以文化兴企推进文化强国

党的十八大报告指出:"文化是民族的血脉,是人民的精神家园。全面建成小康社会,实现中华民族伟大复兴,必须推动社会主义文化大发展大繁荣,兴起社会主义文化建设新高潮,提高国家文化软实力,发挥文化引领风尚、教育人民、服务社会、推动发展的作用。"必须"扎实推进社会主义文化强国建设""增强全民族文化创造活力""增强文化整体实力和竞争力"。这也为加强企业文化建设指明了大方向。     

“和合”文化——现代企业文化建设的战略选择

"和合"文化既是中华民族多元文化所整合的人文精神的精髓,也是世界民族文化的基本精神。它不仅是化解21世纪人类面临的矛盾和挑战的良方,也是现代企业文化建设的文化战略资源。对现代企业来说,以"和合"文化为核心构建"和谐企业"具有非常现实的意义。     

"红色文化"引领企业文化的几点思考

"红色文化"是指在中国共产党的领导下,中国人民为实现民族的解放与自由,以及在建设社会主义现代中国的历史过程中产生的文化现象,是新民主主义革命时期和社会主义建设时期留给我们的一笔宝贵精神文化和物质遗产.因此,正确认识"红色文化"的历史和现实作用,通过"红色文化"引领"企业文化",对更好地推动公司的持续、快速、健康发展,具有十分重要的现实意义.     

论企业党建工作与企业文化建设的有机融合

"文化是民族的血脉,是人民的精神家园。"十八报告对文化建设做出了精辟的论述。文化对于一个民族、一个国家是如此重要,对于一个企业来讲也同样如此。国企的企业文化是社会主义文化的有机组成部分。以潍柴集团为例,作为大型国有企业,如何在新形势下,将党建工作同企业文化建设工作有机结合,成为我们值得深思的问题。     

新时代公立医院加强文化建设的策略研究

习近平总书记在党的十九大报告中指出:"文化是一个国家、一个民族的灵魂。文化兴国运兴,文化强民族强。"在新时代,文化建设工作被国家及社会各行各业普遍重视。在这样的大背景下,医院文化建设对推动医院高质量发展和医疗卫生事业进步具有着深远的意义。公立医院是我国医疗卫生服务体系的主体,本文旨在通过对目前公立医院文化建设存在问题的认识和分析,提出一系列加强医院文化建设的策略和方法,为提升公立医院文化建设成效提供参考,必将对医疗卫生事业的发展产生积极意义。     

论民族主题饭店的建设

本文以藏民族文化饭店为例,通过对民族文化主题饭店的主题化建设的分析,提出了建设主体饭店过程中可能出现的误区,建议民族文化主题饭店要注重文化选择的针对性、注重对民族文化的提炼等等。     

以增强职工认同感来促进单位文化建设

中共中央政治局常委张德江曾说过:"文化不仅是精神的需求、教育的需求、传承的需求,而且是一个民族的魂,一个民族的根,是民族繁衍、生息、发展的命脉。"进入21世纪以来,文化因素越来越多地渗透进单位的生产经营活动,使其获得了新的发展形态和动力。促进单位文化建设,是建设和谐单位的重要任务,因为文化就是单位的凝聚力、生产力、创造力。     

以文化聚集国土管理正能量

正推进国土文化建设,增强国土管理能力,结合随州区域文化特色和国土部门实际,着力点放在加强"两大体系"建设上党的十八大报告把社会主义文化建设作为一个专题作了深刻阐述,指出"文化是民族的血脉,是人民的精神家园",强调"全面建成小康社会,实现中华民族伟大复兴,必须推动社会主义文化大发展大繁荣,兴起社会主义文化建设新高潮,提高国家文化软实力",要求"发挥文化引领风尚、教育人民、服务社会、推动发     

发展中国特色企业文化增强企业核心竞争力（代新年献辞）

党的十七大报告指出:"当今时代,文化越来越成为民族凝聚力和创造力的重要源泉、越来越成为综合国力的重要因素";"要坚持社会主义先进文化前进方向,兴起社会主义文化建设新高潮,激发全民族文化创造活力,提高国家文化软实力"。对于企业来说,贯彻     

浅论西北民族地区城市社区文化建设中政府职能的转型——以宁夏石嘴山市大武口区为例

民族地区社区文化的建设及持续健康发展都以准确的政府职能定位为前提,都离不开一定的政府职能和行为.因此,侧重于民族地区社区文化建设中政府职能的转型研究,是研究民族地区社区文化创新发展的基础.本文以西北民族地区社区文化建设作为切入点,以政府文化职能作为研究对象,在结合宁夏石嘴山市大武口区的社区文化建设现实前提下,分析出民族地区城市社区文化建设中政府职能转型的必要性和必然性,并结合现实探讨出政府转型的可行性策略.     

