动态核心能力在反向国际化品牌战略中的作用

 在全国制造业转型升级的大趋势下，中国天生国际化代工企业进行的反向国际化品牌战略成为战略和创新领域的焦点。鉴于已有研究较关注大型制造企业的品牌创新，因此结合西方能力理论和中国特色制度环境，探讨反向国际化情景下中小型制造工厂的自主品牌战略。        从全球价值链视角，阐明对专注出口的中国代工企业转战中国市场而言，具有中国情景特色的社会关系网络和中国市场知识是不可或缺的关键资源，辨识中国天生国际化代工企业在出口市场和国际化过程中主要培养的技术创新、国际营销和先进制造3种动态核心能力。参照资源-能力-绩效战略思路，推导出6个假设并建立研究框架。基于202家企业样本，运用结构方程模型、路径分析和巢状模型法进行数据分析。        研究结果表明，在实施反向国际化品牌战略过程中，技术创新、国际营销和先进制造能力是中国天生国际化代工企业运用中国关键资源建立自主品牌的中介变量，中国市场稳定度显著影响自主品牌绩效。也即表明在中国经济新常态下，中小型代工企业应如何利用其海外竞争时培育的动态核心能力，转化关键资源，在国内销售自主品牌。        揭示中国情景下，本地市场资源(来自企业外部)与国际化过程培育的动态核心能力(源自企业内部)两者间的交互作用机制，以及天生国际化代工企业如何据此建立独特的竞争优势创造自主品牌。为其他在华代工企业(包括本地和外资)提供启示和借鉴，有助于他们较好地处理相关问题。     

网络嵌入、组织学习与资源承诺的协同演进——基于3家外贸企业转型的案例研究

本文基于国际化过程理论,对3家外贸企业的转型问题进行案例分析。研究发现了实体化、服务化和制造服务一体化3种主要的转型路径;网络嵌入、组织学习和资源承诺是国际化转型的关键要素,并在国际化转型过程中相互作用,协同演进;在不同转型路径中3个关键要素的表现形式和作用机制不同:实体化转型路径中,企业网络演进主要表现为结构嵌入,通过探索式学习来获取客观知识,市场承诺水平更高;服务化转型路径中,网络演进表现为关系嵌入,通过利用式学习获取经验知识,关系承诺水平更高;制造—服务一体化路径中企业需要3个关键要素的协同支持。本研究基于我国外贸企业转型情境深化了国际化过程模型,提炼出外贸企业转型的理论框架和创新路径。     

基于WSR方法论的中国零售企业国际化影响因素研究——名创优品案例

零售国际化是国际知名零售品牌的常规发展战略,但目前中国零售企业不仅难以走出国门,甚至难以实现全国性跨区域经营.本文以物理-事理-人理(WSR)方法论为理论框架,以中国近年来罕有的快速实现了零售国际化扩张的名创优品为研究对象,探索中国零售企业实施国际化战略的影响因素和管理策略等问题.案例研究表明,名创优品在信息化加载的虚拟零售企业模型指导下,通过加盟模式创新、供应链整合能力输出和品牌输出,实现了外部门店快速扩张,在内部通过双元性创新能力完善其商业模式和运营管理,不断提升供应链和品牌价值,保证了国际化战略的成功实施以及企业的快速健康发展.这一工作弥补了当前零售国际化研究中聚焦西方企业而缺乏中国案例的不足,也间接构建了一种零售国际化战略决策模型.     

国际化程度与绩效关系的中外企业差异——来自500 强企业的经验证据

"国际化战略是否有助于提升企业绩效"一直存在较大争议,其中尚缺乏对不同发达程度国家的企业进行对比分析的经验证据.以世界500强和中国500强企业为样本,在统一的研究框架下检验了国际化与绩效之间关系的中外企业差异.研究发现,在整体关系上,发达国家企业的国际化提升了企业绩效,而中国企业则相反;在曲线关系上,发达国家企业的国际化与绩效之间呈现出N形关系,而中国企业的曲线关系假设并不成立;资产密集度对发达国家企业的国际化与绩效之间关系具有正调节作用,而对中国企业则相反.针对这些差异,提出了一些可能的解释.研究结果有益于理清国际化与企业绩效之间的复杂关系,为中国企业的国际化战略也提供了启示.     

