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当代经济学系列丛书·当代经济学译库:企业的经济性质(第三版)

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当代经济学系列丛书·当代经济学译库:企业的经济性质(第三版)

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这本《当代经济学系列丛书·当代经济学译库:企业的经济性质(第三版)》集中了关于企业的经济性质与组织结构方面的具有原创性的论文,既包括了诺贝尔奖得主科斯和威廉姆森的论文,也包括了Michael Jensen、Paul Milgrom、Bengt Milgrom、John Roberts、Oliver Hart、Luigi Zingales等著名经济学家的论文。
Content Description

《当代经济学系列丛书·当代经济学译库:企业的经济性质(第三版)》集中了有关企业的经济性质与组织的经典著作——包括罗纳德·科斯、奥利弗·威廉姆森和迈克尔·詹森与威廉姆·麦克林的著作——同时收录了保罗·米尔格罗姆、本特·霍姆斯特罗姆、约翰·罗伯茨、奥利弗·哈特和路易吉·辛格尔斯等人的作品。第一部分探讨企业的性质与在市场经济中的地位这一一般主题;第二部分探讨哪些交易整合在企业屋檐下和哪些因素限制企业增长的问题;第三部分探讨雇主一雇员关系和劳动力的动力;第四部分从融资角度探讨企业的组织和所有者与经理之问的关系。
《当代经济学系列丛书·当代经济学译库:企业的经济性质(第三版)》编录了这些作者所引用的所有资料来源,以 及两位编者(兰德尔·S.克罗茨纳、路易斯·普特曼)撰写的导读——他们评析了关于企业的新制度经济学分析,综述了这本选集中提出的问题。《当代经济学系列丛书·当代经济学译库:企业的经济性质(第三版)》是对核心文献的介绍,读者对象为高年级本科生、商学与经济学专业研究生,以及法学、社会学、组织学与管理学领域的学者。
Author Description

兰德尔·克罗茨纳(Randall S.Kroszner),1990年获得哈佛大学博士学位,1990年任教于芝加哥大学商学院,现在是经济学讲座教授。2001—2003年,出任美国总统经济顾问委员会委员;2006年3月—2009年1月,担任联邦储备委员会理事会理事。专业研究领域包括银行业与金融机构规制、公司治理、国际金融危机、债务重组和货币经济学。还曾担任施蒂格勒经济研究中心主任和《法与经济学杂志》(Joumal of Law and Economics)主编。

路易斯·普特曼(Louis Putterman),1980年获得耶鲁大学博士学位,自1980年便任教于布朗大学,现在是经济学教授。与John Bonin一起合作撰写了Economics of Cooperation and the Labor-Managed Economy(1990),独自撰写了Division of Labor and Welfare(1990),与Avner Ben-Ner合编出版了Economics,Values and Organization(1998),独自撰写了Dollars and Changes:Economics in Context(2001)。研究方向为实验经济学和发展与国际经济学——特别是中国的经济问题。主编了本书第一版,与Kroszner教授共同主编了本书第二版。
Comments

★这些年里,这本经典读本为想理解企业的性质的读者提供了绝佳的资料来源。第三版更新的内容延续了这一传统。
——Bengt Holmstrom,MIT

★过去几十年中,经济学家们用市场的奇迹解释发达经济的生产绩效。但是,现代经济的奇迹和问题主要源自企业内部。Kroszner-Putterman编的这本读本让学生们了解到关于企业作用的最深刻的经济学思考。第三版增加了一些透彻的思考,使得这本读本更加与时俱进。
——Paul Milgrom,Stanford University
Catalogue

主编的话
前言
0 导读
第一部分企业内和企业间:劳动分工
1 《国富论》中的有关论述
2 《资本论》中的有关论述
3 《风险、不确定性和利润》中的有关论述
4 《现代公司与私人财产》中的有关论述
5 知识在社会中的运用
6 公司治理

第二部分企业的范围
7 企业的性质
8 垂直一体化、可被侵占的租金和竞争的合同过程
9 合同关系的治理
10 企业的局限性:激励特征和行政特征
11 谈判成本、影响成本和经济活动的组织
12 再论企业的边界

第三部分雇佣关系、人的因素和内部组织
13 生产信息成本和经济组织
14 竞争性交换:资本主义政治经济的新微观基础
15 理解雇佣关系:对专用性交换关系的分析
16 多任务委托代理分析:激励合同、资产所有权和岗位设计
17 工作动力
18 工人参与

第四部分企业的融资和控制权
19 合并和公司控制权市场
20 代理问题和企业理论
21 企业理论:经理行为、代理成本和所有权结构
22 组织形式和投资决策
23 经理持股比例的上升
24 经理报酬:一个代理问题
25 企业理论:一个经济学家的观点
26 所有权和企业的性质
参考文献
Book Abstract

