Exploration versus exploitation in technology firms: The role of compensation structure for R&D workforce

We investigate the relationship between a firm’s compensation structure and the extent to which its innovation is more exploration versus exploitation oriented. Specifically, we assess two aspects of a firm’s compensation design—horizontal dispersion within job levels and vertical tournament incentives between job levels. A six-year panel of compensation records of 671,028 employees working at 81 U.S.-based high technology firms between 1997 and 2002 are used to construct measures that characterize a firm's pay structure, which are linked to these firms’ patents filed in the U.S. We find that firms with higher-powered tournament incentives in vertical compensation structure report higher fraction of innovation directed towards exploration. Horizontal pay dispersion, on the other hand, shows a negative relationship with the exploration in firms where R&D employees’ age variance is low. In firms where R&D employees’ age variance is high, the negative relationship between horizontal pay dispersion and exploration is muted.     

Occupational Social Work Education for Employee Assistance Practice

ABSTRACT

This article explores the current state of Occupational Social Work/Employee Assistance (OSW/EA) education. It examines the relationship between social work curricula, field placement experiences, and entry-level employment opportunities in the OSW/EA field. It is based on an educational initiative called the Partnership for Employee Assistance Education. Drawing on the OSW/EA literature, surveys, and focus group materials, the article concludes that the nature of OSW/EA is being reshaped by information technology, shifting demographics, globalization, and evolving terms and conditions of employment. The authors discuss how the graduate-level OSW/EA curriculum and field placements are being transformed to reflect these trends. Concepts such as Organizational Social Work and organizational intelligence are discussed. Innovative educational strategies are recommended. Finally, the authors argue that the contemporary workplace offers potential opportunity for innovative social work practice and education.     

Media Accountability and Journalists: To Whom Do Spanish Professionals Feel Responsible?

ABSTRACT

This paper analyses to whom Spanish journalists feel responsible. To achieve this objective, we sent out a survey to Spanish journalists to ascertain their opinion on this question. The journalists’ point of view was then compared with that of the general public though six focus groups consisting of Spanish citizens from six cities in Spain (Barcelona, Castellón, Madrid, Sevilla, Mondragón and Santiago de Compostela). Lastly, five in-depth interviews were conducted with journalism experts (e.g., directors of professional journalist associations). The main results show that the journalists feel particularly responsible to their conscience, the journalism code of ethics and their sources. The citizens, in contrast, believe that journalists should be responsible to the audience. We contextualised the Spanish finding in the European context by comparing our results with those derived from a study among European journalists.     

雇员隐私权保护研究

随着经济的不断发展和社会财富的日益增加,越来越多的雇主开始对雇员的一举一动进行监视,虽然这种行为能给公司带来利益,但同时也侵犯了雇员的隐私权。本文结合中国当前的实际,以求在理论规划上建构出一套比较全面、完整的立法保护模式。     

高校实施压力管理的问题与对策

目前高校教师的身体健康与心理健康令人担忧,造成这种状况的直接原因在于高校教师承受着各种过大的压力。国内外有关压力与压力管理的研究已取得很多成果,很多知名企业在帮助员工减轻压力方面也有不少措施办法与经验。高校教师的压力类型与表现有其特殊性,目前的高校压力管理措施还存在问题与认识误区;高校实施压力管理,可借鉴企业的有效方法,维持合理适度的良性压力,倡导并帮助教师健康快乐工作。     

行政伦理与服务型政府建设

服务型政府、行政问责、大部制三者实际上已构成了我国第六次机构改革的总体思路,尝试性地分析了三者的内容及其相互间的关系。面对新一轮机构改革给行政伦理道德建设带来的机遇和挑战,提出以成人社会化、行政伦理的制度化等途径培育、强化我国行政人员的责任情感和责任意识,以“内部控制”机制促进行政管理体制改革的深入发展,为铸就服务型政府铺实伦理道德之路。     

高校问责制初探

问责制起源于公共行政领域。随着教育民主化浪潮的推进,问责制也被逐渐引入教育管理体制中,在英美等国的高校管理中受到广泛的应用。文章在对荚美等国问责制进行分析的同时,从制度建设的层面提出构建我国高校问责制的策略：明晰权责内容,规范问责程序,明确问责范围,健全问责机构。     

刍议责任型政府的制度性责任——基于"企业家政府"原理的分析

戴维·奥斯本等人在<改革政府>一书中提出"企业家政府"理论.该理论强调政府应该与企业家一样具备"顾客意识"."企业家政府"理论对于当下中国推行的政府问责制具有启发意义.它在一定程度上回答了责任型政府承担制度性责任的政治逻辑、责任类型乃至问责路径等基本问题.     

基于知识型员工需求特征的激励模式

随着知识经济时代的到来,知识型员工成为企业发展的核心要素,其需求特征表现在对薪酬福利、职业成长规划、社会尊重和自我实现、满足幸福感及企业人文关怀的需求上。基于马斯洛需要层次理论、舒尔茨人力资本理论、麦格雷戈Y理论3种激励理论,可以从物质激励、工作激励、成长激励、社会心理激励4个方面,建立适用于知识型员工的激励模式。     

“Countability not answerability?” Accountability in Hong Kong and Singapore universities

Singapore and Hong Kong are vying to be the principal educational hub for the Asia-Pacific region and have begun to compete with Australia, Britain, Canada and the USA in providing cross-border education. Although these four Anglo-American countries still dominate cross-border education, Singapore and Hong Kong hope to make inroads into this export market and compete on the global stage. To create “world-class” universities, Singapore and Hong Kong have introduced quality assurance mechanisms, diversified funding sources, and restructured their university governance systems. This article compares the accountability measures introduced into Hong Kong and Singapore universities, and the responses of academics and administrators to these measures. The results indicate that both countries introduced greater autonomy as they augmented accountability for their universities, and the term “decentralised centralism” describes the kind of government control exerted in these Asian universities in the twenty-first century.