Locus of control,social support,stress, and adjustment in international transfers

This study examined the direct effects of locus of control and social support on stressors and adjustment, as well as the moderating effects of these variables on the relationship between stressors and adjustment, for a sample of American managers transferred to overseas positions in four Pacific Rim countries — Japan, Korea, Taiwan, and Hong Kong. Locus of control and social support had stronger direct effects on stressors than on adjustment. Mixed results were obtained concerning the moderating effects of locus of control and social support on the relationship between stressors and adjustment. Future theoretical and research implications are explored.     

Interactions between marketing and R&D departments in implementing different business strategies

This paper examines how interactions between marketing and research and development personnel vary across business units pursuing different strategies. Based on the Miles and Snow typology of strategy, several propositions concerning the extent of interdepartmental conflict, the structures used to manage and resolve such conflicts, and the perceived effectiveness of the interaction between marketing and R&D are developed. These propositions are empirically tested in a study of marketing personnel from three divisions of a large Fortune 500 company. The results of this preliminary test indicate that conflict between the two departments is greatest under a prospector business unit strategy. The degree of formalization and the use of different forms of conflict resolution mechanisms only partially conformed to the predictions of Miles and Snow, but were strongly linked to respondents' assessment of the effectiveness of relations between the two functional areas.     

The Effects of Work Stressors,Perceived Organizational Support,and Gender on Work-Family Conflict in Hong Kong

This study examined the direct and moderating effects of perceived organizational support (POS) and gender on the relationship between work stressors and work-family conflict for a sample of Hong Kong Chinese employees. As predicted, we found that POS is negatively related to both FWC (family-to-work conflict) and WFC (work-to-family conflict), and that work stressors (including role ambiguity, role conflict, and role overload) are positively related to FWC and WFC. Additionally, the positive relationship between role overload and WFC was found to be weaker when POS was high, suggesting that POS can offset the adverse impact of role overload.     

Culture and the management of time: A comparison of Japanese and American top management practice

Data was collected from CEO's and upper-level managers in Japan and the United States by survey and by structured observation in order to investigate patterns of time utilization as functions of culture. The results showed similar patterns between the Japanese and the Americans with regard to the percentage of time spent working alone as opposed to working with others. Different patterns were found for the two cultures with regard to the length of activities.     

Organizational Culture and Innovation: A Meta‐Analytic Review

The relationship of organizational culture and innovation has been subject to extensive research over the last decades. The multitude of cultural variables under investigation has led to a fragmented concept of culture for innovation, and an inclusion into management theory is still missing. Further, managerial practice requires an underlying structure in order to decide what culture should be implemented in order to foster innovation, and to assess if a specific culture is an effective and efficient coordination instrument. Hence, a framework is needed which allows classification of cultural values without residuals, to draw expedient comparisons with reference to the criteria by which they are grouped, and to assess their relationship with organizational innovation. This meta‐analysis, which comprises 43 studies with a combined sample size of 6341 organizations, reveals that Quinn and Rohrbaugh's Competing Values Framework provides a meaningful structure for the ideational aspects of organizational culture. The Competing Values Framework describes value systems based on two main dimensions. Those two pairs of opposing values are flexibility versus control and internal versus external orientation. The analysis shows that the congruence of different cultures with organizational goals of innovation can be described based on that framework. Control theory is used to explain the relationship of organizational culture and innovation. While culture describes the ideational aspects of organizational values, clan control describes their coordinative effect. Managers may choose different clan control strategies according to the Competing Values Framework. They will most likely follow the strategy that provides a high level of congruence between the goals of management and the goals of their organization's social system. Individuals that have internalized the organizational values apply them as a form of self‐control. Those values will also be applied in groups, such as product development teams. While development teams may be formed and disbanded with certain projects and individuals may leave the company, the organization forms the steady frame of those activities. The cumulative data confirms the hypothesis that managers of innovative organizations most likely implement a developmental culture, which emphasizes an external and a flexibility orientation. Yet also group and rational cultures are to a certain extent consistent with the goals of an innovative organization and may thus be appropriate social control strategies. Hierarchical cultures emphasize control and an internal orientation and are less likely to be found in innovative organizations. A moderator analysis of the culture–innovation relationship revealed that it is not influenced by the differentiation between radical and incremental innovation, and only weak evidence exists for an influence of innovation adoption versus innovation generation. A potential reason is that those organizations that are geared toward innovation will pursue it consequently, without differentiating between different kinds of innovation. Therefore, managers that follow a (radical) innovation strategy should establish a developmental culture in their organization. If innovation rather represents a minor aspect of the firm's long‐term objectives, the efficiency‐oriented rational culture or a group culture may also be the right choice.     

