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Sutama Ghosh 《International journal of urban and regional research》2014,38(6):2008-2024
In the Toronto Census Metropolitan Area (CMA), almost a third of the total housing stock is comprised of high‐rise apartment buildings. Not only do most new immigrants reside in these structures upon arrival, they often continue living here for a prolonged period, for a variety of interrelated economic and psychological reasons. It is therefore important to ask: How do these vertical structures affect the life worlds of the residents? What functions do these spaces perform? How do immigrants develop attachments to these spaces, and how do they make them their own? By drawing upon the experiences of 30 Bangladeshi immigrant households in Toronto's inner suburbs, I demonstrate that even though these vertical stacks are not conducive to frequent social interaction by design, the residents variously transform such functional spaces into unique ‘Bengali’ neighbourhoods that are filled with ambivalent feelings of hope and despair, imaginations of the future, becoming a place they can call home away from home. 相似文献
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Olivia A. O'Neill Daniel C. Feldman Robert J. Vandenberg David M. DeJoy Mark G. Wilson 《人力资源管理》2011,50(4):541-558
This study examines the relationships among organizational achievement values, high‐involvement work practices (HIWP), and business unit performance. Specifically, we examine whether HIWP mediate or moderate the effect of achievement values on retail store performance. Using data collected at three points in time from more than 1,000 employees, we found support for the mediation model. The article concludes with directions for future research and implications for management practice. © 2011 Wiley Periodicals, Inc. 相似文献
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We study how high‐involvement work practices (HIWPs) may enhance a firm's economic performance through the development of a proactive environmental strategy (PES). HIWP systems facilitate the implementation of a PES by promoting employees' ability, motivation, and opportunities to behave in ways consistent with environmental management goals. In turn, PESs contribute to the development of strategic competitive advantages and drive superior performance. The results of our empirical analysis of 233 firms broadly confirm our hypotheses and suggest that although the direct effect of HIWPs on performance was not signifi cant in our sample, HIWPs do have a significant indirect effect through a PES as a mediator. 相似文献
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Seth Schindler 《International journal of urban and regional research》2014,38(3):791-804
Ananya Roy introduces the concept ‘subaltern urbanism’ in her 2011 article ‘Slumdog Cities: Rethinking Subaltern Urbanism’. She challenges researchers to move beyond existing epistemological and methodological limits, and offers four concepts which, taken together, serve as a useful starting point for understanding and representing subaltern urban space. In this article I argue that instead of a deductive approach that begins with an a priori identification of slums as subaltern urban space, an inductive approach of identifying subaltern urban space would expand the concept and show that subaltern urbanism exists in the global North. I present original research to show that Flint, Michigan, can be considered subaltern urban space. In the final section of the article I argue that this inductive approach to subaltern urbanism can foster comparative research across the North‐South divide, and generate the transfer of knowledge from South to North. 相似文献
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Long‐Sheng Lin Shyh‐Jer Chen Pei‐Chi Huang Chia‐Mei Lu 《Asia Pacific Journal of Human Resources》2014,52(4):443-459
While there is considerable research exploring the link between high‐commitment human resource (HR) practices and firm performance, the contingencies (or boundary conditions) that might affect this relationship have received little attention. This paper proposes to explore this gap by analysing data drawn from a service industry (hair salons) in Taiwan. Building upon social exchange theory, the paper tests four hypotheses exploring the link between high‐commitment HR practices and store performance, the mediating role of ‘helping’ or organizational citizenship behaviour (OCB), and the moderating effects of demographic and functional diversity. One finding is that age diversity, the most applicable indicator of demographic diversity, was found to undermine the linkages between high‐commitment HR practices, helping behaviour and store performance. In contrast, educational diversity – a key indicator of functional diversity – reinforced those relationships. This study also compares the relative moderating strengths of two diversity dimensions upon the mediation relationship of the HRM bundle, OCB and store performance and shows that functional diversity is the more potent moderator. The paper supports the view that there is no direct and universal relationship between high‐commitment HR practices and performance. Instead the relationship is heavily moderated by contingent factors such as the various dimensions of workforce diversity. 相似文献
