The strategic impetus for social network ties: reconstituting broken ceo friendship ties

Research on organization–environment relations has focused primarily on formal linkages between organizations such as board interlock ties as a strategy for managing resource dependence. This study examines whether top corporate executives may maintain more informal ties to executives of other firms in order to manage uncertainty arising from resource dependence. Our point of departure is prior research on boards of directors that has examined whether so‐called ‘broken board ties’ (i.e., ties that are disrupted due to executive turnover) tend to be reconstituted, and whether resource dependence explains the likelihood of reconstitution. These studies have generally provided little evidence that corporate board ties are used to manage resource dependence. We draw from theory and research on social embeddedness and friendship to suggest that, as a strategy for managing dependence, the maintenance of friendship ties between top executives provides benefits that are comparable to the supposed benefits of board cooptation, while imposing fewer constraints on the organization. Our theory leads to the contention that, despite limited prior evidence that resource dependence determines the formation of formal board ties, corporate leaders may nevertheless reconstitute informal (i.e., friendship) ties to leaders of other firms that have the power to constrain their firms' access to needed resources when those ties have been disrupted (e.g., due to turnover of the CEO's friend). We test our hypotheses with a unique dataset that includes survey data from U.S. corporate leaders collected at two points in time, thus permitting an assessment of whether top executives reconstitute broken social ties to leaders of other firms, and whether various sources of resource dependence predict the likelihood of reconstitution. We discuss implications for strategic perspectives on inter‐organizational relations and the sociological literature on embeddedness. Copyright © 2006 John Wiley & Sons, Ltd.     

资源性商品价格暴涨原因探析

近年来,促使资源性商品价格暴涨的原因可从根本原因、物质原因、金融原因、技术原因以及基础性支撑原因等几个方面进行分析,这些因素在近期仍将存在,将继续支撑资源性商品价格上涨.     

工业反哺农业中人力资本投入的实现机制

人力资本投入是工业反哺农业的一个重要方面,本文从进行人力资本投入的三个主要的主体分析出发,探讨了三个主体对人力资本投入的实现机制的相互促进作用。其中政府的实现机制对其他两个主体实现机制的发挥具有带动和引导作用。     

证券公司人力资源管理探讨

本文分析了证券行业人力资源管理的特点,创造性地构筑了"一个系统、两个战略、三个层面、四个主体、五大机制"的证券行业人力资源管理系统,并展望了证券行业人力资源的发展前景。     

论刑法明确性原则的价值蕴涵和现代意义

刑法明确性原则是资产阶级在刑法领域里反对专制社会罪刑擅断主义所取得的一项划时代的进步成果，目前已被世界各国的刑事法典普遍加以确认。作为罪刑法定原则在刑事立法领域的深层次体现，它符合建立现代民主和法治社会的要求，有助于保障人权、健全法治，促进司法公正和提高司法效率。在我们努力建设社会主义法治国家的今天，对该原则的法律价值和社会意义进行界定和归整，对建立以人为本的和谐法治社会具有重要意义。     

项目评价中的生态资源经济价值研究

在项目评价中,往往需要评价项目对生态资源造成的经济影响。而生态资源价值一般通过非经济指标表现出来,这就造成项目评价中衡量单位不一致的矛盾。目前必须在项目评价理论分析的基础上,将生态资源价值构成及分类理论与市场价值法方法有效地结合起来,进行定量分析,并将其转化为经济指标,以利于市场经济条件下的项目评价。     

西部民族地区人力资源开发的战略思考——以贵州省为个案

如果把贵州作为西部民族地区的一个缩影来看，在制约贵州经济发展的诸要素中，劳动力素质低下、人才普遍缺乏是其根本原因。要加快贵州人力资源的开发，必须大力发展教育事业，培养高素质人才；制定有利于人才合理流动的机制；加强和改善卫生保健服务；还要重视限制人口数量、提高质量、优化人口智能结构的政策，因地制宜地制定一个明确的人力资源开发计划。     

湘西民族地区旅游人力资源开发研究

旅游人力资源的开发是旅游业快速发展的根本动力,做好旅游人力资源的开发对区域经济起飞有着重要意义。本文在分析湘西民族地区旅游业人力资源开发的现状及存在问题的基础上,提出了湘西民族地区旅游人力资源的开发对策。     

Small entrepreneurial ventures culture, change and the impact on HRM: A critical review

Effective management of people is increasingly recognized in the literature as a vital contributor to organizational performance and indeed survival. Nevertheless, studies of the dynamics of human resource management in small entrepreneurial ventures are relatively sparse. In this paper we draw upon a range of behaviourally-informed research publications to demonstrate that a culture of owner-influenced individualism and informality pervades these ventures, affecting prime human resource issues such as performance related practices, training and development, work–life balance and other critical dimensions of employee welfare. A preference for informality and an absence of strategy to inform owner–employee relations sits uneasily alongside growing political pressures toward codification of the management of employees in small entrepreneurial ventures. The response to these pressures may have significant implications both for relationships with employees and for organizational performance.     

高校人力资源开发与管理机制探索

人力资源是生产力构成要素中的第一资源，高等院校人力资源开发与管理中存在人力资源整体性的开发力度不够、人力资源结构不合理、人力资源配置不当等问题，针对这些问题，应通过构建完善的人力资源管理市场机制，建立有效的吸引与保持机制、竞争与考核机制等措施，使高校人力资源有效地服务于社会经济，服务于科技进步，真正使我国实现从人口大国向人力资源强国的转变。