基于高职国际贸易专业工学结合模式构建的创新研究

高职教育应当以就业为导向,注重其应用性,工学结合的本质是教育通过企业与社会需求紧密结合,人才培养模式改革的重点是教学过程的实践性、开放性和职业性,实验、实训、实习是三个关键环节。通过对国际贸易专业工学结合人才培养模式的研究,深刻认识国际贸易专业工学结合教学模式体系的重要性,旨在研究并构建国际贸易专业工学结合教学模式体系,有效促进国际贸易专业学生的学习效果,使之成为高素质、高技能的高等技术应用性人才。     

Managing the HR dimension of international project operations

While much is known about the role of HRM in achieving positive outcomes in foreign subsidiary and international joint venture contexts, there has been a paucity of research into HRM issues in international project operations. In this paper, we develop an analytical framework to demonstrate the HR activities of each stage of the international project lifecycle, drawing upon supporting data from a study of Australian firms in international development projects. The discontinuous, complex and unique characteristics of international projects produce distinct IHRM challenges: for the supplying firm, particularly staff deployment and HR planning; and for project workers, in terms of career trajectory and job security.     

Pursuing sustainable development through green entrepreneurship: An institutional perspective

Pursuing sustainable development through green entrepreneurship has been advocated, conceptualized, and empirically examined in the recent environmental management and entrepreneurship literature. However, green entrepreneurs are embedded in institutional environments that may discourage them from embracing sustainable development because of the “paradox of embedded agency.” How can a firm overcome the liability of such an agency issue and escape what has become known as a “green prison”? This study proposes that, because international venturing exposes firms to foreign institutions, it provides them with opportunities for institutional learning. Thus, we examine how international venturing influences green entrepreneurship which, in turn, impacts firm performance. Specifically, based on institutional theory, this study develops a firm-level green entrepreneurship framework with three dimensions: green initiatives (a firm's active adoption of green practices), received government green support (benefits that a firm gains from the government by adapting to governmental incentives, programs, and policies related to green practices), and green political influence (a firm's attempts to influence legislation that enacts laws, rules, and regulations related to green practices). The results obtained by analyzing 152 firms that engage in international venturing activities and 151 firms that do not show that international venturing is positively associated with green initiatives and government green support while these two factors further directly enhance firm performance and mediate the effects of international venturing on performance.     

国际市场营销下的国际物流管理

有效国际物流是企业实现国际市场营销战略的关键,加强国际物流管理,可以降低物流成本和提高企业在国际市场上的竞争力。运输、储存、存货是国际物流的三大重要活动,对这些活动进行管理可以获得事半功倍的效果。从国际市场营销的视角,对国际运输、国际仓储和国际存货等主要的国际物流管理内容进行探讨,以期为企业在国际市场上进行有效的国际物流管理提供理论参考。     

全球化背景下国际供应链核心竞争力分析

随着经济全球化的不断深入,国际供应链将是企业管理模式发展的必然,对国际供应链核心竞争力的分析将有助于企业在构建国际供应链过程中避免不必要的学习成本和风险损失。本文从国际供应链的内涵分析出发,得出了国际供应链所具有的竞争优势:成本优势、质量优势、聚焦优势和资金优势。然后根据国际供应链竞争优势的表现与获取方式,认为国际供应链的核心竞争力表现为:资源获取能力、合作协调能力、系统集成能力、沟通能力以及信息共享能力。     

中国企业跨国战略联盟中的组织学习研究

近年,中国企业与外国企业间组建了大量的跨国战略联盟,战略联盟为中国企业的全球学习营造了良好的组织支撑和学习界面。然而在现实中,由于存在着诸多障碍,制约了双方在联盟中组织学习的效果。因此,迫切需要理清障碍、加强学习管理,从而提升联盟中的组织学习效果,进而提高中国企业在国际市场的竞争优势。     

The performance of international returnee ventures: the role of networking capability and the usefulness of international business knowledge

This paper sheds light on the international new ventures led by returnee entrepreneurs and investigates the influence of networking capability and the usefulness of international knowledge for the overall performance of so-called international returnee ventures (IRVs). By integrating network theory with a capability view of firm performance, it advances six hypotheses that form a structural model, which is tested with LISREL on a sample of 194 IRVs from China. The findings show that international networking capability has a positive influence on the provision of international business knowledge, which in turn is positively related to the innovation performance, but they have a negative impact on the financial performance. Hence, this study presents a discussion of the usefulness of knowledge gained from the international network relationships of emerging market returnee entrepreneurs.     