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Jang‐Ho Choi 《Asia Pacific Journal of Human Resources》2014,52(3):370-387
Previous studies have supported the association between high‐performance work systems and firm performance; however, HR practices were measured in various ways. This study demonstrates the relationships between three aspects of high‐performance work systems (ability‐enhancing, motivation‐enhancing, and opportunity‐enhancing HR practices) and performance of a firm (financial performance and job satisfaction of employees) among South Korean firms. In addition, this study compares the relative predictive power of two measures of HR practices (the perceived presence and the perceived effectiveness). The findings reveal that the effectiveness measure accounts for more of the variance in financial performance and employee job satisfaction than the presence measure. 相似文献
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The aim of this paper is to examine the relationship between high‐performance work practices (HPWPs) and workplace bullying and identify possible mediators. The study presents hypotheses based on two competing perspectives: a mutual gains perspective, arguing that HPWPs lead to higher perceptions of justice and less role conflict, thereby reducing the risk of bullying; and, a critical perspective, arguing that HPWPs lead to work intensification and competition among colleagues, and thereby to more bullying. A two‐wave survey (n = 209) was conducted among business professionals in Finland. The results show that HPWPs are associated with less bullying, and justice and role conflict mediated the relationship. Thus, the results provide support for the mutual gains perspective on HPWPs, challenging prevailing assumptions in the bullying literature that suggest performance‐enhancing HR practices are a risk factor. Instead, the results point to the significance of HPWPs as an important tool to prevent bullying. 相似文献
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While previous studies have found high‐commitment work practices (HCWPs) to have an intimate relationship with organizational performance, little is currently known about what affects the adoption of HCWPs and which factors change the relationship between HCWPs and organizational performance. This study focuses on employee‐centered philosophy as a predictor of HCWPs and on competitive market environments and market strategies as moderators in the relationship between HCWPs and organizational performance. Using a nationally representative and longitudinal dataset, this study demonstrates that HCWPs mediate the relationship between employee‐centered philosophy and labor productivity. The findings also support the hypotheses that HCWPs are more strongly related to organizational performance in organizations under a more competitive environment and with a more innovative market strategy. The results provide implications on how employee‐centered philosophy affects organizational performance and which organizations benefit more from adopting HCWPs. 相似文献
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高层建筑反映了现代新技术成就给城市带来的活力与形象,但由于目前许多高层建筑与城市空间格格不入,使人们产生了对它的冷漠感、距离感。分析了高层建筑设计和城市空间在融合中存在的缺陷并论述了城市空间对高层建筑设计的影响。 相似文献
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建筑技术的发展,大量新型建筑新材料出现。目前混凝土仍然是世界上使用量最大、应用最广泛的建筑材料。虽然混凝土材料的使用已经有如此长的时间,但在建筑工程混凝土质量中仍然存在许多的问题,其突出表现为混凝土浇注出现裂缝以及耐久性破坏等问题。本文将就某高层综合办公楼为例,对比较常见的一些混凝土质量问题进行原因分析,并给出相应的预防措施。 相似文献
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Federico Caprotti Cecilia Springer Nichola Harmer 《International journal of urban and regional research》2015,39(3):495-517
Eco‐cities have attracted international attention from governments, corporations, academics and other actors seeking to use sustainable urban planning to reduce urban environmental impacts. China has devoted significant political will and economic resources to the development of new‐build eco‐city projects, reflecting the Chinese government's goals to build a ‘harmonious society' in which environmental sustainability and social stability are mutually reinforcing. We critically analyse the case of the Sino‐Singapore Tianjin eco‐city to demonstrate that the eco‐city's ecologically modernizing visions of eco‐urbanism construct a protective environment for its residents that constrains broader consideration of social sustainability. Through analysis of the marketing and presentation of specific domestic and other spaces of the eco‐city, we examine the application of ecologically modernizing construction and technology to the design of the city. We argue that the eco‐city is discursively constructed as ecologically beneficial for its inhabitants rather than for the broader socio‐environmental landscape. Our analysis of residential spaces in Tianjin eco‐city introduces the question of what ‘eco’ means when considering the construction of eco‐urban environments for the city's residents. 相似文献
