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Bruce E. Kaufman Michael Barry Adrian Wilkinson Rafael Gomez 《Human Resource Management Journal》2021,31(1):65-92
This paper constructs alternative balanced scorecards based on high‐performance work system (HPWS) and employment relations system (ERS) models. The models are depicted and compared in diagrams and used as framework skeletons for building separate HPWS and ERS scorecards, intended to provide a detailed data picture of the operational health and performance of an organization's employment/HR system and its operations, processes, and inputs/outputs. The scorecards are filled in with nationally representative data from 2,000+ U.S. workplaces using more than 50 employment/HR indicators, as reported by separate panels of managers and employees. The indicators for each workplace are aggregated into an overall HR/employment system score, ranked from low‐to‐high, and graphed as frequency distributions. These distributions provide a unique snapshot picture of the mean and dispersion of the state of employment relations and HR system performance for companies across the United State. They also reveal that “models matter” since the HPWS and ERS scorecards provide distinctly different evaluation assessments. 相似文献
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Joseph A. Schmidt Chelsea R. Willness David A. Jones Joshua S. Bourdage 《International Journal of Human Resource Management》2018,29(3):571-594
We tested relationships between employee quit rates and two bundles of human resource (HR) practices that reflect the different interests of the two parties involved in the employment relationship. To understand the boundary conditions for these effects, we examined an external contingency proposed to influence the exchange-based effects of HR practices on subsequent quit rates – the local industry-specific unemployment rate – and an internal contingency proposed to shape employees’ conceptualization of their exchange relationship – their employment status (i.e. full-time, part-time and temporary employment). Analyses of lagged data from over 200 Canadian establishments show that inducement HR practices (e.g. extensive benefits) and performance expectation HR practices (e.g. performance-based bonuses) had different effects on quit rates, and the former effect was moderated by unemployment rate. The effects of HR practices on quit rates did not differ between FT and PT employees, but a different pattern of main and interactive effects was found among temporary workers. These findings suggest that employees’ exchange-based decisions to leave may be less affected by the number of hours they expect to work each week, and more by the number of weeks they expect to work. 相似文献
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跨国公司技术联盟:动因、效应及启示 总被引:1,自引:0,他引:1
樊增强 《中央财经大学学报》2003,(10):65-68
跨国公司技术联盟是在经济全球化与一体化的国际背景下发展起来的,它被愈来愈多的人认为是一种知识联盟,是一种独立的组织形式。跨国公司进行技术联盟的动因在于:获取与企业核心技术相关的上下游技术、适应网络竞争的需要及促进研究与开发等。跨国公司技术联盟既给合作方带来一定的积极效应,同时也产生相当的负面影响。在当前,跨国公司技术联盟对我国企业进行技术联盟与合作有积极的借鉴意义。 相似文献
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Alan Coad 《Management Accounting Research》1996,7(4):387-408
This paper examines the skills and aptitudes necessary to undertake a strategic management accounting project. It argues that individuals involved in such projects are required to work both smart and hard. This argument is developed theoretically by reference to the work of educational psychologists who have identified two different types of goal orientation which people pursue in achievement situations: the learning orientation and the performance orientation. Evidence that strategic management accounting requires a learning orientation is provided by means of a case study which describes its use in a competitive tendering situation. This is followed by a discussion of the potentially symbiotic relationship of strategic management accounting and organizational learning. The discussion leads to the specification of a research agenda that may have significant implications for the practice and learning of management accounting. 相似文献
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动态联盟 (VirtualEnterpriseAlliance,VEA是 2 1世纪信息社会生产的主流组织形式 ,选择和确定联盟伙伴是建立动态联盟的关键环节之一。盟员的正确选择对提高联盟企业的总体竞争力有着极其重要的作用。本文在构建动态联盟盟员的实施评价体系基础上 ,提出一个修正的AHP算法 , 相似文献
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国有股减持的困境与出路 总被引:2,自引:0,他引:2
随着战略管理的观念与技术在我国企业管理中的应用 ,战略成本管理在我国企业中的推行势在必行。企业在从传统成本管理向战略成本管理转变中 ,应特别注意树立正确的成本管理思想、拓展成本管理的范围以及改变现有的生产方式三方面问题。 相似文献
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关于健全独立董事制度的若干思考 总被引:4,自引:0,他引:4
入世给我国中小企业的发展带来了机遇与挑战。培育核心竞争力是其抓住机遇 ,应对挑战 ,走向成功的关键所在。文章在分析了我国中小企业面临困境的基础上 ,提出了培育我国中小企业核心竞争力 ,促进我国中小企业发展的方法和措施。 相似文献
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中俄关系经历了苏联时期和后苏联时期两个大的时期以及结盟、对立、关系正常化和不断提升与发展四个阶段,迄今已经成为面向21世纪的战略协作伙伴关系.这种关系本质上是双方国家战略利益相互借重的关系,在发展双边关系中,要扩大彼此国家利益的共同性,理性认识和妥善处理彼此国家利益的层次性和差异性,不断夯实战略协作伙伴关系的物质基础和社会基础. 相似文献