IACMR Quarterly Newsletter
2009 Issue 4
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IACMR Newsletter The IACMR Newsletter is a bilingual newsletter, sponsored by Beijing New Curves Co., Ltd, a subsidiary of China Posts and Telecom Press, published by the International Association for Chinese Management Research to facilitate the communication between the association and its members as well as to stimulate the dialogue among researchers in the field of Chinese Management. It appears on a quarterly basis. |
《时事通讯》 《时事通讯》是人民邮电出版社北京新曲线公司资助出版的中国管理研究国际学会 （IACMR）的双语会员通讯。它致力于促进学会与其会员之间的交流，并鼓励中国管理研究者之间的对话。目前《时事通讯》为每季度出版。 |
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Newsletter Editors Xiaohua Yang, University of San Francisco (Editor-in-Chief) Zhe Zhang, Xi’an Jiaotong University (Chinese Version) Rebekah Waite, Queensland University of Technology (English Version) Ying Zhou, Queensland University of Technology (Assistant to Editor-in-Chief) |
《时事通讯》编辑 杨小华，旧金山大学（主编） 张喆，西安交通大学（中文版编辑） Rebekah Waite，昆士兰科技大学（英文版编辑） 周英，昆士兰科技大学(主编助理) |
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Contributions Contributions to the newsletter should be sent to Mr Red Ng at: iacmr@asu.edu. Submission deadlines are listed at the end of this newsletter. Please limit all submissions to less than 300 words, and do not extensively format documents for publication. |
投 稿 《时事通讯》投稿请发送给吴伟雄先生: iacmr@asu.edu。《时事通讯》的出版和投稿日期，请见本期封底的时间表。来稿请用英文，也可用中文（附英文翻译稿），并限制在300字以内，尽可能不作格式化。 |
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Feedback Feedback and comments with regard to the newsletter can be sent to Mr. Red Ng at iacmr@asu.edu. |
反 馈 有关《时事通讯》的反馈请发送给吴伟雄先生：iacmr@asu.edu。 |
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Becoming a member of IACMR For an online membership application, please visit our website: http://www.iacmr.org. |
加入IACMR 您可通过在线申请加入IACMR。IACMR网站：http://www.iacmr.org。 |
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Download the Newsletter Please click here to download the pdf version of the newsletter. |
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Table of Contents Message from the IACMR President Executive Forum Management and Organization Review News News from 2010 IACMR Conference Organizing Committee Business Schools in China—A Glance at Fudan University Member News Member Publications Member Service—Placement Service Learner’s Corner Other Conferences and Special Issues IACMR Officers Newsletter Publishing Schedule |
内 容 IACMR会长致辞 企业家论坛 《组织管理研究》消息 2010 IACMR 会议委员会消息 商学院在中国——复旦大学简介 IACMR会员消息 会员出版物 会员服务—职场服务 学习者园地 其他会议，特刊征稿 IACMR理事会 《时事通讯》出版时间表 |
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| A Message from the IACMR President | IACMR 会长致辞 |
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Putting People First: Building Harmonious Labor Relations in China |
工作-生活平衡：永远不晚！ 赵曙明 南京大学商学院 自1978年实行经济改革和对外开放政策以来，中国工业化和城市化进程令人惊讶，所有权结构和管理实践正日益多样化，劳动关系变革也不断深化。劳动关系是现代经济生活中最基本的关系。然而，劳动关系冲突已成为中国迈入市场经济道路以来最主要的社会冲突。在一些企业中侵犯工人权利的现象仍时有发生。在某些情况下，侵犯员工权利现象正在蔓延，并引发了群体事件。 |
| On July 24, 2009, approximately 1,000 steel factory workers at Tonghua Iron and Steel Group in Jilin Province launched a 10-hour riot after being advised of possible mass layoffs and job losses resulting from a merger with Jianlong Heavy Machinery Group (China Daily, July 27, 2009). Mr. Guojun Chen, Vice President of Jianlong Heavy Machinery Group, who was expected to become general manager of the new venture, was conducting the merger plan. During a gathering with a group of disgruntled workers in the company’s office building, Mr. Chen was injured and did not survive. This is but one example of the troubling and shocking events that have a negative impact on the steady economic growth, social harmony, and stability in China. | 2009年7月24日，吉林省通化钢铁集团大约1000名钢厂工人在获悉其所在企业与建龙重工集团合并，可能被大规模裁员和失去工作后，爆发了10小时的骚乱（中国日报，2009年7月27日）。建龙重工集团副总裁陈国军拟出任新成立公司总经理，负责执行此项并购计划。他在通化钢铁集团办公大楼和一群对购并持反对态度的工人会谈时，受伤后死亡。这起令人震惊的纠纷不是个案，它对经济平稳增长、社会和谐稳定造成了负面影响。 |
| Historically, labor relations in China have differed from that in Western countries. The Chinese government has played many roles in the labor relations system. The government was the employer in the highly centralized, planned economy and controlled the labor standards. The government mandates that all enterprises must have a labor union. According to the Constitution of the Chinese Trade Unions, (Amendment, 2008), participation in trade unions is a basic right of employees in all enterprises in China, enshrined in-law, which can not be removed by any organization or individual. In the market economy, the government often plays several roles such as a controller, regulator, supervisor, sometimes as direct employer and so forth. In China’s transitional economy, problems associated with changing ownership and status, jobs, and benefits of workers are emerging. Each party has its own interests, which often conflict, particularly when state-owned firms have changed ownership. First, the merger and acquisition (M&A) will result in a number of employee layoffs to enhance productivity and eliminate redundancies. Second, management teams will be reorganized in order to cut costs, improve efficiency, and enhance effectiveness. Third, the government antucipates benefits from the reorganizations and holds expectations that the newly formed enterprises are to become profitable, contribute more GDP, pay taxes, and increase employment opportunities through growth. Fourth, shareholders or investors expect the company to become profitable so that their investments result in positive returns. Finally, workers experience concern over the possible loss of jobs. It is clear that there are many competing interests to be addressed. How to find a solution to satisfactorily balance those different interests becomes the key challenge. Government, enterprises, workers, and society will play a critical role in solving the problem. | 历史上看，中国的劳动关系与西方国家有本质不同。中国政府在劳动关系体制中扮演了多个角色。在高度集权的计划经济时代，政府是雇主，并且控制劳动标准。政府强制规定所有企业必须成立工会。《中国工会法》（2008年修订）规定，参与工会是中国所有企业员工的基本权利，是法律授予的神圣权利，任何企业或个人必须遵守。在市场经济下，政府经常扮演多个角色，如控制者、协调者、管理者，有时亦直接作为雇主等。在中国转型经济期，随着所有权和身份的转变，与工作以及福利相关的问题也出现了。尤其是，当国有企业所有权结构发生改变时，各方都有利益诉求，而这些利益经常发生冲突。首先，为提高生产效率和消除冗员，购并将导致大量员工下岗。第二，为降低成本、提升效率、增强有效性，企业会重新组建管理团队。第三，政府也希望从重组中获利，期望新成立的公司盈利能力更强，创造更多的GDP和税收，并通过经济增长来增加就业机会。第四、股东或投资者则希望公司实现更多利润，使投资回报更高。最后，工人不希望失去工作。这些利益都需要得到解决。面临的主要挑战是如何找到平衡这些不同利益的有效解决办法。政府、企业、工人和社会各方在寻求解决办法时都能发挥作用。 |
| First, government and social partners must work together to ensure a smooth transition during this period of reform. Rising inequality and an increasing number of labor disputes are key concerns for the government in China, which has led the government to initiate a policy shift. The various social and labor policy initiatives of the government to build a harmonious society include the reform of labor laws (China’s New Labor Contract became effective on January 1, 2008.); gradual building of a unified labor market to replace the “hukou” or household registration system; unionization and increased collective bargaining; and domestic consumption as an engine of growth. However, there is also a need for the government to grant more rights and autonomy to firms and reduce the direct control on labor relations. All parties must discuss, negotiate, persuade, compromise, and reach an agreement that advances understanding and develops policies that optimize the interests of all the parties. Perhaps the final agreement may not satisfy everyone, but a compromise must be acceptable to each constituent. Only through this public collective bargaining process can there be an outcome that builds understanding and harmonious relationships. | 首先，政府和社会各方必须共同努力来保证改革期的平衡过渡。越来越多的不公平和大量的劳动纠纷是政府的主要担忧，这要求政府必须进行政策调整。为建设和谐社会，政府推出了多方面的社会和劳动政策，包括改革《劳动法》（新的《劳动合同法》在2008年1月1日正式实施）、逐步建立统一的劳动市场来代替“户口”或居住证制度、成立工会和推行集体谈判制度，以及将国内消费作为增长的引擎等。然而，政府也必须授予企业更多的权力和自主权，减少对劳动关系的直接控制。所有参与方必须讨论、协商、劝导、折衷，并且达成促进理解的协议，最终制定对各利益方最优的政策。也许，最终协议不能令所有人都满意，但是折衷方案则意味着所有成员都可接受。只有这种公共集体谈判过程才能实现相互理解与和谐的劳动关系。 |
