基于国家综合性科技企业孵化器孵化服务功能的孵化绩效实证研究

归纳出国家综合性科技企业孵化器具有优惠政策扶持、科技创新服务、创业配套服务、投融资服务和物业配套服务五类核心服务功能,并建立相应的孵化绩效评价体系。运用实证数据分析五类服务对孵化绩效的影响。分析显示,对孵化绩效影响最大的是科技创新服务。     

企业孵化全球一体

1959年,世界第一家企业孵化器在美国纽约的一个废弃制造厂房内诞生.当时,房主因找不到任何一个愿意单独租下这座8500平方米厂房的人,于是就决定将其以低廉的价格租给一批小公司,以期借助这些小公司的成才来带动社区的发展.就在这一废弃厂房里,一批小公司迅速成长壮大,成就了如今的Ratavia工业中心.     

企业环境责任界定与测评:环境资源配置的视角

从环境是一种经济资源的观点出发,我们将企业环境责任界定为,通过一定经济机制的规范与引导,企业主动或被动按社会福利基准,配置和使用环境资源的行为责任;其评判标准是,企业对环境资源的利用,是否增进社会福利。从福利性社会收益函数出发,我们提出企业环境责任表现指数公式,构建企业环境责任评价指标体系。环境成本内部化率与环境资源利用效率,是主要的环境责任表现因素及评价指标。     

大型建筑工程项目资源配置模型及策略研究——基于系统动力学的建模和仿真

大型建筑工程项目多类型资源的有效配置,是现阶段项目管理理论与工程管理实践面临的关键问题,特别是在考虑工艺顺序和间歇时间的工作可操作性特点,以及多资源之间反馈影响的情况下。通过整合挣值法和系统动力学理论,在分析资源可用性和工作可操作性之间因果关系的基础上,本文构建了大型建筑工程项目多资源配置的系统动力学模型。以上海市重大工程投资统计数据作为模型参数依据,模型的仿真结果表明:建筑工程项目不同类型资源其配置重要性与系统影响性存在显著差异,在制定资源配置策略时应同时考虑项目运作方式的特征与多资源之间的匹配,资源不匹配则容易导致资源配置系统失去稳态或策略失效。这为进一步研究项目管理中多资源配置提供了理论参考和实践支持。     

ELP方法在企业信息化资源配置中的应用

根据BPR的思想,现代企业可以组建为生产部、采购部、营销部、R&D、人力资源部、财务部等六个部门.企业如何将有限信息化资源在六个部门间合理配置,使得信息化产出最优,针对这种情形,提出基于ELP方法求解信息化资源配置问题的模型,克服了传统LP方法求解的不足,该模型为企业合理配置信息化资源提供理论依据,从而有效防止企业信息化的"IT黑洞"发生.     

构建福建大学生文化创意企业孵化系统探讨

闽台两岸文化同根同源,台湾文化创意产业发达,特别是在建设大学文化创意产业园,促进大学生创意企业孵化方面有成功经验。通过借鉴台湾大学文化创意园经验,结合福建本土文化资源优势,可以打造福建大学生创意企业孵化系统。该系统从资金支持、知识支持、服务支持、人才支持、创意支持、政策支持等多方面为福建大学生文化创意企业孵化提供有力促进和保障作用。     

分隔机制与创业孵化型平台企业合法性保护

立足于合法性溢出视角和组织场域治理视角,提出两组关于分隔机制的竞争性假设,探讨“创业孵化型平台企业在给创业企业共享合法性过程中,如何避免反受其害”。研究表明:分隔机制可以作为一种调节因素,缓解创业企业不愿创新或不端行为对创业孵化型平台企业合法性的破坏,但不能通过直接约束创业企业的意愿或行为,来保护创业孵化型平台企业的合法性。     

企业关键资源及其形成与配置机制

本文基于企业资源基础论,提出了一个推论：企业关键资源的优势和特色决定了企业在市场中竞争力的大小。根据这个推论,阐述了企业关键资源的性质、特征及其分布状态,分析了企业关键资源的形成机制和配置机制。研究结果认为,企业关键资源并不是固定不变的,市场需求和竞争状态的变化会导致企业关键资源的分化;企业技术创新与扩散能力、组织能力与业务流程,共同构成了企业能力供给系统,其对企业竞争优势的培养意义重大。     

企业的模糊动态边界与企业集团——对企业集团的本质的探讨

在研究了企业边界特征的基础上从边界演化的角度论证了企业的边界是模糊逻辑表示的动态边界 ,而正是企业边界的模糊性和动态性导致了企业的集团化行为 ,探讨了用模糊逻辑表示的企业集团的定义     

新创企业内部资源与外部关系的战略平衡——中国情境下的经验研究

由于受新创劣势的约束,新创企业的战略行为需平衡内部资源和外部关系.基于创业成长的演化视角,本文将创业导向和创新能力定义为内部资源,外部关系构念区分为支持型和合作型关系,分析其中的战略平衡机制.通过224家上市创业企业的经验研究显示:内部资源与外部关系中的政府支持和金融机构支持形成战略替代效应,演进模型的检验也证实新创企业对这种非市场关系资源形成路径依赖的特征;而在合作型关系中,内部资源与企业联盟之间形成互补效应的平衡机制,但是在演进模型中并没有显著的变化趋势.研究结论为我国创业企业的战略决策提供一定的实践启示,也为战略创业观点提供理论参考.     

