Characterising human resources management practices in Portugal: an empirical analysis

The importance of human resources as a fundamental channel towards the competitiveness and sustainability of firms is now theoretically unchallenged. This article provides an overall characterisation of the main human resources management (HRM) practices implemented in Portugal and compares them with the benchmark models proposed in the literature.

To evaluate the degree to which HRM practices diverge from these benchmark models, this article relies on the analysis of five criteria: i) How do the main HRM practices fit the existing management models (familiar, professional or mixed); ii) How does the HRM conform to a work organisation of the matricial type; iii) To identify whether the role of HRM is essentially administrative or strategic; iv) To identify where the responsibility for HRM lies within the firms operating in Portugal; and v) To characterise the relation between HRM and work organisation in Portugal.

Drawing on a representative sample of firms operating in Portugal, we identify three clusters that allow us to characterise and analyse the stylised HRM practices implemented in Portugal (network-based, familiar-based or bureaucratised). Results show contrasting management patterns, which can be interpreted as different stages of evolution in terms of HRM practices in Portugal.     

A cross-national study of work engagement as a mediator between job resources and proactive behaviour

This study investigates the mediating role of work engagement (i.e. vigour and dedication) among job resources (i.e. job control, feedback and variety) and proactive behaviour at work. This mediating role was investigated, using Structural Equation Modelling in two independent samples from Spain (n = 386 technology employees) and the Netherlands (n = 338 telecom managers). Results in both samples confirmed that work engagement fully mediates the impact of job resources on proactive behaviour. Subsequent multigroup analyses revealed that the strengths of the structural paths of the mediation model were invariant across both national samples, underscoring the cross-national validity of the model     

The devolution of HR to the line: Implications for perceptions of people management effectiveness

The devolution of human resource responsibilities from human resource managers to line managers is both a growing and global trend. A number of authors has suggested that there are positive as well as negative consequences of devolution. The current study conducted a survey of US human resource managers to explore the effect of devolution on human resource managers' perceptions of people management effectiveness in their organizations. Results revealed a positive effect of devolution on perceived people management effectiveness. However, this effect was qualified by an interaction between devolution and line support. Contrary to expectation, this interaction revealed that providing line managers with training and support for their human resource responsibilities had a greater positive impact on perceived effectiveness in organizations that had not devolved (non devolvers) compared to those that had (devolvers).     

High involvement work practices and firm performance

During the past two decades the chain of three links organizational strategy – human resources practices – organizational performance has been deeply analysed. However, the mediator role of organizational structure in the first link of this chain remains relatively uninvestigated. In this article we analyse a model of relationships among organizational strategy, organizational structure, human resources practices, and organizational performance. Through a structural equation methodology applied to a sample of 183 Spanish companies, we will try to confirm that organizations with differentiation strategies are more likely to implement high involvement work practices. As a novelty we will introduce organizational structure as a mediator of this relationship. For that we will use the construct control mechanisms (centralization, formalization and socialization). Further, we will analyse the effect on firm performance of these proposed relationships among differentiation strategy, control mechanisms and high involvement work practices.     

跨国公司在华溢出效应研究：人力资本的视角

在我国实施人才强国战略的背景下,本文基于三期（2000,2002,2004年）全国民营企业主抽样调查数据,从人力资本创造与流转的视角,实证研究了跨国公司在华溢出效应的存在性、影响因素和作用渠道。OLS回归和Treatment Effect非参数估计结果稳健地表明,民营企业主的跨国公司工作经历对其所创立企业的经营业绩有显著的正面影响,证实了跨国公司在华存在通过人力资本创造与流转机制的溢出效应。研究进一步显示,制度环境对有效收获人力资本溢出有重要影响。关于人力资本视角下溢出效应发挥作用的渠道,我们发现,民营企业主跨国公司工作经历有助于提高其国际视野和企业海外销售比例,这对中国企业“走出去”有所助益。同时,我们发现,有外企经历的民营企业主更注重知识产权保护和员工激励等公司治理因素。     

广西科技文献共享与服务平台河池市服务站点发展对策

随着我国科技文献平台建设的不断推进,科技文献共享和服务平台对区域经济、社会的发展发挥了重要的作用.文章分析广西科技文献共享与服务平台河池市服务站点建设现状及文献平台推动区域经济社会发展的途径,提出了提升文献平台服务能力的对策建议.     

