双因素理论在中小企业人力资源管理中的应用

如何解决好中小企业的人力资源管(HRM),关系到中小企业的发展与壮大。中小企业要改变以往的姿态,注重对人力资源管理的投入,解决好企业人才问题。在这里把双因素理论的观点应用到中小企业人力资源管理问题之中,从保健因素和激励因素两方面入手,提出了中小企业利用好人力资源管理的一系列有效措施。     

The tourism SMEs in the global value chains: the case of Andalusia

This paper examines the implications of the globalization of value chains for the role of small and medium-sized enterprises (SMEs) in the tourism industry. To begin with, the configuration of the global tourism value chain is analysed. Next, the participation of Andalusian SMEs in the global tourism value chains is investigated. A number of case studies have been developed in two relevant sectors, hotels and travel agencies, giving priority to the main tourist typologies existing in Andalusia: sun and sand, business and congress, cultural and rural. As a result, a SWOT analysis has been produced. Finally, from the key findings some policy recommendations supporting the role of tourism SMEs in global value chain are made.

Introducing Western-style HRM practices to China: Shopfloor perceptions in a British multinational

The management of host country employees is often portrayed as a particularly fraught dimension for multinational firms. The problems involved are considered exponentially greater when there are substantial institutional differences and “cultural distance” between the host country and a multinational firm's parent country, as is assumed to be the case for Western firms operating in mainland China. Based upon detailed case study research conducted at a UK-invested firm in China between 1999 and 2003 and a comparative study of a Chinese state-owned firm, this paper explores the veracity of such assumptions. The findings indicate that Western human resource management (HRM) practices can be transplanted successfully and questions the degree to which foreign-invested enterprises (FIE) need to adopt “the Chinese way of doing things”. Indeed, such practices can be innovative in the Chinese context and provide a competitive source of differentiation for multinationals as employees.     

Fostering integration through HRM practices: An empirical examination of absorptive capacity and knowledge transfer in cross-border M&As

Transfer of knowledge-based resources from acquirers to the acquired units has been ubiquitously emphasized as an important driver of post-acquisition integration. Equally emphasized is the importance of recipient unit’s absorptive capacity for the success of knowledge transfer and the facilitating role of HRM practices in developing absorptive capacity. In this paper, we integrate different streams of research on post-acquisition integration, knowledge transfer, absorptive capacity and HRM practices. Different from most past research, we pay attention theoretically and empirically to the multi-dimensional nature of both knowledge transfer and absorptive capacity. We test our hypotheses on a sample of acquired Chinese subsidiaries of 181 multinational corporations from seven countries. We find that successful inflow and implementation of knowledge require the acquired unit to have distinct types of capabilities each of which can be developed by a specific HRM practice. These results contribute literature by recognizing absorptive capacity as a manageable capability and identifying how different components of this capability could be developed by specific HRM practices. Furthermore, our results shed light on human side of M&As by examining how companies can foster post-acquisition integration by fine-tuning the absorptive capacity of acquired units.     

Internationally leading SMEs vs. internationalized SMEs: Evidence of success factors from South Korea

Previous studies on the internationalization of small and medium-sized enterprises (SMEs) have typically compared the performance of internationalized SMEs (I-SMEs) with that of non-internationalized SMEs. However, not all I-SMEs can successfully lead the international market either unless they should consistently strive to attain and maintain competitive advantages. Thus, this study aims at identifying success factors which influence efforts of I-SMEs to lead international markets as internationally leading SMEs (IL-SMEs). To examine the success factors of the IL-SMEs, in this paper, IL-SMEs are specifically defined as I-SMEs which occupy dominant positions in the international market, i.e., ranking among the top three worldwide. The results based on a sample of 88 South Korean SMEs including 18 IL-SMEs and 70 I-SMEs indicate that 18 factors (out of 47 factors) show significant differences between IL-SEMs and I-SMEs in terms of customer relations/service, technological innovation, and corporate strategies. Also, by factor analysis and logistic regression analysis, three factors influencing the success of IL-SMEs are identified in the perspectives of technological innovation (R&D) and international marketing (customer satisfaction and demand quality/scope). Surprisingly, internationalization strategies and external markets have no relationship with performance of IL-SMEs. These results provide important implications to policy-makers interested in the sustainably international competitiveness of SMEs.     

Determinants of Loan Repayment Performance of Small and Medium Enterprises (SMEs) in Ghana: The Case of Asante Akyem Rural Bank

We examine the role of a typical set of determinants of loan repayment performance of SMEs in the context of a rural bank’s setting in Ghana. Our analysis using survey data suggests that, while higher application cost, loan size and interest rate exert significantly negative influence on loan repayment, higher educational background of the SME operators is associated with significantly better repayment performance. Interestingly, in comparison with those with only primary-level education, SME operators with tertiary education register the best repayment performance followed by those with secondary education. We provide detailed discussion and managerial implications of these findings.     

