Relevant bibliographies by topics / Law firm

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Law firm'

Author: Grafiati
Published: 4 June 2021
Last updated: 1 August 2024

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Journal articles on the topic "Law firm"

1

Song, Xiaoxiao. "How Are Foreign Firms Valued in U.S. Markets? Evidence from Firm and Country Characteristics." Accounting and Finance Research 8, no. 4 (October 12, 2019): 101. http://dx.doi.org/10.5430/afr.v8n4p101.

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This paper investigates the determinants of foreign firms’ value in U.S. markets by examining both firm and country characteristics. Prior studies have agreed on foreign firms’ value premium when they cross-list stocks in U.S. exchanges. However, little research has pursued evidence regarding how these foreign firms are valued after the cross-listing. I attempt to answer this question by comparing the determinants of firm value for both foreign cross-listing firms and U.S. domestic firms. The results from regression models show that, although foreign firms share similar firm-level determinants with U.S. firms (firm size, firm leverage, and firm growth), they are on average undervalued by U.S. investors. Furthermore, the home countries’ characteristics, such as the rule of law, play an important role in foreign firms’ market value. In fact, the undervaluation is only observed in foreign firms from the weak rule of law countries, but not from strong rule of law countries. Overall, foreign firms’ market value is determined by both firm-level and country-level characteristics after they cross-list in the U.S. markets.
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Aoki, Shuhei, and Makoto Nirei. "Zipf's Law, Pareto's Law, and the Evolution of Top Incomes in the United States." American Economic Journal: Macroeconomics 9, no. 3 (July 1, 2017): 36–71. http://dx.doi.org/10.1257/mac.20150051.

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We construct a tractable neoclassical growth model that generates Pareto's law of income distribution and Zipf's law of the firm size distribution from idiosyncratic, firm-level productivity shocks. Executives and entrepreneurs invest in risk-free assets, as well as their own firms' risky stocks, through which their wealth and income depend on firm-level shocks. By using the model, we evaluate how changes in tax rates can account for the evolution of top incomes in the United States. The model matches the decline in the Pareto exponent of the income distribution and the trend of the top 1 percent income share in recent decades. (JEL D31, H24, L11)
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Gottschalk, Petter. "Predictors of it Support for Knowledge Management in the Professions: An Empirical Study of Law Firms in Norway." Journal of Information Technology 15, no. 1 (March 2000): 69–78. http://dx.doi.org/10.1177/026839620001500107.

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Knowledge management is an increasingly important source of competitive advantage for organizations. Knowledge embedded in an organization's business processes and an employee's skills provide a firm with unique capabilities for delivering a product or service to customers. Law firms represent an industry which seems very well suited for knowledge management investigation. Law firms are knowledge intensive and the use of advanced technology may transform these organizations in the future. To examine knowledge management in Norwegian law firms, a study which involved two phases of data collection and analysis was designed. The first phase was a field study of the largest law firm in Norway. The semi-structured interviews conducted in the initial field study documented a strong belief in the potential benefits from knowledge management. The second phase was a survey of Norwegian law firms. Firm culture, firm knowledge and use of information technology were identified as potential predictors of information technology support for knowledge management in law firms in Norway. The extent to which law firms in Norway use information technology to support knowledge management is significantly influenced by the extent firms generally use information technology.
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Root, Veronica. "Retaining Color." University of Michigan Journal of Law Reform, no. 47.3 (2014): 575. http://dx.doi.org/10.36646/mjlr.47.3.retaining.

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It is no secret that large law firms are struggling in their efforts to retain attorneys of color. This is despite two decades of aggressive tracking of demographic rates, mandates from clients to improve demographic diversity, and the implementation of a variety of diversity efforts within large law firms. In part, law firm retention efforts are stymied by the reality that elite, large law firms require some level of attrition to function properly under the predominant business model. This reality, however, does not explain why firms have so much difficulty retaining attorneys of color — in particular black and Hispanic attorneys. And yet, there may be a relatively simple and low-cost set of incentives that law firm management and the legal profession can put in place to encourage black and Hispanic attorneys to remain at large law firms at higher rates. This Article draws on traditional theories of “the firm” and modern day understandings of workplace discrimination and applies them to the retention problem in large law firms. It argues that by incentivizing equity partners in large firms, who are overwhelmingly white males, to instill greater loyalty in black and Hispanic attorneys, firms can solve a large portion of their retention problem. As equity partners invest more time mentoring black and Hispanic attorneys, they will develop a sense of loyalty to the firm that will decrease the speed and frequency that attorneys of color exit the firm. Firms can then begin Retaining Color.
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Kay, Fiona M. "Revolving Doors: Social Dimensions of Law Firm Culture and Pathways out of Firms." Law & Social Inquiry 48, no. 4 (November 2023): 1181–209. http://dx.doi.org/10.1017/lsi.2022.95.

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AbstractA growing body of research suggests that contemporary law firms face challenges with the retention of legal talent—especially women and racialized lawyers. Yet, we know little about the conditions that prompt lawyers to leave law firms or where they go after leaving. This article builds on the scholarship of John Hagan, emphasizing the role of social capital in law firm culture, and work by Emmanuel Lazega, tracing dimensions of law firm collegiality—both with implications for lawyers’ careers within and beyond law firms. I draw on data from a twenty-seven-year longitudinal survey of Canadian lawyers. Using piecewise exponential survival models, I examine organizational, cultural, and individual factors that may encourage mobility from law firms. The study reveals a pervasive gender difference that is not explained by human capital, organizational characteristics, or individual traits. Results also demonstrate the importance of social capital and firm culture—specifically, the presence of workplace policies of flexible scheduling, lawyers’ sense of a good match with their firm, their satisfaction with status rewards, and finally, the role of mentors—in shaping the flow of legal talent from law firms to various job destinations.
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Fiala, Roman, and Veronika Hedija. "The Relationship Between Firm Size and Firm Growth: The Case of the Czech Republic." Acta Universitatis Agriculturae et Silviculturae Mendelianae Brunensis 63, no. 5 (2015): 1639–44. http://dx.doi.org/10.11118/actaun201563051639.

