Development of Framework for ACI-Powered Human Resource Recruitment Assistant

The landscape of human resource management within large enterprises necessitates efficient and unbiased recruitment practices to ensure organisational effectiveness and foster diversity(Ayoko&Fujimoto,2023).Traditional hiring processes often create biases,which cause additional challenges in achieving proper objectives(Bogen,2021).According to Workable(workable.com),the average time to fill a job requisition is 41 days(Howden,2023).This paper proposes a framework for the development and implementation of an Artificially Capable Intelligent(ACI)-powered Human Resource(HR)Assistant for large enterprises(possibly more than 300 employees)to eliminate these unnecessary challenges caused by biases in hiring practices,therefore directly addressing fair and just participation in society and the world of work.The framework integrates ACI technologies,particularly candidate identification,to revolutionise HR practices.By leveraging ACI algorithms,the proposed hyper-realistic assistant aims to revolutionise the recruitment process.It will significantly reduce the average time to fill job requisitions.Moreover,the ACI-powered system is designed to mitigate biases inherent in traditional hiring practices,thus fostering a fair and inclusive environment for all candidates in the shortest possible time frame.This paper includes the key components and working processes of the ACI-powered HR Assistant framework.Through a comprehensive theoretical analysis,the paper investigates the system’s working process and how the framework aligns with the goal of promoting a fair and participatory environment in the world of work.Ultimately,the proposed framework represents a main step towards enhancing organisational effectiveness,fostering diversity,and advancing equitable recruitment practices in the futuristic workplace.

Multi-objective optimization of process based on resource capability

To improve the practicability, suitability and accuracy of the trade-off among time, cost and quality of a process, a method based on resource capability is introduced. Through analyzing the relationship between an activity and its’ supporting resource, the model trades off the time, cost and quality by changing intensity of labor or changing the types of supporting resource or units of labor of resource in a certain time respectively according to the different types of its’ supporting resources. Through contrasting this method with the model of unit time cost corresponding to different quality levels and inter-related linear programming model of time, cost and quality for process optimizing, it is shown that this model does not only cover the above two models but also can describe some conditions the above two models can not express. The method supports to select different function to optimize a process according to different types of its supporting resource.

Activity-based resource capability modeling

To analyse and optimize a enterprise process in a wide scope, an activity-based method of modeling resource capabilities is presented. It models resource capabilities by means of the same structure as an activity, that is, resource capabilities are defined by input objects, actions and output objects. A set of activity-based resource capability modeling hales and matching rules between an activity and a resource are introduced. This method can not only be used to describe capability of manufacturing tools, but also capability of persons and applications, etc. It unifies methods of modeling capability of all kinds of resources in an enterprise and supports the ootimization of the resource allocation of a orocess.

The Research on Competitive Technology Alliance Innovation Risk Formation Mechanism: A Resource-based and Capability-based View

Enterprises engaging in collaboration with competitors can increase their technological diversity and release a new product innovation, but also full of challenges. This complexity of co-opetition relationship requirements academia and enterprises to clarify the problem of competitive technology alliance risk formation mechanism, making the risk control to dispose. Based on the perspective of resources and capabilities, this paper firstly puts forward the double helix model of alliances＇ evolution on resources and capabilities ; then, with the deepe- ning of the cooperation, this evolutionary process leads to different innovation risk： opportunism, R and D inte- gration risk and flexible loss risk; next, analyzing the corresponding management path and constructing the conceptual framework of risk management mechanism to help enterprise using the co-opetition relationship to reduce risk and improve the potential competitive advantage.

Fostering firm innovativeness:Understanding the sequential relationships between human resource practices,psychological empowerment,innovative work behavior,and firm innovative capability

This study investigated the relationships between human resource(HR)practices,employee psychological empowerment,employee innovative work behavior,and firm innovation capability in the context of the Information and Communication Technology(ICT)sector in Jordan.Employing the Social Exchange Theory(SET)as a guiding framework,this study explored how employee psychological empowerment and innovative work behavior mediated the influence of HR practices on a firm’s innovative capabilities.Drawing on extensive data collected from ICT organizations in Jordan,our analysis had several key findings.A significant positive correlation between HR practices and psychological empowerment was observed.Job design emerged as the most influential factor affecting psychological empowerment,whereas compensation had a weaker impact.Furthermore,we established that psychological empowerment significantly enhanced innovative work behavior,underscoring its role as a catalyst for innovative work behavior within the sector.Finally,our study supported the theory that psychological empowerment influenced a firms’innovation capabilities,emphasizing the pivotal role of employee empowerment in driving firm-level innovation in the Jordanian ICT sector.These findings provide insights for academic and practical audiences,clarifying how HR practices,employee psychological empowerment,and innovative work behavior collectively influenced firm innovation capability within the unique context of the Jordanian ICT sector.

