顾客集中与管理层治理——基于薪酬契约和代理成本的视角

本文以创业板上市公司为研究样本,从薪酬契约和代理成本的视角,检验了顾客集中与管理层治理的关系。实证分析结果显示,顾客集中度与高管薪酬和代理成本存在显著负相关关系。结果表明：顾客集中显著影响公司薪酬契约,顾客集中降低了高管薪酬;顾客集中降低代理成本,减轻管理层代理冲突问题。这些研究结论丰富了公司治理的理论内容,同时对于缓解公司代理冲突、改善公司治理矛盾具有重要的现实意义。     

心理契约违背、顾客满意与消费者非伦理行为——伦理意识的调节作用

消费市场竞争日益激烈,企业不能履行承诺的责任与义务时,则会形成心理契约违背,导致顾客产生不满意情绪,甚至出现非伦理行为。本文通过对328个样本数据的实证研究表明,交易型、关系型心理契约违背对消费者非伦理行为在部分维度上存在显著的正向影响;顾客满意在关系型心理契约违背与消费者非伦理行为之间的关系中起中介作用;相对主义伦理意识在关系型心理契约违背与无伤害行为之间具有显著的正向调节作用。为引导消费者进行伦理消费,企业应履行自身承诺维护顾客心理契约,提供个性化服务提升顾客满意度。     

Stepping in and stepping out: Strategic alliance partner reconfiguration and the unplanned termination of complex projects

Research summary : I add to work that emphasizes the stability of strategic alliances by considering the consequences of alliance partner reconfiguration. I offer two contrasting perspectives: (1) alliance partner reconfiguration leads to disruption, hence increases the risk of subsequent project termination; (2) partner reconfiguration leads to adaptation, hence decreases this risk. Data on 1,025 interfirm Australian mining alliances (2002–2011) shows that on average alliance partner reconfiguration increases the risk of project termination. For firm exit from an alliance, the effect is contingent on a firm's resource base, but not for firm entry. Surprisingly, I do not find that alliance partner reconfiguration is beneficial in a dynamic environment. I discuss the implications of these findings for the literature on strategic alliance dynamics and that on strategic alliance outcomes. Managerial summary : This paper studies what happens when over time strategic alliances change their original membership. The research shows that both entry in and exit from an alliance increase the risk of project termination. Hence, weathering difficult times and managing conflict by keeping teams stable should be a prime directive if project survival is the alliance partners' overriding concern. In addition, I find that the exit of a firm with a comparatively large resource base increases the hazard of termination more than if the departing firm has a relatively small resource base. Therefore, one cannot underestimate the importance of trying to keep on board those alliance partners who bring a critical resource to the table. Copyright © 2015 John Wiley & Sons, Ltd.     

城市轨道交通项目融资的偿债能力分析

城市轨道交通项目融资的贷款人并不是项目所有者,不可能从项目的投资中获得股本收益。因此,当贷款人在考察是否为采用项目融资方式建设的城市轨道交通项目提供融资时,所关心的重点是项目未来的偿债能力。本文在分析偿债资金来源的基础上,构造城市轨道交通项目的现金流模型,并从贷款偿还期、债务覆盖率、利息覆盖率、债务承受比率等方面,对城市轨道交通项目融资的偿债能力进行分析。     

浅谈Partnering模式应用的CSFs及其障碍

Partnering模式正被广泛应用在各种不同领域中，评定Partnering模式应用的CSFS及其障碍越来越被组织或学者重视，逐步成为了项目管理中的一项议程。总结了前人的研究成果，提出了普遍认为的CSFS，具体分析了Partnering模式应用的障碍，为Partnering模式的推广提供了借鉴作用。     

高速公路施工项目成本管理研究

高速公路施工项目管理中最为重要的内容便是对项目成本管理。企业在管理的过程中要将"绩效"作为管理的基本策略,在深入研究成本管理的过程中找到节约项目成本的措施,保障项目在施工过程中能够节省更多的成本,以此增加企业项目建设的经济收益,能够很大程度推动企业迅速发展。本文阐述了高速公路项目施工成本管理的重点,提出了如何加强成本管理的措施,希望对相关研究和工作者起到帮助和参考的作用。     

基于情境学习的高职软件项目化教学探索

针对如何落实软件开发的项目化教学,如何实现学生软件开发的职业能力培养,阐述了作为承载学生培养目标的载体——教学项目及其作用、选取与教学内容的组织。项目化教学最终要落实到项目“典型工作任务”的教学情境设计中。本文通过软件教学案例的设计,说明如何体现项目教学的情境性,如何体现“项目导向、任务驱动”的教学。结果表明通过好的教学项目的情境设计,对软件开发人才培养具有非常大的作用。     

The impact of employment equity regulations on psychological contracts in South Africa

This article will show the impact of employment equity legislation on the psychological employment contracts of the three main employee groupings in South African society. This study is important in that it fills the gap in the literature that identifies labour market regulations as an important shaping influence on the psychological contract. More than 500 managers from across South African industry and from all ethnic groups were surveyed to identify differences in psychological contracts and attitudes towards the social transformation regulations. We found that the legislation has impacted differentially on the three groupings mainly in terms of their loyalty to stay with their organizations, the focus on their career development in terms of the external labour market and the degree to which they felt they had been affected by the legislation. Additionally we find that the perceived linkage between job satisfaction and labour turnover is significantly weakened by labour market legislation in the case of the beneficiaries of the legislation, but that this may not be the case for those negatively affected by the legislation. The findings have significant implications for the HRM practices of multinationals operating in societies with significant labour market regulatory interventions.     

Linking job insecurity to well-being and organizational attitudes in Belgian workers: the role of security expectations and fairness

The aim of this study was to investigate how perceptions of job insecurity and fairness associate with individual well-being (job satisfaction and general health) and organizational attitudes (organizational commitment and turnover intention), under the condition that the psychological contract as perceived by the employee includes a promise on job security, or not. More specifically, we suggest that (H1) job insecurity is negatively related to individual well-being and organizational commitment and positively related to turnover intentions when job security is expected as part of the psychological contract, (H2) that job insecurity is negatively related to fairness perceptions when job security is expected as part of the psychological contract, (H3) that fairness associates positively with individual well-being and organizational commitment and negatively with turnover intentions and (H4) that the association between job insecurity, individual well-being and organizational outcomes is mediated by fairness under the condition that job security is expected as part of the psychological contract. Thus, we propose a model of mediated moderation. Results based on a sample of Belgian employees (N = 559) supported our hypotheses for organizational outcomes. For individual well-being, the mediation framework was not conditional upon a perceived promise of job security as part of the psychological contract. We conclude that employees' perceptions of job insecurity and fairness are important factors in employees' well-being and their attitudes towards the organization. More importantly, these perceptions can in part be shaped by organizational agents such as managers and supervisors. Additionally, the active utilization of the psychological contract in management strategies seems to have favourable results for the fostering of pro-organizational attitudes among employees.     

The HR quadriad: a framework for the analysis of HRM in project-based organizations

This paper introduces the idea of the ‘HR quadriad’ as a framework for the analysis of HRM as a collective, configurational, and complementary system of roles and practices. The framework highlights the interplay between HR specialists, line managers, project managers, and project workers in the implementation of HR practices. On the basis of a multiple case study comprising six project-based organizations, two organizational factors are singled out as important for the design of the HR quadriad: (1) the nature of project work as either intra-functional or inter-functional, and (2) project participation as either focused or fragmented. The paper gives empirical support to recent research on HRM favoring the synergic integration of the elements of HRM systems designed in a way that acknowledges internal coherence and organizational conditions.