Corporate environmental responsibility,employer reputation and employee commitment: an empirical study in developed and emerging economies

Employer reputation is relevant not only to attract but also to retain qualified employees. While in the past financial incentives have been the most important instrument, corporate environmental responsibility (CER) is becoming more and more relevant as a determinant for employer attractiveness and employee commitment. On the basis of signaling theory, we conducted an empirical study among 215 firms in China, Germany, India and the USA. Our results reveal that green strategy & culture, green technology & products, green recruitment & evaluation and green communication positively influence the environmental reputation of a company as an employer and in turn employee commitment. The signaling effects of these CER activities are similar in Germany and the USA (developed economies) as well as in China and India (emerging economies). An exception is green communication, which has a more positive effect on environmental reputation in developed economies. We conclude with managerial and theoretical implications as well as recommendations for future research.     

A labour market perspective on management training and development in Europe

This paper uses recent survey data to undertake a comparative analysis of management development across six Western European countries. Unlike most studies that compare management development practices, we rely on an institutional labour market perspective to compare managerial skills development and training. We suggest that, while there are few differences in terms of the priority firms from different countries give to developing managers, the methods that are used and skill profiles can differ considerably. Furthermore, institutional change may also challenge some conventional views of how managers are being developed. We conclude by distinguishing four country systems that reflect a series of common characteristic strengths and weaknesses of national managerial training systems.     

Demographic diversity in the workplace and its impact on employee voice: the role of trust in the employer

Abstract

This article examines the relationship between demographic diversity principles and evaluations of employee voice. An analysis of survey data from 707 employees working at 37 hospitality institutions with different star categories confirmed that trust in the employer, followed by the modest contribution of education, is of the utmost importance in the evaluation of voice systems by all employees. Employee evaluations of voice opportunities were found to display differences between male and female employee groups. While generational cohort was a differentiating attribute for the male group, job tenure had the same effect for the female employees. Implications for future research and for HR managers are discussed.     

A discussion on international assignments performance and the constructing mechanism of career success development

With the trend of globalization, international human resource management has become more important than ever. In the globalization process, enterprises apply the approach of international assignment to firmly command the operating development of multinational enterprises and to improve operating performance. Therefore, how to select the core employees to carry out the international assignments for them is crucial. In addition, whether the international assignments succeed or not depends on the existence of a well-developed mechanism of career development in the organization, which is able to provide commitment to the employees before implementing international assignments; support the employees during international assignments; and have an arrangement for the employees after completing international assignments. This article adopts the resource-based viewpoint, systematic development viewpoint, and qualitative research method to discuss the dynamic cause-effect relationship between career development and international assignment performance. A career development mechanism is constructed for the international assignment personnel who can be used as a reference to draft and plan related practical operations for enterprises or conduct related research. This research aims to explore the cause-and-effect relation between career development and the performance of international assignments through resource-based view, system dynamics and case study. After a literature review, we construct three hypotheses and the successful mechanism of career development of international assigners. The mechanism can function as a reference for the business community to assist in the selection process and for further related academic study.     

Fun in the workplace: A review and expanded theoretical perspective

Since the turn of the century, a growing body of research has systemically examined the role of fun in the workplace. In general, the extant body of research has demonstrated that fun in the workplace has a beneficial impact for individuals and organizations, but some evidence has been mixed. To help advance research in this area, the aims of this paper are two-fold. The first aim is to review previous research on fun in the workplace and identify gaps in the literature to provide direction for future work. The second aim is to offer a theoretical framework that helps explain how individuals may interpret fun in the workplace and how it may be most beneficial. Drawing on the notion that fun in the workplace is in the eye of the beholder, our proposed framework provides a more nuanced understanding of the temporal processes and contextual factors that explain how individuals appraise and ultimately benefit from fun.     

组织变革、动态能力与创新绩效——基于多案例的研究

本文旨在探讨组织变革、动态能力以及创新绩效之间的影响关系。以新产品开发为视角提出基于NPD的三维动态能力,并利用探索性案例研究方法,以制造业三家具有代表性的企业为分析样本,证实了组织变革对需求识别能力、概念开发能力和产品设计能力与创新绩效之间的关系起到了部分中介影响作用。     

Translation and convergence in projects: An organizational perspective on project success

A range of theories (actor‐network theory, multinodality, and sense making) are drawn together into a single model of project management processes in order to discuss project success and failure. It is argued that success and failure can be characterized in terms of a continuum between project convergence and divergence. The causes of divergence and convergence are discussed with reference to the above theories using four illustrative case studies.     