跨国公司组织文化与人力资源管理协同研究:知识创新视角

越来越多的跨国公司在东道国设立研发中心除了利用当地的人力资本，还旨在利用多元文化的互补优势来加强知识的创新。然而，多元民族文化与企业文化的多重作用导致创新效果并不佳。本文从多元文化与知识创新模式相匹配的角度出发，从理论上探索与组织文化和人力资源管理实践相协同的多元文化维度下有效的知识创新模型，以提高知识创新的绩效和效果。     

Uncertainty and stress in an R&D project environment

Abstract
R&D project managers work in an environment in which the uncertainty and complexity of engineering development problems are an important source of episodic job stress. A study of the US. Navy's top major project R&D managers (N = 118) was conducted to test the use of various coping skills and social support as preventive stress management techniques for this population. It was found that perceived environmental uncertainty (PEU) had a direct, positive effect on psychological distress of these project managers while social support had a therapeutic effect on their experience of burnout. While problem focussed coping had a small, positive effect on burnout, neither coping skills nor social support were found to have a primary prevention effect upon perceived environmental uncertainty (PEU).
Engineering managers engaged in high technology R&D are confronted by a wide range of uncertainties, risks and changing demands that give rise to the stress response with its attendant physiological and psychological changes (Asterita, 1985). Adams (1980) has argued that an episodic versus chronic dichotomy of stressors is valuable because it distinguishes between intermittent stressors of finite duration (episodic) and ongoing stressors of indeterminant duration (chronic). This article reports the results of a study of uncertainty as an episodic work stressor for the U.S. Navy's high technology R&D project managers. The results suggest that R&D project managers should develop social support systems and structures to maintain well-being and avert distress and strain.     

建构主义视角下的招商外宣英译

吕俊教授提出的建构主义翻译观认为,翻译活动是不同文化间的互动和交流,而不仅仅是语言文本间的转换;其旨在寻求文化间如何成功进行知识的传播与交流。招商外宣英译是指以成功实现招商引资为目的,把与招商有关的各种信息从中文翻译成英文。本文以建构主义翻译观为理论基础,结合招商外宣英译的特点,探讨该理论在招商外宣英译活动中的指导作用。     

University patenting and technology commercialization – legal frameworks and the importance of local practice

The impact of national legislative frameworks on the higher education sector's contribution to technological innovation is heavily disputed. This paper argues that legislative frameworks may stimulate the development of local practices for the management and exploitation of intellectual property (IP), which in turn determine the level of academic patenting. We present case studies of two comparable universities in each of four selected European countries with different histories of national IP legislation. A within-country analysis shows that a wider range and earlier development of local IP management and exploitation practices are accompanied by higher levels of academic patenting, and that increasing similarity of IP practices is associated with decreasing differences in patenting outputs. A preliminary cross-country analysis reveals an expansion in and increasing similarity of practices for IP management and exploitation in countries with different national IP framework histories. We conclude that adopting Bayh-Dole-like legislation may trigger the development of local IP practices, which stimulate patenting. However, it is not always sufficient and definitely not always necessary. The study concludes with some policy recommendations.     