建立“世界级企业”：优势、路径与战略选择

针对中国企业提高国际竞争力的问题,运用"世界级企业"的概念和企业国际化战略的相关理论,分析中国企业建立国际竞争优势的战略实践,提出中国发展世界级企业的必要性,阐述了中国企业成为"世界级企业"所具有的国家特有优势和需要建立的企业特有优势,指出了成为"世界级企业"的路径与战略选择。"世界级企业"概念的提出及其对相关问题的阐述,不仅为中国企业构建国际竞争优势提供思路和借鉴,而且也是对中国特色的国际化战略理论的深化和发展。     

瓶颈突破、行动学习与转型能力——基于三家内向型中小制造企业的转型案例研究

关于内向型中小制造企业如何有效转型,现有文献尚无有力的解释。本文有机融合瓶颈理论、行动学习与转型能力的主要观点,对这一现象和过程进行了系统分析。本文选取三个典型案例,运用扎根理论规范的译码程序对案例进行剖析,构建了内向型中小制造企业转型能力提升路径模型。研究发现,内向型中小制造企业通过制定瓶颈突破方案为行动学习提供了正确的知识输入,行动学习为瓶颈突破方案的实施提供了有力保障,方案制定与行动学习就是不断解决问题与达成目标的过程,转型能力包括认知能力、转移能力与整合能力三个维度,它的提升路径是一个"知行合一"的过程。本文启示在于,内向型中小制造企业的转型战略重在瓶颈突破而不是全面变革、团队共识而不是个人英雄、微转型而不是战略转型。     

基于集中与分散理论我国制造企业海外研发机构区域扩张模式研究——以华为公司为案例

建立海外研发机构作为企业国际化扩张的重要环节,在企业海外技术获取、占领海外市场等过程中起到不可忽视的作用。以皮尔斯提出的集中与分散理论为理论基础,通过探究华为公司在海外研发扩张的过程中,面对向心力影响因素和离心力影响因素的作用下,华为采取了何种扩张模式以适应公司研发国际化发展,能够总结其在不同研发国际化扩张阶段所采取扩张战略等相关经验,进而提出我国制造企业应该如何实现研发国际化可参考性的意见。     

战略国际人力资源管理与企业绩效关系研究——基于在华跨国企业的经验证据

企业国际化中人力资源实践如何影响绩效,既是一个国际企业管理问题,更是人力资源管理领域的中心问题;因为任何一种国际化战略的成功都离不开恰当的人力资源管理方式,而成功的跨国公司对人力资源管理的导向选择也主要取决于它能否更好地支撑其国际化战略的实施.本文以100家在华跨国企业为研究样本,在战略国际人力资源管理(SIHRM)的框架下,将人力资源管理系统和国际化程度对企业绩效的影响作为主要研究问题,构建层级回归模型,通过实证检验考察人力资源管理与企业绩效的关系.研究结果表明,企业绩效不仅同人力资源管理与企业战略的整合程度有关,而且同人力资源管理系统与国际化程度之间存在积极的联系.该研究结论为中国企业在国际化过程中如何实施有效的战略国际人力资源管理以提升组织绩效并获取持续竞争优势提供借鉴与参考.     

企业的国际化感知风险对国际化绩效影响研究

以中国国际化企业为研究对象,探讨中国国际化企业的国际化感知风险对企业国际化绩效的影响。从国际化感知风险概念出发,通过引入企业资源能力(调节变量)和国际化市场进入模式(中介变量),剖析国际化感知风险对国际化绩效的影响,并在此基础上构建国际化感知风险与国际化绩效关系整合研究框架。通过对463家中国国际化企业的数据研究发现,国际化感知风险与国际化绩效之间存在显著负相关关系;国际化感知风险不仅直接作用于国际化绩效,而且还经由企业的市场进入模式间接作用于国际化绩效,即市场进入模式的中介作用显著;国际化感知风险对国际化绩效的作用受国际化经验的调节,国际化感知风险对国际化绩效的回归系数是国际化经验的二次函数。     

国际化战略实施与高层管理团队构成实证研究

利用信息处理理论和高阶梯队理论考察国际化战略实施对高层管理团队特征(年龄、任期、教育水平及其异质性、团队规模等)选择的要求.研究结果表明:企业国际化战略的实施需要拥有某些特定属性的高层管理团队;企业国际化程度越高,要求高层管理团队任期越短、任期异质性越小,而且团队规模和教育水平异质性越大;良好的制度建设和经营管理是确保选择合理的高层管理团队执行国际化战略的重要影响因素.     