The Effect of Resources Capabilities on Cross Functional Coordination in the Footwear Micro Industry in West Jawa

This study is aimed at analyzing resources capabilities and cross functional coordination, and recognizes the effect of resources capabilities on cross functional coordination in the footwear micro industry in West Jawa. The author conducted descriptive survey and quatitative study to determine the level of relationship of different variables on population and to measure the contribution of free variables to restricted variables. The result shows that the resources capabilities, including leather raw materials, synthetic raw materials, funding, human resources, science management, and information and technology influence cross functional coordination in footwear micro industry in West Jawa. This study also reveals that significant resources capabilities elements include leather raw materials, funding, and human resources supplies, while other elements provided insignificant impact.

The research on Institutional Pressure, Resource Capacity and Enterprise Strategic Response

The survival and development of enterprises cannot be separated from the institutional environment. The social organization in the learning of new institutionalism paradigm based on, its legitimacy perspective through the method of empirical research to explore the institutional pressures on the enterprise internal control mechanism of the effect of the reaction strategy. Study found that： enterprises face greater institution pressures, enterprises in the strategic choice tend to obey; enterprise resources and ability in the relationship between the two play regulatory role, including resource market negative to adjust, and institutional resources produced positive moderating effect.

Exploring the Staging Patterns of MNC Entry to New Markets:The Resource Leverage Approach

This study aims at providing explanations for how MNCs(multinational companies)proceed with their manipulation of resources and competencies in the entry process to a foreign market.To an increasing extent,such processes perform as a staging process of resource leverage.This study identifies three stages,using the multiple case study incorporating grounded theory:the initial stage,the adaptive intensification stage,and the advantage persistence stage.In the initial stage,an MNC’s entry decision tends to be based on the resource replication mode of resource leverage;the resource exploitation mode of resource leverage is used mainly in the adaptive intensification stage,and the resource exploration mode is used in the advantage persistence stage.This study suggests that these resource leverage modes incorporating their microfoundations can be viewed as a set of potential measurements for examining MNCs'dynamic capabilities in the entry process to a new host market.

数字化转型背景下中小制造企业如何编排资源利用数字机会——基于资源编排理论的fsQCA研究

利用数字机会是中小制造企业实现数字化转型的关键。资源编排理论指出,利用数字机会离不开企业资源和能力的支持,尤其要将各种资源和能力有效组合起来。但大量中小制造企业难以有效编排自身资源和能力来利用数字机会。为此,本文关注中小制造企业的五种传统资源和能力(实物资源、关系资源、制造能力、营销能力和创新能力)及两种数字资源和能力(大数据资源和数字平台能力),运用模糊集定性比较分析(fsQCA)方法对392份问卷数据进行分析,研究发现:五种传统资源和能力及两种数字资源和能力都不能单独作为中小制造企业数字机会利用的必要条件,但数字平台能力作为核心条件能发挥较为普适的作用。同时,中小制造企业的数字机会利用存在三种路径,可归纳为“内向型”“外向型”和“内外兼顾型”,通过进一步聚焦高技术制造业,发现其数字机会利用存在两种路径:“渐进型”和“突破型”。本文有助于发现如何在数字化背景下编排企业资源和能力,拓展了资源编排理论的研究情境(数字化背景)和研究范围(数字资源和能力),回应了识别“数据时代的资源编排规律”的呼吁。

企业数字化转型与产品市场竞争地位

数字经济促进企业生态系统的构建,大数据为企业开展多元化经营、获取和沉淀客户资源赋能,研究企业数字商业模式的形成和扩大如何影响公司在产品市场中的竞争地位已成为深入了解企业数字化转型的重要议题。受资源积累和动态能力的影响,企业数字化转型提高产品市场竞争地位主要是通过增强企业创新能力和扩大企业客户网络影响来实现。当企业的融资约束较大、管理层权力较小和所在地区的文化更加强调业绩或未来导向时,上述结果更加显著。进一步的研究发现,企业数字化转型将提高公司采用差异化竞争战略的概率,降低公司采用成本领先战略的倾向,补充证明了数字技术驱动产品市场竞争力提升主要表现为企业销售优势的重构和增强。