| Second, trade unions should be seen as a positive constituent. Chinese trade unions in the past were involved more in the workers’ welfare than management. Recently, the function of trade unions has evolved. Trade unions now in many enterprises seek to help management to achieve organizational goals. For example, they have worked with management in setting up strategies, planning for enterprise objectives, monitoring the implementation of labor contracts, and safeguarding workers’ interests and rights. Many multinational corporations in China and their trade unions have faced the issue of how a workers’ union should function under a management joined by Chinese socialist enterprises and capitalist investors. After recent reform practices, many trade unions in joint ventures have succeeded in helping workers to adapt to a new management style and to work with management. More than 73% of the foreign-funded firms in China have established trade unions (International Trade Union Confederation, 2009). Sony, Canon, FedEx, Intel, IBM, and Volvo and Toyota in China have all set up unions. The unions have played an active role in helping enterprises to address and safeguard the interests of employees and thereby promote more harmonious labor relations, as well as helping the companies in meeting their business objectives. | 其次，工会应被看作是积极的参与方。过去中国工会在员工福利方面比管理方面参与更多。近来，工会的职能有所变化。许多企业工会正帮助管理者实现组织目标。例如，他们在制定战略、目标规划、劳动合同执行情况监督以及保障工人利益和权利等方面参与管理。在中国的许多跨国企业及其工会已经面临工会应该如何在中国的社会主义企业和资本主义投资者联合管理下行使职能。最近改革实践证明，许多合资企业工会能成功地帮助工人适应新的管理风格，工会与管理层齐心协力。超过73%的外资企业在中国设立了工会（国际工会联盟，2009）。在中国的Sony, Canon, FedEx, Intel, IBM, Volvo, Toyota等公司都已成立了工会。这些工会在帮助企业处理和维护员工利益，提升和谐劳动关系，帮助企业实现商业目标方面发挥了积极作用。 |
| Third, as a social group over time workers in different enterprises and industries will gradually adapt to the market economy and have a clearer understanding of the relationship between the enterprise and employee. They also will become educated about their rights and learn to protect them legally. | 第三，作为社会群体，各行各业的工人将逐步适应市场经济，对企业和员工之间的关系有更为清晰的理解。他们也将受到更多的教育，学会和理解如何合法保护自身权利。 |
| Lastly, there is a great opportunity for scholars to play an important role, helping to build harmonious labor relations by conducting research on this phenomenon. Scholars have yet to give sufficient attention to researching this area, developing theories to explain labor relations practices in China, offering evidence on the effectiveness of different labor relations policies and practices in different types of firms, and providing precise and policy-oriented findings of how to solve labor conflicts in China. The existing labor relations literature mostly focuses on western countries or developed market economies. Those studies provide insights to understanding labor relations, but we need research to examine labor relations in China. Researchers can explore the nature of labor relations in China’s transitional context undergoing fundamental structural reforms that are quite different from the contexts in the developed economies. For example, questions that deserve attention include: What is the role of worker unions under China’s political structures? With ownership structure changing, what should government, owners, management, and employees do to balance their different interests? How does collective bargaining impact local and multinational firms? In what ways do the recent reforms in labor relations impact companies and employees in different industries and regions? How do workers ensure protection under the enacted laws and regulations? What are the unique challenges of negotiations, collective bargaining, occupational safety and other labor relations issues in China? What kinds of negotiation and bargaining strategies are most effective in China given the difference in cultural orientation and historical background between these firms and their counterparts in Western or developed countries? | 最后，学者们有大量机会通过开展劳动关系研究，在帮助创建和谐劳动关系中发挥重要作用。至今，学者们还没有充分关注这个领域, 发展能解释中国劳动关系实践的理论、为不同劳动关系政策和实践在不同类型企业的有效性提供依据，也还没有对于在中国如何解决劳动冲突提供精确和政策导向的结论。已有的劳动关系文献大都关注西方国家或发达市场经济下的企业，这些研究为理解劳动关系提供了见解，但我们需要研究中国的劳动关系。研究者可以探讨正经历结构性变革的中国转型情境下劳动关系的本质，这些结构性变革不同于发达市场经济下的情境。例如，值得关注的问题包括：在中国政治体制下工会的角色是什么？随着所有权结构变化，政府、所有者、管理者和员工应该如何平衡各自的不同利益？集体谈判如何影响本土企业和跨国企业？近来在劳动关系方面的变革如何影响不同行业和地区的企业与员工？如何确保工人受到法律法规的保护？协商、集体谈判、职业安全和其他劳动关系所面临的主要挑战是什么？哪些类型的协商和谈判战略在具有明显不同于大多数西方或发达国家的文化遗传和历史背景的中国最有效？ |
| In summary, a harmonious society is a society that always puts people first. Given this national objective and cultural heritage, China’s labor relations will take on a different meaning and practice. It will be IACMR members’ responsibility and opportunity to devote their research attention on this important issue. | 总之，和谐社会是一个以人为本的社会！在特定的国家目标和文化传承下，中国的劳动关系具有迥异的内涵和实践。致力于这一重要主题的研究，将是IACMR成员的责任和机会！ |
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References: China Daily, Manager Killed in Plant Riot, July 27,2009. Constitution of the Chinese Trade Unions, (Amendment), 2008. International Trade Union Confederation, 2009, 2009 Annual Survey of Violations of Trade Union Rights, http://survey09.ituc-csi.org/survey.php?IDContinent=3&IDCountry=CHN&Lang=EN |
参考文献： China Daily, Manager Killed in Plant Riot, July 27,2009. Constitution of the Chinese Trade Unions, (Amendment), 2008. International Trade Union Confederation, 2009, 2009Annual Survey of Violations of Trade Union Rights, http://survey09.ituc-csi.org/survey.php?IDContinent =3&IDCountry=CHN&Lang=EN |
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| Executive Forum | 企业家论坛 |
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Interview with Walter Fang, President of Neusoft Americas and Vice President, Neusoft Corporation |
采访东软科技美国有限公司总裁，东软科技有限公司副总裁Walter Fang |
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Yang: Mr. Fang, would you please tell us something about yourself and your company? | 杨：方先生，您能做个自我介绍并简单介绍一下你们公司的背景情况吗？ |
| Fang: I am the President of Neusoft America Inc. and Vice President of Neusoft Corporation, responsible for the sales, marketing, and business operations of Neusoft America. I have 32 years of IT experience, working for large multinational IT companies in Asia and North America, including 28 years with IBM, and have held many management, technical, and consulting positions in IBM Canada, IBM U.S., and IBM Asia Pacific. Prior to joining Neusoft, I was CEO of Computer And Technologies Software Ltd. from 2000 to 2002. I have managed this start-up company in China and grown its software business substantially during my tenure. I am currently is also an advisory member of the Expert Commission of CCIIP (China Council for International Investment Promotion) ChinaSourcing Working Committee, and a Senior Consultant for Chinese Software and Information Services Industry Alliance. I graduated from Cheng Kung University in Taiwan with a Bachelor degree in Electrical Engineering. I received a Master of Science in computer science from National Taiwan University. Neusoft is a leading IT solutions and services provider in China. Neusoft is the largest software and medical imaging machinery company in China and is ranked as #1 of top 10 business leaders in emerging markets. Neusoft was established at Northeastern University China in 1991. We offer a rich portfolio of products and solutions, including industry solutions, product engineering solutions and related software products and platform and services. | 方：我是东软科技美国有限公司的主席，中国东软科技有限公司的副主席，主要负责东软科技美国有限公司的销售、市场和商业运营。我在IT行业已经工作了32年，并曾经在亚洲和北美大型跨国IT公司任职。其中，我在IBM呆了28年，包括在加拿大的IBM、美国的IBM以及亚太地区IBM公司，已经有了丰富的管理、技术和咨询经验。在加入东软之前， 我在2000 年至2002年间任Computer And Technologies Software Ltd.的CEO。在我管理之下，这家新兴企业在软件业务方面得到很大的发展。我现在也是CCIIP专家委员会的咨询委员（CCIIP：国际投资促进会中国理事会），中国采购工作委员会以及中国软件和信息服务产业联盟的高级顾问。我毕业于台湾国立成功大学，拥有电子工程学士学位。并从国立台湾大学取得了计算机科学的硕士学位。东软科技在中国是一家领先的IT解决方案与服务提供商，是中国最大的软件和医疗成像设备制造公司，新兴市场中位于前10位的商业领导企业之一。 1991年东软科技首先成立于中国的东北大学，我们提供一系列丰富的产品和解决方案组合，包括行业解决方案，产品工程解决方案和相关的软件产品和服务平台。 |
