Recruitment Source Research: Current Status and Future Directions

The effectiveness of different recruitment sources for new employees has been the topic of speculation and research for over 50 years. Effectiveness has primarily been assessed by examining turnover/job survival rates and job performance. As reported in most narrative reviews and all five quantitative reviews, referrals by current personnel, in-house job postings, and the re-hiring of former employees are the most effective sources. Walk-ins have been slightly less effective, and the least effective sources are newspaper ads, school placement services, and employment agencies (government/private). Over these 50 years, six explanations for this pattern have been offered. They are summarized and evaluated here. The practical usefulness of recruiting from effective sources is estimated, based on the effect sizes from our meta-analysis. Finally, suggestions for future research are made.     

A Current and Future Agenda for Cognitive Research in Organizations

The study of cognition in organizational settings has expanded dramatically over the last decade in response to the interdisciplinary growth of cognitive science. The first papers to appear generated great enthusiasm for the possible applications of a cognitive perspective but, understandably, focused on cognition itself, tended to work in the absence of empirical data, were sceptical about the possibility of defining collective cognition, and introduced too many similar but somewhat inconsistent concepts. The papers in this volume illustrate how we have moved beyond those early days in several critical areas, as detailed below.     

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。     

盈余管理实证研究:文献述评与未来研究方向

本文从盈余管理的度量、手段、程度和频率、动机、市场反应、经济后果和制约因素等方面,对盈余管理实证研究文献进行了全面系统的回顾和评价;在此基础上,提出了未来盈余管理实证研究的诸多命题,即会计盈余具有有用性和经济后果性,公司盈余管理行为不可能杜绝但可以预期,盈余管理仍将是未来实证会计研究的主要论题。     

道德领导的本土化研究综述与展望

从20世纪80年代开始,道德领导成为领导理论研究的新方向.以Brown(2005)的研究为标志,道德领导理论的发展进入了快车道.鉴于中西方文化对道德的理解和价值观存在差异,因此道德领导的本土化研究显得十分必要.通过梳理道德领导的本土化研究成果,发现道德领导的内涵、影响和作用机制与西方理论既有相似点,也存在不同之处.为了深化和拓展本土化道德领导理论,本文展望了未来有潜力的研究方向.     

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.     

Future Directions for the Teaching and Learning of Statistics at the Tertiary Level

Significant advances in, and the resultant impact of, Information Technology (IT) during the last fifteen years has resulted in a much more data based society, a trend that can be expected to continue into the foreseeable future. This phenomenon has had a real impact on the Statistics discipline and will continue to result in changes in both content and course delivery. Major research directions have also evolved during the last ten years directly as a result of advances in IT. The impact of these advances has started to flow into course content, at least for advanced courses. One question which arises relates to what impact will this have on the future training of statisticians, both with respect to course content and mode of delivery. At the tertiary level the last 40 years has seen significant advances in theoretical aspects of the Statistics discipline. Universities have been outstanding at producing scholars with a strong theoretical background but questions have been asked as to whether this has, to some degree, been at the expense of appropriate training of the users of statistics (the 'tradespersons').
Future directions in the teaching and learning of Statistics must take into account the impact of IT together with the competing need to produce scholars as well as competent users of statistics to meet the future needs of the market place. For Statistics to survive as a recognizable discipline the need to be able to train statisticians with an ability to communicate is also seen as an areà of crucial importance.
Satisfying the needs of society as well as meeting the needs of the profession are considered as the basic determinants which will derive the future teaching and training of statisticians at the tertiary level and will form the basis of this presentation.     

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。     

The Emerging Role of Higher Education in Educating and Assessing Future Leaders for Disaster Relief

As the frequency and intensity of disasters throughout the world increase, so do the demands for humanitarian relief and the need for effective disaster‐based leadership training. Numerous organizations are poised to act in response to disasters that necessitate a significant amount of leadership and logistics support. Although there are many entities often involved in disaster relief, the symposium outlines the emerging role higher education can play in improving response outcomes, not only by providing “boots on the ground” but also by developing skilled disaster relief leaders in both curricular and cocurricular venues. Institutions of higher education provide experiential learning opportunities offering critical service for immediate disaster relief while developing the skills of future leaders. During these experiences, students develop disaster‐based leadership and logistics acumen. Similarly, programmatic assessment is critical in measuring student leadership growth during the experiential learning process of providing disaster relief. The education and assessment of these trainings provides an important dimension of disaster leadership as it examines the leaders in action and fosters a commitment to adequately prepare them to lead in a time of disaster. A qualitative approach is recommended for assessing experiential leadership learning to better inform teaching and to cultivate future disaster leadership that meets ongoing global needs.     

