Dynamic vehicle routing with anticipation in disaster relief

Pickup and delivery problems (PDP), where locations may both receive and send goods, are an extension of the classical vehicle routing problem. This paper considers the application of a routing and scheduling problem for forwarding agencies handling less-than-truckload freight in disasters. The approach evaluates the benefits of dynamic optimization anticipating varying travel times (i.e., the availability of connections in this case) as well as unknown orders (i.e., the integration of demand regions on short-notice) in the specific environment of emergencies. The objective is to avoid delays and increase equipment utilization. We model a multi-stage mixed integer problem which is able to operate under variable demand and transport conditions.     

Cross-boundary teaming for innovation: Integrating research on teams and knowledge in organizations

Cross-boundary teaming, within and across organizations, is an increasingly popular strategy for innovation. Knowledge diversity is seen to expand the range of views and ideas that teams can draw upon to innovate. Yet, case studies reveal that teaming across knowledge boundaries can be difficult in practice, and innovation is not always realized. Two streams of research are particularly relevant for understanding the challenges inherent in cross-boundary teaming: research on team effectiveness and research on knowledge in organizations. They offer complementary insights: the former stream focuses on group dynamics and measures team inputs, processes, emergent states, and outcomes, while the latter closely investigates dialog and objects in recurrent social practices. Drawing from both streams, this paper seeks to shed light on the complexity of cross-boundary teaming, while highlighting factors that may enhance its effectiveness. We develop an integrative model to provide greater explanatory power than previous approaches to assess cross-boundary teaming efforts and their innovation performance.     

Dynamic and customer-oriented workplaces: implications for HRM practice and research

Changes in competitive environments are resulting in changes to the nature of work. We present job structure changes and a heightened customer orientation as two primary examples of changes that necessitate adaptation of human resource management (HRM) practices. The level of success in light of these organizational changes will largely be determined by how effectively people are managed in the new organizational environments. HRM practices that adapt to the new organizational conditions can add tremendously to the business and be a key to long-term competitiveness. We examine the implications of these changes for HRM practice and research, with particular attention to psychological contracts, job analysis, selection, and performance appraisal. The thrust of the article is to identify and describe research directions that have the potential for contributing to the future relevance and success of HRM.     

Integrating quality into quantity: survey research in the era of mixed methods

As widely recognized during the golden age of survey research thanks to the work of the Columbia school, the use of mixed strategies allows survey research to overcome its limitations by incorporating the advantages of qualitative approaches rather than seeking alternative methods. The need to re-think survey research before embarking on this course impelled the author to undertake a critical analysis of one of the survey’s most important assumptions, proposing a shift from standardization of stimulus to standardization of meanings in order to anchor the requirement of answer comparability on a more solid basis. This proposal for rapprochement with qualitative research is followed by a more detailed section in which the author distinguishes four different types of mixed survey strategies, combining two criteria (time order and function of qualitative procedures). The most significant parts of the constructed typology are then brought together in a model called the multilevel integrated survey approach. This methodological model is concretely illustrated in an empirical study of homophobic prejudice among teenagers. The example shows how in research practice analytical mixed strategies can be creatively combined in the same survey research design, contributing to improvements in data quality and the relevance of research findings.     

Integrating sustainability and resilience in the supply chain: A systematic literature review and a research agenda

Sustainability has emerged as an important industrial strategic outlook expanding beyond organizational boundaries to include the supply chain. Simultaneously, the industry has also been faced with supply chain resilience concerns. Research on the intersection of supply chain sustainability and resilience is nascent and is a consequence of their observed mutual influences. However, confusion about concepts, implementation methods, and measurements of sustainable and resilient supply chains remains. This study completes a systematic literature review that critically examines several major observations and directions. We find the concept of sustainable supply chains is more established, and general agreement on its theoretical foundations exists. Supply chain resilience is relatively less mature. The nexus and relationships between the two topics are often incoherent: there is confusion on sustainable and resilient supply chains establishment; there is no clarity on what practices could jointly advance both areas. A major conflict exists since sustainability generally focuses on efficiency, while resilience seeks effectiveness. We recommend studies to analyze implementation relationships and impact. We also observe that performance measurement systems should be developed to assess supply chain sustainability and resilience performance taking with explicit consideration time horizons considered in these measures.     

