负面人格特质对领导个体行为的影响

负面人格特质是指在压力或危机下个体表现出的趋向人格障碍的个性特质，这些负面人格特质会导致领导者做出不同的个体行为，进而影响领导者的绩效表现。本文从领导者的决策行为以及人际互动行为两方面回顾了国内外有关负面人格特质对领导个体行为影响的实证研究，并对研究方法、理论依据存在的不足进行评述，提出未来的研究应该：（1）基于具体情境，研究负面人格特质与领导个体行为之间的关系；（2）从组织一员工双向视角考察负面人格特质对双方影响的动态过程。     

试析公平理论在领导活动中的应用

本文通过对公平理论概念、源起、主要内容的论述,分析了在领导活动中可能产生不公平感的原因,从而阐释了公平理论对于领导活动的重要作用.在领导工作中,领导者应当借鉴公平理论的研究成果,指导人们正确看待和处理公平问题,努力营造一个公平的组织环境.     

From cross-cultural management to global leadership: Evolution and adaptation

We provide a quasi-historical review of how the field of global leadership evolved. In doing so, we conceptually map an overall trajectory of the field of global leadership, discussing the nature of its origins in the field of cross-cultural management. We trace evolutionary trends in the field of cross-cultural management from 1960 to the present, and explore how these trends influenced the formation of the global leadership literature. After reviewing the primary domains of the global leadership field, we conclude with a discussion of the implications of our analysis for future research and managerial practice.     

Servant leadership,social exchange relationships,and follower's helping behavior: Positive reciprocity belief matters

This study examined how leader-member exchange (LMX) and team-member exchange (TMX) mediate the relationship between servant leadership and helping behavior. The bootstrapping results involving 300 five-star hotel employees and their 80 immediate supervisors revealed that (1) LMX and TMX respectively mediated the relationship between servant leadership and helping behavior, (2) positive reciprocity belief moderated the relationship between servant leadership and LMX, (3) positive reciprocity belief moderated the relationship between servant leadership and TMX. Furthermore, moderated mediation analysis demonstrates that (4) the mediated relationship linking servant leadership with helping behavior via LMX is stronger when positive reciprocity belief is high, and (5) the mediated relationship linking servant leadership with helping behavior via TMX is stronger when positive reciprocity belief is high. We discuss theoretical and practical implications and recommend future research.     

组织创新管理能力成熟度模型研究——基于欧盟创新管理标准

以欧盟创新管理标准中的创新管理体系框架和最佳业务实践为依据,利用CMMI模型为工具,构建了组织创新管理能力成熟度模型,该模型体现了前沿性、国际性和可操作性的特点,为组织创新管理能力评估和提升提供理论模型和实践指导。     

Do board chairs matter? The influence of board chairs on firm performance

Research summary : We use a variance decomposition methodology to assess the degree to which board chairs may influence their companies' performance. To isolate the board chair effect, we focus on firms in which the CEO and board chair positions are separated. Using a U.S. sample of 6,290 firm‐year observations representing 1,828 board chairs in 308 different industries, our results indicate that the board chair effect is substantial at about nine percent. Drawing on resource dependency theory, we also theorize and show how this board chair effect is contingent on the task environment in which firms operate. Our results add to the literature examining the role and influence of board chairs and the context in which chairs may have a greater impact on performance. Managerial summary : Following institutional and regulatory changes, more firms are separating the CEO and board chair positions. With an increasing number of individuals separate from the CEO serving as board chairs, a critical question becomes: What influence do these separate board chairs have on firm performance? Prior research suggests that separate board chairs can provide important resources—including advice and counsel, legitimacy, information linkages, and preferential access to external commitments and support—to their CEOs, other top managers, and overall firms. In turn, who the board chair is and the individual's ability (or lack thereof) to provide these resources may have a significant impact on firm performance. Offering support for this perspective, we find that separate board chairs explain nine percent of the variance in firm performance. Copyright © 2016 John Wiley & Sons, Ltd.     

New development: Financial reforms played in two octaves— yet again?

Major public service reforms are underway at the national level in Australia. The reforms are being implemented progressively over a three-year period. This is the third in a series of articles looking at the implementation of these reforms and focuses on the second stage, which was supposed to be completed in 2015. The author examines the recent report of the Joint Committee of Public Accounts and Audit which reviewed the development of the ‘Performance Framework’ through a series of public hearings. He explains why, for good governance, particularly in a difficult economic and budgetary climate (domestically and internationally), public interest considerations must prevail, not just in issues about ‘how’ but also about ‘what’ is being actually achieved. There is considerable scope for shared learning and experience across governments and sectors of the economy in any reforms of the public sector.     

社会主要群体的马克思主义信仰比较研究——以江苏省调查为例

目前，我国社会各主要群体均能较为客观正确地看待马克思主义信仰，但多元社会思潮的冲击以及马克思主义信仰教育流于形式也是当下社会各主要群体马克思主义信仰建立中普遍存在的问题。此外，社会各主要群体在信仰层次、内容等方面还表现出一定的差异性。其根本原因在于各群体自身的差异、社会精神与物质发展的不协调性以及各群体所处社会环境的迥异性。为此，应从增强马克思主义信仰宣传教育形式以及内容的针对性，营造有利于马克思主义信仰宣传教育的社会舆论环境等方面改善和加强马克思主义信仰宣传教育。     

Strategic communication in transnational corporations——A case study of Motorola Solutions

Transnational corporations start from global strategy. Strategic communication is essential to a transnational corporation to develop harmonically in different cultural background. This article is to analyze the organizanonal culture and communicational strategies with a case study of Motorola Solutions     

变革型领导对国有企业改革与发展的影响作用分析——基于泸州老窖的案例研究

笔者采用案例研究方法,选取国内一家大型国有控股企业作为研究对象,运用变革型领导理论分析和总结国企领导的变革创新特征及其在国企改革中的重要作用。探索性研究发现,企业困境、市场竞争、国家政策、政府支持等因素共同催生了国有企业的变革型领导;变革型领导结合本企业生产经营特点,主要通过企业产权、人事、营销、生产、企业文化等五个方面的改革和创新,使企业摆脱困境,走上持续发展的道路。