企业集团预防子公司机会主义行为问题研究

建立企业集团是我国经济发展的必由之路。企业集团中子公司的机会主义行为会对整个集团的利益造成损害。根据交易成本分析和相关交易理论的研究发现,所有权和关联方交易管理机制的独立或结合使用,能够限制子公司的机会主义行为。企业集团总部根据自身的情况,选择有效的管理机制能够对子公司的机会主义行为起到一定的防范作用。     

基于复合期权、篮子期权及股权关系的企业集团母公司信用风险度量研究

企业集团历来是银行最重要的信贷客户之一,它既可给银行带来巨大的规模效益,又可能给银行造成重大的损失。企业集团的信用风险主要集中于集团母公司,母公司的信用风险又受其子公司信用风险的影响。基于此,在结构化模型的框架下,根据复合期权和篮子期权原理,构建了企业集团母公司及其子公司违约概率之间的函数,揭示了母公司信用风险受其子公司信用风险的影响关系。其中,母公司持有子公司的股权比例作为该函数中的变量之一,可以刻画母子公司之间的关联关系。数值分析表明,母公司持有子公司的股权比例是影响母公司信用风险的重要因素。     

Headquarters Allocation of Resources to Innovation Transfer Projects within the Multinational Enterprise

This paper examines headquarters allocation of resources to specific innovation transfer projects within the multinational enterprise between sending and receiving subsidiaries, focusing on the role of the subsidiary hosting the transfer. Resource allocation is of key strategic importance for the organization given that resources are limited in the multinational enterprise and that headquarters is the principal actor in distributing resources internally between competing innovation transfer projects. Findings from a dataset of 169 innovation transfer projects reveal that headquarters tend to favor established lines of innovation at the subsidiary level, as opposed to overall subsidiary operational relatedness for additional corporate resources. It is found that headquarters also tend to allocate resources to acquired subsidiaries' transfer projects to a higher degree than to those of greenfield ones. A curvilinear effect is found for subsidiary bargaining power which is initially positive and subsequently negative. The results highlight that certain subsidiary and innovation traits are determinants of headquarters resource allocation.     

Multidimensional scaling models with inequality and equality constraints

Recently, a lot of attention has been brought to constrained estimation theory in multidimensional scaling models. So far, only equality constraints have been thoroughly studied. In this paper, the optimization theory is extended to general multidi-mensional scaling models with both inequality and equality constraints. A Newton-Raphson based algorithm is developed to produce the constrained least squares estimate. To illustrate the theory, some classical color data are reanalyzed in the context of the linear Euclidean distance model.     

Performance effects of MNC headquarters–subsidiary conflict and the role of boundary spanners: The case of headquarter initiative rejection

Recent research suggests that both the scholarly and the managerial perspectives on intra-organizational conflict in multinational corporations (MNC) between headquarters (HQ) and their foreign subsidiaries have changed. Today, conflict is not necessarily regarded as dysfunctional or the result of inefficient global integration. Instead, conflict is now considered a normal consequence of organizing and managing across national borders. This research advances the literature on HQ–subsidiary relationships by adding new insights to the Headquarters–subsidiary conflict discussion, especially in the so far under-researched case of headquarter initiative rejection by foreign subsidiaries. We specifically focus on subsidiary conflict negotiation tactics, the effects of organizational and individual managerial power, and the characteristics and roles of MNC managers that act as boundary spanners during intra-organizational conflict processes. A qualitative, iterative, multiphase research approach was used to develop new theory pertaining to the phenomenon. The results show that in the presence of boundary spanners, dysfunctional conflict is less common and better overall organizational performance can be achieved for both the subsidiary and the MNC as a whole. The results also indicate that the boundary spanning ability is only partly formalizable and that some MNCs are able to foster boundary spanners better than others.     

Human Motivation in Question: Discussing Emotions,Motives, and Subjectivity from a Cultural‐Historical Standpoint

Vygotsky, at the end of his life, advanced a new representation of a psychological system that was ruled by a cognitive‐emotional unity, a theorization that remains inconclusive due to Vygotsky's early death. This article discusses the advances made by Vygotsky in the comprehension of human motivation through his concepts of sense and perezhivanie at the end of his work. Through these concepts, he further advanced the discussion of motivation, despite the fact that these concepts have only very recently been considered a relevant part of his legacy in both Russian and Western psychology. This paper discusses the departure from and the historical presentations of the concept of motive in the following two main approaches of Soviet psychology that were mistakenly equated in Western interpretations: Vygotsky's approach, mainly at the first as last moment of his work, and Leontiev's Activity Theory. Based on the final theoretical positions of Vygotsky and of other Soviet authors, and further developing this legacy, this article proposes a new definition of motivation as a specific quality of subjectively configured systems and defines motive as intrinsic to the functioning of all psychological function defines subjective functions as subjectively configured processes. This new proposal of human motivation within a new way of defining subjectivity defines new categories as subjective senses and subjective configurations on which the author bases a specific approach for advancing the topic of subjectivity and motivation within a cultural‐historical framework.     

Indifference-zone ranking and selection: confidence intervals for true achieved P(CD)

In this paper we present procedures which attempt to allow experimenters to take at least partial advantage of more-favorable configurations of the population parameters (without, in the process, sacrificing precise probability statements about the inferences made) by obtaining confidence intervals for the true probability of a correct decision, regarded as a function of the true unknown underlying parameter values.     

Labour market regulations and high quality employment in EU-15 countries

The elements that we usually include under the concept of “labour market institutions” exert a clear influence on the workings of the labour market. However, the assessment of labour market policies and institutions remains mostly focused on their impact on the quantity of jobs, while people’s well-being depends crucially on how good their jobs are. This paper is a modest attempt to contribute some evidence and insight to the debate on the effects that particular institutional configurations have on the generation of high-quality employment.     

中国邮政企业集团化改革新思路

按照现代企业制度的要求组建邮政企业集团,是推进中国邮政企业改革的重要一步.在阐述组建邮政企业集团的紧迫性、步骤及其原则的基础上,重点探讨了中国邮政专业子公司的专业重组和设置方案,同时对邮政企业集团治理结构进行了分析,最后对各项配套制度改革提出了一些建议.     

跨国公司子公司自主性活动研究——从有限理性角度的分析

在跨国公司(MNCs)子公司演进模型中,子公司有着明显的自主愿望,自主权可以超越母公司的控制,引起对闲置资源的很大兴趣,激发子公司的积极性和创造性,但母公司也常常担心子公司的自主行为带有投机性,有可能偏离母公司的资源配置目标,使得MNCs迷失方向。而本论文认为母公司的有限理性是管理子公司自主性活动的主要交易成本,而非子公司的机会主义,母公司除了利用传统的克服机会主义的控制和协调工具之外,还应当重视使用内部市场机制和社会化方法,来减轻母公司的有限理性约束,形成母子公司间共同的认知地图,达成有意义的双方互利的联盟,从日益增多的子公司自主性活动中受益。