Probing the Group Faultline Concept: An Evaluation of Measures of Patterned Multi-dimensional Group Diversity

The article provides a conceptual and analytical discussion of the group faultline notion introduced to organizational research by Lau and Murnighan (1998). Group faultlines can be thought of as patterned multi-dimensional diversity, and recent attempts to measure faultline strength differ in the way they specify and operationalize this patternedness. I evaluate the comparative validity of these competing measures by scrutinizing their analytical strengths and weaknesses and by applying them to a number of illustrative group constellations that represent different faultline strengths. I conclude that at the current early stage of group faultline research, and given the shortcomings of the available indices, scholars are well advised to use multiple measures of faultline strength in empirical studies so as to better gauge the validity and reliability of both their results and the indices applied. I also caution against excessive hopes with regard to the explanatory power of the faultline concept in empirical research. This article was written while the author was teaching at the Nanyang Technological University in Singapore and an earlier version was presented at the Academy of Management annual meeting in New Orleans, August 6–11, 2004.     

吉伦台-塘坝4勘查区八道湾组三段含煤性与煤质特征

新疆尼勒克煤田吉伦台-塘坝4勘查区位于天山褶皱带西部,具山间盆地特征。文章通过煤岩特征与含煤性、煤层与空间展布、煤质特征、煤质类型与风氧化特征等分析,阐述了八道湾组三段含煤性与煤质变化特征。     

基于利益相关者／平衡记分卡的集团公司绩效评价研究

本文基于利益相关者理论,并借鉴平衡计分卡的原理,设计了集团公司对子公司的绩效评价体系。并以S集团公司为案例,按照所设计的绩效评价体系,运用突变级数评价法对该集团公司18个子公司的绩效进行了计算和评价。运用平衡记分卡设计的评价体系更加全面,且考虑了诸多利益相关者的诉求,选择的突变级数评价法计算简单,不存在确定权重的问题,减少了主观性。     

Ethnicity and human resource management practice in sub-Saharan Africa: the relevance of the managing diversity discourse

The paper explores issues of human resource diversity in the multi-ethnic societies of sub-Saharan Africa, arguing that ethnicity constitutes a primary dimension of diversity. The influence of ethnicity on employment relations in organizational life in this region is examined and whether the discourse of managing diversity could be applied to manage such diversity. The paper argues that, if the ethnic diversity found in African organizations is well managed, this could enhance organizational harmony and effectiveness. Further, if organizations in Africa deliberately embrace approaches of 'inclusion' rather than 'exclusion' in managing their human resource and appreciate the inherent employee 'difference', it could improve the image and effectiveness of organizations operating here. At the same time, there is a need to adapt such approaches to the cultural specificity of local contexts.     

城市居住空间分异与群体隔阂——对失地农民城市居住问题与对策的思考

对失地农民的集中安置模式虽然能够高效地推进安置工作,但其所引发的居住空间分异,却带来了城市内部新的"城乡"分裂以及城市居民与失地农民之间新的隔阂.作为一种解决方案,"大混居、小聚居"的安置模式既能促进失地农民社会网络的再构与生长,又能促使各群体共同生活背景的形成,加快失地农民的城市化进程.     

构建和谐西安之弱势群体的保障机制研究——整合力量与科学合理的责任分担机制

弱势群体的保障问题是构建和谐社会中一个非常重要的问题。本文在以西安市弱势群体调查的基础上提出了在解决弱势群体问题中他们所应承担的社会责任,这对加快构建和谐西安具有重要意义。     

参观者素质的提升与上海世博会的风险防范

上海世博会的风险防范与安全管理早已引起了相关机构和研究者的高度重视,本文试图从提升参观者素质的角度考察其与世博会风险防范与控制的关系,并找出难点和重点所在,进而提供一些具体的建议,希望能为有关机构提供参考。     

The effect of strike militancy intentions and general union attitudes on the Organizational Citizenship Behavior of university faculty

Using a sample of unionized faculty, this study investigated whether faculty members' militancy intentions and general union attitudes affected their level of organizational citizenship behavior (OCB). OCB was divided into three dimensions (OCB-teaching, OCB-faculty, and OCB-university), and separate predictions were made for each. Results indicated weak relationships at best between the predictor variables and OCB, suggesting that unionization is not likely to affect this important aspect of job performance.     

