基于AHP的我国船舶制造企业核心竞争力评价研究

船舶制造企业的核心竞争力评价研究在我国尚处于初级阶段,研究我国船舶制造企业的核心竞争力,对于提升我国船舶企业的地位、加快我国船舶企业自身的发展,促进船舶制造业整体的进步都具有十分重要的意义。借助波特的钻石模型和层次分析法,建立符合我国实际的船舶制造一企业核心竞争力评价模型。并依照该模型对国内某船舶制造企业的核心竞争力进行评价研究,最后得出该企业的核心竞争力评价结果,从而为我国船舶制造企业核心竞争力评价研究提供有价值的参考,并为船舶制造企业制定发展战略提供科学依据。     

中小民营企业家战略执行能力短缺的实证分析

企业家战略执行能力对于中小民营企业成长和发展具有关键作用,其短缺是企业家能力短缺的重要成因之一。从企业家评价和高管成员评价的比较研究角度,分析了企业家战略执行能力的短缺状况。对中小民营企业的实证结果表明,企业家战略执行能力及其三个维度的短缺存在一定的普遍性,其中的实施战略控制能力短缺状况最为严重,企业家评价和高管成员评价之间的分歧也集中在实施战略控制能力的短缺上。这一结果对于企业家战略执行能力的改善具有重要启示。     

The leveraging of interfirm relationships as a distinctive organizational capability: a longitudinal study

In this paper we present a study of the structure of three lead firm‐network relationships at two points in time. Using data on companies in the packaging machine industry, we study the process of vertical disintegration and focus on the ability to coordinate competencies and combine knowledge across corporate boundaries. We argue that the capability to interact with other companies—which we call relational capability—accelerates the lead firm’s knowledge access and transfer with relevant effects on company growth and innovativeness. This study provides evidence that interfirm networks can be shaped and deliberately designed: over time managers develop a specialized supplier network and build a narrower and more competitive set of core competencies. The ability to integrate knowledge residing both inside and outside the firm’s boundaries emerges as a distinctive organizational capability. Our main goal is to contribute to the current discussion of cooperative ties and dynamic aspects of interfirm networks, adding new dimensions to resource‐based and knowledge‐based interpretations of company performance. Copyright © 1999 John Wiley & Sons, Ltd.     

An examination of the role played by internships in nurturing management competencies in Hospitality and Tourism Management (HTM) students

This article examines how the development of management competencies occurs within Hospitality and Tourism Management education programs at a 4-year higher education institution based in the Midwest. Its purpose is to address concerns raised by industry on how universities can best prepare graduates for success in their careers. As a result, this article examines internships as a vehicle for identifying both the development of management competencies and conversely is used to ascertain potential deficiencies in students’ development and marketability.

The findings suggest that due to the disparate needs of students, educators and employers, discrepancies do exist between stakeholder perspectives concerning the most beneficial way to facilitate programs.     

Career paths of hotel general managers in Turkey

This article investigates the career paths of hotel general managers (HGMs) in a developing country, namely Turkey. Based on an in-depth literature review, a questionnaire was developed and data were collected from 168 HGMs in Turkey. Compared to previous studies, this study found a higher percentage of female HGMs working in hotels. According to the research findings, almost half of the respondents received formal education in hospitality and tourism. The participating respondents most frequently reached the HGM position through working in the front office department and the food and beverage department. Honesty, interpersonal skills, and loyalty were found to be the top three characteristics that helped the participants become HGMs. In terms of required skills, communication, human relations, taking initiatives, and the ability to formulate plans were the top four skills for the participants in their career development. Finally, learning a foreign language, having a college degree, and developing long-term career goals were the top three personal development strategies. This is one of the first studies investigating HGMs career paths in a developing country and it offers specific theoretical and practical implications on this important topic.     

