Internal and external restructuring over the cycle: a firm-based analysis of gross flows and productivity growth in Portugal

This paper discusses the role played by internal restructuring vis-à-vis external restructuring in industry productivity growth, arguing that the contribution of these two components is expected to be sensitive to the economic cycle. The study describes gross flows (job and output) over a period of one decade, and analyses the productivity differential among continuing, entering and exiting firms in the Portuguese manufacturing sector. The results of the decomposition of industry productivity growth suggest that the share of external restructuring is stronger in recession, while internal restructuring seems to be predominant in expansion. The strong and positive contribution of the net entry effect, in 1991–1994, was not followed by any between and cross effects of equivalent magnitude in the 1994–1997 sub-period. The within effect is, as expected, stronger when output growth is at its peak, but in no case large enough to turn productivity growth procyclical.

“Going to market”: Changing patterns in the organisation and character of process research

This paper explores a meta level question in process research: the implications of the move to a more market based mode of research now evident for the production of process knowledge. It first of all examines the implications for the changing organisation of process research. For example, there has been the emergence of a group of contract process researchers. These researchers may also form alliances with researchers from other disciplines within multidisciplinary teams. Second, it examines implications for the changing character of process knowledge in relation to criteria of internal and external validity. Different effects are evident at different stages at the research cycle, but it is argued that there is no inherent threat to concepts of validity. These trends are exemplified by a project on which the authors are currently engaged. The article concludes with a discussion about the possible future for process research.     

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.     

Employee-oriented HRM and voice behavior: a moderated mediation model of moral identity and trust in management

Abstract

This study examined how employee-orientated human resource management (EOHRM) is related to Chinese employees’ voice. Drawing on the trust literature, we developed and tested an integrative model that involves the mediating role of trust in management in the effect of EOHRM on voice behavior and the moderating role of employees’ moral identity in the EOHRM effects. Data were collected from 251 employees from a variety of occupations in China. Bootstrap-based regression analyses were used to test the research model. Results showed that trust in management partially mediated the relationship between EOHRM and voice behavior. The effect of EOHRM on trust in management and the indirect effect of EOHRM on voice behavior via trust were stronger in employees with higher rather than lower levels of moral identity. These findings suggest that organizations may promote employee voice by implementing HR policies and practices that focus on employees’ personal and family needs and consider employees’ moral identity.     

Antecedents of organizational identification in multinational corporations: fostering psychological attachment to the local subsidiary and the global organization

This article reports the results of an empirical case study of the antecedents of organizational identification among local managers in a multinational corporation (MNC). Organizational identification, which refers to an individual's psychological attachment to the organization, has gained increasing attention because of its assumed link with behaviour associated with enhanced organizational performance. Yet little work has been done on what fosters organizational identification, particularly within the context of a MNC. Moreover, there is empirical evidence showing that managerial employees of MNCs draw a distinction between their local subsidiary and the global organization as manifest in separate group identifications. This suggests that there may be differential sets of antecedents of identification with the local subsidiary and with the global organization. The results of the present study indicate that there are different sets of factors that promote identification with the local and global levels of the organization. The results further show a complementarity of causal variables; identification with the local subsidiary is fostered primarily by factors which pertain to the local company context, while identification with the global organization is fostered primarily by factors which pertain to the MNC as a global entity.     

An Inquiry to Move an Underutilized Best Practice Forward: Barriers to Partnering in the Architecture,Engineering, and Construction Industry

There is an obvious need in the architecture, engineering, and construction (AEC) industry for improved project team integration through project delivery to ensure improved project outcomes. The literature reports that, among other methods, project partnering, when followed successfully, provides a great opportunity to improve project performance via improved collaboration among key project stakeholders (e.g., owner, designer, contractor) and reduce claims as a result while letting all project members stay in their traditional roles and work under any contractual framework, including design‐bid‐build. Despite its potential and history in the United States since the late 1980s and being classified as one of the best practices by the Construction Industry Institute in 1996, partnering continues to be underutilized. Existing research on partnering is mostly limited to public projects such as mega roadway and bridge projects. Guided by the literature, the aim of this research is to understand and report barriers to project partnering in the United States from both vertical/horizontal and public/private construction sectors. Via a comprehensive literature review, followed by a Delphi survey of partnering experts, this study systematically classified barriers to project partnering. In study results, implementation barriers to partnering during project delivery are more frequently pronounced than the barriers to its adoption. Of the top reported barriers to project partnering, the majority are cultural; project team related barriers show the greatest area of potential for improvement; and contrary to the literature, none is legislative. The study contributes to the body of knowledge by drawing attention to project delivery and management practices in the AEC industry to improve team collaboration and chances of successful implementation and adoption of integrative practices.     

Postponement strategy for international transfer of products in a global supply chain: A system dynamics examination

This paper contributes to research on “postponement” strategy in the context of a global production–distribution system of an automobile manufacturer. It proposes a model that integrates multiple considerations germane to global supply chains. Postponement is important in this context because it is necessary to consider international transfers and tariffs, and it is important to appropriately account for the impact of postponement on total costs. Consideration of several key variables such as shipping point, customs tariff, and cost differences between countries is essential to derive full benefits from postponement strategy in global supply chains. International transfer of goods among countries in global automobile industry is complex and dynamic because of the multitude of factors that must be considered. The paper develops insights regarding postponement strategy in global supply chains via a system dynamics simulation model. The model draws on the experiences of a Korean automobile manufacturer with operations in developing and developed countries.     

The managerial prerogative and the employee's duty to work: a comparative study of functional flexibility in working life

This paper presents a discussion of the general reasons for conducting comparative research, the need for a socio-legal functional approach and the motives for subjecting Swedish, English and German labour law to study. Anna Christensen's theory of the normative field of law is discussed and applied to the field of comparative labour law research. The focus of the research is the legal regulation of the managerial prerogative (especially the employer's right to direct and allocate work) in the light of the increasing trend towards greater flexibility in employment.     

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     

城市形象建设必须注重文化内涵 ——中国常德诗墙的启示

常德历时 10年、结合城市防洪大堤的建设 ,修建了长达 3公里的“中国常德诗墙” ,并以此为突破口 ,在城市建设中注重文化建设 ,改善了城市形象 ,提高了城市的品位。常德诗墙建设的启示是 :1 塑造城市形象必须注入文化内涵 ;2 只有把地方文化反映到城市建设中去 ,才能形成城市特色 ;3 城市文化形象需要标志和标志性建筑 ;4 城市文化工程必须营造精品。     

城镇生态敏感区的划分及建设途径——以上海市航头镇为例

小城镇的协调发展是我国城市化合理推进的基础.通过对上海市航头镇进行的研究,将生态敏感区的内涵和类型划分体系用于城镇空间四大主体功能区的划分,并针对优化开发区、重点开发区、禁止开发区和限制开发区分别提出建设途径的建议.这种划分方法对于合理利用国土空间和生态环境保护等方面具有重要意义.