生计资本对黄土丘陵区贫困人口生计活动的影响及评价*——以甘肃省榆中县为例

［目的］通过深入研究黄土丘陵区贫困人口生计资本对生计活动的影响，为解决农村贫困问题，提升农户生计资本存量、实现区域可持续生计发展提供科学依据。［方法］文章以甘肃省榆中县为例，基于对榆中县农户的调查数据，采用熵值法分析了东北部山区、中部川区和西南部山区贫困人口的生计资本状况和生计活动方式，并对其生计活动进行评价。［结果］从农户的生计资本组合来看，榆中县整体自然资本和人力资本相对物质资本、金融资本、社会资本3类资本较为富裕，尤其在西南部山区和东北部山区3类资本缺乏型农户比例较高。中部川区各乡镇人口的总体生计资本状况较好，总指数最高，而西南部山区次之、东北部山区最低，两者生计资本状况总体匮乏。农户的生计活动主要以种植、养殖和外出打工为主，生计活动多样性程度偏低； 中部川区人口的生计活动多样性指数最高，西南部山区次之、东北部山区最低，且整体受教育程度偏低，加之物质资本、金融资本、社会资本缺乏进一步限制了当地农户的生计多样性。［结论］（1）针对不同生计资本水平和生计活动多样性程度偏低的贫困地区，需要进一步发挥民族文化产业扶贫优势，开启地域产业扶贫新模式，打造地域无公害特色农业产业品牌，提高农户物质资本边际贡献； （2）发展小额信贷金融服务，改善农户金融资本存量，预防村际农户金融资本二元极化； （3）实施免费教育培训技能学习，打造教育培训脱贫示范村，提高人力资本存量，缓解贫困人口生计压力等提高经济发展水平的扶贫政策措施。     

On the treatment of persons with disabilities in organizations: A review and research agenda

Human resource practitioners play a crucial role in promoting equitable treatment of persons with disabilities, and practitioner's decisions should be guided by solid evidence‐based research. We offer a systematic review of the empirical research on the treatment of persons with disabilities in organizations, using Stone and Colella's seminal theoretical model of the factors influencing the treatment of persons with disabilities in work organizations, to ask: What does the available research reveal about workplace treatment of persons with disabilities, and what remains understudied? Our review of 88 empirical studies from management, rehabilitation, psychology, and sociology research highlights seven gaps and limitations in extant research: (a) implicit definitions of workplace treatment; (b) neglect of national context variation; (c) missing differentiation between disability populations; (d) overreliance on available data sets; (e) predominance of single‐source, cross‐sectional data; (f) neglect of individual differences and identities in the presence of disability; and (g) lack of specificity on underlying stigma processes. To support the development of more inclusive workplaces, we recommend increased research collaborations between human resource researchers and practitioners on the study of specific disabilities and contexts, and efforts to define and expand notions of treatment to capture more nuanced outcomes.     

What have we learnt about board gender diversity as a business strategy? The appointment of board subcommittees

This paper explores whether a board's gender diversity influences the voluntary formation of its board subcommittees. Female board directorship may become a business strategy for firms if it affects the appointment of board subcommittees. We hypothesize that the voluntary creation of board subcommittees is affected by the presence of female directors on boards; the presence of independent, executive, and institutional female directors; and the proportion of shares held by female directors on boards. Board gender diversity has been measured as a proportion and with Blau's index. The results show that independent female directors are positively associated with the likelihood of voluntarily setting up all or some of the committees and a supervision and control committee. The presence of executive female directors negatively influences the probability of forming all or some of the committees, an executive committee and a supervision and control committee. The percentage of shares held by female directors has a positive effect on the voluntary creation of an executive committee. The findings also report that women directors and institutional female directors do not contribute to the voluntary creation of board subcommittees. Our evidence shows that female board directorship impacts the demand of internal control mechanisms such as board subcommittees, suggesting that firms should take it into account as a business strategy. The main implications derived from this research are relevant for Spanish policymakers and researchers because board gender diversity may play a significant role in the decision‐making processes of firms and may influence firms' outcomes.     

“We are all so different that it is just … normal.” Normalization practices in an academic hospital in the Netherlands

Internationally, academic hospitals are giving increasing attention to diversity management. This paper sheds light on the actual praxis of cultural diversity management by professionals in workplace interactions. An ethnographic study in a Dutch academic hospital showed that normalization practices were obscuring diversity issues and obstructing inclusion of cultural minority professionals. The normalization of professionalism-as-neutral and equality-as-sameness informed the unequal distribution of privilege and disadvantage among professionals and left no room to question this distribution. Majority and minority professionals disciplined themselves and each other in (re)producing an ideal worker norm, essentialized difference and sameness, and explained away the structural hierarchy involved. To create space for cultural diversity in healthcare organizations in the Netherlands and beyond, we need to challenge normalization practices.     