新创企业内部资源与外部关系的战略平衡

由于受新创劣势的约束,新创企业的战略行为需平衡内部资源和外部关系． 基于创业成长的演化视角,本文将创业导向和创新能力定义为内部资源,外部关系构念区分为支持型和合作型关系,分析其中的战略平衡机制． 通过224 家上市创业企业的经验研究显示: 内部资源与外部关系中的政府支持和金融机构支持形成战略替代效应,演进模型的检验也证实新创企业对这种非市场关系资源形成路径依赖的特征; 而在合作型关系中,内部资源与企业联盟之间形成互补效应的平衡机制,但是在演进模型中并没有显著的变化趋势． 研究结论为我国创业企业的战略决策提供一定的实践启示,也为战略创业观点提供理论参考．     

孵化互动、专用性人力资本和在孵企业成功毕业

基于合作生产理论,本文以307个新创在孵企业为样本,构建生存模型研究孵化互动介入模式和创业专用性人力资本对在孵企业成功毕业的影响。研究发现,行业专用性人力资本、创业家庭背景促成了创业成功,而创业经历对创业成功没有显著影响。同时,孵化互动在促成在孵企业成功毕业方面的调节作用则表现出很大的异质性:孵化互动模式Ⅳ和Ⅴ对行业专用性人力资本有促进性调节作用,而所有孵化互动模式对家庭背景的存在都有抑制性调节作用,但是孵化互动模式对创业经历没有显著的影响。这说明,对于包含诸多隐性成分的行业专用性知识,孵化器经理的参与意愿和介入频率是影响孵化效果的关键因素;同时,孵化互动部分替代了家庭支持的作用,降低了创业者对家庭的依赖。     

The relationship of organizational and social coping resources to employee coping behaviour: A longitudinal analysis

Abstract

Research on the determinants of coping behaviour has focused primarily on stressor-specific influences and on personal attributes and skills that serve as coping resources. However, coping resources can also include aspects of the organizational and social environment. This study investigates the role of supportive work relationships and of participation and influence in decision-making in determining the coping behaviour of employees in a manufacturing plant. Since the relationships between worksite coping resources and employee coping behaviours may be causally reciprocal, longitudinal models were analysed to sort out causal priorities. Results showed that organizational and social coping resources did influence subsequent coping behaviour. Perceiving oneself to have influence over decision-making at work predicted increases in active, problem-solving coping attempts and decreases in resignation in response to worksite stressors. Also, employees who perceived their co-workers and supervisors to be supportive were more likely to increase their mobilization of that support when faced with worksite stress. In addition, the use of certain employee coping behaviours influenced subsequent levels of participation in decision-making, as well as the quality of relationships with co-workers and supervisors.     

The relationship of organizational and social coping resources to employee coping behaviour: A longitudinal analysis

Research on the determinants of coping behaviour has focused primarily on stressor-specific influences and on personal attributes and skills that serve as coping resources. However, coping resources can also include aspects of the organizational and social environment. This study investigates the role of supportive work relationships and of participation and influence in decision-making in determining the coping behaviour of employees in a manufacturing plant. Since the relationships between worksite coping resources and employee coping behaviours may be causally reciprocal, longitudinal models were analysed to sort out causal priorities. Results showed that organizational and social coping resources did influence subsequent coping behaviour. Perceiving oneself to have influence over decision-making at work predicted increases in active, problem-solving coping attempts and decreases in resignation in response to worksite stressors. Also, employees who perceived their co-workers and supervisors to be supportive were more likely to increase their mobilization of that support when faced with worksite stress. In addition, the use of certain employee coping behaviours influenced subsequent levels of participation in decision-making, as well as the quality of relationships with co-workers and supervisors.     

Leading well is a matter of resources: Leader vigour and peer support augments the relationship between transformational leadership and burnout

ABSTRACT

Although studies suggest that transformational leaders play an important role in employee health and well-being, the relationship between transformational leadership and employee burnout remains unclear. One reason may be that moderators may play an important role. Building on conservation of resources theory, we examined if leaders’ perceptions of internal and external resources in terms of vigour and peer support augmented the relationship between transformational leadership and employee burnout in a sample of municipality workers and their leaders in Sweden (N?=?217). Multilevel analyses over two time points revealed that both vigour and peer support enhance this relationship, such that when leaders experience high levels of vigour or peer support, the negative relationship between transformational leadership behaviours and employee burnout was strengthened. Our findings suggest that both personal and contextual resources may help leaders to better engage in transformational leadership, which is important in order to protect employees from burning out.