透析组织中的员工沉默行为

从企业管理的角度提出了员工沉默的四分法,即:个体沉默、群体沉默、同行沉默和上行沉默四种形式,并分析了员工沉默的产生原因,以及员工沉默对组织和员工个体带来的消极影响。在此基础上,提出了改善员工沉默的人力资源管理和开发策略。     

Silence and Voice in Nigeria's Hybrid Urban Water Markets: Implications for Local Governance of Public Goods

This article highlights how the governance of the water sector affects the strategies and tactics urban residents use to gain improved access to water for household consumption in cities with limited networked infrastructure. A framework of exit, voice and loyalty (EVL) is used to characterize the actions household decision makers take in neighborhoods across metropolitan areas. In Nigeria, Lagos and Benin City are rapidly growing metropolitan regions with urban water markets competing with a state‐run utility. Scholars have documented informality and hybridity between state and non‐state actors, but there is less understanding of variables associated with citizen behavior in urban water markets across different types of households and communities. This article places Nigeria in the context of African mobilization around water provision, using interviews, observation and findings from fieldwork, household interviews and surveys undertaken between 2008 and 2015 to show how access to water is shaped by the interplay between state and non‐state sources of water. This access is filtered through differently regulated service providers and the perceived authority of each actor involved in water delivery, which can lead to what I call structural silence. Findings show the need for a grounded understanding of factors influencing voice and participation in local governance.     

The Dynamics of the Adoption of Product and Process Innovations in Organizations

While many researchers have fruitfully explored the patterns of adoption of product and process innovations across industries, few have studied these same patterns within individual firms. In this study we address this issue, examining the dynamics that govern the adoption of product and process innovations at the firm level over time. We examine questions such as: Which type of innovation is more readily adopted? Does the adoption of one type of innovation lead or lag the adoption of the other type? And, would the pattern of adoption of innovation types have an effect on organizational performance? Using data on the innovations introduced between 1982 and 1993 by a sample of 101 commercial banks in the United States, we find that: (1) product innovations are adopted at a greater rate and speed than process innovations; (2) a product–process pattern of adoption is more likely than a process–product pattern; (3) the adoption of product innovations is positively associated with the adoption of process innovations; and (4) high-performance banks adopt product and process innovations more evenly than low-performance banks.     

中国组织情境下的员工建言行为:研究述评与未来展望

建言行为作为员工向组织贡献自身智慧的重要途径,是近年来组织行为学研究领域的热点问题.在中国组织情境下,由于受文化因素的影响,员工建言行为有别于西方.为加深对中国组织情境下员工建言行为的理解,本文从员工建言行为的结构、测量、影响因素与影响结果等方面对相关研究成果进行了梳理总结,以图能为未来研究提供有益参考.     

Speaking Up in the Operating Room: How Team Leaders Promote Learning in Interdisciplinary Action Teams

ABSTRACT This paper examines learning in interdisciplinary action teams. Research on team effectiveness has focused primarily on single-discipline teams engaged in routine production tasks and, less often, on interdisciplinary teams engaged in discussion and management rather than action. The resulting models do not explain differences in learning in interdisciplinary action teams. Members of these teams must coordinate action in uncertain, fast-paced situations, and the extent to which they are comfortable speaking up with observations, questions, and concerns may critically influence team outcomes. To explore what leaders of action teams do to promote speaking up and other proactive coordination behaviours – as well as how organizational context may affect these team processes and outcomes – I analysed qualitative and quantitative data from 16 operating room teams learning to use a new technology for cardiac surgery. Team leader coaching, ease of speaking up, and boundary spanning were associated with successful technology implementation. The most effective leaders helped teams learn by communicating a motivating rationale for change and by minimizing concerns about power and status differences to promote speaking up in the service of learning.     

The Geometry of Comparative Industrial Relations: Efficiency,Equity and Voice

This article focuses on John Budd’s efficiency, equity and voice concepts. The discussion considers the concepts’ utility as a framework for analyzing different national patterns of industrial relations in a comparative perspective. The article considers eight forms of employment relationships: social partnerships, sectoral bargaining, centralized awards, enterprise unionism, exclusive representation, codetermination, the US new deal system and voluntarism. The author concludes that this is a useful framework for such purposes, and that it is following the industrial relations tradition of pluralism.     