Do Boards of Directors Influence Corporate Sustainable Development? An Attention‐Based Analysis

Following the attention‐based view of the firm (ABV), boards of directors’ link to corporate sustainable development (CSD) could be dependent upon certain attention structures: valuation of environmental stimuli, rules of the game and the players. Studying a sample of large Australian firms, the findings indicate that the proposed attention‐directing structures do appear to be linked to CSD in a manner consistent with the ABV. Specifically, creating awareness through scanning efforts links boards to CSD. Stakeholder debate, as a boardroom rule, is also significantly associated with CSD. Furthermore, as a so‐called ‘player’ on the board, women directors have a moderating effect on the relationships between environmental scanning, stakeholder debate and CSD. The findings are discussed along with limitations and directions for future research. Copyright © 2018 John Wiley & Sons, Ltd and ERP Environment     

Chair-CEO generation gap and bank risk-taking

Poor bank governance has disastrous consequences for economies as the 2007–2009 financial crisis has shown. In the aftermath, board diversity is identified as an effective mechanism to enhance bank governance. Diversity, creating cognitive conflict between board members, is expected to enhance board's independence of thought to better perform monitoring and advising functions. Age is a key demographic measure and age dissimilarity between the chair and the CEO in non-financial firms leads to better economic outcomes (Goergen, Limbach, & Scholz, 2015). In this paper, we examine whether chair-CEO age dissimilarity can mitigate banks' excessive risk-taking behaviour. Using a unique sample of 100 listed banks in Europe between 2005 and 2014, we find that age difference between the chair and the CEO reduces bank risk-taking. A chair-CEO generational gap –defined as a minimum of 20 years' age difference– has a larger impact in reducing risk-taking.     

Workforce diversity and firm performance: Relational coordination as a mediator and structural empowerment and multisource feedback as moderators

Workforce composition in organizations has become increasingly diverse. As an important step in determining how workforce diversity leads to firm performance, we proposed relational coordination as a mediator through which diversity in age and education indirectly affects firm performance. We also highlighted two human resource management practices (structural empowerment and multisource feedback) as critical contingencies that moderate the effects of workforce diversity on relational coordination and firm performance. We conducted hierarchical multiple regression on multisource data (including responses from senior directors, department directors, managers, and employees, as well as financial performance) from 189 Korean firms in the manufacturing sector, which yielded support for our hypotheses. These findings offer novel theoretical and practical insights into the effective management of workforce diversity.     

江西省农村土地利用变化及生态系统服务价值研究

[目的]土地利用变化及生态系统服务价值研究一直是土地资源评价与管理方面的热点研究问题,通过对江西省土地利用变化和生态系统价值进行研究,为江西省土地规划和资源的可持续利用提供理论依据。[方法]文章基于文献查阅的方法,利用多样性指数模型、土地利用动态度和生态系统服务价值模型,结合2009~2016年江西省农村土地利用的现状及变化,分析了其生态系统服务价值及相应变化。[结果]近年来,江西省农村土地利用程度高、多样性指数中等且呈先下降后上升的趋势。土地利用类型的面积与该土地利用类型的生态系统服务价值呈同向变化的关系。通过对土地利用类型的ESV值进行分析,发现农村土地利用的生态系统服务功能价值总体在减少;对单项生态系统价值分析,水源涵养在江西省农村土地生态系统服务中占有最重要的地位。[结论]2009~2016年江西省农村土地利用结构都发生了变化,生态系统服务总价值出现了降低趋势,各单项生态系统服务功能价值也在减少,土地利用结构对生态系统功能价值具有决定作用。因此,政府应该合理利用土地,保护生态系统,协调好环境与经济发展的关系。     

Flow Signals: Evidence from Patent and Alliance Portfolios in the US Biopharmaceutical Industry

Integrating signalling theory and the portfolio diversity literature, we theorize that diversity in a firm's patent and alliance portfolios sends contrasting flow signals impacting its market value in a nuanced way. Diversity in an alliance portfolio mediates the patent portfolio diversity – market value relationship by suppressing the negative effect of patent portfolio diversity creating an overall positive effect. We test our mediation model on a longitudinal set of 225 US biopharmaceutical firms that were awarded 17,078 patents and participated in 37,744 alliances between 1990 and 2006. Our theory and findings contribute three novel insights. First, we demonstrate the value of a temporal lens in explaining why diversity in a firm's patent and alliance portfolios send flow signals that establish expectations among market observers and have performance implications. Second, establishing that patent and alliance portfolio diversity are temporally sequenced provides compelling evidence for the value of studying multiple types of portfolios, their temporal relationships and effects on firm outcomes. Third, since diversity in a firm's portfolios can send contrasting flow signals conditioned on the cognitive demands and proximity involved in interpreting the signals, firms that do not maintain a ‘signalling fit’ with market observers increase the probability of unintentional negative signalling effects.     

The daughter effect: do CEOs with daughters hire more women to their board?

Using a sample of S&P 100 firms, we find that CEOs with a daughter are more likely to hire new women to their board of directors than CEOs without a daughter. Our results provide additional evidence that parents’ attitudes and actions are affected by the gender of their children and that the effect is strong enough to influence important decisions at large corporations.