共查询到20条相似文献,搜索用时 46 毫秒
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《中国质量技术监督》2011,(8):1
多刊登一些案例我建议贵刊能否在案例沙龙里多刊登一些案例分析,这些确实对我们基层的工作很有帮助。另外,我希望贵刊能增加一些与老百姓生活相关的购物指南方面的内容。 相似文献
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《广西质量监督导报》2009,(1):110-110
"质量监督·聪明消费·体验品质·享受生活"是《广西质量监督导报》的服务宗旨.也是负责任的企业.理性消费者的共同的愿望.我们希望通过《广西质量监督导报》这个大家的平台,搭建起各质监部门、企业、消费者的沟通的桥梁。 相似文献
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How do you know if a 360 process has been implemented successfully? What are the factors that influence its success? How can those factors be controlled by those responsible for its implementation? Despite its popularity, there has been little effort to build a comprehensive model that addresses these fundamental questions about 360 feedback. In a quest for such a model, we identify a host of key factors organized according to whether they exert their influence proximally or distally. We discuss how each factor contributes to successful implementation. After identifying how design features of a 360 process affect these key factors, we recommend how to enhance the probability of implementing 360 feedback successfully and sustaining the process over time. © 2001 John Wiley & Sons, Inc. 相似文献
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《Human Resource Management Review》2023,33(4):100986
Feedback orientation reflects an individual difference in one's receptivity to feedback. We present the results of a meta-analysis of the feedback orientation literature. Based on k = 46 independent samples, representing n = 12,478 workers, meta-analytic results suggest that feedback orientation is positively related to learning goal orientation (rc = 0.39), job satisfaction (rc = 0.33), work performance (rc = 0.35), and feedback seeking (rc = 0.43). Meta-analytic regression and dominance analysis was used to tease apart how related informal feedback constructs (i.e., feedback seeking, feedback environment, & feedback orientation) aid in the prediction of outcomes, above and beyond two established predictors of job attitudes and work performance: role clarity and leader-member exchange. We also present an interactive exploratory data analysis tool to aid in developing future research questions regarding the connection between informal feedback constructs and work outcomes. 相似文献
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以复杂供应链为研究对象,提出了基于供应链自适应反馈控制模型的多级供应链成员行为与决策的动态协调机制,进而提出了供应链的分布式决策支持系统体系结构,使得各成员企业按照各自的行为特性进行的自主(自发)决策在供应链层级的行为协调机制作用下,最终实现供应链系统对外部环境(包括终端市场)信息及其变化的实时、最优反应,不仅使系统具有高度的敏捷性和稳定性,而且能够使所有成员的利益得到保障和提升,使系统效率达到最大化。 相似文献
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This paper experimentally investigates the impact of different pay schemes and relative performance feedback policies on employee effort. We explore three feedback rules: no feedback on relative performance, feedback given halfway through the production period, and continuously updated feedback. We use two pay schemes, a piece rate and a tournament. We find that overall feedback does not improve performance. In contrast to the piece-rate pay scheme there is some evidence of positive peer effects in tournaments since the underdogs almost never quit the competition even when lagging significantly behind, and front runners do not slack off. But in both pay schemes relative performance feedback reduces the quality of the low performers' work; we refer to this as a “negative quality peer effect”. 相似文献
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反馈干预(Feedback Intervention)是企业在进行管理实践时常常使用的手段,即通过给予员工绩效反馈明确指出员工工作的不足之处.然而反馈干预的效果并不稳定,元分析发现大概有三分之一的反馈干预导致员工绩效下降.为了研究反馈干预效果不理想的原因,反馈反应(Feedback Reactions)的构念应运而生.本文通过综述前人研究,介绍了反馈反应构念的内涵,着重介绍了影响反馈反应的前因变量,并阐述了反馈反应影响哪些员工行为和态度.最后对未来反馈反应的研究做出了展望. 相似文献
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Florian Ederer 《Journal of Economics & Management Strategy》2010,19(3):733-769
We investigate the choice to conduct interim performance evaluations in a dynamic tournament. When a worker's ability does not influence the marginal benefit of effort, the choice depends on the shape of the cost of effort function. When effort and ability are complementary, feedback has several competing effects: it informs workers about their relative position in the tournament (evaluation effect) as well as their relative productivity (motivation effect) and it creates signal‐jamming incentives to exert effort prior to the performance evaluation. These effects suggest a tradeoff of performance feedback between evaluation and motivation which is in accordance with organizational behavior research and performance appraisal practices. 相似文献