企业核心竞争力三维评价模型与实证研究

在总结现有研究成果的基础上,从三个层面分析了企业核心竞争力的内涵。采用系统的思想提出了一种分析企业核心竞争力的三维评价模型,并给出了综合评价核心竞争力的最优点法。在此基础上深入讨论了该模型的投影操作。最后以证券公司为评价对象给出了上述模型的应用过程。     

企业创新型人才素质模型的构建——基于中国移动通信集团调研数据的质性研究

基于国内外对创新型人才概念和素质的研究综述,通过提炼涉及素质构成的主要要素特征以及分类整理,创新性地构建了创新型人才素质基础模型,并梳理出各构成要素之间的内在联系。随后,结合对中国移动相关工作人员的调研数据,对模型进行修正,融入了企业横向职能类别和纵向职位层级两个职业创新素质成分,最终构成企业创新型人才素质的立体模型。     

The Impact of Service Quality and Service Characteristics on Customer Retention: Small Businesses and their Banks in the UK1

The recent developments in relationship marketing have increasingly focused attention on the beneficial effects of customer retention. The notion of building relationships and delivering quality service in order to encourage loyalty is perhaps of particular importance in the service sector where it is often argued that customer attraction costs are significantly higher than retention costs. Central to the idea of investment in the development of service quality and customer relationships is the belief that such investments will enhance loyalty, retention and profitability. Empirical evidence on the extent to which such links exist is still partial. This paper explores the relationship between service qualitylcustomer relationships and customer loyalty and retention using evidence from the UK banking sector and its small business customers.     

关系认知、关系运作和企业绩效:来自广东省私营中小企业的实证研究

在我国,关系对于私营企业的生存具有战略意义.本研究以142家广东省私营中小企业为样本,研究了私营企业关系运作、关系认知和私营企业绩效之间的联系.研究发现,在中国经济转型过程中,私营企业家认识关系的重要性对企业的绩效并没有助益,联系的网络大、示好运作多会降低企业的绩效;私营企业家过年过节跑关系、宴请商务对象、回报交易方等具体的关系运作方式和企业绩效正相关.     

消费者视角下中小企业社群动态定制仿真建模及其管理策略研究

移动互联时代下,基于在线社群的聚合力和社群经济效益的社群定制模式,如何有效解决大部分中小定制企业普遍面临的定制顾客少、销售转换率低及总体利润低等问题,是定制企业界目前亟待解决的重要问题之一。针对此,首先,本文对社群定制模式和一般在线定制模式进行定性分析,阐明两种定制模式的实现路径和特征,对其差异性进行归纳。然后,从消费者行为角度出发,结合定制模式的实现路径和差异性,分别建立多Agent仿真模型,分析两种定制模式下定制销售转化率、购买人数、消费者满意度和企业利润的差异,从而验证社群定制模式的有效性。最后,进一步研究不同企业和市场特征对社群定制与一般在线定制模式定制效果的影响,并探讨社群特征对社群定制效果的影响,为企业有效的定制选择及社群定制实现提供相应的管理策略。     

企业战略变革的定义比较、测量述评及量表开发——兼对笔者原战略变革定义的修正与操作化

基于对战略变革主要定义的归类比较以及对战略变革测量现状的系统考察,以对战略变革作出新的定义并提出相应的概念模型,吸纳部分以往战略变革定义种差和测量工具项目,尝试性地开发了包括定位差异与观念差异2个维度和20个项目的战略变革测量量表,以中国企业样本检验,具有较好的信度与效度。     

HR perceptions and the provision of workforce training in an AMT environment: An empirical study

Research literature indicates the importance of workforce development in the successful implementation of advanced manufacturing technologies (AMTs). However, the relationship between advanced technologies and workforce training is assumed to be a direct one with limited consideration provided to factors that may influence it. This study examines the impacts of environment and human resource (HR) manager perceptions on the provision of workforce development activities. A human-centered technology philosophy is proposed as a conceptual framework for examining the role of HR manager perceptions to mediate the relationship between AMTs and workforce development. Results from hierarchical regressions indicate that the perceptions of HR managers regarding technology-driven workforce need to explain a large portion of the variance for both individual and process development activities. Findings support that the managerial role of assessing workforce developmental needs from basic AMTs places HR managerial perceptions at the focal point of social–technical systems. The role of environmental uncertainty is also examined as a moderator of managerial perceptions of technology-driven needs in an AMT environment. The results suggest that environmental uncertainty did not moderate the relationship between HR perceptions as a predictor of workforce development activities. This could imply that HR managers may not consider critical external environment issues when making decisions of workforce development activities. The implications of these findings for HR perceptions in an AMT environment are discussed, and suggestions for future research are provided.     

