Social bricolage in the aftermath of war

ABSTRACT

While social bricolage has emerged as a key theoretical frame for understanding how social entrepreneurs mobilize and deploy resources to create social value under situations of resource scarcity, there is scant knowledge about social bricolage in post-conflict settings characterised by extreme resource paucity and adversity. Drawing on field research in post-conflict northern Uganda, we show how groups of disenfranchised young people use social bricolage to create social change in a volatile situation marked by extreme resource deprivation and a plethora of challenges arising in the aftermath of war. Based on empirical data, we outline three key practices of social bricolage employed to cope with resource scarcity, extended crisis and volatility. First, we unravel the practice of securing resources and creating social value by mobilizing peers. Second, we show how pluriactivity is used to stretch and make the most of scarce resources in a shifting environment. Third, we illuminate the practice of rekindling pre-war cultural resources to reunite fragmented communities. By illuminating these practices and showing how the context of the post-conflict developing country setting influences the dynamics of ‘making do with resources at hand’, we seek to extend social bricolage theory.     

水利旅游资源的形成条件和影响因素

近年来水利旅游发展迅速,但相关的理论研究较为缺乏。深入分析水利旅游资源的形成条件和影响因素,有利于水利旅游资源的开发、管理和保护。水资源是水利旅游资源形成的物质基础;水利工程是技术基础;旅游者的旅游需求是社会基础,它们三足鼎立构成了水利旅游资源的形成条件。对水利旅游资源的形成产生影响的因素主要有自然环境条件、生产生活需要和经济技术水平,它们共同决定了水利旅游资源的最终形态和开发利用形式。     

开放合作创新视角下基于云模式的物流资源一体化集成决策研究

基于开放合作创新的思路，文中提出一种全新的物流资源运作管理模式---“云模式”，探讨在开放合作创新的平台上，对多种紧密耦合且相互制约的物流资源进行同步协同和整合的方法与途径。“云模式”的本质是通过松弛物流资源与其所有者之间的归属关系，为社会全体物流资源提供一个开放的平台。物流资源可以通过这个平台，以合作的方式有机的集成在一起，从而实现资源的优化配置、提高物流资源的利用率，降低社会物流的总成本，提高客户对物流服务满意度的目标。文中的研究契合了当前政府相关职能部门和企业在管理决策上的实际需要。     

网络关系、资源获取与新企业国际化——四家企业的案例研究

基于社会网络理论和资源基础理论,本研究通过运用跨案例研究方法,以浙江四家新企业国际化为例,分析网络关系如何促进新企业在国际化过程中进行资源的获取。研究表明,根据网络连接的强弱与地理距离分类,新企业在国际化过程中建立的网络关系可以分为国内强连接、国内弱连接、国外强连接与国外弱连接,这四种不同类型的网络关系在新企业国际创业过程中扮演不同的角色。对于创业者具有本土背景和具有国际背景的国际新企业而言,不同类型的网络连接对于国际化过程资源获取作用不同。     

A cost-effectiveness approach to planning and control for the nonprofit organization—a university example

An initial cost-effectiveness model which simultaneously considers interrelationships among outputs, resources and subjective values held by decision makers is developed for use in the resource allocation process within a university setting. Based upon the reactions of selected decision makers at the University of Illinois, an expanded model of a resource allocation system is developed as a means for integrating academic and financial planning within a college. The expanded model illustrates how the cost-effectiveness concept may be tailored to the needs of decision makers in other non-profit organizations.     

