组织的社会化策略与员工离职倾向：一个组织进入过程的实证研究

组织社会化策略在新员工的组织进入过程中扮演重要的角色,对新入职员工的态度和行为有重要影响.本研究以一家家电企业上海总部的员工为对象,研究在中国环境下,组织社会化策略对新入职员工离职倾向的影响,发现制度化的组织社会化策略对新入职员工的离职倾向有显著的负面作用,而对老员工的离职倾向影响不显著.论文的结论对组织对新员工的组织进入过程的管理有借鉴意义.     

Identifying Organizational Subcultures: An Empirical Approach

Organizations have cultures, but parts of organizations may have distinct subcultures. The question of what is the proper level for a cultural analysis of an organization is generally handled intuitively. The organizational culture of a large Danish insurance company (3,400 employees) was measured, based on employees' answers to 18 key questions about work practices. Subsequently, scores were determined separately for 131 work groups, and these were subjected to a hierarchical cluster analysis, which produced a dendrogram. The dendrogram showed that within the company there were three distinct subcultures: a professional subculture, an administrative subculture, and a customer interface subculture. These fit a theoretical prediction by Jones (1983); the cultural rifts between the subcultures could be readily recognized in the company's practice, and had tangible consequences.     

Newcomer and Organizational Socialization Tactics: An Interactionist Perspective

During the past 15 years, organizational socialization research has focused on two issues. The first is the need for researchers to take an interactionist perspective on the process. The second has been both a conceptual and empirical concern with the pro-active socialization techniques employed by newcomers. The present article takes an interactionist perspective by presenting a model and propositions of how organization socialization tactics impact on and interact with newcomer pro-active socialization tactics to influence socialization outcomes.     

An Examination of Differences Between Organizational Legitimacy and Organizational Reputation*

abstract Organizational legitimacy and organizational reputation have similar antecedents, social construction processes and consequences. Nonetheless, an improved understanding of relationships between legitimacy and reputation requires that differences between the two be specified and clarified. Our examination of past research indicates that legitimacy emphasizes the social acceptance resulting from adherence to social norms and expectations whereas reputation emphasizes comparisons among organizations. We empirically examine two antecedents of the financial, regulatory, and public dimensions of legitimacy and reputation in a population of US commercial banks. We find that isomorphism improves legitimacy, but its effects on reputation depend on the bank's reputation. Moreover, higher financial performance increases reputation, but does not increase the legitimacy of high performing banks.     

变革型领导风格、组织即兴与组织创新的关系研究

在当前日益激烈的竞争环境下,创新是一个企业获取核心竞争力的关键因素,而变革型领导风格和组织即兴对组织创新成果产出有着重要的影响。本文在梳理国内外相关文献的基础上探讨了变革型领导风格和组织即兴对组织创新的作用机理与机制。本文采用问卷调查法,选取了我国长三角和珠三角150家科技型中小企业作为实证研究对象,共发放问卷260份,收到有效问卷198份,并采用多元回归分析的方法来分析和定量探讨变革型领导风格和组织即兴对组织创新的影响关系。研究结果表明:总体而言,变革型领导和组织即兴对组织创新具有正向的影响,同时组织即兴在变革型领导与组织创新之间起着部分中介作用。     

Organizational Transformation in Transition Economies: Resource-based and Organizational Learning Perspectives

ABSTRACT The capitalist and socialist societies of the twentieth century assigned firms different roles within their economic systems. Enterprises transforming from socialist to market economies thus face fundamental organizational restructuring. Many former state-owned firms in the transition economies of Central and Eastern Europe have failed at this task. These firms have pursued primarily defensive downsizing, rather than strategic restructuring, as a result of both internal and external constraints on restructuring strategies.
Building on the organizational learning and resource-based theories, we analyse strategies available to management in privatized, former state-owned enterprises in transition economies to restructure their organization. Both internal forces promoting or inhibiting the restructuring process, and external constraints arising in the transition context are examined. A model and testable propositions are developed that explain post-privatization performance. Implications of our research point to the ways in which firms should manage and develop their resource base to transform to competitive enterprises.     

面向复杂产品系统的研发团队组织有效性——探索性案例研究

本文采用探索型案例研究的方法,以4个复杂产品系统研发机构为案例,围绕着复杂产品系统的研发团队组织有效性进行了研究和分析。多案例研究发现：复杂产品系统的研发团队在组织形式方面呈现多层级、多类型的特征,而且这些特征与复杂产品系统自身的技术复杂程度、研制一体化程度、客户类型、产品交付周期等因素相关。通过案例分析和讨论,提出并构建了＂复杂产品系统的研发团队组织有效性模型＂,并对该理论模型中的测量变量给出了测量等级。     

Parental Leave: An Important Employee Right,But an Organizational Challenge

While parental leave is considered an important right for employees, its application in different work environments is not always straightforward. It is worthwhile to study the implementation in the workplace of the parental leave policy introduced in Québec, especially since this policy has unique characteristics not found anywhere else in North America. We chose to carry out our study in a metropolitan police service. Our results, both quantitative and qualitative, outline significant differences between the perception of all types of parental leave by respondents who have already taken it up and those who have not yet done so. Analysis of these differences brings to light the fact that formal support is not enough: management needs to make sure that employees really feel supported by their work environment when they taking up leave and that they do not feel that they have to pay for it in terms of career opportunities or advancement.     

