Ambidextrous work in smart city project alliances: unpacking the role of human resource management systems

Abstract

Organizations that are competing in dynamic global markets are increasingly adopting ambidextrous strategies where exploration and exploitation capabilities are combined simultaneously. However, ambidextrous work raises new challenges for human resource management (HRM). Based on 21 interviews with managers in seven multinational firms in Europe, we investigate how ambidextrous work in smart city work is supported through HRM systems. Our findings suggest a complex mix of three different HRM systems (one at corporate and two at project levels) designed to support ambidextrous exploratory and exploitation work. Specifically, corporate HRM systems focused on incentives and development of dual capabilities for smart city managers (SCMs). At project levels, interconnected explorative and exploitative HRM systems offered tailored managerial tools to support social integration and knowledge management between internal and external employees. Theoretical contributions, future research paths, and practical implications are addressed.     

A voted based random forests algorithm for smart grid distribution network faults prediction

ABSTRACT

In this paper, we focus on fault prediction in the smart distribution network. modified version of voted random forest algorithm (VRF) is proposed for enhancing the predicting accuracy of the faults. We change the decision process by redesigning the voting algorithm by introducing multiple SVM models for voting model training. Based on the trained models, a simple NSGA algorithm is applied to find the best voting model. Results showed that the new algorithm could improve the accuracy and recall rate of the fault prediction, especially for the recall rate of the negative samples.     

A decision analysis model for smart mobility system development under circular economy approach

Circular economy (CE) is recognized as one of the most popular theories of the decade. Its domain spreads to disciplines like production, environmental sciences, and transport/mobility sectors. This research corresponds to one of the essential questions in CE which look for effective solutions in smart mobility systems regarding eco-innovation indicators. We conducted a deep survey on CE and smart mobility literature and sorted out potential solutions (alternatives) and fundamental indicators based on the Quintuple Helix model. Then, a rough-based multiple criteria decision analysis model was adopted by the incorporation of LMAW (logarithm methodology of additive weights) and MARCOS (measurement of Alternatives and Ranking according to the COmpromise Solution) methods. To analyse the potential solutions, ten experts from relevant sectors assisted us in composing an assessment platform through qualitative comparison. Initial results showed that public transport (good practices) and shared mobility services are amongst the best solutions for establishing a smart mobility plan. Our decision-making model was tested and showed that our ranking scores are highly confidential and stable. The outcome of this study can be benchmarked in urban planning, where policymakers should rethink the transport and mobility sectors, structuring, development, and economic remodelling which are top decision-making problems nowadays.     

Designing a smart information system: the influence of feedback on energy conservation persuasion

ABSTRACT

This study explored whether a smart information system can motivate users to conserve energy in the home environment. Three kinds of feedback information based on user decisions were discussed: emotion feedback with a happy mood, average feedback of a comparison group and ranking feedback within a comparison group. An experiment validated that all the feedbacks had a positive influence on users’ energy conservation performance. Users’ positive attitude toward the social group that they lived in and compared with would increased users’ environmentally friendly behaviours. Finally, several suggestions on the design of energy feedback are provided.     

Evaluating the employability paradox: When does organizational investment in human capital pay off?

Abstract

The paper explores the notion of the employability paradox which notes that while organizations investing in the career and competency development of their workforce can benefit from higher performance, they also risk losing more employable staff to competitors. Building on contributions from social exchange theory and signalling theory, we develop a model exploring the circumstances under which investment in career development benefits employees and organizations. We test our model in a longitudinal study following graduates entering the labour market. Our results show that when organizations signal that they care about employees by investing in their career development and individuals are receptive to such signals and proactively seek to manage their careers, investment in career development has a positive impact on organizational commitment and intention to stay with one’s employer. Our findings indicate that the idea of the employability paradox is simplistic and lacks theoretical and empirical support.     

Extending design-optimality from an initial model to augmented models

We consider an initial linear model E(Y)=B a and an augmented model E(Y)=B a+C b. We show that, if a design is optimal for estimating K a in the initial model, then there exists a matrix L such that this design is also optimal for estimating K a+L b in the augmented model. Received: December 1998     

The relationship between perceived training and development and employee retention: the mediating role of work attitudes

Abstract

This paper considers how utilizing a model of job-related affect can be used to explain the processes through which perceived training and development influence employee retention. We applied Russell’s model of core affect to categorize four different forms of work attitude, and positioned these as mediators of the relationship between perceived training and development and intention to stay. Using data from 1191 employees across seven organizations, multilevel analyses found that job satisfaction, employee engagement and change-related anxiety were significantly associated with intention to stay, and fully mediated the relationship between perceived training and development and intention to stay. Contrary to our hypotheses, emotional exhaustion was not significantly associated with intention to stay nor acted as a mediator when the other attitudes were included. These findings show the usefulness of Russell’s model of core affect in explaining the link between training and development and employee retention. Moreover, the findings collectively suggest that studies examining employee retention should include a wider range of work attitudes that highlight pleasant forms of affect.     