Strategic enablers of service-sales ambidexterity: A preliminary framework and research agenda

In recent years, service-sales ambidexterity was proposed as a new type of ambidexterity. In particular, the emerging literature on service-sales ambidexterity builds on the contextual ambidexterity literature to argue that the two key activities of a salesperson – that is, service activities and sales activities – can be simultaneously maximized through finding and exploiting synergies between these two activities. While research in this area has so far focused on the drivers of service-sales ambidexterity, our knowledge regarding the strategic enablers of this construct is impoverished. In this paper, drawing upon the dynamic capabilities framework, we devise a preliminary framework of the strategic enablers of service-sales ambidexterity. Then, we further extend that framework by identifying key classes of strategic variables that can potentially enable service-sales ambidexterity and by providing illustrative examples. This paper has contributions to and implications for the literature on service-sales ambidexterity and dynamic capabilities.     

Artificial intelligence: From ethics to law

AI is the subject of a wide-ranging debate in which there is a growing concern about its ethical and legal aspects. Frequently, the two are mixed and confused despite being different issues and areas of knowledge. The ethical debate raises two main problems: the first, conceptual, relates to the idea and content of ethics; the second, functional, concerns its relationship with law. Both establish models of social behaviour, but they are different in scope and nature. The juridical analysis is based on a non-formalistic scientific methodology. This means that it is necessary to consider the nature and characteristics of the AI as a preliminary step to the definition of its legal paradigm. In this regard, there are two main issues: the relationship between artificial and human intelligence and the question of the unitary or diverse nature of the AI. From that theoretical and practical basis, the study of the legal system is carried out by examining its foundations, the governance model and the regulatory bases. According to this analysis, throughout the work and in the conclusions, International Law is identified as the principal legal framework for the regulation of AI.     

Linking joint value creation to the interplay of competition and cooperation: A fuzzy set approach

The aim of this paper is to explore the link between joint value creation and the varying nature of simultaneity. Joint value creation is a central concept in cooperative strategies and more broadly in the strategic management field. When cooperating with competitors firms have value creation intent, but face conflicting logics arising from the simultaneous pursuit of cooperation and competition. This study adopts a two continua approach to analyze coopetition at both the department level and the organizational level.We explore the conjunctural causality based on two multipartner alliances in the pharmaceutical industry. The fsQCA allows detecting multiple causal paths between different intensities of cooperation and competition at both the department and the firm levels (conditions) to joint value creation (outcome). A key contribution of this paper is the conceptualization and empirical demonstration of the relation between the joint value creation and the coopetition intensity. Different types of coopetition engagements generate different outcomes in terms of joint value creation. The results show that high intensity of cooperation combined with high intensity of competition is significant for joint value creation. Unbalanced intensities of both elements, as well as low coopetition intensity, do not lead to joint value creation.     

Marching to Different Tunes: Commitment and Culture as Mobilizing Mechanisms of Trade Unions and Community Organizations

This study examines mobilizing mechanisms using a British community organization and a British trade union as exemplars. Although there has been substantial work on union revitalization on the one hand, and the emergence of alternative, community organizations on the other, no study has compared the challenges these organizations face in encouraging member mobilization. The findings illustrate how the trade union engages in a service‐driven culture, cultivating instrumental commitment between the members and the union. The community organization, in contrast, engages in a relational culture and exemplifies a form of social commitment between the members and the group. As a result, different types of commitment and organizational cultures help explain why sustained member mobilization within a trade union is harder to achieve than within a community organization.     

Working more or working less? Contingent allocation of reseller effort in distribution channels

Because resellers in business markets typically represent multiple suppliers, a key variable in the study of channels of distribution is reseller allocation of effort, which involves understanding how much time and resources a reseller devotes to a supplier to help the supplier support its products. While allocation of effort is of vital importance to channel practitioners, it has been under studied in the academic literature. We propose a conceptual model based on the competing values framework, which suggests that firms balance different, changing, and incompatible challenges, making high performance outcomes difficult to attain. We suggest that these stressors, or channel concerns can be identified as an economic concern, a stability concern, a harmony concern, and an adaptation concern. Such concerns affect the allocation of reseller effort through two moderating conditions of the environment: territory volatility and territory stagnancy. An exploratory study featuring 26 semi-structured depth interviews and 162 responses from a survey of distributors in the brewing industry provide data for hypothesis testing. In general, good support is found for our model. Reseller allocation of effort is affected by the interaction of four channel concerns and two types of territory difficulties. Actionable managerial recommendations are provided.     

