Is the leadership style important in R&D departments in Spanish industrial companies? An empirical analysis

This paper aims to thoroughly look into the effects of the differences between the diverse leadership styles on innovative outputs (intensive, efficient and eco-efficient) in Spanish industrial companies. A questionnaire for the factories was sent and was received between the months of September 2013 and June 2014. A total of 142 valid questionnaires were received. Several regression models were used in the empirical analysis. The results show that charismatic leadership positively induces an intensive innovative output, at the same time as it improves firms’ eco-efficient innovative output. Likewise, the individualised consideration that characterises transformational leadership makes this leadership style produce positive results on the whole group of innovative outputs considered. At the other end of the leadership spectrum, the transactional style causes negative effects on the relationship between innovative activity and innovative outputs, and more specifically, on the efficient innovative output.     

The influence of top management team traits on corporate financial performance in the US

This article aims to study the effect of human capital on the financial performance of the most admired American firms. Human capital is measured in terms of the demographic attributes and the diversity of top managers. The use of panel linear multiple regressions reveals that the most successful firms are characterized by coherent and homogeneous top management teams with moderate tenure and excellent wages. Moreover, the heterogeneity of managers is recommended for fairly young top management teams and for larger firms operating in a turbulent environment. Copyright © 2014 ASAC. Published by John Wiley & Sons, Ltd.     

基于模糊综合评价法的中小物流企业人力资源战略开发评价-以K公司为例

根据人力资源这一开发要素自身的特点，要进行人力资源的战略开发，就要根据科学的开发原则，制定定性与定量相结合的开发指标体系，从而进行科学有效的人力资源战略开发活动，增强企业的人才竞争力。     

河南省禹州市农村人力资源开发研究

从中国农村人力资源开发现有的研究成果入手,结合中部农村人力资源开发的特殊性,研究河南省禹州市农村人力资源开发的现状及当前面对的问题,在此基础上,探寻其问题产生的原因,进而提出对应措施。     

Non-technical skills for managing risk and performance in financial trading

Recent large-scale failures in financial institutions have been found to be caused, in-part, by human factors-related issues in financial trading. In other environments where risk management and performance are intertwined, a human factors approach is often adopted to understand how the ‘non-technical skills (NTS)’ (leadership (LD), decision-making (DM), situation awareness (SA), teamwork) of organisational actors influence outcomes. Yet, to date, there has been minimal application of human factors research in financial trading. This study (i) identifies ‘real-world’ (i.e. non-laboratory) research studies investigating the NTS important for performance in financial trading, (ii) examines and synthesises data on the NTS found to underpin good or poor performance and (iii) considers the quality and coverage of research investigating NTS in financial trading, and identifies potential areas for future research. Nineteen studies were identified through a systematic literature search and then content-analysed for associations between NTS and performance in financial trading. The review found a range of decision-making (e.g. heuristics and biases, intuitive DM, emotional regulation) and LD skills (e.g. setting standards, monitoring behaviour, encouraging speaking-up) to have been identified as important for managing risk and performance in financial trading environments. Furthermore, SA (e.g. information search and assessment strategies, vigilance, identifying ‘noise’ data) and teamwork (e.g. avoiding ‘role’ conflict, communication between traders) were found to be important, yet remain less explored within the literature, and should be the focus of future research. NTS appear essential for effective risk management within the financial sector, yet further field research is required to examine the context-relevant behaviours that underpin safe activity. This will facilitate the development of evidence-based systems for assessing and training NTS competencies.     

高速公路人力资源管理信息系统的改进与创新

本文通过高速公路人力资源管理信息系统的模块构成的分析,阐述人力资源管理信息系统所存的问题,进而提出改进与创新人力资源管理信息系统的具体措施。     

基于加权Voronoi多边形的山区农村居民点优化布局———以重庆市崇龛镇与石龙镇为例

中国的城市化进程伴随着农村人口向城市大量转移,使得乡村普遍面临人口流失、耕地撂荒及居民点闲置等问题,严重限制农村地区的经济发展,影响基础设施与公共服务设施的配置效率。优化农村居民点布局,实现资源的集约节约利用是国家新型城镇化规划的重要内容。文章以重庆市潼南县崇龛镇与巴南区石龙镇为例,探讨西南地区农村居民点空间布局优化的科学方法。首先,结合西南地区特有的自然人文条件,运用GIS空间分析技术与景观格局指数分析居民点分布特征;然后,构建包括限制性评价与适宜性评价两个阶段的西南地区居民点综合评价体系;基于对未来乡村发展趋势的判断,依据公平与效率原则,将现有居民点划分为发展型、保留型及迁并型等3类;在此基础上,运用加权Voronoi图确定重点发展型居民点的增长极引力范围,明确迁并型居民点与保留型居民点的发展方向,最终确定农村居民点布局的优化方案。经过优化,崇龛镇基于效率原则确定出222个重点发展型居民点,节约农村居民点用地0.813km2;石龙镇基于公平原则整理出416个重点发展型居民点,节约农村居民点用地0.301km2。研究能为2个示范镇农村居民点的规划优化提供科学依据,也为西南地区开展新型城镇化规划提供参考。     

马克思的资本批判与人学思想

资本原则作为现代社会的本质性原则,在马克思主义研究当中已经成为基本的共识,而马克思资本批判的核心就是揭示资本原则对人的统治.本文结合对历史和现实的观察和反思,回到马克思资本批判的历史境域之中,阐释马克思在资本批判中揭示的人的现代性处境、本质和人作为人全面实现和发展自己的现实条件.从根本上清理人学研究中的抽象性倾向,建立入学研究的历史唯物主义地基,并从研究范式上进行必要的转换.     

孔子人性论浅探

孔子虽然没有像孟子和苟子等人一样明确地提出人性论，但是却有许多直接和间接关于人性的论述。孔子的人性论从人情出发，对人性的弱点有着独到的观察，注重人性的经验论考察，充满人性关怀。孔子的人性论对当今社会治理仍有积极的借鉴意义。     

Firm‐specific human capital investments as a signal of general value: Revisiting assumptions about human capital and how it is managed

Research summary : Prior scholarship has assumed that firm‐specific and general human capital can be analyzed separately. This article argues that, in some settings, this is not the case because prior firm‐specific human capital investments can be a market signal of an individual's willingness and ability to make such investments in the future. As such, the willingness and ability to make firm‐specific investments is a type of general human capital that links firm‐specific and general human capital in important ways. The article develops theory about these investments, market signals, and value appropriation. Then, the article examines implications for human resource management and several important questions in the field of strategic management, including theories of the firm and microfoundations of competitive advantage. Managerial summary : While managers don't often use the terms firm‐specific and general skills, they certainly recognize that investments employees make in their skill sets are more or less relevant to a specific firm. For instance, investing in specific relationships within a firm or learning a firm's proprietary software would be considered firm‐specific investments. While such skills may seem relevant only to the particular firm in which they were invested, these investments may also send valuable signals to competing firms that such employees are willing and able to make similar investments elsewhere. Hence, managers should be interested in determining if a potential hire has made prior firm‐specific investments to help them know whether that person might be likely to make such investments in his or her future place of employment. Copyright © 2016 John Wiley & Sons, Ltd.