From Big Data to Knowledge: An Ontological Approach to Big Data Analytics

The introduction of Big Data sets in the healthcare domain has presented opportunities to engage in analytics of very large sets containing both structured and unstructured data. With advances in information technology (IT), these data sets have become available from diverse sources at greatly increased rates. The availability of Big Data sets has introduced complexities that we must address, not only in terms of semantics and analytics but also in terms of data management, storage, and distribution. Currently, the capabilities to ingest, analyze, and manage multipetabyte data sets have underscored the limitations of our analytics capabilities supported by relational database management systems. This essay argues that an ontology‐based approach to data analytics provides a practical framework to address the semantic challenges presented by Big Data sets. No ontological framework can address the operational and management requirements introduced by the availability of Big Data sets, however. There are also a number of IT architectural factors that must be considered in implementing such a framework.     

全球化时代企业劳动者权益保护面临的挑战和对策

经济全球化、全球市场的开放和融合使全球范围的竞争加剧。为了降低生产成本,提高竞争力,许多国家都把压低本国劳动力成本作为首选的方式。这就使政府对劳动关系规制放松,企业拥有更多的工作场所的支配权,采取了更为灵活的雇佣方式,雇佣更多非全日制员工、短期员工、租赁员工等。而这些非“正式”员工的劳动保障和待遇往往都很低,一些基本的劳动权益很难保障。本文分析了全球化对劳动者权益的影响,指出劳动者权益缺失产生的严重后果,最后提出相应的解决对策,即政府应加强对劳动者权益保护,加强企业社会责任,强化工会职能,三管齐下维护劳动者权益。     

Quantifying distributive justice: An approach to environmental and risk-related public policy

The most fundamental philosophical objection to cost-benefit analysis is that it fails to account for the distinction between more-necessary and less-necessary benefits. For example, it provides no way to avoid trading off a few cancer deaths in exchange for a more cost-effective but also more hazardous technology which provides cheaper paper or plastic products for the many. Since unjust distribution of benefits and burdens results primarily from the failure to prefer more-necessary goods (such as health and safety) over less-necessary ones (such as cheaper plastic razors), we shall see that a correct calculation of the rate at which marginal utilities diminish in value (as they become less necessary to their users) can determine degrees of necessity and thus the most just possible distribution of benefits and burdens. One way to measure the rate of diminishing marginal utility is provided by the wealth effect in occupational risk studies. Wealthier workers will not assume the same risk in exchange for a given salary increment (which to them is not very necessary) as poorer workers would assume for that same salary increment (which to them is more necessary). It is therefore possible to construct a mathematical model for the effect of necessity/non-necessity on quantitative decision principles for environmental and risk-related public policy, thus making such decisions more distributively just than traditional cost-benefit analysis would allow.     

The approach of senior public officials to information technology‐related reform: lessons from India

A review of global experience suggests that information technology (IT) has great potential to contribute to public sector reform. However, the Indian reality — like that for many countries — has been more problematic, with many failures of IT‐related reform; failures that can be described as total, partial or failures of sustainability and replication. Many factors help explain such failure, but a key component is the approach to IT and reform adopted by senior public officials. A ‘four Is’ model of approaches is described: the non‐IT approach of ‘ignore’ and the IT‐related approaches of ‘isolate’, ‘idolize’ and ‘integrate’. Analysis of Indian cases suggests that it is the last approach that is most likely to deliver reform objectives; yet it remains the least commonly adopted. Changes are therefore required in current strategies for public administration training and in the planning and management of change. Copyright © 2000 John Wiley & Sons, Ltd.     

Exploring normative commitment with Nigerian extension workers

This paper explores normative commitment using a sample of 60 agricultural extension workers in a voluntary rural development programme. Organizational commitment is related to participation, standardization, and coordination in order to examine their relative influence on the visit effort of extension agents. Age, education, salary, tenure, position, and participation did not have any influence on normative commitment, whereas standardization negatively influenced it. Commitment, along with red tape, influenced visit efforts. Two major conclusions emerge. The first is that traditional personal and role-related antecedents of commitment may be related to instrumental but not to normative commitment. The second is that normative commitment can predict behaviour outcomes in public organizations.     