Beyond Over-representation: The Problem of Bias in the Inclusion of Minority Group Students in Special Education Programs

The over-representation of ethnic and cultural minorities in Special Education Programs (SEPs) is a problem for education systems whenever objective features in each subject cannot explain this excess. In contrast to what is normally claimed, the problem lies not in over-representation of minorities, but in bias against these groups. In this article, bias is defined as the difference between the probability of being included in a SEP conditioned not only by belonging to an ethnic minority group, but also by the presence or absence of objectively-identifiable problems.The normal procedure for determining over-representation is based on an analysis of the remainder from a logistic model in which the dependent variable is given by an odds ratio. However, over-representation does not necessarily show the presence of bias. In this article, we argue that the presence of bias can be demonstrated using the density of minorities in each district as a predictor of over-representation.In order to determine the presence of bias, this article proposes three methodological changes to the normal procedure for the measurement of over-representation. First, a modification is suggested for the calculation of the traditional odds ratio, taking as the reference group the culturally dominant group, independent of its size in the given district. Second, the criteria for the determination of over-representation are the statistical significance of the difference in the proportion of minority students when compared to the reference group. Finally, the density of minorities is used as a predictor of statistically significant differential placement (SSDP).To illustrate the method, data from The Fall 1994 Elementary and Secondary School Civil Rights Compliance Report (U.S. Department of Education, 1994) is used. Using this data we will describe the pattern of Differential Placement (DP) of ethnic minority students in the disabled programs of Serious Learning Disabilities (SLD) and Serious Emotional Disturbance (SED) using the variable of minority density in the district.Results show ethnic minority membership implies a higher chance of being placed in the SEP mentioned below. However, as minority group density increases, this probability also increases to a maximum point. At this point, the probability of minority students being diverted towards a Disabled Program starts to decrease. This inflexion point in the distribution of placement changes according to ethnic minority group and SEP. The innovative feature of this work is the study of the density of minority groups as the main predictor of over-representation in SEPs.     

综合查询模块开发、应用与维护——以广州港集团生产业务管理信息系统为例

首先对广州港集团及其管理信息系统进行简要介绍,接着将公司业务人员提出的查询功能进行整合分类,并对选择MyEclipse企业级工作平台、PL/SQL Developer 7.0、润乾报表v4.5作为综合查询主要开发工具的理由进行了阐述。其次是结合实例从视图编写、报表文件制作J、SP页面布局三个步骤理清了综合查询的开发思路,最后从用户应用过程中出现的问题及如何解决对后期维护提出了大致思路。     

The effect of job impact,job interdependence,and employee characteristics on the acceptability of a drug-testing policy

Increasingly employers are testing employees for illicit drug use. Employees vary in their degree of acceptance of drug-testing policies. Both job and individual characteristics are hypothesized to affect individuals’ reactions to drug-testing policies. The first study reported here investigated the effect of job impact, job interdependence, sex, and age on four aspects of the acceptability of a drug-testing policy. While there was no effect for the job characteristics, both age and sex had significant effects. A follow-up study which focused solely on employee characteristics replicated the age effect. Implications are discussed.     

“Going to market”: Changing patterns in the organisation and character of process research

This paper explores a meta level question in process research: the implications of the move to a more market based mode of research now evident for the production of process knowledge. It first of all examines the implications for the changing organisation of process research. For example, there has been the emergence of a group of contract process researchers. These researchers may also form alliances with researchers from other disciplines within multidisciplinary teams. Second, it examines implications for the changing character of process knowledge in relation to criteria of internal and external validity. Different effects are evident at different stages at the research cycle, but it is argued that there is no inherent threat to concepts of validity. These trends are exemplified by a project on which the authors are currently engaged. The article concludes with a discussion about the possible future for process research.     

基于制度创新的旅游企业战略联盟优势——以广州岭南国际企业集团为例

基于制度创新和战略联盟理论,以广州岭南国际企业集团为例,研究了战略联盟作为制度创新的一种方式给联盟企业带来的优势.这些优势主要表现为提高联盟内企业的竞争力和在企业间进行资源共享与相互学习.     

