资源控制视角下人员任用与绩效的关系——华南地区IJV的实证研究

对东道国母公司来说,组织学习是建立国际合资公司(IJV)的重要原因之一。与外方母公司相比,东道国母公司在技术实力和管理经验方面都处于劣势,然而由于地缘的优势,东道国母公司能够为IJV的运作提供必须的物质和人力资源,并依靠这些资源与外方母公司展开谈判,对IJV实施必要的控制,从而促成学习目标的达成。从这个角度出发,本文研究了东道国母公司对IJV所采取的资源控制、人员任用控制以及IJV学习绩效之间的相互关系,并选取我国华南地区的96家合资企业作为实证研究对象,对资源控制、人员任用和IJV学习绩效的关系进行了实证研究。结果表明东道国母公司采取的资源控制并不直接影响IJV的学习绩效;但是通过东道国母公司对IJV的人员任用控制、资源控制会对IJV的学习绩效产生间接的影响。     

基于公地悲剧理论的共生旅游资源开发研究——以环太湖旅游区为例

共生旅游资源在开发利用中,由于产权未界定,各方在获得收益时都将成本最大化地外化到公共领域,从而造成资源浪费、过度开发、资源使用效率低下、环境恶化的悲剧后果。在资源共生的相邻行政区划土地产权不可能明确界定的刚性约束下,消除公地悲剧主要通过建立开发联合体实现,依托联合体,统一规划,加强开发分工,实施整体营销,保护核心共生产品从而保证共生资源开发的市场绩效,实现共生资源开发的竞合有序化。     

In search of the changing role of the corporate human resource function in the international firm

There has been considerable research on the issues of board-level representation by personnel/HR directors and senior HR managers' involvement in strategic decision making. Since the early 1990s there has been a growing interest in international HRM, reflecting the growing recognition that the effective management of human resources internationally is a major determinant of success or failure in international business. There is also evidence that HR constraints often limit the effective implementation of international business strategies. More recently, it has been argued that the more rapid pace of internationalization and globalization leads to a more strategic role for HRM as well as changes in the content of HRM. Yet, while there have been some attempts to integrate international corporate strategy and human resource strategy, surprisingly, the role of the corporate human resources function has been neglected, particularly in the context of the international firm. This article seeks to redress the balance. The question addressed is: what is the role of the corporate HR function in the international firm? To answer these questions empirical research was conducted in thirty UK international firms. We found an emerging agenda for corporate HR in international firms which focuses on senior management development, succession planning and developing a cadre of international managers. We conceptualize this as a strategic concern with developing the core management competences of the organization, and argue that it can be usefully analysed from the perspective of the learning organization.     

Understanding the retirement-consumption puzzle through the lens of food consumption-fuzzy regression-discontinuity evidence from urban China

This paper provides an understanding of the widely-documented retirement-consumption puzzle from the perspective of food consumption. Exploiting the mandatory retirement age cut-off for public-sector male employees in urban China to obtain a source of exogenous variation in their retirement status, this paper identifies the causal impacts of retirement on four major aspects of their food consumption: food expenditure, time spent in food acquisition, the quantity and quality of food consumed. Based on data from the China Health and Nutrition Survey, our fuzzy regression-discontinuity analysis finds that, consistent with the retirement-consumption puzzle, retirement reduces elderly males’ total food expenditure by 49–55%. However, retirement barely changes the quantity of food they consume (measured by total calorie intakes). Further analysis suggests that elderly males substitute time for money in food acquisition upon retirement, which helps to reconcile the differential impacts of retirement on food expenditure and food consumption. Finally, retirement greatly changes elderly males’ diet structure. They consume significantly less food with animal origins (and thus less fat and protein) and more grains (and thus more carbohydrate) upon retirement, which undermines their diet balance by the standards provided by the Chinese Nutrition Association.     

Variations in human resource management in Asian countries: MNC home-country and host-country effects

This paper investigates the determinants of HRM strategy in a random sample of firms operating in Korea and Taiwan. Both indigenous and foreign-owned firms are studied. HRM strategy is measured in terms of the company's reliance on high-performance, versus more traditional, HRM policies and practices in several different areas, including staffing, employee influence, employee rewards and employee autonomy. Independent variables include the firm's country or region of origin (USA, Japan, Europe, Korea or Taiwan), the host country (Korea or Taiwan) and the internal culture of the firm, as measured by upper management's perception that human resources constitute a significant source of value for the organization. Pronounced differences are found across countries of origin and between the two host countries. Managerial values and various organizational characteristics that serve as control variables are also found to impact on HRM strategy.     

Communicating culture change

Using a case study of a large public sector department the relationship between communication and change in a public sector department and the human resource implications of that relationship are considered. Senior administrators of the department signified their intention to change the culture from one that was considered to be bureaucratic, technically oriented and inward-looking to one more outward-looking, continually learning, more relationship-oriented internally and inclusive of broader ‘whole of government’ objectives such as commercialization, the environment, social justice and community relations. Findings from the research indicate that, despite an objective of shifting to a state of continual change with the mode of communication becoming two-way and dialogic, the communication mechanism has faltered due to a failure to address the need of lower-level staff for a set vision and stated future direction. Implications of these findings are drawn for public sector organizations in general.     

Running on the spot? A review of twenty years of research on the management of human resources in comparative and international perspective

Research using a comparative and international perspective on the management of human resources is examined, drawing on articles published in leading human resource management, management/organizational behaviour and related social science journals between 1977 and 1997. In total a little under 2 per cent of the articles under review focused on the management of human resources in a comparative and international perspective. The largest group of these articles was comparative in nature (44 per cent), followed by those with an international perspective (35 per cent). A smaller number adopted a combined approach (17 per cent) and a few were separately classified as foreign national studies (4 per cent). Over time, there has been some progress made in terms of the number of articles published and the scope of topics covered. However, many of the articles displayed similar shortcomings to those noted in earlier reviews of cross-national management/organization studies: in particular, an over-reliance on a small number of primarily Anglo-Saxon countries, a lack of a longitudinal perspective, a loose specification of culture, an ethnocentric bias and a frequent failure to explain observed differences and similarities.     

Resource flows through the multilateral system for food and agriculture : Trends of the decade

The tenth session of the World Food Council in Addis Ababa, Ethiopia, held on 11–15 June 1984, undertook an assessment of international activities in the decade since 1974 for meeting the World Food Conference objectives of improving the global food system and overcoming the blight of world hunger. One document prepared for the session looks specifically at the activities of the multilateral institutions since the 1974 conference, in terms of both resource and programme commitments. This article provides a summary of that WFC document.     

资源禀赋、增长模式与可持续发展

在经济增长路径的选择过程中,如果无视中国的基本国情,片面强调快速发展大规模的资本、技术密集型产业,则:一方面,会加大自然资源和资本的供给缺口,使经济发展与生态环境的关系更加紧张;另一方面,会导致大量失业,影响社会稳定,从而损害可持续发展的社会基础。因此,我国的经济增长路径的选择与转变应立足于可持续发展的高度,确立合理的技术结构;同时加快制度创新步伐,为确立适合中国国情的经济增长路径的提供制度保证。