Women as androgynous managers : A conceptualization of the potential for American women in international management

Women in international management, where are they? While many female managers appear to have the qualities necessary for international management, they have been implicitly and explicitly excluded from overseas assignments.This paper will begin by describing some of the dimensions on which the international business environment is different from the domestic United States environment. Research on the attitudinal and behavioral skills found to be associated with success in the international environment will be presented. It will be suggested that this list of international management skills goes beyond those characteristics generally associated with either the male or the female role in North America. The Model of the Androgynous International Manager will be introduced as a way of conceptualizing an appropriate orientation for the role of the international manager. The need for future research is delineated.The scope of the discussion is limited to the role of American 1 women working in multinational business settings around the world.     

信息技术在采掘工作面资产运营管理中的应用

本文主要论述采掘工作面资产运营管理的现状,采用信息技术对采掘工作面资产运营各项内容进行管理的目的、意义和实现方法。采用的关键技术是利用powerbuilder数据窗口对象进行数据处理,实现报表统计,简化程序的复杂度。     

六西格玛管理在高科技企业降低员工离职意愿中的应用——以BM公司为例

探索六西格玛管理模式在高科技企业降低员工离职意愿中的应用流程和方法,以一家典型的生物高新技术股份制企业BM公司为案例建立了高科技公司导入六西格玛降低离职意愿的流程和应用模型．进一步展望了六西格玛管理在降低内部顾客不满、薪酬体系设计和绩效评估方面的应用前景．     

20世纪70年代美国高校组织发展的基本历程、类型和启示

组织发展是大学教师发展的重要构成.20世纪70年代美国大学教师发展逐步走向成熟,组织发展在此期间也有了较大的进步.组织发展初期以培养管理人员的领导与管理能力为主;后期涵盖组织的体制、机制等多个方面,内容逐渐丰富.依据目标和对象的不同,组织发展可划分为针对个人、政策、组织结构和资源提供四种类型.虽然仍有不足,但组织发展突破了将教师作为唯一发展对象的局限,促进了教师发展的全面性.中国大学教师发展应当重视组织发展,从组织管理者、组织政策与结构以及资源提供等多个角度进行全面的建设.     

总经理更替模式对公司业绩的影响——来自中国上市公司的证据

把上市公司按照所有制结构类型分为国有控股上市公司和民营上市公司,利用倾向得分匹配方法(PSM)和回归分析实证研究了上市公司总经理更替模式对公司业绩的影响,结果发现:(1)国有控股和民营上市公司总经理更替模式对公司业绩影响程度不同;(2)国有控股上市公司总经理内部提升相对于外部聘任更能提升公司业绩,而民营上市公司内部提升或是外部聘任对公司业绩影响相近,没有明显区别;(3)无论是国有公司还是民营公司,总经理更替在短期内的负向影响要大于长期。最后,为了降低总经理更替对公司业绩的负面影响,提出了对策建议。     

Making time for science

This work analyzes the evolution of time allocation for agricultural and life science faculty in Tier 1 US research universities from 1975 to 2005. Specifically, it explores the trends with respect to time spent on research versus administrative activities, and shows about a 20% decline in the former and doubling of time spent on the latter. Most of the research time decline is accounted for by increased pre and post-grant administrative efforts and other non-research administrative activities rather than changes in teaching activity. Despite the substantial decrease in time available for research, other key research inputs and overall journal article output per faculty have remained relatively stable over that same time period. These findings raise important concerns regarding whether faculty time is being used sub-optimally relative to other ways in which administrative activities might be completed and scholarly activity might be advanced.     

基于IR&D类型的中国区域TFP影响要素实证研究

应用面板数据回归模型,分析了不同类型R&D活动对TFP等影响的程度和方向,企业R&D投入对TFP作用的效果最大,且时于TFP的作用东部地区大于中、西部地区;技术交易带来的TFP效应居其次,且对TFP的作用西部地区大于中部,中部地区大于东部;而政府R&D投入的TFP弹性在三个地区均为负值.这些差异给区域科技政策的制定提供了参考依据.     

上市公司国有股权与主要高管强制变更

与传统文献的研究角度不同,本文主要研究了上市公司不同类型的国有股东与主要高管的强制变更之间的关系。通过对未发生控股权转移条件下的上市公司主要高管强制变更现象与股东类型之间关系研究,发现公司绩效状况的好坏是评价公司主要高管经营管理能力的重要标准;投资公司型和国有法人型股东在监督主要高管方面还是存在一定效率的,政府型控股股东对上市公司的监督效率是最低的。这表明并不是所有国有股东都不利于公司治理。     

A systematic examination of knowledge loss in open source software projects

Context Open Source Software (OSS) development is a knowledge focused activity which relies heavily on contributors who can be volunteers or paid workers and are geographically distributed. While working on OSS projects contributors acquire project related individualistic knowledge and gain experience and skills, which often remains unshared with others and is usually lost once contributors leave a project. All software development organisations face the problem of knowledge loss as employees leave, but this situation is exasperated in OSS projects where most contributors are volunteers with largely unpredictable engagement durations. Contributor turnover is inevitable due to the transient nature of OSS project workforces causing knowledge loss, which threatens the overall sustainability of OSS projects and impacts negatively on software quality and contributor productivity.ObjectiveThe objective of this work is to deeply and systematically investigate the phenomenon of knowledge loss due to contributor turnover in OSS projects as presented in the state-of-the-art literature and to synthesise the information presented on the topic. Furthermore, based on the learning arising from our investigation it is our intention to identify mechanisms to reduce the overall effects of knowledge loss in OSS projects.MethodologyWe use the snowballing methodology to identify the relevant literature on knowledge loss due to contributor turnover in OSS projects. This robust methodology for a literature review includes research question, search strategy, inclusion, exclusion, quality criteria, and data synthesis. The search strategy, and inclusion, exclusions and quality criteria are applied as a part of snowballing procedure.Snowballing is considered an efficient and reliable way to conduct a systematic literature review, providing a robust alternative to mechanically searching individual databases for given topics.ResultKnowledge sharing in OSS projects is abundant but there is no evidence of a formal strategy or practice to manage knowledge. Due to the dynamic and diverse nature of OSS projects, knowledge management is considered a challenging task and there is a need for a proactive mechanism to share knowledge in the OSS community for knowledge to be reused in the future by the OSS project contributors. From the collection of papers found using snowballing, we consolidated various themes on knowledge loss due to contributor turnover in OSS projects and identified 11 impacts due to knowledge loss in OSS projects, and 10 mitigations to manage with knowledge loss in OSS projects.ConclusionIn this paper, we propose future research directions to investigate integration of proactive knowledge retention practices with the existing OSS practices to reduce the current knowledge loss problem. We suggest that there is insufficient attention paid to KM in general in OSS, in particular there would appear to an absence of proactive measures to reduce the potential impact of knowledge loss. We also propose the need for a KM evaluation metric in OSS projects, similar to the ones that evaluate health of online communities, which should help to inform potential consumers of the OSS of the KM status on a project, something that is not existent today.     

组织文化类型的影响及调节效应分析

以59家电子企业中的311位管理者为研究样本,考察了组织文化类型对管理者的职业满意度和离职倾向的影响。研究结果表明：不同组织文化类型中的管理者的职业满意度和离职倾向差异显著,并且组织规模对组织文化类型与职业满意度的关系具有调节作用。