《当代经济学系列丛书·当代经济学译库:企业的经济性质(第三版)》:
连续现货合同(sequentialspotcontracts)
阿尔钦和德姆塞茨认为,用命令和权力等描述雇主和雇员之间关系的特征是错误的。他们认为雇主和雇员之间的关系,在命令和权力方面,与购物者和杂货商之间的关系完全相同:消费者安排杂货店主去采购自己想要的东西,即以双方都可接受的价格诱使杂货店主提供他想要的东西。这正是雇主对雇员所能做的全部事情。雇主管理、指导或安排工人进行各种任务的说法,是对雇主持续地就必须被双方接受的条款进行合同谈判的错误描述……雇主和雇员之间的长期合同并不是我们称之为企业的组织的本质。
我们认为,在他们的分析中隐含着一个假定:与雇员的流动相联系的转换成本(transitioncosts)可以忽略不计。雇主因此能通过在现货市场上填补岗位空缺而很容易适应变化着的市场环境。在职雇员可能在相当长时间里从事同一份工作,可能认为自己服从权力关系,但是,他们实际在做的不过是在不间断地满足现货市场上对其工作岗位开出的条件而已。在本节开头描述的各种合同订立模式中,这是第三种模式,并且在不断地重复发生。
在满足低转换成本假定的连续性现货劳动力市场上(一些市场明显具有这一特征,例如流动的农业工人),能够有效地做出适应性的连续决策,而不会产生在性质上异于常见的杂货店一客户之间的关系的问题。这一点似乎毋庸置疑。但是,我们认为,许多工作岗位不满足这一假定。具体地说,这里所探讨的任务就不具备这种原始形态。当任务具有相当程度的专用性时,工人一雇主关系,在合同性质上,不再等价于常见的杂货店一客户关系,连续现货市场合同关系的可行性不复存在。
状态依赖性索取权合同存在的问题可归因于有限理性和机会主义;连续性现货合同则主要受机会主义影响。(有限理性所导致的问题,不像机会主义所导致的问题那么严重,因为,在连续性现货合同关系中,不需要在开始时就描绘出复杂的决策树。相反,对不确定性的适应是随着事件的揭示而逐步设计出来的。)那么,机会主义在哪里出现,连续性现货合同如何受机会主义影响呢?
在第3节对机会主义的讨论中,我们指出,机会主义只在少数人谈判背景中才导致合同问题。很多人竞标,能有效扼制机会主义倾向,实现竞争结果。就这里所讨论的任务而言,虽然在开始时,在岗位首次分配好和工作开始之前,很多人参与竞标的条件能够实现,但是,工作经验的专用性特征在续约间隔期内有效地破坏了这一均势。相对于有同等资历但缺少经验的竞标者,享有显著优势的在职者有资格要求分享专用性经验所节约的成本。
对此问题,一种解决办法是雇主不采用专用性技术,而选择标准化程度更高的经营方式。在这一过程中,雇主放弃了最小成本生产技术,但可能能够实现货币收益,因为相对于缺乏经验但在其他方面资质相同的外部人,在职者几乎没有任何策略优势。然而,能允许采用最小成本技术同时没有不利的续约结果的初始招标方式自然更受欢迎。在这里,有两种可能的做法值得考虑:(1)在开始时,让每个竞标者承诺不在续约间隔期以垄断方式使用他的专有知识和经验;(2)要求在职者资本化每个人将获得的潜在垄断收益,在开始时让中标者缴纳相同数量的一次性支付。
第一种方式可谓是乌托邦。它假定不采取机会主义行为的承诺,或者可以自我执行或者可通过法庭执行。可自我执行,等于否认人有机会主义倾向,并且,经不起现实检验。依靠法庭执行这类承诺同样不现实。对这些问题,无论是通过个案诉讼还是制定简单规则,都不可行。就每个案子进行诉讼,会发生极高成本。“所有工人将只得到竞争工资”的规则也不起作用,因为由于信息障碍,法庭无法确定工人们是否以充分实现任务专用性成本节约的方式投入精力和创造性于工作中——心怀不满的人会通过出工不出力的方式进行抵制。
在这里,需要区分完美合作和敷衍了事的合作。完美合作是种积极的工作态度——包括以有用的方式使用判断力、填补漏洞和采取主动。敷衍了事的合作则是以最低的可接受的程度开展工作。通过经验获得了任务专用性技能的在职者,只需表现得比缺乏经验的最好候选人(这些人的工作态度无疑是个未知数)略好。这里的关键是,工人们,通过选择敷衍了事的工作方式,“破坏”了专用性效率收益。因此说,依靠雇佣前的承诺阻止工人分享这种效率收益的做法,是在欺骗自己。
在第二种方式中,虽然工人对所实现的成本节约的分享被假定为正常水平,但是,工人们被要求在开始时就为工作岗位一次性交纳一笔钱。假设在开始时有大量申请者有资格竞争这些工作岗位,这种机制能通过把工作安排给出价最高的工人而使雇主获得未来成本节约的预期现值吗?
……

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Jingdong book