Differences in work–family conflict: which individual and national factors explain them?

This paper contributes to cross-cultural literature on work–family relationships by testing not only hypotheses about the impact of work and family demands and gender at individual level on work–family conflict (WFC), but also at country level. Concretely, several theories commonly used in the literature (role conflict, boundary management and social support theory) are used to analyzed how national culture dimensions affects WFC. Using information about employee residents in each of the countries interviewed in the Second European Quality of Life Survey and also GLOBE dimensions of national culture, the paper shows that the relationship between work and family demands and WFC is universal and equal phenomenon throughout Europe. In line with gender role theory, demanding and stressing work have stronger effects on women’s WFC than on men’s. While opposite to it, household hours also have stronger effect on women’s WFC than on men’s. Moreover, the paper shows that national culture affects how people perceive work–family relationships. In line with integration/segmentation hypotheses derived from boundary management theory, uncertainty avoidance decreases WFC. Moreover, in line with social support, human orientation decreases the level of WFC, especially for men. Eastern Europe and Mediterranean countries have higher levels of WFC, while Scandinavian countries are those that have lower levels of WFC.     

Cultural background,human capital and self-employment rates among immigrants in Norway

The level of self-employment varies significantly among immigrants from different countries of origin. The objective of this research is to examine the relationship between national culture, human capital in the form of educational attainment in the country of origin and self-employment rates among first-generation immigrants in Norway. Empirical secondary data on self-employment among immigrants from 53 countries residing in Norway in 2004 was used. Five different hypotheses were developed and tested using hierarchical regression analysis. The findings suggest that immigrants from countries with low power distance are more likely to become self-employed. However, other dimensions of cultural attributes, such as the home-country's uncertainty avoidance, masculinity/femininity and individualism/collectivism were not significantly associated with immigrants’ self-employment rate. Finally, and most notably, the average educational attainment in the country of origin was found to be significantly positively associated with self-employment among immigrants. The study concludes with practical implications and suggestions for future research.     

The Roles of Chinese CEOs in Managing Individualistic Cultures in Cross-border Mergers and Acquisitions

The individualism-collectivism culture represents an important and well-researched distinction across cultures. Yet research is less clear about how the different levels of individualistic cultures in host countries affect the success of an increasingly important firm strategy – cross-border mergers and acquisitions (CBMAs). This study addresses this key research question in the context of Chinese firms’ CBMAs, as Chinese firms are increasingly acquiring targets outside of China in the New Normal global business landscape. This study further theorizes and tests how the Chinese acquirer CEOs’ characteristics moderate the wealth creation relationship. In an analysis of 404 Chinese firms’ CBMAs, we found that an individualistic culture in the host country is negatively associated with Chinese acquirers’ CBMA wealth creation. We also demonstrate that Chinese CEOs’ exposure to foreign culture and female gender weaken that negative relationship, while CEO duality strengthens this negative relationship. Our research thus suggests that culture in host countries can negatively affect acquirers’ CBMA performance, but CEOs may be able to manage the effects of the culture to increase their CBMA performance.     

Multinational Companies and Human Resource Management: an Overview of Research Issues1

Anthony Ferner, who is Principal Research Fellow in the Industrial Relations Research Unit at the University of Warwick, uses a wide range of literature and recent empirical research to examine the consequences for HRM of central facets of multinational companies – corporate structure and strategy, country of operation and country of origin. How, for example, do they impact on the degree of cross-national coordination of human resource policies? Are there distinct ‘national’ cultures that infuse these policies? How does ‘corporate culture’ interact with national management cultures of ‘host’ countries? In considering the implications of the discussion for a future research agenda, he emphasises the need to redress the overwhelming concentration in the existing literature on US and Japanese companies.     