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This paper deals with the investigation of the relationship between firm size and firm in the Czech Republic during 2007–2012. The study aims to examine to what extent the confirmation or rejection of Gibrat’s law depends on the indicator of firm size. For measuring firm size we use three indicators: revenues, number of employees and total assets. The study uses data collected from the database Albertina CZ Gold Edition. Final dataset includes the data about more than 35,000 firms. The validity of Gibrat’s law was tested with the help of linear regression model with first-order autoregressive process. Gibrat’s law is rejected for all three indicators of firm size. Hence, the selected indicator of firm size is not proved to be important factor in verification of Gibrat’s law validity. It is also found out that the small firms in profit industries (A-N according to CZ-NACE classification) grow faster than their larger counterparts in the Czech Republic.
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Bentzen, Jan, Erik Strøjer Madsen, and Valdemar Smith. "THE GROWTH OPPORTUNITIES FOR SMC?" Journal of Business Economics and Management 7, no. 3 (September 30, 2006): 139–45. http://dx.doi.org/10.3846/16111699.2006.9636134.

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The extensive empirical literature on the validity of Gibrat's law does not in general verify the law as it finds that firms’ growth rates are negatively correlated with both firm size and age. However, some studies find that Gibrat's law holds for sub‐samples of firms such as large firms or firms belonging to special industries. It has been pointed out that these results are due to the fact that the likelihood of firm survival for natural reasons is positively related to firm size and age. This study uses a relatively large and representative sample of Danish firms to evaluate the validity of Gibrat's law for different kinds of firms over the period 1990 ‐ 2003. In contrast to the majority of earlier studies our analysis corrects for the bias in the estimations by using variables related to the survival of small firms.
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Wang, Dan. "Blockchain Technology and Law: Lessons for Law Firms." Business Law Review 42, Issue 2 (April 1, 2021): 75–78. http://dx.doi.org/10.54648/bula2021011.

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The advancement of technology brings tremendous challenges and opportunities to the legal industry. This article will examine the blockchain technology, in particular the decentralized autonomous organization (DAO) and its unique governance features compared with traditional companies. This article also intends to provide recommendations for law firms to prepare for the challenges brought by blockchain technology. Blockchain, challenges, decentralized autonomous organization, DAO, governance, law firm
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Davidson, Don. "Law Firm Branch Offices:." Legal Reference Services Quarterly 5, no. 1 (July 11, 1985): 83–90. http://dx.doi.org/10.1300/j113v05n01_04.

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Smith, Don. "Securing the law firm." Computer Fraud & Security 2015, no. 4 (April 2015): 5–7. http://dx.doi.org/10.1016/s1361-3723(15)30026-9.

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Dissertations / Theses on the topic "Law firm"

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Forstenlechner, Ingo. "Impact of knowledge management on law firm performance." Thesis, Cranfield University, 2005. http://dspace.lib.cranfield.ac.uk/handle/1826/3536.

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It is a management truism that you cannot manage what you cannot measure. To manage knowledge effectively organisations need to understand how to measure their knowledge management performance against organisational goals. The case study organisation has developed a balanced scorecard, which is used to monitor key drivers for performance within the remit of the knowledge management function, thereby aiming to improve the delivery of value adding services. The set of cause and effect relationships at the heart of the scorecard - referred to as the success map - is at the core of this research, which aims to investigate if the link between managing knowledge and financial performance really exists and - if it does - how it can be influenced. By means of analytical methods including regression, correlation and semi-structured interviews the existence of this link is supported by evidence and the success map updated to reflect the relationships among key performance drivers that were positively identified as relevant. The outcome is a model for managing knowledge that can be applied to professional service firms or comparable organisations that are highly dependant on knowledge. In relation to this model, cultural variations were investigated and found to significantly influence the relevant performance drivers in several regions and countries across the case study organisation. Ignoring these cultural variations was found to carry the risk to base action on deceitful insights. In addition to this, the analysis of the survey also gave a clear indication of how to foster knowledge sharing among lawyers of different nationality and levels of seniority. This thesis provides the empirical evidence for a link between knowledge management and organisational performance.
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Elert, Niklas. "Economic dynamism : essays on firm entry and firm growth." Doctoral thesis, Örebro universitet, Handelshögskolan vid Örebro Universitet, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:oru:diva-34804.