投资项目市场研究工作方法探讨

针对投资项目这一业务流程，探讨其工作方法体系，并举例介绍各层次分析的一些工作方法思路，提出了对加市场研究工作的力度和科学性的建议。     

Creativity and organization in pharmaceuticals R & D

This paper reviews the results of a study carried out in conjunction with the Chemical and Allied Products Industry Training Board to link internal environmental factors of an organization to measures of creativity in R & D in the pharmaceutical industry. The methods adopted have been described and the preliminary results of the pilot study carried out in one organization in order to develop, refine and test methodology. It is hoped in the future that the techniques developed will be extended to provide comparisons in other organizations in the pharmaceutical industry in order to draw firm conclusions. The paper also sets the study in the context of a brief historical review of other studies in this field. It is concluded that the investigation has evolved a methodology capable of identifying and measuring some facilitatory and inhibitory influences on creativity in an R & D environment, allowing comparisons to be drawn between environmental influences in different parts of the same organization.     

An exploratory Investigation of new product forecasting practices

To guide new product forecasting efforts, the following study offers preliminary data on new product forecasting practices during the commercialization stage (prelaunch and launch stage). Data on department responsibility for and involvement in the new product forecasting process, technique usage, forecast accuracy, and forecast time horizon across different types of new products are reported. Comparisons of new product forecasting practices for consumer firms versus industrial firms are also reported.
Overall, study results show that the marketing department is predominantly responsible for the new product forecasting effort, there is a preference to employ judgmental forecasting techniques, forecast accuracy is 58% on average across the different types of new products, and two to four forecasting techniques are typically employed during the new product forecasting effort. Compared to consumer firms, industrial firms appear to have longer forecast time horizons and rely more on the sales force for new product forecasting. Additional analyses show that there does not appear to be a general relationship between a particular department's involvement and higher forecast accuracy or greater satisfaction, nor does it appear that use of a particular technique relates to higher forecast accuracy and greater satisfaction. Countering previous research findings, the number of forecasting techniques employed also does not appear to correlate to higher forecasting accuracy or greater satisfaction. Managerial and research implications are discussed.     

Cannibalize and combine? The impact of ambidextrous innovation on organizational outcomes under market competition

How can a firm achieve ambidexterity? The present study proposes that the answer to this question lies in the distinction between ambidextrous culture and ambidextrous innovation. Drawing upon organizational learning theory and the source-position-performance framework, we propose that ambidexterity requires the adoption of two important organizational cultures, willingness to cannibalize (WTCA) and willingness to combine existing knowledge (WTCO), which allow firms to attain superior performance through the implementation of both radical and incremental (i.e., ambidextrous) innovations. Our major contribution lies in addressing the important debate in the literature on whether exploration and exploitation are complements or substitutes. Furthermore, competition intensity is a key condition that determines the degree to which the two types of organizational cultures and the two types of innovations are necessary for superior firm performance. The study uses data from multiple respondents from 199 Chinese firms. Our findings thus suggest that WTCA and WTCO, which are traditionally treated as opposites, are complements in generating radical innovations.     

Strategy implementation: A comparison of face-to-face negotiations in the peoples republic of China and the United States

Crucial to every business alliance are the face-to-face negotiations that occur during the formulation and maintenance of the commercial relationship. Our study of American and Chinese businesspeople in simulated intracultural negotiations suggests both similarities and differences in style. For example, negotiators in both cultures were more successful when taking a problem-solving approach. Alternatively, the Chinese negotiators tended to ask many more questions and to interrupt one another more frequently than their American counterparts. Such subtle differences in style may cause problems in Sino-American negotiations, which may, in turn, sour otherwise fruitful commercial alliances.     

论排污权交易市场的定价机制及影响因素

一种合理的排污权初始分配、交易制度以及排污权定价机制,是影响排污权交易市场表现的重要因素。文章从理论上分析了不同市场条件下排污权交易二级市场价格的决定机制;借助博弈图式探讨了不同价格条件下排污企业的污染治理策略;分析了排污权交易一级市场价格的影响因素。