A variety-increasing view of the development of the semiconductor industry in Taiwan

The development of the semiconductor industry depends on its interactions with the environment. Developing countries face more constraints and the environmental interactions seem more complicated. The development process of the semiconductor industry could be better understood with regard to the interactions and social changes. This study proposes a variety-increasing viewpoint based on the concepts of variety increasing and internal learning to analyze the developmental experience of the semiconductor industry in Taiwan. The result shows that the development of Taiwanese semiconductor industry is a continuous variety-increasing process, which is achieved by searching and establishing successful associations in an increasingly wider and complex environment. Implications on the ongoing development of Taiwan's semiconductor industry and the development experiences of other East Asian countries are discussed.     

Pricing access in network competition

We compare various access pricing rules in the two-way access model. We show that the Generalized Efficient Component Pricing Rule (TECPR) leads to a lower equilibrium price than does the Efficient Component Pricing Rule, (ECPR) marginal cost pricing, (MCP) and any non-negative fixed access charges.      

工业工程与中国企业的信息化

本文从工业工程与企业信息化的定义及特点方面入手,通过介绍工业工程的发展、工业工程与企业信息化的相互关系,得出中国制造业只有把握有利的时机,用先进的管理理念、先进的技术实现手段武装自己,走科技之路、技术之路、市场之路,才能在激烈的国际竞争中站住脚跟,实现我国的工业化进程。     

Stability when mobility is restricted by the existing coalition structure

In many social and economic situations the optimal solution requires the formation of coalitions that partition the set of players. When the individual player is small relative to the size of the existing coalitions, it seems realistic to assume that the prevailing coalition structure dictates the set of possible blocking coalitions. Specifically, it is assumed that an individual does not consider forming any coalition, but rather joining an already existing one. Two solution concepts for these games are investigated: structural equilibrium and stable payoffs, which are derived from the application of ψ-stability to the core and to the bargaining set, respectively. To this end an extension of the bargaining set to games without side payments is offered. Both solution concepts are shown to exist for some coalition structure. However, while structural equilibrium may fail to exist for any non trivial coalition structure, for every coalition structure there exists a stable payoff.     

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.