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The topic of this thesis is economic dynamism. The five articles contribute to the literature on firm entry and firm growth. Studies are based on a dataset covering all Swedish limited liability firms between 1997 and 2010. The first article investigates conditions for firm entry in Sweden, distinguishing regular entrants from entrants that survive for at least two years, modelling the firm entry decision using count data models. While high income and a well-educated population had a positive effect, the effect was more important for surviving entrants. The second article uses a similar method, but focuses on wholesale industries and distinguishes between regular entry and in migration of firms, i.e. when an incumbent firm relocates its operations. Access to a university, many educated workers and low local taxes had positive effects. Better access to infrastructure had a strong positive effect on entrants, but it was smaller for in-migrating firms. The third article investigates if the industry context matters for whether Gibrat’s law holds, i.e. whether firm growth is independent of firm size. The law is found more likely to be rejected in industries with a high minimum efficient scale and a large number of firms located in metropolitan areas, but more likely to hold in industries with high market concentration and more group ownership. The fourth and fifth article contribute to the high-growth firms (HGFs) literature. In the fourth article it is examined whether the way HGFs are defined matters for the policy implications. It is found that the economic contributions of HGFs differ significantly depending on definition. Young firms are however more likely to be HGFs irrespective of definition. The fifth article considers the frequent argument that policymakers should target high-tech firms, i.e., firms with high R&D intensity, because such firms are thought more likely to become HGFs. We examine this assumption by studying the industry distribution of HGFs. Results indicate that industries with high R&D intensity, ceteris paribus, can be expected to have a lower share of HGFs than can industries with lower R&D intensity. By contrast, we find that HGFs are overrepresented in service industries with a high share of human capital.
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Kochan, Thomas A., Mona Harrington, and Brendan Miller. "Beyond the Part Time Partner: A Part Time Law Firm?" MIT Workplace Center, 2003. http://hdl.handle.net/1721.1/7308.

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Venturini, Roberto. "Essays in the Law and Economics of the Firm." Doctoral thesis, Universite Libre de Bruxelles, 2016. http://hdl.handle.net/2013/ULB-DIPOT:oai:dipot.ulb.ac.be:2013/235029.

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Firms are central to the functioning of the economy. Ever since Smith (1838) and Coase (1937), economists have gone a long way trying to understand why firms exist, how they are organized, and how they interact through the market.This thesis contributes to the study of how regulation and market incentives can affect firm decisions and their organization.
Doctorat en Sciences économiques et de gestion
info:eu-repo/semantics/nonPublished
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Wang, Yu, Gang Zhu, and Zhiang Hu. "Headquarters relocation of Chinese domestic firms within China——case study of a fashion firm in Ningbo." Thesis, Kristianstad University College, Department of Business Administration, 2006. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-4374.

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Headquarters relocation of Chinese domestic firms within China is a new economic phenomenon in recent years. Domestic firms’ headquarters relocation has a tremendous influence on the economy of the cities and these firms. We believe this phenomenon can be explained by the classical economic rules. The purpose of this dissertation is to find the factors explaining headquarters relocation from the perspectives of internal and external areas of the Chinese firms. On the basis of relevant literature review and our case study of headquarters relocation, a model, which can be used to evaluate the situation of firms that plan to relocate their headquarters, is developed. Two types, seven internal factors and seven external ones, are integrated in our model. To test this model, we have developed two hypotheses, made a questionnaire within Zhejiang province of China and interviewed two managers. The result from the survey indicates that the thirteen factors listed in the questionnaire were considered important. Four factors are the core factors. Meanwhile, the result also shows that, “the different wishes of the most staff to the headquarters relocation”(the staff’s opinions toward relocation differed), need not to be considered to most firms when they make a decision of headquarters relocation. This is a weak factor. Hence, we revise our model to remove this factor. On the other hand, we can see the general analysis of the four core factors in headquarters relocation available still in firms of different industries.

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White, Jennifer. "Gendered practice in the provincial law firm : pay, progression and parenthood." Thesis, University of Southampton, 2016. https://eprints.soton.ac.uk/402564/.

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Over the last thirty years there has been a dramatic diversification of the legal services sector; a significant number of women have joined the workforce. Feminist theorists and legal scholars have sought to understand the 'feminisation' of the profession and the paradoxical processes of gender stratification and gender segmentation. Despite the volume of scholaship in this field, there is a lack of empirical data on gender, the body and professional service firms (PSFs). This thesis addresses this gap, offering insight into the 'provincial PSF' and introducing the non-elite legal services worker into existing debates within femnist geography regarding gender and the body at work. This qualitative study is the first of its kind, comprising forty in-depth interviews with male and female legal professionals employed in the local labour markets (LLMs) of Bristol and Guildford. Data analysis uncovers striking gendered difference in aspirations and attitudes regarding pay, place, career progression and parenthood. Using a range of methodological tools, an interdisciplinary appeoach aims to flesh out a new feminist 'politics of the body' which can be used by feminist geographers to examine interactive services work.
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Hetterich, Elisabeth Anna Maria. "Promotion and succession management and associated retention issues in Australian law firms." Thesis, Queensland University of Technology, 2012. https://eprints.qut.edu.au/54735/1/Elisabeth_Hetterich_Thesis.pdf.

