创业团队异质性对科技型新创企业绩效的影响

创业团队知识多样性和社会关系网络会对科技型新创企业技术创新产生较大影响,进而影响其成长。基于已有的创业团队异质性研究主要是借鉴高管团队异质性的研究结论,结合资源基础理论和社会交换理论,研究了知识异质性和社会关系网络异质性对新创科技型企业的作用机理,并探讨了创新氛围和社会关系网络质量在新创科技型企业资源整合及利用过程中的调节作用。对河南省304家科技型新创企业的实证研究发现,创业团队知识异质性与创业绩效间存在倒U型关系,并受到创新氛围的负向调节和社会关系网络质量的正向调节;创业团队社会关系网络异质性正向影响创业绩效,并受到创新氛围和社会关系网络质量的正向调节。     

论经济关系和谐与构建和谐社会

社会和谐是中国特色社会主义的本质属性。人类社会是在矛盾运动当中发展和进步的,构建社会主义和谐社会是一个不断化解社会矛盾的过程。基于社会生产力与生产关系的矛盾、经济基础与上层建筑的矛盾推动社会发展的基本原理,任何社会变革都具有深刻的经济背景。人在本质上是社会关系的总和。社会关系和谐是和谐社会的起码要求和应有之义。社会主义市场经济背景下,以社会生产关系为核心和基础的经济关系和谐,无疑是社会关系和谐的最关键环节。促进经济关系和谐,因此就成为构建和谐社会的内在要求。我国目前的经济关系还存在诸多不和谐因素。从经济建设的实际出发,结合构建和谐社会的目标和任务,以人为本,科学发展,就成为促进我国经济关系和谐的基本思路。     

企业管理系统战略观的分析与启示

通过对战略管理学说丛林的系统分析,可知复杂的战略管理理论都是基于企业内外部因素的分析,包括对企业内部结构因素分析、企业社会关系因素分析、企业一般环境因素和企业内部因素结合的分析.据此,运用系统方法和比较方法,提出并具体分析系统战略现有一定的现实意义.     

Factors explaining inter-municipal cooperation in service delivery: a meta-regression analysis

Inter-municipal cooperation is an important public service delivery reform, whose drivers move beyond simple concerns with costs and economic efficiency, to policy issues related to governance structure and spatial context. We conduct a meta-regression analysis based on the existing multivariate empirical literature to explore what factors explain divergence in results in the existing empirical studies. We find strong evidence that fiscal constraints, spatial, and organizational factors are significant drivers of cooperation. Our meta-regressions do not yield results to explain divergence in results on community wealth, economies of scale, or racial homogeneity. More studies on these factors are needed to understand how these factors might affect cooperation. Future theoretical and empirical research should give more attention to spatial and organizational factors to develop a better understanding of factors driving cooperation, and how they differ across local government structures and regions.     

政企关系的法律安排对贸易的影响——以中国经济体制转型为视阈

政企关系的法律安排是经济体制这一制度体系中一组重要的制度安排,政企关系的不同法律安排影响着企业发展贸易的能力,进而影响经济增长。本文从政企关系问题入手,通过分析中国经济体制转型前后政企关系的法律变革,指出经济体制转型前政企关系不合理设置根源和变革后政企关系的合理取向。     

Co-operation and conflict in industrial relations: what are the implications for employees and trade unions?

This article explores the effects on employees of co-operation and conflict the workplace, outlining six workplace types. A survey of union representatives UK steel industry reveals evidence of co-operative industrial relations linked to superior terms and conditions, employee involvement and health and safety outcomes. However, it fails to find evidence that co-operative industrial relations are associated a broader HRM package of workplace restructuring, high performance work teams security provisions. Nor is any association revealed between co-operation and a greater role for trade unions. These findings suggest workplace co-operation in this industry remains part of a traditional gainsharing package and an 'alliance of insiders' than an HRM partnership or union incorporation. This raises broader questions the ability of co-operation to deliver important aspects of organizational competitive advantage.     

Pluralism in retreat? A comparison of Irish and multinational manufacturing companies

Traditionally it has been argued that the industrial relations practices of multinational corporations tended to conform with the prevailing industrial relations practices of the host country. Recent arguments claim that this trend has now been reversed and a new orthodoxy prevails which originates in the multinational corporation's country of origin. Drawing on a sample of companies in the Irish manufacturing sector, this paper examines the extent of these changes through a comparison of indigenous and foreign companies. The evidence of change emerging from this survey does not fully support the hypothesis that the practices of multinationals are significantly different or that there is a new orthodoxy in industrial relations originating in the multinational sector. We suggest that the impetus for change in employment practices is not to be found in the multinational sector but in the dynamic nature of competitive markets and the increasingly international mobility of capital.     

The impact of the employee-organization relationship on temporary employees' performance and attitude: testing a Singaporean sample

Following the framework proposed by Tsui et al . (1997), this research paper examines the impact of the employee-organization relationship on temporary employees' job performance, turnover intention, overall job satisfaction, affective commitment, perception of fairness and perception of work options. Data were collected from 191 temporary employees from seven employment agencies in Singapore. Analyses conducted revealed that employee responses do vary under the four types of relationship (quasi-spot contract, under-investment, mutual investment and over-investment). In general, both mutual investment and over-investment relationships were associated with higher levels of performance and more favourable attitudes than either the under-investment or quasi-spot contract. Specifically, temporary employees under the mutual investment and over-investment relationships have better job performance, a higher level of affective commitment to the agency, improved overall job satisfaction, higher perception of fairness, higher perception of work options and lower turnover intentions. Furthermore, these finding were obtained even after controlling for the effects of company tenure and job level on employee performance and attitudes. The results highlight the importance of employee-organization relationships in eliciting the desired temporary employee outcomes. Practical implications were drawn for human resource practitioners and employment agencies on how best to manage temporary employees. Some limitations and suggestions for future research were discussed.     

The importance of small differences: the effects of research design on the comparative study of industrial relations reform in Australia and New Zealand

The aim of this paper is to explore the limitations associated with a most similar case research design. It argues that by adopting a most similar case research design, comparative work on industrial relations reform in Australia and New Zealand during the 1980s and 1990s has systematically ignored important historical differences between the two countries, underestimated the similarities in recent reforms and privileged organizational and institutional explanations for changes in industrial relations systems, at the expense of those which are based on systemic factors and material interests. More generally, this paper argues that methodological choices have significant consequences for the types of explanations generated by comparative research and that more serious attention needs be given to the epistemological assumptions embedded in research designs that are taken up by industrial relations researchers.     

品牌管理视野下的广告和公共关系

在品牌管理的框架下有机地整合广告和公共关系的职能，乃是近年来许多广告机构努力的方向。本文认为，唯有打破单一的广告思维方式，在正确理解品牌管理要义的基础上，对广告和公共关系的特性有一清晰的梳理，把握它们的各自所长及其在品牌管理中的作用，才有可能实现真正意义上的互补和整合。