Introduction to Special Section on Sensitivity Analysis and Summary of NCSU/USDA Workshop on Sensitivity Analysis

This guest editorial is a summary of the NCSU/USDA Workshop on Sensitivity Analysis held June 11–12, 2001 at North Carolina State University and sponsored by the U.S. Department of Agriculture's Office of Risk Assessment and Cost Benefit Analysis. The objective of the workshop was to learn across disciplines in identifying, evaluating, and recommending sensitivity analysis methods and practices for application to food‐safety process risk models. The workshop included presentations regarding the Hazard Assessment and Critical Control Points (HACCP) framework used in food‐safety risk assessment, a survey of sensitivity analysis methods, invited white papers on sensitivity analysis, and invited case studies regarding risk assessment of microbial pathogens in food. Based on the sharing of interdisciplinary information represented by the presentations, the workshop participants, divided into breakout sessions, responded to three trigger questions: What are the key criteria for sensitivity analysis methods applied to food‐safety risk assessment? What sensitivity analysis methods are most promising for application to food safety and risk assessment? and What are the key needs for implementation and demonstration of such methods? The workshop produced agreement regarding key criteria for sensitivity analysis methods and the need to use two or more methods to try to obtain robust insights. Recommendations were made regarding a guideline document to assist practitioners in selecting, applying, interpreting, and reporting the results of sensitivity analysis.     

Distinguishing traumatic, vicarious and routine operational stressor exposure and attendant adverse consequences in a sample of police officers

Problems in studying occupational stress within the police service are identified and the paucity of work on operational duties as potential stressors are discussed. The present study reports the results of a factor analysis of operational stressors (N = 601 serving British police officers) that revealed three factors: exposure to death and disaster; violence and injury; sexual crime. These were demonstrated to be reliable scales and were included in logistic regression models together with a range of demographic and psychological variables. Models were applied to men and women separately, which showed there to be different predictors of the likelihood of suffering distress (measured by the General Health Questionnaire, GHQ) in terms of the officer's gender and operational role. Overall the model for women officers was better at predicting psychological distress than that for men. These findings are related to aspects of the police occupational culture. Further discussion is offered that conceptualizes police operational stressors as traumatic, routine and vicarious. Finally, some implications are drawn for the provision of stress intervention in the light of this differentiation.     

Power,authority and legitimacy

Management, human resources, organization, control, leadership, etc., all seem to be just so many euphemisms for power, and this suggests a discourse of management and organization that calls things by their proper name. This paper on the contrary stresses the need to resolve the concept of ‘power’ itself into more differentiated notions, and proposes that clarification may be derived from distinctions once explicit in the vocabulary of Classical antiquity, but lost in modern European languages. It argues that nothing but confusion in thinking about organizations, management and legitimation can result from the failure to recognize that the phenomena this vocabulary identifies and distinguishes are irreducibly different.     

Criteria for selecting a production control philosophy

Logistic objectives constitute a compromise between having short leadtimes and a low volume of work in progress on the one hand and a high resource loading and due date obligation on the other. Miscellaneous production planning approaches offered today provide different combinations of logistic objectives for satisfying a manufacturing strategy. To combine the strength of the various approaches into a unified system, a new approach based on a dynamic and distributed production planning methodology is proposed. To customize the approach, various analyses and specifications have to be made and for that reason some important characteristics and criteria for analysing production control philosophies will be given.     

Employees' perceptions of organizational restructuring: the role of social support

Organizational change and restructuring is often perceived as leading to increased occupational stress, impacting negatively on the psychological well-being of employees. This pragmatic study investigates the role of social support and dispositional affect as moderators of role stress post-restructuring for employees in a public utility company. A total of 176 employees, including 37 managers, 60 graded staff and 78 industrial staff completed a self-report questionnaire, approximately 1 year postrestructuring, retrospectively assessing role conflict, ambiguity, overload and positive and negative feedback pre- and post-restructuring. Results suggested that overall role stress increased for managers/ senior officers and graded staff, but not for industrial staff. Social support was linked with lower role stress, more positive feedback and less negative feedback at post-restructuring. For certain role stressors this impact was moderated by dispositional affect, but the effect was not consistent across occupational groups. Positive affect enhanced the effect of manager support in reducing role conflict for graded staff, and the effect of co-worker support in increasing positive feedback and reducing negative feedback for industrial staff. Findings suggest that managers should pay particular attention to support and feedback for employees during periods of chronic occupational stress following organizational restructuring.     

