新中国价格管理体制改革的历史回顾与前瞻

合理有效的价格管理体制是商品流通中的润滑剂,它有利于促进商品的生产、流通和消费。下文主要对新中国成立以来六十年的价格管理体制改革做一个历史回顾和对现阶段价格管理体制中存在的一些问题解决提出一些的建议与前瞻。     

浅析人力资源管理外包及其风险规避

企业人力资源管理外包是近年来出现的一种新的企业管理方式，它能给企业带来新的机遇，是合理配置企业人力资源、提高管理效率和经济效益的有效措施。但由于人力资源管理外包产生和发展的时间较短，在其实施过程中不可避免存在很多风险。该文通过对人力资源管理外包及其风险进行分析、研究，为企业实施外包提供一些参考。     

HRM practices in China-Western joint ventures: MNC standardization versus localization

In recent years, multinational corporations have become increasingly ascendant in the world economy. The HRM strategies that these corporations adopt may blend global integration with local responsiveness. This paper examines the compatibility between MNC standardization and localization of different HRM practices in a sample of Sino-Western joint ventures. The findings indicate that various HRM practices have different responses to MNC standaridization and localization.     

Stepping into the kitchen: lay clients as co-producers of a professional service

This study examines the implications for service organizations and their staff of clients’ involvement as co-producers of a professional service. Two female infertility clinics were analysed, one using micro-surgery (MS) and the other in-vitro fertilization (IVF) techniques. These differed on the dimension of patients’ involvement in the delivery of treatment. In the MS clinic patients were ‘passive’ recipients of treatment, whereas in the IVF clinic patients were required to partake as co-producers in the delivery of the medical service. Thus, reflected here are two different forms of client–provider interface, which the results show to have different implications. Bringing the clients, as co-producers, ‘into the kitchen’ where service is prepared (IVF) was found to involve issues associated with the lay client–professional provider work interactions, like perceptions of performance, functional work behaviour (conflicts, poor co-ordination, etc.), lower work/service satisfaction of staff and clients, and coping with service uncertainty. These and other implications for front-line service are examined and discussed.     

An empirical study of human resource management policies and practices in foreign-invested enterprises in China: the case of Shenzen Special Economic Zone

Information about human resource management (HRM) practices in foreign-invested enterprises (FIEs) in China has been limited to studies involving a small number of cases. This study provides an empirical assessment of HRM practices used in 158 FIEs operating in Shenzen Special Economic Zone (SEZ) of the Guangdong Province in southern China. Results suggest that FIEs have moved away from centrally planned job allocation, life-time employment and egalitarian pay towards open job markets at management and non-management levels, contractual employment where pay and longevity are based on individual worker and company performance and compensation plans that recognize differences in skills, training and job demands. These practices seem to reflect the influence of the economic reform in China. Other aspects of HRM practices used by FIEs, such as approximate equality of pay for men and women, limited differences between management and non-management salaries and widespread provision of housing and other benefits for employees, seem to reflect the influence of the Chinese socialist ideology.     

The Methodological and Ethical Issues of Conducting Management Research in the Voluntary Sector

This article discusses the methodological and ethical issues involved in conducting research in the voluntary sector. By outlining a proposed research strategy the authors highlight the challenges and issues that voluntary sector researchers face. The article concludes that the nature of the voluntary sector and the unique characteristics of voluntary organizations not only impact on the development of voluntary sector management theory but also on the research design, ethics and practices adopted for empirical studies into voluntary organizations.     

Public involvement in flood risk management in Hungary

The increasing frequency and intensity of recent floods and their economic, social, and political impacts created a situation in Hungary where flood management strategies need urgent reconsideration. Research suggests that in the case of natural disasters of uncertain and changing character, public education, information, participation, and cooperation are particularly important tools for coping. Drawing on the data collected by two recent empirical studies, this paper investigates state-of-the-art public involvement in flood control activities in Hungary. Results of a questionnaire survey and a series of semistructured interviews conducted in three flood basins of the Tisza river indicate that although the highly centralized system of flood control, and especially its strong financial background, a characteristic of state socialism, has significantly weakened since the political transition, forms of public participation, which could reduce the risk by building on a more conscious and responsible attitude of the citizens, have not developed yet. Paternalist and elitist attitudes prevail on the part of the authorities, contributing to the passivity of the public. There are signs, however, that in certain places, local government leaders take responsibility for building communication networks to raise public awareness and mobilize the public more effectively.     

Guanxi and professional conduct in China: a management development perspective

This paper explores guanxi within the context of 'ethical' behaviour. It was found that guanxi exerted a strong influence on our sample, with the exception of the necessity to lend money. As well, there appeared to be a significant minority of respondents who would behave unethically to preserve group solidarity. It was suggested that a modified version of the Belcourt et al . 's management development model would be a useful tool in the development of modified coaching processes for use in authoritarian cultures.     

The State in employment: the case of Malaysian electronics

In some discourse concerning the employment system it is often implied that there has been a shift within the power relations between the main actors - State, capital and labour. Capital is now taken as omni-powerful and proactive, while the State and labour have declined and are reactive. Yet this picture is too universalistic, deterministic, static and simplistic. It ignores the shifting positions and divisions within and between these actors and the crucial role of factors such as ethnicity. This paper redresses the balance in this area by detailing an example - Malaysian electronics - where these interactions, at both macro- and micro-levels, can be seen in action.     

The human resource barriers to managing quality in China

China has one of the fastest growing economies in the world. The challenge for the future is likely to be the extent to which Chinese operations can utilize modern management techniques to improve product and service quality. This paper explores some of the problems that were affecting the management of quality within two foreigninvested enterprises (FIEs) based in the Shenzhen region of China. The paper argues that the provision of new factories and machinery was not sufficient in itself to ensure the maintenance of quality standards. Quality management in the West has become synonymous with increased employee involvement and developing customer-orientated cultures (Rees, 1998). The success or otherwise of quality management initiatives therefore depends upon the co-operation and enthusiasm of employees (Wilkinson et al ., 1998; Oliver and Wilkinson, 1992). Quality management within the case companies was hampered by the prevailing work ethic and was hindered by inadequate human resource and management systems. The study highlighted poor standards of training, dissatisfaction over levels of remuneration, and poor communication within the case companies. The paper argues that the problems experienced by the companies were inextricably linked to aspects of China's historical development. This history has helped to engender employee attitudes and behaviours that are poorly understood. Models of quality management are needed which are sensitive to the Chinese operating context.