Collaborative-based HRM practices and open innovation: a conceptual review

Abstract

This conceptual paper analyses the role of collaborative-based HRM practices in supporting open innovation. There is already an extensive literature that investigates the impact of HRM practices on organizations’ innovation performance. As organizational boundaries become increasingly permeable and knowledge flows more freely, open innovation continues to receive close attention in management studies. However, relationships between HRM practices and open innovation have still not been examined. From a knowledge management perspective, we identify three kinds of barrier that may deter or impede open innovation. These relate to cognitive biases, concerns about transaction costs, and shortfalls in terms of organization capability. We also discuss the role of four types of collaboration-oriented HRM practices (i.e., teamwork-based recruitment, training in teamwork skills, team-based appraisals and rewards, and rotational job design) in reducing barriers to open innovation. Based on our analyses, we envisage future research directions about the role of collaborative-based HRM practices in supporting open innovation.     

The disclosure of company information to trade unions: The relevance of the ACAS Code of Practice on Disclosure

In the light of recent empirical work, this paper examines the place of information disclosure in the development of both management industrial relations strategies and domestic trade union strategies involving the use of information at site and company level. The need to link information to specific issues, and the importance for both management and trade unions of institutional development, are then considered and illustrated in relation to some of the issues that emerged during the period of study. Finally, taking account of the research findings, some suggestions are put forward for the development of the ACAS Code of Practice on Disclosure of Information.     

A neural network approach to understanding implied volatility movements

The expected response of an index volatility surface to index movements is quite different in high and low volatility environments     

The Role of Networks In the Diffusion of Technological Innovation*

This research considers the diffusion of computer-aided production management (CAPM) technology in the UK manufacturing sector during the mid to late 1980s, focusing on the role of inter-organizational networks in the diffusion process. Research on innovation diffusion has tended to adopt a ‘pro-innovation bias’ such that adoption of prescribed best practice technologies is always considered to be the best policy. In the UK, one particular form of CAPM (MRP/MRPII) has been heavily promoted by technology suppliers as best practice. However, the notion of ‘best practice’ de-emphasizes the importance of decisions about technology design when users attempt to develop firm-specific solutions. Crucial to these decisions are the inter-organizational networks through which potential adopters learn about relevant technologies. Using three case companies, where the introduction of CAPM occurred at approximately the same time, decisions regarding adoption, design and subsequent implementation, are explored in order to establish the influence of inter-organizational networks on the diffusion and subsequent appropriation of CAPM technologies. These cases revealed that potential adopters engaged in a range of inter-organizational networks through which they learned about new technologies. However, the knowledge diffused through many of these networks was shaped by technology suppliers who were promoting similar ideas about best practice. Thus, while involvement in inter-organizational networks gave potential adopters access to information about new technology, this information tended to reinforce supplier images of best practice and did not always lead these firms to develop appropriate technological solutions. Problematic relationships between the suppliers of the technology and the users was seen here to limit the redesign and further diffusion of CAPM.     

Educational Attainment,Citizenship, and Black American Women in Elected and Appointed National Leadership Positions

This article examines the issue of American citizenship and how it is related to Black Americans, especially from the perspectives of educational attainment and national political leadership positions (focusing on the U.S. Senate, office of governor, and the U.S. Supreme Court). The article presents seven interrelated conceptual or theoretical perspectives of American citizenship (Three Citizenships; Gender; Equality; Race; Belonging; Military Service; and Protestant Christianity), and where Black Americans (especially Black women) fit in them. The article claims that while Black American women have made substantial progress in college degree attainment, they have done so at a very high financial cost. The article claims that compared with other groups in the society, the gains in educational attainment made by Black American women have not resulted in them being elected or selected to these national leadership positions. Among the factors presented for this exclusion of Black women are: lack of strong support from Black American male leaders and institutional support; ambition; first occupy public office within the states of the Union; they must become moderate politicians; perception that Black women have more privileges in the society than Black men and other groups; and negative media portrayal of Black female candidates. The article claims that despite being one of the oldest and most native groups in the United States, with over nine out of every 10 of them being native-born citizens, Black American women in particular tend to have the characteristics of non-citizens.     

Deposit Insurance and Forbearance Under Moral Hazard

We study the efficacy of forbearance using a real options approach. Our model endogenizes moral hazard embedded in credit risk undertaken by the bank. The bank's interest rate risk is modeled as duration mismatch. Other modeling improvements over previous studies include such features as stochastic interest rates and deposits, continuous interest payments on an ongoing deposit portfolio, and a stochastic forbearance period. We find that the bank does have an incentive to engage in undue risk taking. Even in the presence of moral hazard, however, forbearance can still be a desirable course of action in reducing the FDIC's expected liability. In addition, the capital ratio plays an extremely important role in determining the fair insurance premium. Finally, using the mismatch of asset and deposit durations as the correct measurement of interest rate risk, our model reveals that an optimal asset variance may exist for a particular bank, contrary to what the contingent claims framework would predict. Therefore, we resolve the puzzle that banks in practice do not increase asset risk to take full advantage of the limited liability.     

来自拍档的市场调查和质量报告

14年前，台湾拍档由7个在资料处理、产品设计、制造品管和行销业务上各擅胜场的伙伴联手成立了拍档科技。10年前，拍档POS主机和周边产品的品质在台湾获得普遍认同，公司做出了向美国进军的决定，从此，拍档走上了国际品牌的扩张之路。1996年、1997年、2003年，拍档依靠全球近万名客户的认同和强大的后勤团队，分别在日本、新加坡、韩国和菲律宾建立了区域行销中心。     

Transferring Organizational Learning Systems to Japanese Subsidiaries in China*

abstract Qualitative interviews and observations were conducted to study the cross‐border transfer of organizational learning systems to the subsidiaries of five Japanese manufacturing companies operating in South China. This paper develops a holistic model of the overall process, by integrating knowledge‐oriented, routine‐oriented, and social/contextual perspectives, each of which plays a necessary role in explaining essential aspects. One feature of the transfer of organizational learning systems entailed arranging local access to, and opportunity to replicate, various types of knowledge repository that contained corporate values as well as technical expertise. A second feature involved the development of collective learning routines through dynamic interplay with evolving, locally based, knowledge repositories. A third feature, in two companies, entailed the creation of enterprise contexts that reproduced the socialization and corporate culture maintenance rituals, and the open plan factory and office designs, that were hallmarks of the respective parent companies, and which appeared highly conducive to the transfer of collective learning routines to the local sites. Findings indicate that successful cross‐border transfer of organizational learning systems entails the development and implementation of an overall heuristic design for cultivating collective learning routines through the engineering of enterprise contexts and the responsive management of knowledge repositories.