Innovation strategies for the adoption of new information technology in government: an Australian experience

Adopting and diffusing new technology, creating user awareness and managing organizational innovation effectively are major tasks for contemporary organizations. In large-scale organizations, with centralized information technology (IT) environments, the tasks of technology evaluation, IT change and diffusion require considerable coordinating efforts. The article recounts the experience of a large-scale public organization in managing work-process innovation and the adoption of IT options that could be adequately cost-justified. Such options need, at least, to encourage users to simultaneously learn to utilize IT to improve current practices and to embrace entirely new functions.     

WELFARE LIBERALISM, SOCIAL POLICY, AND POVERTY IN AMERICA

The conservative explanation for the persistence of poverty—that liberal social programs have created with disincentives-explains very little of the poverty that exists. It has gained acceptance because liberal anti-poverty efforts have been based on flawed understanding of the problem that insured their failure. Because of the oversupply of young adult workers in the 1970s, there was a proliferation of jobs paying low wages. Liberal programs that assumed that the poor simply needed training and education to lift themselves out of poverty, ignored the shortage of jobs paying above-poverty-level wages. Liberals also assumed that with the requisite training and jobs, all Americans have the capacity to gain the skills necessary to obtain those jobs. This neglects data showing that a larger proportion of individuals with low native ability have earnings beneath the poverty line than workers with normal ability, even when controlling for educational attainment. A new anti-poverty effort must take into account these realities.     

Information technology and economic recovery in Western Europe

This article sets out to analyse the response of West European governments and of the European Community to the challenge of information technology (IT). European countries have joined the race among industrial nations to restructure their economies around the industries of the future (micro-electronics, computers and advanced telecommunications). The race is currently led by Japan and the United States with Western Europe following a poor third. In order to catch up, West European governments have for some time pursued national strategies and are now attempting to develop a common approach with the assistance of the European Commission. This attempt has been bedevilled, however, not only by national chauvinism, but by conflict between the ambitions of governments and the goals of private sector strategies. Eureka - Europe's response to America's Strategic Defence Initiative - marks a step towards resolving such differences. But as this article suggests, it will not resolve the deeper tensions between the major aims of current policies: the concentration of research and production resources while also creating an open and fully competitive market for IT in Western Europe.This article is part of a wider project on new technology policies in Western Europe, funded by the Leverhulme Trust and directed by Professor J.J. Richardson. The main findings will be published in Information Technology and the State, Oxford University Press, forthcoming.     

Whole‐of‐Government Approaches to Outsourcing and Market Testing by the Commonwealth Government

This article traces the development of approaches to outsourcing by successive Australian governments from 1995. The analysis focuses on strategies initially adopted for the outsourcing of government information technology (IT) services and, subsequently, includes the market testing approach adopted for the outsourcing of both IT and corporate services. The framework for analysis has been based on theories of privatisation developed by Feigenbaum, Henig and Hamnett (1999). This framework offers insights into the goals and strategies employed by commonwealth government that underpin their approaches to sourcing of services for their public sector. The article concludes by discussing some of the unresolved issues associated with the failure of government to formally evaluate the impact of their outsourcing policies.     

The Strategic Use of Information Technology by Nonprofit Organizations: Increasing Capacity and Untapped Potential

How are nonprofits using information technology to enhance mission‐related outcomes and boost organizational performance? The authors examine a large‐scale survey of nonprofits’ technology planning, acquisition, and implementation to assess the strategic use of IT in these organizations. They evaluate nonprofits’ strategic technology‐use potential by examining IT‐related competencies and practices that are critical for the successful strategic employment of technology resources. Several promising developments are found, alongside significant deficits in the strategic utilization of IT, especially in the areas of financial sustainability, strategic communications and relationship building, and collaborations and partnerships. To boost IT’s mission‐related impact, nonprofits must enhance their organizational capacities in long‐term IT planning, budgeting, staffing, and training; performance measurement; Internet and Web site capabilities; and the vision, support, and involvement of senior management.     

MPs' Pay 1911–1996: Myths and Realities

The controversial 26 per cent salary increase voted for by MPs in July 1996 re-ignited the vexed issue of politicians and pay. This paper firstly develops a framework to review the history of MPs' pay. Secondly, an empirical examination is undertaken with regard to its value relative to prices and earnings, the ruling political party and the overall period disaggregated by decade. This suggests that MPs have been more successful insulating themselves against the ravages of inflation than changes in earnings and that the party in power appears to be influential.     