商业模式设计如何匹配产业政策以获得高企业绩效——源自中国新能源汽车企业的证据

采用NCA与fsQCA相结合的方法对89家新能源企业进行研究,求解引致企业高水平绩效和低水平绩效的多元路径,探究商业模式设计如何匹配产业政策,进而影响企业绩效。研究发现:①商业模式设计、产业政策等单个要素并不是引致企业高水平绩效和低水平绩效的必要条件;②政府补贴、税收优惠均有助于产生高水平企业绩效,但是低水平低息贷款与低水平企业绩效无关;③不同商业模式设计类型之间可能存在协同效应,新奇型与效率型商业模式设计之间的协同性对实现高水平企业绩效具有关键作用;④产生高水平企业绩效的产业政策与商业模式设计组合可划分为两种类型;⑤相比于技术创新,高水平企业绩效更依赖于资源能力。因此,无论是政府还是企业都应该重视产业政策与商业模式的匹配。

用户资源创新能力、创业模式与创业绩效关系研究——基于众创空间的双重网络嵌入的调节作用

资源对用户开展创业活动至关重要,但对用户创业者资源创新能力影响创业模式选择以及关于创业绩效理论机制的探讨较少。通过构建不同资源创新能力、创业模式与创新绩效之间的匹配关系模型,对221家嵌入众创空间的用户创业企业进行实证研究。结果发现:①资源获取创新能力有助于用户创业者选择协同型创业模式并促进生存绩效提升;②资源利用创新能力有助于用户创业者选择自主型创业模式并促进成长绩效提升;③创业模式在资源创新能力对创业绩效影响中发挥部分中介作用;④众创空间双重网络嵌入对资源创新能力与创业模式关系以及创业模式与创业绩效关系发挥正向调节作用。

我国地方人类遗传资源监管对策研究

人类遗传资源是国家自然科技资源不可或缺的组成部分,也是维护国家安全、公众健康和社会公共利益的重要战略资源。为推动人类遗传资源的有效保护和合理利用,健全和优化地方人类遗传资源管理体系,通过梳理国家人类遗传资源管理政策和法规,总结2004—2021年国家人类遗传资源行政审批监管现状;并且从人类遗传资源发展规划和方案、行政许可和处罚、管理专家委员会建设三个方面了解了地方人类遗传资源管理现状及其进展,探讨分析出地方人类遗传资源管理工作存在监管不明晰、监督检查难度较大、服务能力有限等主要问题,从而结合问题成因和地方管理工作实际,有针对性地从人类遗传资源明确监管政策与程序、完善监督检查机制、提升管理服务能力的视角出发提出具体的对策建议。

正式、非正式沟通网络与企业合作绩效关系研究——基于资源获取和网络能力的作用

基于332家企业调研数据,研究了沟通网络、资源获取对企业合作绩效的影响,以及网络能力的调节效应。实证研究结果表明:正式沟通网络和非正式沟通网络均对企业合作绩效具有显著正向影响,知识资源和运营资源获取在沟通网络与企业合作绩效关系间起中介作用,知识资源获取对运营资源获取具有显著正向影响,网络能力正向调节了知识资源获取、运营资源获取与企业合作绩效之间的关系,且同时具有调节的中介作用。希望研究结果能够为企业间合作管理实践提供一定的参考价值。

社会责任同群效应对绿色技术创新的溢出效应研究

以沪深A股市场非金融类上市公司为研究样本,运用专家访谈法、回归分析法和内容分析法,研究企业社会责任同群效应对绿色技术创新投资形成的溢出效应。研究结果表明,企业社会责任同群效应对绿色技术创新投资的溢出效应呈“U”型特征;动态能力强化了企业社会责任同群效应对绿色技术创新投资的溢出效应,冗余资源和组织惯性缓解了企业社会责任同群效应对绿色技术创新投资的溢出效应。放松企业决策的独立性假设,将同群效应纳入企业社会责任和绿色技术创新研究框架,实现企业社会责任和绿色技术创新的资源合理配置。

