基于系统协同视角的动态能力演进模式研究

动态能力演进模式主要有企业文化主导型、资源主导型、技术主导型、组织和管理流程主导型以及市场主导型五种。由于企业文化中路径依赖因素负向作用的存在,随着时间的推移,各种模式的发展都将不可避免地遭遇成长上限。只有不断摆脱路径依赖,才能推动动态能力持续演进,促进企业持续发展。     

基于资源枯竭的黑龙江煤炭城镇用地发展规律研究

目前,煤炭城镇用地形成规律是煤炭城镇规划研究的重要领域之一,代表着煤炭城镇规划未来的发展方向。本文正是在这种背景下,探讨黑龙江煤炭城镇用地形成规律的必然性与可行性,寻求引导煤炭城镇空间健康、持续发展的途径。文章论述并分析了黑龙江煤炭城镇周期性规律、空间演化规律、人口增长规律和城镇化规律,为寒地煤炭城镇规划用地发展规律研究提供一定的借鉴。     

Literature Review on Negative Effects in Cluster＇s Evolution

There is not an absolutely perfect pattern in cluster＇s evolution, and some negative effects would be the stumbling blocks. The inward obstacles are the efficiency boundary of the intermediary organization and the industrial lifecycle, while the postnatal shortage of clusters embodied in the diamond model is the result of non-perfect interaction between cluster and its surroundings. Lastly, analyses of clusters governance and the growth reasons of newly emerging clusters give way to the elimination of negative effects of clusters.     

A Comparison of International Travel Between an Emerging and a Mature Source Market

Little research has been published on the evolution of markets, but markets, like destinations, should evolve over time. A market's collective travel behavior should change as residents become more experienced international tourists. Market evolution may be triggered by rapid economic development. As Tourists become more experienced, their destination choice, travel patterns and package tour propensity should change. This paper compares the international travel patterns of similar source markets at different stages of their travel life cycles. Hong Kong can be considered as an established source market, whereas Macau is a rapidly emerging source market. The study identifies significant differences in destination choice, package tour propensity, long-haul travel propensity, motivations and behavior within destinations. The authors conclude the paper by offering a number of propositions about market evolution.     

The labour relations heritage and lean manufacturing at Fiat

The objective of the paper is interpreting, from an evolutionary perspective, recent developments of work organization and human resource management policies at Fiat Auto, one of the world's largest automobile manufacturers, which achieved a successful restructuring in the early 1990s. Building on a heritage of adversarial labour relations and ‘mass production’ organizational principles, Fiat developed an original and to some extent hybrid version of ‘lean’ human resource management practices (teamwork, flexible compensation, multi-skilling, etc.).

The paper analyses this process of organizational change from an evolutionary perspective based on the concept of dynamic capabilities. From this standpoint, IR. HRM and work organization practices are the result of a learning process, based on original development, imitation, analogical replication, combination and selection of organizational capabilities; organizational capabilities have a cumulative and path-dependent nature; workplace innovations are also rooted in organizational absorptive capacities, that is, the ability of firms to exploit new (and often extramural) organizational and HRM developments; the existence of complementarities among organizational competencies, assets and choices in term of HRM are likely to push toward the adoption of a set or system of (rather than single and insulated) innovations in work organization, HRM practices and industrial relations policies.

The data provided in the paper show that the process of innovation of workplace practices at Fiat Auto (summarized by the concept of the Fabbrica Integrata) is curiously non-linear. The newly designed HRM policies have, on the one hand, been resisted by the unions (who have not been involved in the design process) and by segments of the work-force; on the other hand, they have been hindered by existing organizational features and personnel practices which, in turn, were key success factors during the 1980s. This inertia is significantly lower at the new greenfield plant of Melfi. On the whole, the restructuring process was successful from the competitive and financial standpoint, and represents the basis on which management and the unions can develop a new co-operative model of industrial relations.     

中国行政区经济协调发展的空间格局及演化分析

首先界定了行政区经济协调发展的内涵,然后从行政区经济联系、经济增长及经济差异等三个方面入手构建了行政区经济协调发展的评价指标,分析了我国行政区经济协调发展的空间格局及其演化趋势.结论表明:①我国多数省份仍然处于协调发展度较低的水平,仅有少数沿海发达省份的协调发展度较高.而且,经济较发达的省份其所辖各地市之间协调发展程度较高,而经济较不发达的省份其所辖各地市之间协调发展程度也较低.②四大区域协调发展度由高到低排序依次为东部、中部、西部、东北.其中,东部的协调发展度平均值保持在0.6左右,中部的协调发展度处于0.3左右,西部的协调发展度为0.2左右,而东北的协调发展度为0.1左右.③从空间格局的演化来看,向上转移的多为沿海省份,只有少数属于西部,而向下转移的多为西部省份,只有少数属于东部；保持不变的省份占全国总数的60％以上.     

Evolution and relocation in fashion-led Italian districts: evidence from two case-studies

The aim of this paper is to contribute to the debate about how, in advanced countries, industrial districts specialised in traditional manufacturing industries evolve as a consequence of new challenges linked to the globalization process. Using a multiple case study design, the study examines the evolution of two fashion-led Italian districts: the Montebelluna sportswear system and the Vibrata-Tordino-Vomano clothing district. Our findings reveal that cluster firms’ ability to shift from manufacturing to other activities providing higher returns along the global value chain is key to understanding the effect of globalization and relocation processes on the cluster's long-term competitiveness. As illustrated in this study, weak learning districts are the most threatened while innovative districts are able to enact a selective process of relocation, substituting outplaced activities with more valuable ones and attracting inward investments.     

Some personal reflections on the history of Bioeconomics

This is a rather impressionist report of my recollections of the history of the bioeconomics field.