A review of empirical research on interorganizational relations in tourism

During the last few decades, a growing body of literature has been produced on various aspects of interorganizational relations (IOR) in tourism. This paper provides a review of that literature. The findings are based on a review of 269 empirical papers published in 37 tourism journals between 1989 and the first quarter of 2017. The review identifies six main research themes relating to relationship formation, structure and activities, governance, maintenance, outcomes, and evolution. Based on the insights from this review, an organizing framework for research on IOR in tourism is developed and four opportunities for advancing research on IOR in tourism are proposed relating to the pursuit of causal inference, supply networks as a unit of analysis, quantifying outcomes of IOR in tourism, and addressing marginalized topics.     

水资源管理的供给侧结构性改革研究

根据供给侧结构性改革的背景和基本内涵,对水资源供给侧结构性改革的内涵进行研究,提出了狭义和广义的水资源供给侧结构性改革的内容。在分析水资源需求新形势的基础上,提出了水资源供给侧结构性改革的要求。根据水循环理论提出了水资源管理是推动水资源供给侧结构性改革的重要抓手,并在最严格水资源管理制度的基础上,提出了符合水资源供给侧结构性改革要求的水资源管理制度。     

视频业务识别方法综述

视频用户体验的质量要求给网络传输带来了巨大挑战，未来的虚拟现实/增强现实(Virtual Reality/Augmented Reality，VR/AR) 视频业务则对交互时延提出了更高要求。视频业务识别是网络运营商及视频业务提供商对视频进行优先网络资源分配和自适应速率控制的基本前提。综述了业务识别领域的一般研究方法及其对视频业务的具体应用。首先，总结了每种业务识别方法的工作原理，对比了这些方法应用于视频业务时的优缺点及在准确率和召回率指标上的识别性能;然后，特别介绍了可以提升识别准确率和计算性能的特征选择算法;最后，阐述并分析了高吞吐量网络分类速度不够、无成熟视频业务识别平台和样本分布不均衡等视频业务识别面临的挑战，并针对现有业务识别方法存在的问题，给出了引入移动边缘计算、基于端口的方法串联其他识别方法等可能的解决方案。     

The role of assessment centers in job satisfaction and organizational commitment: a case of the Korean government

While many studies have shown how assessment centers affect employees’ career success or job performance, these studies do not demonstrate how employees’ attitudes are affected by their perception of assessment centers. This study aims to investigate the influence of employees’ perception of assessment centers on their job satisfaction and organizational commitment, which are the key elements in predicting working behaviors, such as job performance, job involvement, and turnover intentions. To analyze the nature of the influence, 306 employees who had been evaluated by an assessment center in the Korean Rural Development Administration (KRDA) were surveyed. Regression analysis revealed that although there is no influence on their organizational commitment, employees with a positive perception of assessment centers experience higher levels of job satisfaction (p < .01). These results suggest that the positive perception of assessment centers affects the general feeling of organizational members about their work even though it does not affect their emotional attachment to the organization or dedication to organizational values. Thus, assessment centers can be used as a tool not only to select capable candidates but also to yield positive effects on organizational members’ job attitudes.     

Dual boundary spanning: Toward a typology of outside‐in open innovation in the Canadian context

The extant literature runs short in understanding openness of innovation regarding and the different pathways along which internal and external knowledge resources can be combined. This study proposes a unique typology for outside‐in innovations based on two distinct ways of boundary spanning: whether an innovation idea is created internally or externally and whether an innovation process relies on external knowledge resources. This yields four possible types of innovation, which represent the nuanced variation of outside‐in innovations. Using historical data from Canada for 1945–1980, this study unveils different implications of these innovation types for different levels of innovation novelty. Copyright © 2016 ASAC. Published by John Wiley & Sons, Ltd.     

