基于GRA-TOPSIS的军校学员基层管理核心能力评估

部队基层管理核心能力是基层管理能力的核心内容,是军校学员必需具备的军事能力。本文利用理想解法与灰色关联度相结合的方法,很好地解决了评估军校学员基层管理核心能力水平生成层次的问题,并为寻找学员基层管理能力弱项提供了方法借鉴。     

我国区域间产业竞争力比较研究

产业竞争是市场经济和区域竞争最基本的表现之一，具有竞争优势的产业或产业群的形成是区域经济发展的核心，区域产业结构调整的最终目的是为了提高在区域间的产业竞争力。本文通过研制的区域间投入产出联结模型，比较和分析了我国各区域各产业在各区域市场中的占有率情况，以揭示我国当前区域间产业竞争力的总体状况和表现。     

基于核心能力的企业成长研究

随着Internet等信息技术的广泛应用 ,经济一体化和竞争全球化时代的到来 ,竞争的强度、范围、动态性都在不断加强 ,企业的成长乃至生存都越来越依赖于企业的核心能力。核心能力是企业可持续竞争优势的源泉 ,是企业可持续发展的恒久动力 ,是企业成长战略选择的依据。     

竞争优势来源研究的理论演进

面向21世纪知识经济的挑战,如何在变革的环境中获取竞争优势是制定企业战略的关键因素。企业竞争优势从何而来,在激烈竞争的动态环境中,企业的持续竞争优势越来越依赖于无形的核心能力,企业只有通过培育和加强核心能力,有效的组织学习和不断的知识创新,才能帮助企业获得持续的竞争优势。     

企业核心能力生命周期的特性

核心能力在企业发展的过程中是动态发展的,并且存在一个从培育、形成、提高到再生或者衰退的生命周期过程。核心能力是企业取得长期竞争优势的源泉。因此,企业决策者在企业发展过程中必须对核心能力生命周期的各个阶段的特性予以清楚地了解,以便企业根据特性通过具体的运作来实现核心能力的维护和提升,从而达到核心能力持续成长的目的。     

基于识别度与传播能力的品牌竞争力评价

品牌识别度与品牌传播能力两项指标,表现了品牌和消费者心理、行为之间的互动、多变的关系。基于这种认识,本文构建了品牌识别度与品牌传播能力的评价指标体系,用层次分析法来计算影响品牌识别度与传播能力的指标的权重,再用模糊综合评价法来进行具体评价,并借助于德尔菲打分法,设计了一个基于品牌识别度与品牌传播能力的品牌竞争力二维评价模型,在此基础上,以"苏宁电器"为例进行具体的案例分析。     

国内跨文化交际能力研究述评

通过对1994年到2009年国内主要外语期刊发表的有关跨文化交际能力研究文章的检索统计,发现:1.跨文化交际能力的研究对象侧重于大学生和混合学生群。2.研究方法以思辨性研究为主。3.跨文化交际能力的研究以针对英语的研究为主。4.研究内容主要集中在跨文化交际能力的内涵和跨文化交际能力的培养两个方面。国内跨文化交际能力研究存在的主要问题是研究对象不均衡、实证性研究匮乏、研究语种单一以及研究的广度、深度不够等问题,并展望了今后跨文化交际能力研究的方向。     

Purchasing Competence: A Stakeholder‐Based Framework for Chief Purchasing Officers

A specific research stream within the purchasing and supply management literature focuses on the development of purchasing competence frameworks. We apply stakeholder theory and multiple methods of data collection to develop and confirm a hierarchy‐specific purchasing competence management framework for Chief Purchasing Officers and validate it using confirmatory factor analysis on empirical data from 124 multinational companies. The results reveal a significant relationship between Chief Purchasing Officers purchasing management competence and different purchasing performance measures confirming the appropriateness of stakeholder theory for such a competence framework.     

Convergence and divergence of role stress experience of locally hired Japanese and non-Japanese host country staff: a qualitative study

This qualitative study examines the role stress (comprising of role ambiguity and role conflict) experienced by locally hired Japanese (LJ) and non-Japanese (NJ) staff in a sample of Japanese companies in Australia. Expatriates were also interviewed to gather information regarding the impact of cross-cultural understanding on role ambiguity and role conflict in their work relationships with LJ and NJ staff. Both LJ staff and NJ local staff experienced two types of role ambiguity, resulting from insufficient English competence and information shortage. NJ staff experienced two additional types of role ambiguity due to their lack of cultural understanding about Japan. LJ staff experienced two types of role conflict which were not experienced by NJ local staff. These were caused by their cultural understanding about Australia, and their Japanese cultural heritage and understanding of the society and organisational processes. This study shows that cultural understanding of one's host country and parent country could reduce role ambiguity. In addition, it was found that cultural understanding of one's host country and parent country results in role conflict. These findings suggest that cultural understanding could have positive and negative consequences on role stress. Theoretical and practical implications in the management of white-collar staff in overseas Japanese companies are discussed.