Boundedly complete families which are not complete

Summary Completeness of a family of probability distributions implies its bounded completeness but not conversely. An example of a family which is boundedly complete but not complete was presented by Lehmann and Scheffe [5]. This appears to be the only such example quoted in the statistical literature. The purpose of this note is to provide further examples of this type. It is shown that any given family of power series distributions can be used to construct a class containing infinitely many boundedly complete, but not complete, families. Furthermore, it is shown that the family of continuous distributions , is boundedly complete, but not complete, whereU denotes the uniform distribution on [a, b] and {P _ϑ,ϑ ∈ IR}, is a translation family generated by a distributionP ₀ with mean value zero, which is continuous with respect to the Lebesgue measure.     

家庭资本：家族企业竞争优势的一个重要源泉

在资源优势理论与企业核心能力理论的基础上，本文着重探讨了，资金、技术、管理等都处于劣势的家族企业获得竞争优势的一个重要源泉是家庭资本(社会资本的一个子集)，家庭资本是家族企业潜在资产，不能直接产生竞争优势，但能创造与企业持续竞争优势更直接有关的资产。本文认为对于这些资产，或者仅仅只有家族企业能获得，或者家族企业比非家族企业更容易获得，因此这些家庭资本成为家族企业的独特资源优势，最终导致家族企业竞争优势的形成。     

我国家族企业中家族成员配置机制研究

目前我国家族企业中出现了家族成员人岗不匹配,内部人事管理混乱,家族成员争权夺利等现象。家族成员配置机制指家族企业通过对家族成员分类,为他们安排不同的培养方式、职位和退出方式等的制度,其中家族成员分类管理模型是其核心内容。以家族成员分类管理模型为核心的家族成员配置机制可以有效地解决家族企业内部人安置的问题。     

上市公司家族控制与公司绩效关系的实证分析

以2004年沪深两市324家家族控股上市公司为研究样本，建立了家族控制对公司绩效影响的模型。实证分析结果表明，家族持股比例与公司绩效呈显著的正相关关系；家族成员担任董事长或总经理对公司绩效具有促进作用；家族董事对公司绩效的影响效果不明显。     

Methodological choices in work-life balance research 1987 to 2006: a critical review

This study reviewed methodological choices (sampling frames, constructs investigated and measures used) in 245 empirical work-life balance papers published in a range of discipline-based peer-reviewed journals between 1987 and 2006. Results show that work-life balance studies need to establish greater consistency between the conceptualization of constructs and the operationalization of measures. There is also scope for well-designed field experiments to establish clear causal relationships between variables. Sampling choice in previous literature is somewhat constrained and may be enhanced by targeting single and same-sex parent families, manual and lower-skilled service workers, and employees providing eldercare. Researchers should also be more transparent in providing rationales for their choices of organizations or group lists used to target respondents. The findings have significant implications for understanding, interpreting, and utilizing the contemporary work and family literature.     

The Reciprocal Relations of Pressure,Work/Family Interference,and Role Satisfaction: Evidence from a Longitudinal Study in Taiwan

The aim of this longitudinal study was to explore reciprocal relationships between work/family pressure, work/family interference, and work/family satisfaction among Taiwanese employees (N = 310). All study variables were assessed three times. We found that within the work domain, earlier work pressure caused later work‐to‐family conflict (WFC), while earlier WFC reduced later job satisfaction. We also found that earlier WFC caused later work pressure, while earlier job satisfaction reduced later WFC. Similarly, we found that within the family domain, earlier family pressure caused later family‐to‐work conflict (FWC), while earlier FWC reduced later family satisfaction. We also found that earlier FWC caused later family pressure. In addition, family pressure and family satisfaction had reciprocal relationships over time. Together these longitudinal and reciprocal relations strongly support our hypothesized feedback loops linking pressure, work and family conflict, and role satisfaction, within each of the work and family domains. We made specific suggestions on breaking these vicious cycles to effectively manage both the work and family roles.     