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The focus of this research was promotion and succession management in Australian law firms. Two staff retention issues currently faced by the Australian legal industry were identified as suggesting possible failures in this area: 1) Practitioners are leaving law firms early in their careers, 2) Female representation is disproportionally low at partnership level. The research described current Australian law firm promotion and succession practices and then explained their possible relevance to the two retention issues. The overall aim of the research was to uncover key findings and present practical recommendations to law firm managers and partners ready for incorporation into their future promotion and succession planning practice. In so doing the research aimed to benefit the Australian legal community as a whole. Four areas of literature relevant to the topic were reviewed, 1) law firm governance concluding that the fundamental values of the P²-Form remained constant (Cooper, Hinings, Greenwood & Brown, 1996; Morris & Pinnington, 1998) with ownership and strategic control of law firms remaining in the hands of partners; 2) the importance of individual practitioners to law firms concluding that the actual and opportunity costs relating to practitioner turnover were significant due to the transient nature of knowledge as a key asset of law firms (Gottschalk & Khandelwal, 2004; Rebitzer & Taylor, 2007); 3) generational differences concluding with support for the work of Finegold, Mohrman and Spreitzer (2002), Davis, Pawlowski and Houston (2006), Kuhnreuther (2003), and Avery, McKay, and Wilson (2007) which indicated that generational cohort differences were of little utility in human resources management practice; and 4) previous research relating to law firm promotion and succession practices indicating that five practices were relevant in law firm promotion outcomes; 1) firm billing requirements (Gorman & Kmec, 2009; Phillips, 2001; Noonan & Corcoran, 2004; Webley & Duff, 2007); 2) mentoring programs (Phillips, 2001; Noonan & Corcoran, 2004); 3) the existence of female partners (Gorman & Kmec, 2009; Beckman & Phillips, 2005); 4) non-partner career paths (Phillips, 2001; Corcoran & Noonan, 2004); and 5) the existence of family friendly policies (Gorman & Kmec, 2009; Phillips, 2001; Noonan & Corcoran, 2004; Webley & Duff, 2007.) The research was carried out via a sequential mixed method approach. The initial quantitative study was based upon a theoretical framework grounded in the literature and provided baseline information describing Australian law firm promotion and succession practices. The study was carried out via an on-line survey of Australian law firm practitioners. The results of the study provided the basis for the second qualitative study. The qualitative study further explained the statistically generated results and focused specifically on the two identified retention issues. The study was conducted via one-on-one interviews with Australian law firm partners and experienced law firm managers. The results of both studies were combined within the context of relevant literature resulting in eight key findings: Key findings 1) Organisational commitment levels across generational cohorts are more homogenous than different. 2) Law firm practitioners are leaving law firms early in their careers due to the heavy time commitment behaviour demanded of them, particularly by clients. 3) Law firm promotion and succession practices reinforce practitioner time commitment behaviour marking it as an indicator of practitioner success. 4) Law firm practitioners believe that they have many career options outside law firms and are considering these options. 5) Female practitioners are considering opting out of law firms due to time commitment demands related to partnership conflicting with family commitment demands. 6) A masculine, high time commitment culture in law firms is related to the decision by female practitioners to leave law firms. 7) The uptake of alternative work arrangements by female practitioners is not fatal to their partnership prospects particularly in firms with supportive policies, processes and organisational culture. 8) Female practitioners are less inclined than their male counterparts to seek partnership as an ultimate goal and are more likely to opt out of law firms exhibiting highly competitive, masculine cultures. Practical recommendations Further review of the data collected in relation to the key findings provided the basis for nine practical recommendations specifically geared towards implementation by law firm managers and partners. The first recommendation relates to the use of generational differences in practitioner management. The next six relate to recommended actions to reduce the time commitment demands on practitioners. The final two recommendations relate to the practical implementation of these actions both at an individual and organisational level. The recommendations are as follows: 1) "Generationally driven," age based generalisations should not be utilised in law firm promotion and succession management practice. 2) Expected levels of client access to practitioners be negotiated on a client by client basis and be included in client retention agreements. 3) Appropriate alternative working arrangements such as working off-site, flexible working hours or part-time work be offered to practitioners in situations where doing so will not compromise client serviceability. 4) The copying of long working hour behaviours of senior practitioners should be discouraged particularly where information technology can facilitate remote client serviceability. 5) Refocus the use of timesheets from an employer monitoring tool to an employee empowerment tool. 6) Policies and processes relating to the offer of alternative working arrangements be supported and reinforced by law firm organisational culture. 7) Requests for alternative working arrangements be determined without regard to gender. 8) Incentives and employment conditions offered to practitioners to be individualised based on the subjective need of the individual and negotiated as a part of the current employee performance review process. 9) Individually negotiated employment conditions be negotiated within the context of the firm’s overall strategic planning process. Through the conduct of the descripto-explanatory study, a detailed discussion of current law firm promotion and succession practices was enabled. From this discussion, 7 eight key findings and nine associated recommendations were generated as well as an insight into the future of the profession being given. The key findings and recommendations provide practical advice to law firm managers and partners in relation to their everyday promotion and succession practice. The need to negotiate individual employee workplace conditions and their integration into overall law firm business planning was put forward. By doing so, it was suggested that both the individual employee and the employing law firm would mutually benefit from the arrangement. The study therefore broadened its practical contribution from human resources management to a contribution to the overall management practice of Australian law firms. In so doing, the research has provided an encompassing contribution to the Australian legal industry both in terms of employee welfare as well as firm and industry level success.
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Riley, Diana. "The information needs of attorneys in a large South African law firm." Master's thesis, University of Cape Town, 2005. http://hdl.handle.net/11427/8014.

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This paper reports the results of a study, which was carried out to investigate the information needs of the attorneys in a large South African law firm. The survey research method was employed and a single survey conducted within a particular time-span. Two methods of data collection were employed, namely the analysis of documentary sources and questioning. A combination of self-administered questionnaires and interviews were used to gather the data. The questionnaire designed by the researcher consisted of closed and open-ended questions and a rating scale was used where appropriate to enable the respondents to express their opinions or strength of preferences. The majority of the questions included a general response category that made it possible for respondents to enter other relevant data and personal observations. The questionnaire was sent to all the Bowman Gilfillan attorneys via electronic mail. The email, which included the questionnaire as a MSWord attachment, introduced and explained the purpose of the questionnaire. All questions incorporated in the questionnaire were subjected to cross-tabulation to establish the impact of the independent or classification variables on the dependent variables. The following variables were considered during cross-tabulation: respondent's age, position in the firm and number of years experience as attorney. To establish which results were significant the Pearson chi-square statistical test was applied to all bivariate relations. Results that yielded a chi-square statistic below the .01 significance level were rejected. This study sought to investigate why the attorneys need work-related information, what type of work-related information they require, which sources and systems of information they use and what the factors are that influence their information-seeking behaviour. As a law librarian, the researcher also investigated the role of the law librarian and library in the provision of work-related information to the attorneys. The findings revealed that the attorneys required access to work-related information to provide a legal service to their clients and that their most important information need is to establish the current status of the law and to keep up-to-date with the latest legal developments. The attorneys made use of various informal and personal sources of information (e.g. colleagues) and the library and required access to primary and secondary sources of law as well as non-legal information. The findings also indicated that the attorneys required quick and easy access to current and accurate information and that factors such as age, number of years experience as an attorney and position in the law firm appeared to influence the use of the various sources and systems of information as the younger, less experienced attorneys had a greater need for the various sources and systems of information. The study also found that law librarians and libraries undoubtedly have an important role to play in the provision of work related information.
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McGregor, Dale. "The Impact of mandatory audit firm rotation on the statutory duties of Directors." Master's thesis, Faculty of Law, 2018. http://hdl.handle.net/11427/30833.

