日本东京大学理工科的学术组织与创新

学术组织创新是学术繁荣的制度保证 ,也是任何一流大学的成功奥秘。作为日本理工科龙头老大的东京大学 ,在二战后 5 0年的发展历程中 ,向世人提供了工程教育和研究中的三种特色鲜明的学术组织模式。这种学术组织模式对中国建设世界一流大学有重要借鉴意义     

Managing C-suite conflict: The unique impact of internal and external governance interfaces on top management team reflexivity

The ability of Top Management Teams (TMTs) to reflect critically on their own actions represents an important element of effective TMT decision making and governance effectiveness. This paper therefore examines how the TMT-board interface internal to the organization, as well as the TMT interface with the external supervisory authority, shape TMT reflexivity. Drawing from governance and psychological theories, we posit that cognitive conflict at the TMT-board interface can escalate by increasing levels of affective TMT-board conflict, and hereby, harm TMT reflexivity if not managed well. This proposition was tested in a multisource team-level data set collected in the field among TMTs (N = 111 TMT members) and their supervisory boards (N = 152 board members) of 56 Dutch insurance companies. The findings demonstrate that the link between cognitive and affective TMT-board conflict is mitigated by board membership influx. Yet in cases where conflict escalation does occur, its subsequent impact on TMT reflexivity hinges on the degree to which an external supervisory authority monitored TMT actions. The results illustrate that TMT decision making processes can be effectively influenced by internal and external TMT-governance interfaces, yet at different conflict stages, and through different governance actions.     

积极开发生态童装 提升中国制造童装国际竞争力

随着人们健康意识及环保意识的不断增强,健康、安全的生态童装日益受到关注。为避免出口童装被通报召回等贸易摩擦事件的发生,我国童装生产企业应结合相关国际童装安全标准,对童装进行科学设计并选用绿色环保的面料及辅料,以促进生态童装的研发以及提升中国制造的童装在国际市场的竞争力。     

董事会治理对公司成长的影响——基于我国A股上市公司前500强的经验数据

基于我国A股上市公司前500强2006-2009年的经验数据,以董事会规模、董事长与总经理是否两职合一、董事持股比例、独立董事比例和董事会会议频率作为董事会治理变量,以投资机会集（IOS,investment opportunity set）作为公司成长变量,分析了董事会治理对公司成长的影响。研究结果表明,独立董事比例与公司成长显著负向关联,董事长与总经理两职合一和董事会会议频率均与公司成长显著正向关联,董事会规模和董事持股比例则与公司成长弱相关且不具有显著性。     

试论土族服饰中蕴含的原始信仰审美观

服饰是一个民族文化的表征 ,反映了一个民族的宗教信仰、文化历史和审美观念。本文就土族服饰发展源流、演变及特征进行分析 ,以期进一步探讨土族服饰中蕴含的原始信仰审美观     

Enforcing cooperation in public goods games: Is one punisher enough?

We experimentally investigate a finitely repeated public goods game setting where, in each round, access to sanctioning power is exclusively awarded to one single player per group. We show that our central ‘Top Contributors as Punishers’ institution – a mechanism by which a player needs to be the highest contributor in her group in order to earn the right to sanction others – is extremely effective in raising cooperation and welfare due to turnover in the top contributor role and to top contributors’ willingness to substantially sanction others. Our findings yield implications for the design of mechanisms intended to foster cooperation in social dilemma environments.     

机顶盒发展初探

对机顶盒在因特网和有线电视网两方面不同的发展思路进行了介绍 ,提出了机顶盒在我国的发展重点     

Top management departures in cross-border acquisitions: Governance issues in an international context

This study examined top management team departures in U.S. manufacturing firms acquired by a foreign multinational during the six-year period following acquisition. Results indicated that greater cultural distance between the United States and the home country of the foreign multinational, higher levels of international integration in the target industry, and poor preacquisition performance in the U.S. target company were related to greater postacquisition top management departures. These effects were moderated significantly by the foreign acquirer’s international business and U.S. acquisition experience and showed different patterns over the short-term, intermediate-term, and long-term. Implications for future research on top management teams involved in cross-border acquisitions are discussed.     

高新技术企业领导集体有效性的理想与差距研究

企业高层领导集体(Top M anagem ent Team s,TMTs)是对企业影响最大的一个小团队。高新技术企业在我国的高速发展对TMTs的有效性提出了新的挑战。在对高新技术企业高层领导团队成员的半结构化访谈,并在对访谈结果进行编码的基础上,分析了TMTs领导者和成员对理想集体和本集体的差距的特征评价。结果发现,TMTs更关注管理制度、沟通、人才的维系与培养、管理知识与管理人才等。管理制度规范化是被领导者和成员提及频率最高的理想集体的特征;而制度规范化的缺乏是领导者提及频率最高的差距,缺乏管理知识和管理人才为其他成员提及频率最高的差距,还就不同绩效企业之间的TMTs评价差异进行了比较。     

The determinants of top management pay

Agency theory argues that companies need to structure their top management pay so as to attract, retain, motivate, and reward senior executives. It is implicit in this literature that managers should be rewarded for performance and that company size should not be a significant determinant of compensation. Empirical evidence in many countries has concluded, however, that size is a major determinant of management remuneration and the pay-for-performance link is very weak. This study examines the determinants of senior executives’ remuneration and bonus payments in Hong Kong companies using recently available data. We examine both the level of pay and changes in pay. Corporate size is found to be a major explanator of remuneration levels and of changes in the pay of the CEO and executive directors. Accounting profitability is also a significant explanator of compensation. Performance, as measured by stock returns, has little or no statistically significant relationship with pay; in fact, some of the results show negative relationships. Some share ownership characteristics have influences on the levels of remuneration. In particular, share ownership by directors and share ownership by institutional investors moderate the compensation levels. In contrast, corporate governance variables have little association with change in pay. Overall, the results imply agency arguments that advocate pay-for-performance compensation schemes are not major factors in setting top management remuneration in Hong Kong.