城市化质量的空间特征及其门槛效应研究

通过重构城市化质量评价指标体系,利用熵值法、泰尔指数、变异系数、探索性空间数据分析等方法测度了2007-2016年我国各省市自治区城市化质量的综合水平及其空间特征,基于能源消费结构转型视角构建了面板门槛模型,以检验环境规制对城市化质量的门槛效应。研究显示:我国各省市城市化质量总体上逐步提高,但省域差异呈现出"四降四升"的双W型波动变化趋势。城市化质量省际间存在空间集聚分布格局,但异质性有所增强。冷热点空间格局表现出"东热西冷"的分布规律,环境规制对城市化质量具有显著的双门槛效应,人力资本和经济发展水平对城市化质量具有驱动作用,而能源消耗和收入差距则抑制城市化质量的提升。     

Integrating the disabled into the work force: A survey of fortune 500 company attitudes and practices

Full participation in the work force continues to be an elusive goal for disabled individuals. One common explanation for this state of affairs is that employers tend to have negative attitudes about what the handicapped have to offer as employees and what is required to integrate them into the work force. Unfortunately, relatively little recent data is available about such attitudes. Thus, a survey of Fortune 500 companies was conducted to examine employers' attitudes toward the disabled. Employers' hiring and accommodation practices were also examined. Results were encouraging for the handicapped in some areas (e.g., performance perceptions) and a cause for concern in others (e.g., the perceived cost of making workplace accommodations). Level of exposure to the handicapped was also related to attitudes and practices. Limitations, research directions, and implications for corporations are discussed.     

报表合并范围及方法对集团利润的影响

在市场经济日益发展成熟的今天,企业之间经济往来变得越来越密切,互相投资、股权置换等行为日益频繁,股权关系也越来越复杂。虽然新会计准则使报表合并更加完善,但大部分都是原则性的规定,仍有许多企业在利用报表合并范围、合并方法的频繁变动进行利润操纵。现从会计报表的不同合并范围及合并方法对利润的影响进行探讨,以寻求会计准则及规范的日臻完善。     

科技转化质量问题的治理方法探讨

科技成果如何尽快地转化成社会生产力,并使之服务于经济和社会的发展,提高国家的核心竞争力,是各国政府都一直关注的焦点,因此,对科技转化质量的研究意义重大。文章从对科技转化质量瓶颈的分析入手,主要探讨对其的治理方法。     

Making the cut: occupation-specific factors influencing employers in their recruitment and selection of immigrant professionals in the information technology and accounting occupations in regional Australia

The ongoing underutilisation of immigrant skills has become a topical issue for researchers and policy-makers alike. Within Australia, the majority of studies conducted in this space have adopted either the immigrant or policy-maker perspective, and have utilised human capital theory or labour market segmentation theory to explain the phenomenon. This paper contributes to the existing literature by proposing a novel occupation-specific approach focusing on the employer as a central player in determining labour market outcomes. In this exploratory study, interviews were conducted with 21 employers of accounting and IT employers in the regional city of Wollongong, Australia. The findings suggest that employers of accountants held a greater preference for Australian work experience and qualifications; communication skills beyond English language skills; and emphasised person–organisation fit over person–job fit. Conversely, employers of immigrant IT professionals were more tolerant of overseas-based qualifications and experience; were willing to accept candidates with ‘sub-standard’ communication skills; and were open to personal attribute variations. Immigrant accounting professionals were therefore more likely than their IT counterparts to experience disadvantage when seeking employment opportunities in Australia; a finding that represents important implications for immigrant professionals, policy-makers and employers.     

Outsourcing occupational safety and health: An analysis of the make or buy decision

This paper investigates the factors affecting the outsourcing decision of occupational safety and health (OSH) services. I posit several hypotheses following the three main approaches to the make or buy question: (1) the transaction cost theory, (2) the resource‐based view of the firm, and (3) the behavioral decision‐making framework. The empirical analysis draws on microdata from 3,047 Spanish firms that are legally obliged to provide organized OSH activities but free to choose the option to outsource. Results show that informational symmetries and increasing transaction costs mainly explain the decision to outsource the OSH activity. Organizational behavior variables, such as management commitment to safety and workers' representation, also relate to the outcome of the decision but not necessarily as hypothesized. Finally, I did not generally observe the strategic value of safety in informing the make or buy decision. © 2009 Wiley Periodicals, Inc.