人力资源柔性研究现状及其在中国商业银行实践新思考

通过理论基础、维度与测量、影响因素、组织绩效影响等4个方面对人力资源柔性研究现状做文献研究述评,并基于此提出研究与实践新方向,提出本土国情下中国商业银行人力资源柔性、创新能力以及创新实践的测量体系,探讨人力资源柔性与创新能力以及创新实践之间的影响关系,充分考虑外部环境对上述关系的影响,提出中国商业银行业务创新实践的概念模型。该模型有助于拓展人力资源柔性理论的实证研究,并基于研究成果深入剖析适合中国商业银行发展的人力资源柔性管理模式。     

论会计资产内涵变迁经济思潮对会计的影响

会计作为经济循环中的子系统,核算内容受到经济学思潮的重大影响。从资本的发展历程看,经济学的资本研究重心经历了从“惟物质阶段”到“人本化阶段”以及“社会化”的转移,会计资产的概念也经历了从“未消逝成本观”、“经济资源观”到“未来收益观”的变迁。本文试图从经济学和会计核算角度揭示两者的关系,并对未来会计核算的重点进行预测和展望。     

企业获取竞争优势的新思路——人力资源链式管理

作为企业战略资源的人力资源在企业获取竞争优势的过程中占有越来越重要的地位,传统的人力资源管理模式亟待创新。文中基于价值链理论提出了人力资源链式管理的概念,并对人力资源链和人力资源链式管理的内涵作了阐述。同时对人力资源链式管理的实施、控制和评价作了相关介绍,使企业能在寻求竞争优势时获得新思路。     

Do European trade unions foster social solidarity? Evidence from multilevel data in 18 countries

Trade unions have been analysed quantitatively primarily in their role as vested interest organisations, attempting to quantify the excludable benefits they provide to members rather than examine their wider impact in an institutional context. Power resource theory acknowledges unions as social agents but assumes the willingness to oppose neoliberalism is constant, limited only by scarce power resources. Whilst true in general terms, this fails to explain trends of increasing labour market dualism in resource‐rich industrial relations regimes. This article examines social solidarity as a union power resource, measuring the impact of trade union membership on social attitudes of solidarity. Data were collected from the 2016 European Social Survey for 18 countries, grouped into five distinct industrial relations regimes. The findings suggest that, at European level, union membership still has a significant effect on all dimensions of social solidarity, but these relationships vary significantly across industrial relations regimes.     

Purchasing orchestration practices – Introducing a purchasing-innovation framework

This research investigates the purchasing role in enhancing an organization's innovation performance. Taking a purchasing perspective, this research introduces a new purchasing-innovation framework and specific purchasing orchestration (PO) practices related to the acquisition, integration, re-configuration, and commercialization of critical resources to enhance innovation performance. A theory elaboration methodology is applied to broaden the scope of resource orchestration theory (ROT) and introduce PO practices as an essential enabler of innovation. Qualitative interviews with managers from different industries enrich the theory elaboration process. This research contributes to theory by developing the concept of PO and enhancing the theoretical understanding of its meaning. Based on theory and empirical data, this research elucidates the PO practices of resource structuring, bundling, and leveraging support. The purchasing innovation framework explains how open-mindedness and technological uncertainty influence purchasing orchestration practices and innovation performance. Purchasing managers benefit from this research by learning to identify and address potential PO capability gaps and take a holistic perspective on resource management, looking both upstream and downstream in the supply chain.     

湖南省矿业生态化发展探讨

湖南省矿产资源具有矿种多、大宗矿产少,共伴生矿产多、单一矿产少,难选冶贫矿多、富矿少,探明资源储量分布相对集中的特点。矿业开发历史悠久,但产业结构失调、资源回收率低、对环境污染和破坏严重等问题已经严重制约了湖南省矿业经济的发展,笔者在此基础上提出了"湖南省生态化矿业"的概念,总体来说,就是根据湖南省自身矿产资源特点,结合矿业生态化概念,坚持绿色矿业发展理念,统筹考虑资源开发、环境保护和民生改善等方面,最终达到经济效益和社会效益的协调统一。     

Leveraging entrepreneurial ecosystems as human resource systems: A theory of meta-organizational human resource management

