基于模糊层次分析法的企业人力资源风险因素评价

文章结合三角模糊数和层次分析法,以企业外部环境、内部环境及人力资源个人3个方面的11个因素为指标体系,建立模糊层次分析模型,采用三角模糊数表示专家的判断信息,加权平均综合多名专家意见,利用层次分析法对专家判断结果进行处理从而得出各个评价因素的相对权重的大小,并举例说明了模型的应用。     

Human Resource Management and Fortune's Corporate Reputation Survey

This study investigates the relationship between human resource objectives and Fortune's corporate reputation score. Questionnaires were received from 83 human resource executives of companies measured in Fortune's survey. The questionnaire measured the degree to which the following HR objectives underlie HR activities: (1) treating employees fairly, (2) improving organizational performance, and (3) complying with the law. Results show that a significant, positive correlation exists between emphasis placed on the fairness objective and corporate reputation.     

浅析人力资源会计的计量问题

进入知识经济时代,人作为一种资源越来越受到重视。尤其在我国,作为一个人口大国,人力资源是一项非常重要的资源,而人力资源会计尚未得到广泛应用的原因主要在于"人力资源会计计量"的困难。就人力资源会计计量方面的问题作了一些比较探讨。     

略论儒道释核心价值观及其生态伦理思想

忠恕是儒家的核心价值观,也是做人做事的根本法则。清净是道家的核心思想,也是产生大德大智,谋求人与自然和谐的核心理念。慈悲是佛教大乘之根本,也是超越自我,提升境界,追求众生平等,给乐拔苦的不二法门。儒道释诸教的核心思想可以相互印证,并生成大智大慧。在生态危机严峻的今天,要谋求人与自然的和谐,追求幸福祥和的生活,需要挖掘儒道释的智慧,构建生态伦理,才能促进自然界的和谐与持续,建设人类与众生真诚、平等、幸福、祥和、持续的地球家园。     

Does the evidence on corruption depend on how it is measured? Results from a cross-country study on microdata sets

While much of the existing literature on corruption looks at the effect of corruption on macro variables such as growth rates and income distribution, this study provides a departure by focussing on victims of corruption by using microdata to compare civilian and business corruption. This study finds that businesses face a stronger incidence of bribe demands than individuals. Though there are several differences between the determinants of the two forms of bribe victimization, there are also some similarities. Policies to combat corruption need to take into account both the differences and the similarities.     

The returns to general experience,job and occupational tenure: a study using Australian panel data

This article uses Australian panel data for the years 2001–2009 to estimate returns to general experience, job and occupational tenure. We pay particular attention to issues of unobserved heterogeneity bias in our estimations. We find that both general experience and occupational tenure have statistically and numerically significant effects on wage outcomes, even after controlling for unobserved heterogeneity. Job tenure on the other hand only seems to matter in OLS regressions that do not control for heterogeneity biases. Once these biases are controlled for, only a modest effect from job tenure remains. The inclusion of occupational tenure in the estimating equation tends to negate even this modest job tenure effect. The only exception to this is for workers in large organizations. For these workers a small but statistically significant effect from job tenure remains, even once we have controlled for heterogeneity and included occupational tenure in the estimating equation. The results reported in this article have implications for the various theories of the labour market that predict upward-sloping wage-job-tenure profiles.     

Economic growth as a function of human capital,internet and work

The World Bank has suggested the need to enhance Information and Communication Technology skills in all sectors because a 10% increase in internet connectivity was found to boost GDP growth by 1.38%. Simultaneously, the OECD argued that high internet access rates generate a 2% increase in GDP. Because the internet positively affects economic growth, we investigated the relationship between an economically active population, human capital and technology to evaluate these effects in Mexico. A data series from 1991 to 2010 was analysed in three stages according to the least-squares method. A Cobb–Douglas function under the Solow model was considered. Technology and internet access were found to positively affect top-level students and graduate students and thus contribute to the global innovation index.     

Spillovers and absorptive capacity in the decision to innovate of Spanish firms: the role of human capital

This paper investigates whether the existence of knowledge spillovers and the capacity of firms to assimilate them, which we relate with R&D intensity and some human resource management practices, are associated with the decision to innovate of Spanish firms. In order to do this, we employ data from the ‘Central de Balances’ database, which covers both manufacturing and services firms during the period 2003–2007, and use an estimator proposed by Wooldridge [2005. Simple solutions to the initial conditions problem in dynamic nonlinear panel data models with unobserved heterogeneity. Journal of Applied Econometrics 20, no. 1: 39–54] for dynamic random effects discrete choice models. The empirical exercise provides evidence on the positive link between spillovers and the innovative behaviour of companies, not just for the knowledge generated in the same industry, but also for that generated in the same region or by the public sector. Moreover, this link is stronger for those firms with a higher capacity to absorb those spillovers. This ability not only works through firms’ R&D capabilities, but also through factors such as the quality of the labour force, the share of temporary employment and the amount of resources spent in training. In addition to these factors, we find that innovation performance exhibits a high degree of inertia. Further, some other observed firm characteristics, such as size, sales growth, export behaviour, sector capital intensity or financial structure variables, are also found to be relevant determinants of the likelihood of innovation.     

Human capital and firms’ innovation: evidence from emerging economies

ABSTRACT

We explore the relationship between human capital and firms’ innovation in emerging economies. Most papers consider the formal knowledge developed in R&D laboratories as a major source of innovation. However, a critical portion of knowledge required for innovation resides in human resources and is created outside any formalised R&D activity. We consider that, to improve their technological capabilities, firms should invest in different forms of human capital, namely highly educated workforce and experienced managers, but also in strategic human resource (HR) practices aimed at developing human capital by increasing employees’ firm-specific technical skills and competences. Besides looking at the type of innovation outcomes, we place greater emphasis on the strategies of innovation development, as these should signal an improved firms’ ability, not just to innovate, but to put their own creative effort in the development of innovation. Our results contrast with the traditional view of firms in emerging economies as mainly relying on the external acquisition of innovations, by showing their actual ability to develop new technologies. In this respect, HR practices aimed at fostering employees’ learning and autonomy at work appear more important than the educational attainment of workers, whilst the experience of managers does not seem effective.     

Gender and regional inequality in human development: the case of Spain1

In this paper, we present estimates of the Human Development Index and the Gender-Related Development Index in the Autonomous Communities of Spain. Our case study of Spain, a developed country with clear gender and regional differences, demonstrates the importance of adjusting human development indices in accordance with gender discrimination and regional inequalities. We also show the significance of the income component in assessing the development level of women in countries like Spain, where lack of employment or low remuneration are the chief characteristics of women's inequality. Our analysis makes clear that the Gender-Related Human Development Index has limited applicability in developed countries; it also illustrates the need for alternative variables or models to assess inequality in those countries.