企业集团内部团队生产的最优激励机制研究

本文提供了企业集团内部团队生产的多代理人模型,从激励的角度分析了模型的解及其特征,重点讨论了帮助努力对设计最优激励契约的影响;在此基础上,获得了团队工作是最优的充分条件;最后,就所有权因子的激励与扭曲效应进行了阐述,指出正是这一扭曲效应导致了集团内部团队生产低效的可能性.     

代理成本与“信用价差之谜”

作为一个内生因素,企业中的代理问题可能会恶化企业的信用风险.通过将代理人与股东之间的最优合约模型嵌入到Leland-Toft内生违约框架中,研究了道德风险这一具体的代理问题对信用风险及信用价差的影响机制.结论表明:企业中的道德风险问题对企业信用风险产生明显影响,并且显著增加信用价差;对于描述道德风险的关键参数,论文建立的模型明确了它们在影响信用价差中起到的作用.由此,论文从代理问题的角度对“信用价差之谜”给出了合理解释.此外,文中也给出了债券价值、股权价值和内生违约边界的显性表达式.     

领导影响团队成员学习能力二维多层次模型的实证研究

本文首先提出团队领导可以通过提高自身学习能力和与团队成员发展良好关系这两个维度来积极影响团队成员的个人学习能力的理论模型,随后我们以国内某大型企业集团所属21家工厂的130个团队领导和941名团队成员为样本,应用多层线性模型(HLM)对理论模型进行验证.研究发现领导学习能力和领导成员关系分别从能力和关系维度对成员学习能力具有显著正向影响,并且上述两组关系分别受到领导成员间建设性争论和团队心理安全的正向调节.此外,当团队成员学习能力被向上聚合到团队层次后与团队绩效显著正相关.最后,我们对本研究的贡献、不足以及未来的改进方向进行了讨论.     

公平偏好下的团队效率研究

在Alchian & Demsetz标准团队理论基础上,将代理人内在的公平偏好考虑进来,建立了基于公平偏好的团队理论模型,分析在预算平衡约束和代理人的公平偏好存在条件下的团队效率以及公平偏好对团队合作的作用机理,可以为合理利用代理人的公平偏好提高团队生产效率,提供理论指导和启示.     

基于动态博弈的企业集团政策动态一致性分析

运用动态博弈模型 ,以企业集团内部公共费用征收问题为背景 ,讨论了集团总部与成员企业之间的动态博弈 ,并对集团政策的动态一致性问题进行了研究分析 .最后 ,本文还给出了在集团非平均主义政策倾向下相应的动态博弈模型 ,以及动态一致性政策所满足的条件 .     

基于信息非对称的投资决策机制研究

现代企业投资项目的成功与否,不仅取决于企业所取得的融资量,而且还取决于委托人、代理人关系链的制约,激励机制的有效发挥.由于企业经理作为代理人同委托人存在信息非对称,经理存在逆向选择和道德风险问题,此时,如何配置资金并给予经理人适当激励以使企业获得更高的绩效,经理的最优补偿方案与企业的投资机会特征间的联系,经理补偿方案与企业价值间的联系,便成为我们研究的一些重要课题.本文基于信息经济学和博弈论的基本理论,在对项目盈利水平进行量化的一维空间中,分析委托人,尤其是代理人的行为方式,建立模型,研究委托人的最佳机制(资本配置方案、经理人的激励补偿方案)和代理人的最佳战略.模型的研究结论将项目盈利水平的一维空间由低到高分为了三个区域,分别确立了委托人和代理人的最优策略.     

基于非理性预期的团队合作问题研究

将行为金融理论应用于解决团队合作问题,在考虑团队成员非理性预期的条件下,通过建立合作模型,研究各成员的博弈行为、团队价值以及团队监督,并分析了非理性预期对团队合作的动态影响.结果表明,面对未来的不确定性,过度预期成员会增加团队合作道德风险,使团队绩效降低,对其应加强监督;而保守预期成员则能减少团队合作道德风险,提升团队价值,对其应削弱监督.此外,随着工作经验的丰富,团队成员将趋于理性,非理性预期对团队合作的影响会逐渐减小.该结论在选拔团队成员和实施团队监督等方面的运用,能够有效促进团队合作.     

