经理业绩的AHP分析

激励问题已经为人们所重视。激励与业绩相挂钩 ,激励影响业绩的实现。影响经理业绩的因素包括经理努力程度、经理能力状态、环境、时间变量、经理收入预期、分配结构等众多变量 ,各个变量又是一个多维的变量。本文经过抽象与简化 ,建立影响因素间的AHP层次结构 ,集中分析企业经理业绩的影响因素 ,对这一结构进行处理并对处理结果加以分析 ,为激励机制的设计提供借鉴和参照。

浅谈商业银行客户经理业绩考评体系

考虑到目前商业银行基于目标管理的激励考核机制仍存在一些问题,设计了商业银行客户经理业绩考评体系,并对其相关问题做了评述,以期为促进我国商业银行绩效考核管理水平提供借鉴。

开放式投资基金经理业绩持续性研究

证券投资基金作为一种先进的制度安排和理财工具,受到各国投资者的高度重视。基金业绩是基金经理的管理指南,是基金投资者的投资向导。另外,基金经理业绩持续性的研究对基金监管和建立规范系统的基金绩效评估体系也有重要的理论和实践价值。关于业绩持续性的评价方法,本文以基金经理为研究对象,对基金经理业绩持续性进行研究:首先得出业绩"赢"的最长链,接着运用事件的时间聚集性思想,构造了一个反映基金经理业绩持续性的计算指标,来分析我国单只基金的业绩持续性特征。研究表明,我国基金业绩波动性较大,一般最长链只有6个月;同时指标显示在四年的考察期内,基金经理业绩持续性相差较大,但整体的业绩持续性不强,都无法长期获得超越市场的收益率。

我国股票型基金经理业绩持续性及其影响因素

本文考察了股票型基金经理的业绩持续性,运用数据整合的方法得到基金经理的历史业绩,选取总收益、基准调整收益和Fama-French三因子超额收益等指标,利用列联表分析法对基金经理在短期(1个季度)、中期(6个月)和长期(1年)的业绩持续性进行实证检验。结果表明,基金经理业绩存在显著的短期持续性和较弱的中期持续性,业绩持续性最长为1年半。这说明,从长期来看,基金经理无法持续地战胜市场。进一步选取单只基金规模、基金公司总资产管理规模、基金经理从业年限和基金持股集中度等四个因素,对样本基金经理的业绩进行分组对比,发现中等资产管理规模的基金公司旗下的基金经理、偏好较低持股集中度的基金经理的历史业绩持续性更长。

论经理股票期权业绩评价体系的选择

目前,激励型经理股票期权已经逐渐由国内众多企业所熟悉并开始运用,选择科学合理的业绩评价体系,则是高效运用激励型经理股票期权的重要前提。本文以分析目前国内外较为普遍的业绩评价体系为出发点,讨论各体系的优劣,从而进一步让理论和实务界正确认识现有业绩评价体系。

上市公司经理人业绩的提升与公司治理结构

本文就中国上市公司面临的经营业绩不振的问题，对经理人业绩的三项决定因素──能力、激励和环境进行了剖析，并在此基础上具体分析了核心环境因素──公司治理结构同经理人业绩之间的内在联系；最后，根据两者相互依存的关系特点，本文从业绩决定因素的角度，结合公司治理结构的优化问题，对提高上市公司业绩的出路问题进行了探讨。

家族经营权涉入对经理人薪酬业绩敏感度的权变影响

从家族经营权涉入的角度,考察不同治理问题情境下经理人薪酬业绩敏感度的差异。结果表明:在主要受第一类代理问题困扰的直接上市家族企业中,家族经营权涉入的退出,即家族企业职业化,对治理绩效有显著负面影响,反映为经理人薪酬业绩敏感度的降低。而在第二类代理问题相对严重的间接上市企业中,家族经营权涉入的加强,即公众企业家族化,也不利于治理绩效的好转,经理人薪酬业绩敏感度会随之降低。这说明,家族化与职业化在处理两类治理问题上的能力不同,家族化与职业化的选择应该权变而定。

市场波动条件下的经理人EVA业绩衡量研究

近年来，出现了许多创新的业绩评价指标，经济增加值是其中最有影响的指标之一。由于市场不确定性波动因素的影响，公司EVA业绩往往不能真实反映经理人的实际经营业绩。本文通过引入市场波动因素，建立经理人EVA业绩衡量模型，并通过案例分析，得出市场波动条件下的经理人EVA业绩更准确地反映经理人的实际经营业绩，更适合作为经理人激励的基础。希望本文的研究对采取EVA管理技术的公司有一定的借鉴作用。

