Trust or not: Heuristics for making trust-based choices in HR management

The present two studies examine how the participants (i.e., 150 managers) make trust-based employee selection in hypothetical situations, based on five cues of trustworthiness derived from previous surveys. In Study 1, each executive participant is presented with a pair of candidates with different cue profiles so that the choice would favor one of them based upon each of the four following heuristics: Franklin's rule, likelihood expectancy, take-the-best (TTB), and minimum requirement (MR). Study 2 adopting a within-subject design jointly compares the four heuristics. The results show that simple heuristics (MR and TTB) outperform the more complex strategies (Franklin's rule and likelihood expectancy) in their predictive accuracy. The MR heuristic, a heuristic tallying the frequency of passes against a set of minimal rather than optimal or satisfactory requirements, performs even better than the TTB heuristic, particularly when the number of the cues identified as MRs is small.     

Dynamic R&D choice and the impact of the firm's financial strength

ABSTRACT

This article investigates how a firm's financial strength affects its dynamic decision to invest in R&D. We estimate a dynamic model of R&D choice using data for German firms in high-tech manufacturing industries. The model incorporates a measure of the firm's financial strength, derived from its credit rating, which is shown to lead to substantial differences in estimates of the costs and expected long-run benefits from R&D investment. Financially strong firms have a higher probability of generating innovations from their R&D investment, and the innovations have a larger impact on productivity and profits. Averaging across all firms, the long-run benefit of investing in R&D equals 6.6% of firm value. It ranges from 11.6% for firms in a strong financial position to 2.3% for firms in a weaker financial position.     

Some Determinants of Core Competencies: Evidence from a Binary-Logit Analysis

Despite the increasing recognition of the salience of core competencies in the process of competition, the notion of core competencies has remained largely ambiguous in the literature. Neither is it clear what strategies, institutions, and resources are necessary for developing and sustaining core competencies. This paper uses the binary-logit model to explore the determinants of core competencies, and identifies investment in intangible assets, marketing/promotional activities and firm size as significant determinants of core competencies. An evaluation of the technology strategies of two competence-seeking firms also points to the increasing salience of intangible assets, decentralization/globalization of the R&D function, and the intensive search for knowledge and capabilities.     

Non-regular professionals' dual commitment in South Korea: antecedents and consequences

There is a growing concern with whether nonregular professionals are concurrently committed to both the organization and their profession and whether such commitments are beneficial to that organization. This article seeks to investigate the relationship between organizational justice variables and the dual commitment of nonregular professionals via perceived organizational support (POS) and the subsequent effect of the dual commitment on organizational citizen behavior. Hypotheses are developed and then tested through structural equation modeling with data collected from a total of 1143 part-time instructors at South Korean universities. The findings of this study reveal that the perceptions held by nonregular professionals of organizational justice constructs concurrently influence organizational commitment and professional commitment via POS and that both commitments are positively associated with altruistic behavior. The findings advance our understanding of the dual commitment of nonregular professionals and provide universities with managerial implications as to how to manage effectively part-time instructors. Limitations, directions for future research, and conclusions are presented.     

中央企业人力资源管理模式探讨

中央企业人力资源管理改革正在如火如荼进行,也取得了一定的成效,但还没有形成高绩效的人力资源管理系统。在中外人力资源管理模式的对比分析基础上,构建符合中央企业自身发展的人力资源管理模式,为中央企业持续稳定发展提供理论和实践依据。     

浅议整体治疗模式下住院楼建筑的优化设计策略

随着医院经营模式的转变,医院开始以患者为中心为其提供医疗服务,病者的生理、心理需求、住院舒适性、住院体验日益受到重视,医疗关注点也从以前的局部治疗开始向全方位医治患者的整体治疗模式转换。关怀住院病人,为病人提供优质的住院服务,已成为各医院创造医疗技术和设备以外最主要的竞争策略。为住院者营建舒适、健康、满足患者身心以及社会需求;为医护人员创造舒适、人性化的工作、休憩空间,也成为这一时期建筑师必须积极应对的设计问题。     

基于顾客感知价值提升企业核心竞争力的研究

现代企业竞争的客观事实证明:顾客价值才是企业发展的源泉和企业胜败兴衰的关键所在。特别是顾客感知价值已成为企业创造竞争优势的重要因素,是形成企业核心竞争力的动力,企业核心竞争力为顾客感知价值提供了可靠的保证,两者是一种互生共存的关系。     

浅谈回弹法检测混凝土抗压强度

回弹法是一种简便的推定混凝土构件抗压强度的方法,在我国应用十分广泛。结合实际工作,对回弹法检测混凝土抗压强度谈一些体会和看法。