| To date, we have set up six software bases, eight regional headquarters, 16 software development and technical support centers, and a comprehensive marketing and service network in over 40 cities across China. In the global marketplace we have also incorporated subsidiaries in the United States, Japan and Europe. In addition we have set up three information institutes and a biomedical and information engineering school in Dalian, Nanhai, Chengdu, and Shenyang respectively. Currently, we employ more than 15,000 people around the world. Focusing on "Beyond Technology" as its corporate philosophy and brand commitment, Neusoft, a software technology company, has been engaged in building its core competence to create value for customers and society to achieve the value of technology through implementation of a series of strategies, including open innovation, excellent operations management, and HR development. Neusoft is dedicated to becoming a company that is well recognized and respected by employees, shareholders, customers, and society, and also a globally leading IT solutions and services provider through continuous organizational and process optimization, leadership and employee competence development, as well as commitment to alliance and open innovation. | 迄今为止，我们已设立了6个软件基地，8个区域总部，16个软件开发与技术支持中心，以及在中国的40多个城市建立了全面的营销服务网络；在全球市场上，我们也已经在美国、日本和欧洲设立了子公司。 此外，我们分别在大连，南海，成都和沈阳设立了三个信息研究所和一个生物医学与信息工程学校。目前，我们在全球范围内的员工超过一万五千人。秉承“超越技术”的企业理念和品牌承诺，东软，一家软件技术公司，一直致力于建立其核心竞争力，从而为顾客和社会创造价值，并通过执行一系列的战略而实现技术价值，其中包括开放式创新，优秀的运营管理和人力资源开发。东软致力于成为一家能够被雇员，股东，客户和社会认同并尊重的公司，也努力通过不断的组织与流程优化，使领导和员工的能力得到发展，并承诺在合作与开放式创新中逐渐成为全球领先的IT解决方案和服务提供商。 |
| After ten years of R&D and other input, we have developed and offered over 50 models of proprietary medical systems in 11 series, including CT, MRI, digital X-ray, diagnostic ultrasound system, chemistry analyzer, patient monitor, linear accelerator and PET/CT, among which, CT machine fills the blanks of China in this field and makes China the fourth country that can produce CT scanners in the world. Neusoft provides BPO services of multi-language and various types to international marketplaces, such as Japan, Korea, Europe and America as well as domestic markets, covering not only Front Office outsourcing services such as Customer Service, Technical Support, Application Support, and Help Desk, but also Back Office outsourcing service ranging from HR Outsourcing to Web Content Management. Target industries range from IT, education, government, telecommunication, Internet, manufacturing, and consumer commodities. With more than 20 international notable clients including some Fortune 500 companies, Neusoft has become a famous service provider in this field in the Northeast Asia. | 经过十年的研发和其他方面多年来的投入，我们开发和提供了11个系列超过50项专用医疗系统模型，包括CT，MRI，数字化X射线，超声诊断系统，化学分析仪，病人监护仪，直线加速器和PET/CT，其中CT机填补了中国该领域的空白，并使中国成为了世界上能够生产CT扫描仪的第四个国家。东软提供了多语言和不同类型国际市场的BPO服务，如日本，韩国，欧美以及国内市场，不仅包括前台外包服务，如客户服务，技术支持，应用支持和帮助平台，而且还包括办公室外包服务，涉及范围从人力资源外包到网站内容管理。目标行业涉及科技，教育，政府，电信，互联网，制造业和顾客消费品。拥有包括世界500强企业在内的20多个国际知名客户，东软已经成为东北亚地区这一领域的知名服务提供商。 |
| Yang: What is your view on the current management issues and challenges facing Chinese ITS firms? What do you think an organization like IACMR can do for Chinese management? | 杨：您认为中国IT企业目前所存在的管理问题和面临的挑战有哪些？您认为像IACMR这样的组织能为中国管理做出怎样的贡献？ |
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Fang: The key management issues and challenges facing Chinese ITS firms include: 1. The lack of or shortage of management and senior technical talents. They have more practical working experiences, thus they have good communications skills, business development and negotiation skills, and people management skills. Indeed, it is the "soft skills" that are lacking for most of current IT professionals in China. IACMR can play an important role cultivating talented management educators, who can help young Chinese professionals to beef up their soft skills, and introducing good candidates with western education and experience into Chinese ITS firms. |
方：中国IT企业存在的主要管理问题和面临的挑战包括： 1. 管理和高级技术人才短缺。他们需要有更多的实际工作经验，因而他们应具有良好的沟通，业务开发和谈判技巧，以及人事管理技巧。事实上，这种“软技能”恰是中国现有IT从业人员最缺乏的。IACMR可以起到培养精英管理教育者的重要作用，他们可以帮助年轻的中国从业人员提高他们的软技能，引进在西方受过教育并有过从业经验的优秀候选人来为中国的IT企业工作。 |
| 2. Chinese IT firms are still not well-known to the western business world. There are few well-known household brands for Chinese IT firms. Thus, Chinese ITS firms need to continue to focus on branding and marketing effort in the U.S. and other parts of the world if they want to become truly global companies. IACMR can play an important role in studying Chinese ITS firms, identifying their good practices and helping them to improve the areas they are still lagging behind in. | 2. 中国的IT企业对西方商业世界不熟悉。中国的IT企业中很少见到有著名的家喻户晓的品牌。因此，如果他们想成为真正的全球性公司，中国的IT企业需要继续把重点放在对美国和世界其他国家的品牌建设和营销推广上。IACMR可以在研究中国IT企业和发现他们的优秀的实践经验上发挥作用，并帮助他们在所落后的领域内有所改进。 |
| 3. At present the Chinese IT market is still quite fragmented and most ITS firms are still small in size. Chinese ITS firms need to grow both in capacity and grow their capabilities and core competence to operate effectively in this very competitive world. The ICAMR community has a unique opportunity to map the growing patterns of Chinese ITS firms and draw implications for small and innovative firms both in China and abroad. | 3. 目前，中国的IT市场仍然相当分散，而且大多数有实力的企业规模还是很小。中国IT企业需要发展他们的规模（即更大的空间），增强他们的能力和核心竞争力，以在竞争激烈的世界中更有效地参与竞争。IACMR这个组织可以为中国IT企业的增长模式提供独特的方式，还可以为中国和国外的小规模创新型企业提供借鉴。 |
| Yang: In your view, what are the implications of the current economic crisis for Chinese firms in the future? | 杨：在您看来，现在的经济危机对中国企业的未来会有哪些指导？ |
| Fang: In these economic tough times, it’s even more important to invest in training and educating people, making sure that your team is getting better and stronger. Invest in acquiring good companies, as foreign assets become cheaper or more affordable. I believe once the economic down turn is over there is going to be a boom in outsourcing. On one hand even though the real economy has not totally recovered yet, from here I stand the outsourcing activities and outsourcing contracts are growing healthily. And I believe that next year this is will be behind us. I believe outsourcing to China is going to take off very rapidly for a number of reasons: one is that in this economy, many companies have already recognized that China is a growing market and a huge market that they cannot ignore. It’s a trade-off between taking no risk and ignoring all the opportunities. Many companies now start to realize that risk is manageable and it can be mediated. But if I don’t go to China, I’ll miss all those market opportunities. Either you are selling goods and commodities or services. China is building up a middle class. Domestic consumption is very high in the government’s agenda. So in the Chinese market, I talked about Starbuck, I talked about Procter and Gamble, I talked about Coca-Cola, and even Boeing. China is the largest market. Everybody is going into China for that reason, to penetrate the market using outsourcing as a stepping stone to go into China. So that’s why I’m very confident that outsourcing to China is going to be a prosperous business. And on top of that the domestic demand, the double digit growth, OEM is going to sustain for the next 5 or 10 years. So while the economy is tough, companies like us will spend more to invest in our people, invest to build up your company’s competence and capacity. | 方：在经济困难时期，培训投资和教育员工会变得更加重要，因为它会确保你的团队变得更好，更强；由于外国的资产变得更便宜或者更经济了，我们可以在收购好的公司上进行投资。我相信，一旦经济下滑结束，将会呈现外包业的繁荣。一方面，尽管实体经济还没有完全康复，但是我却看到了外包活动和外包合同的茁壮成长。我相信这将会在明年发生。对中国来说，外包将会快速起飞的原因有几个：一是在这个经济中，很多公司已经认识到中国是一个成长中的市场，而且是一个巨大的不可忽视的市场。这是一种在不冒风险与忽视所有机会之间的一种权衡。许多公司现在开始认识到风险是可以管理的，而且也是可以调节的。但是，如果我不去中国，我将会失去所有的市场机会。无论你是在销售货物或商品或服务。在中国如何销售你的商品和服务是你战略进军中国这个庞大市场的主要问题。中国正在形成中产阶级。国内消费量在政府的促进下是非常高的。因此，在中国市场上，我谈到过星巴克，宝洁，谈到过可口可乐，甚至波音公司。中国是最大的市场，每个人都为了这个原因而进入中国，通过外包作为基石进入中国，从而渗透市场。这也就是为什么我认为中国的外包业将成为一个繁荣的商业领域。在国内需求和两位数增长的基础上，OEM将会在未来的5年或10年稳健发展。因此，尽管经济困难，像我们这样的企业还是会花更多的资金投资于我们的人力资源，投资建立公司的竞争力和能力。 |
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| Management and Organization Review News | 《组织管理研究》消息 |
| MOR 5.3: Special Issue on Social Exchange in Organizations | 祝贺David Whetten发表在MOR5.1上的文章被选为新热点文章 |
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The November issue of MOR (Volume 5, Issue 3) is a Special
Issue on Social Exchange in Organizations. The guest
editorial team, Lynn M. Shore, Jacqueline A-M.