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On 5 June 2017, the Independent Regulatory Board for Auditors, the audit regulator in South Africa, implemented mandatory audit firm rotation (MAFR) with effect from 1 April 2023 in response to concerns regarding auditor independence in South Africa. The introduction of MAFR has been met with criticism from many stakeholders due to the adverse effects many believe the implementation of MAFR will have on audit quality and auditor independence. To date, there have been limited studies which focus on the impact of audit quality and auditor independence on audit practitioners in South Africa as a result of the implementation of MAFR but, to the best of my knowledge, no studies have assessed how the effects on audit quality and auditor independence will impact the ability of directors to discharge their statutory duties under section 76 of the Companies Act 71 of 2008 (‘the Act’ or ‘Companies Act’). This thesis first provides readers with a brief background of MAFR, followed by an overview of the statutory duties of directors as contained in the Act. I then subsequently assess how MAFR will affect audit quality and auditor independence before considering the impact this will have on the ability of directors to discharge their duties effectively. One of the duties of the directors is to produce the financial statements which are not false or misleading. Audit quality and auditor independence help directors produce financial statements which are not false or misleading, as determined under section 29 of the Act. As shown in this thesis, the enforced rotation of auditors results in situations which affect audit quality through the loss of client-specific knowledge which the outgoing auditor has developed over time. Furthermore, the enforced rotation of South African audit firms does create difficulties for multi-national entities which have their various entities audited by the same network of audit firms. These concerns, together with the concerns related to the cost of switching auditors and the threats posed to audit quality and auditor independence related to the initial discounts on audit fees offered by audit firms to new audit clients, poses serious concerns that directors will not be able to comply with section 29 of the Act. However, the introduction of a new audit team does provide instances which offer improvements to audit quality and auditor independence which may assist directors to produce financial statements which are not false or misleading. Lastly, I provide recommendations in terms of alternatives to MAFR, examining the existing measures which are already in place in South Africa to promote audit quality and auditor independence.
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WONG, Ho Yin. "Corporate social responsibility and firm performance : evidence from China." Digital Commons @ Lingnan University, 2012. https://commons.ln.edu.hk/acct_etd/16.

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A series of China’s product safety scandals have recently aroused global concerns over the business ethics and corporate social responsibility (CSR) in China. General public believe that companies have a responsibility towards the society that goes beyond their obligation of maximizing profits. The aims of this research are to understand the development of CSR in China over the past few years and measure the effects of CSR on firm performance by examining the standalone CSR reports for the period 2008-2009. The latest data indicate that Chinese companies have been making progress in their CSR practices. The results of this study show that the prior financial performance is positively associated with CSR disclosure and the CSR disclosure has a significant and positive effect on the firm financial performance in the next year.
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Books on the topic "Law firm"

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Quinn, John P. Law firm accounting. New York, N.Y: Law Journal Seminars-Press, 1986.

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Jay, Daniel G. Law firm planning & design. [St. Louis, Mo.?]: Christner Inc., 2004.

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Corwin, Leslie D. Law firm partnership agreements. New York: Law Journal Seminars-Press, 1998.

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Pannett, Alan. Managing the law firm. London: Blackstone Pr., 1992.

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Pannett, Alan. Managing the law firm. 2nd ed. London: Blackstone Press, 1995.

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Strong, Kline D. Law firm management study. [Chicago]: American Bar Association, 1994.

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W, Hildebrandt Bradford, and Kaufman Jack, eds. Law firm partnership agreements. Clifton, N.J. (855 Valley Rd., Clifton 07013): Prentice Hall Law & Business, 1989.

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Group, Primary Research. Law firm records management benchmarks. New York, NY: Primary Research Group Inc., 2014.

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Jennifer, Rose, and American Bar Association. General Practice, Solo & Small Firm Division., eds. Effectively staffing your law firm. Chicago, Ill: American Bar Association, General Practice, Solo & Small Firm Division, 2009.

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M, Curtis Stephen, and Practising Law Institute, eds. Marketing for today's law firm. New York, N.Y. (810 7th Ave., New York 10019): Practising Law Institute, 1986.

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Book chapters on the topic "Law firm"

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Mäntysaari, Petri. "Theory of Commercial Law: Management-Based Commercial Law." In Organising the Firm, 39–55. Berlin, Heidelberg: Springer Berlin Heidelberg, 2011. http://dx.doi.org/10.1007/978-3-642-22197-2_4.

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Mäntysaari, Petri. "Theory of Corporate Law: Proposed Theory." In Organising the Firm, 147–53. Berlin, Heidelberg: Springer Berlin Heidelberg, 2011. http://dx.doi.org/10.1007/978-3-642-22197-2_10.