关于经理人薪酬业绩敏感度影响因素的文献综述

现代企业设计了一系列的激励契约来防止公司两权分离以及信息不对称出现的代理问题．从而保护股东的利益。最典型的契约是将经理人的薪酬与企业业绩挂钩，由此产生了经理人薪酬业绩敏感度的问题。本文通过对经理人薪酬业绩敏感度的影响因素的相关文献进行简单梳理，提出了对未来研究的展望。

超额无形资产的价值评估在企业经营业绩评价中的应用

作为职业经理人,对其业绩评估关系到一个企业的长远发展,而有些经营决策可能在短期内无法从会计报表中得到公正回答,本文提出了对企业超额无形资产的评估方法来识别企业的无形资产价值,并且用AHP方法对各种无形资产进行了定量研究,以便企业能够识别企业最重要的无形资产,以此为依据来对经理人进行更加合理的评价。

Effects of Managers＇ Self-interest Motivation on Listed Company＇ s Business Performance

In recent years, managers＇ self-interest motivation has been attracting more and more attention from both the academia and practice.Therefore, the ways and depth of managers＇ self-interest motivation influencing listed companies＇ operating performance has become a hot research area with important theoretical and practical significance. Based on the samples of A-share companies listed in Shanghai and Shenzhen stock exchange during 2012-2014. we studied different effects of managers＇ self-interest motivation on listed company＇s business performance under different situations.The innovation of this paper mainly lies in the following two points： on the one hand, we did not adopt the previous research methods which does not distinguish different kinds of company＇s business performance. Therefore, we divided business performance into two types firstly, then we made empirical text of the influences of managers＇ self-interest motivation on business performance by virtue of Hausman Model and drew related conclusions under different situations of operating performance. On the other hand, the index measuring managers＇ self-interest is relatively new.

Determinants of Joint Venture Performance in Cambodia

This study reviews important variables related to joint venture performance and identifies the key determinants of joint venture performance in Cambodia. A model of joint venture performance in Cambodia is proposed and tested. Finally guidelines for successful joint venture performance in Cambodia are proposed. Based on a study of 62 firms and interviews with 19 joint venture mangers and government officers, it was found that the most important factors driving the formation of a joint venture included access to an emerging new market, utilization of abundant and cheap labor, and existence of government incentives. The most serious obstacles to joint venture performance in Cambodia were corruption, lack of physical infrastructure, bureaucracy, and competition from a black market and smuggling. For the results indicate there are significant correlations between performance and trust, control, commitment, and ownership. Suggested guidelines to improve joint venture performance in Cambodia are proposed.

Market Orientation and Business Performance in the Container Port Industry

Identification and responsiveness towards customer needs is a notion that rests deeply in the heart of the marketing concept, and has been discussed in various fields of business and economic literature. At the same time literature in port economics and management has proposed various means for analyzing market conditions, overcoming competitive pressures in the port industry and pursuing sustainable competitive advantage. In line with this discussion, albeit with a significant time delay, port economics and management literature has also proposed the use of marketing strategies as a strategic tool towards achieving port competitiveness. However, the early approaches to port marketing, mainly based on consumer marketing principles, where followed by scarce references, mainly dealing with particularities of marketing implementation in ports and terminals. This paper attempts to provide a solid theoretical background to the notion, the need and the applicability of the marketing concept in the container port industry. It investigates the preconditions under which port marketing strategies are designed and formulated, by measuring the level of market orientation of ports and terminals. Furthermore, it attempts to examine the impact of market orientation on port performance, under the mediating role of marketing tactics and the moderating effect of the ports＇/terminals＇ internal and external environment.

企业中层经理薪酬激励设计要点

鉴于企业中层经理在企业管理中的重要作用,如何通过有效的薪酬激励起到吸引、保持和激励中层经理,成为企业薪酬设计中的重要内容。本文借鉴一些国际企业的做法,首先强调了中层经理薪酬激励的原则,勾画了中层经理薪酬框架,并从中层经理薪酬激励中的短期激励计划、中期激励计划、长期激励计划三个层面,重点探讨了中层经理薪酬激励设计的要点。

全面业绩评价方程——公司如何在报酬激励计划中引进非财务指标

近年来许多美国公司经理报酬水平呈现指数化增长,相应地,公司也开始检查经理报酬与公司业绩的关系。就当前而言,评价经理业绩的标准主要是公司现实财务业绩。近年来评价经理业绩的标准大大扩展,其显著特征是标准中增加了很多非财务指标。