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The organizational learning construct and its effective mechanism are two research issues. This study is based on a survey
of 908 managers and employees from 43 companies in different regions of China. The results of exploratory factor analysis
(EFA) and confirmatory factor analysis (CFA) show that organizational learning in Chinese enterprises is a multi-dimensional
construct comprising of inter-organizational learning, organization-level learning, collective learning, individual learning,
exploitation learning and exploration learning. The results of hierarchical linear modeling (HLM) reveal that the unit-level
dimensions of organizational learning affect employee’s satisfaction and emotional commitment through the mediation of individual
learning. In organizations characterized by high level of organization-level learning and low level of exploitation learning,
there is a strong correlation between employees’ satisfaction/emotional commitment and their turnover intention. Hierarchical
regression analysis (HRA) also indicates that organizational learning affects perceived organizational financial performance
through the full mediation of organizational innovation. Some implications are discussed for organizational learning research
and practice.
Translated and revised from Guanli Kexue Xuebao 管理科学学报 (Journal of Management Sciences in China), 2007, 10(5): 48–61 相似文献
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凌文辁 《广东财经职业学院学报》2010,(3):39-44
管理学的发展经历了古典的科学管理(始于20世纪初期)、行为科学(始于20世纪20年代末,30年代初)和管理科学(始于20世纪40年代)三个阶段。现代管理学已进入“以人为本”的时代,因此,行为科学越来越受到国际管理学界和企业界的青睐。本文介绍了行为科学的起源和形成,它的发展历史;描述了它与相关学科的关系;重点介绍了行为科学被引进中国的历程。当初对这一学科的引进作出贡献的少数先驱者们都已退休甚至作古。作为最早的引进参与者,本文作者见证了这一段历史。应编辑部之约,撰写此文,以作纪念。 相似文献