城市人力资源能力建设水平评价与比较——以大连市为例

人力资源能力是城市经济和社会发展的基本力量,也是城市核心竞争力的基本构成要素。本文在探讨人力资源能力内涵基础上,从体能、智能和技能三方面分析了大连市的人力资源能力建设水平,并运用基于层次分析赋权的综合评价方法,对大连及国内部分城市人力资源能力建设水平进行了评价比较,指出了大连市场在人力资源能力建设方面存在不足,得出了一些重要结论。     

Customer Interaction Management Capabilities on the Micro-Retail Fashion in Indonesia

This article aims to investigate and examine Customer Interaction Management Capabilities (CIMaC) as mediator in the relation of Market Intelligence Quality (MIQ) and Customer-Centric Commitment (CCC) with New Product Performance (NPP). A Structural Equation Model (SEM) is used to test the empirical research design, using the data retrieved from micro-retail owners in Central Java, Indonesia. A Confirmatory Factor Model is used to test the multi-dimensionality of a theoretical construct (construct validity test). The findings show that only MIQ influences NPP, while CCC does not. However, CIMaC genuinely mediate the relationship between MIQ and CCC with NPP. By investigating the literature of various market learning, CRM, NPD, and entrepreneurship, this study offers a unique analysis about the market intelligence quality, customer-centric commitment and its impacts on customer interaction management capability, and the new product performance. Conceptual discussion and empiric results explore the previous research about market orientation culture on micro businesses.     

试论"三言"、"二拍"中的商业智慧

明代中叶,随着资本主义的萌芽,商品经济空前繁荣,作为传统的"四民之末"的商人,纷纷登上历史舞台,充分展示了他们的聪明才智.冯梦龙的"三言"和凌濛初的"二拍"描写了许多成功的商人形象,艺术的再现了他们超群的商业智慧,他们审时度势,善抓商机,刻意经营,合理投资,勇于竞争,科学决策,凭自己的智慧赢得了商战的胜利.这些智慧,即使是在商品经济高度发展的今天,也还有着积极的借鉴意义.     

Understanding the intellectual structure and evolution of Competitive Intelligence: a bibliometric analysis from 1984 to 2017

ABSTRACT

Competitive Intelligence (CI) is a relatively novel discipline that is generating a growing interest in the field of strategic management. Its novelty, approach and origin have meant that the definition of the CI entails different interpretations and utilities depending on the audience. This research develops a conceptual analysis of CI in literature by quantifying the bibliometric performance indicators, identifying the main authors, countries, journals and research areas and evaluating the intellectual structure and evolution of the discipline using SciMAT as bibliometric analysis software. The bibliometric performance analysis is focused on the citation-based impact of the scientific output, while the science mapping illustrates the evolution of the research themes that build the discipline through the use of bibliometric network analysis techniques. To this purpose, the publications related to CI from 1984 to 2017 available at Scopus have been retrieved (5,275 publications). Finally, it offers a framework to support future researches.     

A cross-cultural meta-analysis of how leader emotional intelligence influences subordinate task performance and organizational citizenship behavior

Global human resource managers need to understand which personality characteristics contribute to leadership effectiveness in different cultures for both selection and training purposes. This meta-analysis demonstrates that leaders’ emotional intelligence (EI) demonstrates incremental validity and relative weight in predicting subordinates’ task performance and organizational citizenship behavior (OCB) after controlling for the Big Five and cognitive ability. The relationship between leaders’ EI and subordinates’ task performance is stronger in collectivistic, feminine, and high uncertainty avoidance cultures. The relationship between leaders’ EI and subordinates’ OCB is stronger in high power distance, collectivistic, feminine, high uncertainty avoidance, long-term oriented, and restraint cultures.     

全球人工智能人才发展态势浅析

培养和吸引人工智能人才对于发展人工智能是至关重要的。当前,我国的人工智能人才存在若干问题,如缺少顶尖人才、人才结构不均衡以及研究人员外流情况严重等。为弄清我国人工智能人才发展的现状及不足,为人工智能人才的发展提供对策,本文以人工智能人才为研究对象,梳理全球人工智能人才的总体情况,在分析我国人工智能人才存在的不足和问题的基础上,借鉴国外发展人工智能的成功经验,对我国人工智能人才发展提出了建议。     

Quality Output,Workplace Environment,and Employee Retention: The Positive Influence of Emotionally Intelligent Supply Chain Managers

Industry advancements are accelerating at phenomenal rates and changing the management of logistics and supply chain operations. Employers must develop supervision with advanced skills to manage and retain the most effective employees making up the new workforce of highly skilled and technologically advanced personnel. Emotional intelligence is a managerial competence leveraged by leaders to connect with subordinates on a psychologically emotional level. Our research evaluates and applies emotional intelligence within the context of managing logistics and supply chain employees. Recognizing that employees are critical to production and service delivery, logistics and supply chain managers must be able to cognitively analyze situations and connect with employees in a positive manner even during challenging times. We find that managers possessing higher levels of emotional intelligence are better equipped to help their employees manage emotions, build more positive working conditions for subordinates, increase retention of employees, and achieve more positive service outcomes for external customers.     

Preference for robot service or human service in hotels? Impacts of the COVID-19 pandemic

Robots and artificial intelligence (AI) technologies are becoming more prominent in the tourism industry. Nowadays, consumers are faced with multiple options involving both human and robot interactions. A series of experimental studies were implemented. Four experiments demonstrated that consumers had a more positive attitude toward robot-staffed (vs. human-staffed) hotels when COVID-19 was salient. The results were different from previous studies, which were conducted before the COVID-19 pandemic. Since the moderating role of perceived threat in consumers’ preference for robot-staffed hotels was significant, the respondents’ preference was attributed to the global health crisis. This research provides a number of theoretical and managerial implications by improving the understanding of technology acceptance during a health crisis.     

Will AI ever sit at the C-suite table? The future of senior leadership

As the sophistication of artificial intelligence (AI) systems develop and AI becomes a key element of organizational strategy across a wide spectrum of industries, new demands are being placed on senior leaders. To understand the growing challenges leaders will face in the age of AI, we conducted interviews with 33 senior leaders in several countries across a wide range of industries. Our research highlights key capabilities and skills that leaders will require. Underlying these capabilities is a mindset oriented toward continuous learning and self-development, which will enable ongoing and rapid adaptation to change. Our findings identified the following key capabilities: digital know-how, data-driven focus, networking, ethics, and agility. To successfully navigate the coming era, senior leaders will need to focus on reskilling the workforce, recruiting and retaining highly skilled talent, building an intrapreneurial culture, and managing unprecedented changes in technologies and the nature of work.     

Cross-cultural event volunteering: Challenge and intelligence

Globalization and increasing number of international events makes cross-cultural volunteering a popular phenomenon when combined with the greater mobility of people. Focusing on a volunteer's experience at four events in New Zealand and China, this paper aims to explore the challenges and intelligence that encountered at such events. Earley and Ang's cultural intelligence framework is used to explain what contributes to successful cross-cultural volunteering experiences. Drawing upon the autoethnographical data and a critical discourse analysis of volunteer handbooks and emails, the results identified a four-dimensional schema to explain the auto-ethnographical perceptions of what is termed a 'dual' volunteer experience. The analysis suggests that cultural intelligence leads to an enhanced experience, while a lack of intercultural effectiveness leads to challenges. Recommendations for cross-cultural volunteering practice are also presented.