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Mäntysaari, Petri. "Theory of Commercial Law: Past Approaches." In Organising the Firm, 15–37. Berlin, Heidelberg: Springer Berlin Heidelberg, 2011. http://dx.doi.org/10.1007/978-3-642-22197-2_3.

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Mäntysaari, Petri. "Theories of Corporate Law and Corporations: Past Approaches." In Organising the Firm, 57–74. Berlin, Heidelberg: Springer Berlin Heidelberg, 2011. http://dx.doi.org/10.1007/978-3-642-22197-2_5.

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Manning, Anna. "A Small Law Firm: Case Study." In Databases for Small Business, 27–37. Berkeley, CA: Apress, 2015. http://dx.doi.org/10.1007/978-1-4842-0277-7_3.

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Hansmann, Henry. "Ownership of the Firm." In The New Palgrave Dictionary of Economics and the Law, 1393–400. London: Palgrave Macmillan UK, 2002. http://dx.doi.org/10.1007/978-1-349-74173-1_265.

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Huber, Wm Dennis. "Property and property law." In Corporate Law and the Theory of the Firm, 19–28. Abingdon, Oxon ; New York, NY : Routledge, 2020. | Series: Routledge studies in the economics of legal relationships: Routledge, 2020. http://dx.doi.org/10.4324/9781003019770-3.

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Huber, Wm Dennis. "Agency and agency law." In Corporate Law and the Theory of the Firm, 29–38. Abingdon, Oxon ; New York, NY : Routledge, 2020. | Series: Routledge studies in the economics of legal relationships: Routledge, 2020. http://dx.doi.org/10.4324/9781003019770-4.

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Huber, Wm Dennis. "Trusts and trust law." In Corporate Law and the Theory of the Firm, 39–46. Abingdon, Oxon ; New York, NY : Routledge, 2020. | Series: Routledge studies in the economics of legal relationships: Routledge, 2020. http://dx.doi.org/10.4324/9781003019770-5.

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Huber, Wm Dennis. "Partnerships and partnership law." In Corporate Law and the Theory of the Firm, 47–55. Abingdon, Oxon ; New York, NY : Routledge, 2020. | Series: Routledge studies in the economics of legal relationships: Routledge, 2020. http://dx.doi.org/10.4324/9781003019770-6.

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Conference papers on the topic "Law firm"

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Yoder, E., and T. C. Wettach. "Using hypertext in a law firm." In the second annual ACM conference. New York, New York, USA: ACM Press, 1989. http://dx.doi.org/10.1145/74224.74238.

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Yao, Shanshan. "Political Connections and Firm PerformanceEvidence from ST Firms of China." In 2015 International Conference on Economics, Management, Law and Education. Paris, France: Atlantis Press, 2015. http://dx.doi.org/10.2991/emle-15.2015.71.

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Conrad, Jack G., Khalid Al-Kofahi, Ying Zhao, and George Karypis. "Effective document clustering for large heterogeneous law firm collections." In the 10th international conference. New York, New York, USA: ACM Press, 2005. http://dx.doi.org/10.1145/1165485.1165513.

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He Yi. "Gibrat's Law review on the theory of firm growth." In 2012 International Symposium on Information Technology in Medicine and Education (ITME 2012). IEEE, 2012. http://dx.doi.org/10.1109/itime.2012.6291483.

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Dai, Weiqi, Haoran Jiang, Jun Yang, and Yi Wang. "Exploring the Relationship Among Financial Marketization, Firm Ownership, and Corporate Venturing in China: the Moderating Effect of Firm Ownership." In 2020 International Conference on Management, Economy and Law (ICMEL 2020). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/aebmr.k.201111.036.

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Christiawan, Yulius Jogi, Jennifer Budiman, and Natasya Angie Alfonso. "THE EFFECT OF GOOD CORPORATE GOVERNANCE ON FIRM VALUE WITH ENVIRONMENTAL COSTS AS MODERATION VARIABLE." In ICBEL Singapore 2024 – International Conference on Business, Economics & Law, 19-20 June. Global Research & Development Services, 2024. http://dx.doi.org/10.20319/icssh.2024.316317.

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This study aims to examine the effect of good corporate governance on firm value. In addition, this study also examines the role of environmental costs in moderating the effect of good corporate governance on firm value. This research was conducted on go public companies included in the LQ45 index list from 2018 to 2022, with purposive sampling. The data was analyzed using panel data with the weighted least square method. Measurement of good corporate governance uses a score based on the corporate governance perception index, while firm value is measured by the Tobins'Q ratio. Meanwhile, the moderating variable of environmental costs is measured based on Corporate Social Responsibility costs. The results showed that good corporate governance negatively affects firm value. This study did not succeed in proving the moderation of environmental costs on the relationship between good corporate governance and firm value. This research is expected to be the basis for investors in making investment decisions through information about the effect of environmental costs on the relationship between good corporate governance and firm value.
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Wang, Yi, and Weijun Wu. "Supply-side Reform on Law Undergraduate Education: Path and Initiatives -- An Analysis Based on S Law Firm Case Study." In Proceedings of the 2018 4th International Conference on Social Science and Higher Education (ICSSHE 2018). Paris, France: Atlantis Press, 2018. http://dx.doi.org/10.2991/icsshe-18.2018.124.

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Clarke, Andrew. "Firm ‘culture’ and Corporate Governance in Australia: A New Paradigm?" In 7th Annual International Conference on Law, Regulations and Public Policy – LRPP 2018. GSTF, 2018. http://dx.doi.org/10.5176/2251-3809_lrpp18.50.