“内外兼修”的质量管理能力如何影响企业创新绩效——来自开放式创新视角

基于组织学习理论与资源基础理论,以互补性知识资源作为中介变量,基于开放式创新视角构建“内外兼修”的质量管理能力与企业创新绩效关系模型。结果表明,外部质量管理能力与内部质量管理能力均有利于企业创新绩效提升;互补性知识资源在质量管理能力与创新绩效间发挥部分中介效应;内向开放式创新负向调节外部质量管理能力与互补性知识资源的关系,且存在有调节的中介作用,而外向开放式创新的调节作用不显著。结论可为不同类型质量管理能力对创新绩效的影响提供理论依据,并为开放式创新情境下本土企业战略选择与质量管理实践提供支持。

资源编排、动态能力与“专精特新”中小企业迭代成长——以T-MOTOR公司为例

逆全球化背景下“专精特新”中小企业如何实现迭代成长成为社会关注焦点。本文基于案例分析探讨“专精特新”中小企业如何通过资源编排行为形成适配能力推动自身迭代成长。研究发现:“专精特新”中小企业迭代成长路径包含核心领域专精产品供应、特色解决方案提供和高端系统创新集成3个阶段,在不同阶段的资源编排过程中,都存在“资源构建—资源捆绑—资源利用”管理流程。企业差异化资源编排方式会促使企业动态能力进行“聚焦产品质量的精进能力—聚焦技术突破的探索能力—聚焦创新进阶的双元能力”演变。因此,应从打造有力战略支撑、统筹有效资源分配和构建有为政府引导三个方面进一步促进“专精特新”中小企业成长。

边缘企业网络位置跃迁的机理研究——以商汤科技为例

网络位置跃迁是新创边缘企业实现成长的重要手段。以商汤科技为研究对象,探究边缘企业实现网络位置跃迁的内在机理,结果发现:网络位置跃迁是资源情境和企业战略相互匹配、协同演化的结果;边缘企业实现网络位置跃迁的关键在于正确感知自身资源情境,选择、制定并执行适配的发展战略,实现资源情境、战略导向、资源行动及网络能力的有效适配;资源行动和网络能力在不同资源情境下的交互适配与优化升级,使网络位置的关键构成要素呈现动态演化,推动边缘企业呈现出“边缘型网络位置—局部中心型网络位置—全域中心型网络位置”的演化态势。

中国新能源汽车企业何以实现颠覆性技术创新——资源行动与动态能力的交互效应

颠覆性技术创新对我国战略性新兴企业突破国外技术封锁,进而实现关键核心技术自主可控具有重要战略意义。基于5家中国新能源汽车代表性企业颠覆性技术创新实践,构建新能源汽车企业颠覆性技术创新过程与机理模型,揭示资源行动与动态能力交互效应对颠覆性技术创新的作用机理。结果发现:中国新能源汽车企业颠覆性技术创新呈现利基市场开发—中高端市场渗透—高端市场导入的动态演化规律;企业通过资源拼凑—资源编排—资源协奏的资源行动逐步实现资源组合化、能力化和杠杆化;企业动态能力经历了外部导向的环境感知能力—内部驱动的学习创新能力—内外部协同的整合拓展能力演进过程,由适应环境的一阶能力升级为创造新能力的二阶能力;企业资源行动与动态能力的交互作用经历了要素聚合—知识赋新—系统共生3次跃迁,对企业颠覆性技术创新发挥引领作用。结论可为推动中国新能源汽车企业颠覆性技术创新提供理论指导和实践支撑。

知识资源对企业数字化创新绩效的影响机制

在数字化的情境下,关于知识基础不同维度对企业创新绩效影响机制尚存在不同观点。为利用和盘活已有知识资源提升数字化创新绩效,基于知识基础理论,通过4103家中国企业2010—2021年间的面板数据构建双向固定效应模型,探讨知识资源的不同性质对于组织数字化创新绩效的影响,分析知识重组能力等情境变量在传统知识资源与数字化创新绩效之间的调节作用。结果表明:知识宽度对企业数字化创新绩效具有积极作用,知识深度对数字化创新绩效有倒“U”型影响;利用式知识重组能力在知识宽度与数字化创新绩效之间发挥正向调节作用,创造式知识重组能力在知识深度与数字化创新绩效之间也发挥正向调节作用。可见,组织需要较多的异质性知识,不能局限于某一知识领域,才能提升数字化创新绩效。因此,企业应涉猎更丰富的知识领域,拥有多样化的异质性知识元素,同时对自身资源和能力进行有效整合和匹配,以实现更高效的运营和业务目标。