战略性国际人力资源管理初论——以A公司为例分析

全球化的趋势促使跨国企业内部的人力资源跨国移转,为能有快速有效的当地反应以达成企业跨国经营的目标,国际人力资源管理必须提升到战略的层次来探讨,并将它与环境因素、国际经营战略结合,才能赢得持久性的胜利。国际人力资源管理是跨国企业海外经营成功的重要保证,它是跨国企业非常值得研究的议题。本文以宝钢为例进行分析,抛砖引玉,以求有所裨益。     

人力资本产权视野下企业剩余索取权的配置分析

人力资本产权理论运用于分配企业剩余索取权,有利于提升人力资本的经济利益,形成对人力资本产权所有者的有效激励和约束。本文运用博弈论方法,以剩余索取权作为研究的切入点,旨在从理论上探寻人力资本所有者分享企业剩余索取权的必要性和可能途径,以及由此给企业带来的相关效应。     

福建省人力资源开发研究

通过对福建省人力资源现状及其原因的分析,提出必须从控制人口增长,实施科教兴省战略,创立良好环境,发展创新体系,建立健全相关法规等方面措施来做好福建省的人力资源开发。     

交互效应视角下政府补助、内部资源与创新绩效关系研究

以我国战略性新兴产业上市企业为研究对象,构建包含政府补助、内部资源和企业创新绩效的创新系统。建立PVAR模型,通过脉冲响应和方差分解等方法分析系统要素间的动态交互作用。研究结果表明：在企业创新系统内,创新资源促进企业创新绩效提升的效果最显著,政府补助次之,政治资源最弱;进一步探究发现,创新绩效能够实现对内部资源的积极反馈,该反馈作用是快速响应的。此外,企业资源和创新绩效冲击对政府补助的影响程度很小,本期政府补助主要受到自身波动的影响。     

人力资源价值分析模型的探讨

以人力资源价值分析的必要性和理论基础为出发点,探讨了用生产函数构建人力资源价值分析的模型。     

战略人力资源管理效能内涵及构成研究

正确理解并评价人力资源管理对企业所作的战略贡献,首先必须清楚界定人力资源管理效能的内涵及其构成。为此,从战略观视角,提出战略人力资源管理效能的内涵及其特性,在此基础上,分析战略人力资源管理效能构成要素,为有效评价人力资源管理对企业绩效的贡献和企业实施战略人力资源管理提供理论指导。     

Human Resource Ecosystem and its evolutionary rules

The paper, based on the concept and the elements of human resource ecosystem （HR Ecosystem）, studies the function and structure of HR Ecosystem, introduces the entropy theory to define the content of entropy of HR Ecosystem, constructs the corresponding distinctive model to distinguish the direction of the evolution of HR Ecosystem and the evolutionary entropy model, and applies the models to demonstrate the evolutionary rules of HR Ecosystem. The study shows that the entropy theory can be well applied to the analysis on HR Ecosystem and that it opens up a new field in the research of human resource management and provides a new effective technical method.     

Measuring Socio-Economic GENDER Inequality: Toward an Alternative to the UNDP Gender-Related Development Index

This paper assesses the United Nations Development Program’s (UNDP) Gender-Related Development Index (GDI). Although the GDI has increased attention on gender equality in human development, it suffers from several limitations. A major problem is that it conflates relative gender equality with absolute levels of human development and thus gives no information on comparative gender inequality among countries. Using the same indicators as the GDI, the paper constructs a Relative Status of Women (RSW) index, which demonstrates how using a measure of gender equality that abstracts from levels of development results in very different country rankings. However, the RSW is not an ideal measure of gender inequality. The GDI indicators are not the most appropriate ones for measuring gender inequality and hence both the RSW and the GDI have limited validity. The paper concludes by offering a conceptual framework that provides the basis for an alternative measure of gender inequality.     

Religion,economics and politics: The Bishops and Keynes in the post-Keynesian ERA

This paper makes a proposal for reintroducing sociological or social economics into contemporary economic science. Such a reintroduction is proposed to be substantive, by analyzing the social structuring of the economy, and formal, by including sociological/social economics in the current (JEL) classification system of economic disciplines (code A.15). Both epistemological and ontological arguments can be presented to support the proposal. Epistemological arguments invoke the presence of essential components of sociological economics in the development of economic thought, and ontological arguments stress the role of social factors in economic life. In this paper I present primarily epistemological (theoretical-methodological) arguments for sociological economics, and secondarily ontological ones. I show that the present designation, sociology of economics, is something different from sociological or social economics in that the former refers to economic epistemology (knowledge) and the latter to economic ontology (reality). I conclude that, in addition to a sociology of economic science, we need a sociology of economic life.     

Gender wage gap studies: consistency and decomposition

This paper reviews the empirical literature on the gender wage gap, with particular attention given to the identification of the key parameters in human capital wage regression models. This is of great importance in the literature for two main reasons. First, the main explanatory variables in the wage model, i.e., measures of work experience and time-out-of-work, are endogenous. As a result, applying traditional estimators may lead to inconsistent parameter estimates. Second, empirical evidence on the gender wage gap hinges on estimates of the parameters of interest. Accordingly, their economic meaning may be limited by restrictive assumptions included in wage models. This challenges both researchers and policymakers who require precise measures of the gender wage gap in order to create and enforce efficient equality policies. This paper is a substantially revised version of the first chapter of my thesis. I am grateful to Christian Dustmann and Wendy Carlin for their great support and comments. I also thank Bernd Fitzenberger, colleagues at the Norwegian School of Economics and Business Administration and IZA, and three anonymous referees for their helpful comments and suggestions.