进一步加强农民工教育培训的几点思考

在国际金融危机等综合因素导致农民工就业形势严峻的背景下，追一步加强农民工教育培训，提高他们的综合素质，是解决农民工就业乃至一系列相关问题的根本途径。目前，中国农民工教育培训面临着经费、质量、监管等一系列问题。为此，需要追一步发挥政府在农民工教育培训中的主导作用，建立多元化培训体系，加大公共财政的投入，切实满足农民工多样化的教育培训需求。     

How Restricted is the Job Mobility of Skilled Temporary Work Visa Holders?

Using the National Survey of College Graduates, we investigate the job mobility of skilled workers holding U.S. temporary visas. Such workers either have legal restrictions on their ability to change employers or may be reluctant to leave an employer who has sponsored them for permanent residence. We find that the voluntary job‐changing rate is similar for temporary work visa holders and natives with similar characteristics, but that it spikes when temporary work visa holders obtain permanent residence. The spike magnitude implies mobility is reduced during the application period by about 20 percent, alleviating concerns that employers exercise strong monopsony power.     

Engineering the expansion of higher education: High skills,advanced manufacturing,and the knowledge economy

The article develops a framework to explain an empirical observation that runs counter received wisdom in comparative political economy, namely the co-existence of large higher education systems and thriving manufacturing sectors in advanced capitalist countries. Introducing the concept of skill breadth, the article hypothesizes that: (i) advanced manufacturing firms have narrow skill needs concentrated around STEM skills; (ii) these skills are likely to be under-supplied by the higher education system unless dedicated public policies are put in place; and (iii) governments intervene in higher education policy to ensure the availability of those skills that are crucial for firms located in key sectors of national knowledge economies. Cross-country survey data of employer preferences for higher education graduates and case studies of recent higher education policy change in Germany and South Korea provide strong support for the argument. The article advances our overall understanding of skill formation systems in the knowledge economy and testifies to the persistent presence of policy levers that governments can employ to manage the economy and to support domestic firms.     

Pension coverage and benefits, 1972: findings from the retirement history sutdy

This article, based on data from the Retirement History Study, examines coverage by an employee pension plan on the longest job and the extent to which covered workers received an employee pension upon retirement and the size of their benefits. It also examines the joint receipt of employee pension and OASDI benefits and the size of the combined benefits. Each of these pension variables is analyzed for differences by class of worker (private wage and salary or government), sex, and characteristics of the longest job (industry, occupation, tenure, recency of job, extent of employment, and annual earnings rate). The majority of completely retired individuals in their early to middle sixties in 1972 did not receive employee pension benefits in that year. Women employed in private industry on their longest job were the most disadvantaged in this regard. Even when they were fortunate enough to receive retirement benefits from employee pension plans, their benefits were substantially lower than those of men or of women employed in government.     

Financial systems,corporate control and capital accumulation

The rise of financial markets, backed by the revolution in information technology,has been one of the pillars of the new economy. Asset price inflation, financed by debt, has now become the driving force in capital accumulation and equity-linked markets for corporate control have significant effects on both corporate strategic management and the growth of the business sector. This paper develops a model to study these relationships. One component of the new circumstances is that an active market for control forces firms to boost their share price in response to the threat of take-over and, to maintain a minimum return on equity, they have to distribute dividends or buy back shares. As a consequence, the share of profits dedicated to financing internal growth is reduced, corporations increase their indebtedness and thereby become constrained by banks. The interplay of these multi-dimensional pressures delivers a straightforward, but nonetheless important lesson: everything else being equal, the more active the market for control, the lower the growth rate.     