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Kocjančič, Rok. "Economic and Financial Analysis of Artificial Intelligence's Impact on Law and Legal Profession." In Socratic lectures 10. University of Lubljana Press, 2024. http://dx.doi.org/10.55295/psl.2024.i27.

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Abstract: Chat Generative Pre-trained Transformer (ChatGPT) and other Large Language Models (LLMs) present a significant disruption to the legal profession. Their ability to generate text in a way that closely resembles human writing and the nature of their training which equips them with large amounts of data present significant competi-tion to individual lawyers and an opportunity for large increase in their productivity. They also mean changes on firm level. Technology firms have already entered the market, offering legal LLMs and other solutions to augment the work of lawyers and other legal experts. However, due to the nature of the legal profession, proprietary solutions are probably preferred over the long term. Those require significant capital expenditures by law firms, which are currently restricted by legal obstacles to outside capital being invested in law firms. Bar association rules will probably have to be re-laxed to maintain competitiveness with firms from countries with looser regulation. Keywords: large language models, LLMs, law, lawyers, bar association, investment, finance
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Xiaodong, Guo. "Research on the evaluation of influencing factors of knowledge management in law firm." In 2011 6th International Conference on Product Innovation Management (ICPIM). IEEE, 2011. http://dx.doi.org/10.1109/icpim.2011.5983637.

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Reports on the topic "Law firm"

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Bartel, Ann, Brianna Cardiff-Hicks, and Kathryn Shaw. Compensation Matters: Incentives for Multitasking in a Law Firm. Cambridge, MA: National Bureau of Economic Research, September 2013. http://dx.doi.org/10.3386/w19412.

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Chong, Alberto E., and Gianmarco León. Privatized Firms, Rule of Law and Labor Outcomes in Emerging Markets. Inter-American Development Bank, June 2007. http://dx.doi.org/10.18235/0010978.

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This paper takes advantage of a recent large firm-level dataset to compare labor indicators of privatized, private, and public firms around the world, particularly wages, benefits, labor composition, education and training, unionization, and quality of management. While labor productivity increases after privatization, the ratio of permanent workers to temporary workers also increases. Convergence depends to some degree on the quality of the institutions, namely, the rule of law. Not only is this true for the ratio of permanent workers to temporary workers, but also for education of the workforce, and for the managers years of experience. On the other hand, the rule of law appears to be less important in the case of labor productivity and training.
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Monge-González, Ricardo, and Federico Torres-Carballo. The Dynamics of Entrepreneurship in Costa Rica: An Analysis of Firm Entry, Exit, and Growth Rates. Inter-American Development Bank, January 2015. http://dx.doi.org/10.18235/0006994.

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This study explores for the first time the dynamics of entrepreneurship in Costa Rica based on an analysis of firm entry, exit, and growth rates. Using panel data from 2001 to 2012, it explores the extent to which the growth rates of firms are independent of firm size (Gibrat's law), controlling for age and other possible determinants of growth rates. It also analyzes the question of whether Costa Rica is suffering from the missing middle phenomenon. In addition, it explores the questions of which firms are generating more jobs and which companies show high and sustained growth rates (gazelles). The results show an inverse relationship between size and growth rates of firms, even after controlling for age, which does not agree with the predictions of Gibrat's law. In short, it was found that young and small firms are growing faster than older and larger firms in Costa Rica. However, the results also show that large firms are the only ones whose average size increased between 2001 and 2012. It is clear that Costa Rica is not suffering from the missing middle phenomenon, because although there are a very large number of micro and small firms, there is not a bimodal distribution. Indeed, mid-sized firms are missing, but large firms are missing too, and the fraction of firms of a given size is smoothly declining in firm size in all of the years analyzed. On the other hand, a positive and significant relationship between the growth rates of firms and their export experience was found, as well as between the former and firm participation as a local supplier of multinational companies.
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Valero-Gil, Jorge N., and Claudia Sánchez-Vela. The Effect of Firm-Size Dependent Policies on the Economy: The Case of the Repecos Law in Mexico. Inter-American Development Bank, February 2011. http://dx.doi.org/10.18235/0011474.

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This paper analyzes the effects of a firm-size dependent law, on the Mexican economy which includes a small taxpayers' regime known in Mexico as the Repecos regime. It looks for effects on macroeconomic variables and on the industrial structure, on the proportion of small firms in the economy, which are originated in such regime. It uses a general equilibrium model calibrated on the U.S. economy and applies an environment of high taxes on labor and high tax evasion, characteristic of the Mexican economy, so that their effects can be distinguished from those of the Repecos regime.
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Benavente, José Miguel, and Pluvia Zuñiga. How Does Market Competition Affect Firm Innovation Incentives in Emerging Countries? Evidence from Chile and Colombia. Inter-American Development Bank, May 2022. http://dx.doi.org/10.18235/0004235.

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The effect of market competition on firm innovation remains controversial, especially in the context of developing countries. This paper presents new empirical evidence about the causal impact of competition on firm innovation for Chilean and Colombian manufacturing firms. Using instrumental-variable estimation, our results show that market competition increases firm propensity to invest in innovation, but this relationship manifests differently in the two countries. While this relationship is linear in Chilean firms, an inversed-U shaped relation prevails in Colombian firms. In both countries, however, innovation incentives are mostly concentrated in the medium range of the firm productivity distribution. These findings are robust to including past innovation engagement, import competition, and business dynamics. In addition, first- stage estimations show that competition law interventions improved market competition in sanctioned sectors while business entry reforms significantly leveraged competition across industries. These findings stress the importance of pro-competition regulations and competition policy, not only to benefit consumers welfare but also to support firm innovation.
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Torero, Máximo, and Jaime Saavedra-Chanduví. Union Density Changes and Union Effects on Firm Performance in Peru. Inter-American Development Bank, September 2002. http://dx.doi.org/10.18235/0011249.

