An input–output virtual laboratory in practice – survey of uptake,usage and applications of the first operational IELab

ABSTRACT

The Industrial Ecology Virtual Laboratory (IELab) is a collaborative cloud-computing platform for compiling large-scale, high-resolution, enviro-socio-economic accounts based on multi-region input–output tables and for conducting integrated sustainability assessment projects. These include, for example, assessments of biofuels and low-carbon construction materials or high-resolution waste modelling. This contribution provides a structured review of IELab applications that were published in either peer-reviewed journal papers or in the form of conference proceedings. The main research question posed is ‘What are the specific features of IELab that were used in the research and could the research have happened without them?’ It is investigated whether the IELab has actually and truly enabled new research. A detailed analysis of IELab characteristics and their usage is presented. The results can help with the design of new research projects and inform existing and prospective users of the IELab about the options for academic research and practical applications.     

Effects of work–family and family–work conflicts on flexible work arrangements demand: a gender role perspective

In recent years, a growing number of firms have adopted flexible work arrangements (FWAs) to help managers balance their work–family demands. Based on a sample of 1336 married managers in Korea, we found that work–family conflict increased the FWAs demand more for female managers than for male managers. When facing work–family conflict, the absence of family-supportive supervision increased the demand for FWAs, particularly among female managers. No such effect was found for family–work conflict. In addition, having a female supervisor led to an increased demand for FWAs from company managers. These results suggest that firms should pay close attention to gender difference and supervisory roles in predicting the demand for FWAs to alleviate work–family conflicts.     

Integrating decomposition approaches for the analysis of temporal changes in economic structure: an application to Chicago's economy from 1980 to 2000

This paper presents an attempt to integrate two flow decomposition methods to analyse temporal changes in a region's economic structure. The two methods of structural analysis are push–pull decomposition analysis and structural Q-analysis. Push–pull analysis presents a quasi-optimization decomposition of a set of matrices with actual intersectoral economic flows into a weighted set of matrices, while structural Q-analysis provides a form in which the structure of these decomposed flows can be considered. The paper provides an expository application to Chicago's economic structure over the period of 1980 to 2000, to reveal a complementary perspective of hollowing-out the production process in the Chicago economy that was identified in previous studies.     

The joint effect of leader–member exchange and emotional intelligence on burnout and work performance in call centers in China

We examined the joint effect of LMX and emotional intelligence (EI) on burnout and work performance. Results based on data collected from 493 leader-member dyads in the call center of a large Chinese telecommunication company indicated that LMX was negatively related to burnout, yet was not significantly related to objective work performance. Moreover, we examined the effects of the four dimensions of EI (self-emotion appraisal, other-emotion appraisal, use of emotion, and regulation of emotion) on burnout and performance, and found that burnout mediated the link between use of emotion and work performance. Results also showed that LMX was associated with burnout and work performance more strongly for service workers with lower levels of self-emotion appraisal. More surprisingly, the link between LMX and work performance was stronger for service workers with higher levels of use of emotion.     

Exploring the development and transfer of career capital in an international governmental organization

Abstract

This study investigates global career self-management behaviors of staff in an international governmental organization (IGO). The literature on global careers argues that individuals should maximize their career capital, operationalized in the intelligent careers (IC) concept as competencies, social networks, and motivations of persons related to their careers. The IC concept implies that career capital is transferable and argues that IC components are interrelated and self-reinforcing. We explored these assumptions through a case study in a United Nations (UN) organization. Using the IC framework we undertook 29 semi-structured interviews with international assignees, HR, and operational experts and conducted one focus group discussion with seven staffing coordinators. We found that the UN organization had high barriers to career capital transfer between head office and field stations. Therefore, the IGO staff experienced conflicting demands in terms of their career capital behaviors. Many staff did not focus on maximizing their career-relevant capabilities or social networks. Instead, they pursued international careers that intentionally sacrificed internal career progression in favor of their humanitarian aid duties. The research adds to the insights of the global careers literature and refines our understanding of the relationship of the organizational center to its foreign affiliates. The findings expose potentially contradictory behavioral implications of elements of the IC concept and call for a context-sensitive refinement. Managerial implications for resourcing, development, career management, and retention are discussed.     

Translating corporate social performance into financial performance: exploring the moderating role of high-performance work practices

The purpose of this study is to examine the role of high-performance work practices (HPWPs) in helping to translate corporate social performance (CSP) into corporate financial performance (CFP). We employ arguments from the behavioral view of human resource management to highlight the vertical connection between a firm's proclivity for CSP and the management practices it adopts. Furthermore, we examine the moderating influence of HPWPs on the CSP–CFP linkage. Results suggest that HPWPs moderate the relationship between CSP and financial outcomes, and suggest that human resource practices may play an important role in enhancing a positive CSP–CFP relationship by helping to vertically align the behaviors of employees with the values and orientation of the organization.     

Convergence,Divergence or Stability – How do Politicians' and Bureaucrats' Attitudes Change During an Election Period?

Abstract

The possibility that administrators mould politicians into bureaucratic thinking has been a recurring theme in politics since the writings of Weber and von Mises. However, empirical studies of attitude change in the interface between politics and officials are scarce. This study, using data from thirty Norwegian municipalities, investigates whether political attitudes towards diverse political issues change during an election period, and whether any such change aligns politicians' attitudes with those of the administrative leaders in the municipalities. Attitudes were measured among both politicians and administrators in 2000 (six months after the election) and 2003 (six months before the election). In general, there are few signs that politicians' attitudes converged with those of the administrators in the period studied. When attitudinal change does occur, it appears to be parallel in both groups. The findings do not support the notion that politicians' attitudes become aligned to the attitudes of leading administrators. Different explanations are discussed.     

基于背景补偿的跟人AGV系统人物检测研究

提出一种基于背景补偿的动态目标检测方法来解决跟人AGV的物流运输系统中的人物检测问题。为减少目标检测所花费的时间,在不影响图像细节的情况下,首先缩小图像,检测SIFT特征点并进行特征点之间的匹配;其次,用随机一致性算法(RANSAC)去除运动目标的特征点匹配与两幅图像的特征点误配,从而构建仿射模型进行背景补偿;最后,运用图像的差分并对差分后的图像进行形态学运算从而检测出运动区域,并在原始图像中标记。     

论企业招聘物流人才的知识技能标准体系

物流企业发展的关键因素之一是物流人才．目前我国物流人才紧缺，从业人员受教育程度偏低、务实经验缺乏。为此，企业需建立招聘物流人才的知识技能标准体系，特应用型的物流人才招聘到自己的企业里，为企业创造第三利润提供人才保证。     

DEVELOPMENT PRESSURES AND HERITAGE IN THE PERTH CENTRAL BUSINESS DISTRICT, 1950–90

This article examines the remaking of Perth's Central Business District (CBD) during the 1950–90 period. It traces the establishment of a modernist development ethos in Perth's planning, outlines the inadequacy of the City's planning regulations, and analyses the impact on St George's Terrace, the city's main commercial thoroughfare. The City Council was largely incapable of restraining excessive development and the extension of its system of plot ratios encouraged manipulation to increase the height of developments. Several important historic buildings were demolished because there were no legal means of safeguarding the city's heritage until 1990.