互联网与业务流程融合的创新扩散及关键因素研究

依据创新扩散理论与流程观，提出一种企业互联网融合（互联网与业务流程融合）测度模型，包括信息化管理影响因素和相关假设，并将互联网与价值链上业务流程融合规模作为互联网融合的度量标准。基于196家传统企业调查数据，采用Logistic模型和结构方程建模对样本数据进行对比分析，验证所提出的模型及假设，揭示企业实施互联网技术支持业务活动的状况，鉴别企业之间互联网融合差异的关键解释因素，同时提出一种研究企业实施互联网技术支持业务活动的新途径。     

How Do Business Interest Groups Respond to Political Challenges? A Study of the Politics of German Employers

Social scientists dealing with business and politics have tended to focus mostly on the power of business and less on the political challenges and constraints that business interest groups face. This paper analyses how business interest groups respond to political initiatives that challenge their interests, using four episodes of political conflict in Germany. The paper elaborates a model of response strategies and their likely impact on political outcomes. The model suggests that business interest groups can respond to political challenges in two ways: by seeking confrontation or by pursuing adaptation. The paper illustrates these two response strategies with four episodes of political conflict in the political-economic history of Germany: (i) the adoption of social insurance under Bismarck, (ii) the adoption of unemployment insurance in the 1920s, (iii) the adoption of board-level codetermination in the early 1950s, (iv) and the Agenda 2010 labour market reforms of the early 2000s. These four case studies show that adaptation facilitates social compromise, while confrontation results in a bifurcated outcome, producing either dominance or defeat of business interests, depending on what side government takes. Furthermore, the analysis finds that confrontation tends to be associated with a unity of interests within the business community, while adaptation tends to be associated with a fragmentation of interests. The discussion emphasises that the role of business in politics should not be seen solely in terms of business ‘influencing’ politics, but also as potentially adaptive.     

Problems of developing and transition economies

ABSTRACT

The Solow growth model was extended to account for the graft by corrupt individuals from domestic savings, which could have been used for productive capital accumulation, the productive stock of capital to be augmented by foreign direct investment (FDI), and the expatriation by FDI international investors. The results indicate that higher levels of FDI inflows, savings rates, and more advanced technology embedded productive capital would result in higher steady-state per capita productive capital to labor ratio. The graft from domestic savings, expatriation of FDI, and growth rate of labor negatively affect steady-state per capita productive capital to labor ratio.     

Corruption as Infrastructure: Rendering the New Saigon Global

Corruption is regularly treated as a barrier to infrastructure, development and growth. However, in Saigon, corruption itself has become an infrastructure in Vietnam's late-socialist urban transformation. This infrastructure facilitates not only growth in the form of transnational investment, property speculation and construction, but allows for different kinds of planning and development practice as well. Perceptions about corruption in Vietnam, and in Saigon specifically, shape market and planning practices that structure the terms on which interested parties from abroad and internally speculate upon and ultimately develop urban projects. This is not a static formulation of corruption. Rather, corruption and the various political and policy responses to it constantly shape how brokers, developers and financiers renegotiate how the city becomes a knowable object for investment, legible to the calculations of both risk and reward used by global investors as well as to those who enact the embedded bureaucratic, legal and political practices that create Saigon's built environment. In this article I argue that different definitions and policy responses to corruption in effect create variable ways of seeing the city (as well as modes of being seen) that have an impact on the material realities of the metropolis—the types of connections produced with transnational finance, the legal and regulatory structure under which urbanization unfolds, and the types of players, firms and officials involved.     

“Crisis management in the hospitality sector SMEs in Pakistan during COVID-19″

The COVID-19 pandemic has delivered one of the worst economic shocks in modern history and the hospitality sector has been severely affected. Since small businesses from the hospitality sector are known to be relatively more susceptible to the economic complications arising from a crisis, we explore the underlying factors and management practices that influence their continuity of operations as they continue to struggle with the on-going COVID-19 crisis in Pakistan. Using a phenomenological approach, in-depth interviews were conducted to comprehend the experiences of owners-managers. The findings show that government support, cordial relationships with stakeholders, self-determination of entrepreneurs and formal planning are the most crucial factors that shaped the immediate adjustments of operational activities in response to COVID-19. These resilient practices are hygiene concerns, increased promotion through social media, innovative marketing practices (e.g., revised offerings), operational cost-cutting and employee training to comply with changing standard operating procedures from the government and industry. The practical and theoretical implications are also discussed.     