员工建言发生和领导者建言采纳:权力感的视角

员工建言对组织决策、创新和绩效有着重要的影响。这些积极作用的发挥取决于两个重要过程:员工建言发生和领导者建言采纳。本文从权力感视角出发,探究了权力感对员工建言发生和领导者建言采纳的影响机制。本文主要包括三部分内容:一是员工权力感促进建言想法形成(员工建言发生的第一阶段)的机制研究;二是员工权力感促进其建言表达(员工建言发生的第二阶段)的机制研究;三是领导者权力感对其建言采纳的影响机制。本研究在理论上完善和拓展了权力感视角下的建言研究,在实践上为组织管理员工建言提供了借鉴意义。     

The Interrelationship of Governance,Trust, and Ethics in Temporary Organizations

This study investigates the variety of ethical decisions of project managers and their impact from corporate governance and project governance structures. The roles of personal trust and system trust as a mechanism to steer ethical decision making in different governance settings is explored. Nine qualitative case studies in Europe, Asia, and Australia show that ethical decision making is contingent on trust, which in turn is contingent on the fulfillment of personal expectations within a given governance structure. The findings show the prerequisites for ethical decision making and the consequences of lack of trust. Further managerial and theoretical implications are discussed.     

基于AI的情绪识别在组织中的实践:现状、未来和挑战

人工智能(AI)的蓬勃发展为组织内员工情绪的识别、评估和管理带来新契机的同时,也对组织管理领域既往的研究模式提出了挑战。基于AI的情绪识别研究作为一个新兴的交叉研究领域,仍未得到组织实践者的积极关注,学界对AI情绪识别缺乏全面正确的认识。本文首先对基于AI的情绪识别模型进行理论探讨,重点介绍AI情绪识别的技术路线与意义。在此基础上,对AI情绪识别的技术路线提出展望,并指出AI情绪识别在组织管理领域中能够帮助研究者优化情绪测量工具、拓展研究视角并推动组织管理的实践。最后,对AI情绪识别在未来发展中可能面临的伦理问题和效度问题进行讨论。     

组织沉默的研究综述及研究展望

组织沉默是组织中普遍存在的一种群体现象,是指员工对组织潜在的问题保留个人观点的行为。组织沉默可以避免意见的分歧和正面的冲突,但更多的是给组织和个人带来消极的影响。组织沉默作为员工在组织中的行为表现,对组织绩效有重要的影响。     

团队建言结构:概念、前因及其对团队创新的影响

面对全球化的竞争压力和持续动荡的外部环境,企业应对的一个关键措施在于改革组织架构,通过组建工作团队,以汇聚员工智慧对市场变化做出有针对性的快速反应.组建团队的目的在于激发每个成员的参与,团队创新需要每位成员敞开心扉,勇于讲出自己的观点和看法.但这一要求在现实中却远非如此,大多数的员工在工作中倾向于保持沉默而不是把自己的观点讲出来.员工保持沉默不仅仅是因为他们害怕触犯领导,同时他们也在通过沉默维护同事关系,避免伤害同事.针对这种困境,本研究提出了团队建言结构这一概念,以分析团队成员之间的建言互动为出发点,探讨团队成员间的建言互动对团队创新的影响.本研究主要包括以下内容:(1)结合社会网络的分析方法,描述团队成员之间建言互动模式,完善团队建言结构的概念基础与理论内涵;(2)在概念发展的基础上,分析影响团队成员之间形成利于创新的建言结构的关键因素;(3)结合概念分析,进一步探讨团队建言结构如何通过促进了团队内部的学习行为和知识运用,进而提升团队创新水平.我们希望在构建理论贡献的同时,探讨企业如何进行有效的团队建言管理,从而打破团队内的沉默,提升团队创新水平.     

企业员工沉默行为研究述评及启示

当员工有能力改进当前企业绩效时,却对企业中存在的潜在问题保留了相关观点,这种现象被称为员工沉默。虽然员工沉默有助于减少管理信息泛滥,使得组织关系更为融洽。但同时其给企业和个人带来了很多负面影响,应引起广泛关注。     

我国民间组织的发展现状、存在问题及对策建议

目前,我国民间组织的社会关注度进一步提高,政府向民间组织购买公共服务逐年增加,但是总体来说,民间组织仍然发展缓慢,增速递减。民间组织存在着建立门槛高,程序繁琐,经费不足,力量较弱,相关法律法规体系不健全等问题。针对这些问题,政府要加强对民间组织的扶持和培育,建立政府购买服务的制度化保障机制,对民间组织的登记管理制度进行改革和创新,并为民间组织的发展创造良好的法律环境。同时,民间组织要增强自身能力,拓宽资金来源。     

