Segmenting university alumni using a person‐centered methodology

Higher education leaders in the United States increasingly rely on relationships with alumni to advance multiple institutional goals. Scholars have traditionally relied on variable‐centered approaches to understand associations among alumni experiences, personal attributes, and support behaviors. Departing from this tradition, this study draws on a person‐centered approach, latent class analysis, to segment groups of alumni by their non‐monetary support behaviors. We define non‐monetary support as engaging in actions outside of charitable giving that advance institutional objectives. Drawing on past literature, we conceptualize alumni non‐monetary support behaviors as falling into 4 categories: (a) volunteerism: charitable preferences, (b) political advocacy: social change preferences, (c) multimode engagement: charity and social change, and (d) disengagement: nonsupport. Relying on an alumni survey from a research‐intensive university in the United States, our analysis found support for a 4‐class model of alumni supporters and nonsupporters. These groupings include the classes of Political Advocates, Apolitical Recruiters, Super Engaged Alumni, and Disengaged Alumni. Using cross‐tabulation analysis, we explore attributes of each class by age, gender, and involvement in religious, political, and volunteer organizations in college. We find that groups of alumni exhibit the same patterns of engagement while they were students. For example, students who were engaged in political action in college are those who are likely to become Political Engagers as alumni. Students who volunteered in college and stayed clear of politics emerge as Apolitical Recruiters after college. Super Engaged Alumni are those who were engaged in multiple domains in college. Implications for advancement practice are discussed.     

论跨国公司的人才本地化战略

随着中国加入WTO，大批跨国公司蜂拥而入。跨国公司实行人才本地化战略，具有一定的必要性。人才的本地化有利于最大限度地消除跨国经营化上的隔阂，节约经济成本，但同时在跨国公司人才本地化的进程中又存在诸多问题。     

Returns to specialization,competition, population,and growth

Using an expanding-variety endogenous growth model with purposive human capital accumulation, this paper provides an alternative explanation of why we may observe an ambiguous correlation between product market competition (PMC) and economic growth, and between population and economic growth rates. Our explanation is based on the notion of ‘returns to specialization’. Under the model's assumptions, PMC and economic growth are ambiguously correlated when returns to specialization are decreasing, whereas population growth and productivity growth are ambiguously correlated when returns to specialization are increasing. From a theoretical point of view, these results are explained by the presence or absence of an ‘increasing production-complexity’ effect associated to the use of a larger number of intermediate-input varieties in the same production process.     

Managing Challenging Organizational Change: Introducing active labour market policies in Italian public employment agencies

Abstract

Managing organizational change in the public sector is extremely challenging when adverse conditions hamper the introduction of novel organizational practices. This study builds on the case of the implementation of active labour market policies in in Italy, in an attempt to help explain the process of managing organizational change in the public sector. The case study shows how, despite contrary conditions that originate from the political context, the interplay between designed policy interventions, initial conditions, and features of the policy process can result in effective change of employment service practices.     

乡镇龙头企业与农村合作经济组织对接的经济分析

乡镇龙头企业与农村合作经济组织的对接对于促进龙头企业经营规模化、专业化及推进合作组织的发展有着重要意义,二者对接实现“双赢”具有可行性。同时,面临着利益分配机制缺位、诚信缺失、成本投入等因素的制约。应从建立合理的利益分配机制、加强诚信建设、提高各自素质等方面实现两者的顺利对接。     

New Financial Architectures and Legal Infrastructures: Toward a Corrected and Compensated International Monetary System

The international monetary system features a powerful subsystem of nations with an organized polyarchic economy—in other words, a market economy adjusted and balanced by government authorities to protect the market against forces operating within it but failing to abide by the rules (as in the defense of fair competition), in which excessive asymmetry runs the risk of toppling the system. The central bank is the body guaranteeing both stability and the system. However, globalization prevents the central banks from controlling the massive flows of derivatives. In the absence of a supranational authority, the only remedy realistically feasible today lies in the network of informal agreements among the leading economic powers—the G-7, G-8, and G-20 countries. These countries, on the one hand, intervene on a case-by-case (or crisis-by-crisis) basis and, on the other, strive to bring chaotic corrective and compensatory measures into a market dominated by “turbocapitalism” to ward off future crises. Their actions thus strengthen legal infrastructures and the information flows that ensure transparency and involve financially sound nations, weak nations, international organizations, assorted classes of operators, and major private institutions.     

Leadership and organizational learning's role on innovation and performance: Lessons from Spain

Leadership style has been traditionally emphasized as one of the most important individual influences on firm innovation. Scholars are now paying growing attention to the possibility that the collective capability of organizational learning plays a key role in determining innovation. We propose that leadership style, an individual feature, and organizational learning, a collective process, simultaneously and positively affect firm innovation. A structural equation model and data from 408 large firms in four sectors supported our hypotheses. Organizational learning had a stronger direct influence on innovation than CEO transformational leadership for our sample; however, leadership had a strong, significant influence on organizational learning, indirectly affecting firm innovation. Additionally, innovation positively and significantly influenced performance. Organizational learning also positively affected performance, but interestingly mainly through innovation.     

试论国际反倾销中的规避与反规避

随着新贸易壁垒的升级，规避及反规避问题已经成为国际反倾销中的新问题，越来越受到国际社会的关注。在国际反倾销中，规避反倾销是国际贸易的产物，反规避是反倾销措施的延伸与发展。反规避问题的关键在于要建立一个统一、公平、合理的国际反规避规则和机制，最大限度地限制其消极作用和负面影响，以维持国际贸易和国际投资领域的公平竞争秩序。     

New strategic goals and organizational solutions in large R&D labs: lessons from Centro Ricerche Fiat and Telecom Italia Lab

The issue of corporate R&D management has become particularly relevant during the last decade, since many industrial sectors experienced growing complexity in their research areas and increasing constraints in budgets devoted to R&D activities. This paper discusses the cases of the ICT and automotive sectors, exploring the changes in managerial procedures and strategies that two of the largest corporate research centres in Italy (Telecom Italia Lab and Centro Ricerche Fiat) adopted during a delicate phase of transition.
Both cases are characterized by a growing pressure towards the effective integration of short-term and long-term perspectives, i.e. towards a balance between valorization of research results and competencies, and exploration of new technological trajectories. The solutions adopted by the two organizations are explored and discussed. Specifically, while TiLab focused on the promotion of controlled spin-off companies, CRF has been very active in local technology transfer, especially in favour of SMFs.