Developing a competency model for private club managers

The purpose of this study was to examine the psychometric properties and factor structure of the competency model for private club managers. This study developed and identified a valid and reliable model for managerial competencies that can be applied to private club managers. A total of 596 club managers responded to the survey, and the respondents were randomly divided into two subsamples: sample A was used for the exploratory factor analysis (EFA) and sample B was used for the confirmatory factor analysis (CFA). EFA resulted in 58 items, consisting of 10 dimensions, and the CFA confirmed the 10 dimensions of managerial competencies model (51 items), consisting of (1) golf, (2) facility maintenance, (3) human resources–legal, (4) leadership–interpersonal, (5) food and beverage, (6) club governance, (7) sports and recreation, (8) accounting, (9) marketing, and (10) strategic management. A model was developed in order to further understand important managerial competencies needed for managing a private club operation in the United States. This model can be used to update certification requirements and professional development programs for club managers, as well as update university curricular offerings.     

Hill Valley University

Hill Valley University is faced with a number of issues in the current year, including a $12 million deficit. You, CPA, are asked to analyze a number of strategic and operational issues to help the Board make important decisions regarding various program growth and cost savings opportunities. You also are asked to assess the impact of various initiatives on the university's strategic plan and its students. Some issues, such as recruiting more international students and increasing class size, may affect the student learning experience. Other issues, such as the building of a new residence and the implementation of a new enterprise resource planning (ERP) system, may help the university increase its ranking. You, CPA, are also asked to incorporate your recommendations into a five‐year budget.     

Competency modeling: A theoretical and empirical examination of the strategy dissemination process

One of the most important functions of a competency model is to translate organizational strategy into employee behavior. Yet, virtually no theoretical attempts to elucidate this process exist, and no empirical evidence has been offered demonstrating that it occurs. Drawing on the strategic management literature, we develop a conceptual framework delineating this process. We theorize that structurally distributed knowledge, attention, and behavior results in coalitions of individuals at different hierarchical levels (top managers vs employees) developing different dominant logics. These differences across levels in habituated modes of processing information and conceptualizing roles impact the initial importance assigned to competencies that are added to the model as an organization's strategy evolves. However, over time, competency models enable top managers to drive their dominant logic downward through the organization. As the importance of certain competencies is reinforced through performance management, schemata of high-performers shift, becoming better aligned with those of top managers'. Using data from focus groups, surveys, and archives collected at two points in time (6 years apart) capturing change in the strategy of an organization of professional jobs in the U.S. government (n = 218), results were supportive. We then use our model to generate an agenda of research questions and topics to enhance competency modeling scholarship.     

Bolstering the female CEO pipeline: Equalizing the playing field and igniting women’s potential as top-level leaders

Females represent just 6% of Fortune 500 CEOs in the U.S. Which competencies, traits, motivations, and experiences drive female CEOs to the corner office? Our study includes interviews with 57 women, all current and former CEOs of Fortune 500 companies, in an effort to explore the common characteristics of female CEOs and record their experiences as well as actions organizations took that supported—and hindered—their leadership ascents. We found common themes of female CEOs’ courage, risk taking, resilience, and ability to manage ambiguity. Women need not shy away from tough and unpredictable job assignments that will build these characteristics. To this end, we suggest steps organizations should take to cultivate a robust pipeline of female talent in the workplace.     

Audit committees and financial reporting quality: The 8th EU Company Law Directive perspective

In order to increase corporate governance quality, the 8th EU Company Law Directive enacted a mandatory audit committee in publicly listed companies in the EU and defined its tasks and responsibilities. In response to the directive, we examine the incremental value of audit committee monitoring effectiveness and audit committee competencies over the mere existence of an audit committee. We find that audit committee monitoring effectiveness and competencies are positively associated with financial reporting quality, whereas, somewhat surprisingly, the effect of the existence of an audit committee is negative. This finding shows that the existence of audit committees is a necessary but not a sufficient condition for enhancing financial reporting quality. Collectively, the study’s findings suggest that the 8th Directive has had a positive effect on corporate governance quality and, in turn, financial reporting quality in the EU.