Coyle-Shapiro, Xiao-Ping Chen, and Lois E. Tetrick (Lead
Editor) begin this thoughtful issue with an introductory
essay developing a classification system for social exchange
research as content, process, or mixed models. The issue also includes five articles exploring different topics within the theme of social exchange, ranging from organizational membership, psychological contracts, cooperation characteristics in public-private partnerships, supervisor-subordinate guanxi, and leadermember exchange. Authors include Christina L. Stamper, Suzanne S. Masterson, Joshua Knapp, Jeroen de Jong, René Schalk, Nele de Cuyper, Zhe Zhang, Difang Wan, Ming Jia, Lihong Gu, Ying Chen, Ray Friedman, Enhai Yu, Weihua Fang, Xinping Lu, Raymond Loi, Yina Mao, and Hang-yue Ngo. The cover of this Special Issue features a butterfly and a flower, symbolizing the social exchange process and questioning the nature of interaction with the thoughtful caption, “Is flower attracting butterfly or butterfly attracting flower?” The photographer, Xiao-Ping Chen, is one of the Special Issue guest editors. |
 MOR11月刊（第五卷，第三期）是一期关于组织中的社会交换的特刊。特邀编辑团队成员Lynn
M. Shore, Jacqueline A-M. Coyle-Shapiro，陈晓萍，以及 Lois E.
Tetrick（主编）从一篇介绍关于社会交换的内容、过程和混合模型分类系统的论文开始了这期刊物。这期期刊也包括五篇有关社会交换的不同主题的论文，内容涉及组织成员、心理契约、公私部门合作伙伴关系的合作特征、上级-下属之间关系，以及领导-成员交换。作者包括Christina L. Stamper, Suzanne S. Masterson, Joshua Knapp, Jeroen de Jong, René Schalk, Nele de Cuyper, 张喆, 万迪昉, 贾明, 谷里虹,陈颖, Ray Friedman,余恩海, 方卫华, 吕新萍, 雷智豪、毛伊娜、敖恒宇。 这期特刊的封面是一只蝴蝶和一朵花，象征着社会交换过程和对互动性本质的质疑，题为 “是花朵吸引蝴蝶还是蝴蝶吸引花朵？”照片的作者是陈晓萍，也是我们这期特刊的特邀编辑之一。 |
| Special Issues in MOR | MOR特刊 |
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MOR has two Calls for Papers currently open: Special issue on “Indigenous Management Research inChina” (Deadline: February 1, 2010). *NEW* Special issue on “Business Leadership in the Chinese Context” (Deadline: February 15, 2011) |
MOR现有两个特刊公开征稿： 关于“中国本土管理研究” 的特刊（截止日期：2010年2月1日） 关于“中国背景下的企业领导”的“新”特刊（截止日期：2011年2月15日） |
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Guest Editors: Zhi-Xue Zhang, Peking University, China George Zhen Xiong Chen, The Australian National University, Australia Ya-Ru Chen, Cornell University, US Soon Ang, Nanyang Technological University, Singapore The purpose of this special issue is to examine leadership in organizations at different levels, in different domains, or from different perspectives, aimed at offering valuable insights into the organizational leadership phenomenon in Greater China. We intend to advance leadership research in the Chinese context, to improve leadership practices, and to add novel knowledge to global leadership literature. For complete details and submission instructions, please see the detailed Call for Papers in MOR Volume 5, issue 3 (November 2009) and on the MOR page of the IACMR website. We look forward to your submissions. |
特邀编辑: 张志学，北京大学，中国 George Zhen Xiong Chen, 澳洲国立大学, 澳大利亚 Ya-Ru Chen, 康奈尔大学, 美国 Soon Ang, 南洋理工大学,新加坡 这期特刊的主要目的在于从不同层次、不同领域或者不同角度对中国组织中的领导现象提供深入的有价值的观点。我们旨在提高中国背景下的领导研究、提高领导实践，并对全球领导文献贡献新知识。 详情以及投稿指导请参见MOR第5卷，第3期（2009年11月号）以及IACMR网站上的MOR页面。我们期待着您的投稿。 |
| MOR Scales Online | MOR在线量表 |
| If you’re looking for Chinese scales to complement your current research project, remember to look to MOR, which posts Chinese translations of our authors’ scales online. You can find these scales at http://www.iacmr.org/Publications/MOR/ChineseScale.htm. Look for updates of the latest issues soon! |
如果您正在寻找完成您现有研究项目的中国量表，不要忘记查看MOR，其中粘贴了我们作者的在线量表翻译版。您也可以通过以下网址获得这些量表http://www. iacmr.org/Publications/MOR/ChineseScale.htm. 最新的一期即将与大家见面！ |
| Update your address for IACMR/MOR! | 请您更新留在IACMR/MOR的地址信息 |
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To receive your copy of MOR on
time, every time, we need your complete, current address
information! It saves you from frustration and us from extra
time and expense if the IACMR membership staff has your
up-to-date address. To ensure we have an accurate contact
address for you, please update your address as often as you
need to ensure we have the most complete, up-to-date
information. If you are missing any issues, please check the membership directory on www.iacmr.org to ensure that your address is correct. If you would like a copy of missing back issues, please contact the MOR office at ASU (iacmr.mor@asu.edu) for those outside of China and the IACMR office at PKU (iacmrbj@pku.edu.cn) for those residing in mainland China. |
如果您想每次都能及时收到MOR期刊，我们需要您提供完整的当前的地址信息！这将节省IACMR组织者和您的时间。为了确保我们有您最新的地址信息，请您根据个人需要及时更新信息。 如果您没有收到期刊，请核对网站www.iacmr.org上的个人信息是否正确。如果您想要找回缺失的往期期刊，请与《组织管理研究》办公室联系，海外地区联系ASU(iacmr.mor@asu.edu)，中国大陆地区联系北京大学(iacmrbj@pku.edu.cn)。 |
| IACMR Membership Updates | IACMR 会员更新 |
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Since its inception in 2002,
IACMR has attracted hundreds of management scholars,
researchers, professionals, and graduate students across the
globe to its biennial conferences, research methods
workshops, seminars, and numerous other professional
activities. By September of 2009, IACMR has over 5000
registered members from over 30 countries and regions. | (*)自从2002年开始，IACMR已经吸引了数百位来自全球的管理学者、研究人员、教授、专家和研究生参加两年一度的大会，研究方法讨论、研讨会和许多其他的专业活动。到2009年9月，IACMR已经有超过30个国家和地区的5000余名注册会员。 |
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| Mainland China has the most members, followed by the United States, and Hong Kong. As shown in Figure 1, IACMR has successfully expanded its membership not only to other Asian countries (e.g., Japan, Korea, Malaysia, and Singapore), but also to European countries (e.g., Denmark, Finland, France, Germany, Belgium, Portugal, and the Netherlands), South America (Ecuador), North America (e.g., Canada, the United States), and Oceania (Australia and New Zealand). | 中国大陆的会员人数最多，其次是美国和香港。如图1所示，IACMR不仅成功地在其他亚洲国家（例如：日本，韩国，马来西亚和新加坡）发展会员，其会员更是遍及欧洲（例如：丹麦，芬兰，法国，德国，比利时，葡萄牙和荷兰），南美（厄瓜多尔），北美（加拿大，美国）以及大洋洲（澳大利亚和新西兰）。 |
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Figure 2 provides the percentage information of full members by their positions (professors, students, nonacademic researchers, and others). Faculty members account for about 56 % of the total number of membership. | 图2提供了全部会员职位的信息百分比（教授、学生、非学术研究者和其他）。学院会员大概占到了全部会员的56%。 |
| Currently IACMR has members from 88 universities in Mainland China and 192 universities outside Mainland China. Peking University, Sun Yat-Sen University, and Renmin University of China rank as the top 3 in terms of the number of IACMR members. | IACMR的现有会员来自中国大陆的８８所大学和中国大陆以外的１９２所大学。北京大学、中山大学、中国人民大学是IACMR会员总数的前三位。 |
| During the past seven years, the size of IACMR has been increasing steadily. Our diverse membership shall contribute greatly to advancing knowledge and research on Chinese management issues. | 在过去的七年间，IACMR的规模正在不断扩大。我们的会员正努力地为提高中国管理问题的知识和研究做出贡献。 |
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The names of new member since the 2008 IACMR biannual
