The social responsibility of international business: From ethics and the environment to CSR and sustainable development

This article examines how the international business (IB) literature has addressed social responsibility issues in the past 50 years, highlighting key developments and implications from a historical perspective. Specific attention is paid to the Journal of World Business (JWB), which has covered the whole period and published relevant articles related to these issues, in comparison to the Journal of International Business Studies (JIBS), the other long-standing IB journal. The article outlines that they illustrate different conceptualizations of IB and social responsibility. The 50-year review shows three subthemes: the (green) environment; ethics, rights and responsibilities; poverty and (sustainable) development. These are discussed consecutively, including main contributions and promising areas to further the field.     

浙江省规模以上工业企业科技人力资源配置现状及区域比较

科技在国家竞争力中起着关键作用。科技人力资源对于企业的生存和发展至关重要。文章从数量和密度上分析了浙江省规模以上工业企业科技人力资源的发展现状,在企业科技人力资源评价体系构建的基础上,运用主成分分析方法,对浙江省11个城市规模以上工业企业的科技人力资源水平进行评价,提出了浙江省规模以上工业企业科技人力资源发展的建议。     

河南省人力资源如何应对建设中原经济区挑战

中原经济区建设已经纳入国家战略规划。这对河南来讲无疑将是一个新的发展机遇。审视分析河南省情,人力资源丰富虽然是河南省的优势,但是却处于人才劣势,这是中原经济区建设的一个重要制约因素,对中原经济区建设具有强大的反作用力。因此,解决好人才发展问题已成为河南省建设中原经济区的重要前提。其对策是:大力发展教育事业;加强河南省人才库建设;促进人力资源结构和布局的进一步优化。     

How to prevent and combat employee burnout and create healthier workplaces during crises and beyond

Burnout results from chronic work-related stress. People who are burned out are emotionally drained and feel negative and detached from work, which leads to decreased performance, inhibited creativity and innovation, workplace accidents, absenteeism, and physical and mental illnesses. Burnout is widespread, pernicious, and costly to human life, firm profits, and society—especially during a global crisis like the COVID-19 pandemic but also during a broader set of pan-global crises yet to come. Fostering healthier workplaces is a necessity at any time, but particularly during a crisis that has intensified job demands and drained job resources. Based on a review of the evidence, we provide five recommendations and implementation guidelines that can help organizations prevent and combat burnout: (1) provide stress management interventions, (2) allow employees to be active crafters of their work, (3) cultivate and encourage social support, (4) engage employees in decision-making, and (5) implement high-quality performance management. Overall, our evidence-based recommendations, together with the implementation guidelines we provide, will help business leaders promote and create sustainable wellness at work during crises and beyond.     

The ‘old’ and ‘new’ competition and Malaysian manufacturing firms: a case study

The majority of empirical studies dealing with production processes, work organization and industrial relations practices have been conducted in advanced industrial nations. This article reports on a study of the changing nature of work organization and industrial relations policies in the developing economy of Malaysia. It explores the broad patterns of change in human resource management, technology and work organization among Malaysian manufacturing firms in the context of Best's ‘old’ and ‘new’ competition. The question that arises is: does the evidence reveal that Malaysia is embracing elements of the ‘new competition’, or is it still locked into a regime of mass production, or both? The article argues that the ‘old’ and the ‘new’ competition should not be treated as a simple, straightforward duality model of development. The distinction between the two approaches is sometimes blurred and not so clear-cut. The case study observes that both systems could be operating side by side at the same time within an organization. Since the Malaysian manufacturing sector is expected to shift from simple assembly and process-type operations using labour-intensive techniques to the more advanced and higher value-added industries, greater investment in HRD to upgrade the skills of the work-force and the adoption of appropriate industrial relations policies that emphasize decentralization, greater employee involvement and continuous innovation will become crucial. To be able to compete successfully in the global economy would require a change in focus in the adoption of industrial relations and human resource development policies. For Malaysia to realize its aspiration to become an industrialized and developed nation by the year 2020 would require radical changes in those policies within the context of an integrated approach to economic and industrial planning.     

Running on the spot? A review of twenty years of research on the management of human resources in comparative and international perspective

Research using a comparative and international perspective on the management of human resources is examined, drawing on articles published in leading human resource management, management/organizational behaviour and related social science journals between 1977 and 1997. In total a little under 2 per cent of the articles under review focused on the management of human resources in a comparative and international perspective. The largest group of these articles was comparative in nature (44 per cent), followed by those with an international perspective (35 per cent). A smaller number adopted a combined approach (17 per cent) and a few were separately classified as foreign national studies (4 per cent). Over time, there has been some progress made in terms of the number of articles published and the scope of topics covered. However, many of the articles displayed similar shortcomings to those noted in earlier reviews of cross-national management/organization studies: in particular, an over-reliance on a small number of primarily Anglo-Saxon countries, a lack of a longitudinal perspective, a loose specification of culture, an ethnocentric bias and a frequent failure to explain observed differences and similarities.     

从“人肉搜索”看互联网的公共性

在网络公共领域,人肉搜索作为一种人性化搜索体验,在产生之初本是善良的,但是随着良莠不齐网民大量加入,其本意被扭曲,甚至产生网络暴力和网络暴民。究其根本,互联网的全民性、互动性、信息资源性、补充监督性、技术先进性是其作为新兴公共领域的独特之处。但是,互联网的有限性、制度缺失、公共性渐流失、权利和责任分离等缺点也导致了人肉搜索与公共性发生严重碰撞,其结果是近几年来网络暴力案件的频发和升级。这就需要我们从加强国家法制建设、公民法律意识建设、实行实名制、构建健康公共理性等方面来正确处理＂人肉搜索＂与公共性的关系。     

企业国际化战略中人才管理的几点思考

随着越来越多的中国企业进行市场国际化、业务国际化和资本国际化的国际化战略探索,人才国际化的需求和呼声也变得日益迫切和高涨。本文在明确国际化对人才要求的前提下,对企业国际化的人才管理进行了战略思考。     

人力资源开发角色的ASTD模型及其意义

对人力资源开发角色的分析是人力资源开发职业进入标准化阶段的必须准备,对建立职业规范和职业教育体系有很大作用。美国培训与开发协会提出的人力资源开发角色研究模型是该领域最重要的研究成果,本文对这一模型的主要成果进行总结,并说明了当今人力资源开发角色出现的新变化。对人力资源角色的深入系统研究,必将有助于中国企业人力资源开发规范化、职业化进程,促进人力资源开发这一新兴职业在我国企业的健康发展。     

Efficiency change and growth in productivity: the Asian growth experience

This paper focuses on identifying the sources of productivity growth in ten Asian economies including China, Japan, the NIEs and the ASEAN-4. We calculate productivity growth and its components using distance-function-based Malmquist productivity indexes following Färe, Grosskopf, Norris, and Zhang (1994a). Hong Kong and Singapore are found to have the capabilities to shift the grand frontier of the APEC economies. But the productivity divergence might have occurred since the 70’s. The FDI contributes to the Asian growth either through catching-up or through technological innovations when a sufficient learning capacity is available in the host economy.