Changing the mindset: the training myth and the need for world-class performance

Abstract Using data from Canada, the Czech Republic, Hong Kong and Indonesia, this paper tests the concept that training should be viewed as only one (perhaps small) factor in the drive towards world-class productivity. Rather, it is a combination of social science and physical science factors that must be managed, if productivity is to improve. This gap analysis technique focuses on reactive and proactive job analyses to develop programmes of workplace change. Even when utilized in widely varying cultures, the model yields comparable results.     

The dimensionality and determinants of pay satisfaction: a cross-cultural investigation of a group incentive plan

This paper proposes and empirically examines a conceptual framework for investigating the dimensionality and determinants of pay satisfaction. Satisfaction with group incentive plans is found to be a distinct dimension of the multidimensional pay satisfaction construct, whereas procedural justice and pay for performance perception are found to be its significant determinants. Cross-cultural comparisons are made using data collected from a multinational firm's employees in the US and Hong Kong. National culture is found to have direct and moderating effects on pay satisfaction. Implications for academics and human resource managers are discussed.     

欠发达地区农村合作金融机构利率风险研究——以广西崇左市为例

近十年来,我国利率市场化进程加速,中央银行为应对复杂的国际国内形势更频繁地使用利率工具,存、贷款基准利率的波动幅度逐渐加大,存在不同方向和不同幅度的利率变化,对欠发达地区农村合作金融机构的利率风险防范策略是一种考验.本文通过建立利率敏感性缺口模型,对崇左市7家农村合作金融机构的利率敏感性缺口、利率敏感性比率、利率敏感性比率偏离度、利率敏感性缺口率进行实证分析,并针对其潜在风险和存在问题提出政策建议.     

CEO Risk Preference and Investing in R&D

This study aims at: (1) developing an index to measure CEO risk tolerance using publicly available data, and (2) examining the association between this index and investment in risky projects. Using relative pay‐at‐risk as a proxy for risk preference (tolerance) is a new proposition and is supported by having significant association with CEOs' socio‐demographic variables—the variables often studied in connection with risk aversion. Furthermore, this risk preference indicator has a positive association with risk‐taking behaviour as proxied by R&D expenditures. The in‐sample estimation and out‐of‐sample predictions support (a) using relative pay‐at‐risk as a valid proxy for risk tolerance, and (b) finding statistically significant positive association between this measure and R&D expenditures. The association has different degrees of strength for nine out of 11 industries.     

Pay Dispersion and Organizational Performance in Korea: Curvilinearity and the Moderating Role of Congruence with Organizational Culture

This study examines the curvilinear relationship between pay dispersion and organizational performance. According to the pay dispersion literature, a large pay gap has benefits and drawbacks for organizational performance because employees can feel motivated or demotivated depending on the degree of pay dispersion. We investigate the possibility of nonlinearity in the context of these countervailing forces, and aim to uncover the condition under which the positive effect of high pay dispersion prevails. Our empirical analysis of data from 436 Korean cross-industry firms shows that pay dispersion and organizational performance have an inverted U-shaped relationship. Moreover, when a pay scheme matches current organizational culture, the positive relationship between pay dispersion and organizational performance is more pronounced. We discuss the implications for future compensation research and practice.     

Human resource practices and discrimination in South Africa: overcoming the apartheid legacy

While there is some level of isomorphism and convergence in HRM practices, country-specific differences remain, notwithstanding globalization and the influence of increasingly powerful multinationals. Much work has occurred on diversity management and cultural aspects of management in South Africa (SA). This analysis finds that local institutional context in labour relations and particularism in practices remain important, although the influence of convergent forces such as globalization, information technology and increased competition has become much more prominent in post-apartheid SA. Human resource practitioners in SA see the most important workplace challenges as performance improvement, employment equity, training and development and managing trade union expectations. This article critically evaluates the effects of recent legislative measures, particularly labour court and arbitration awards aimed at addressing the adverse impact of past unfair discrimination on pay practices and skills development. The latter are found to be interrelated, sensitive and difficult areas of discrimination in respect of legal proof.     

外商直接投资、国际贸易与工资溢出——基于微观企业层面的实证分析

本文基于12180家企业面板数据估计了内资非出口企业与内资出口企业、外资出口企业、外资非出口企业之间的工资差距。研究结果表明,内资非出口企业与内资出口企业、外资非出口企业、外资出口企业之间存在显著的平均工资差距。进一步的分析发现,邻省外商直接投资对本省内资企业工资具有显著负效应;由于交易费用的存在,非相邻省份的外商直接投资对省内内资企业工资有显著正效应。同时,省内国际贸易对内资企业工资影响显著为正;由于区域间产业趋同现象的存在,相邻省份的贸易对省内内资企业的工资影响显著为负。因此,为缩小收入差距,要求我国消除区域壁垒,建立统一市场。     

中国对外直接投资的逆向技术溢出效应——基于技术差距的影响分析

本文利用2003～2007年省际面板数据对我国对外直接投资的逆向技术溢出效应以及国内外技术差距对逆向技术溢出的影响进行了实证分析,研究结果显示:我国对外直接投资对全要素生产率存在显著的逆向溢出效应;我国与西方国家的技术差距影响对外直接投资的逆向技术溢出,且技术差距与逆向溢出之间的非线性关系模型比线性关系模型拟合得更好.     

技术差距、“干中学”的国别分离与发展中国家的技术进步

假定发展中国家同时进行自主创新和国外技术模仿,运用学习模型分析框架,探讨技术模仿、技术差距、自主创新对发展中国家技术进步的影响。理论分析表明,当发展中国家与发达国家的技术水平差距较大时,发展中国家主要采用技术模仿来缩小与发达国家间的差距。但随着技术差距不断缩小,发展中国家在技术引进的基础上,采用干中学向干中学加工的转换模式,形成自主创新体系。本文运用1990~2008年中美时间序列数据,实证检验了技术模仿、自主创新与技术进步间的关系。发现技术模仿和自主创新的加强是促进我国技术进步的重要变量,而技术差距对我国技术进步具有负面影响。     

社会保障筹资模式的路径选择——基于筹资模式的储蓄效应研究

随着人口老龄化的加剧,许多实行现收现付制社会保障制度的国家财政负担越来越重,为了保证社会保障制度的可持续性,各国开始寻求新的社会保障筹资模式。在世界银行主推的基金制社会保障制度浪潮下,二十世纪90年代开始,中国结合本国实际情况也开始了社会保障制度的改革,并于1997年开始实施社会保险基金的＂部分基金制＂,即现收现付制与完全基金制相结合的筹资模式。本文阐述了现收现付制和基金制的运行机理并探讨了其与储蓄的关系,并在此基础上,对我国的部分基金制进行解析。本文认为部分基金制的＂个人账户＂的储蓄功能目前无法得到实际发挥,由于我国目前的经济条件和收入差距悬殊等问题,使得部分基金制向完全基金制的转变应循序渐进,现收现付方式还应是我国目前实行的部分基金制中的侧重部分。