The Impact Of Business Intelligence Systems on an Organization’s Effectiveness: The Role of Metadata Quality From a Developing Country’S View

ABSTRACT

Business Intelligence (BI) systems are extensively used by large hotels in Jordan; however their effectiveness has not yet been researched. The aim of this research is to explore the relationships among definitional metadata quality, data quality metadata quality, navigational metadata quality, lineage metadata quality, perceived ease of use, perceived usefulness and system effectiveness in enhancing organizational effectiveness of five star hotels in Aqaba, Jordan. To test the research hypotheses, 225 usable responses containing 37 items were analyzed using structural equation modeling (SEM) and a Machine Learning technique. Results suggest that organizational effectiveness was directly and positively affected by perceived usefulness and BI systems effectiveness. Nevertheless, perceived usefulness did not impact BI systems effectiveness.     

Wells Fargo: Administrative evil and the pressure to conform

Corporate corruption has become a pervasive problem in our society as scandals erupt with disheartening regularity. These unethical business practices result not only in financial disaster but also in the disillusionment and loss of trust on the part of consumers and shareholders alike. Unethical behavior often originates with top management. However, these bad actors cannot act alone. They must have the complicit support of others within the organization. In this installment of Business Law & Ethics Corner, we examine the pressures and motives of people deep within the corporation; the ordinary people who, by just going about their everyday jobs, enable these scandals to take place. Administrative evil is an explanatory framework to understand the tendency toward dehumanization and the rationalization of unethical behaviors. Using the Wells Fargo account scandal as an illustration, we integrate administrative evil with theories from organizational psychology which strive to understand group pressure for social conformity. We conclude with recommendations to prevent unethical attitudes and behaviors from permeating the organization.     

Non-compete agreements: How fiduciary duty and covenants not to compete restrict managers’ mobility

Companies spend time and money training employees; in the case of a merger or acquisition, they spend resources such as cash, stock, and debt. It makes sense, then, that they do not want an employee to take the expertise the company underwrote to a competitor. Thus, employment contracts will often include non-compete clauses—sometimes known as covenants not to compete—which state that the employee cannot move to a competitor for a certain period of time. Though not all employees have the heightened fiduciary duty of board members and officers, they frequently have signed agreements that, at least on paper, restrict their employment mobility. Not only have officers and board members often signed such agreements as well, but they also have fiduciary duties further restricting their new employment plans. In decades of teaching courses in the legal environment of business as well as in business ethics, no topic flummoxes students more than this one. After all, in a free country, a person should be able to work where they wish, right? How can such restrictions be fair? Legally and ethically, this is a complicated area and one in which the old lawyer’s answer—it depends—is true. This article provides some parameters for employees and employers to know when fiduciary duty precludes certain employees from moving to a new company, including when those are legal in what ways they are fair.     

学术创业场域中的双重逻辑

对创业型大学的褒贬不一给创业型大学建设和学术创业带来巨大阻力。从“价值—理性—行为”三维框架探索学术创业场域中存在彼此冲突的双重逻辑：知识生产的学术逻辑和知识应用的商业逻辑。同时，采用大学自我实现和满足社会发展需要的逻辑对其进行有效整合，促进两个逻辑的价值融生，增强两个逻辑的通约性，促成两个逻辑的行动互洽。     

The Mabey and Johnson bribery scandal: A case of executive hubris

Convicted for paying bribes to secure contracts abroad, Mabey and Johnson (M&J), a UK construction firm, made both legal and international business history. Drawing on hubris as a lens, we examine M&J's bribery scandal in Ghana and Jamaica. Through a qualitative study of court documents, witness statements, newspaper articles, and internal company emails, we unpack the bribery scheme operated by M&J executives that enabled the firm to illegitimately win major government contracts in Ghana and Jamaica. Fueled by executive hubris, M&J's practice of bribing foreign officials to secure contracts effectively insulated M&J executives from day‐to‐day realities. Over time, the firm's executives viewed themselves as infallible, exempt from established mores, invincible, and were unremorseful for their actions. Building on these findings, we develop a hubris‐bribery heuristic framework showing how individual, organizational, and institutional contexts constitutively fueled executive hubris, driving bribery at M&J. The implication for theory and practice is examined.