conference are listed below (July 2008-October, 2009) . Ai-Wu Zhang, Andrew Inkpen, Andrew Spicer, Ang Gao, Anil K. Gupta, Rijing Shen, Bin Deng, Bin Liu, Bin Chen, Boke Lu, Bu Tong Zhao, Chao Liu, Chao-wei Zhu, Charles Dhanaraj, Chuan Liu, Chunyan Dong, Chun-yong Tang, Defu Chen, Di Pan, Diego F. Quer, Dirk Holtbruegge, Fei Liu, Fuping Zhu, Gary Latham, Guido Moellering, Guilan Yu, Guo Bing Jiang, Hai-Feng Yan, Hai-Zhen Wang, Xiao Yun Liang, Hui Yan Zhang, Ilaria Boncori, Jia Min Peng, Jian Liang, Jie Yang, Jin F. Uen, Jing Qian, Jing Ning, Jing-yu Yang, Jinlong Zhu, Ju Liu, Kangyong Sun, Kevin Zhou, Kwang-Kuo Hwang, Lance Brouther, Laura Poppo, Lei Chen, Liang Ma, Liang Jie Weng, Li Bing Fang, Li-Jun Yang, Limin Ke, Li-Ming Zhen, Lin Wang, Ling-hua Qin, Linn Van Dyne, Lulu Zhou, Mi Yu, Min Sun, Ming Chen, Nan Ning, Nan-Tai Tsai, Li Ning, Paul Gills, Pei Zhang, Philip Stalley, Ping Li, Ping Deng, Qian Hu, Qian Su, Qian Wang, Qing Xin, Qing Liu, Qing Jiang Ju, Qitaisong Shen, Rajesh K. Pillania, Risa Martyn, Rong Ren, Rui Chen, Rui Min Pei, Sacha Rawlence, Samuel Aryee, Satoshi Momotake, Serene Boon Ching Ng, Shengcou Wang, Shi-Qiang Hu, Shi-Zhi Yi, Shuang-ying Chen, Shuhua Zhou, Siu Yin Cheung, Wu Si Yan, Su Feng, T.K. Peng, Li Tai, Tianyu Peng, Tong Yan Wang, Wei Guo, Wei Yang, Wei Guo, Wei Tse Feng, Wei-Ping Qin, Wen Xiao, Wenchi Zou, Wenjing Li, William Wan, Winton Au, Xia Luo, Xiang Wang, Xianjin Du, Xian-zheng Fei, Xiaobei Li, Xiaojun Zhang, Xiaoyan Li, Xin Liang, Xinhui Jiang, Xinyan Zhu, Xuesong Han, Yan Liu, Yan Yang, Yan Hong, Yan Bao Zhang, Yanhan Zhu, Yao Wu, Yi Gong, Yi-Gang Lang, Ying Zhou, Ying-Ying Zhu, Yu Yang, Yu Gao, Yu-ming Yin, Yuntao Bai, Zhen Zhu, Zhen-Xiang Zeng, Zhijian Liu, Zhimin Tang, Zhi Yu Cui, Zhong Sun, Zhou Ji. |
从2008年IACMR两年一度年会召开以来的新会员名字如下（2008年7月-2009年10月）： 张爱武、Andrew Inkpen, Andrew Spicer, 高昂、Anil K. Gupta, 沈日晶、邓斌、刘彬、陈斌、卢博科、赵步同、刘超、朱超威、Charles Dhanaraj, 刘川、董春艳、唐春勇、Crystal I Chien Farh, David N. MCarthur，陈德富、潘迪、Diego F. Quer, Dirk Holtbruegge，刘飞、朱伏平、Gary Latham, Guido Moellering, 于桂兰、姜国兵、阎海峰、王海珍、梁筱芸、张徽燕、Ilaria Boncori, 彭家敏、梁建、杨洁、Jin F. Uen, 钱婧、宁静、杨静钰、祝金龙、刘炬、Kangyong Sun, Kevin Zhou, Kwang-Kuo Hwang, LanceBrouther, Laura Poppo, 陈磊、Li Sun, 马亮、翁良杰、方立兵、杨丽君、柯丽敏、甄丽明、王林、秦令华、Linn VanDyne, 周路路、于米、孙敏、陈明、宁南、Nan Tsai，李宁、Paul Gills，张培、Philip Stalley，李平、Ping Deng，苏谦、Qian Hu, 王茜、辛晴、柳青、鞠晴江、沈奇泰松、Rajesh K. Pillania, Risa Martyn, Rong Ren, 陈睿、裴瑞敏、Sacha Rawlence, Samuel Aryee, Satoshi Momotake, Serene Boon Ching Ng, 王声凑、胡士强、易世志、陈爽英、Shuhua Zhou, 張小燕、吴思嫣、凤夙、T.K. Peng，李太、彭天宇、王彤焱、Wei Guo, Wei Yang, 郭玮、馮偉哲、秦伟平、肖文、邹文篪、李文静、William Wan, Winton Au,罗霞、王翔、杜先进、费显政、Xiaobei Li, 张晓军、李晓燕、连欣、Xin Li, 江新会、江新会、朱新艳、韩雪松、刘燕、杨燕、洪雁、张艳宝、诸彦含、吴瑶、龚漪、郎一罡、周英、朱盈盈、Yu Yang, 高宇、尹宇明、白云涛、朱缜、曾珍香、刘志坚、Zhimin Tang, 崔之瑜、孙忠、季周。 |
| IACMR Staff Members | IACMR行政工作人员介绍 |
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| Below we are happy to introduce to you our 5 diligent staff members who are very dedicated to the daily function of IACMR. | 以下我们很高兴地向您介绍IACMR的5位行政工作人员。他们工作非常认真，为确保IACMR的日常运作付出了辛勤的劳动。 |
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IACMR China Office Coordinator—Christine You Christine You currently serves as IACMR China Office Coordinator. She also works as the deputy director of Academic Programs Office at Guanghua School of Management, Peking University. Christine started working for IACMR in 2003 when IACMR began its activities in China. She is in charge of association activities in the Beijing office and has served as the coordinator for all IACMR Biennial Conferences since 2004. In her role as the conference coordinator, Christine works closely with the Local Arrangements Committee (LAC) in managing the logistics of the entire conference program. |
IACMR中国办公室协调员—— Christine You Christine You现为IACMR中国办公室协调员。她也是北京大学光华管理学院学术项目办公室副主任。 自2003起，当IACMR刚开始在中国开展活动时Christine就开始为IACMR工作。她主要负责北京办公室的协会活动，并从2004年开始便作为IACMR两年一度年会的协调人。作为年会协调人，Christine与当地安排委员会(LAC)密切合作，共同管理整个会议程序的后勤工作。 |
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Membership Services Coordinator—Lin (Irene) Zhang Lin (Irene) Zhang is the Membership Services Coordinator of IACMR and works at the Beijing Office located in the Guanghua School of Management, Peking University. She graduated from Liverpool John Moores University with a Master’s degree in Human Resource Management. Irene is primarily responsible for daily management of IACMR membe r ship, maintaining and updating the membership database, communicating with membership at-large, and keeping track of membership development. She also manages the IACMR Chinese website and the daily operation of IACMR. |
会员服务协调人——Lin (Irene) Zhang Lin (Irene) Zhang是IACMR会员服务协调人，同时她也在北京大学光华管理学院北京办公室工作。她从利物浦约翰摩尔大学取得人力资源管理学硕士学位。 Irene主要负责IACMR会员的日常管理、维护和更新会员数据库、最大限度地与会员沟通、跟踪会员发展的情况。她也负责管理IACMR中文网站和IACMR的日常运作。 |
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Program Coordinator—Qian (Tina) Hu Qian (Tina) Hu joined the staff of IACMR in September, 2009, serving as the program coordinator for IACMR. She is a Ph. D. candidate in public administration at the School of Public Affairs, Arizona State University. She received her Master’s degree in public administration and Bachelor’s degree in management from mainland China. Currently, Tina is responsible for preparing documents and relevant materials for the executive committee. She also provides administrative support for conference preparation and other IACMR activities by working closely with the Webmaster, Conference Coordinator, and Membership Services Coordinator on various projects. |
计划协调员——Qian (Tina) Hu 从2009年9月开始Qian (Tina) Hu成为了IACMR的工作人员，负责IACMR的计划协调工作。她现在是亚利桑那州立大学公共事务学院的公共管理方面的博士学位候选人。她在中国大陆取得了管理学本科学位和公共管理的硕士学位。 现在，Tina负责为执行委员会准备文件和相关资料。她还会协同网站管理员、会议协调员、会员服务协调员等为会议的筹备工作和其他IACMR的活动提供管理性帮助。 |
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Webmaster-Red Ng Red Ng currently serves as the Webmaster for IACMR. He is a graduate student in the Master Program of Computer Studies, Arizona State University. He obtained his Bachelor’s degree in Computer Studies in City University of Hong Kong in 2002. Prior to moving to US, he worked as a software engineer and network administrator for the Salvation Army and the Hong Kong government. Red is in charge of maintaining the IACMR website to ensure its accuracy, professionalism, and high functionality. He developed the on-line submission and review systems for the conference and workshops, manages membership database, and communicates with membership at-large with regard to all IACMR-related activities. |
网站管理员——Red Ng Red Ng 现在是IACMR的网络管理员。他是亚利桑那州立大学计算机系的硕士生。他于2002年在香港城市大学取得了计算机的本科学士学位。在去美国前，他曾供职于香港政府和香港救世军，担任软件工程与网络管理员。 Red负责维护IACMR的网站以保证它的准确性、专业性和高运行率。他开发了大会和工作坊的在线投稿系统和审稿系统，管理着会员数据库，并最大限度促进与会会员间所有有关IACMR活动的沟通。 |
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MOR Managing Editor-Karin Heffel Steele Karin Heffel Steele is the current Managing Editor of Management and Organization Review, working in the U.S. office at Arizona State University since November 2007. She holds a Master’s degree in English Literature from the University of Wisconsin-Madison. Karin coordinates the submission and review processes for the journal by communicating with and helping organize authors, reviewers, and editors. She also works with publisher Wiley-Blackwell in the production of each issue of MOR. In addition, Karin serves as a content and copy editor for MOR manuscripts at multiple stages throughout the course of acceptance and publication. |
MOR管理编辑——Karin Heffel Steele Karin Heffel Steele现任《组织管理评论》的管理编辑，从2007年11月开始，她便工作于美国亚利桑那州立大学的办公室。她从the University of Wisconsin-Madison大学取得了英语文学的硕士学位。 Karin通过帮助组织作者、评审人以及编辑间的沟通，以协调期刊投稿和评审过程。她也为了每期MOR的出版与出版方Wiley-Blackwell进行沟通协调。除此之外，Karin负责从接受到出版整个阶段中MOR稿件的内容和文字编辑。 |
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| News from 2010 IACMR Conference Organizing Committee | 2010 IACMR 会议委员会消息 |