Clarifying the effect of organization learning on service innovation: the mediating role of intellectual capital

Abstract

The study of intellectual capital has gained interest in today’s highly competitive landscape. Using intellectual capital as a mediator, this paper developed an integrated model to examine whether organization learning affects and increases the capacity for new service development (NSD). The results from the study of 598 hotel managers support this model across multi-dimensions of intellectual capital and show that intellectual capital plays a mediating role between organizational learning and NSD. This paper also finds exploitative organization learning enhances the positive effect of organization capital because it fosters a positive link between relational capital and human capital. The study also discusses how this intriguing pattern of mediation could be explained by using theory and research with a regulatory focus.     

New product development in foreign customer relationships: a study of international SMEs

Abstract

This study identifies a gap in research concerning how small and medium-sized enterprises (SMEs) can benefit from pursuing locally (rather than globally) oriented internationalization strategies. Becoming overly dependent on one single foreign market could potentially reduce the inflow and diversity of new knowledge that can serve as input for new product development. This study discusses how this risk can be minimized. In this endeavour we create a theoretical model that investigates how the local sales concentration and relationship-specific commitment of SMEs relates to new product development. To do this we draw on the behavioural internationalization process framework. The theoretical model is tested on an effective sample of 188 Swedish SMEs. The results show that relationship-specific commitment mediates the effect of local sales concentration on new product development. The implication is that investments which enable collaboration in important business relationships are crucial requisites for keeping firms innovative and in pace with market fluctuations. The findings thus contribute to international business literature by showing that a local market scope of operations combined with a relationship orientation are beneficial for new product development in international SMEs.     

The impact of signal dependence and own ability awareness on herding behaviour: a tale of two managers

This model examines the case of managers whose signals, when informative, are perfectly correlated as in the Scharfstein and Stein model [1990. The American Economic Review 80(3): 465–479]. This has a herd increasing impact as it introduces a positive reputation externality. On the other hand, it is also assumed that managers have perfect knowledge of their own ability, an assumption with herd reducing implications. Combining these two offsetting, in terms of herding, assumptions, it is found that a smart manager who plays first will sometimes, but not always, truthfully announce his/her private information. On the other hand, a smart manager who plays second will always report his/her true signal, while a dumb manager who plays second may herd, either on the first manager's action and/or on the prior. It is also found that the more likely a dumb manager who plays second is to herd on the first manager's action, the less likely is a smart manager who plays first to herd on the prior. Copyright © 1999 John Wiley & Sons, Ltd.     

城市理性增长理论与实践研究进展

城市理性增长强调经济、社会和环境的可持续共同发展,已成为美国城市发展的行动纲领。系统地总结了城市理性增长的理论模型,美国城市理性增长在土地利用变更、社区复兴、住宅偏好及选择、耕地保护与基础设施建设等领域的实践效果,以及理性增长的中国化进程。     

Regional Growth and National Development: Transition in Central and Eastern Europe and the Regional Kuznets Curve in the East and the West

Abstract

Regional disparities in Central and Eastern Europe rose substantially since 1990. Still, prima facie evidence of beta-convergence is often found in the CEE data. To reconcile this seeming paradox, we sketch out and test empirically a hybrid model of regional growth that draws on the regional Kuznets curve and incorporates aspects of cumulative causation and neoclassical convergence. In both CEE and the ‘old’ EU15, regional convergence is strongly linked to the level of national development, non-linearly. But while in the EU15 convergence speeds-up at intermediate/high levels of development, in CEE we find divergence at intermediate levels of national development and no significant return to convergence thereafter. Although this may show that overall development levels are not sufficient yet to mobilise regional convergence, it is also possible that non-convergence is attributable to centripetal forces instigated by the process of transition.     

Public Management and Network Specificity: Effects of colleges’ ties with professional organizations on graduates’ labour market success and satisfaction

Abstract

Research on managerial networking in the public sector reports positive effects of network activity on performance. However, little is known about which network relations influence different aspects of performance. We argue that for specific organizational goals, organizations should direct their networking activities towards specific types of organizations. We explore how different types of network relations of Dutch colleges for nursing studies affect the performance of these colleges. We analyse the effect of ties with professional organizations on: (1) graduates’ program satisfaction, (2) graduates’ wages and (3) graduates’ employment (n = 1,484 graduates). Multilevel analyses show that colleges’ ties with professional organizations positively affect graduates’ wages and employment.     

