Integration of Individualized Management Systems （MSs） as an Aggregating Factor of Sustainable Value for Organizations An Overview Through a Review of the Literature

Nowadays, there exist various standards for individual management systems （MSs）, at least, one for each stakeholder. New ones will be published. An integrated management system （IMS） aims to integrate some or all components of the business into one coherent and efficient MS. Maximizing integration is more and more a strategic priority in that it constitutes an opportunity to eliminate and/or reduce potential factors of destruction of value for the organizations and also to be more competitive and consequently promote its sustainable success. A preliminary investigation was conducted on a Portuguese industrial company which, over the years, has been adopting gradually, in whole or in part, individualized management system standards （MSSs）. A research, through a questionnaire, was performed with the objective to develop, in a real business environment, an adequate and efficient IMS-QES （quality, environment, and safety） model and to potentiate for the future a generic IMS model to integrate other MSSs. The strategy and research methods have taken into consideration the case study. It was obtained a set of relevant conclusions resulting from the statistical analyses of the responses to the survey. Globally, the investigation results, by themselves, justified and prioritized the conception of a model of development of the IMS-QES and consequent definition and validation of a structure of an IMS-QES model, to be implemented at the small- and medium-sized enterprise （SME） where the investigation was conducted.     

综合管理体系及其实施指南的研究

依据ISO9001、ISO14001及OHSAS18001标准，对企业中的质量、环境及职业安全卫生要素进行了系统的整合，提出了综合管理体系模式及实施指南。     

工作幸福感导向的工作要求-控制-支持模型研究述评

个体工作幸福感的提升机制是长期以来理论界关注的热点问题之一,工作特征被认为是影响个体工作幸福感提升的一类关键因素。在工作特征与个体工作幸福感之间关系的研究中,工作幸福感导向的工作要求-控制-支持模型是最具影响力和解释力的一个理论模型,其相关研究把工作特征归结为工作要求、工作控制和与工作相关的社会支持三个方面,并分析了这三个方面对个体工作幸福感影响的综合效应及其相关作用机制。文章在系统地梳理工作幸福感导向的工作要求-控制-支持模型的理论渊源、基本理论假设及其实证研究结果、拓展研究等基础上,指出了后续研究有待进一步探讨的五个方向并提出了相应的研究建议。     

职业年金制度风险及其整体性治理

在风险社会背景下,职业年金制度面临多重风险。基于风险的多样性与复杂性,应推进职业年金制度的整体性治理。整体性治理要求充分考虑职业年金受益人的权益,整合各类资源与机制,加强相关主体的协调与合作,防范职业年金制度风险。我国职业年金治理存在治理结构不科学、基金管理与投资体制不完善、风险控制机制建设不足、大数据和信息化手段运用不到位等诸多问题,增加了整体性治理的复杂性。对此,本文提出职业年金整体性治理的对策:加强法制建设与制度设计,完善治理结构,加强信息披露,建立监管体系、惩戒机制和风险防控机制,充分发挥大数据在职业年金治理中的作用。     

独立学院城乡大学生差异化教育管理

独立学院这个新型教育模式,在国内出现的时间只有十多年,但却得到飞速发展。早期独立学院就读学生以＂城市生＂为主。随着国家经济发展以及高考扩招等因素影响,有更多的＂农村生＂进入独立学院学习。＂城市生＂、＂农村生＂在意识形态等方面的差异,对独立学院学生教育管理工作提出更高要求,学院需要对他们进行差异化教育管理。     

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.     

人口—经济—空间视角的东北城市化空间分异研究

城市化是一个"人口—经济—空间"三维一体的过程——其中人是行为主体,经济是驱动力,空间是载体,据此构建城市化综合测度指标,运用均方差赋权法,对东北34个地级市城市化水平进行综合测度,并运用自然断裂法进行空间表达,结果表明东北地区城市化具有如下特征:①人口、经济、空间及其综合城市化水平空间分异明显,其中经济城市化的空间分异程度最为明显,且主导着人口、空间城市化的演变,但效益不是最佳;②综合城市化水平表明东北地区正处于城市化的加速发展阶段;③人口、经济和空间城市化的空间吻合性较差,其中经济城市化呈现出由南往北依次递减的趋势,而人口城市化呈黑龙江省>辽宁省>吉林省,空间城市化的规律性不明显;④哈大铁路沿线城市其经济、空间及综合城市化空间演变趋势相同——由南往北依次递减,而人口城市化恰好相反,即由南往北依次递增;⑤基于城市化视角的城市群发育程度表现出辽中南城市群>哈长城市群的特征。对东北地区城市化发展道路具有重要的指导意义和实践价值。     

企业实施产品差异化战略分析

在当今市场中,产品趋同化现象日益严重,这使企业的盈利能力越来越低。要想改变企业的这种局面,实施产品差异化战略是一个重要的途径。本文首先阐述了产品差异化的概念及类别,在分析产品差异化的作用之后,结合实际论述了企业如何实现产品差异化。     

HR managers’ talent philosophies: prevalence and relationships with perceived talent management practices

Abstract

HR managers have different beliefs about the nature, value, and instrumentality of talent—referred to as ‘talent philosophies’. In line with cognitive psychology, we reason that talent philosophies are similar to mental models that influence how HR managers interpret and use talent management (TM) practices within their organizations. In this article, we explore the prevalence of four different talent philosophies (exclusive/stable; exclusive/developable; inclusive/stable; inclusive/developable) in a sample of 321?HR managers. We then explore how talent philosophies relate to organizational context (i.e. size, ownership form, multinational orientation) as well as to HR managers’ perceptions of their organization’s TM practices. Cluster analysis corroborated the presence of the four talent philosophies in our dataset. All four talent philosophies were represented almost equally often in the overall dataset. Organizational size was found to be related to talent philosophies, such that HR managers who worked in smaller organizations were more likely to hold an inclusive talent philosophy. We also found support for the relationship between talent philosophies and perceptions of the exclusiveness or inclusiveness of the organization’s definition of talent, and its degree of workforce differentiation. Contrary to expectations, results did not support a link between talent philosophies and perceived talent identification criteria.