农业用水非农化对农户粮食生产用水行为的影响基于山东省728份农户调查数据

目的 农户作为微观经营主体,其节水技术的采用将提高粮食生产用水效率,达到节约水资源与保证粮食生产的双重目的。通过分析农户粮食生产用水行为,探讨水资源短缺约束对农户粮食生产技术采用的诱致效应。方法 文章基于2019年对山东省728份农户的调查问卷数据,以农户行为理论为基础,综合运用统计分析、Logit模型等方法,对农业用水非农化约束下农户的粮食生产用水行为进行分析。结果 在农业用水非农化态势下,作为理性经济人的农户倾向于采用节水技术,以保证粮食生产。农户年龄、家庭农业劳动力人数、灌溉水源与灌溉方式对其节水技术的采用影响显著为负,农业年收入、小麦及玉米种植面积对农户节水技术的采纳行为影响显著为正。结论 规模化经营是大型节水设施应用的基本条件,应当加快农地流转,推进粮食生产规模化经营,提高粮食灌溉的规模化和标准化水平;同时加快建立科学合理的农业水价改革制度,促进农民节约农业用水,以此实现水资源利用效率提高与粮食生产能力稳定的双重目标。     

中国森林资源监督体制改革初探

介绍了中国东北、内蒙古重点国有林区以及其他地区的森林资源监督体制的现状;指出监督机构和人员缺乏,监督体系不健全,信息机制不活,东北、内蒙古重点国有林区地方森林资源监督管理体制错位等中国森林资源监督体制的缺陷;提出中国进行东北、内蒙古重点国有林区以及其他地区森林资源监督体制改革的设想;建议对中国森林资源监督体制改革的制度进行调整:首先要进一步明确监督系统的职能定位,其次要建立森林资源林政管理与监督机构、人员的定额配备指导制度,同时要进一步严格执行资源林政岗位主要负责人上管一级制度。     

Travelling neo-tribes: conceptualising recreational vehicle users

Neo-tribes have been defined as including people from different walks of life who come together in fluid groupings, bound by common interests, similar lifestyles, rituals and language. This concept is popular in sociological literature, but has rarely been applied to travellers or tourism literature. This study sought to understand whether neo-tribalism could add insights into our existing knowledge of recreational vehicle (RV) users in Canada. Using a grounded theory approach including focus groups and in-depth interviews, the research found RV users exhibit neo-tribal characteristics which can be characterised as symbolic and behavioural. The behavioural aspects of this neo-tribe are evident in campsites, where rituals such as happy hours exist. Symbolic aspects included fluidity of membership and commitment to the RVing lifestyle. The findings suggest that the neo-tribal concept is a highly useful tool for understanding the motivations, behaviour and needs of travellers and adds new insights into our understanding of the RVing experience.     

基于动态能力的数字创新生态系统构建: 以华为汽车为例

企业通过创新主体网络协同,构建出价值共创的创新生态系统,以便在数字化时代感知并适应数字环境变化,为此需对数字创新生态系统的生成机理进行探究。以数字创新企业——华为汽车为研究对象,采用扎根分析法,基于动态能力的理论视角,研究华为汽车数字创新生态系统的构建机理和演化路径。研究发现：（1）数字创新企业构建出的数字创新生态系统历经三个阶段,拥有三条演化路径和四种能力。三个阶段为整合数字资源阶段、拓展数字资源阶段和共享数字资源阶段;三条演化路径为市场需求、跨界交流和网络协同的路径;四种能力为信息感应、资源整合、资源获取和资源重组能力。（2）数字生态环境和动态能力是推动数字创新生态系统不断演进的内在动力,使系统组织构架不断升级,派生更多创新主体,形成网络协同架构。研究结论对数字创新企业如何构建数字创新生态系统,具有理论性指导和实践价值。