Knowledge organisation in R&D alliances: its impact on product innovation

Based on the knowledge-based view of the firm, this paper analyses how alternative configurations of technological relatedness in interfirm research and development (R&D) alliances influence specific types of product innovation. A longitudinal study of pharmaceutical firms provides support for the argument that complementary alliances contribute to the development of both radical and incremental innovation. Collaborating with partners that have similar technologies only enhances incremental innovation, although its impact is curvilinear. These evidences highlight the importance of designing a suitable portfolio of R&D alliances in order to develop different innovative competences.     

Public Sector Employment and the Skill Premium: Sweden versus the United States 1970–2012

Swedish census data and tax records reveal an astonishing decline in the aggregate skill premium of 30 percent between 1970 and 1990, with only a modest recovery in the next couple of decades. In contrast, the US skill premium rose by around 24 percent over those four decades. A theory that equalizes wages with marginal products can rationalize these disparate outcomes when we replace commonly used measures of total labor supplies by private sector employment. The dramatic decline in the skill premium in Sweden is the result of an expanding public sector that has disproportionately hired unskilled labor.     

长江中游根治洪灾策略与措施的探讨

长江中游是长江自然—经济—社会复合生态系统的重要组成部分,当前洪涝灾害频繁而严重。按照长江洪水发生的自然规律调整好人与自然的关系,改变长期以来舍南保北、以堵为主、重蓄轻泄的做法,实施疏泄为主的防洪策略,并采取相应的工程和非工程措施(如下荆江裁弯、开辟分流洪道、四口建闸、洞庭湖水系南北分流、疏浚河道、南水北调及平垸行洪等),同时配合进行水源生态工程及江河库湖调蓄工程建设,才能根治长江中游洪涝灾害。     

低碳供应链发展的企业战略探析

低碳供应链是企业向低碳转型的重要步骤,低碳供应链主要涉及低碳设计、低碳制造、低碳营销和消费、低碳运输配送、低碳回收5个方面。作为市场的主体,企业发展低碳供应链应主要从以下4个方面着手:寻求低碳供应链战略合作商;加强物流和运输的低碳管理;优化商业模式,发展电子商务;积极响应国家政策,促进技术升级。     

商业模式创新途径探讨

如今商业环境变化迅速,持续地获得利润已经成为企业关注的焦点,商业模式给企业提供了参考的思维方法与实践框架。商业模式的组成要素包括:为谁,做什么,如何做,如何盈利四部分。其创新的途径主要有重新定义顾客,提供特别的产品/服务,改变提供产品/服务的路径,改变收入模式,改变对顾客的支持体系和发展独特的价值网络。企业有必要适时创新自身的商业模式,保证持续地盈利,获得竞争优势。     

基于战略的我国农业上市公司绩效评析

对照国家农业发展战略,利用我国沪、深股市农业行业上市公司财务数据,选择衡量企业经营绩效重要的经济指标对农业上市公司绩效进行评价分析,找出目前我国农业上市公司发展状况存在的问题,对我国农业上市公司的进一步发展提出了一些建议。     

Turning green subsidies into sustainability: How green process innovation improves firms' green image

Green process innovation has been seen as a key strategy for manufacturing firms to pursue sustainable development. Yet, how to help manufacturing firms eliminate bottlenecks when implementing green process innovation remains poorly understood. To address this issue, the current study, which is anchored in the government incentive perspective, examines the drivers, contingent conditions, and consequences of green process innovation by using the panel data of manufacturing‐listed firms in China from 2013 to 2017. The results present valuable findings: (a) green subsidies are positively related to two dimensions of green process innovation, namely, cleaner production technology and end‐of‐pipe technology; (b) both cleaner production technology and end‐of‐pipe technology are positively related to firms' green image; (c) a firm's cleaner production technology mediates the relationship between green subsidies and its green image; and (d) higher absorptive capacity strengthens the indirect effect of green subsidies on a firm's green image via cleaner production technology. Our results provide meaningful theoretical and practical implications by revealing the benefits of green subsidies through green process innovation by leveraging levels of absorptive capacity.     

解析企业财务费用管理中存在的问题及应对策略

当前,企业在成本控制时采取了各种各样有效措施,但忽视了对期间费用中财务费用的控制,致使多数企业财务费用居高不下,影响了企业发展。本文重点分析了企业财务费用管理问题中存在的问题及原因,并针对问题提出了降低财务费用的对策。     

基于人力资本视角下的区域创新能力研究

人力资本在区域创新体系中发挥着重要的作用。区域创新能力的构成要素有科技创新能力、产业创新能力以及环境创新能力,而这些要素中人力资本都占有主导的地位。因此本文通过研究人力资本在区域创新能力建设中的作用,得出一个地区在区域创新体系中应积极培育人力资本,以增加该区域的创新能力。     

The devolution of HR to the line: Implications for perceptions of people management effectiveness

The devolution of human resource responsibilities from human resource managers to line managers is both a growing and global trend. A number of authors has suggested that there are positive as well as negative consequences of devolution. The current study conducted a survey of US human resource managers to explore the effect of devolution on human resource managers' perceptions of people management effectiveness in their organizations. Results revealed a positive effect of devolution on perceived people management effectiveness. However, this effect was qualified by an interaction between devolution and line support. Contrary to expectation, this interaction revealed that providing line managers with training and support for their human resource responsibilities had a greater positive impact on perceived effectiveness in organizations that had not devolved (non devolvers) compared to those that had (devolvers).