Human Capital Factors Affecting Human Resource (HR) Managers' Commitment to HR and the Mediating Role of Perceived Organizational Value on HR

Human resource (HR) managers’ commitment to their occupation (HR) leads to the proper delivery and implementation of HR practices and, therefore, is deemed as a critical factor for the success of HR practices. Based on sociocognitive, human capital, and signaling theories, this study examines: (a) HR managers’ own and their chief HR officer's (CHRO) HR‐specific human capital as antecedents of their commitment to HR, and (b) the mediating mechanism through which the CHRO’s HR‐specific human capital positively influences HR managers’ commitment to HR. Based on 146 HR managers from 146 organizations in South Korea, the findings of the current study suggest that HR managers with higher levels of HR‐specific human capital and those working with CHROs with higher levels of HR‐specific human capital tend to have higher levels of commitment to HR. In addition, CHROs with higher levels of HR‐specific human capital positively influence HR managers’ commitment to HR by signaling to them that HR and its function are valued and cared about by their organizations. Theoretical and practical implications of this study are discussed along with study limitations and further research directions. © 2015 Wiley Periodicals, Inc.     

Accidental,unprepared, and unsupported: clinical nurses becoming managers

To what extent have hospitals developed their skilled clinicians to perform the administrative and human resources (HR) manager role of the ward manager? We consider this research question through an analysis of an acute hospital called ‘The Hospital’ where the executive team is aiming to adopt a form of high-performance work system (HPWS). We focus primarily on explanations in terms of conditions, rather than the personalities of individual managers, which are most powerful in shaping their behaviour. There has long been a failure of hospitals (and other employing organisations) to develop fully the skills required by employees before they become line managers. Line managers are a critical link in the high-performance chain and this study illustrates that, despite their rhetoric, hospitals may still have much potential for implementing schemes to develop nurses further to prepare them for line-manager positions and to support them after they move into such roles. We infer from this study that such hospitals may not yet have completed the journey to having HPWS. Hence, there is still much scope for such hospitals to progress and enjoy the benefits that proponents claim for HPWS.     

南方医科大学南方医院住院病人退药情况分析及其对策

目的:了解我院住院病人退药情况,分析退药原因,为减少并规范临床退药提供参考。方法:收集我院2011年1-4月的住院病人退药申请单1341张,对退药原因,退药科室和药品种类进行统计分析。结果:消化科,普外科和血液科居前三位;病人临时出院,医生更改医嘱和医嘱录入错误是主要原因;抗微生物药的退药频次最高。结论:应规范医疗行为,加强用药管理,建立健全的退药制度,加强医、药、护、患的沟通,减少退药发生。     

关于承保周期理论的文献研究

西方发达国家保险市场经长期发展已较为成熟,并表现出周期性波动的现象,这也受到了保险业内人士和学者的关注。其中波动变化最显著的为承保业务及收益的规律变化。文章综述了国际上研究承保周期的学说文献,探讨各种理论的观点及特色,全面梳理承保周期的研究情况。     

国际制度对国内政治的影响机制——来自理性选择制度主义的解释

近些年来,理性选择制度主义者为国际制度的国内影响发展了几种重要的因果机制。理性选择制度主义主要探讨了在行为体偏好给定的条件下,国际制度如何改变了国内行为体在信息、权力和利益分布上的既有均衡状态,从而影响了国内政治的结果。如果国内制度具有集权的特点,国际制度就可以作为信号和承诺装置;如果国内制度具有分权的特点,国际制度就可以用来对权力资源进行再分配。但这两种效应往往发生在国际制度对国家行为的约束力较强时。当国际制度对国家行为的约束力较弱时,国际制度可以作为社会集团的政治动员工具。     

Connectivity and work dominance: Panacea or pariah?

Does technologically-supported work connectivity help young managers and professionals under the age of 45 deal with the pressing demands of their work, or does the presence of work-connecting technologies exacerbate the tendencies of this talent force to engage in more work and longer working hours? Utilizing both surveys and follow-up focus group interactions, this study found that while work-connecting technologies permitted a greater range of options regarding when and where work was done, this same connectivity provided constant availability to work and often drove expectations that more must be done, thereby increasing the likelihood of longer work hours and—surprisingly—leading to a diminished sense of flexibility. Study participants offer insights regarding the thought processes behind these outcomes. Perspectives on how emerging leaders and their organizations can effectively manage and achieve the potential of enhanced connectivity are provided. A four-phased approach is recommended. First, we discuss key cultural dynamics. Second, the role of organizational expectations and practices is emphasized. Third, we consider a set of responsibilities for organizational leaders, whose actions and cues provide the most vivid clarity for young managers attempting to decide where to draw the work/life balance line. Finally, the challenge and responsibility of personal accountability is presented. Consideration of a work paradigm that reorients our thinking about traditional “face time,” and strives to bridge the gap between the potential and pervasive impact of work-connecting technologies, is also included.     

产权制度变革与污染权的优化配置

产权的作用机制在于产权制度使财产所有者有动力关心财产的使用和增值,使所有者的努力程度与财产收益正相关。对于不断发生“公共物悲剧”现象,应科学界定环境污染的初始产权,完善环境污染权的交易制度,以实现资源的优化配置。     

论现代日本企业经营者的性质与地位—兼评日本的“经营者控制论”

企业所有法人化是战后日本资本关系发展史上的重大变化,在法人所有基础上经营者掌握了公司法人现实资本的控制权,经营者与传统的个人资本家的委托代理关系转变为法人资本的委托代理关系,经营者作为法人的代理人,执行着法人资本的职能,其行为和动机服务从于公司法人,从属于法人资本,是法人化和制度化资本家的人格化的载体和工具,因此,所谓的经营者控制只能是公司法人控制的现象形态。     

货币政策透明度的理论基础与实践分析

近年来，各国中央银行为了提高货币政策的有效性，都在致力于增强货币政策透明度。而理性预期、信息不对称和货币政策动态不一致构成了货币政策透明度的理论基础。我国货币政策透明度近年来有所提高，但仍然存在一些问题，需要采取相关措施加以改善。     

退出成本、经理行为与国有企业改革

本文在现有理论的基础上将退出成本引入对经理行为的分析。分析表明,退出成本的存在会使经理采取积极行动以避免退出,经理的努力水平会随着退出成本的增加而提高;通过提高经理的退出成本,所有者以较少的剩余索取权激励使经理提供相同的努力水平。本文认为,退出成本过低是导致当前国有企业效率低下的重要原因之一。国有企业改革应该多管齐下,在当前推行产权改革、治理结构优化和剥离政策性负担、引入竞争机制等一系列改革措施的同时,政府还应该采取措施以提高国有企业经理的退出成本,以避免其他改革措施事倍功半。