从流程层面到组织层面的扩展:项目管理成熟度研究综述

本文将项目管理成熟度模型的研究分为三个阶段：流程层面的研究、项目层面的研究和组织层面的研究。分别对这三个层面的研究进行介绍，对一些重点的项目管理成熟度模型进行阐述，并对目前最新的基于组织的成熟度模型0PM3做一简单介绍，文章最后简述了国内项目管理成熟度研究的现状并对研究前景进行展望．     

智能化系统项目管理要点解析

智能化系统作为智能建筑的功能核心具有不同一般的项目特性，给此类项目的管理工作带来了新的问题，本文通过图表分析讨论了智能化系统在投资，进度和质量要求等方面的项目特点，认为项目管理人员应尤其注意智能等级的确定，智能化系统的采购招标以及施工管理等问题，并为传统的项目管理组织提出了相关建议。     

中国集装箱海铁联运发展瓶颈和要点分析

集装箱海铁联运是一个复杂的系统。中国港口年吞吐量已达到1.45亿TEU,海铁联运比重却不到2%,严重制约集疏运的效率。从集装箱海铁联运的管理体制、协调组织机制、基础设施、服务体系、综合效益以及铁路和港口部门等方面深入探讨其发展的瓶颈,从而找到海铁联运发展滞后的原因,提出海铁联运未来发展的要点。     

建筑工程管理中项目管理工作的策略

新时期,建筑行业的竞争愈发激烈,所以加强各项管理工作成为重要事宜。通过对建筑工程管理中项目管理工作的开展状况进行分析可以发现,项目管理工作中存在很多不足。在多种因素共同影响和作用下,项目管理工作开展过程中存在各种各样的问题。要想提升项目管理工作的实际有效性,需要对系列问题予以有效破解和解决。论文对建筑工程管理中项目管理工作的开展状况进行具体分析,并就如何更好地进行项目管理工作提出合理建议。     

论总监理工程师在工程监理工作中的地位和作用

在大型铁路项目中,监理工作的组织模式形式有多种,如何找到适合自己的管理模式成为难点,根据监理工作的特点,结合当今铁路监理组织中总监所起的作用,文章提出总监个人特点对所监理项目的影响,使大家能选择更加适合自己项目的监理组织模式。     

工程项目管理组织沟通现状分析

工程项目具有环境复杂,不同工种人员协同施工等重要因素,工程项目的成败,组织的内部沟通起到重要的作用。文章主要从工程项目管理组织的沟通的特殊性着手,分析工程组织管理特殊性以及影响工程管理沟通有效性的原因。     

Balancing Interests in the Search for Occupational Legitimacy: The HR Professionalization Project in Canada

Despite broad debates surrounding how the human resource management occupation can increase its legitimacy, researchers have yet to examine the collective steps HR practitioners are taking in this regard and the extent to which they have been successful. We conduct a case study of the HR professionalization project in Canada via multisource qualitative and quantitative data, which we analyze using a unique integration of the trait and control models from the sociology of professions, as well as isomorphism from institutional theory. Viewed through the lens of these frameworks, we find that HR practitioners are attempting to emulate traits that define traditional notions of professions, and are aspiring to transcendent values associated with balancing the sometimes conflicting interests of employers and employees. Objective data from external stakeholders and institutions show that these collective strategies have been somewhat successful in garnering greater legitimacy thus far, particularly when comparisons are made with the HR professional project in the United States. We highlight numerous implications for future research and practice surrounding the legitimacy of the HR profession. © 2014 Wiley Periodicals, Inc.     

项目组合实施精益战略的管理环境研究

本文以K公司基于项目组合实施精益战略的实践为例,采用案例研究的方法,探讨企业以项目组合管理为手段实施精益战略的管理环境构建及其组成要素。研究结果表明,对于实施精益战略的企业而言,流程体系的设计、组织结构的变革以及精益文化的塑造共同构成了管理环境构建的核心环节,三者缺一不可,互为依存。此外,在流程体系设计中要突出项目组合管理在精益战略实施中的协同性、过程性及有效性;组织结构变革要协调项目组合管理与传统职能部门管理的关系;精益文化培育则要从职能维度与组织维度向项目维度扩展。     