The adoption of human capital services by small and medium enterprises: A diffusion of innovation perspective

While lack of scale economies have traditionally limited the use of human capital programs among small and medium enterprises (SMEs), outsourcing models have recently emerged to provide cost-effective access to these programs. Drawing on the diffusion of innovation literature, we apply the rational accounts model and institutional theory to examine why SMEs differ in their willingness to use newly available human capital programs. We specifically examine the impact of SME size on the adoption of human capital innovations. Using survey and archival data from over 400 SMEs, we found broad support for the integrated approach we propose.     

中小企业应收账款质押融资模式中的道德风险研究

应收账款质押融资作为供应链金融较常见的融资模式,是解决中小企业融资难的有效途径。该模式的风险因素包括信用风险、道德风险、法律风险和行业风险。其中道德风险主要由银企之间信息不对称引起。博弈论分析表明,道德风险受核心企业的监督意愿、银行和核心企业的监督成本以及对违约企业的惩罚力度的影响。     

Managing the human resource in Indian SMEs: The role of indigenous realities

This paper discusses how issues of people management are addressed in Indian small and medium enterprises (SMEs). It also highlights the indigenous approaches to human resource management (HRM) that have surfaced in the Indian SME context. The research formulation has been built on the mapping of people-management practices in two SME case studies, one of which is also a family-based organization. The analysis shows that indigenous realities in HRM in Indian SMEs relate mainly to the provision of financial, emotional and social support to the workforce; employee involvement (EI) practices; recruitment; skill development; managing employee relations; and managing vis-à-vis labor law framework. The paper argues that in the sphere of people management in SMEs, the willingness to innovate and formalize the HR systems is constrained by a kind of bounded rationality, i.e., the owners of SMEs mostly believe that they are already doing what is humanly possible in this regard. The analysis has an important message for concerned practitioners—in order to realize their full potential and to progress towards fulfilling their vision; SMEs eventually have to intertwine indigenization and formalization for their people management approaches.     

Moving beyond initial success: Promoting innovation in small businesses through high-performance work practices

After firms experience initial success, leaders frequently turn their attention toward producing and selling their products or services more efficiently, likely at the expense of ongoing innovation. This seemingly prudent decision may unintentionally lead firms to become one-hit wonders, effectively limiting their potential success over time. To help prevent a firm's early success from being its only success, small business executives should adopt practices that promote innovation yet don’t come at substantial cost given limited financial resources. Focusing on the positive influences of ability, commitment, and feedback, we propose a system of high-performance work practices (HPWPs) as an economical means of encouraging innovative behavior that allows for efficiency without losing an emphasis on creativity and entrepreneurial action. This article outlines and discusses nine specific HPWPs targeted for smaller businesses that are expected to promote and fully realize the potential of employees as the driving force for innovation and sustained success.     

Managing relational conflict in Korean social enterprises: The role of participatory HRM practices,diversity climate,and perceived social impact

Social enterprises are hybrid organizations that primarily pursue social missions while also seeking economic gains. Drawing on workplace diversity and conflict theories, this article addresses recent calls for further research to explore how employees within social enterprises experience internal conflicts arising from the organizational pursuit of dual, competing missions (i.e., social and economic), and how social enterprises manage, and potentially overcome, these challenges. In the context of Korean social enterprise, we conducted a quantitative study that built on an initial explorative qualitative study. Our research examined whether perceived participatory human resource management practices and diversity climate increase employees’ affective commitment by reducing their relational conflict. We further explored a boundary condition, perceived social impact, which strengthened this mediation relationship. Our results offer significant insights into social enterprise, business ethics, and broader management literature. Implications for future research and practice are also discussed.     

Market-focused HRM in service organizations: Satisfying internal and external customers

This paper describes how the HRM function can positively influence the satisfaction of both its internal customers, such as, line employees, and external customers. Evidence is cited for how satisfaction levels in these internal and external markets often are correlated in service organizations. The management practices apparently associated with this correlation are described, concentrating on HRM's role in creating satisfied employees who are motivated and able service providers. The importance of customizing HRM practices to fit a specific market segment is emphasized.     

