基于服务器转发的通讯协议

文章提出了一种基于服务器转发的通讯协议,其能够支持广播、组播、单播这几种通讯方式,支持多种类型消息的通信,并介绍了该协议的功能、报文格式以及实现方法。     

Is there a consensus among financial forecasters?

This paper examines the interest rate forecasts of a cross-section of financial forecasters to determine whether these analysts make predictions which have the characteristics of a consensus. The forecasts are published semi-annually in The Wall Street Journal. The techniques for determining whether a consensus exists are developed and are applied to the predictions of the interest rates of the 90-day T-bill and the 30-year Treasury bond. The methodology provides bounds on the number of distributions which may be classified as consensus and the results indicate that central moments should not be used as consensus predictions.     

Agreement and consensus in a Q-mode research design: an empirical comparison of measures,and an application

Subject of this paper is the analysis of consensus within small groups of respondents, based on a proportionally large number of variables. The target group is researchers who are interested in Q-mode research. Measures of agreement are compared, and an application from a recent project is presented. Cohen’s κ is the preferable measure, Krippendorff’s α is an alternative, which is based on a different concept of expected disagreement. At group level, along with κ and α for multiple raters, additional measures are r _wg, intraclass correlation, and κ _SC. Predictions about level differences between groups can be assessed by a t-test and θ     

Creating a climate for inter-organizational networking through people management

The innovation output and competitiveness of firms increasingly rely on the ability to build and use inter-organizational networks. Previous studies on stimulating inter-organizational networking have largely ignored a critical factor: people management. Therefore, there is a need to identify people management practices that create a climate for inter-organizational networking. In this paper, we first analyze the literature for factors that affect networking behavior. Then, we proceed to identify the key people management practices we expect will affect these factors and will, thus, positively influence employee networking behavior. According to theory and research, the most effective people management practices for creating a climate conducive to inter-organizational networking are: (1) recruitment and selection; (2) training and development; (3) rewards and recognition; (4) supervisory support; (5) rules regarding knowledge disclosure; (6) time pressure; and (7) collaborative programs and projects. A system of mutually reinforcing people management practices will be more effective than the sum of single practices. Therefore, managers should adopt a coherent and consistent system of people management for inter-organizational networking.     

Enhancing knowledge exchange and combination through HR practices: reflexivity as a translation process

Knowledge‐intensive firms need to encourage their employees to engage in knowledge exchange and combination (KEC) so as to create the new knowledge that is core to their success. HRM has the potential to play a key role in encouraging KEC, but relatively little is known about the micro‐processes through which HRM and KEC are linked. Based on a sample of 498 knowledge workers in 14 knowledge‐intensive firms in the pharmaceutical and information and communications technology sectors in Ireland and the UK, this study focuses on the knowledge workers themselves and their perceptions of how HR practices influence KEC. In so doing, we drill down into the micro‐foundations of the proposed linkages between HRM and knowledge creation, proffering reflexivity as a translation process in understanding these linkages.     

The core of the inductive limit of a direct system of economies with a communication structure

This paper studies direct systems of finite, that is with finitely many agents, communication structures, finite (balanced and superadditive) NTU games and finite economies. The inductive limit of such a system is again a communication structure, an NTU game or an economy, this time possibly with infinitely many agents. As a matter of fact, each infinite communication structure, each infinite NTU game and each infinite economy, is the inductive limit of a direct system of finite communication structures, finite NTU games and finite economies. A communication game is an NTU game with a communication structure on the set of players. To each economy, there corresponds a balanced and superadditive NTU game. To each economy with a communication structure on the set of agents, there corresponds a communication game. In the paper it is proved that the core of the inductive limit of a direct system of communication games is not empty and in fact the intersection of the cores of the finite communication games of the direct system. It follows that each infinite economy (with or without a communication structure on the set of agents) has a nonempty core. A direct system of economies is a generalisation of the Debreu and Scarf [Debreu, G., Scarf, H. A limit theorem on the core of an economy, International Economic Review 4, pp. 235–246.] example of `replica economies'. The proof of the nonemptiness of the core of the inductive limit of a direct system of economies is along the lines of the proof by Debreu and Scarf. As by-product it is shown that an NTU game is totally balanced if and only if all its finite subgames are balanced.     

Towards a typology of business process management professionals: identifying patterns of competences through latent semantic analysis

While researchers have analysed the organisational competences that are required for successful Business Process Management (BPM) initiatives, individual BPM competences have not yet been studied in detail. In this study, latent semantic analysis is used to examine a collection of 1507 BPM-related job advertisements in order to develop a typology of BPM professionals. This empirical analysis reveals distinct ideal types and profiles of BPM professionals on several levels of abstraction. A closer look at these ideal types and profiles confirms that BPM is a boundary-spanning field that requires interdisciplinary sets of competence that range from technical competences to business and systems competences. Based on the study’s findings, it is posited that individual and organisational alignment with the identified ideal types and profiles is likely to result in high employability and organisational BPM success.     

产业集群的成因与作用——以北京顺义汽车产业集群为例

揭示了促使产业集群形成的历史因素、基本因素和市场因素,并以北京顺义汽车产业集群为例,详细阐述了产业集群的作用.     

On the conceptualization and measurement of dynamic capabilities for sustainability: Building theory through a systematic literature review

We performed a systematic literature review to explore and understand how the 23-year long debate about dynamic capabilities has addressed sustainability issues. Based on this, we propose a unifying framework that distinguishes different facets of dynamic capabilities for sustainability (DCsS) based on the different types of performance they are more suitable to predict. The theoretical contribution is twofold. First, we add to the literature by highlighting the dependence of different forms of DCsS on different levels of the centrality of sustainability outcomes in corporate strategies. Second, we shed light on the operationalizations of DCsS by providing guidance on the adoption of pertinent constructs and measurement models. The review concludes with a discussion of the managerial implications of the proposed conceptual framework to help decision makers better understand, which strategic moves to make to achieve their intended sustainability goals.