| Completion of Training Course for First time IACMR Reviewers | 首次IACMR评审培训报道 |
| This year, the IACMR implemented a reviewer training program for first time reviewers with the goal of ensuring the highest quality reviews on conference submissions. New reviewers first enrolled in an online training course, which provided them with several readings about conducting peer reviews and then tested their knowledge from the readings. Those who passed this portion were invited to participate in a one-on-one practice review session with an experienced mentor. We have now completed the inaugural course and wish to share the special acknowledgements below. We give special thanks to Chao Chen for his leadership on the development of the online course and to Soon Ang for her leadership in recruiting and pairing mentors for the reviewing practice portion of the course. | 今年，IACMR首次举办了一项关于评审人的培训项目，旨在保证对会议稿件评审的最高质量。新评审人首先进入在线培训课程，我们向他们提供一些有关同行评审的阅读资料，然后测试他们对于这些资料的理解程度。通过了这部分测试的人将被邀请参与到下一轮的一对一实践评审部分中（每一对都将配有一个经验丰富的导师）。我们现在已经完成了就职课程。 在此，我们要特别感谢Chao Chen对在线课程开发的领导和Soon Ang在课程的评审实践环节中对招募和配对导师的协调组织。 |
| Congratulations to the following students for their successful completion: | 恭喜以下学生成功完成了课程学习： |
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Ching-Chou Chen, National Dong Hwa University Wenting Chen, Sun Yat-sen University Xiao Chen, University of Toronto Jing Du, Wuhan University Charly Shengsheng Huang, Rutgers University Li Jiang, Chinese Academy of Sciences Xinhui Jiang, Chinese Academy of Sciences Min Li, South China University of Technology Haijian Liu, Nanjing University Jianbing Liu, Beijing Research Center of Urban System Engineering Xia Luo, Sichuan University Johannes Meuer, Erasmus University Junwei Shi, Peking University Jihong Wu, University of Electronic Science and Technology of China Kaile Yu, Peking University Zhe Zhang, Xi’an Jiaotong University |
Ching-Chou Chen, 国立东华大学 Wenting Chen, 中山大学 Xiao Chen, 多伦多大学 Jing Du, 武汉大学 Charly Shengsheng Huang, 罗格斯大学 Li Jiang, 中国科学院 Xinhui Jiang, 中国科学院 Min Li, 华南理工大学 Haijian Liu, 南京大学 Jianbing Liu, 城市系统工程北京研究中心 Xia Luo, 四川大学 Johannes Meuer, 伊拉斯姆斯大学 Junwei Shi, 北京大学 Jihong Wu, 电子科技大学 Kaile Yu, 北京大学 Zhe Zhang, 西安交通大学 |
| Many thanks to the following mentors for volunteering their time and expertise: | 对以下无私奉献了时间和精力的导师致以真诚的感谢！ |
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Olexander Cherynshenko, Nanyang Technological University John Child, University of Birmingham CY Chiu, Nanyang Technological University Larry Farh, Hong Kong University of Science and Technology Ying-yi Hong, Nanyang Technological University Andrew Inkpen, Thunderbird School of Global Management Mark Kroll, Nanyang Technological University Chung Ming Lau, Chinese University of Hong Kong Kwok Leung, City University of Hong Kong Kok Yee Ng, Nanyang Technological University Margaret Shaffer, University of Wisconsin–Milwaukee Lynn Shore, San Diego State University Kulwant Singh, National University of Singapore Lois Tetrick, George Mason University Eric Tsang, University of Texas-Dallas Linn Van Dyne, Michigan State University Peter Wright, University of Memphis Anthea Yan Zhang, Rice University |
Olexander Cherynshenko, 南洋理工大学 John Child, 伯明翰大学 CY Chiu, 南洋理工大学 Larry Farh,香港科技大学 Ying-yi Hong, 南洋理工大学 Andrew Inkpen, 雷鸟商学院 Mark Kroll, 南洋理工大学 Chung Ming Lau, 香港中文大學 Kwok Leung, 香港城市大学 Kok Yee Ng, 南洋理工大学 Margaret Shaffer, 威斯康辛大学密尔沃基分校 Lynn Shore, 圣地亚哥州立大学 Kulwant Singh, 新加坡国立大学 Lois Tetrick, 乔治梅森大学 Eric Tsang, 德克萨斯大学达拉斯分校 Linn Van Dyne, 密歇根州立大学 Peter Wright, 美国孟菲斯大学 Anthea Yan Zhang, 莱斯大学 |
| Our appreciation to those who helped develop the course: | 我们感谢以下帮助开发本课程的学者： |
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Soon Ang, Nanyang Technological University Chao Chen, Rutgers University Karin Heffel Steele, Arizona State University Charly Shengsheng Huang, Rutgers University Robert McNamee, Rutgers University Steven Salik, Arizona State University Stephen Strong, Arizona State University Anne S. Tsui, Arizona State University Michael Weiland, Arizona State University Anthea Yan Zhang, Rice University |
Soon Ang, 南洋理工大学 Chao Chen, 罗格斯大学 Karin Heffel Steele, 亚利桑那州立大学 Charly Shengsheng Huang, 罗格斯大学 Robert McNamee, 罗格斯大学 Steven Salik, 亚利桑那州立大学 Stephen Strong, 亚利桑那州立大学 Anne S. Tsui, 亚利桑那州立大学 Michael Weiland, 亚利桑那州立大学 Anthea Yan Zhang, 莱斯大学 |
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| Business School in China—Management Education at Fudan University: Past, Present and Future | 商学院在中国——复旦大学管理教育的过去，现在与未来 |
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Xiongwen Lu, Dean School of Management, Fudan University | 复旦大学管理学院 陆雄文院长 |
| The School of Management, Fudan University, was founded in 1917, reorganized in 1985 and is one of the first management schools in China. Today, it has eight departments, 20 crossdisciplinary research centers, three laboratories, one business consultancy and one executive development center. The School has built a strong faculty composed of 143 members. Among them, 47 are full professors, 89 per cent holding Doctor’s Degrees, 29 per cent equaling to 41 in number granted PhDs from overseas. | 复旦大学管理学院成立于1917年，于1985年进行重建，是中国国内第一批建立的管理学院之一。迄今为止，它有8个系、20个跨学科研究中心、３个实验室以及1个高级管理人员发展中心暨复旦管理咨询公司。学院拥有由143名专任教师组成的强大的师资团队。包括47名正高级职称教师，其中89%的人拥有博士学位，29%的人约41人从国外取得了博士学位。 |
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The school was among the first
in the nation to offer MBA and EMBA programs. To cater for
the increasing demand for management education, the School
decided to introduce a joint EMBA program from the States.
We chose one of the prestigious universities, Washington
University in St. Louis, as our partner of this EMBA
program. Remarkable achievements out of this seven years
collaboration have certainly proved it a wise choice. Since
2006, the Financial Times has listed Fudan
University-Washington University in St. Louis joint EMBA
Program amongst the top eight in the world. There have been
three consecutive years that the Program is ranked 1st in
Mainland China. Right after the first kick-off of the
Fudan-WashU program in 2002, the School made its own EMBA
program available, among 29 other domestic peers, to
successful local executives and entrepreneurs. These two
EMBA programs diversified both domestic and foreign business
cultures but unified in the commonly advanced theme of
management education, which perfectly echo with the School
mission of “Developing professional managers, elite scholars
and social leaders with global perspectives as well as local
insights” and put it into successful practices. | 学院是第一批开展MBA 和 EMBA 项目的学校之一。为了满足日益增长的管理教育需求，学院决定从美国引进一项联合EMBA项目。我们选择了很有威望的大学，圣路易斯华盛顿大学作为我们EMBA项目的合作方。这7年显著的合作成果证明了这一个明智的选择。自2006年起，金融时报将复旦大学-华盛顿圣路易斯大学合作EMBA项目列于世界前8。该计划已连续3年在中国内地排名第一。2002年复旦-华盛顿项目开幕之后，如同29家国内学院一样，复旦大学商学院建立了自己的面向地方职业经理人和企业家的EMBA项目。 这两个EMBA项目虽然以不同的国内和国外商业文化为背景，但是却有相同的先进的管理教育主题。这不仅完全符合我们学院的使命——“发展具有全球视角和本地洞察力的职业管理者，精英学者以及社会领导人”，而且正在通过此举将其付诸实践。 |
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The School has adopted the
policy of “sending the faculty overseas for further training
and inviting overseas professors back to help lift up the
faculty quality”, which is purposed to provide faculty
members with more and more chances to upgrade educational
philosophies, academic horizons, as well as teaching skills.