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The paper documents the sharp reduction in union density in Peru between 1986 and 1998, in a context of large macroeconomic fluctuations, structural reforms and changes in the Collective Bargaining Law in 1993. The authors find that a blue-collar job, a permanent contract, higher education and working in a large firm increase the likelihood of unionization, but only before the legislative change. Using a panel of firms for the manufacturing sector for the period 1994-1996, a negative impact of unions on profits for all firm sizes is found. In the econometric analysis, a significant negative effect even after controlling for firm and sector characteristics and firm fixed effects is found. There is some evidence that this effect diminishes over time, consistent with the reduction in union density during that period, but the reduction is not robust to different specifications.
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Saha, Amrita, Jodie Thorpe, Keir Macdonald, and Kelbesa Megersa. Linking Business Environment Reform with Gender and Inclusion: A Study of Business Licensing Reform in Indonesia. Institute of Development Studies (IDS), January 2021. http://dx.doi.org/10.19088/k4d.2021.001.

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Business environment reform (BER) targets inadequate business regulations. It is intended to remove constraints to business investment, enabling growth and job creation, and create opportunities for international business to contribute to and benefit from this growth. However, there is a lack of detailed knowledge of the impact of BER on gender and inclusion (G&I). While a review of existing literature suggests that in general, there is no direct link between BER and G&I, indirect links are likely through the influence of BER on firm performance. Outcomes will be influenced by the differential ways in which women-led firms experience the business environment when compared to their male counterparts, with disparities based on how they are treated under the law, as well as structural and sociocultural factors. The fact that in many countries, female-led firms are fewer and smaller than those of their male counterparts, and may operate in different sectors, also affects these dynamics. This research offers new insights through an in-depth analysis of the impact of the Pelayanan Terpadu Satu Pintu (PTSP) or one-stop shop business licensing reform in 2009 on firm performance in Indonesia, and how these impacts vary based on the gender of firm leadership. The results find that on average, firms benefited from improved business performance (sales), as a direct or indirect effect of this reform, as well as an increase in the number of medium and large-scale firms. Outside Jakarta (Bali, Banten, Lampung), women-led firms experienced a small but significant benefit relative to male-led firms, related to both sales and the number of medium and large-scale firms they run. In Jakarta, women-led firms continued to lag behind men and there were no significant effects on employment, and this held across province and gender. These findings are based on an analysis of the PTSP reform using data from the World Bank Enterprise Survey (WBES), a survey of small, medium and large firms (i.e. with more than four employees) which took place in Indonesia between 2009 and 2015.
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Bravo, David, Sergio Urzúa, and Claudia Sanhueza. Is There Labor Market Discrimination among Professionals in Chile?: Lawyers, Doctors and Businesspeople. Inter-American Development Bank, May 2008. http://dx.doi.org/10.18235/0011271.

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This paper analyzes gender differences in three Chilean professional labor markets, business, law and medicine, utilizing a new and rich data set collected for this purpose. The results show that differences in wages attributed to gender are only present in the legal profession. In business/economics, a vector of current family condition eliminates the gender effect and in Medicine, taking into account hours worked, size of firm and region also eliminates gender differences. The paper further shows that individuals' perceived locus of control (internal or external) is relevant in explaining the distribution of earnings.
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Eslava, Marcela, Alvaro García-Marín, and Julián Messina. Inequality and Market Power in Latin America and the Caribbean. Inter-American Development Bank, October 2023. http://dx.doi.org/10.18235/0005234.

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Firms market power may exacerbate income inequality. We investigate this relationship among firms in Latin America and the Caribbean (LAC), where this phenomenon remains understudied. We use firm-level data for formal firms in 16 countries in LAC and 31 peer economies with similar levels of GDP per capita but much less inequality. We study 1) The extent and dispersion of market power among LACs firms compared to firms in peer economies; 2) the relationship between market power and the labor share of revenue at the firm level; and 3) the implications of that relationship for the aggregate labor share of income, which depends on the joint distribution (across firms) of market power, the labor share, and firms size. Markups (markdowns) measure product (labor) market power. Our results indicate that the average markup in the region is 20 percent above marginal costs, while average wages are 46 percent below the marginal revenue product of labor. The negative relationship at the firm level between the labor share and combined market power is driven by labor rather than product market power. Finally, we show that labor market power is more pronounced among larger firms, magnifying the effect of market power on the aggregate labor share and income distribution. However, there is no indication that market power is more acute or dispersed in LAC than in its peers, nor does it appear to induce more inequality than in those countries.
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Duryea, Suzanne, Claudia Martínez, and Raimundo Smith. Disability Employment Quotas: Effects of Laws and Nudges. Inter-American Development Bank, January 2024. http://dx.doi.org/10.18235/0005522.

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We study the effects of a new 1% employment quota enacted in Chile in 2018 using anonymized administrative data on monthly employer-employee linkages and disability certification records. Our firm-level difference-in-difference results show a 15-20% increase in the number of people with disabilities working in eligible firms after the quota. About a third of the employment effects occur through the relabeling of existing workers as workers with disabilities, and the remainder through new hires. There are no negative effects found for the firms or other workers. We also conducted an experiment in quota-eligible firms to study if firms can be nudged to employ people with disabilities (PwD) by sending letters containing different information. We find that the pure information treatment increased the number of PwD working in the firms and that most of this impact is explained by an increase in the reclassification of incumbent workers. While not transformational for the labor market, inclusion of PwD, quotas and nudges do have an effect.
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