Are you really doing good things in your boss's eyes? Interactive effects of employee innovative work behavior and leader–member exchange on supervisory performance ratings

Organizations increasingly depend on employee efforts to innovate. However, the quality of relationships between leaders and employees may affect the recognition that employees receive for their innovative work behaviors. Drawing from a social cognition perspective, we tested a model in which leader–member exchange (LMX) moderates the impact of employee innovative work behavior on supervisory ratings of employee performance. Results from two multisource studies combining self, colleague, and supervisor ratings consistently showed that employees receive more favorable performance ratings by engaging in innovative work behavior when they have high‐quality LMX relationships. Moreover, we found that this interactive relationship was mediated by leader perceptions of innovative employee efforts, providing support for a moderated mediation model. Implications for the literatures on performance appraisal, LMX, and innovation are discussed.     

When age does not harm innovative behavior and perceptions of competence: Testing interdepartmental collaboration as a social buffer

Can older managers overcome stereotypes relating age to low competence? We integrate the literature on age and cognitive ability with research on innovation to explore whether—and if so, when—employees' age harms performance and promotability appraisals made by their supervisors. Multisource, time‐lag data from 305 project managers indicate that the negative stereotypes can be explained through decreased innovative behavior. However, older employees are not always seen as poorer performers with less potential to be promoted due to their reduced innovative behavior. Rather, interdepartmental collaboration moderates these effects. Specifically, older employees with low interdepartmental collaboration are less innovative and receive worse performance and promotability appraisals than younger employees, but the “age handicap” vanishes when older employees collaborate with members of other departments. Organizations should foster formal or informal collaboration among units to prevent negative consequences of an aging workforce.     

企业应收账款管理研究

我国经济已由高速增长阶段转向高质量发展阶段,“提升治理能力,实现高质量发展”是我国面对新变化、新趋势再一次作出的明确路径选择。如何加强应收账款的管理,已经成为现代企业管理中不容回避的问题。论文通过对LD公司应收账款管理的研究,提出改进方案和实施保障措施,有助于解决LD公司应收账款管理的实际问题,顺应企业高质量发展需求,提高应收账款管理能力,推动企业朝着更高质量、更可持续的方向发展。     

基于复合DEA的我国企业自主创新绩效的评价与分析

首先构建了对我国企业自主创新绩效评价指标体系;在此基础上,运用均值法对原始数据进行了处理;继而,以我国主要行业领域内的14个代表型企业为评价样本,运用数据包络分析方法对其自主创新绩效进行了客观量化实证研究,并对评价结果进行了分析,找出影响我国企业自主创新绩效的关键因素。     

技术性贸易壁垒与合格评定程序

随着WTO和贸易自由化的发展，各国的关税水平大幅度降低，以及配额、许可证等非关税措施的逐步取消，大大促进了国际贸易的发展，技术贸易措施在国际贸易中的地位日益重要。合格评定程序是指任何直接或间接用以确定产品是否满足技术法规或标准要求的程序。合格评定程序是企业扩大对外出口、突破技术贸易壁垒的有效措施。     

360度绩效评价研究

绩效评价是现代人力资源管理的重要内容之一,如何客观、公正地评价员工的绩效,采用更加灵活的模式评价管理者的工作,是当前人力资源管理与实践亟待探讨和解决的问题。本文阐述了360度评价法的产生和发展过程,通过对案例的分析进一步说明其优缺点,最后提出展望。     

湿地公园规划的生态服务功能影响预评价

鉴于湿地生态系统的特殊性和敏感性,科学地保护和利用湿地资源、合理地进行湿地利用规划,一直是相关学者所关注的问题;以安徽省北部淮河三汊河湿地为例,从水文调节、大气调节、水体净化、物质生产、文化功能、提供生境和生物多样性价值等方面采用替代成本法、恢复成本法、市场价格法和影子工程法对湿地生态服务价值进行经济核算;分别以生态服务功能价值的理论值(2152.9万元)和现状值(1982.7万元)为参考标准,进行湿地公园规划对湿地生态影响的比较分析,预评价湿地公园规划后的生态服务功能价值为2447.2万元,较理论值和现状值都高;在各项服务功能中,除物质生产功能影响为负值外,其它各项值均为正值,在水文调节、水体净化和文化功能方面变化值较大,因而,从生态服务功能角度考虑,可以认为公园规划具备合理性和可行性。     

航材保障中第三方物流企业的选择研究

应用层次分析方法的思想,从航材保障对第三方物流的要求制定了科学的评价指标体系。结合指标体系利用模糊评价方法,构建了对第三方物流企业的选择模型,对航材保障中的第三方物流企业做出基本的评价,提供了科学的选择方案。     

论企业业绩评价中的非财务指标及其量化

财务指标在企业业绩评价中存在诸多缺陷，可以将非财务指标纳入企业业绩评价体系以弥补财务指标的不足。对具体企业而言，非财务指标的选取关系到业绩评价科学性与合理性，而非财务指标的量化是业绩评价中的关键问题，系统工程中经常使用的层次分析法是进行非财务指标量化的有效方法。     

析环境审计对ISO14000的借鉴

ISO14000环境系列标准和环境审计的关系如何，尤其是环境审计中如何借鉴ISO14000的问题，尽管受到广泛关注但始终未得到认真的研究和解决。本文以近年来对该问题研究的结果为背景，对环境审核与环境绩效审计之间的关系进行辨析，在此基础上提出环境审计应该从评价标准和最佳实务支持两方面对ISO14000进行借鉴。