Entrepreneurs require human resources to establish and scale their ventures; however, constraints often prevent entrepreneurs from investing in formal human resource systems. How entrepreneurs overcome human resource challenges by leveraging their entrepreneurial ecosystems as informal inter-organizational talent management systems has been overlooked by scholars. We propose a model of entrepreneurial ecosystem human resource management, theorizing that ecosystem participants collectively perform the human resource management function for entrepreneurship communities. Drawing from economic rents theory, we explain how entrepreneurial ecosystems encourage a form of meta-organizational human resource management that allows ecosystem participants to coordinate talent acquisition, learning and development, performance management and rewards, and retention. Coordinated entrepreneurial ecosystems improve entrepreneurial performance by sourcing talent, onboarding selected members, enculturating ecosystem values, developing entrepreneurial skills, and retaining human resources, which in turn generates rents. We discuss how our theory catalyzes research at the HR and entrepreneurial ecosystems interface and reveals insights for practitioners.     

Resources, conflict and development choices: public good provision in resource rich economies

Natural resource wealth can be a curse or a blessing for a country. This paper hypothesises that the provision of productive public goods (or lack of it) is a pathway that helps understand these different outcomes when policy choices are made under the threat of conflict inherent in resource-rich countries. Facing potential conflict over resources, a self-interested ruler may choose to invest in either military repression or in productive public goods—physical and social infrastructure. While both measures aim at preventing conflict, we show theoretically that the optimal policy choice depends on the relative effectiveness of the ruler and the population in contesting the resources. Increased resource wealth provides a disincentive to invest in development if the ruler is more effective than the population in appropriating the resources. Conversely, if the ruler is relatively ineffective, more resource wealth induces higher levels of public goods. We present empirical evidence consistent with the predictions of the model for a sample of 57 countries over three decades. Thus, we provide and test empirically a conditional resource curse theory, postulating that the relative effectiveness of the contenders plays a crucial role in determining whether resources are a curse or a blessing.     

家庭资本：家族企业竞争优势的一个重要源泉

在资源优势理论与企业核心能力理论的基础上，本文着重探讨了，资金、技术、管理等都处于劣势的家族企业获得竞争优势的一个重要源泉是家庭资本(社会资本的一个子集)，家庭资本是家族企业潜在资产，不能直接产生竞争优势，但能创造与企业持续竞争优势更直接有关的资产。本文认为对于这些资产，或者仅仅只有家族企业能获得，或者家族企业比非家族企业更容易获得，因此这些家庭资本成为家族企业的独特资源优势，最终导致家族企业竞争优势的形成。     

Social Context,Management, and Organizational Performance: When human capital and social capital serve as substitutes

Do internal (administrative human capital) and external (social capital) resources work to reinforce the effects of each other? Work from multiple disciplines has approached this question, and we advance this literature with a theory of social and administrative resources as potential substitutes for each other in the production of public education outcomes. We argue that social capital benefits some groups more than others and that it interacts with management to improve performance. We therefore expect the benefits associated with social capital to be non-uniform across community groups. Using education as our area of study, we find that social capital offers the most direct and unconditional benefits to white students but that management can use human capital resources to compensate disadvantaged students who may lack support and resources outside of the classroom. We do not find support for the expectation that social capital and human administrative capital reinforce the benefits of each other, but we find evidence that the two resource types are substitutable. This implies that management may substitute human capital resources when social capital is low to benefit public program performance.     

加强人力资源管理提高学校管理效率

高校人力资源的管理工作是学校管理的一项重要组成,如何提高学校对人力资源的管理和规划,提高学校的竞争水平,是摆在高校面前的一个难题。本文对人力资源的概念及其在高校管理工作的地位作了阐述分析,并论述了其存在的问题及原因,并针对这些问题提出了如何加强高校人力资源管理,提高学习管理效率的建议措施,期待转变高校人力资源的管理方式并进行创新,与国家实施人才强国战略同步,建设一支高素质的人才队伍,为我国的教育事业增砖添瓦。     

