Business ethics: the materiel/manufacturing perspective

The discussion of purchasing practices and product integrity, which have ethical implications for materiel/manufacturing management, serves to illustrate how routine decisions can have larger implications for the firm as a whole. Management needs to take a proactive role in confronting ethical issues by (1) demonstrating a corporate commitment to sound ethics in business practices, (2) providing written policies where appropriate to provide a basis for sound ethical conducts, (3) educating various functional areas to understand their responsibility in seeming unrelated ethical problems, (4) delegating authority in ethical issues where such issues are considered in decision making, and (5) fostering interfunctional communication as a means in establishing corporatewide responsibility. The basic philosophical principles of JIT serve as a blueprint for recognizing and managing ethical responsibility. The unexpected by-products of a JIT implementation may be vendor/customer good will and an excellent reputation for the firm.     

Contextualising diversity management in the Middle East and North Africa: a relational perspective

This study examines the clash between diversity policies as designed in the West and the challenges in implementing these in the Middle East and North Africa region. We contribute to the role of context in diversity management by studying how HR managers deal with diversity policies when the Western approach and the local context are perceived as being incompatible. Twenty HR/diversity managers working for multinational companies in nine different countries in the Middle East and North Africa region were interviewed. The findings show that a manager's understanding of the interrelated nature of multilevel factors of the local context influences the strategies adopted. Three strategies to deal with the perceived clash are identified: forcing a Western approach upon the local country, a reframing strategy where existing policies are reformulated to fit the Western requirements, and a sensitive approach in which the local context is considered. The study suggests that multinationa.l companies have to adapt diversity policies to local multilevel factors of the country in which they operate.     

Reflections on developments in institutional theory: Toward a relational approach

In this review article, we reflect upon recent developments in institutional theory with particular emphasis on first, how organizational fields have been conceived and second, on how action has been conceptualized and incorporated into institutional accounts. We show that progress has been made in regard to our understanding of field level processes and the role of institutional actors. However, we also identify a number of weaknesses and challenges, which we assess in the context of developing a relational approach to institutional analysis.     

Applied linguistics research in three decades: a methodological synthesis of graduate theses in an EFL context

Quality & Quantity - The recent years have witnessed an increasing awareness in methodological issues in the field of applied linguistics, which brought about what Byrnes (Mod Lang J...     

Women in business: entrepreneurship, ethics and efficiency

This article begins by reviewing some of the main theoretical approaches to entrepreneurship. We then discuss the measures proposed in the literature to benefit women, facilitating reconciliation of work and family life and examining the view of authors who consider the negative effects of these measures. Finally, we contemplate situations where the measures benefiting women are based on economic or ethical reasons. This last section qualifies the universalist approach underlying work-family life reconciliation, describing the context for interaction between women and entrepreneurial activity.     

Absenteeism in Israeli schoolteachers: An organizational ethics perspective

Two studies are presented with the purpose of investigating teacher absences in Israel from the perspectives of organizational normative behavior (Study 1) and organizational ethical climate (Study 2). Study 1 posits that absence may represent shirking behavior, and tested this hypothesis by investigating temporal absence trends of the entire public teacher population in Israel around weekends, holidays, and days of heavy workload. Results provide evidence which supports our theoretical expectations. Study 2 proposes that teachers' work absences are associated with the school's ethical climate. Using a sample of high-school teachers, our results supported this hypothesis, particularly for low-seniority and non-tenured teachers. We suggest that the normative behavior and ethical climate perspectives offer new vistas for advancing our understanding of absence behavior in organizations.     

Europe in the year 2000: three pitfalls ahead

This paper analyses three problems facing the EU in the near future: (1) A move towards majority decision-making would impose costs upon the minority and restrict freedom. (2) A European Bill of Rights would give the European Court more centralising power. (3) European determination to strengthen and separate its own military forces within NATO bodes badly for the future of the Organisation.     

和谐城市建设的伦理思考

通过对和谐城市建设进行伦理内涵和伦理诉求的伦理思考,推动现代城市建设的和谐化转向。围绕生态伦理人与自然和谐统一的基本主张,对和谐城市进行了理论阐释。     

On becoming a sociomaterial researcher: Exploring epistemological practices grounded in a relational,performative ontology

What is the role of the researcher in a world that is continuously enacted and reconfigured in sociomaterial practices, a world in which subject and object, structure and agency, body and mind, knower and known, are assumed to be ontologically inseparable? In this article, I explore this question by drawing on my own experiences of reconsidering essentialist and representationalist assumptions, and becoming a sociomaterial researcher. My exploration draws on my experiences of conducting a qualitative longitudinal case study at the Swedish Migration Board. Specifically, I show what it can mean to ‘invite materiality’ into interviews, examine the conditions of possibility to become in certain ways by tracing the genealogy of practices, and engage with data relationally rather than categorically. By accounting for my experience of working through these practices, I aim to develop and articulate an understanding of what the ontological position underlying a sociomaterial approach implies for epistemology, and of how we can act (or, rather, intra-act) more creatively and responsibly as sociomaterial researchers. Moreover, I highlight differences in the kinds of knowledge that a sociomaterial approach grounded in relational and performative onto-epistemologies, as opposed to a socio-material approach, grounded in critical realism, produce about the unfolding of organizational practices—specifically, the practices unfolding in the reception area of the Swedish Migration Board. The paper contributes to the current debate on sociomaterial approaches, and in particular to the development of practices available to draw upon for researchers taking a sociomaterial approach.     

