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1.
Can older managers overcome stereotypes relating age to low competence? We integrate the literature on age and cognitive ability with research on innovation to explore whether—and if so, when—employees' age harms performance and promotability appraisals made by their supervisors. Multisource, time‐lag data from 305 project managers indicate that the negative stereotypes can be explained through decreased innovative behavior. However, older employees are not always seen as poorer performers with less potential to be promoted due to their reduced innovative behavior. Rather, interdepartmental collaboration moderates these effects. Specifically, older employees with low interdepartmental collaboration are less innovative and receive worse performance and promotability appraisals than younger employees, but the “age handicap” vanishes when older employees collaborate with members of other departments. Organizations should foster formal or informal collaboration among units to prevent negative consequences of an aging workforce. 相似文献
2.
培养创新型人才是高等职业教育的神圣使命,在创新型人才培养中,必须做好转变观念齐抓共育,创造条件加强实践,建立机制引导创新,以点带面不断完善,勇于探索不断创新。 相似文献
3.
This study presents important international evidence by examining the wealth effect of domestic joint ventures by Taiwanese firms. In opposite to United States evidence, we find that announcements of domestic joint ventures by Taiwanese firms are, on average, associated with significantly negative abnormal stock returns. We also find that the stock market response to announced domestic joint ventures is significantly positively related to the announcing firms' investment opportunities, size of investment and debt ratio, and is significantly negatively related to the business relatedness variable. In contrast, free cash flow, firm size, relative firm size and managerial ownership are found to have no significant power in explaining the market response. Our results support the investment opportunities, synergy and complementarity hypotheses as well as a broad interpretation of the free cash flow hypothesis, but reject the absolute size, relative size and alignment-of-interests hypotheses. This study makes valuable contributions to the literature by providing the first direct evidence on the role of investment opportunities, synergy and alignment-of-interests in explaining the wealth effect of domestic joint ventures 相似文献
4.
文章运用有限元程序对三线铁路预应力混凝土连续箱梁桥进行了模拟,分析了三线铁路荷载作用下箱梁的受力特性及在各种荷载工况下荷载横向分布规律,给出了荷载横向系数的实用值。 相似文献
5.
Motives in the Acquisitions of NASDAQ Targets during the Aftermath of the 1987 Crash 总被引:1,自引:0,他引:1
After the crash of 1987, the Nasdaq composite index stayed below the precrash level for nearly two years. Takeover activity surged in this after‐crash period. We compare the motives in the acquisitions of Nasdaq targets during the after‐crash period with those in the ten‐year period before the crash. We find that the announcement period return to acquirers and the proportion of acquirers with positive gains declines in the after‐crash period. For both the periods, agency is the motive for takeovers that have negative total gains (acquirer + target), but synergy and hubris are comotives for takeovers that have positive total gains. The proportion of takeovers in which the managers of acquirers act against the interest of the shareholders increases after the crash. 相似文献
6.
企业家报酬的决定有着不同的标准 ,按照劳动经济学的观点 ,企业家市场薪酬决定了企业家报酬。在报酬实践中 ,市场工资率的概念也是牢固确立的。基于这种理论 ,应当实行企业家报酬的市场化 ,其实质就是企业家的工资完全由市场决定 ,而不是由政府或者某些部门统一规定 相似文献
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基于调节焦点理论和公平启发理论,运用结构方程模型考量差异化人才管理对员工创新绩效的影响机制。结果显示:促进定向工作重塑在差异化人才管理与员工创新绩效之间起正向中介作用,防御定向工作重塑在二者间起负向中介作用;组织公平感正向调节差异化人才管理与促进定向工作重塑之间的关系,负向调节差异化人才管理与防御定向工作重塑之间的关系;组织公平感增强促进定向工作重塑的正向中介作用,削弱防御定向工作重塑的负向中介作用。 相似文献
9.
走科技创新之路是我国今后中长期的战略决策.然而,目前我国科技创新的硬环境和软环境基础相对都比较薄弱.基于全国科技工作者的调查数据,我们分析了目前影响我国科技工作创新的主要环境因素.结果表明:创新管理体制和运行机制、国家资金支持力度、组织制度和创新氛围以及我国传统文化因素等是制约科技创新的主要因素.在讨论的基础上提出了相应的对策. 相似文献
10.
通过对全国土司文化的保护和开发现状的论证,以及对忻城土司文化的定量、定性分析,从而对忻城中华土司民俗旅游区的旅游资源做出了科学的评价。 相似文献