Translating single project management knowledge to project programs

Over the past decade, the efficient implementation of project programs became of great importance. Many authors are concerned with improving the professionalism of implementing project programs, and most of them identify context‐related factors that are considered the bases of successful implementation. However, little has been written on how to use the project management toolkit in project programs. In mid‐2007, a research program was initiated to highlight the role of the single project management toolkit in implementing programs. During the research, both case‐based and interview‐based research methods were used. The primary question addressed in this article is how to translate single project management knowledge to program management.     

研发团队多元性与团队绩效关系的实证研究

研发团队的团队绩效直接影响我国自主创新和经济结构转型。文章在回顾文献的基础上对团队多元性和团队绩效分别提出4个维度进行研究,并通过212份有效问卷的数据分析,采用SPSS统计工具做实证研究。结果表明,研发团队多元性的各个维度对团队绩效的各个维度分别有不同程度的影响。     

团队多元性对团队行为的研究综述

团队多元性是近20年来组织行为学中研究的热点问题,引起了国内外学者的广泛关注。文章在国内外相关理论基础上,介绍了团队多元性的概念、维度与测量方法,评述了团队多元性对团队行为的影响,对未来的研究提出一些建议。     

团队多元性对团队行为的研究综述

团队多元性是近20年来组织行为学中研究的热点问题,引起了国内外学者的广泛关注。文章在国内外相关理论基础上,介绍了团队多元性的概念、维度与测量方法,评述了团队多元性对团队行为的影响,对未来的研究提出一些建议。     

研发团队多元性与团队绩效关系的实证研究

研发团队的团队绩效直接影响我国自主创新和经济结构转型。文章在回顾文献的基础上对团队多元性和团队绩效分别提出4个维度进行研究,并通过212份有效问卷的数据分析,采用SPSS统计工具做实证研究。结果表明,研发团队多元性的各个维度对团队绩效的各个维度分别有不同程度的影响。     

高管团队内部薪酬差距与企业绩效——以我国房地产行业为例

竞赛理论和行为理论关于薪酬差距对组织绩效影响关系的认识有很大差别,形成了争锋相对的观点。基于这两种理论,利用我国沪深两市房地产行业153家上市公司近3年的年报数据对两者的关系进行了实证分析。研究发现高管团队内部薪酬差距对于企业绩效有正向影响,符合竞赛理论的预期,这也为企业高管团队内部薪酬的制度设计带来政策启示。     

Do LGBT‐supportive corporate policies enhance firm performance?

Prior research provides evidence that lesbian, gay, bisexual, and transgender (LGBT)‐supportive corporate policies are related to important human resource functions, such as enhanced recruitment and retention. In addition, prior research indicates that investors view the adoption of such policies positively. We examine the firm‐performance mechanisms underlying favorable stock‐market reactions based on an integration of perspectives from corporate social responsibility and the business case for diversity. Specifically, we estimate a hierarchical linear model (HLM) to account for the nested nature of our data (firms nested within states) and find that (1) the presence of LGBT‐supportive policies is associated with higher firm value, productivity, and profitability; (2) the firm‐value and profitability benefits associated with LGBT‐supportive policies are larger for companies engaged in research and development (R&D) activities; and (3) the firm‐value and profitability benefits of LGBT‐supportive policies persist in the presence of state antidiscrimination laws. In supplemental analyses, we find that firms implementing (discontinuing) LGBT‐supportive policies experience increases (decreases) in firm value, productivity, and profitability. We are among the first to link LGBT‐supportive policies specifically to financial performance outcomes as well as to develop and test a multilevel model of these relationships. Our results have important implications for theory and research on LGBT issues in organizations, human resource managers, and policymakers.     

Do external diversity practices boost focal firm performance? The case of supplier diversity

Based on the resource-based view, we propose that external diversity practices such as supplier diversity may affect firm performance. We find that the relationship between supplier diversity and short-term performance (i.e. productivity) is moderated by context such that firms in declining industries experience positive productivity effects while firms in munificent industries witness negative effects. For longer-term profitability (i.e. Tobin's q), we do not find support for a positive relationship between supplier diversity and long-term performance. However, positive supplier diversity effects emerge in munificent environments. Overall, in support of the strategic human resource management approach, we conclude that the effect of external supplier diversity on firm performance is contingent upon environmental munificence, which documented the necessity to include supplier diversity as a relevant component of a comprehensive diversity and equality management system.     

When is Effort Contagious in New Venture Management Teams? Understanding the Contingencies of Social Motivation Theory

Consistent with social motivation theory, prior research on managerial motivation suggests that effort is contagious across management team members. In this study, we draw on belongingness theory to develop a model on important boundary conditions to social motivation theory in the management team context. The model predicts that new venture managers react to their teammates’ higher effort levels by investing higher effort levels themselves primarily when they are confronted with a threat – namely, low venture performance and high environmental hostility – but that effort is less contagious when managers face little threat. We test our model with a sample of 103 new venture managers nested in 51 management teams in a longitudinal setting capturing managerial effort over 26 weeks. While we do not find a direct relationship between teammates’ effort and a new venture manager’s subsequent effort, we find support for the crucial role of threat in triggering the contagion of managerial effort. We discuss the contributions of our study for research on management teams, performance feedback, and entrepreneurial effort in new ventures.     

从团队凝聚力建设谈船舶机舱人力资源管理

如何有效地防范已认定的风险和（或）将海运生产的风险降到最低,是航运界一直在探索的课题。文中将从机舱团队建设的角度来谈人力资源,从而降低人为因素对船舶安全的影响。机舱人力资源管理的目的是保证机舱人力资源发挥其应有的作用,实现机舱团队的价值,开发轮机人员的潜力,使轮机设备安全、高效、低耗的运行。     

女性领导力特质对员工绩效的影响研究——基于团队氛围的中介效应

基于女性管理者主导决策并承担组织发展责任的视角,以团队氛围为中介变量,揭示互联网时代女性领导力特质对企业管理效率的影响效应。研究结果表明,女性领导力特质对团队氛围和员工绩效具有正向的支持作用,能够促进良好团队氛围的形成,并且最终通过团队氛围的中介作用影响员工绩效,这对企业提高组织管理效率、培育员工的组织忠诚度和激发员工的创新热情,以适应互联网时代组织架构日趋网格化和组织管理社群化的要求具有重要意义。