Comparing replacement rates under private and federal retirement systems

One measure of the adequacy of retirement income is replacement rate - the percentage of pre-retirement salary that is available to a worker in retirement. This article compares salary replacement rates for private-sector employees of medium and large private establishments with those for federal employees under the Civil Service Retirement System and the Federal Employees Retirement System. Because there is no standard benefit formula to represent the variety of formulas available in the private sector, a composite defined benefit formula was developed using the characteristics of plans summarized in the Bureau of Labor Statistics Medium and Large Employer Plan Survey. The resulting "typical" private-sector defined benefit plan, with an accompanying defined contribution plan, was then compared with the two federal systems. The Civil Service Retirement System (CSRS) is a stand-alone defined benefit plan whose participants are not covered by Social Security. Until passage of the 1983 Amendments to Social Security Act, it was the only retirement plan for most federal civilian employees. Provisions of the 1983 Amendments were designed to restore long-term financial stability to the Social Security trust funds. One provision created the Federal Employees Retirement System (FERS), which covers federal employees hired after 1983. It was one of the provisions designed to restore long-term financial stability to the Social Security trust funds. FERS employees contribute to and are covered by Social Security. FERS, which is a defined benefit plan, also includes a basic benefit and a 401(k)-type plan known as the Thrift Savings Plan (TSP). To compare how retirees would fare under the three different retirement systems, benefits of employees retiring at age 65 with 35 years of service were calculated using hypothetical workers with steady earnings. Workers were classified according to a percentage of the average wage in the economy: low earners (45 percent), average earners (100 percent) high earners (160 percent), and maximum earners (earnings at the taxable maximum amount). Overall, this analysis found that: Excluding Social Security benefits and TSP and defined contribution annuities, CSRS retirees have a higher pre-retirement salary replacement rate than either FERS or private-sector retirees. Private-sector retirees, however, have higher replacement rate than their FERS counterparts. Including Social Security benefits but not TSP and defined contribution plan annuities, CSRS retirees who are maximum earners have a higher pre-retirement salary replacement rate (despite receiving no Social Security benefits) than FERS retirees with the same earnings. Private-sector retirees in all earnings categories have a higher replacement rate than federal retirees with the same earnings. Including Social Security and TSP and defined contribution plan annuities, private-sector retirees in all earnings categories have a higher replacement rate than federal retirees, but their rate is close to that of FERS retirees. The rate is higher for FERS retirees than for CSRS retirees in all earnings categories. This analysis shows that replacement creates could exceed 100 percent for FERS employees who contribute who contribute 6 percent of earnings to the TSP over full working career. Private-sector replacement rates were quite similar for those with both a defined benefit and a defined contribution pension plan. Social Security replacement rates make up the highest proportion of benefits for th private sector's lowest income quartile group. The replacement rate for 401(k) plans and the TSP account for a higher proportion of benefits than does Social Security for all other income groups, assuming the absence of a defined benefit plan.     

Information Technology and Organizational Morphology: The Case of the Korean Central Government

This study explores the effects of information technology (IT) in terms of longitudinal changes in organizational structures at the central government level. Interestingly, although IT has increased the ratio of middle managers to subordinates, the number of middle managers has not changed radically and, in some cases, has steadily increased, while the proportion of lower‐level employees has decreased. Contrary to the belief in a pyramid structure, the actual form of an agency looks like a rocket. The analysis shows that IT effects on the agency’s morphology differ according to the core technology of the agency. However, these effects seem to be constrained by the rigidity of the Korean government in terms of organizational management. This article proposes that agency autonomy in fitting the organizational structure to the real work situation is a necessary condition for seeing the full effects of e‐government.     

企业知识员工激励机制研究

企业知识员工激励是一个伴随知识经济时代而产生的新课题,对知识型员工进行激励,既要结合知识员工自身的个体特点,也需要综合考虑知识员工群体的总体特点,还要考虑知识员工的工作性质。企业必须构建灵活的福利和薪酬激励体系,满足不同类型知识员工的需求;必须营造宽松的文化氛围,提供知识员工自主的工作环境;必须对知识员工进行系统培训,为知识员工职业生涯提供发展空间。     

Organizational implications of information technology in third world countries

The effective implementation of IT initiatives within organizations depends on its degree of acceptance at the national level and its rate of absorption within the focal organization. This paper focuses on the latter by addressing the key issues influencing the capacity of organizations to successfully implement IT initiatives. The various issues are investigated based on a case study approach using examples from Tanzania, and organized into a systems framework by considering the role of the psycho-social, the technical, the structural, the goal and the managerial systems in turn. The conclusion highlights the need of appropriate education if the full benefits of IT are to be harvested.