人力资源管理实践对制造企业转型升级的影响——基于泉州企业的实证研究

构建人力资源管理实践行为策略影响制造业转型升级的理论模型，以327家泉州制造企业为研究对象，通过问卷调查和结构方程模型分析,检验人力资源管理实践对制造企业转型升级的作用机制。结果表明，人力资源管理实践行为策略对企业转型升级具有显著的影响，组织创新气氛在两者之间起到部分中介作用。说明制造企业可以通过工作设计与人力资源规划、员工招聘与选择、员工培训与开发、绩效评价及薪酬与激励等策略的调整来促进企业转型升级。     

The relationship between principals’ configuration of a bundle of HR practices for new teachers and teachers’ person–organisation fit

Abstract

Based on studies in the private sector showing the positive effects of strategic human resources management (SHRM) on performance, many stress the value of adopting SHRM in the public sector. However, until now, the argument for applying SHRM in the public sector remains largely theoretical. Especially in educational contexts, it is unclear through which mechanisms SHRM affects performance. Therefore, this paper zooms in on the relationship between the configuration of a bundle of human resources (HR) practices and person–organisation (P–O) fit. A mixed methods design was used to collect both qualitative and quantitative data from principals and teachers in 56 Flemish primary schools. The qualitative data, which provides insight into principals’ configuration of HR practices, were converted into numerical scores and analysed, together with the quantitative teacher data, using multilevel analysis. The results show that both principals’ strategic and HR orientation are associated with teachers’ P–O fit. This study contributes to the research field of SHRM in education by studying a bundle of HR practices and how this relates to the fit of teachers’ own values with the school culture. The practical implications for schools are discussed.     

中国耕地资源利用的碳排放时空特征及脱钩效应研究

研究目的:揭示中国耕地资源利用的碳排放时空分异规律及其与农业经济增长之间的脱钩关系,以期为中国耕地资源低碳化利用政策的制定和推行提供参考。研究方法:IPCC碳排系数法,TAPIO脱钩分析法。研究结果:(1)中国耕地资源利用的碳排放整体上呈现增长趋势,但2010年后增速趋于下降并于2016年开始转入负增长,省际差异不断扩大的同时区域间差异趋于缩小;(2)中国耕地资源利用的碳排放强度总体上处于下降态势,省际和区域间碳排放强度的差异总体上趋于缩小;(3)中国耕地资源利用的不同碳排放源的碳排放量及增速呈现不同的时序波动特征,同时存在明显的地域差异性,其中,化肥是最主要碳排放源;(4)中国2000—2012年耕地资源利用的碳排放与农业经济增长之间呈现以"弱脱钩"为主,但2013—2017年不同省域的脱钩类型及脱钩程度趋于差异化。研究结论:中国耕地资源利用碳排放的时空分异性显著,且与农业经济增长之间不同阶段和不同省域呈现不同脱钩类型,需突出减排重点、实施差异化策略及注重绿色发展等多途径推进耕地资源低碳化利用,提高政策的精准性。     

Economic development,food demand and the consequences for agricultural resource requirements: an application to Indonesia

We analyse food demand patterns of Indonesian households from a resource intensity perspective and quantify the impact of changed demand patterns on the use of three major resource inputs: fossil fuel; land; and water in agricultural production. Using Indonesian Family Life Survey data, 13 major food items (which constitute 70 per cent of food expenditure) are categorised into low, moderate and high resource intensity, and income elasticity and Engel curves are estimated for the period from 1997 to 2007. Our results show that income growth in Indonesia is associated with demand patterns that are more resource intensive. By 2007, per capita requirements of fossil fuel, land and water increased by 42.7 per cent (3.13 MJ), 44.9 per cent (1.24 m²) and 50.4 per cent (2.1 kL), respectively, relative to 1997. The results imply that, at least for Indonesia, changed food demand patterns resulting from economic development will increase the demand for natural resources substantially.     

Talent management of skilled migrants: propositions and an agenda for future research

This paper unpacks the dominant conceptualizations of talent management (TM) in contemporary academic publications, and considers these in relation to the increasingly important workforce population of skilled international migrants. It postulates that TM approaches are generally built from a relatively narrow human capital-based perspective wherein organizations focus on readily accessible and immediate skills, ignoring the longer term strategic potential of the international workforce of skilled migrants, particularly for multinational enterprises and other international organizations. Through a series of propositions, the paper highlights how organizations, in strategically using a more comprehensive TM lens rather than a human capital lens in approaching the TM of skilled migrants, could benefit from improved HRM performance over time. It also proposes a research agenda, by which future studies might test, explore, and further develop understanding on a more strategic utilization of skilled migrants in organizations.