家族影响、创新与企业绩效——基于广东省家族企业的实证研究

以家族企业中的家族影响为研究视角,通过对广东省127家家族企业进行实证检验,探讨了家族成员的社会资本、家族成员管理参与度和家族成员间和谐度这三个家族影响维度对家族企业绩效和创新的影响。研究结果显示,此三个家族影响维度与家族企业绩效存在正相关,创新在两者之间的关系中起着正向的调节作用。     

浅议家庭与家庭文化建设

家庭随着社会的发展而不断的变迁着,同时,家庭的形式和功能也在不断的改变和扩张,但家庭的文化传承功能一直没有改变。不断的变革中,家庭的文化传承在领域和内容上大大减少了,但在传承民族文化的深度和厚度上不断提升。家庭文化建设需要个人和社会共同承担这一历史使命。     

Cross‐cultural differences on work‐to‐family conflict and role satisfaction: A Taiwanese‐British comparison

The aim of this research was to explore relations between work and family demands and resources, work‐to‐family conflict (WFC), and work and family outcomes in a cross‐cultural comparative context involving Taiwanese and British employees. Two‐hundred and sixty‐four Taiwanese employees and 137 British employees were surveyed using structured questionnaires. For both Taiwanese and British employees, work and family demands were positively related to WFC, whereas work resources were negatively related to WFC. Furthermore, WFC was negatively related to family satisfaction. More importantly, we found that nation moderated relationships between work resources and WFC, WFC and work, and family satisfaction. Specifically, work resources had a stronger protective effect for Taiwanese than British in reducing WFC, whereas WFC had a stronger detrimental effect on role satisfaction for British than Taiwanese. It is recommended that both culture‐general and culture‐specific effects should be taken into consideration in designing future WFC research and familyfriendly managerial practices. © 2010 Wiley Periodicals, Inc.     

基于中国传统的家族企业传承问题探讨

改革开放以来,民营企业已经成为我国经济生活中重要的组成部分。而家族企业作为中国社会民营企业重要的经济组织形式,在本世纪都将进入权杖交接的重要阶段,如何从新中国"第一代"创业者手中将企业传递到"第二代"继任者手中,使家族企业基业长青,顺利完成领导人的更替,实现代际传承将越来越成为管理学界理论及实证研究的重要课题。本文突破以往对传承过程的研究,从中国传统文化的视角探讨家族企业传承问题,以期摸索出一条适合我国家族企业领导权成功交替的新路。     

HR practices in US and Australian family wineries: cultural contrasts and performance impact

Research on human resource practices within family businesses is limited, particularly in the wine industry. In this comparative study, 57 US and 37 Australian small and mid-sized family wineries responded to a comprehensive survey of their human resource systems. In addition to contrasting HR practices between family wineries in different countries, this study analyzed the impact of these activities on company sales and profitability. Results were consistent with the hypotheses: US firms were more likely to formalize HR practices than their Australian counterparts, Australian wineries emphasize worker training whereas US wineries focus on hiring qualified employees and both groups connected formalized HR practices to effectiveness and profitability. Finally, the US wineries reported higher profitability than Australian wineries. Implications of the results are discussed and directions for future research are suggested.     

Depletion or expansion? Understanding the effects of support policy use on employee work and family outcomes

Past research on the effects of employees' use of work–family support policies tends to draw on a depletion perspective suggesting that using these policies may reduce work–family conflict. The emphasis on depletion fails to consider the expansion perspective that assumes that using work resources may enrich family functioning. Using a sample of 113 matched employee–supervisor pairs and a 1‐month separation between predictor and criterion measurement, we found support for the expansion rather than the depletion perspective. Specifically, the relationships between support policy use and employee job satisfaction and family efficacy (but not organisational citizenship behaviour) were mediated by work‐to‐family enrichment; these effects were realised only for employees with high levels of family identity. In contrast, no support was found for family‐to‐work conflict as a mediator of the model.     

河北大午集团的家族企业立宪制

河北大午集团因其创始人孙大午首创的"家族企业立宪制"引起了媒体的极大关注.这套迄今为止中国独一无二的制度使该集团成功跨越死亡谷,成长为"中国最具生命力百强企业".该制度环环相扣、相互制约,在实践中不断完善,实现兼顾各方利益,调动各方积极性,能保障企业健康、稳定、持续地发展下去.然而,刚被民主选举进入董事会的饲料公司经理...     

