Management strategies in the Czech telecommunications sector: a comparative study of Český Telecom and T-Mobile

This article compares employment relations (ER) strategies at the incumbent fixed line Czech telecommunications company (TelCo), ?eský Telecom (?T), and the T-Mobile subsidiary, T-Mobile Czech Republic (TMCZ). It considers the extent to which the firms were able to introduce Western-style HRM practices within the context of three changing dynamics. First, the collapse of communism in the former Czechoslovakia was followed by rapid economic liberalization and privatization in the Czech Republic. Second, telecommunications sectors worldwide were subject to deregulation and the rapid diffusion of new technologies. Third, fixed line and mobile TelCos were subject to differing challenges and opportunities. The article uses path dependency, institutionalist and strategic human resource management (SHRM) related theories to assist in this analysis. It concludes that by 2005 the introduction of Western-style HRM practices into the Czech telecommunications sector appeared less constrained by former institutional and historical constraints. TMCZ's ER policies were further influenced by its parent firm's transnational strategies that sought to coordinate better its subsidiaries and create a ‘global’ brand. Despite the differing circumstances of the fixed line and mobile sectors, by 2005 ER practices and strategies at the two firms were to an extent converging, as ?T continued to cut costs and TMCZ adjusted its strategies to better accommodate a saturated market. Given these changes the article postulates that the Czech telecommunications sector has now shifted towards a mature transformation stage, as ER strategies increasingly reflect Western-based SHRM practices and concepts.     

浅析我国发展企业绿色物流的战略选择

在全球大力提倡经济可持续发展的今天,现代化物流的发展必然能够为企业提供更长久的发展动力。我国的企业想要在世界经济大发展的趋势下获得更多的公众信任和资本青睐,必然要走企业绿色物流的发展道路。文中在比较欧美日与国内企业绿色物流发展现状的基础上进行了分析并提出了我国发展企业绿色物流的三种战略选择,希望能够通过绿色物流的发展压缩国内企业贸易成本,化解绿色壁垒带来的经营风险,增强物流国内企业应对市场挑战的能力并抢得市场先机。     

Evolution of the Government–Business Relationship and Economic Performance in the Former Soviet States – Order State, Rescue State, Punish State

The objective of this paper is to elucidate the relationship between the reform process and economic performance in the states of the former Soviet Union (FSU). There were two strategies used by the former Soviet states to cope with the collapse of the USSR. Some of the FSU countries, in an effort to overcome the institutional vacuum caused by the disintegration of the federal economy, centralized their government authority to manage industry. Others decentralized power in an attempt to regain economic independence for domestic enterprises. To evaluate the essential differences and progress gaps among transition strategies, FSU countries can be divided into three groups, which reflect variations in institutional control of the government-business relationships. The differences in economic performance in FSU countries can be explained to some extent by examining the diversity of institutional patterns that characterize each category. The results of various empirical analyses positively support the validity of such an analytical framework. In this sense, this paper presents a new viewpoint on the transition process in FSU countries that may complement that shown in existing literature.     

西部虚拟物流企业合作伙伴选择的策略研究

西部地区就物流发展实际而言比起其他地区更需要虚拟物流企业的存在,通过虚拟物流企业提升西部整体的物流供给能力和水平,而虚拟物流企业实现其价值的关键在于合作伙伴的选择。为了更好地帮助西部物流企业选择合作伙伴,通过虚拟物流企业合作伙伴选择的策略研究,为其提供了两种选择策略。这两种策略都能在一定程度上帮助物流企业做出更加科学、合理以及经济的选择。     

社会价值、经济价值与社会企业创业策略的选择 ——基于制度逻辑理论的案例研究

社会企业在创业过程中如何选择市场逻辑与公益逻辑,以平衡社会价值和经济价值之间的冲突,促进企业的可持续发展?其作用机理是怎样的?影响不同逻辑选择背后的因素是什么?基于制度逻辑视角,以三家典型社会企业为研究对象,对上述问题进行了研究,发现:①相对于单一的公益逻辑、单一的市场逻辑,混合逻辑是社会企业最佳的创业策略,可以很好地...     

企业战略差异影响社会责任的履行水平吗？

以2010—2018年沪深两市上市A股公司为研究样本,实证检验了战略差异对社会责任履行水平的影响,研究结果发现,战略差异越大的企业,社会责任履行水平越低。进一步的研究结果显示,当企业是非国有企业或内部控制质量较低时,战略差异对社会责任履行水平的负向影响会更强,并且,检验发现战略差异对社会责任的影响路径中存在经营风险路径、代理成本路径和资源紧缺路径。丰富了战略差异经济后果和社会责任影响因素的相关研究,不仅为政府加强对偏离常规战略企业的监管提供了决策支持,也为企业加强信息披露制度和内部控制制度提供了理论依据和实践指导。     

Institutions and preferences in settings of causal complexity: foreign institutional investors and corporate restructuring practices in France

In this article, we illustrate how the interaction between institutional arrangements and the presence of different categories of firm stakeholders with specific preferences provides important insights to understand the conditions under which corporate restructuring practices are introduced. Institutions shape the range of actors' strategic options and mediate the translation of the preferences of firm stakeholders into corporate policies. Nonetheless, strategic choice remains possible since firm stakeholders constitute subgroups with different interests and incentives that influence how they operate in an institutional framework. In particular, we examine under what conditions UK/US-based institutional investors and equity-based compensation incentives are associated with the implementation of asset divestitures and employee layoffs in France. We uncover three key findings. First, the presence of hedge funds and equity-based pay influence the likelihood of French companies undertaking asset divestitures. Second, the impact of hedge funds on employee layoffs is contingent on the ownership structure of firms. Third, layoffs in France are driven by inferior performance – a result that contrasts with the American experience whereby employee layoffs are also used as a strategic mechanism to deal with institutional investors in good times. Our findings demonstrate the importance of the institutional constraints of (national level) employment protection and the moderating effects of ownership structure (firm level) on the strategic and employment policies of French companies.     

云南水电企业国际化进入战略模式研究

面对经济全球化的挑战,伴随我国经济发展水平的不断提升和企业资金技术实力的不断增强,国际化经营已成为企业未来发展的必然战略选择。本文分析了云南水电企业国际化发展的理论基础,并对云南水电企业国际化进入战略模式进行了深入探讨。     

工业园区的产业选择——以上海市北工业区产业选择为例

一些工业园区在进行企业化改造后,将面临一些与原先作为政府“招商引资”政策所不同的对入驻企业的选择,本文以市北工业新区为例,从企业经营方向的角度对该园区在入驻企业的产业选择上进行策略建议。     

CrWMn热处理工艺及其组织与性能

文章通过制定CrWMn铜的热处理工艺，测定在各种热处理情况下试样的硬度和耐磨性，并进行金相组织分析，得出了淬火加低温回火可以提高CrWMn的硬度和耐磨性。     

中国战略调整中的FDI模式选择

面对世界范围内的金融危机和经济衰退,中国企业应把握机遇,调整FDI战略,利用发达国家缩减对外投资的机会,加大对外投资力度。FDI模式选择对于我国企业顺利开展对外投资活动至关重要,其受到内部和外部诸多因素的影响。文中分析了影响FDI模式选择的因素,对于我国企业FDI模式选择提出了建议。     

战略冲力对企业快速变革的影响研究——一个案例的跟踪分析

近年来,通过战略变革保持企业竞争优势已经成为各企业及学者们关注的焦点。战略冲力作为战略变革的一种主要驱动力,指引并界定着企业战略变革的方向,稳定环境下的战略变革更是给企业带来了占领市场的先机。本文通过对巨人集团在市场稳定背景下三次战略变革阶段的研究发现,个体的感知能力、群体的沟通效果和组织的承诺水平是战略冲力形成的三个重要指标。研究表明,组织决策层通过组织学习,保持成员组织结构的合理安排等对于增强决策层的感知能力、增强战略冲力具有重要意义。     

企业FDI区位选择影响因素研究

经济全球化是当今世界经济发展的主要潮流,而经济全球化的主要驱动力量来自跨国公司的对外直接投资。企业在进行对外直接投资时必须充分考虑到对外投资的区位选择。本文从区位选择的外因和内因,及东道国区位和企业自身特性两个方面,考虑企业在直接对外投资中受到的影响,并对未来相关研究进行展望。     

Do strategic factors affect adoption of profit sharing? Longitudinal evidence from Canada

Despite the growing interest in strategic human resource management and strategic compensation, the firm's strategic context has rarely been examined as a possible predictor of profit sharing adoption, especially in longitudinal research, nor have all three possible strategic alignments (internal, horizontal, and vertical) been included in the same study. Based on three panels of longitudinal data from Canadian establishments drawn from three consecutive time periods, this paper finds strong support for internal (within compensation strategy) alignment, as a high-wage compensation policy is a significant predictor of profit sharing adoption in all three time periods. At the same time, significant support for a diffusion or institutional perspective on profit sharing adoption is also noted. These findings highlight the importance of including both strategic factors (particularly those that may be associated with internal alignment) and institutional factors in studies seeking to understand profit sharing adoption.     

经济社会学视野下家族企业的成长

本文从经济社会学的社会资本视角研究家族制企业，发现企业制度不仅代表了内部利益相关者之间的博弈均衡，而且还是外部制度环境尤其是信用环境选择的结果。因此，一方面，应当肯定家族制企业的成长与社会资本息息相关，其存在也有其客观的依据和积极的意义；另一方面，还需要不断优化外部的信用环境，逐步提升家族制企业的发展境界。     

Managerial and organizational learning in Hungarian–Western mixed management organizations

The radical changes in Eastern Europe which aim to transform these economies into market economies put the issue of organizational and individual adaptation at the centre of attention. Hungarian-Western mixed management organizations are regarded as effective tools for helping this adaptation process. This paper examines, through the example of five joint ventures, what practices are to be changed and what problems arise in terms of organizational and individual adaptation and learning. For the theoretical framework, the author draws together the insights of four types of learning approaches with structural contingency theory, strategy-structure and strategic choice theories, institutional theory of organizations and organizational change theories. The paper finds that there are changes in the organizational routines and procedures as a response to changes in the contingent factors. Westerners do not, however, necessarily play a positive role as agents of change in introducing strategic thinking among Hungarian managers. This problem relates to the phenomenon of new paternalism which also makes it easier for Westerners to cope with the problems of not being able to change the old philosophies of their Hungarian staff.     

制度视角下中国OFDI区位选择的路径研究——基于模糊集的定性比较分析(FsQCA)

以2015年为基期,将54个国家的中国对外直接投资(OFDI)存量作为样本,利用模糊集定性比较分析法(FsQCA),从东道国制度环境、东道国与中国之间的制度距离以及双边投资协定(BIT)三个方面考察了制度视角下中国OFDI区位选择的路径。选择了5个指标作为前因变量——母国与东道国文化距离、经济制度距离、政治制度距离、双边投资协定以及东道国制度环境,分析前因变量之间的何种组态可以最终导致结果变量——中国对东道国高OFDI投资规模的产生。研究结果表明:中国与东道国之间的文化距离小是中国对其进行OFDI投资的必要条件;东道国与中国之间签订的双边投资协定与两国之间较小的正式制度距离,包括政治制度距离和经济制度距离存在替代性;良好的东道国制度环境会对中国对其OFDI规模产生正向的影响。     

The organizational choice of human resource management practices: a study of Chinese enterprises in three cities in the PRC

This study examined the effects of an organization's contextual variables on the choice of human resource management (HRM) practices to secure, nurture, reward and retain managerial employees. The contextual variables included organizational characteristics (ownership, age and size), on the one hand, and its competitive strategies (innovation, quality and cost) and the strategic role of the human resource function, on the other. Data were collected through a questionnaire survey of general managers and human resource directors from 326 joint ventures and state-owned enterprises located in Shanghai, Nanjing and Guangzhou, three major cities in China. Using structural equation analysis, we examined both the direct and indirect effects of the contextual variables on HRM practices. The indirect effects were measured through the strategic role of the human resource function. Results indicated that ownership and the strategic role of the human resource function were key variables in explaining an organization's choice of HRM practices. Age and size of the organization had limited effects. Compared with cost and quality strategies, the innovation strategy affected HRM practices, both directly and indirectly, indicating the increasing dynamism of the Chinese economy in its move towards a market orientation.