非营利组织的内部控制研究

非营利组织内部控制的目标包括:保证其目标的充分实现程度;保证其信息的可靠性和完整性;保证其资源运行的经济性、安全性及完整性;保证其产品和服务的质量;保证其公信力。非营利组织内部控制的要素包括控制环境、风险管理、控制活动、信息与沟通、监督与检查。我国应该循序推进内部控制规范的制定;有效发挥内审机构在内控建设中的作用;积极探索负责人对内部控制的法定责任;逐步引入外部审计对内部控制的评价制度。     

组织中的知识分享:理论基础、研究综述与展望

知识经济时代,知识作为重要的组织资源,逐渐成为组织获得竞争优势的关键.知识分享作为知识管理的关键环节,也得到越来越多的关注.本文归纳了知识分享研究的理论基础,总结了个体、团队、组织等不同层次的知识分享研究,并系统梳理了知识分享的前因和结果.在此基础上,我们进一步明确知识分享未来研究的方向,具有一定的理论意义.     

组织内知识共享的信任模型研究

随着知识经济时代的到来,知识管理已经成为学术界和企业界竞相关注的热点。在知识管理的相关研究中,知识共享和组织内部信任问题是研究的重点课题,但对两者的综合研究还不多见。本文在前人对知识共享和信任机制的研究基础上,整合两个概念,引入组织制度、认知因素、情感因素、信任倾向等影响因素,分析出一个全新的组织内知识共享的综合信任模型,希望能够帮助组织更好地理解信任机制,促进组织内知识共享行为。     

Managerial Behaviour Research in Private and Public Sectors: Distinctiveness, Disputes and Directions

A managerial behaviour approach is identified that has sought to understand managerial work by analysing the day‐to‐day behaviour of individual managers: what do managers do? It is argued that this approach is distinctive and that its distinctiveness is valuable and has not received adequate attention. The distinctiveness is defined by its research background, object, focus and methodology. The managerial behaviour approach has developed from research over nearly fifty years: long enough for there to have been a variety of disputes about what has, or ought to have been, achieved. The relevance of these criticisms and what later research has done to meet them is assessed. Recent research directions are identified and suggestions are made for building on the distinctiveness. It is concluded that the institutional embeddedness of managerial work should attract further scholarly attention, and that the contribution of researchers in the public sector, who come from a differentdisciplinary background, needs to be integrated with that of researchers from organizational behaviour as they can contribute new conceptual approaches, which could help to revivify this field of research.     

非营利组织会计研究综述

针对目前国内外对非营利组织会计研究的焦点问题,本文界定了非营利组织的范围与非营利组织会计目标和应采取专用基金会计模式,设计了我国非营利组织会计非营利组织会计准则体系并分析了我国非营利组织会计存在的问题及未来研究方向。     

南非标准化发展趋势研究

文章通过对国家标准馆馆藏的南非国家标准文献资源的调查,利用定量分析方法试从南非标准时效性、技术领域等方面分析南非标准化发展趋势,确定南非重点发展的标准化领域,从而为我国开拓南非新兴贸易市场提出参考性建议。     

新兴技术企业市场价值的半参数自组织模型与实证研究

由于行业的高技术性、技术和市场的高度不确定性,新兴技术企业具有完全不同于一般企业的行业、技术和市场特征,其资本资产定价也更具复杂性。本文采用半参数计量经济模型结合自组织数据挖掘的GMDH算法构建了我国新兴技术企业的市场价值模型,发现新兴技术企业价值的主要相关因素及其相关关系,并解释了投资者对新兴技术企业价值关注的"异常"表现。     

人工智能驱动的组织与人力资源管理变革:实践洞察与研究方向

人工智能技术的快速发展,已成为当前组织管理实践与研究中不容忽视的背景。在人工智能驱动的组织与人力资源管理变革中,存在着更为复杂且不确定的影响模式。遗憾的是,在人工智能越来越多地应用于人力资源管理实践时,相应的学术研究却越发滞后。有鉴于此,《中国人力资源开发》2021年初策划了研究专刊并向学界同仁发布了征稿通知,最终于2022年第1期推出这一专刊。本专刊旨在多视角地呈现人工智能与人力资源管理相结合的研究成果。本文除了介绍本期专刊的时代背景和文章概述,还提出了一个人工智能驱动的组织与人力资源管理研究议题的整体框架,从产业、组织、个体、算法、伦理与法律五个层面呈现了当前的一些研究议题。本文指出未来开展人工智能驱动的人力资源管理研究需要聚焦在人工智能与人力资源管理结合后产生的真问题上,做到:(1)发现真问题,开展根植于应用场景的人工智能与人力资源管理交叉研究;(2)研究真问题,突破组织与人力资源管理的常用理论框架,从多学科理论视角提炼科学问题;(3)真研究问题,使用跨学科研究方法开展系统性的研究;(4)真解决问题,探究智能驱动的人力资源管理模式的转变,进而形成适用于中国情境的智慧人力资源管理策略以及理论创新。     

Leadership in Temporary Organizations: A Review of Leadership Theories and a Research Agenda

Projects and other temporary forms of organizing are different from standard organizational processes. As most leadership theories are based on the assumption of stable organizational environments, the increase in temporary forms of organizing poses specific challenges to leadership theories. We evaluate existing leadership theories in terms of their applicability on temporary environments and identify theories, which are adaptable to temporary settings and therefore may be the basis for empirical investigations in this field. On this basis we derive a research agenda by proposing individual leadership theories and combinations of different leadership approaches to be further assessed in research.