资源环境强约束下工业发展路径选择

中国工业发展所面临的资源环境约束日益突出。资源危机对工业发展的制约主要体现在资源短缺、资源浪费及对外依存度过高等方面，其根源在于价格机制问题，产业结构、经济法律制度缺陷也是其主要原因。环境问题对工业发展的制约主要体现在环境污染大大降低了工业发展的效率，其根源是能源结构对环境不利、能源利用效率低、扭曲的政绩考核标准及环境资源成本的高度外部化。工业发展与资源环境问题对立统一。粗放型的工业发展模式造成资源与环境危机，反过来工业发展又受到资源与环境的强烈制约。因此，必须遵循科学发展观，改变靠过度消耗资源发展工业的模式，以可持续发展思想为战略指导，建立新型工业发展模式：     

资源控制视角下人员任用与绩效的关系——华南地区IJV的实证研究

对东道国母公司来说,组织学习是建立国际合资公司(IJV)的重要原因之一。与外方母公司相比,东道国母公司在技术实力和管理经验方面都处于劣势,然而由于地缘的优势,东道国母公司能够为IJV的运作提供必须的物质和人力资源,并依靠这些资源与外方母公司展开谈判,对IJV实施必要的控制,从而促成学习目标的达成。从这个角度出发,本文研究了东道国母公司对IJV所采取的资源控制、人员任用控制以及IJV学习绩效之间的相互关系,并选取我国华南地区的96家合资企业作为实证研究对象,对资源控制、人员任用和IJV学习绩效的关系进行了实证研究。结果表明东道国母公司采取的资源控制并不直接影响IJV的学习绩效;但是通过东道国母公司对IJV的人员任用控制、资源控制会对IJV的学习绩效产生间接的影响。     

Financial resource availability and corporate social responsibility expenditures in a sub‐Saharan economy: The institutional difference hypothesis

Studies done in developed economies have demonstrated a positive relationship between financial resource availability and CSR. Arguments that we term the Institutional Difference Hypothesis (IDH) drawn from the institutional literature, however, suggest that institutional differences between developed and developing economies are likely to result in different CSR implications. Integrating the logic of IDH with insights from slack resources theory, we argue that there exists a negative relationship between financial resource availability and CSR expenditures for firms in Ghana, a sub‐Saharan African emerging economy. We use lagged data from the Ghana Investment Promotion Centre and find that Return on Sales, Return on Equity, and Net Profitability were consistently associated with lower CSR expenditures. We highlight the implications of our findings for research and managers. Copyright © 2013 John Wiley & Sons, Ltd.     

Gay tourism in a sun and beach destination

Gay tourism is seen as an attractive business opportunity for many destinations. However, there is a lack of research at identifying the resources necessary for success in this type of tourism. This work is aimed at filling this gap by using the premises of the resource based view and transfers them to the analysis of territories to identify the valuable resources that are required for a sun and beach destination to attract gay tourists. To this end, this study has focused on a gay tourism sub niche, tourists lodged in gay-exclusive resorts in Gran Canaria. In order to confirm the validity of this approach, the relationship between the satisfaction of gay tourists and the condition of the valuable resources was studied by means of a robust statistical new method, namely Bayesian model averaging. That method permits the inclusion of uncertainty in the theoretical models that determine destination competitiveness, thus reducing many of the problems that arise in the application of the more conventional statistical methods in this type of analysis.     

基于公地悲剧理论的共生旅游资源开发研究——以环太湖旅游区为例

共生旅游资源在开发利用中,由于产权未界定,各方在获得收益时都将成本最大化地外化到公共领域,从而造成资源浪费、过度开发、资源使用效率低下、环境恶化的悲剧后果。在资源共生的相邻行政区划土地产权不可能明确界定的刚性约束下,消除公地悲剧主要通过建立开发联合体实现,依托联合体,统一规划,加强开发分工,实施整体营销,保护核心共生产品从而保证共生资源开发的市场绩效,实现共生资源开发的竞合有序化。     

In search of the changing role of the corporate human resource function in the international firm

There has been considerable research on the issues of board-level representation by personnel/HR directors and senior HR managers' involvement in strategic decision making. Since the early 1990s there has been a growing interest in international HRM, reflecting the growing recognition that the effective management of human resources internationally is a major determinant of success or failure in international business. There is also evidence that HR constraints often limit the effective implementation of international business strategies. More recently, it has been argued that the more rapid pace of internationalization and globalization leads to a more strategic role for HRM as well as changes in the content of HRM. Yet, while there have been some attempts to integrate international corporate strategy and human resource strategy, surprisingly, the role of the corporate human resources function has been neglected, particularly in the context of the international firm. This article seeks to redress the balance. The question addressed is: what is the role of the corporate HR function in the international firm? To answer these questions empirical research was conducted in thirty UK international firms. We found an emerging agenda for corporate HR in international firms which focuses on senior management development, succession planning and developing a cadre of international managers. We conceptualize this as a strategic concern with developing the core management competences of the organization, and argue that it can be usefully analysed from the perspective of the learning organization.     

Understanding the retirement-consumption puzzle through the lens of food consumption-fuzzy regression-discontinuity evidence from urban China

This paper provides an understanding of the widely-documented retirement-consumption puzzle from the perspective of food consumption. Exploiting the mandatory retirement age cut-off for public-sector male employees in urban China to obtain a source of exogenous variation in their retirement status, this paper identifies the causal impacts of retirement on four major aspects of their food consumption: food expenditure, time spent in food acquisition, the quantity and quality of food consumed. Based on data from the China Health and Nutrition Survey, our fuzzy regression-discontinuity analysis finds that, consistent with the retirement-consumption puzzle, retirement reduces elderly males’ total food expenditure by 49–55%. However, retirement barely changes the quantity of food they consume (measured by total calorie intakes). Further analysis suggests that elderly males substitute time for money in food acquisition upon retirement, which helps to reconcile the differential impacts of retirement on food expenditure and food consumption. Finally, retirement greatly changes elderly males’ diet structure. They consume significantly less food with animal origins (and thus less fat and protein) and more grains (and thus more carbohydrate) upon retirement, which undermines their diet balance by the standards provided by the Chinese Nutrition Association.     

Variations in human resource management in Asian countries: MNC home-country and host-country effects

This paper investigates the determinants of HRM strategy in a random sample of firms operating in Korea and Taiwan. Both indigenous and foreign-owned firms are studied. HRM strategy is measured in terms of the company's reliance on high-performance, versus more traditional, HRM policies and practices in several different areas, including staffing, employee influence, employee rewards and employee autonomy. Independent variables include the firm's country or region of origin (USA, Japan, Europe, Korea or Taiwan), the host country (Korea or Taiwan) and the internal culture of the firm, as measured by upper management's perception that human resources constitute a significant source of value for the organization. Pronounced differences are found across countries of origin and between the two host countries. Managerial values and various organizational characteristics that serve as control variables are also found to impact on HRM strategy.     

Communicating culture change

Using a case study of a large public sector department the relationship between communication and change in a public sector department and the human resource implications of that relationship are considered. Senior administrators of the department signified their intention to change the culture from one that was considered to be bureaucratic, technically oriented and inward-looking to one more outward-looking, continually learning, more relationship-oriented internally and inclusive of broader ‘whole of government’ objectives such as commercialization, the environment, social justice and community relations. Findings from the research indicate that, despite an objective of shifting to a state of continual change with the mode of communication becoming two-way and dialogic, the communication mechanism has faltered due to a failure to address the need of lower-level staff for a set vision and stated future direction. Implications of these findings are drawn for public sector organizations in general.