Renaissance of case research as a scientific method

Since the seminal article by Eisenhardt (1989), scholarly interest in case research has mushroomed in operations management and organization sciences. Volumes of methodological texts are matched with a massive amount of empirical research that seeks to apply and further develop case research as a scientific method. What is missing from this literature is a treatment of the methodological diversity of case research. In this paper, we seek to unveil this heterogeneity by describing three distinct methodological accounts of case study: theory generation, theory testing, and theory elaboration. Each approach has its own idiosyncrasies, in particular when it comes to the interplay between theory and empirics. A typical case research incorporates both existing theories and empirical data to varying degrees. In light of this heterogeneity, we re-interpret key aspects of extant contributions and discuss guidelines for future case research. We propose that ultimately, case research rigor is determined by attention to idiosyncrasy and transparency of reasoning. We conclude by arguing that we have witnessed in the past 25 years in organization research what amounts to the Renaissance of case research.     

The Effect of CEO Stock-Based Compensation on the Pricing of Future Earnings

This paper examines whether CEO stock-based compensation has an effect on the market’s ability to predict future earnings. When stock-based compensation motivates managers to share their private information with shareholders, it will expedite the pricing of future earnings in current stock prices. In contrast, when equity-compensated managers attempt to temporarily manipulate the stock price to maximize their own benefit rather than that of shareholders, the market may not fully anticipate future performance. We find that a CEO’s stock-based compensation strengthens the association between current returns and future earnings, indicating that more information about future earnings is reflected in current stock prices. In addition, we find that the positive effect is weaker for firms that have a high level of signed discretionary accruals or a low management forecast frequency. Overall, our study suggests that on average, equity-based compensation improves the informativeness of stock prices about future earnings, while opportunistic discretionary accruals or lowered earnings guidance hamper this improvement.     

Beyond the line: exploring the HRM responsibilities of line managers,project managers and the HRM department in four project-oriented companies in the Netherlands,Austria, the UK and the USA

The topic of what human resource management (HRM) responsibilities are devolved from the HRM department to line managers has attracted much interest in recent years. We report findings from a study on the devolution of HRM practices in four project-oriented companies (POCs) and argue that although HRM practices are carried out beyond the HRM department, they are also carried out beyond the line. While the literature on devolving HRM responsibilities to line management is burgeoning, the HRM responsibilities of managers beyond the line organization are neglected. We make two contributions to the literature. Firstly, our study reveals that some HRM practices are the domain of the project manager rather than either the line manager or the HRM department. The complex interplay of the roles of the HRM department, line management and project management creates challenges and pitfalls where people are managed across the boundaries of the permanent and temporary organization. We identify a potentially powerful role for the HRM department in both monitoring and guiding the different players from the line and the project organizations, and in protecting the well-being of employees whose work traverses these organizational boundaries. Our second contribution is that we map the diversity of practices in different POCs for managing the interplay between the three main parties delivering HRM practices and offer project orientation as a contextual indicator that contributes to diversity in HRM practices.     

工程建设项目物流管理问题研究

对于影响一项工程建设管理的因素而言,包括了很多方面,本文主要探讨的是其中的工程建设项目物流管理。目前,在一些工程建设项目物流管理中,存在着不重视或者缺乏合理的组织与管理方式等问题,本文引入了现代化的物流思潮对此进行了改进,希望以此减少甚至消除工程建设项目物流管理中的问题,从而提高工程建设项目管理的质量与进度。     

基于PDCA循环法的建筑工程施工计划管理

建筑市场竞争日益激烈,提高企业的经济效益成为企业可持续发展的前提。施工计划管理作为项目管理中的中心环节,对提升企业的经济效益至关重要。通过对建筑工程计划管理的全过程分析,介绍了PDCA循环的基本内涵,进而将PDCA循环法和施工计划管理有机结合,提出了基于PDCA循环法的工程施工计划体系。体系整合了施工计划管理的各个关键环节,形成了从计划编制、实施、检查、调整至目标实现的有机系统。企业管理者可以按照体系对每个环节进行细致的分析和有效的监督控制,随时发现并且解决问题,总结经验用以指导今后的施工计划管理工作。     

成长型国企项目管理问题及分析

成长型国企是指具有持续挖掘未利用资源能力、未来发展预期良好的国家投资企业,如大型国企新设立的分公司及子公司。本文由成长型国企项目管理现状出发,总结这些企业中存在的项目管理组织结构及管理模式中存在的问题,并对此进行分析和提出应对措施。     