企业内部市场创新:基于邯钢、海尔、江动的案例研究

企业内部市场创新是内部市场的构建过程,其实质是对各组织要素的调整和重新安排。本文通过提出和界定内部市场结构,分析了一体化、相关多元化等企业战略和决策权、内部价格信息、绩效考核标准、激励机制等组织要素对企业内部市场结构的影响,发现组织要素适应企业战略,进而实现内部市场结构的应然与实然相统一是内部市场创新应该遵循的原则,并运用这一发现分析和阐释了邯钢、海尔和江动三家企业内部市场创新的具体做法。     

城市产业战略的若干理论及应用--以上海市嘉定区产业定位为例

城市产业的战略定位关系着城市发展的成败,现有产业定位在理论上主要依据比较优势理论(绝对优势论、比较优势论、机会成本说)或比较优势理论的延伸(区域分工理论).事实上,随着全球化进程的推进,跨国公司可以在全球范围内组织资源,原有的基于特殊生产要素的比较优势逐渐衰退,而内涵更广的竞争优势越来越成为决定一个城市发展成功与否的关键.而且现有产业定位研究在对象层面上以区域为主,随着全球化城市网络体系的形成,区域之间的竞争越来越体现为城市之间的竞争,因此对城市产业定位的研究更显重要.文章将对产业定位的已有若干理论进行回顾总结,并引入竞争优势理论、新贸易理论和城市化阶段理论,提出城市产业定位的区域视角、竞争视角、城市化视角等的一般方法.并以上海嘉定的产业定位为例,阐述上述理论的具体实践.     

长江中游城市群中的咸宁、岳阳和九江“小三角”发展战略研究

咸宁市与江西的九江市、湖南的岳阳市同处长江沿线,均为三省门户城市,且地理相近,人缘相亲,发展相连,交通联系也极为便捷。文章阐述了通过深化三市紧密合作,促进咸岳九在区域竞争中脱颖而出、率先发展,提升区域发展的整体实力。     

Disruption,dissolution and reconstruction: A dialectical view on inter-organizational relationship development

This paper contributes to research on inter-organizational relationship dynamics by applying a dialectical approach. We analyze a situation where the relationship parties have divergent understandings of business exchange, and use a longitudinal, in-depth single case study method to investigate their interaction process. The case study focuses on the relationship between a customer and a supplier in the ferrochrome industry, using the acquisition of the supplier as the trigger of the relationship change process. The paper contributes to studies on relationship dynamics by showing how dynamics of inter-organizational relationships may result from struggles when parties’ interests and goals do not align with existing relationship arrangements. In particular, we focus on the process of (re)construction of the relationship and its linkage to the structural properties of the relationship.     

快速城市化地区县级城市工业发展战略与空间布局研究——以江苏省8个县级市为例

指出工业发展战略与空间布局对工业化、城市化的健康发展有着十分重要的作用,对快速城市化地区县级城市的影响更为突出.如何优化工业空间布局已经成为当前迫切需要解决的问题.在对快速城市化地区县级城市工业化发展阶段进行判断的基础上,分析规划建设中存在的问题,并进一步提出了工业发展战略与空间布局的原则.     

城市郊区化模式比较与我国的选择——以英美澳日等国为例

英美澳日四个发达国家分布在文化背景不同的四个大陆,其城市化进程的模式不完全相同,尤其是后城市化阶段表现出的特点更加鲜明.对比分析发现,四个国家的城市化进程中在政府政策、城乡关系、不同规模的城市所起的作用等诸多方面存在着差别,英澳日等国的政府在投资、规划以及法律建设等方面的介入发挥着重要作用,而美国则是市场机制起主导作用的城市化模式.发达国家取得的这些经验对于我国的城市发展有非常重要的借鉴意义.     

地质公园教学资源开发利用可行性研究——以河北涞源白石山国家地质公园为例

河北涞源白石山国家地质公园拥有大量的教学资源,涉及地学类、环境类、农林类、生态学类、旅游类等多个二级类学科。园区丰富的教学资源、便利的交通条件、高效的接待能力使教学资源开发利用具有较强的可行性。     

城市传统菜市场的地方芭蕾与地方感研究——以成都市青羊小区菜市场为例

在传统菜市场日趋式微的背景下,基于消费者视角对城市传统菜市场给予观照,运用地方芭蕾和地方感理论,通过问卷调查和深入访谈,探讨消费者的日常菜市场行为特征与模式以及由此形塑的多元地方意义。研究发现,消费者将传统菜市场纳入到居家、工作、休闲等日常生活轨迹中,形成三种富有时空韵律的惯常模式;通过个体化的生活习惯和时空轨迹,形塑出丰富多样的"地方芭蕾";在人与菜市场空间的互动中,菜市场也被赋予多元价值和意义,生发出地方依赖、地方依恋和地方认同三个维度的地方感。据此进一步讨论了作为传统日常生活空间的菜市场在当代城市中的作用及其对城市未来发展的启示。