Meanwhile, the School explored broad and deep cooperation
with internationally renouned business schools to develop
young professionals. For example, in 1996, the School joined
hands with MIT’s Sloan School of Management to set up
International MBA Program, and later with BI Norwegian
School of Management and The University of Hong Kong to
establish MBA programs respectively. | 学院已经开展了一项政策“送师资到海外进行培训、并邀请海外的教授回来帮助提升本院师资质量”，旨在为我们的师资提供更多的机会来提升教育理念、学术视野，以及教学技巧。与此同时，学院广泛而深入地探讨与全球知名商学院的合作，用以培养年轻的管理专业人员。例如，在1996年，学院携手麻省理工学院斯隆管理学院组建国际MBA项目，随后又与挪威管理学院和香港大学分别建立MBA项目。 |
| The faculty has been universally accepted as the key and fundamental force of b-school sustainable development. The School has been sparing no efforts to develop the faculty and to optimize the portfolio of the entire team for decades. Coincidentally, a good number of overseas scholars travel back to China thanks to the ever-growing Chinese economy and progressing social environment. Thus, the School recruited excellent faculty members from around the world while maintaining its workable upgrading among the existing faculty. To continuously improve the faculty quality, the School urges its faculty members to build up communication and collaboration with world-class scholars. They are required to combine the international state-of-the-art theories with Chinese business practices to cope with challenges faced by entrepreneurs and professional managers in domestic market. Furthermore, they are encouraged to present their original academic ideas and research findings to the whole world. | 学院的师资已经普遍地被视为商学院可持续发展的关键和根本力量。数十年来，学院一直都在不遗余力地努力开发师资并优化整个团队的组成结构。 恰巧，由于不断快速增长的中国经济和持续进步的社会环境，相当数量的海外学者已回国。因而，学院招募了来自全球的优秀的师资成员，以保持在现有的师资力量基础上不断提升。为了不断提高师资素质，学校敦促教师与世界一流的学者建立沟通和合作。学院要求他们将国际的研究进展与中国的管理实践很好的结合，用以解决国内市场中企业家和职业经理人所面临的挑战。此外，学院还鼓励他们提出基于中国现状，并放眼全球的原创性的学术思想和研究成果。 |
| Ever-increasing social demands, an excellent faculty team, rigorous scholarship and a friendly work environment have combined to propel the School’s academic research to greater heights, resulting in waves of academic books, papers and research projects published with tremendous influence. Take the latest three years for example, in total, the faculty members have published 91 papers on SCI/SSCI, 166 papers on domestic toplevel journals, 92 academic books, claimed 50 national-level research grants – among which there were five key projects. We plan to further expand the School’s international cooperation and confront challenges on a broader stage so as to improve the School’s global competitiveness. | 持续增长的社会需求，优秀的教职团队，严谨治学和友好的工作环境，这所有的一切都将推动学院的研究，从而对学术著作，论文和研究项目产生巨大的影响。以近3年为例，我们学院全部的师资人员共计发表SCI/SSCI检索的文章91篇，国内顶级杂志的文章166篇，92本学术著作，50项国家水平的研究基金 -其中5项是重点项目。我们计划进一步扩大学院的国际化合作，并在更广阔的舞台上迎接挑战，以改善学院的全球竞争力。 |
| Despite current crisis and its severe byproducts, I still have full confidence in our School because of its determined mission and visionary strategic plan. On the positive side, the crisis might guide the economy back to a rational track, giving the enterprises and their leaders some useful lessons, and helping draw social attention back to the importance of talent cultivation. More than that, we are provided with a wider range of research topics on the crisis. Therefore, it is a high time we turned the crisis into opportunity by investing more on faculty development and upgrade of facitilies and reinforcing our devotion to research. These investments will soon be reimbursed when the time is right. All that we have been doing and are planning to do will form the basis for the next economic rebound. | 尽管现有的危机带来了严重的副产品，我仍旧对我们学院的发展充满信心，因为它拥有坚定的使命和富有远见的战略规划。在积极的方面，这次危机可能引导经济回到理性轨道，给企业及其领导人一些有益的经验教训，并引起大众对精英培养重要性的社会关注。除此之外，这还为我们提供了关于危机方面广泛的研究课题。因此，这正是一个好时机，我们可以通过在师资队伍建设和设施改造方面更多的投入，而将危机转为机遇，甚至在危机阶段也加强我们的研究投入。这些投入将在时机成熟的时候很快的有所回报。所有这些我们已经做的和正在计划做的都会为下一个经济复苏后的发展奠定基础。 |
| Economic globalization continues to be a trend that never alters its direction because of the crisis. Such new opportunity will rest firmly with China and those business schools who can take advantage of the crisis. Given these special circumstances and the ongoing development, the School of Management, Fudan University has every confidence in becoming a world-leading business school in the immediate future. | 由于此次金融危机的原因，经济全球化已经成为一个不可逆转的趋势。这种新的历史机遇将给与中国以及那些能够在危机来临时掌握主动的商学院。鉴于这种特殊的环境以及令人惊喜的增长状况，复旦管理学院有信心在不久的将来成为世界领先的商学院。 |
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| Members' News | 会员信息 |
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Professor Baiyin Yang,
Tsinghua University, has recently been appointed as Editor
for Human Resource Development Quarterly (HRDQ) with a four
year term. HRDQ is the first scholarly journal focused
directly on the evolving field of human resource development
(HRD). The journal has become a major forum for
interdisciplinary exchange on the subject of HRD. For
further information about the journal, please feel free to
contact Dr. Yang at yangby@sem.tsinghua.edu.cn or the
Editorial Office HRDQ@sem.tsinghua.edu.cn. | 清华大学的杨百寅教授最近被任命为Human Resource Development Quarterly (HRDQ)杂志的编辑，任期四年。HRDQ是第一本关注于人力资源开发演进领域的学术期刊。这本期刊已经成为有关人力资源开发相关主题跨学科交流的重要平台。关于本期刊的详细信息，请您联系杨教授 yangby@sem.tsinghua.edu.cn，或者通过编辑邮箱HRDQ@sem.tsinghua.edu.cn. |
| A case on Hong Kong Disneyland, written by Michael Young and Dong Liu and published by the Richard Ivey School of Business at the University of Western Ontario was one of Ivey's Ten Best Selling Cases in the 2008-2009. The case describes the trials and tribulations that Hong Kong Disneyland went through as they established the new park. It compares the Hong Kong Park to the other Disney parks that have been established in Japan and Europe. The case (available at http://cases.ivey.uwo.ca/) can be used in teaching various topics such as business strategy, entrepreneurship, crosscultural management, and human resource management. | 由西安大略大学毅伟商学院出版，Michael Young 和Dong Liu合著的有关香港迪斯尼的案例是毅伟商学院在2008年-2009年度最畅销的10个案例之一。该案例描述了香港迪斯尼从建立以来的种种艰辛与磨难。它比较了香港迪斯尼与在日本和欧洲设立的其他迪斯尼公园。该案例可以被用作不同主题方面的教学，如商业战略、创业、跨文化管理以及人力资源管理等。 |
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Peter Ping Li will join the
Asia Research Center as Professor of Chinese Business
Studies, Department of International Economics and
Management, Copenhagen Business School, Denmark effective on
January 1, 2010. Professor Li Ping will serve as the
founding Editor-in-Chief of a new journal, Journal of Trust
Research (JTR), to be published in 2010 by Routledge. To
ensure the highest quality of journal publication, JTR has
the strongest possible editorial team with almost all
internationally-known scholars in the domain of trust
research. For more detailed information, please contact
Peter Ping Li at pli.int@csb.dk or pli@csustan.edu. | 从2010年1月1日起，李平将作为研究中国商业的教授加入哥本哈根商学院，在国际经济与管理系的亚洲研究中心工作。李平教授将担任一个新期刊Journal of Trust Research (JTR)的创刊主编，该期刊将于2010年由Routledge出版发行。为了保证该期刊出版的高质量，JTR拥有最强的编辑团队，基本上涵盖了信任研究方面的所有国际知名学者。如需了解详细信息，请您联系李平教授 pli.int@csb.dk 或 pli@csustan.edu. |
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| 会员出版物 | |
| Journal Articles | 期刊文章 |
| Chintakananda, Asda, Anne York, Hugh O’Neill, and Mike W. Peng (2009). Structuring dyadic relationships between export producers and intermediaries. European Journal of International Management (in press). | |
| Dixon, Sarah E., Meyer, Klaus E. and Day, Marc (2009): Stages of Organizational Transformation in Transition Economies: A Dynamic Capabilities Approach, Journal of Management Studies, forthcoming. | |
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Estrin, Saul, Baghdasaryan, Delia & Meyer, Klaus E. (2009):
Institutional Distance and Human Resource Distance in
International Business Strategies in Emerging Economies,
Journal of Management Studies, 46 (7): 1171-1196. |
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Li, P.P. (2009). The Duality of Crony Corruption in Economic Transition: Toward an Integrated Framework. Journal of Business Ethics, 85 (1): 41-55, 2009 [SSCI] |
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| Li, P.P. (2010). Learning Trajectory in Offshore OEM Cooperation: The Transaction Value for Local Suppliers in the Emerging Economies. Journal of Operations Management (forthcoming). [SSCI] | |
| Li, P.P. (2010). Toward a Learning-based View of Internationalization: The Accelerated Trajectories of Cross-Border Learning. Journal of International Management (forthcoming; co-authored). [SSCI] | |
| Li, Y., Su, Z. & Liu, Y. (2009). Can strategic flexibility help firms profit from product innovation? Technovation (in press). | |
| Li, Peng-Yu & Meyer, Klaus E. (2009): Contextualizing Experience Effects in International Business: A Study of Ownership Strategies, Journal of World Business 44 (4): 370-382. | |
| Lin, Zhiang, Mike W. Peng, Haibin Yang, and Sunny Li Sun (2009). How do networks and learning drive M&As? An institutional comparison of China and the United States. Strategic Management Journal (in press). | |
| Meyer, Klaus E. (2009): Globalfocusing: Corporate Strategies under Pressure, Strategic Change 18:195-207. | |
| Meyer, Klaus E., Wright, Mike & Pruthi, S. (2009): Managing Knowledge in Foreign Entry Strategies: A Resource based Analysis, Strategic Management Journal, 31(5): 557-574. | |
| Meyer, Klaus E. & Sinani, Evis (2009): When and Where does Foreign Direct Investment Generate Positive Spillovers, Journal of International Business Studies, 40(7): 1075-1094. | |
| Peng, Mike W., Sunny Li Sun, Brian Pinkham, and Hao Chen (2009). The institution-based view as a third leg for a strategy tripod. Academy of Management Perspectives (in press). | |
| Peng, M.W., Li, Y., Xie, E. & Su, Z. (2009). CEO duality, organizational slack, and firm performance in China. Asia Pacific Journal of Management (inpress). | |
| Selmer, J & Lauring, J. (2009), "Cultural Similarity and Adjustment of Expatriate Academics", International Journal of Intercultural Relations, 33, 429-436. | |
| Su, Z., Li, J., Yang, Z. &Li, Y. (2009). Exploratory learning and exploitative learning in different organizational structures. Asia Pacific Journal of Management (inpress). | |
| Su, Z., Xie, E. & Li, Y. (2009). Entrepreneurial orientation and firm performance in new ventures and established firms. Journal of Small Business Management (inpress). | |
| Su, Z., Li, Y. & Li, L. (2009). Ownership concentration and executive compensation in emerging economies: Evidence from China. Corporate Governance (inpress). | |
| Su, Z., Xie, E., Wang, D. & Li, Y. (2009). Entrepreneurial strategy making, firm resources, and performance: evidence from China. Small Business Economies (inpress). | |
| Su, Z, Xie, E. & Li, Y. (2009). Organizational slack and firm performance during institutional transitions. Asia Pacific Journal of Management, 26(1): 75-91. | |
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| 职场服务 | |
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Department of Human Resource Management, School of
Management, Nanjing University invites applications for
Associate Professor. Applicants should have a Ph.D. degree
in the sociology or applied psychology and be able to teach
the relevant subjects at the undergraduate and graduate
levels. Applications should have published papers in the
journal cited by SCI or SSCI. More information about the job
description and requirement can be found at the website of
Department of Personnel Management, Nanjing University,
http://pd.nju.edu.cn/njuweb/zt_jsgwzp2.htm. Interested
candidates should submit a CV, a sample of research work
directly to Ms. Li Hui, Secretary of Department of Human
Resource Management, School of Management, Nanjing
University. Contact: Ms. Li Hui Secretary of Department of Human Resource Management, School of Management, Nanjing University 22 Hankou Road Nanjing, Jiangsu, 210093 Off: 86-25-83592590 Email: lihui123@nju.edu.cn Website: http://nubs.nju.edu.cn |
南京大学人力资源管理学系诚邀海内外杰出人才加盟南京大学人力资源管理学系。应征者应具有著名大学社会学/应用心理学博士学位，并且在SCI/SSCI检索的期刊上发表过论文。拥有海外著名大学博士学位者优先。具体任职条件及岗位职责可参见南京大学人事处网站上招聘信息中，管理学院副教授岗位招聘要求。应征者的资料和任何垂询请联系李卉秘书，lihui123@nju.edu.cn 电话：025－83592590 联系人： 南京大学人力资源管理学系秘书李卉女士 江苏南京汉口路22号， 210093 办公电话：86-25-83592590 电子邮箱：lihui123@nju.edu.cn 网址：http://nubs.nju.edu.cn |
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| Learner Corner | 学习者园地 |
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A 178-nation index of
cultural ingroup favoritism Evert Van de Vliert University of Groningen, The Netherlands, and University of Bergen, Norway |
文化内群体偏好的178个地区指数 Evert Van de Vliert 荷兰格罗宁根大学和挪威卑尔根大学 |
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Collectivism is a broad
cultural syndrome associated with hundreds of values,
beliefs, and practices. In general, this broadness of the
construct is an advantage, simply because individualistic
and collectivistic realities are cultural deltas rather than
cultural canals. However, this strength is also a weakness.
