论和谐企业文化的构建

和谐企业文化应从"提炼核心价值理念、凝聚人文导向的领导文化、构建学习型特征的企本文化、塑造绩效导向的组织文化"这四个层面进行整合与构建。其中,核心价值理念体现着当前建设和谐企业文化的一种追求与选择,它对企业文化的生成和重构起到了重要的作用。

Analysis of Integration Mode of Human Resources Development and Cultural Ecology in Hebei Province

People and culture coexist and human resources development and regional cultural ecology integrate.The present thesis for the first time puts forward the integration mode of human resources development and cultural ecology,argues that personnel innovation should be attracted by motive injection,open culture,resources integration,culture dilution,thinking blending and people-orientation and discusses the transmission mechanism for functions of integration mode of human resources development and cultural ecology from the aspects of cultural values,living styles and cultural industry.

Study on Cultivating the Loyalty of Knowledge Workers in Service Enterprises

Knowledge workers are important human resources in service enterprises.How to cultivate the loyalty of knowledge workers in service enterprises is an important problem that managers must pay attention to.Beginning from the defines of basic concepts, the author analyzes factors influencing loyalty of knowledge workers. Finally, it puts forward effective measures including building people-oriented corporate culture; loyalty oriented recruianent and allocation; emphasis on compensation management; establishing a scientific career management system; paying attention to emotional management and so on.

Bankruptcy Prediction for Chinese Firms： Comparing Data Mining Tools With Logit Analysis

China＇s capital market is different from that of the US in economic, political, and socio-cultural ways. China＇s dynamic and fast growing economy for the past decade entails some structural changes and weaknesses and as a consequence, there are some business failures. We propose bankruptcy prediction models using Chinese firm data via several data mining tools and traditional logit analysis. We used Chinese firm data one year prior to bankruptcy and our results suggest that the financial variables developed by Altman （1968） and Ohlson （1980） perform reasonably well in determining business failures of Chinese firms, but the overall prediction rate is low compared with those of the US or other countries＇ studies. The reasons for this low prediction rate may be structural weaknesses resulting from China＇s fast growth and immature capital market.

Enhancing Innovation Through Intellectual Capital： A Theoretical Overview

Innovation is one of the main drivers of economic development. In the knowledge economy era, the quickness of technological developments and globalization has changed the structure of business world. Consequently, this situation creates opportunities and also threats for companies. Companies should attach importance to innovation in order to maintain sustainable growth and gain competitive advantage. According to Barsky and Marchat （2000） in the new economy the value of a company is not found with its tangible assets, revenues, financial ratios or market share, but with its intellectual capital, organizational culture, customer loyalty and brand equity. According to resource-based view of the company; the resources are fundamental factors of competitiveness and performance. These resources are regarded as strategic assets, which include tangible and intangible assets. Intellectual capital which is becoming one of the important commercial assets of the 21 st century is a way of describing a company＇s intangible assets that are vital for company success. Intellectual capital consists of human capital, relational capital and structural capital. Intellectual capital which is a core strategical resource of a company is playing a crucial role in a company＇s innovation performance. This study attempts to analyze the interrelationships between intellectual capital and innovation in the context of resource-based view of the company. This study also focuses in particular on the effects of human capital, relational capital and structural capital which are the components of intellectual capital, on innovation by integrating the relevant theoretical and empirical evidence.

Intellectual Capital, Corporate Culture and Performance of Firms Listed on Nairobi Securities Exchange

The broad objective of this study was to establish the moderating effect of corporate culture on the relationship between intellectual capital and organizational performance of firms listed on Nairobi Securities Exchange. The review of literature provided conceptual and empirical gaps that formed the basis of the conceptual hypotheses. Two hypotheses were deduced from general objective： Intellectual capital has a significant influence on corporate performance; corporate culture moderates the relationship between intellectual capital and corporate performance. A cross-section research design was adopted. A survey questionnaire was the main tool of data collection and was distributed to the 50 heads of human resource departments in the different firms＇ period covering four financial years from 2009 to 2012. The study also utilized secondary data obtained from Capital Market Authority Statistical bulletins and Nairobi Securities Exchange Handbook 2012-2013 to collect data on financial performance （ROA, ROE, and Dividend Yield）. Data were tested for reliability results showing that study dimensions were reliable, apart from task-oriented culture that had a Cronbach alpha of 0.262, thus being not considered for further analysis; thus the study relied on employee-oriented culture as a measure of corporate culture. The hypotheses were tested using multiple regression analysis and hierarchical regression respectively. Multiple regression analysis showed that intellectual capital had a significant influence on non-financial performance and no significant influence on financial measures of performance （ROA, ROE, and Dividend Yield）. Test for moderation showed that the interaction term was not significant and thus, employee-oriented culture did not moderate the relationship between intellectual capital and corporate performance. The study demonstrates importance of the influence of intellectual capital on non-financial performance of firms listed on Nairobi Securities Exchange. The results show that interplay among human capital, social capital, and organization capital is important for firms listed on Nairobi Securities Exchange and that the firms should nurture the employees into sharing their knowledge by creating internal and external networks and also creating support system within the organization to retain the knowledge.