The role of absorptive capacity and innovation strategy in the design of industry 4.0 business Models - A comparison between SMEs and large enterprises

Technological innovations often lead to redesigns in the business models of established companies, requiring them to incorporate new external knowledge into internal activities. Against this background, this study integrates the concepts of business model design, absorptive capacity, and innovation strategy into a novel research model, which analyzes the redesign of established business models in response to the emergence of Industry 4.0. Industry 4.0, also known as the Industrial Internet of Things, constitutes a contemporary research context that is highly relevant for corporate practice but scarcely regarded in management literature until now. The article contains an analysis of data from 221 German industrial enterprises, conducted through structural equation modeling, with separate data for small and medium-sized enterprises (SMEs) and large enterprises. First, the results indicate that the acquisition, assimilation, transformation, and exploitation of knowledge from the environment enable companies to engage in both exploratory and exploitative innovation strategies. Furthermore, the paper includes an evaluation of the role of exploratory and exploitative innovation strategies that reflects in efficiency-centered and novelty-centered business model designs. The distinct characteristics differentiating SMEs from large enterprises are also explained. The implications of absorptive capacity on innovation strategies, which influence the redesign of extant business models, are discussed from a research and managerial perspective.     

台湾投信业公司特征、董监事规模与基金绩效的关联性分析

检测台湾股票型基金绩效是否存在门坎上下不对称效果,并进一步探讨在不同的基金规模下投信业公司特征和董监事规模对基金绩效的影响。在实证模型的选取上,采用Hansen提出的纵横门坎回归模型进行检测,以2005年～2007年台湾地区投信业所发行的股票型基金作为研究对象。在实证结果方面,基金管理费用与基金报酬存在显著非线性不对称关系,且其影响取决于基金规模的差异;在不同基金规模区间的样本群组,公司若收取较高的管理费用时,对基金报酬的影响则呈现出不同大小的负向关系;当基金规模超过门坎值或低于门坎值时,公司特征和董监事规模对基金报酬的影响也呈现出显著的差异,特别是在主要股东席次比方面,两群组具有反向的显著差异。     

HR policies and practices in vocational education and training institutions: understanding the implementation gap through the lens of discourses

Vocational education and training (VET) institutions face serious challenges, like educational innovations and upcoming teacher shortages, which require them to invest in their human capital. However, the implementation of human resources (HR) policies and practices often stagnates. Using the Dutch VET sector as an exemplary case, we show that the implementation gap can be understood by employing a discourse perspective. The distinction between a control vs. a commitment approach to HR served as a lens through which we analysed how actors at state and school level perceived the goals, necessity and features of HR policy. The results reveal no contradictions between actors concerning the goal of HR. Contradictions are, however, found related to the way in which HR should be shaped and implemented. Teachers and managers think governments’ view about HR is too much control oriented and that commitment strategies have to be added for HR to be effective.     

Beyond demand and control: The contribution of organizational risk factors in assessing the psychological well-being of health care employees

Abstract

The job demand–control(–support) model is frequently used as a theoretical framework in studies on determinants of psychological well-being. Consequently, these studies are confined to the impact of job characteristics on worker outcomes. In the present study the relation between work conditions and outcomes (job satisfaction, emotional exhaustion, psychological distress, and somatic complaints) is examined from a broader organizational perspective. This paper reports on an analysis that examines both the unique and the additional contribution of organizational characteristics to well-being indicators, beyond those attributed to job characteristics. A total of 706 care staff from three public residential institutions for people with mental or physical disabilities in the Netherlands took part in this research. To assess organizational risk factors a measurement instrument was developed, the organizational Risk Factors Questionnaire (ORFQ), based on the safety-critical factors of the Tripod accident causation model. Factor analyses and reliability testing resulted in a 52-item scale consisting of six reliable sub-scales: staffing resources, communication, social hindrance, training opportunities, job skills, and material resources. These organizational risk factors explained important parts of the variance in each of the outcome measures, beyond that accounted for by demographic variables and job demand–control–support (JDCS) measures. Communication and training opportunities were of central importance to carers’ job satisfaction. Social hindrance, job skills, and material resources explained a substantial amount of unique variance on the negative outcomes investigated.     

A Diversity Index for Model Space Selection in the Estimation of Benchmark and Infectious Doses via Model Averaging

In chemical and microbial risk assessments, risk assessors fit dose‐response models to high‐dose data and extrapolate downward to risk levels in the range of 1–10%. Although multiple dose‐response models may be able to fit the data adequately in the experimental range, the estimated effective dose (ED) corresponding to an extremely small risk can be substantially different from model to model. In this respect, model averaging (MA) provides more robustness than a single dose‐response model in the point and interval estimation of an ED. In MA, accounting for both data uncertainty and model uncertainty is crucial, but addressing model uncertainty is not achieved simply by increasing the number of models in a model space. A plausible set of models for MA can be characterized by goodness of fit and diversity surrounding the truth. We propose a diversity index (DI) to balance between these two characteristics in model space selection. It addresses a collective property of a model space rather than individual performance of each model. Tuning parameters in the DI control the size of the model space for MA.