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Strategic human resource management (SHRM) has been an important strand of research in the HRM field for over three decades, and has attracted heated debates in recent years. One main critique of the state of SHRM research is its increasing detachment from HRM practice, in the pursuit of more theoretical rigor and methodological sophistication. Our review article has two main tasks. First, we review SHRM research published in two leading HRM journals—Human Resource Management and Human Resource Management Journal—in the light of the criticisms on SHRM research and use this as a backdrop of our second task. Second, we critically examine SHRM research conducted in the Chinese context by drawing on a systematic review on extant literature. In doing so, we draw on a wider range of HRM journals such as Human Resource Management Review, The International Journal of Human Resource Management, and so forth. We find that while the trend of psychologization in SHRM research is gathering pace, the range of theoretical perspectives mobilized to inform the studies is actually expanding. We call for SHRM research to be more contextualized and more practical phenomenon‐driven SHRM research. We indicate several avenues for future research, using China as an example. 相似文献
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随着我国经济发展水平的不断提升,我国的建筑业也取得了长足的进步,高层建筑与超高层建筑的设计和施工水平不断提高。目前,我国已成为超高层建筑的建造大国,具备自主设计和建造高品质超高层建筑的能力。但总体来看,我国超高层建筑施工与管理中仍存在着一定的问题,本文对超高层建筑模架工程技术进行了研究和探讨。 相似文献
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随着我国经济的持续快速发展,人们对高层建筑的功能要求趋向于多样化、综合化和全面化。于是,带转换层的建筑结构孕育而生,并在近年来得到较为广泛的应用。 相似文献
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The relationship between environmental management practices and firm performance has continuously received much attention in academic research. As existing literature on the link of the two constructs is characterized by heterogeneous research characteristics and mixed empirical evidence, one interesting question arises: Do research characteristics affect the magnitude and direction of the relationship between environmental management practices and firm performance? Amassing a database of 92 studies, 199 effect sizes, and 72,258 firms, we examine this question by conducting a meta‐analysis. The characteristics investigated in this study include item number of performance measures, year of data collection, industry type, economic development, and Hofstede's five cultural dimensions. A meta‐regression reveals that environmental management practices are positively associated with firm performance and that the degree of this association depends on these contexts. Specifically, the environmental management practices–performance relationship increases with year of data collection, is stronger with multiple item measures, and is higher for firms in developed countries and in cultures characterized by high power distance, low individualism, low uncertainty avoidance, and low long‐term orientation. 相似文献
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Ahmed Mohammed Sayed Mostafa Paul Bottomley Julian Gould‐Williams Wessam Abouarghoub Sophie Lythreatis 《Human Resource Management Journal》2019,29(4):620-636
In this paper, we examine whether the relationship between high‐commitment human resource (HR) practices and two employee outcomes, quit intentions and organisational citizenship behaviours (OCBs), is contingent on organisational identification. Incorporating insights from both social exchange and social identity theories, we propose that the relationship between high‐commitment HR systems, intention to quit, and OCBs is attenuated when employees strongly identify with their organisation. This proposition was tested and supported with employees of a Swedish relocation company and a Greek shipping organisation. For high identifiers, as perceptions of HR practices deteriorated from high to low, they were associated with smaller increases in quit intentions and smaller decreases in citizenship behaviours. But overall, high identifiers always had lower quit intentions and higher citizenship behaviours than low identifiers, which is managerially reassuring. 相似文献
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