工作自主性、心理可得性与员工建言行为:差错反感文化的调节作用

员工建言对组织决策乃至长远发展都至关重要.文章首次将心理可得性、差错反感文化纳入工作自主性与建言行为的关系中进行研究,基于社会交换理论、资源保存理论等,探讨了心理可得性作为中介变量,差错反感文化作为调节变量的影响机制.通过对新疆、河南、上海等地246份企业员工的调查问卷实证研究发现:工作自主性显著正向影响员工建言行为,心理可得性在两者间起部分中介作用,差错反感文化在两者间起负向调节作用.这对企业员工工作自主性的形成、心理可得性的培养、良好组织文化的建立有重要启示.     

我国非营利组织营销的现状、挑战和对策

随着市场经济改革和经济全球化趋势的加快,我国非营利组织在发展过程中正面临诸多的机遇与挑战。众多的非营利组织越来越迫切的感觉到实施营销的必要。在充分分析非营利组织营销现状和面临的挑战的基础上,为我国非营利组织实施营销战略提出了相应的建议。     

The Internet and Civil Society: Environmental and Labour Organizations in Hong Kong

To what extent has the internet strengthened civil society? In which ways have civil society organizations (CSOs) used the internet to communicate their missions, enhance the discussion of public issues, extend networks and mobilize collective actions? This article seeks to answer these and related questions by reporting on an empirical study in Hong Kong. The study involves an analysis of the web pages launched by 14 environmental groups and 22 labour organizations on the one hand, and in‐depth interviews with representatives of five of these organizations on the other. Due to the lack of resources and low level of e‐readiness among most CSOs, as well as the prevalence of a parochial outlook among most labour organizations, the new technology has only found limited application in Hong Kong. At the same time, due to a top‐down management orientation, the leaders of these CSOs have been more inclined to use the technology to communicate with each other than to build networks with rank‐and‐file members and supporters. Nonetheless, the findings of this study suggest that the technology has much potential for pluralizing public discourse, involving more people in rational‐critical discussion of key public issues, as well as enhancing the capacity of existing CSOs to develop a sense of community and get mobilized. The technology also facilitates the emergence of novel types of collective action and as such taps into resources that are otherwise unavailable. In addition, the new technology makes it possible for individual activists to seek each other out, further cultivate their sense of community and launch collective actions on issues ignored by existing CSOs. Finally, it is through the synergy of online/offline discourses and activities that the internet exerts much of its positive impact on the expansion of civil society. Dans quelle mesure internet a‐t‐il renforcé la société civile? Comment les organisations de la société civile (OSC) ont‐elles utilisé internet pour annoncer leurs missions, améliorer le débat sur les questions publiques, prolonger les réseaux et mobiliser des actions collectives? Pour répondre à ces questions et à d’autres, l’article rend compte d’une étude empirique sur Hong‐Kong. Celle‐ci couvre, d’une part, l’analyse de pages Web créées par 14 groupes environnementaux et 22 organisations syndicales et, d’autre part, des entretiens approfondis avec des représentants de cinq de ces entités. La pénurie de ressources et le faible niveau de maturité en nouvelles technologies au sein de la plupart des OSC, ainsi que la vision étriquée de la plupart des organismes syndicaux, ont conduit à des applications limitées de ces technologies à Hong‐Kong. Parallèlement, à cause d’un fonctionnement hiérarchisé, les dirigeants de ces OSC ont eu davantage tendance à recourir à la technologie pour communiquer entre eux que pour bâtir des réseaux avec des membres de base et des partisans. Néanmoins, d’après l’étude, la technologie peut permettre de diversifier le discours public en impliquant davantage de personnes pour débattre de manière rationnelle et critique des problèmes publics essentiels et en renforçant la capacité des OSC existantes à développer un sens communautaire et à mobiliser. De plus, la technologie facilite l’apparition de nouveaux types d’action collective, puisant ainsi dans des ressources par ailleurs inaccessibles. En outre, la nouvelle technologie permet aux militants de s’adresser les uns aux autres, de nourrir leur sens communautaire et de lancer des actions communes sur des aspects délaissés par les OSC existantes. Pour finir, c’est grâce à la synergie des activités et discours en ligne et classiques qu’internet exerce une grande part de son impact positif sur l’essor de la société civile.