Personality and salary at early career: the mediating effect of emotional intelligence

Abstract

This paper examines the role of emotional intelligence (EI) as a mediator in the relationship between salary at early career and personality. The longitudinal data was collected from a selected sample of 130 university graduates, who were in the early stages of their professional careers. The results of a path analysis indicated that salary was indirectly predicted by personality traits, as measured by the Big Five model. Salary was predicted by neuroticism (both positively and negatively), extraversion (positively), and openness (positively) via the EI dimensions following the causal chain: perception, understanding and emotional regulation. Our findings have suggested the advantages of using EI measures as a complement to more dispositional measures, such as ability or personality measures, for personnel selection and people development in organizations and have provided real practice with clear suggestions for improving HRM.     

Standard setting in Sweden

ABSTRACT

Extensible Business Reporting Language (XBRL) is being adopted by European regulators as a data standard for the exchange of business information. This paper examines the approach of XBRL International (XII) to the meta-data standard's development and diffusion. We theorise the development of XBRL using concepts drawn from a model of successful open source projects. Comparison of the open source model to XBRL enables us to identify a number of interesting similarities and differences. In common with open source projects, the benefits and progress of XBRL have been overstated and ‘hyped’ by enthusiastic participants. While XBRL is an open data standard in terms of access to the equivalent of its ‘source code’ we find that the governance structure of the XBRL consortium is significantly different to a model open source approach. The barrier to participation that is created by requiring paid membership and a focus on transacting business at physical conferences and meetings is identified as particularly critical. Decisions about the technical structure of XBRL, the regulator-led pattern of adoption and the organisation of XII are discussed. Finally areas for future research are identified.     

Managing The Environment

Abstract

The literature on network management in the public sector reports positive effects of network activity on agency performance. Current studies show however no differences between specific types of contacts in an agency's environment. The present article adopts an explorative design to study the different types of environmental actors in the networks of nine colleges for nursing studies in the Netherlands. A typology of environmental ties is introduced, and applied to the nine cases. It appears that contacts to different types of actors reflect different levels of ambition in the network management of the colleges. The level of ambition in network management appears to be associated with two indicators for college performance: it is positively associated with diploma rate, and negatively associated with drop-out rates among freshmen. These results are discussed with reference to the current literature in public network management.     

The management of professional employees: linking progressive HRM practices,cognitive orientations and organizational citizenship behavior

Abstract

The present research examines the relationships between progressive HRM practices and the organizational citizenship behaviors (OCB) of professional employees. Drawing on recent HRM literature, our research model includes a perceived organizational support (POS)-commitment mediation hypothesis. Taking into account previous studies on professional employees, a job satisfaction-commitment pathway is also integrated. We tested both mediational pathways as part of a single structural equation model using a sample of 329 professional employees. Our results show that the relationship between recognition and OCB is mediated by the POS-commitment pathway, while the relationships between fairness of rewards, skills development and OCB are mediated by the job satisfaction-commitment pathway. The specificities of the HRM of professional employees related to their multiple cognitive orientations are discussed.     

Core equivalence theorem: countably many types of agents and commodities in $\vec{L}^{1}(\mu)$

Abstract  We prove a core-Walras equivalence result for a finitely additive confederate economy with commodity space L¹(μ) and a measurable bounded map of extremely desirable commodities: when the map of extremely desirable commodities is simply bounded the properness of preferences is no longer equivalent to the existence of just one extremely desirable commodity as assumed in the countably additive model by Rustichini and Yannelis. Mathematics Subject Classification: 91B50, 91B54; 28B20, 46A22, 28A25 Journal of Economic Literature Classification: D51; C02     

智能电网的实施与影响

收集详尽的信息,并建立完善的分析模型,做出有利的决策,智能电网才能发挥更好的安全、经济、环境影响。智能电网将助推风电等新能源的发展,会带来对通讯、智能电表等更高的需求,加速我国产业转型升级。     

Multi-stakeholders’ assessment of bike sharing service quality based on DEMATEL–VIKOR method

ABSTRACT

Bike sharing is a sustainable mode of urban transportation. Assessing the perceived service quality is essential to improve the development of bike sharing. Most of the existing research evaluates the service quality of bike sharing only from the perspective of its users. This study assesses the perceived quality gap among four different stakeholders including government regulators, platform operators, bike association and users. First, an evaluation criteria system consisting of sixteen criteria obtained from the five dimensions of tangibles, reliability, responsiveness, assurance and empathy is constructed based on a revised service performance model. Thereafter, a hybrid multi-criteria decision-making model that combines Decision-Making Trial and Evaluation Laboratory (DEMATEL) with VIsekriterijumska Optimizacija I Kompromisno Resenje (VIKOR) is proposed. Then, the model is applied to evaluate the service quality of bike sharing in Xi’an City. Finally, some useful suggestions are given to improve the bike sharing service quality from the perspective of multi-stakeholders.