基于生态学的云设计关键技术构建

以制造云为基础,从生态学视角阐述了云设计资源管理运行原理,并提出了基于生态学的设计云构建层次模型,并对设计云构建过程中所涉及的云设计资源分类、云设计资源生态系统构建主要关键技术做了探讨,以期为网络化资源管理提供借鉴。     

The social context of performance appraisal and appraisal reactions: A meta‐analysis

This study reviews and meta‐analyzes the literature on the social context of performance appraisal. Results indicate that aspects of rater‐ratee relationship quality (i.e., supervisor satisfaction, supervisor support, supervisor trust) are strongly related to ratee reactions to performance appraisals. Rater‐ratee relationship quality is more strongly related to appraisal reactions than appraisal participation or performance ratings. Integrating social exchange theory with procedural justice theory, this article tested whether or not the relationship quality–appraisal reactions relationship was due to relationships between relationship quality and instrumental resources for the ratee (i.e., appraisal participation and rating favorability). When controlling for relationships between these resources and appraisal reactions, a direct path between relationship quality and reactions was significant, supporting a relational model of the exchange between appraisal partners. The relationship quality–appraisal reaction relationship was not moderated by performance rating favorability or appraisal participation. In total, these results highlight the importance of relationship quality to employee reactions to performance appraisal—and the importance of ratee reactions as an important resource in the social exchange between appraisal partners. Implications for theory, practice, and future research are discussed. © 2012 Wiley Periodicals, Inc.     

Resource balance, limited information and public policy

The U.S. Federal Government through its expenditure programs is having a major impact on all forms of pollution abatement. Total expenditures on Federal environmental programs amounted to $3.3 billion in 1972. A program of this magnitude can easily lead to waste and expenditures on conflicting goals unless carefully managed.

In a recent article in the Am. Econ. Rev. William Baumol examined the theoretical justification for and attacks on the Pigouvian tax and subsidy approach to controlling externalities. He concluded that while it is theoretically possible to control externalities through Pigou's procedure, the existence of multiple equilibrium and information requirements make it impractical. He proposes an alternate approach which changes the policy goal from maximization of social welfare to generation of acceptable levels of externalities. His goals differ drastically from those of the resource balance model presented by Kneese, Ayres and D'Arge of maximization of social welfare. This paper will combine the concept of resource balance with the goal of obtaining acceptable level of externalities at minimum cost in the presentation of a theoretical model that can be operationalized.

This paper proposes a general equilibrium method, utilizing the decomposition principle of linear programming, that will permit expenditures and regulations only on non-conflicting goals and includes a feedback mechanism for determining if a program is wasteful in relation to other programs. The model has five advantages over earlier proposals: (1) it is a general equilibrium rather than partial equilibrium model; (2) it is dynamic rather than static; (3) limited information rather than complete information is required for its implementation; (4) the model is heuristic rather than optimizing in the sense that policy decisions always increase the efficiency of pollution control, but because of the existence of uncertainty, they cannot be interpreted as maximizing social welfare; (5) the model incorporates multiple rather than a single policy tool.     

Effects of Green HRM Practices on Employee Workplace Green Behavior: The Role of Psychological Green Climate and Employee Green Values

As an emerging concept, green human resource management (green HRM) has been conceptualized to influence employee workplace green behavior. This research empirically tested this link. We first developed measures for green HRM, and then drew on the behavioral HRM and psychological climate literature along with the supplies‐values fit theory, to test a conceptual model integrating the effects of psychological green climate and individual green values. Results revealed that green HRM both directly and indirectly influenced in‐role green behavior, but only indirectly influenced extra‐role green behavior, through the mediation of psychological green climate. Individual green values moderated the effect of psychological green climate on extra‐role green behavior, but it did not moderate the effect of either green HRM or psychological green climate on in‐role green behavior. These findings indicate that green HRM affects both employee in‐role and extra‐role workplace green behavior; however, this occurs through different social and psychological processes. © 2016 Wiley Periodicals, Inc.