城市生命线系统的防灾减灾问题--日本阪神大地震生命线震害的启示

城市生命线系统在发生灾害后很容易遭到破坏, 严重的可导致城市生活瘫痪,造成重大损失,因此生命线系统的防灾减灾是城市综合防灾中的首要问题之一.本文从日本阪神大地震后生命线系统的震害教训和减灾救灾措施中,初步概括了一些值得借鉴的经验.     

Missing link in competitive manufacturing research and practice: Customer-responsive concurrent production

Manufacturing management, in its evolving theory, research, and practice, is plagued by mindsets that are narrowly focused on factory efficiency, with insufficient emphasis on customer responsiveness and its dominant role in competitiveness. In our presentation of these issues we describe and advocate customer-oriented manufacturing practices, in the realm of factory infrastructure. This approach, which we call concurrent production or CP, involves configuring, equipping, and operating factories with a primary focus on synchronization with customer demand. We call on OM researchers to consider these topics in furthering the cause of market competitiveness.     

Menopause and the workplace: New directions in HRM research and HR practice

This paper offers two key arguments. The first is that HRM scholars and HR practitioners need to pay a good deal more attention to the bi‐directional relationship between menopause and the workplace—how menopausal symptoms can affect women's experience of work and how work can exacerbate a woman's symptoms. We outline the social responsibility, demographic, legal and business cases which explain the urgency of more research and more concerted practice in this area. Our second argument concerns the importance of future research and practice adopting an intersectional political economy approach, in order to better understand the considerable differences between how women going through menopause transition experience work. Here, we offer arguments ranging from the macro‐ through the meso‐ down to the micro‐level of these differences, in so doing setting an agenda for the work to come on this very significant issue.     

Employee lactation: A review and recommendations for research,practice, and policy

Recent social justice movements call for an increased focus on workplace diversity, equity, and inclusion. Given the large proportion of working mothers who return to work after having a baby, research about lactation, work, and human resources issues is sorely needed to increase knowledge and understanding of working and lactating mothers' needs so that they feel welcome, respected, and supported in the workplace. For mothers who feed their baby breastmilk, concurrently managing work responsibilities and lactation demands can be a substantial source of employee stress and can create work-family conflict. Research on workplace lactation across a variety of disciplines has increased over the past decade. As attention to lactation is slowly increasing in the management and organizational behavior literature, synthesizing research from other domains into the organizational and managerial sciences is a critical precursor to facilitating future research in the field as well as translating that research into meaningful action in organizations. We contribute to filling this gap, by reviewing and coalescing research across relevant domains, grounding it in extant theory, and offering a conceptual model suggesting the critical antecedents that facilitate employee lactation behaviors, and the work-related moderators that meaningfully impact those relationships. Finally, we offer recommendations to guide future research both methodologically and substantively so as to advance management theory and research surrounding employee lactation at work, and offer practical implications for organizations as well as for public policy.     

Human resource management research and practice in Asia: Past,present and future

The continuing emergence of Asia as a critically important continent for the foreseeable future has renewed interest in understanding theory and practice in this region. This special issue was designed to shed light on human resource management (HRM) issues in this region, and to help guide future research in and on this region. In this introductory article, we first analyze the growth of HRM scholarship in Asia, by examining the research published over the last twenty-five years. We then describe the genesis of this special issue, and summarize the key themes emerging from the review articles in the issue. These include: psychological contract; work-life interface; corporate social responsibility; multinational corporations and their subsidiaries; the challenges of global talent management; convergence-divergence; state socialism to post-state socialism; and incorporating the context. We further offer suggestions for future research by proposing critical topics and emerging themes, including: employee voice; diversity and inclusion; employee well-being and resilience; preparing and responding to crises; and green human resource management. We conclude by offering theoretical perspectives and highlighting key recent developments which are likely to impact future practice, and should be addressed by scholars.     

Ethiopia: Man-made Disaster

Highly publicised Western, aid to Ethiopia will do little to relieve the source of her distress, Nick Elliott (right), at the University of York, blames the attempted eradication of markets by Mengistu's regime.     