HR research in the Netherlands: imitation and innovation

In this paper we present an overview of Dutch HRM Research in the last decade, based on a content analysis of academic journals in this area. Also included is a comparison between UK and USA research, on the one hand, and Dutch research, on the other. Looking back, we conclude that HRM research in the Netherlands has had a relatively institutional character and has been less focused on HRM activities in a narrow sense. Dutch HRM researchers have paid less attention to the strategic positioning of HRM, to the redesign of HRM tools in the area of through-flow and performance management (appraisal, reward systems, feedback mechanisms) and to the monitoring of the effects of HRM. In this way HRM research has not reflected the key HRM issues occupying the attention of practitioners. From more recent patterns, however, we expect Dutch HRM research increasingly to reflect managerial concerns. This does not imply full convergence with US patterns, especially given the Dutch traditions in industrial relations and personnel management. The challenge for Dutch research on HRM is to find the right balance between market forces and institutional arrangements, including a fair position for the workers; this will have to do justice to the long established tradition of industrial democracy and consultation practices among the various stakeholders.     

Unhappy with well-being research in the temporary work context: mapping review and research agenda

Abstract

While temporary workers’ specific employment circumstances strongly suggest negative consequences for their well-being, research on temporary workers’ well-being shows serious inconsistencies. To identify possible reasons, we provide an overview of previous well-being research in the temporary work context. The mapping review shows that inconsistencies are caused both by the use of the umbrella term temporary work to describe a wider range of employment forms with divergent characteristics and the use of the buzzword well-being for various well-being indicators. In addition, the portfolio of employment-specific antecedents used is insufficient to gain a comprehensive view of temporary workers’ well-being situation. Based on these findings, we propose an agenda for future well-being research in the temporary work context. A first key implication is that analyses considering country-specific circumstances and employment-specific characteristics of particular atypical employment situations are needed. Secondly, a more comprehensive portfolio of employment-specific and individual antecedents would help with gaining deeper insights into temporary workers’ well-being situation. In addition, effects of well-being on attitudinal and behavioral outcomes should be analyzed to demonstrate the return on investment of organizations’ well-being enhancing activities. Finally, well-being oriented HR practices and their implementation in the temporary work context are part of the proposed research agenda.     

赈济活动中的3个疑问

汶川大地震,让我们经历了太多的感动,也给我们留下了许多新的课题。期间,我国企业的赈灾捐赠、紧急援建达到了空前的规模,彰显了崇高的人道主义精神和强烈的社会责任意识。然而,面对突发的自然灾害,不少企业也暴露出应对经验的不足。本期选登了几篇文章,仅供企业界参考借鉴,并希望引起读者更加深入地思考。     

Evaluating the success in international sourcing of information technology projects: The need for a relational client‐vendor approach

This article investigates the differences across and the need to consider both the client and vendor perspective in evaluating international sourcing (offshoring) success and highlights the need for incorporating relational factors into the success assessment rather than focusing solely on financial or operational outcomes (e.g., projects delivered on time, within budgeted costs). We take an expanded view of project success (using relational/process dimensions) and provide insight into how client and vendor firms evaluate success differently across relational dimensions and how relational factors play a key role in achieving success. Based on the findings, propositions are presented to guide future offshoring success research.     

船闸检修期间三峡坝区船舶海事行为管理研究

2012年,三峡船闸和葛洲坝船闸同步检修,船舶在三峡坝区待闸锚地大量积压,船舶海事行为管理有着鲜明的区域性、时间性和社会根源。文章研究分析了船闸同步检修期间的船舶海事行政违法行为概况、成因和防治对策。     

In search of alliance-level relational capabilities: Balancing innovation value creation and appropriability in R&D alliances

In order to advance our knowledge of alliance-level relational capabilities, this paper investigates how searching across different knowledge domains affects both innovation value creation and appropriability in R&D alliances. Focusing on the alliance level of analysis, we advance that, in R&D strategic alliances, search span has a curvilinear (inverted U-shape) relationship with value creation and a positive relationship with value appropriability. Our analysis on a sample of 1515 interfirm dyadic R&D alliances confirms these hypotheses. We find that, after a threshold level of search span, joint value creation decreases. Conversely, the allied firms’ ability to appropriate the value of their jointly developed inventions grows exponentially as the alliance search span increases. Thus, value creation and appropriability may have conflicting exigencies. We argue that firms involved in R&D strategic alliances should develop the interorganizational relational capability to jointly manage the process of search that occurs at the interorganizational level, and specifically the span of their search, in ways that balance the needs of value creation and appropriability.     

Strategic global human resource management research in the twenty-first century: an endorsement of the mixed-method research methodology

Global competition is rapidly becoming the norm in which nearly all business organizations must compete in one fashion or another. The complexity and value of strategic global human resource management (SGHRM) will continue to compound in significance as globalization becomes the predominate form of business. Both practitioners and researchers maintain the grapple with understanding the global phenomena and the resulting impact on the entire human resource management system.

Previously, researchers' maintained research programmes utilizing Western-style theories and methods, which were predominantly quantitative, to explore phenomena that may now be inappropriate. These methods and theories frequently do not capture the ‘fabric’ of global phenomena that include complex interactions of culture, institutions, societal norms and government regulations, among a few concerns.

The mixed methods approach is proposed to add the ‘fabric’ required, illustrating the depth and flexibility needed to explore the SGHRM issues. Mixed methods are a combination of qualitative and quantitative approaches that maintain methodological rigour as well as measures for reliability and validity. This paper explores the current methods, the reasons for their lack of success in portraying the depth of the phenomena and why the mixed methods approach appears to be a superior method for research for the SGHRM field.     

Shop stewards in the 1990s: a research note

Evidence suggests that the unions suffered badly during the 1980s, but how has this affected the lynch-pin of workplace industrial relations, the shop steward? The evidence of this research is that the shop stewards of the 1990s display remarkable stability in their influence and role when compared to earlier surveys.