Aim of this study is to discuss science-practice gap in strategic human resource management(SHRM).According to HR scholars,there is science-practice gap in the field of SHRM,because firms do not apply HR systems(human...Aim of this study is to discuss science-practice gap in strategic human resource management(SHRM).According to HR scholars,there is science-practice gap in the field of SHRM,because firms do not apply HR systems(human resources).Proposal of this study is that HR systems are applied by HR managers in organizations.Thus,HR managers are to understand interrelationship among HRM practices,i.e.,HR managers get to know HR bundles.Further,high performance work systems(HPWSs)may be applied by elements in HRM practices.Thus,HR managers are to realize elements in HRM practices.For example,most important elements in compensation system are benefits,merits,incentives,and performance-based pay.Those elements increase employee satisfaction.High involvement work practices(HIWSs)may be applied by firms through board membership of managers.For example,through board membership,HR managers affect HR-related decisions at top level.Assumption is that if firms adopt HR systems,HPWS,and HIWS,SHRM may be in practice.This study puts HR managers into core center of HRM.Because to apply HR systems,HPWS and HIWS depends on HR managers’ability to understand interrelationships,elements and board membership.展开更多
In order to reduce the emission of SO_x in the environment,sulfur compounds must be removed efficiently from fuels.Three-dimensional highly ordered meso-macroporous HPW/TiO_(2)(3DO m/M HPW/TiO_(2))materials were synth...In order to reduce the emission of SO_x in the environment,sulfur compounds must be removed efficiently from fuels.Three-dimensional highly ordered meso-macroporous HPW/TiO_(2)(3DO m/M HPW/TiO_(2))materials were synthesized successfully by sol-gel method and applied as oxidative desulfurization catalyst for the model fuel.The characterization results displayed the existence of highly ordered meso-macroporous structures and the Keggin type of HPW was highly dispersed in TiO_(2)framework.The effect of catalyst on desulfurization under different reaction conditions was studied systematically.The results showed that the catalyst exhibited excellent desulfurization performance in the hydrogen peroxide oxidation system,which could be explained by the unique meso-macroporous structure of catalyst.In addition,the catalyst showed good cycling performance and the removal rate of DBT still reached 96.1%even after 6 cycles,providing a feasible method for the development and application of fuel deep desulfurization catalysts.展开更多
This study investigates the impact of High-Performance Work Systems(HPWS)on radical and incremental innovation in the services industry.Insights from the Social Exchange Theory(SET)and Ability-Motivation-Opportunity(A...This study investigates the impact of High-Performance Work Systems(HPWS)on radical and incremental innovation in the services industry.Insights from the Social Exchange Theory(SET)and Ability-Motivation-Opportunity(AMO)Framework have been used to assess the role of social capital(SC)as a mediator between HPWS,radical innovation(RI),and incremental innovation(II).By using a simple random sampling technique,328 responses were received from respondents in Pakistan's banking sector firms.For data analysis,structural equation modeling was applied.The results of the study show that HPWS is a significant driver of II,but not RI,in banking sector firms.Moreover,SC plays the role of mediator in the HPWS-innovation link.Outcomes of the study extend the understanding of the“black-box”(i.e.,the transmission mechanism between systems of human resources(HR)practices and innovation).It also contributes to understanding HPWS,SC,II,and RI in the context of Pakistan's banking sector.This study expands on earlier research in the areas of HPWS,SC,and Innovation.It supports the view that internal SC enables RI and II.Prior studies indicated that HPWS drives innovations,yet there has been no clear explanation about the mechanism of this effect.By providing empirical evidence on the mediating role of SC,this study expands on existing literature.Empirical validation of an association between HPWS RI,and II contributes to theory by supporting the tenets of the AMO Framework.Unlike prior research that focused on short-term financial outcomes,this study used RI and II as alternate indicators of organizational performance.Our study expanded the literature into the services sector.Furthermore,we contributed to the methodology by conceptualizing HPWS as a high-order formative construct,resulting in significant model parsimony.Insights from our study are relevant to managers because it shows that HPWS implementation not only helps banks to attract,develop,and retain talent but also facilitates the development of SC,which is critical for enabling the innovation capability of the firm.Top managers need to consider internal SC in the design of HPWS because carefully designed HPWS drives SC.This enables idiosyncratic relationships among members of the organization.Thus,the firm gets a competitive advantage that is harder to be copied by competitors.First,data were collected from a single industry.It will be useful to know the effects of multiple industries in future research.Second,this study did not differentiate between different dimensions of SC,i.e.,structural,cognitive,and relational.It will be interesting to see how these dimensions relate to HPWS and innovation in future research.展开更多
文摘Aim of this study is to discuss science-practice gap in strategic human resource management(SHRM).According to HR scholars,there is science-practice gap in the field of SHRM,because firms do not apply HR systems(human resources).Proposal of this study is that HR systems are applied by HR managers in organizations.Thus,HR managers are to understand interrelationship among HRM practices,i.e.,HR managers get to know HR bundles.Further,high performance work systems(HPWSs)may be applied by elements in HRM practices.Thus,HR managers are to realize elements in HRM practices.For example,most important elements in compensation system are benefits,merits,incentives,and performance-based pay.Those elements increase employee satisfaction.High involvement work practices(HIWSs)may be applied by firms through board membership of managers.For example,through board membership,HR managers affect HR-related decisions at top level.Assumption is that if firms adopt HR systems,HPWS,and HIWS,SHRM may be in practice.This study puts HR managers into core center of HRM.Because to apply HR systems,HPWS and HIWS depends on HR managers’ability to understand interrelationships,elements and board membership.