私募股权基金发展的实践研究

相对于西方发达经济体,私募股权基金在中国金融市场中发展较晚。虽然我国私募股权基金发展非常迅速,并且已形成一定规模,但由于缺乏相应的法律制度的约束,以及组合各类要素的金融工具,其运行和发展也存在诸多问题。因此,我们要借鉴国外私募股权基金的发展历程,在进行私募股权基金的实践中,必须及时完善相关的法律法规,放开资本市场并且引进外国基金人才,设立私募股权基金监管机构等,以便于充分发挥私募股权基金良好的经济效应。     

Closing the gap between scholarly knowledge and practice: Guidelines for HRM action research

In this paper we review the current use of action research in the field of Human Resource Management (HRM), and assess its potential contribution to the field. We show that action research is very suitable for theory development and excels in developing scholarly knowledge that informs practitioners and is relevant for specific contexts. Although only a handful of HRM papers label their research as action research (from our review of nine journals between 2000 and 2019), they substantially contribute to HRM by explaining the role of context and the dynamic nature of HRM design, implementation and evaluation and by showing the effectiveness of systemic interventions. We offer guidelines for conducting HRM action research projects, emphasizing the importance of involving relevant stakeholders, rigorously making field notes of the research process and reflexivity on the interests of both researchers and practitioners.     

Work-home interface in a cross-cultural context: a framework for future research and practice

Abstract

With dual-income families on the increase, combining work and family obligations is a daily reality for many individuals. Unsatisfactory combinations of work and home duties can result in various unfavourable individual and organisational outcomes. Therefore, its proper understanding is essential in order to create adequate recommendations for interventions and prevention. There is a need for the development of theoretical frameworks that take cultural context into account in relation to work-home interface (WHI). In this paper a new framework is proposed; ‘the pyramid of intersecting domains of WHI’ that incorporates cultural context and other important work-life interface aspects. It builds on empirical findings of the intersectionality and work/family border theories. The pyramid consists of the following domains: the domain of work and home characteristics, the roles domain and the cultural domain, which intersect to determine the fourth side of the pyramid, that is, the observed WHI. Based on the pyramid several research propositions can be formulated. Implications for researchers and HR professionals are provided.     

HR Professionals' beliefs about effective human resource practices: correspondence between research and practice

Five thousand human resource (HR) professionals were surveyed regarding the extent to which they agreed with various HR research findings. Responses from 959 participants suggest that there are large discrepancies between research findings and practitioners' beliefs in some content areas, especially selection. In particular, practitioners place far less faith in intelligence and personality tests as predictors of employee performance than HR research would recommend. Practitioners are somewhat more likely to agree with research findings when they are at higher organizational levels, have SPHR certification, and read the academic literature. Suggestions are made for more effective dissemination of HR research findings. © 2002 Wiley Periodicals, Inc.     

Advancing the field of employee assistance programs research and practice: A systematic review of quantitative studies and future research agenda

The COVID-19 pandemic has accentuated the critical role of organizational support for the workforce. An employee assistance program (EAP) represents an inclusive strategy which organizations adopt to provide supportive and empathic care to help employees overcome undesirable situations. To date, we have limited knowledge of what EAP issues have been researched from the human resource management (HRM) perspective and what theoretical underpinning these studies have used. This article systematically reviews quantitative empirical studies on EAPs. Drawing upon 115 articles from 72 journals across 40 years (1981–2020), we trace the evolutionary trend of the construct of EAP and shed light on the internal link of EAP with HRM. After summarizing research themes, methods, theories, and approaches to the evaluation of EAPs, we identify pitfalls in the current research and contribute to extending the field by proposing several research agendas for future investigation.     

The future of work and family: Critical trends for policy,practice, and research

Work/life “thought leaders” from 28 large corporations carried out an environmental scanning process with the objective of linking work/life policies and practices to critical business and environmental trends. Globalization, technological change, and organizational flexibility are trends that have been commonly identified in other environmental scanning efforts, but their relationship to work/life issues has often been ignored. Similarly, the relationship of changing family structures to business goals has not received the attention it deserves. Through this linking process, work/life advocates can demonstrate the value of their efforts to other corporate decision makers. Innovative corporate work/life initiatives that are responsive to these important trends are described. © 1999 John Wiley & Sons, Inc.