Incenting managers toward the triple bottom line: An agency and social norm perspective

Research to date has identified CEO pay structure as an important factor in the environmental and social performance of the organization but has not considered how pay may influence these sustainability efforts at the middle‐management level. We address this void with an experimental manipulation of direct and indirect pay incentives for an environmental sustainability project and production cost savings project. Counter to our predictions, investment in sustainability versus cost savings is significantly lower when incentives for both projects are equivalent, and investment is only comparable when incentives for the sustainability project are superior. Further investigation using qualitative data attributes this to differences in the salient social norms that individuals hold and an apparent undervaluing of the indirect incentive derived through sustainability's contribution to cost savings. The results shed light on primary ways in which human resource management practices may be used to embed support for sustainability initiatives throughout the organization.     

国内工程监理与国际项目管理偏差实证分析

我国在制定工程监理制度之初,其参照的对象是国际工程管理领域通行的工程师管理制度,力图使工程监理对项目进行全过程管理。但监理在近20年的实际运作情况却离项目管理越来越远。通过对监理人员进行问卷调查的实证分析方法,对监理在工程项目中的绩效与作用进行调查研究,分析其与国际项目管理的偏差。实证分析结果得出两者最大差距在于我国监理的项目整合管理欠缺,最后对缩小这个差距提出了建议。本研究对我国监理业的成熟健康发展有一定的意义。     

结果控制和行为控制在信息系统项目成功因素中的作用和替代效应的研究

“控制”是指企业采取一定措施,使其雇员的行动与企业希望达成的目标相一致,从而增大达成企业目标的概率。项目的绩效需要从治理和控制两个方面进行保证,而控制又分为行为控制和结果控制。本研究通过收集39家公司的104个IT项目的样本数据,分析IT项目治理和控制机制怎样影响公司的IT项目绩效。我们进一步研究行为控制和结果控制这两类控制手段在IT项目中的交互作用,力图发现它们之间是协同还是替代关系。结果发现IT项目的治理控制对项目绩效有正面的影响。与此同时,发现了行为控制和结果控制对项目绩效的替代关系而非协同关系。     

The role of temporal focus,dispositional employability,and training on the perceived internal career prospects of talents

Abstract

In this paper, we study employability in the group of talented employees. We explore how employees’ temporal focus affects their dispositional employability and how dispositional employability influences their perceived internal career prospects. We also examine the moderating role of training perceived as developmental on the relationship between dispositional employability and perceived internal career prospects. Upon examination of these relationships within an organization that has a closed talent management approach, we find support for the hypothesized mediating and moderating relationships. Present and future focus were positively related to talents’ dispositional employability, which in turn increased their perception of career prospects in the current company. The latter relationship was stronger among talents who perceived that they had received training for more important positions than those who did not. The results advanced current knowledge of antecedents and outcomes of employability in the specific group of talents and shed light on the organizational practices that may help with talent retention.     

Does Project Management Affect Business Productivity? Evidence From Australian Small to Medium Enterprises

A fundamental assumption of project management practice and research is that using project management to achieve organizational objectives improves organizational performance. However, there is little published research that directly questions this assumption. This paper tests the hypothesis that using project management increases the productivity of small to medium enterprises, using data from two longitudinal surveys of Australian businesses with less than 200 staff members. These data were used to create models of the relationship between productivity and business skills using binary logistic regression. The models demonstrate that project management has a significant impact on small to medium enterprise productivity.     

ISO 9000 practices and financial performance: A technology coherence perspective

Attention to processes has increased, as thousands of organizations have adopted process-focused programs such as TQM and ISO 9000. Proponents of such programs stress the promise of improved efficiency and profitability. But research has not consistently borne out these prospects. Moreover, the expectation of universal benefits is not consistent with research highlighting the important role of firm-specific capabilities in sustaining competitive advantage. In this paper, we use longitudinal panel data on ISO 9000 practices for firms in the auto supplier industry to study two new issues related to the adoption of process management practices. First, we find that, as the majority of firms within an industry adopt ISO 9000, late adopters no longer gain financial benefits from these practices. Second, we explore how firms’ technological coherence moderates the performance advantages of ISO 9000 practices. We find that firms that have a very narrow or very broad technological focus have fewer opportunities for complementary interactions that arise from process management practices and thus benefit less than those with limited breadth in technologically related activities.