基金Funded by the National Nature Science Foundation of China(No.21476177)。
文摘In order to reduce the emission of SO_x in the environment,sulfur compounds must be removed efficiently from fuels.Three-dimensional highly ordered meso-macroporous HPW/TiO_(2)(3DO m/M HPW/TiO_(2))materials were synthesized successfully by sol-gel method and applied as oxidative desulfurization catalyst for the model fuel.The characterization results displayed the existence of highly ordered meso-macroporous structures and the Keggin type of HPW was highly dispersed in TiO_(2)framework.The effect of catalyst on desulfurization under different reaction conditions was studied systematically.The results showed that the catalyst exhibited excellent desulfurization performance in the hydrogen peroxide oxidation system,which could be explained by the unique meso-macroporous structure of catalyst.In addition,the catalyst showed good cycling performance and the removal rate of DBT still reached 96.1%even after 6 cycles,providing a feasible method for the development and application of fuel deep desulfurization catalysts.
文摘This study investigates the impact of High-Performance Work Systems(HPWS)on radical and incremental innovation in the services industry.Insights from the Social Exchange Theory(SET)and Ability-Motivation-Opportunity(AMO)Framework have been used to assess the role of social capital(SC)as a mediator between HPWS,radical innovation(RI),and incremental innovation(II).By using a simple random sampling technique,328 responses were received from respondents in Pakistan's banking sector firms.For data analysis,structural equation modeling was applied.The results of the study show that HPWS is a significant driver of II,but not RI,in banking sector firms.Moreover,SC plays the role of mediator in the HPWS-innovation link.Outcomes of the study extend the understanding of the“black-box”(i.e.,the transmission mechanism between systems of human resources(HR)practices and innovation).It also contributes to understanding HPWS,SC,II,and RI in the context of Pakistan's banking sector.This study expands on earlier research in the areas of HPWS,SC,and Innovation.It supports the view that internal SC enables RI and II.Prior studies indicated that HPWS drives innovations,yet there has been no clear explanation about the mechanism of this effect.By providing empirical evidence on the mediating role of SC,this study expands on existing literature.Empirical validation of an association between HPWS RI,and II contributes to theory by supporting the tenets of the AMO Framework.Unlike prior research that focused on short-term financial outcomes,this study used RI and II as alternate indicators of organizational performance.Our study expanded the literature into the services sector.Furthermore,we contributed to the methodology by conceptualizing HPWS as a high-order formative construct,resulting in significant model parsimony.Insights from our study are relevant to managers because it shows that HPWS implementation not only helps banks to attract,develop,and retain talent but also facilitates the development of SC,which is critical for enabling the innovation capability of the firm.Top managers need to consider internal SC in the design of HPWS because carefully designed HPWS drives SC.This enables idiosyncratic relationships among members of the organization.Thus,the firm gets a competitive advantage that is harder to be copied by competitors.First,data were collected from a single industry.It will be useful to know the effects of multiple industries in future research.Second,this study did not differentiate between different dimensions of SC,i.e.,structural,cognitive,and relational.It will be interesting to see how these dimensions relate to HPWS and innovation in future research.
