论企业归核化战略的时机选择和实施途径

归核化战略的基本思想是突出核心业务,剥离非核心业务、分化亏损资产,回归主业,保持适度的相关多元化,提高企业的核心能力。本文主要从企业核心能力的角度分析了归核化的时机选择,并提出了实施归核化战略的途径即通过企业规模紧缩和价值链重组达到战略性主业回归的目的。     

Workforce Downsizing and Firm Performance: An Organizational Routine Perspective

While there is an extensive body of work on how organizational routines emerge and evolve over time, there is a scarcity of research on what happens when routines are disrupted or disbanded through the elimination of key individuals involved in them. This study is the first to theorize and empirically examine the relationship between the magnitude of workforce downsizing and firm performance applying an organizational routine perspective. Consistent with prior research on organizational routines, we posit that small‐scale downsizing leads to efficiency improvements without disrupting the existing routines. While larger routine disruptions occur in both medium‐ and large‐scale downsizing, we further argue and find that large‐scale downsizing tends to be more beneficial than medium‐scale downsizing. Building on prior research on routines, we reason that in medium‐scale downsizing employees try to salvage the impaired, partially functioning routines, while large‐scale downsizing requires a more fundamental rethinking and re‐creation of routines leading to more positive outcomes. Our study contributes to downsizing research through the application of the organizational routine perspective to explain the financial outcomes of downsizing. In doing so, we depart from the widely held assumption in the downsizing literature that the relationship between the magnitude of downsizing and firm performance is linear. Our study also extends prior research on organizational routines by highlighting the usefulness of conceiving routines as mindful accomplishments where the pressure to engage in path‐breaking cognitive effort may lead to better results than path‐dependent repairing of routines.     

Rethinking authenticity and tourist identity: expressions of territoriality and belonging among repeat tourists on the Greek island of Symi

This paper approaches the subject of tourist identity from an anthropological perspective, arguing for a culturally contextualized analysis that focuses on the interactive and processual nature of these constructions. Specifically, it explores the processes by which repeat tourists on the Greek island of Symi construct their identities as tourists in relation to the place of their vacation experience, local residents and other tourists. It highlights the competitive and often antagonistic way in which these tourists – drawing on ideas about authenticity and demonstrating sympathy with local concerns – seek to incorporate the island as an aspect of their own personal identities and, similarly, create a form of ‘local’ identity in Symi. The picture of tourists that emerges in this case study contrasts sharply with standard analytical formulations that portray tourists as transient and liminal figures, defined almost exclusively by their vacation preferences and experiences, and constituting a category of people that is clearly distinguishable (practically and ideologically) from local residents. As a consequence, it argues for an approach to tourist identity that seeks out linkages between tourists and locals, and which looks more broadly at the views and experiences of tourists beyond the time and space of the vacation.     

浅谈低压配电系统的选择

我国低压配电系统常见的有IT、TT、TN-C、TN-S、TN-C-S几类系统。当电气设备因绝缘损坏而发生漏电或击穿时,平时不带电的金属外壳及与之相连接的其他金属部分便带有电压。人体触及这些意外的带电部分时,就可能发生触电事故。减少或避免这类触电事故的技术措施有保护接地、保护接零、装设漏电保护器等。     

企业裁员模型的建立及其优化求解

文章建立较为完善的裁员指标体系,依据指标体系建立了两类企业裁员模型,最大化平均核心价值的裁员模型以及风险分析与平均核心价值相融合的裁员模型。提出一种新型、高效的演化算法求解裁员模型,进而确定企业裁员对象。实证模拟的结果表明本文提出的方法提高了决策的有效性和科学性,为企业裁员管理提供了一条可借鉴的解决思路。     

Declive organizativo,fracaso y reestructuración organizacional en empresas colombianas

This document sets out the reaction to corporate restructuring undertaken by Bogota companies registered with the Superintendence of Companies of Colombia for the period 1995–2010, facing difficult economic times. Here, we used panel data methodology and literature review, finding that the companies in question run downsizing harmful procedures that shorten the periods of economic boom, and precipitate the closure of companies mainly large and medium sized, a fact that widens social gaps and reduces quality of life levels of the workforce in the Colombian capital.     

Necessary and sufficient factors in employee downsizing? A qualitative comparative analysis of lay‐offs in France and the UK, 2008–2013

Embedded in the literature on financialization and institutional approaches, this study is an examination of the causal factors of employee downsizing in two institutionally dissimilar settings, France and the UK, using the fuzzy sets variant of Qualitative Comparative Analysis. The findings show that the roughly equivalent use of large‐scale lay‐offs in the two countries is coupled with strikingly different causal factors. Our argument suggests the importance of complex causation whereby employee downsizing reflects the growing influence of financial considerations in the governance of companies, but its diffusion across countries is shaped by different configurations of institutional arrangements.     

Downsizing decisions: The joint influence of equity incentives and behavioral biases

Although new investment can be viewed as a decision to pursue projects from a wide number of growth opportunities with easily discernible (and presumably preferable) risk profiles, downsizing (e.g., through layoffs, plant closings, asset divestitures, etc.) is a dichotomous choice to either abandon or continue an existing project where the relative risk between these options is not clear. Our evidence suggests that vega in the pre-downsizing period is associated with risky investment that necessitates future downsizing. We further find that contemporaneous vega is associated with a greater likelihood of downsizing. On the other hand, our evidence suggests that delta is a significant impediment to downsizing. We examine the influence of behavioral factors in the decision-making process and find downsizing decisions are discouraged by managerial overconfidence but encouraged by managers’ aversion to ambiguity. Finally, we investigate whether equity incentives and behavioral factors lead to better downsizing decisions. We find that downsizing firms with high ambiguity perform better after downsizing relative to their matched pair with lower ambiguity.     

The U-shaped effect of R&D intensity on employee downsizing: evidence from Spanish manufacturing firms (1994–2010)

Abstract

This study explores an empirically untested issue: the relationship between the level of a firm’s R&D intensity and employee downsizing. Basing our conceptual development on the Resource-Based View of the firm, we argue that a linear relationship is a poor approximation of the proposed relationship. Instead, we find theoretical insights supporting the logic that employee downsizing decreases as firms shift from low to moderate levels of R&D intensity but increases as firms change from moderate to high levels. This prediction suggests that a U-shaped link is a better representation of the way in which a firm’s R&D intensity can affect downsizing. This hypothesis is tested and confirmed using a sample of Spanish manufacturing firms during the 1994–2010 period. We also propose a novel empirical tool (i.e. dynamic probit models) that is especially useful for addressing the potential endogeneity and simultaneity problem in studying this relationship. Implications for future research and practice are presented along with the conclusions of our findings.