Learning to Build a Car: An Empirical Investigation of Organizational Learning

abstract    This study provides a longitudinal empirical examination of the basic elements of Nonaka's (1994 ) dynamic theory of organizational knowledge creation. First, the data illustrate the notion that knowledge creation in organizations proceeds through an intertwined four-phase process: (1) socialization (tacit knowledge amplification); (2) externalization (tacit knowledge is transformed into explicit knowledge); (3) combination (explicit knowledge amplification); and (4) internalization (explicit knowledge is transformed into tacit knowledge). Second, the study extends Nonaka's theory by comparing the relative amount of intra-organizational knowledge transfer occurring during periods of product redesign with the amount of knowledge transfer occurring during steady-state periods. The questionnaire data suggest that the overall level of knowledge transfer is higher during periods of product redesign than it is during the steady state, whereas the interview data indicate that there were more mentions of knowledge transfer during the steady state. Third, the data suggest that there may be benefit in adding tacit error correction as a fifth phase in the learning cycle. This phase is characterized by a dual emphasis on externalization and internalization. Implications of these findings are discussed.     

Managing An Organizational Learning System By Aligning Stocks and Flows

This paper considers the relationship between the stocks and flows of learning across levels in an overall organizational learning system. A survey instrument based on the Strategic Learning Assessment Map (SLAM) was administered to 15 individuals representing senior‐, middle‐ and non‐management levels from each of 32 organizations, resulting in a total sample of 480 respondents. This research supports the premise that there is a positive relationship between the stocks of learning at all levels and business performance. Furthermore, the proposition that the misalignment of stocks and flows in an overall organizational learning system is negatively associated with business performance is also supported.     

Relationship between Organizational Change and Failure in the Wine Industry: An Event History Analysis

Whether organizational change is adaptive or disruptive has been an issue among organization researchers. This paper examines the effect of organizational change on organizational failure and compares the result to previous findings. To increase comparability, we replicated Delacroix and Swaminathan’s (1991) format of the California wine industry study using Missouri wine industry data. Event history analysis is used to cover time-varying variables and censoring problems. Following an organizational ecology perspective, our result supports the finding that organizational change is not related to organizational failure     

企业招聘网站设计因素与应聘者求职意向——组织信任感的中介作用

基于多轮开放式与封闭式问卷调查研究,探索企业招聘网站内容的内涵与结构,考察企业招聘网站设计因素(内容、结构和视觉因素)对应聘者求职意向的影响及其中介机制.实证研究结果显示,招聘网站内容包括组织文化与背景、组织政策与环境、组织薪酬与福利和岗位职责与要求四个维度;招聘网站内容和视觉对应聘者求职意向有显著积极影响,网站结构对应聘者求职意向无显著影响;组织信任感在招聘网站内容和视觉与求职意向之间起中介作用.     

组织伦理气候、组织承诺与离职意向的关系:基于旅游企业样本的实证研究

本研究在假设推理的基础上,构建了组织承诺在组织伦理气候对离职意向施以影响过程中的中介效应模型.通过问卷调查,收集302名旅游企业员工的一手数据进行层次回归分析.结果显示:规则型伦理气候对离职意向具有显著的负向影响,且组织承诺在其间起到完全中介作用;关怀型伦理气候对离职意向具有显著的负向影响,组织承诺在其间起到部分中介作用;自利型伦理气候对离职意向具有显著的正向影响,组织承诺在其间起到完全中介作用.     

An Exploratory Investigation of Organizational Values in the United States and India

Abstract

This exploratory study examined similarities and differences between organizational values in the United States and India (n = 188). Results indicate (a) that the national culture impacts organizational values in USA and India and (b) support for the crossvergence perspective particularly for Indian organizational values wherein the values indicate a combination of indigenous and Western values. Given the increased US investment and business presence in India, a discussion of management procedures and techniques compatible with the Indian business values is offered for US managers dealing with an Indian work force.     

物流企业内部冲突与组织绩效的实证研究

在我国经济增长的过程中,物流企业发挥着极为重要的作用,已成为我国经济的重要组成部分.近年来,我国物流企业内部冲突数量呈现上升趋势,这直接导致企业员工满意度、工作积极性下降,进而影响企业目标的实现.通过设计冲突水平量表,构建数学模型对企业内部冲突水平与组织绩效之间的相关性进行实证研究,结果表明内部冲突水平值与满意度值之间存在倒“U”型的曲线关系.     

物流企业内部冲突与组织绩效的实证研究

在我国经济增长的过程中,物流企业发挥着极为重要的作用,已成为我国经济的重要组成部分。近年来,我国物流企业内部冲突数量呈现上升趋势,这直接导致企业员工满意度、工作积极性下降,进而影响企业目标的实现。通过设计冲突水平量表,构建数学模型对企业内部冲突水平与组织绩效之间的相关性进行实证研究,结果表明内部冲突水平值与满意度值之间存在倒U型的曲线关系。