Environmental policies,national culture,and stock price crash risk: Evidence from renewable energy firms

This study investigates the impact of country‐level environmental performance and national culture on the stock price crash risk of renewable energy firms. Employing a large sample of 626 renewable energy firms across 31 countries, we find a significant nonlinear relationship between country‐level environmental performance and crash risk. National culture dimensions are found to strongly predict the crash risk of renewable energy firms, particularly after the global financial crisis. On the contrary, national culture dimensions and environmental policies are observed to not exert any significance in explaining the crash risk of fossil fuel firms. Our results are robust with respect to alternative measures of stock price crash risk and the endogeneity of national culture dimensions. Overall, the findings of this paper contribute to the environmental economics literature by providing new evidence regarding the role of societal and environmental factors in explaining the stock price crash risk of energy firms.     

The impact of national culture on systemic risk

We investigate the effects of national culture on systemic risk using a comprehensive dataset from global banks in 58 countries over the period 2003–2016. Our results reveal that systemic risk measures are associated with cultural values. In particular, our results show that individualism and masculinity are the main drivers of banks' contribution to systemic risk. In addition, the impact of cultural variables on the systemic risk measures is nonlinear. This variation may be driven by both information in the national cultural measures and the skewness of the systemic risk measures. The findings have implications for prudential policies: designing uniform prudential and regulatory policies in banking to avoid financial distress for countries with heterogeneous cultures might not have the desire impact; rather, they might be more effective if the type of culture in each individual country is considered.     

Towards an Asian model of human resource management? A comparative analysis of China,Japan and South Korea

There has been much discussion regarding the possible decline and weakening of national systems of human resource management (HRM). Yet, culture and institutions are often cited as the major stumbling blocks to this outcome. Such constraints may dissipate in the analysis, particularly if ‘regional clusters’ are considered where geographic and cultural closeness and ‘openness’ to similar economic pressures exist. In such cases, it might be postulated that convergence in HRM will occur. We argue that China, Japan and South Korea represent such a cluster. This article examines these countries, to see if a degree of convergence is taking place and if it is towards an identifiable ‘Asian’ model of HRM. A model of change is presented that distinguishes between levels of occurrence and acceptance. Details of the development and practice of HRM in each country are then set out. The article ends with a discussion and implications section and a brief conclusion.     

中外少数民族经济发展模式比较研究

不同国家由于历史的不同,其国内民族结构也是不一样的,由此导致少数民族经济发展模式的不同。少数民族经济发展是影响民族内涵的一个重要诱因。纵观民族国家发展史,中国的少数民族经济发展模式与其他国家存在明显的不同。国外一般是强调地域而忽视民族,以地区代替民族;中国则不同,我们是先组成了多元的国家,然后通过一体的精神文化逐渐培育出了统一的中华民族,借由各民族之间的经济发展实现文化交融,最终形成中华民族共同体意识。经济动因在中国少数民族经济发展模式形成过程中,一直发挥着至关重要的作用。     

Efficient entrepreneurial culture: a cross-country analysis of developed countries

Entrepreneurship, together with national cultural values, may improve a country’s GDP levels. Under this hypothesis, the aim of this paper is to analyse the relationships between the levels of entrepreneurship, cultural values, and of GDP per capita in a sample of 27 developed countries, by identifying an efficient combination of culture and entrepreneurship variables, under the concept of efficient entrepreneurial culture, that maximises GDP per capita. Through the application of Data Envelopment Analysis (DEA) methodology, nine countries have been identified as having an efficient entrepreneurial culture. The implications derived for policy-makers are substantial, since a better understanding of cultural effects on entrepreneurship can lead to improvements in the design of governmental programmes that foster cultural values related to high-quality entrepreneurship.     

跨国公司如何“跨国”:制度与文化的分析视角

跨国公司影响一国或地区的经济社会发展。中国跨国公司若要成功"跨国",首要的是从制度层面实现"体制一体化和制度同质化",为"跨国"提供一个良好的制度环境;在文化层面,则须与东道国的文化价值观实现有效对接并寻找更多的契合点;而经济层面,亦应制定全球化发展战略,重组并优化价值链。