Opposition to unions in the non-union sector in Britain

Using data collected from over 1,000 individuals in 30 Finnish personnel funds, we study the links between pay knowledge, pay satisfaction and pay effectiveness. We find consistent evidence that higher levels of pay knowledge are associated with improved pay satisfaction and perceived pay effectiveness at the organizational level. We find that pay knowledge has an independent impact on organizational outcomes, rather than being mediated through pay satisfaction. Finally, comparing measures of actual pay knowledge and perceived pay knowledge, we find that the measures of actual knowledge were better connected to the outcomes. This last result suggests that to reliably estimate the relationship between pay knowledge and pay effectiveness researchers should prefer measures of actual knowledge.     

智力资本的二分法——从资产和负债两个角度看待智力资本

在知识经济时代 ,经济的增长 ,企业的价值 ,竞争的优势均源于创新。而创新的基础与核心是智力资本。当前 ,国内关于智力资本在定义上较为一致的观点是“智力资本是公司中所有无形资产的总和”,即“智力资本=无形资产”。文章将引入新的变量“无形负债”对这一等式进行修正 ,力图丰富和开阔当前对智力资本的研究视角。     

Knowledge sharing,work–family conflict and supervisor support: investigating a three-way effect

Despite the importance of knowledge sharing in competitive environments, there is a paucity of studies examining the relationship between employee knowledge sharing and work–family conflict. Drawing on insights from conservation of resources theory, this study investigated how employees may reduce their knowledge-sharing behaviors when they experience resources lost from work interference with family (WIF) or family interference with work (FIW). Furthermore, the role of supervisor support in the relationship among WIF, FIW and knowledge sharing was explored as a valuable resource. Using data collected from 159 employees in South Korea, we found support that WIF is negatively related to knowledge sharing. In addition, the role of supervisor support in the relationship among WIF, FIW and knowledge sharing was the strongest when WIF is low and FIW is high, thus supporting the hypothesized a three-way effect. Theoretical and practical implications are discussed.     

Knowledge at work: Some neoliberal anachronisms

With a predilection for market solutions, neoliberalism upholds that the individual is generally the best judge of his or her interests. Yet markets are never universally applied as a mechanism of allocation and there are reasons, in principle, why capitalism will always have “missing markets.” Concentrating on the application and appropriateness of neoliberal theory to the workplace, this article argues that firms are not markets, despite some tendencies in modern theory to conflate the two. The employment contract is a key characteristic of modern firms, but neoliberal theory is often silent on the distinction between an employment contract and a contract for services, and largely ignores the asymmetrical rights of authority within contracts of employment. Furthermore, the social nature of knowledge represents a challenge to neoliberal theory and policy, because it sometimes makes it more difficult to define individual property rights. Accordingly, with the growth of the knowledge economy, neoliberalism to some extent is an anachronism.     

Expert labour as a differentiated category: power,knowledge and organisation

The idea of ‘expert labour’ as a category uniting many kinds of knowledge‐based work has long been of interest. At the same time, existing models often do not differentiate between the many forms of ‘new’ expertise in the main business and technological groups. These tend to be consolidated in single categories of ‘entrepreneurial’, ‘organisational’ or ‘commercial’ professions. This paper built on Reed's seminal account of the expert division of labour. It used his analytic dimensions of power, knowledge and organisation to develop a new framework comparing clusters of expert labour in professional services, business services and knowledge work. It offered a more detailed classification and a comparative view that throws fresh light on key debates around new professionalism and emergent technologically defined occupations.     

企业知识型员工激励措施探讨

本文介绍了知识型员工的概念和特点,对我国企业知识型员工激励的现状做了分析,指出其存在的问题并进行了原因分析,提出了相应的激励对策:塑造良好的企业文化,创造学习型组织;构建合理的薪酬激励模式;建立合适的绩效考核制度;突出工作激励和个体需求差异激励。     

跨国零售企业母子公司知识转移机制——以沃尔玛为例

零售企业在跨国扩张过程中必然伴随母国知识的转移活动,而由于国情不同,在母公司发展起来的优势知识到了海外市场可能无法适应,知识的内隐程度和地区嵌入程度将影响零售知识的跨国转移效果。本文以沃尔玛为对象,通过研究其在华经营活动,从知识特性的角度分析了母子公司间的知识转移机制。研究发现:知识内隐程度的高低可以影响转移的媒介,地区嵌入程度的高低能够影响知识转移的深度及本土化程度。内隐程度高的知识倾向以人员作为转移媒介,通过人员媒介可以使隐性知识显性化,并逐渐固化成标准化的物件范式;内隐程度低的知识则倾向以物件作为转移媒介。地区嵌入程度高的知识,母公司仅转移知识架构,在华子公司自行建构知识具体内容,以本土化为主;地区嵌入程度低的知识,母公司同时转移知识架构和具体内容,以标准化为主;对那些地区嵌入程度正在降低的知识,可以在初步本土化探索的同时,实施收缩等待战略,待时机成熟再实施与母国相同的标准化转移策略。     

工程硕士知识体系构建与创新思维

本文分析在新的软件技术环境下对人才的需求与培养以及如何通过创新的思维模式和平台设计,建立符合工程硕士培养的通道,提升工程硕士的实践应用能力,体现人才优势和社会价值。     

Strategic entry and externalities in groundwater resources: Evidence from the lab

This study uses economics experiments to extend the literature on common-pool resources by focusing on entry investment behavior in a stylized, spatially explicit aquifer. The model consists of a two-stage game, where participants make an entry decision in the first stage and, if they choose to enter, decide how much resource to extract in the second stage. Results show that entry behavior and groundwater pumping decisions are significantly affected by the underlying spatial externalities of the resource. In instances where the impacts of groundwater use are spread across all resource users, we observe both a greater number of users choosing to use the resource and a higher intensity of use. The results support expectations from the model that groundwater management policies should focus on entry in addition to decisions related to the volume of pumping. The results also discern the interplay of entry with both hydrogeologic characteristics of the resource and the option to exit and reveal that the option to exit increases the intensity of extraction as well as initial entry rates.