Linking inward/outward FDI and exploitation/exploration strategies: Development of a framework for SMEs

The purpose of this paper is to examine the relationships between exploitation/exploration strategy and foreign direct investment (FDI) involving small and medium-sized enterprises (SMEs). Drawing on qualitative data collected from 45 FDI projects reported by 38 SMEs in a small open economy (SMOPEC), we develop an empirically grounded framework and research propositions that suggest inward FDI (into the SME) is associated with exploration driven by a strategic asset-seeking motive, and outward FDI (by the SME) is associated with exploitation driven by market and efficiency-seeking motives. Further, for the SMEs in this study, ambidextrous exploration and exploitation appear complementary and co-occur either simultaneously through an inward FDI project, or sequentially through separate inward and outward FDI projects, respectively. Our findings, however, reveal a lack of clear sequencing between inward and outward FDI, in contrast to previous research that has conceptualised inward FDI as a strategic means to achieve outward FDI. Implications for theory, practice and policy are discussed.     

中部地区中小企业竞争力动态评价

已有的研究文献中对地区中小企业竞争力的评价主要是静态的评价,其实竞争力应该是一个动态的、相对的概念,对地区中小企业竞争力进行动态评价更有必要。通过构建一套度量中小企业区域竞争力的评价体系,并对中部地区6个省中小企业竞争力进行了动态评价。     

Managing knowledge work in Asia Pacific contexts: case studies of Hong Kong SMEs

This study explores how knowledge creation and sharing practices are fostered in a sample of small- and medium-sized enterprises (SMEs) in Hong Kong. Our analysis indicates that three types of managerial interventions – initiating intervention, reinforcing intervention and aligning intervention – are particularly useful to promote knowledge management activities among employees. Such findings provide insights into researchers and managers on the important role of managerial interventions in knowledge management (KM) as well as the idiosyncrasies of KM in SMEs in Chinese societies.     

数字经济时代中小企业的数字化转型研究

以5G、大数据、人工智能、云计算、AR/VR、区块链等为代表的新一代信息技术正在日益成为全球经济发展的重要驱动力。在数字经济发展中,中小企业是不可忽视的重要主体。本文基于文献和案例研究,认为数字经济时代广泛的数字化转型正在重构产业生态,中小企业面临实现规模经济、拓展应用场景的新机遇,并提出加快中小企业数字化转型的措施建议,以期为相关实践和理论研究提供参考。     

Corporate Governance and Strategic Change in SMEs: The Effects of Ownership,Board Composition and Top Management Teams

This paper investigates how governance mechanisms affect the ability of small- and medium-sized enterprises (SMEs) to introduce strategic change. Previous research typically assumes that governance mechanisms operate independently of each other. Building on agency theory and insights from the literature on small firm governance, we hypothesize that governance variables related to ownership, the board of directors and the top management team all affect strategic change and that it is important to examine the interaction effects of these governance mechanisms. Using a longitudinal sample of over 800 SMEs, our general logic and hypotheses are supported by the analyses. We find that closely held firms exhibit less strategic change than do SMEs relying on more widespread ownership structures. However, to some extent, closely held firms can overcome these weaknesses and achieve strategic change by utilizing outside directors on the board and/or extending the size of the top management teams. Implications for theory and management practice in SMEs are discussed. All three authors have contributed equally to the paper. Their names are listed alphabetically.     

胜任力在现代中小企业人力资源管理中的价值分析

在人力资源管理中,胜任力的优势和价值主要在于为未来岗位工作提供高绩效的参考标准,能有效配置企业内部各种资源,可以实现企业发展与员工成长的统一,可以更多地关注员工的能力提升、潜能开发,真正体现＂以人为本＂的理念等方面。中小企业的人力资源管理,应以员工的胜任力为基础,将岗位研究和对人的评价分析结合到一起,帮助企业按照经营战略要求和员工个体特征,在个人优势和潜能的基础上对员工进行选拔、绩效评估、员工培训、多层激励,从而实现人力资源的合理配置和绩效提高,驱动员工产生优秀工作绩效、提升企业核心竞争力。     

地方政府在解决中小企业融资难问题中的责任

我国中小企业融资难既具有一般普遍性又具有特殊性,解决这一问题的现有措施是通过垂直的行政指令和指导方式推动银行放款。但这一路径的缺陷在于它与银行自主开展业务的要求形成内在冲突,效果不理想。因此,只有从中小企业自身一般性劣势入手,通过中小企业的"优生优育"、盈利性预期的增强以及中小企业信用生态的建设,让银行在自主发现过程中提高对中小企业贷款意愿,而地方政府在这些方面具有不可或缺的责任,应该发挥不可替代的作用。     

论我国中小企业国际竞争优势的构建战略

数目众多、行业地区分布广泛的中小企业的国际竞争力对我国新兴工业化的建设、劳动就业以及宏观经济的总体发展有着举足轻重的的作用.本文在对我国中小企业国际化经营实践模式作出详尽总结的基础上,分析了这些企业已经具备的现实国际竞争优势并指出了我国中小企业国际竞争力发展中的一些制约因素,最后提出了进一步提升我国中小企业国际竞争力的对策.