基金管理人变动资产组合的Markowitz模型分析

现代资产组合理论研究的是投资者在权衡收益与风险的基础上最大化自身效用的方法以及由此对整个资本市场产生的影响。Markowitz模型假设条件太多 ,因而基金管理人变动资产组合时 ,在证券市场上进行应用较困难。本文在对Markowitz创立的资产组合模型进行介绍的基础上 ,力图对Markowitz的资产组合模型进行拓展 ,建立了考虑税收、交易成本的资产组合模型 ,并分析了含有税收的证券组合的有效边界     

股票期权与经理人激励

企业是经济社会的基本细胞和社会财富的创造主体.企业的管理和高效运营,是一项极其复杂的工程,而经理人就是企业组织运营的指挥官,是决定企业兴衰成败的关键因素.如何对经理人进行有效的激励,使之最大限度地为股东利益负责,并提高公司业绩是企业管理实践和管理学研究的一项重要课题,股票期权作为其中的一种激励制度越来越显示出强大的生命力.     

Interprofessional collaboration in Swedish health and social care from a care manager's perspective

The aim of this study was to study interprofessional collaboration in health and social care for older people and persons with disabilities from a care manager's perspective. The empirical data was collected at a workshop held during a national conference for care managers and through focus group interviews in two Swedish municipalities. The results showed that the care managers collaborated in different ways with many different professionals from different organisations. The care and discharge planning meetings emerged as the most typical situation where care managers collaborated with different health care professionals. Interprofessional collaboration was seen as a means for care managers to fulfil their assignment and carry out their work. The care manager role encompassed role strain, a relatively weak professional identity, and differences in professional status among those involved in interprofessional collaboration.     

基于绩效管理承诺提升的有效绩效管理辅导模式

绩效管理实践的效果一直是近几年人力资源管理的首要关注问题.单纯从完善绩效制度、体系角度来提高绩效管理的有效性,好像收效甚微.我们发现,除了制度体系的完善外,企业的绩效管理承诺水平是绩效管理效果的瓶颈,它的大小、多少决定绩效管理的有效性程度.为此,我们总结提出了一个"基于绩效管理承诺的绩效管理辅导模式",在这几个企业的运用取得了较好的效果.     

关于双向声誉机制的作用机理及有效性研究

以公司治理困境为切入点,讨论如何配置公司股权结构既能发挥股东的支持行为,又能增强经理人的主动性,最终促进企业自主创新行为。整合代理理论与行为动机理论,引入经理人创新动力作为中介变量,并将市场竞争程度和创新空间作为调节变量加入模型,探讨股权集中度对自主创新行为的作用路径,利用182家企业的调研数据进行模型检验。研究结果表明,股权集中度与经理人创新动力、自主创新行为之间都存在倒U形关系,股权集中度通过经理人创新动力间接影响自主创新行为,创新空间正向调节经理人创新动力与自主创新行为间的关系,且这一调节效应不影响经理人创新动力中介作用的发挥,市场竞争程度的调节作用并不显著。     

人力资源经理工作倦怠现状及其相关因素分析

为了解我国人力资源经理工作压力现状,探讨其与工作倦怠、工作满意度及工作绩效之间的作用关系及作用方式,本研究采用问卷法对北京地区89名企业人力资源经理进行施测。结果表明,人力资源经理工作压力处于中等水平,造成工作压力的主要因素分别是职业发展、组织氛围、工作责任及组织结构;工作倦怠处于中等偏下水平,其中效能感低下这个倦怠因素相对严重。另外,工作压力与工作倦怠正相关,工作倦怠与工作满意度、工作绩效存在负相关关系,而工作倦怠在工作压力与工作满意度、工作绩效之间起中介作用。     

Narrative of a Worker: Havatzelet Ingbar and the Atzmaout Textile Factory Mitzpe Ramon,Israel, 2000

This article is about the struggle of a group of marginalized women who stood up for their rights, providing a dramatic lesson of courage and self‐empowerment. These women, who were workers in a textile factory in the remote town of Mitzpe Ramon in Israel, became its managers and owners. This article documents their groundbreaking experience and investigates some of the problems that arose during this period. The conclusion of this research is that the main knowledge and experience that is required from workers who become managers overnight is political rather than professional, economic or commercial. Moreover, the women learned that political knowledge cannot be replaced by accelerated courses in management, marketing and business administration. Finally, the women realized that the men with whom they interacted desired to see them return to the sewing machines as unprofessional workers, in traditional female roles.     

建设项目经理聘选机制研究

从论述建立项目经理聘选机制的必要性入手 ,提出了建设项目经理的聘选指标体系 ,并对项目经理的综合评价方法进行了研究     

经营者参与企业利润分配的合理性分析

如何激励经营者已成为企业改革中的首要问题.理论界对这问题的研究也很多,几乎一致的看法是让经营者参与企业的利润分配,但是忽略了这与企业利润完全由所有者占有的传统逻辑相矛盾.这个矛盾实际已成为制定经营者激励政策的障碍因素,因此对经营者参与企业利润分配合理性研究具有重要的现实意义.     

经营者年薪制的理论与对策研究

本文探索国有企业经营者年薪制如何发挥其最大的激励作用。