企业集团代理人风险态度、道德风险与信用风险传递

由于企业集团的关联企业众多,股权结构复杂,导致银企信息更加不对称,银行对企业集团贷款资金的监管更加困难,企业集团也更有机会产生不按照贷款合约使用贷款资金的道德风险,从而增大了银行的信用风险.针对此问题,首先分析了企业集团代理人转移银行贷款资金的动机,以及企业集团子公司之间信用风险的传递过程;其次,基于代理人效用最大化原理,分析委托代理合约、代理人风险态度,以及代理人转移贷款资金的道德风险对企业集团子公司信用风险的影响;最后,建立了度量企业集团子公司信用风险的违约概率模型.研究表明,代理人的风险态度、委托代理合约的状态都会影响企业集团子公司的违约概率.     

道德风险下带有Knight不确定的最优动态契约设计

本文从概率统计模型本身的不确定性是本质的、不能消除掉的角度出发, 研究了Knight不确定下连续时间委托-代理问题, 其中主要考虑了代理人的道德风险对契约执行过程以及契约存续情况的影响.首先, 建立了代理人延续价值以及委托人预期利润的动态方程.其次, 运用次线性期望下的随机最优性原理, 以更加准确、深刻的方法去刻画实际委托人和代理人经济行为, 进而得到委托人效用值函数的Hamilton-Jacobi-Bellman (HJB) 方程, 并求得委托人对代理人最优支付以及代理人最优努力水平的表达式.最后, 通过理论解的数值模拟, 分析了Knight不确定对委托人和代理人最优策略以及最优契约的影响.     

基于信息经济学的担保机构与中小企业信贷分析

引入担保机构变量,建立担保银行信贷配给模型,分析担保机构、银行与中小企业之间的作用机理以及担保机构在信息不对称情况下面临着企业逆向选择及道德风险时的风险规避选择.研究结果表明,引入担保机构加大了对企业的资格审核,但是银行面临的风险却转嫁给了担保机构;从理论上说明贷款企业是在一定条件下才采用混同均衡;担保机构只要设立合适的契约组合,可以使企业自我显示风险类型,规避风险.尽管引入担保机构缓和了银行的信用配给,但由于担保壁垒的存在,解决中小企业贷款的能力十分有限.建议推动银保合作及推行社会化的担保机构,共同分担风险,从根本上解决中小企业的融资困境.     

Power,authority and legitimacy

Management, human resources, organization, control, leadership, etc., all seem to be just so many euphemisms for power, and this suggests a discourse of management and organization that calls things by their proper name. This paper on the contrary stresses the need to resolve the concept of ‘power’ itself into more differentiated notions, and proposes that clarification may be derived from distinctions once explicit in the vocabulary of Classical antiquity, but lost in modern European languages. It argues that nothing but confusion in thinking about organizations, management and legitimation can result from the failure to recognize that the phenomena this vocabulary identifies and distinguishes are irreducibly different.     

A new lease for life? The return of vitalism in management and organization studies

This paper starts from a growing interest in the concept of concern, lived experience or “inhabiting” as part of the so-called “affective turn”. My main argument is that the notion of concern cannot be thought or understood without the concept of life. The concept of life, however, is somewhat of a taboo topic in the social sciences. I hold, nevertheless, that in order to reflect on their assumptions and to define concern for their own studies, scholars need to think about life and make a choice regarding the various approaches that can be taken. I therefore present and compare four vitalist approaches: romanticism and Lebensphilosophie, vitalism as ethos and pathos, neuroecosociality as well as vitalism as becoming.     

Effects of the implementation of information technology on employees' strain and job satisfaction: a context-dependent approach

The effects on staff of the implementation of new office information technology were investigated in ten companies in Vienna using a longitudinal design. Strain and satisfaction of 331 employees (implementation sample: n = 212; control sample: n = 119) were measured at five points in time over a period of 22 months. The study is based on a context-dependent approach. Personal factors (individual differences, external load) were assessed by questionnaires, and situational factors (job design, implementation content and implementation context) by objective measures. The impact of these factors on employees' strain responses was tested using structural equation modelling (SEM). While the implementation of new technology as such made no significant contribution to the explanation of strain variables, a reasonable model fit was achieved when implementation characteristics were taken into account. The data suggest that negative effects of implementations must be expected if (1) adaptational demands do not include the enhancement of employee qualifications, (2) character-based user interfaces are not replaced, and (3) employees have few or no opportunities to participate in the implementation process.     

