广告测试中的十项注意

我们都很熟悉零售商约翰·沃纳梅克的著名论断:"我用在广告方面的支出有一半被浪费掉了.我只希望知道被浪费的是哪一半."这句话在很多营销教科书中被当做广告学这一章的引言多次采用.     

The Hierarchical Abuse of Power in Work Organizations

Although much theoretical and empirical research has examined organizational power, virtually none has addressed the hierarchical abuse of power in organizations. Managers' incentives and discretion and subordinates' dependencies define the abuse of power as an important organizational issue. This paper offers a conceptualization and process model to help further theoretical and applied understanding, and it considers the ethical nature of power abuse. Two dimensions, disrespect for individual dignity and interference with job performance or deserved rewards, conceptualize the interpersonal abuse of power. Behavioral examples of each dimension are provided.The process model delineates powerholders' motives to abuse power and indicates individual attributes that increase the probability of their pur-suing these motives. Organizational conditions that allow or encourage the abuse of power and managers' particular sources of power interact with these motives and attributes to define decisions about abusing power. Norms and considerations of risk influence these decisions. The decision to abuse power leads to the enactment of power strategies, and they generate intended and unintended outcomes. The process model presented here recognizes an emotional component of the hierarchical abuse of power.     

农业合作组织中的人力资源问题研究

我国的农业合作组织进入了发展的初期阶段,在影响其发展多种因素中人力资源有着重要的作用。由于人力资源的缺乏,我国农业合作组织管理出现了合作异化的现象,如果进一步的分析农业合作组织人力资源的现状和其原因,就可以对农业合作组织长期和短期的人力资源发展情况提出一些建议。     

The Impact of Situational Influences on Corruption in Organizations

The literature states that both situational and individual factors contribute to corrupt behavior. This study investigates the influence of rarely empirically investigated situational factors – the size of the bribe, time pressure, and the degree of abstractness of the business code – on the Model of Corrupt Action that describes the subjective decision making process of corrupt actors. To test the effects, I used an experimental simulation design. