康乃尔酒店管理学院核心资源及持续竞争优势分析——兼议对中国旅游接待业教育的启示

中国旅游发展起步较晚,在旅游教育的多数领域落后于西方发达国家。选择西方优秀旅游院系进行系统研究并总结其成功经验,对于提高我国旅游教育水平有着重要的意义。本文以持续竞争优势理论为框架,以全球旅游接待业教育的典范——康乃尔酒店管理学院为对象,详细分析了这所著名酒店学院的核心资源和确保其长期保持领袖地位的持续竞争优势,并提出可供中国旅游教育界参考借鉴的措施建议。     

The Primordial Stakeholder: Advancing the Conceptual Consideration of Stakeholder Status for the Natural Environment

This article furthers the argument for a stakeholder theory that integrates into managerial decision-making the relationship between business organizations and the natural environment. The authors review the literature on stakeholder theory and the debate over whom or what should count as a stakeholder. The authors also critique and expand the stakeholder identification and salience model developed by Mitchell and Wood (1997) by reconceptualizing the stakeholder attributes of power, legitimacy, and urgency, as well as by developing a fourth stakeholder attribute: proximity. In this way, the authors provide a stronger basis for arguing for the salience of the natural environment as the primary and primordial stakeholder of the firm.     

Exchange rate changes and endogenous terms of trade effects in a small open economy

This paper shows that the small-country assumption of dependent-economy models is unlikely to hold for many of the cases in which this class of models is used, for example, in the analysis of a terms of trade shock in the “commodity currency” models. When a shock affects most or all of the small countries exporting a commodity, the combined exchange rate effects will result in endogenous terms of trade changes even for those countries too small to individually affect world markets. The paper also explores the possible implications of these secondary terms of trade changes for the dependent-economy models.     

Exploring the benefits of contact centre offshoring: a study of trends and practices for the Australian business sector

A globalised knowledge economy has seen organisations restructure their delivery of customer services to take advantage of an open and competitive labour market. Gains achieved in developed economies such as the USA and UK from offshoring of business processes to developing countries are pressuring Australian businesses to offshore. This paper explores the practices of Australian businesses with offshore contact centres and considers emerging trends in offshoring in terms of potential risks and benefits for Australian organisations with broad customer contact. Findings suggest that Australian organisations are not only cautiously adopting offshore contact centre solutions to a range of onshore challenges including recruitment and retention of local staff and comparatively high local costs, but also achieving gains beyond cost savings in quality of service and enhanced business flexibility.     

Lean six sigma and assurance of learning: Challenges and opportunities

The importance, and associated challenges, of faculty ownership and engagement in the assurance of learning (AoL) process are well documented in the literature. The authors demonstrate how schools can further their AoL objectives by encouraging and subsequently supporting organic, faculty-led initiatives. Specifically, we present a case study of a faculty led initiative to explore and demonstrate, as a proof of concept, how Lean Six Sigma can be used to improve AoL practices.     

The influence of workgroup identification on turnover intention and knowledge sharing: the perspective of employees in subsidiaries

Abstract

Turnover intention and knowledge sharing of local employees in multinational enterprise (MNE) subsidiary workgroups have received relatively little attention in IHRM research, yet are central to everyday operation of the organisation. Drawing on optimal distinctiveness theory, we consider the influence of workgroup identification on two important employee attitudes and behaviours, turnover intention and knowledge sharing, by examining the influence of the supervisor on workgroup identification. Participants included 306 employees in an Australian and New Zealand subsidiary of an MNE headquartered in Europe. The results indicate that employees’ tendency to identify with their workgroup is enhanced by the distinctiveness of a supervisor from a different national or cultural group, which in turn leads to decreased turnover intention and increased knowledge sharing among workgroup members. Higher supervisor prototypicality however, that counterbalances distinctiveness through higher inclusion, weakens the mediation effect. An important practical implication of this research is that the HR function could play a valuable role in training or group development to raise supervisors’ and employees’ understanding and management of needs for both inclusion and distinctiveness.     

Gender and inorganic nitrogen: what are the implications of moving towards a more balanced use of nitrogen fertilizer in the tropics?

For agriculture to play a role in climate change mitigation strategies to reduce emissions from inorganic nitrogen (N) fertilizer through a more balanced and efficient use are necessary. Such strategies should align with the overarching principle of sustainable intensification and will need to consider the economic, environmental and social trade-offs of reduced fertilizer-related emissions. However, the gender equity dimensions of such strategies are rarely considered. The case studies cited in this paper, from India, Lake Victoria in East Africa and more broadly from sub-Saharan Africa (SSA), show that the negative externalities of imbalanced inorganic N use in high- and low-use scenarios impact more strongly on women and children. We examine, through a literature review of recent work in SSA, the relative jointness of intra-household bargaining processes in low N use scenarios to assess the degree to which they impact upon N use. We suggest that gender-equitable strategies for achieving more balanced use of N will increase the likelihood of attaining macro-level reductions in GHG emissions provided that they secure equity in intra-household decision-making and address food security. Gender-equitable N use efficiency strategies will help to integrate and assure gender and social equity co-benefits at local scales.     

Moral Stress: Considering the Nature and Effects of Managerial Moral Uncertainty

To better illuminate aspects of stress that are relevant to the moral domain, we present a definition and theoretical model of “moral stress.” Our definition posits that moral stress is a psychological state born of an individual’s uncertainty about his or her ability to fulfill relevant moral obligations. This definition assumes a self-and-others relational basis for moral stress. Accordingly, our model draws from a theory of the self (identity theory) and a theory of others (stakeholder theory) to suggest that this uncertainty arises as a manager faces competing claims for limited resources from multiple stakeholders and/or across multiple role identities. We further propose that the extent to which the manager is attentive to the moral aspects of the claims (i.e., moral attentiveness) moderates these effects. We identify several consequences of managerial moral stress and discuss theoretical, empirical, and practical implications of our approach. Most importantly, we argue that this work paves an important path for considering stress through the lens of morality.