The Bridging Role of Expatriates and Inpatriates in Knowledge Transfer in Multinational Corporations

Drawing on the knowledge‐based view of the firm, this article provides the first empirical study that explicitly investigates the relationship between different categories of international assignees and knowledge transfer in multinational corporations (MNCs). Specifically, we examine (1) the extent to which expatriate presence in different functional areas is related to knowledge transfer from and to headquarters in these functions and (2) the extent to which different categories of international assignees (expatriates vs. inpatriates) contribute to knowledge transfer from and to headquarters. We base our investigation on a large‐scale survey, encompassing data from more than 800 subsidiaries of MNCs in 13 countries. By disaggregating the role of knowledge transfer across management functions, directions of knowledge transfer, and type of international assignees, we find that (1) expatriate presence generally increases function‐specific knowledge transfer from and, to a lesser extent, to headquarters; and that (2) the relevance of expatriates and former inpatriates varies for knowledge flows between headquarters and subsidiaries. Additionally, we discuss implications for research and practice, in particular regarding different management functions and different forms of international assignments, and provide suggestions for future research. © 2015 Wiley Periodicals, Inc.     

高职《国际金融》课程教学改革实践研究

本文结合笔者的教学经验,通过对北京地区部分高职院校《国际金融》课程的教、学、用的调查,从高职学生的特点与高职《国际金融》课程教学改革的现状出发,提出“以学为本”的《国际金融》课程教学改革建议与具体实施方案。     

Learning and development opportunities as a tool for the retention of volunteers: a motivational perspective

The growing reliance on volunteers in Australia has heightened the need for non‐profit organisations to retain these valuable resources. However, the current literature on volunteer retention is limited. One potential way volunteers can be retained is by providing learning and development opportunities (LDOs). This study investigates the relationship between volunteer perceptions of LDOs, their motivations for volunteering, and retention. Analyses revealed significant main effects for LDOs and volunteer motivations on retention and several interactive effects demonstrating that LDOs can have differential effects on retention depending on the reasons for volunteering.     

Unpacking the relationship between young ventures’ international learning effort and performance in the context of an emerging economy

This study investigates the relationship between international young ventures’ learning effort and performance in foreign markets, as well as its underlying contingencies, in the context of an emerging economy. We predict that international learning effort enhances international performance, that this effect is stronger at higher levels of market turbulence and intrafirm trust, and that the enabling role of trust for leveraging international learning effort into enhanced performance is particularly strong in turbulent markets. Results from a sample of 162 Chinese international young ventures support the hypotheses. The study has important implications for research on international entrepreneurship.     

反应力与适应力——天生国际化企业的国际化战略更新

本文以大连市三家食品加工企业为研究对象,对自创业开始就面向国际市场生产经营的天生国际化企业在国际化进程中,创业者的个体能力与企业的反应力及适应力之闻的关系,以及企业针对国际市场环境变化的战略更新进行案例研究。研究结果表明,刚进入国际化的生存期,创业者个体驱动对未知知识和已知知识的学习和管理提升了企业对国际市场变化的反应力和适应力,后来的成长期和发展期,逐渐演变为由创业者个体带动整个企业组织来关注、获取、阐释、传播、促进和评估新的未知和已知知识,促进企业反应力和适应力之间形成相互提升影响的动态共进的良性循环。     

Cross-cultural competence in the context of NGOs: bridging the gap between ‘knowing’ and ‘doing’

Abstract

International human resource management research in non-governmental organisations (NGOs) is scarce and it predominantly focuses on the recruitment and retention of volunteers. The context of NGOs is different from conventional for-profit international business settings with different kinds of challenges, especially in terms of providing appropriate training on managing multi-cultural teams and working with local project partners and communities. The literature also tends to focus on expatriate perspective and not on a host country perspective. We address this gap by examining how project managers and hosts experience cross-cultural issues on overseas assignments. We study volunteer project managers leading international and local youth volunteers during the Raleigh International programme in Malaysia. We use a qualitative methodology and data collected at 3 case locations via participant observation during 120 days contact with the respondents as well as interviews and surveys. We propose the CPACE (Curiosity, Passion, Adaptability, Communication and Empathy) framework describing competences needed in cross-cultural encounters and based on respondents’ actions as well as their words and it is relevant to a NGO context. The framework is intended to lay the foundation for future research and in particular to demonstrate the need for cross-cultural competence to be more grounded in particular contexts.     