论婚姻家庭中夫妻话语冲突及其应对策略

夫妻话语冲突在我国普遍存在,它是造成婚姻家庭成员之间不和谐的主要因素。作为话语研究中新的课题,国外研究者对夫妻话语冲突问题进行了大量研究,但还没有引起国内研究者的足够重视。夫妻话语冲突不仅直接影响两性和谐、婚姻质量,也间接影响孩子的成长与健康发展。本文拟结合语言学、心理学、社会学的相关理论观点,从表现、成因及应对三方面探讨我国婚姻家庭中夫妻话语冲突问题。     

我国家族企业代际继承和权杖交接问题研究——基于上市家族企业的实证

家族企业已成为中国经济发展的重要力量。但学术界对其代际继承和权杖交接问题的研究却严重滞后,这不仅对家族企业经营和管理产生不良影响,而且对我国经济转型和产业结构调整等宏观经济调控造成一定的阻碍。对387家家族控制上市公司的实证分析结果显示:家族实际控制人对上市公司的控制方式对公司盈利能力和业绩有负相关关系。家族实际控制人出任公司重要管理岗位与公司盈利能力有正相关的关系。     

Organizational work–family support as universal remedy? A cross-cultural comparison of China,India and the USA

In both industrialized and emerging countries, organizations increasingly seek to support employees’ efforts to maintain a healthy work–family balance. Research has identified two types of organizational support in this context: formal work–family programs and informal work–family cultures. This study examines the relative effects of work–family programs versus work–family culture on employees’ job satisfaction and performance in various cultural environments. Drawing on the individualism–collectivism cultural dimension introduced by Hofstede, it is argued that employees’ cultural background may affect family models, which in turn determine employees’ need for formal organizational work–family support, but are not related to employees’ need for informal support. In line with this notion, the results from comparisons of an industrialized country (the USA) with two emerging countries (China and India) show that work–family culture has positive effects in all three contexts. However, formal work–family programs positively affect job satisfaction and job performance only in India and the USA, whereas they exhibit no significant effect in the more collectivist setting of China.     

Work–family conflict/family–work conflict,job stress,burnout and intention to leave in the hotel industry in Quebec (Canada): moderating role of need for family friendly practices as “resource passageways”

Abstract

This study examines how the need for family friendly practices contribute in increasing the effects of work–family conflict (WFC) and family–work conflict (FWC) on job stress, burnout, and intention to leave in the hotel industry in Quebce (258 staff). The essential results indicate that the perception of a need for childcare moderates the relationship between FWC, job stress, and burnout. Also, employees wanting to have a compressed workweek and part time measures are exposed to more stress related to WFC/FWC. Finally, the four measures can constitute resources passageways in order to reduce the work-family interference, job stress, burnout and therefore the intention to leave. Theoretically, he results extend this line of theorizing by highlighting the importance of subjective needs for family friendly policies, as ‘resource caravan passageways’, in the work–family interface and job outcome processes. The perception of a desire or need for these measures offers a new understanding of these practices. Practically, identifying who is more sensitive to family friendly measures would enable organizations or employers to allocate supportive resources more adequately by targeting those employees who are most in need of such practices.     

标准化——家庭旅馆健康发展的必由之路

改革开放以来,我国旅游业得到迅猛发展,家庭旅馆也应运而生。由于家庭旅馆散乱分布于居民区和农家,设施、服务参差不齐,各种纠纷也不断出现。加大监管力度、提高服务质量、用标准化来规范家庭旅馆已迫在眉睫。     

Work‐to‐Family Spillover Effects of Workplace Ostracism: The Role of Work‐Home Segmentation Preferences

This study considers workplace ostracism as a source of stress and examines its spillover effects on the family. By integrating the work‐family interface model with boundary theory, we investigate the impact of workplace ostracism as perceived by employees on their family satisfaction by examining the mediating role of work‐to‐family conflict and the moderating role of work‐home segmentation preferences. The results from a three‐wave field survey of 233 employees in China indicate that workplace ostracism is negatively related to family satisfaction; this relationship is also mediated by work‐to‐family conflict. In addition, work‐home segmentation preferences attenuate the mediating effect of work‐to‐family conflict on the relationship between workplace ostracism and family satisfaction. The theoretical and managerial implications of these findings are discussed.     

“The Times They Are a-Changin”: Family Responsibilities Discrimination and the EEOC

Family responsibilities discrimination, bias against workers based on their responsibilities to care for family members is widespread in many organizations and is rapidly becoming a twenty-first century workplace concern. Employers who harass, pass over for promotion, and even terminate workers because they care for children, elderly parents or spouses, or disabled family members have been sued with more frequency and have been paying increasing amounts in verdicts. Recently, the EEOC took an important step toward ending this discrimination by issuing enforcement guidelines that will educate employers and employees about family responsibilities discrimination and caregivers’ rights and responsibilities. The Guidelines explain how federal equal employment opportunity laws apply to workers who struggle to balance work and family, and what firms can do to avoid potential legal problems and accompanying liabilities with respect to family responsibilities and caregiving discrimination.