Conclusions about the consequences of cultural collectivism
can hardly be sufficiently accurate. And if, in
cross-national research, we control for cultural
collectivism, we don’t know precisely what we are
controlling for. The obvious solution to this problem is, of course, to create more specific indicators of components of collectivism. Such an index has now been developed for the advantageous treatment of fellow nationals, relatives at large, and members of the nuclear family. This three-part index of cultural ingroup favoritism, covering 178 nations, will be published in the Journal of Cross-Cultural Psychology. IACMR members who want to use the index in their current investigations or interventions can already obtain a listing of the 178 national baseline levels of cultural ingroup favoritism from Evert Van de Vliert (E.Van.de.Vliert@rug.nl). |
集体主义是一种与数百种价值观、信念和实践密切联系的广泛的文化综合特征。总体来说，这种构念的广泛性是一种优势，主要因为个人主义和集体主义的现状都是文化三角洲而非文化运河。然而通常来说，这种优势也可以认为是一种劣势。有关集体主义文化后果的研究结论基本上都不完全准确。而且，如果在一个跨国研究中，我们控制了文化的集体主义，我们却不能够准确地知道我们控制的究竟是什么。 对于该问题显而易见的结论是创造更多具体的有关集体主义的组成部分的指标。现在已有这样一份这样的指标被开发出来了， 其旨在有利于对国家公民、亲属和核心家庭的成员的衡量。这个文化内群体偏好的三部分指标，涵盖了178个国家，将由跨文化心理学期刊发表。IACMR成员如果想在现有的调研中使用这份指数，现在您就可以通过联系Evert Van de Vliert获得一系列有关178个国家文化内群体偏好基准水平的列表(E.Van.de.Vliert@rug.nl)。 |
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| Other Conferences | 其他会议 |
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IACMR members are invited to
register and attend The IFERA@China 2010 Family Business
Forum, to be held in Zhuhai, China, January 13-15, 2010. It
is a 3-day academic and practice symposium that aims to
share leading-edge research and best practice of family
business administration, conceptualise theoretical
frameworks to better understand family businesses, and
explore policy initiatives to enable this unique business
sector to accomplish greater success and sustainability in
the future advancement. Several academics as well as family
business leaders are expected to attend, from China as well
as abroad. The theme of the Forum, "Opportunities and
Challenges of Family Business," pays particular attention to
the interaction of social, economical, political and
cultural forces that affect the formation, survival, and
growth of family businesses in different economies. In
addition to papers that advance research, papers that offer
implications directly to family firms , as well as to policy
makers (e.g. government officials at all levels, economic
development agencies, etc.) will be most welcome. For more
details, please contact Muse Zhang at iferamuse@ gmail.com, Yong Wang at yong.wang@wlv.ac.uk, or Sanjay Goel at sgoel@d.umn.edu. For more details, please visit the IFERA@China website, at http://www.ifera-china.cn/IFERA_ENG/preview_eng.aspx |
诚邀IACMR 会员注册并参加于2010年1月13日到15日在中国珠海由The IFERA@China 举办的2010家族企业论坛。这个大会旨在为对家族企业感兴趣的学者、职业经理人、企业所有者、顾问、咨询、政府部门等搭建一个相互沟通交流的平台。这次为期3天的学术和实践专题讨论会旨在分享前沿的研究成果和家族企业管理的最佳实践成果，汲取理论研究的精华以调整和指导家族企业的发展，并探索政策法规来支持家族企业在未来获得更大的成功和持续性的发展。一些来自国内外的优秀学者和家族企业领袖将会参与此次会议。本次论坛的主题为“家族企业的机遇与挑战”，特别关注了在不同经济体中对家族企业萌芽、生存和发展产生影响的社会、经济、政治和文化力量的交互作用。 除了前沿的研究论文外，直接对家族企业有所借鉴的文章，以及政策制定者（如各级政府官员、经济发展部门等）也将受到热烈的欢迎。欲知详情，请联系Muse Zhang(iferamuse@gmail.com), Yong Wang(yong.wang@wlv.ac.uk)或者Sanjay Goel（sgoel@d.umn.edu）。详情请登录IFERA@China网站http://www.ifera-china.cn/IFERA_ENG/preview_eng.aspx |
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Founding President — Anne S
Tsui Arizona State University Department of Management WP Carey School of Business Arizona State University Tempe, AZ 85287-4006, USA 480-965-3999 anne.tsui@asu.edu |
创会会长—徐淑英 亚利桑那州立大学， 凯瑞商学院，管理系， BA楼，352B房间 Tempe，AZ 85287-4006，美国 480-965-3999 anne.tsui@asu.edu |
| Past President — Xiao-Ping
Chen Department of Management and Organization Michael G. Foster School of Business University of Washington, USA Seattle, WA 98195-3200 206-543-2265 xpchen@u.washington.edu |
前前任会长—陈晓萍 华盛顿大学 Michael G. Foster商学院 组织与管理系 西雅图，WA 98195-3200 (206) 543-2265 xpchen@u.washington.edu |
| President — Shuming Zhao School of Business Nanjing University 22 Hankou Road Nanjing 210093 China 86-25-83593419 Zhaosm@nju.edu.cn |
现任会长 —赵曙明 南京大学商学院 中国南京市汉口路22号 210093 86-25-83593419 zhaosm@nju.edu.cn |
| Senior
Vice President — Jia Lin Xie University of Toronto |
资深副会长— 谢家琳 多伦多大学 |
| Senior
Vice President — Jing Zhou Rice University |
资深副会长— 周京 莱斯大学 |
| Vice-President and Program
Chair for 2010 meeting — Chao Chen Rutgers University |
副会长及2010学术大会主席 — 陈昭全 罗格斯大学 |
| Vice-President and Chair
of the Local Arrangements Committee for 2010 meeting — Xiongwen Lu Fudan University |
副会长及2010学术大会筹备委员会主席 — 陆雄文 复旦大学 |
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Executive Secretary/Treasurer — Xin Yao University of Colorado at Boulder大学 |
执行秘书/财务主管 — 姚欣 University of Colorado at Boulder大学 |
| Representative at Large
(The Americas) — Yan Zhang Rice University |
地区代表（美国）—张燕 莱斯大学 |
| Representative at Large
(Europe) — Carl Fey Swedish School of Economics and Business Administration |
地区代表（欧洲）— Carl Fey 斯德哥尔摩经济学院 |
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Representative at Large (Asia-Pacific) — Xiaohua Yang QUniversity of San Francisco |
地区代表（亚太）—
杨小华 旧金山大学 |
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Representative at Large (The PRC mainland) — Baiyin Yang Tsinghua University |
地区代表（中国大陆）— 杨百寅 清华大学 |
See also IACMR web site at http://www.iacmr.org
Newsletter Publishing Schedule
| Issue | Submission Deadline | Publishing Date |
| 2010-1 | February 1, 2010 | March 1, 2010 |
| 2010-2 | May 1, 2010 | June 1, 2010 |
| 2010-3 | August 1, 2010 | September 1, 2010 |
| 2010-4 | November 1, 2010 | December 1, 2010 |