国际物流园区系统化构建

国际物流可以实现资源在世界范围内合理配置.国际物流园区是国际物流网络系统中的枢纽性节点,对它起着决定性和战略性的控制作用.国际物流园区的内部系统化和外部系统化,最终目的是实现资源的优化配置.我国的国际物流园区建设还刚刚起步,可以借鉴国外的国际物流园区的经验和特点,探索符合我国现国情的系统化途径.     

International work in domestic jobs: an individual explanation

Australian firms are attempting to internationalize and to become global companies. One way of staffing the forays into international business is by incorporating international work into domestic jobs. This study sought to understand the factors related to the amount of international work Australians perform in their domestic jobs. Alumni from an Australian university were surveyed, providing 1,046 full-time domestic employees working in a range of industries. Regression analysis showed that, beyond individual and organizational controls, employees performed more international work in domestic jobs when they worked in organizations at higher than at lower international levels with human resource support, worked in jobs at higher rather than at lower managerial levels and had international skills. However, there was no or little link with employees' international attitudes or family situation. As predicted, the managerial level of the job made a difference to the effects of the work environment. Working in MNCs and domestic organizations with operations abroad was related to the amount of international work in domestic jobs performed by senior managers and executives more than by lower and middle managers or subordinates and supervisors. Analysis of open-ended responses shows the major reasons Australians take up domestic international work are money, professional development and challenging content. The major reasons they would not are family commitments and disruption, in contrast to the quantitative results in which family factors are unimportant. The difference between the quantitative and qualitative results and the importance of family factors, international skills versus attitudes and human resource support are discussed.     

金融危机下青岛国际物流发展

由美国次贷危机引发的全球金融危机对我国实体经济带来较大冲击。青岛作为一个外向型经济特征十分明显的沿海开放城市,实体经济受国际金融危机的影响相对较早,感受也较深。从这次金融危机的产生原因来总结出青岛国际物流业应避免的类似问题,对将来国际物流业的发展敲响了警钟。通过分析全球金融危机对青岛国际物流业的影响提出了在金融危机下青岛物流业的应对策略和建议。     

The influence of international human capital on global initiatives and financial performance

The major aim of this study is to investigate the relationships among international human capital (input-based international human capital, transformational, output-based, and competency of top management team), global initiatives (global learning and global marketing) and financial performance. The open systems view is introduced to develop a comprehensive measurement of international human capital, the human capital that enables a firm to compete globally. The structural equation modelling technique is then employed to investigate the proposed relationships. The results support our expectation that international human capital is positively associated with a firm's global initiatives and financial performance. The importance of the role of top management team competency is identified because it is positively associated with the other three international human capital components. It also indirectly fosters a firm's financial performance and global initiatives through its positive association with input-based, transformational, and output-based international human capital.     

商标国际保护的国际私法探析

商标权对社会的贡献一直被认为无法与专利权、版权相提并论。随着经济全球化的发展,商标在国际范围内的保护问题日益受到重视。本文立足于国际私法角度,对商标国际保护的法律制度分国际商标冲突法、国际商标统一实体法、国际商标程序法三个方面进行了阐述,最后提出本文立意,即为中国商标法的研究和发展提供视角。     

企业国际营销的文化风险识别与规避

企业在国际营销过程中，面临一个全新的国际环境．文化因素已成为制约企业国际营销的关键之一。正确识别并合理规避国际营销文化风险，对于我国企业进军国际市场大有裨益。本文界定了企业国际营销文化风险概念．对其产生的根源及成因作了阐述．在此基础上．明确企业国际营销文化风险识别标识构成．进而给出有效规避国际营销文化风险的对策。     

Pathways through trusteeship: Responding to the trustee recruitment crisis

Getting on Board 2017 suggests that the recruitment of trustees to the Board of Trustees (henceforth volunteer trustees) by charities in the United Kingdom is in a state of crisis. This report and a range of other stakeholders offer advice and guidance about recruitment, but attention to what motivates individuals to become trustees is lacking. Drawing upon the Pathways Through Participation framework , we argue that an important part of addressing the crisis in trustee recruitment is to consider the motivations of volunteer trustees in tandem with their resources and triggers for volunteering. We draw upon a study of 14 volunteer trustees of learning disability charities to explore how a critical understanding of volunteer trusteeship as a pathway through participation provides a full and rounded picture of trustee recruitment. Building on other research on volunteer recruitment and markets, we argue that recruitment can be improved when charities better understand what motivates their volunteer trustees. We recommend that charities consider trusteeship as a pathway through participation as part of their recruitment practices.