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61.
In this paper, a survey of more than 1600 firms in the five largest city regions of Norway is described in order to examine how a firm's innovative capacity is affected by three types of factors: factors related to the manager, the structure of the firm and the broader geographical location. By combining perspectives from the fields of management and economic geography in a logistic regression analysis, we find that the two key drivers of firm-level innovation in Norway are the presence of open-minded managers and evidence of collaboration with international partners. Moreover, these two factors are mutually reinforcing, as firms with open-minded managers also tend to engage more with international partners and vice versa. 相似文献
62.
《International Journal of Auditing》2017,21(3):304-323
This study examines the association between cash‐based compensation of directors on the audit committee and the propensity with which firms beat forecasted earnings by a large margin. We also examine how this association is affected by CEO power and three agency risk factors present in the firm, namely size, leverage, and performance. We find that greater cash in the compensation structure is negatively associated with the likelihood of actual earnings beating forecasted earnings by a large margin. In addition, we find that this negative association is modestly weaker in firms managed by a powerful CEO and stronger in firms that are exposed to more agency risks. Findings generally suggest compensation plans comprised predominantly of cash may promote objective financial reporting oversight performed by the audit committee and more specifically when CEOs are less powerful and need for monitoring is heightened. Our results have implications for investors, directors, regulators, governance activists, and future researchers. 相似文献
63.
The practice of managerial coaching is increasing globally, although there is still comparatively little research into it. Using an online survey, we examined the practice of managerial coaching in Australian organisations through Appelbaum et al.'s Ability Motivation Opportunity framework. A thematic analysis of 580 responses revealed that managers regularly coached their own employees and were motivated by the outcomes they achieved through coaching. Emerging strongly from this research was the delight managers took in seeing their employees transform, as well as improved relationships and the (re‐)building of trust. Furthermore, coaching resulted in employees becoming more innovative and ready for change. However, managers did not always have the opportunity to undertake coaching due to time constraints or their dual role as a coaching manager. We shed further light on the motivation of managers and we offer recommendations for HR departments seeking to foster managerial coaching in their organisations. The key takeaway is that managerial coaching is a powerful approach to leadership. 相似文献
64.
浅谈无线通信技术的发展 总被引：1，自引：0，他引：1
文章介绍了无线通信技术从早期的长波、中波、短波通信到卫星通信、微波通信的发展过程,同时对无线通信方式中的移动通信的发展阶段进行了详细的叙述,还对未来无线通信技术发展的几个方向进行了详细的讲解,从而使读者对无线通信技术的发展有一个比较详细的了解。 相似文献
65.
团队多元性是近20年来组织行为学中研究的热点问题,引起了国内外学者的广泛关注。文章在国内外相关理论基础上,介绍了团队多元性的概念、维度与测量方法,评述了团队多元性对团队行为的影响,对未来的研究提出一些建议。 相似文献
66.
张晓峰 《中小企业管理与科技》2020,(12):134-135
现如今,我国城市经济发展速度较快,人们的经济水平持续上涨,私家车数量呈逐年上升趋势,在为人们提供便利的同时,也加剧了城市交通拥堵这一现象。城市轨道交通作为城市建设中不可或缺的一部分,能够有效缓解城市交通拥堵这一现状,而通信传输系统作为城市轨道交通的重要组成部分,能够直接影响城市轨道交通的运行情况。因此,论文针对城市轨道交通中通信传输系统的应用进行分析,并展望其未来发展趋势,希望能够为相关人士提供参考和借鉴,从而为城市轨道交通的稳定发展奠定良好的基础。 相似文献
67.
文章介绍了基于单片机的红外串行通信接口的设计方案。该系统主要由TI公司的MSP430系列单片机和SHARP公司的GP2W0116YPS芯片构成。文章介绍了红外通信技术、器件选择和系统硬件设计,并结合软件设计说明了系统要实现的功能,最后通过VB设计的软件验证了该设计方案的可行性。实验结果表明,该系统控制方便,工作稳定,在微型化、低功耗的前提下能实现可靠的非接触式实时数据传输,在工程实践中具有重大的应用价值。 相似文献
68.
Marina N. Astakhova;Alexander S. McKay;D. Harold Doty;Barbara R. Wooldridge; 《人力资源管理》2024,63(3):443-462
We integrate the job characteristics and dual work passion models to explore the indirect (via work meaningfulness) effects of job characteristics (i.e., job autonomy, task identity, skill variety, task significance, feedback from the job and feedback from others) on two types of work passion, harmonious passion (HP) and obsessive passion (OP). We first advance occupation-specific predictions for job characteristics-to-work passion relationships and then explore differences in those relationships between HP and OP across four occupational sectors: knowledge work (n = 201), blue-collar work (n = 148), nonprofit work (n = 141), and managerial work (n = 133). Our findings demonstrate that job characteristics are important drivers of work passion. However, our key discovery is that the motivational impact of the job characteristics is not universally applicable but rather depends on the specific occupational context and whether passion is harmonious or obsessive. We therefore conclude that when it comes to translating job characteristics into work passion, the one-size-fits-all approach is not appropriate. 相似文献
69.
The HIV/AIDS epidemic has focused increased attention on catastrophic illnesses in the workplace, and because of the stigmas associated with HIV/AIDS, it raises three primary concerns for organizations: (1) organizational avoidance of legal sanctions and litigation; (2) the maintenance of organizational legitimacy; and (3) organizational protection of employee rights. Although many organizations adopt legalistic responses to cope with these concerns, the analysis presented in this article suggests that while legalistic approaches function well to protect organizational interests in terms of both legal liability and legitimacy, the are only partially able to protect employee rights. Drawing upon the limited literature on HIV/AIDS in the workplace, this article presents an agenda for future research on organizational responses to HIV/AIDS. 相似文献
70.
Alvaro Cuervo 《Corporate Governance: An International Review》2002,10(2):84-93
This paper provides a critical comparative analysis of corporate governance mechanisms in market‐oriented (Anglo‐Saxon) and large shareholder‐oriented (Continental European) systems of corporate governance. Deficiencies in shareholder protection in the legal systems of both corporate governance systems have been addressed through the use of codes of good governance, a set of norms that regulate the behaviour and structure of the board of directors. However, the lower enforceability of norms in Continental Europe limits the applicability of such codes. Therefore, we argue that in Continental Europe, rather than promoting codes of good governance, it is necessary to expand market control mechanisms to facilitate the maximisation of firm value. 相似文献