The Danish psychosocial work environment and symptoms of stress: the main, mediating and moderating role of sense of coherence

The aim of this cross-sectional study was to explore the main, mediating and moderating role of sense of coherence (SOC) on stress symptoms and on the association between perceived psychosocial work environment and stress symptoms. The sample includes 2053 Danish employees from 52 workplaces. Hierarchical regression models were applied for each measure of stress. The results strongly supported the presence of a main effect for SOC. People with high levels of SOC experienced fewer stress symptoms. A mediating effect of SOC was also supported. Thus, SOC in part explained the association between work environment and stress symptoms. In addition, some support for a moderating effect of SOC was found, suggesting that people with higher SOC coped more efficiently with work environmental strain that people with lower SOC. Taken together the regression models explained 11-32% of the variance in stress symptoms. The results suggest that measures of individual factors such as SOC should be included in analyses of the effects of work environmental factors on stress and well-being.     

Control at work: a generalized resource factor for the prevention of musculoskeletal symptoms?

During the last two decades two potent groups of predictors for work-related musculoskeletal problems have been identified: physical work load and poor psychosocial working conditions. However, little is known about their combined effects. In this study the buffering effect of control at work with respect to the negative effects of psychological demands and physical work load on musculoskeletal problems is examined. All study variables were sampled from 431 people working in geriatric nursing homes in Germany by means of questionnaires. Main effects and interactions were tested with multiple regression analysis. The results showed that control buffered the effects of high psychological demands, but not of high physical work load; the buffering effect of control was observed only when physical work load was low. The combined effects of demands and physical work load were over-additive. Thus, the power of different predictors for musculoskeletal symptoms depended on the level of other predictors. This suggests that the efficiency of certain strategies for the prevention of musculoskeletal problems is likely to depend on the level of risk factors, with different strategies being appropriate for different levels of risk.     

The social construction of the meaning of acute stressors: a qualitative study of the personal accounts of police officers using a stress counselling service

The police profession is one in which acute stressors are encountered more frequently than in other occupations. Using the personal accounts of 35 police officers attending an in-house stress counselling clinic, the aim of the present study was to provide a qualitative examination of how the institutional context of policing influenced the ways in which acute stressors signified to individual police officers experiencing felt distress. Using the framework of Rational Emotive Behaviour Therapy as an analytical tool, it is argued that beliefs contributing to the experience of felt distress are related to the way in which policing as both an identity and an activity is constructed through the police organizational culture. Not only do these constructions influence the ways in which officers perceive themselves and their environments, but they also operate at the collective level to 'normalize' some emotional responses and to 'pathologize' others which, it is argued, could impact upon the outcomes of interventions such as stress counselling.     

The moderating role of social support in Karasek's job strain model

This paper examines whether social support is a boundary-determining criterion in the job strain model of Karasek (1979). The particular focus is the extent to which different sources of social support, work overload and task control influence job satisfaction, depersonalization and supervisor assessments of work performance. Hypotheses are tested using prospective survey data from 80 clerical staff in a university setting. Results revealed 3-way interactions among levels of support (supervisor, co-worker, non-work), perceived task control and work overload on levels of work performance and employee adjustment (self-report). After controlling for levels of negative affect in all analyses, there was evidence that high levels of supervisor support mitigated against the negative effects of high strain jobs on levels of job satisfaction and reduced reported levels of depersonalization. Moreover, high levels of non-work support and co-worker support also mitigated against the negative effects of high strain jobs on levels of work performance. The results are discussed in terms of the importance of social support networks both at, and beyond, the work context.     

Job insecurity, coping resources and personality dispositions in occupational strain

This paper presents research on the relationships between the work-related stressor of perceived job insecurity and various indicators of occupational strain, taking into account employees' personality dispositions (trait negative and positive affectivity) and coping resources. Respondents were 222 Australian public servants surveyed during organizational restructuring that involved downsizing and threat to job certainty. The research was formulated within an adaptation of Osipow, Doty, and Spokane's (1985) framework of stress-strain-coping that included the possible direct as well as moderating effects of personality dispositions in reporting occupational strain (Parkes, 1990). Findings from hierarchical regression analyses indicate consistent significant independent effects of personality dispositions, coping resources and perceived job insecurity on various indicators of strain. There was also support for the moderating roles of negative affectivity and self-care in the relation between perceived job insecurity and physical strain. Implications for the role of dispositional factors, especially negative affectivity, and the utility of various coping resources in accounting for occupational strain in times of threatened job security are discussed.