Slash and burn or nip and tuck? Downsizing,innovation and human resources

Workforce downsizing has become a popular human resource practice by management over the last few decades. But surprisingly its impact on a number of organizational outcomes remains ambiguous. In this study we examine the link between different types of employee downsizing and organizational innovativeness. Our results, based on a survey of UK firms, indicate that the impact of workforce downsizing on innovation is contingent on the speed of implementation and the motive for downsizing. Contrary to expectations, the results reveal that the size of the workforce reduction has no significant impact on innovation.     

Workforce diversity in manufacturing companies and organizational performance: the role of status-relatedness and internal processes

This study investigates workforce diversity at the organization level, which has been relatively overlooked. We focus on status-related processes that complement the ambiguities involving social categorization and information processing perspectives. We further identify the theoretically meaningful mediators (i.e. innovative climate, employee competence and employee satisfaction) of the diversity–performance relationship at the organization level. We empirically validate our hypothesis using time-lagged, multi-source data collected from 256 Korean manufacturing companies at 2 time points over a 2-year period. Results indicate that hierarchical position diversity is negatively related to employee competence and satisfaction, which in turn negatively affects operational performance. Education diversity positively affects innovative climate, employee competence and employee satisfaction, thus increasing the innovation and operational efficiency of an organization. This study elaborates the distinct implications of diversity dimensions with different levels of status-relatedness, and offers empirical contributions that highlight the mediating mechanisms through which diversity enhances different forms of organizational performance.     

Impact of nationality composition in foreign subsidiary on its performance: a case of Korean companies

This study explores how the nationality compositions of management teams and employee groups in foreign subsidiaries can affect subsidiary performance. By analyzing firm-level data on 401 South Korean subsidiaries across 35 countries in the period between 2005 and 2007, we found that balanced compositions in both subsidiary management teams (SMTs) and subsidiary employee groups (SEGs) were positively associated with subsidiary performance. The results suggest that the benefits of balanced composition are higher for both innovative and coordinative tasks conducted by management teams and for simple computational tasks conducted by employee groups. The effect of the SMT and SEG compositions on subsidiary performance, however, may depend on the host country's institutional conditions. These findings have practical implications for multinational staffing strategies in order to ensure high performance in subsidiaries and for host country policies used to attract high quality foreign direct investments.     

高职院校教师信息素养与高技术人才培养的关系

本文着重探讨教师的信息素养与技术人才培养的关系.作者认为教师的信息意识能够激发学生强烈的探索问题的兴趣和欲望,促使学生形成批判精神和批判性思维能力,促进学生创造与实践能力的培养和学生良好个性的形成.因此,可以通过教学改革、师资队伍优化和高度信息化的管理环境促使教师提高信息素养.     

新生代员工情绪智力结构及其对工作行为的影响机制

基于扎根理论,通过搜集分析有关新生代员工情绪方面的网络评论,得出了新生代员工情绪智力结构以及“情绪—态度—行为”作用模型。结果表明,新生代员工情绪智力结构包括自我认知、关系管理和情绪调节等3个因素,工作投入中介了新生代员工情绪智力对工作行为的影响,组织支持在情绪智力与工作投入的影响关系中存在调节效应。最后,对如何开展基于新生代员工情绪智力的管理实践提出了参考建议。     

Workforce churning,human capital disruption,and organisational performance in different technological contexts

We assess the influence of workforce churning on the relationship between organisational human capital and labour productivity. Building on collective turnover research and human capital theory, we examine how the components of workforce churning (i.e., voluntary turnover, involuntary turnover, and new hires) influence the relationship between existing human capital and labour productivity. Further, we examine how this influence varies according to a firm's technological intensity. Our data come from 1,911 Italian manufacturing firms and reveals that collective voluntary turnover negatively affects the relationship between organisational human capital and labour productivity regardless of an organisation's level of technological intensity. In contrast, collective involuntary turnover enhances the relationship between human capital and labour productivity, and its effect is even stronger for organisations with more technologically intensive operations. Finally, our results suggest that the integration of new hires disrupts the relationship between human capital and productivity, particularly for firms with technologically intensive operations.     

Information systems security job advertisement analysis: Skills review and implications for information systems curriculum

The authors' focus was the assessment of skill requirements for information systems security positions to understand expectations for security jobs and to highlight issues relevant to curriculum management. The analysis of 798 job advertisements involved the exploration of domain-related and soft skills as well as degree and certification requirements. Domain-related skills comprised the largest part of the results (16 of the top 20 skills) with the top three related to networks, standards, and policies. The most often found soft skill related to teams or teamwork. Implications for information systems curriculum are discussed, and suggestions for future research are provided.     

Human resource development issues for the hotel sector in Libya: a government perspective

The Libyan government emphasises the importance of tourism in economic diversification through its Libyan Tourism Master Plan identifying various initiatives to develop the Libyan tourism industry, including human resource development (HRD). Hotels are key to an internationally competitive industry and human resources critical to perceptions of service quality. This paper analyses issues relating to the Libyan hotel sector, including the need to strengthen the private sector; to match education/training programmes to industrial needs, and to address cultural and religious dimensions which exacerbate poor industry image. The paper identifies a partnership approach between governmental, educational and hotel sectors to address HRD issues through workforce planning. Copyright © 2008 John Wiley & Sons, Ltd.     

基于员工所有权的人力资源管理系统

随着现代企业激励制度的不断发展,员工所有权理论逐渐成为理论界和实践界关注的热点.本文在回顾战略人力资源管理和员工所有权研究文献的基础上,发现缺少员工所有权和人力资源管理系统配合模型的相关理论.基于此,本文从战略人力资源管理形态模式出发,将员工所有权嵌入到战略人力资源管理框架中,构建出"所有权-高绩效工作系统",为员工所有权效果的实证研究提供理论依据.     

Perceived stress as a moderator of perfectionism,burnout, and job satisfaction among the millennial service workforce

The purpose of this study was to examine if perceived stress moderated the relationship between both adaptive and maladaptive perfectionism and two main outcomes, job satisfaction and burnout, among a sample of 131 Millennials in the hospitality industry. Millennial students enrolled in various hospitality management programs in the United States and employed at least part-time in the hospitality industry completed self-administered questionnaires on their perfectionism, perceived stress, job satisfaction, and three subtypes of burnout (personal, work-related, and customer-related). The results of this study indicated that while perceived stress did not have a moderating effect in regards to either dimension of perfectionism and job satisfaction, perceived stress did moderate the relationship between adaptive perfectionism and all three subtypes of burnout. The implications for hospitality employees with high levels of adaptive perfectionism are discussed.