Consequences of work-family conflict on employee well-being over time

The effects of work-family conflict on the well-being of a diverse sample of 342 non-professional employees from the greater Los Angeles area were examined. Data were collected at two points in time, and a rigorous research design was employed. The effects of self-report bias were considered by controlling for social desirability bias, and by collecting two sources of data (i.e. self-reports and co-workers reports). The results revealed that work-family conflict predicted employee well-being over and above social desirability bias. In addition, analyses were consistent when both self-reports and co-workers reports were utilized. Finally, work-family conflict was a longitudinal predictor of employee's positive well-being. Both cross-sectional and longitudinal analyses were consistent across self-reports and co-worker reports.     

Policy Goals for Health and Safety

Health management and safety regulation are separate disciplines but share the aim to extend expectancy of life in good health. The need to improve cost-effectiveness calls for their co-ordinated management according to a unified rationale. Three guiding principles of accountability, demonstrable net benefit and a uniform measure of performance, have been laid out in Canada by the Joint Committee on Health and Safety. They call for open accounting in terms of (health-related quality-adjusted) life expectancy. The principles are utilitarian in format but, it is argued, inequity is naturally diminished in the process of optimizing cost-effectiveness through maximum marginal returns. Comments are made on practical implementation. The need for public consent in practice calls for two additional principles reflecting fair procedure and sovereignty of the citizens. It is concluded that public health and safety measures should be surveyed, documented for cost-effectiveness and prioritized for improvement.     

Ethical Mindsets of Christianity and Confucianism: A Comparative Study

This study investigates the application of an organizational mindset instrument to compare the ethical mindsets between Italy and Taiwan. Results suggest that there are not significant differences, but Italian business is perceived to practice some Machiavellianism that puts results ahead of ethical concerns.     

Defining Spirituality of Work

There is a current surge of writings on spirituality and related topics. For instance, Woodward (1997) has pointed out that since Thomas Moore's publication of Care of the Soul in 1994 there have been nearly 800books published with the word soul in the title. These run all the way from Chicken Soup for theWoman's Soul (Canfield et al., 1996) to A Guide to Liberating YourSoul (Barrett, 1995). Spirituality of work is a big part of this surge. Definitionsof spirituality of work seem to vary widely. Bowman (1998, p. 8) in his `reviewof the phenomenon of spirituality of work' found `Definitions of the term spirituality in the context of the Spirituality of Work troublesome and particularly subjective. Many writers do not even attempt definitions.' The purpose of this article is to review the concept of spirituality of work in its historical and current use and to propose a comprehensive definition.     

WebStress: a web interface to explore a multidatabase bibliographic corpus on occupational stress

A bibliographic study on a multidisciplinary subject, such as occupational stress, requires a multidatabase query facility. Given this, we searched eight databases belonging to different fields (medicine, psychology, etc.) and from different countries. Thus, more than 26000 references on occupational stress were gathered. A bibliographic corpus of this sort is unusable because of the heterogeneous format of the records and the number of duplicate entries. Considering the limitations of commercial programs, we have developed a system, called WebStress, for reformatting the data and removing duplicates. The huge number of references and the research needs of updating and searching have necessitated the addition of several other functions to WebStress. Therefore WebStress comprises a web interface that makes it possible to search the corpus with advanced features (using clustering, a specialized thesaurus on stress and Boolean queries). In addition to the usual bibliographic queries on a specific database such as Medline, WebStress provides bibliometric analysis of the corpus, which might contribute to a detailed analysis on occupational stress in order to highlight the networks of researchers and to find the main topics studied in this area. WebStress is not yet available to researchers in general. It is being further developed, and also permission needs to be obtained from the eight commercial bibliographic databases that it consults.     

The myth of change management: A reflection on personal change and its lessons for leadership development

Abstract

In this article I reflect upon my own personal learning when faced with significant individual change, leaving a corporate role to start my own business and returning to serious study after twenty-five years of neglect. I look at the relationship between individual and organizational change, trying to reconcile the mechanistic models of change ingrained by years of practice with new insights gleaned from my own personal transition. Implications for change agents include taking a more adaptive and multi-dimensional approach to change, rather than vainly trying to manage it. For people developers it may question the way we develop leaders and managers to cope with change. And all of us may decide we can be better at learning how to embrace perpetual change and perpetual learning as part of the same unpredictable process.