualitative data from participant observations and interviews with managers and trainers, the study identifies the use of eight emotion regulation strategies that are classified as attention deployment, cognitive change and response modulation. Managers use a variety of the strategies at work, sometimes combining and adapting them. These strategies were reportedly used during situations of interpersonal conflict, interpersonal interactions, organizational change, to relieve boredom and cope with work overload. Managers described constraints as dispositional, physical, time, effort, status and unfeasibility/lack of realism of tools.     

基于情景分析的未来人力资源经理胜任力研究

本文试图运用情景分析技术来解决未来组织需要什么样的人力资源经理这个难题。预测时间轴选择为五年,有三个关键因素深刻地影响着人力资源经理的胜任力,分别是组织文化的特点、管理职能、组织中所处管理层次的高低。文章从这三方面入手分析了关键外部力量,得到三个不确定轴面,分别是新技术新理论的发展、主体员工的变化、劳动力市场供求关系变化。由此构建了未来五年我国人力资源经理面对的最乐观、最悲观和最可能的情景,分别是黄金时代、萧条时代和丛林时代。然后,测量了在这些情景下人力资源经理胜任特征的重要性程度,相对目前状态下的可能变化,以帮助人们更好地认识未来人力资源经理的胜任特征。研究结论有助于区分出未来导向和非未来导向的人力资源经理胜任力,从而帮助招聘和培训适合未来需要的人力资源经理。     

主动网技术在网络管理中的应用

分析了传统的网络管理模式──管理者一代理模型，引入了主动网的概念，对主动网的应用进行了阐述，并详细讨论了智能、分组、委派管理模型及数字网的远程测试三种体现主动网思想的管理模型。     

经营者生产性努力与产品市场竞争关系研究

在假定企业利润是关于市场竞争度的连续函数、且经营者努力的成本单调递增的基础上,研究建立了经营者生产性努力的最优激励合同模型,并分析得出:增长的市场竞争,一方面增加了企业关闭的可能性,从而增加了对经营者生产性努力的激励;另一方面,也减少了企业获得利润的可能性,从而减少了对经营者生产性努力的激励。该研究结论对于如何在实践中最大程度上根据产品市场竞争程度,匹配激励合同对经营者生产性努力的激励强度具有指导意义。     

试论我国改制公司法人治理结构的完善——从“人治”到“法治”

当前我国改制公司法人治理结构中存在的最大问题是公司中董事长或经理权力过大。文章探讨改制公司中的人治现象及其产生的原因,提出在公司中以“法治”代替“人治”的相关措施,并建议修改我国《公司法》的有关规定,完善改制公司法人治理结构。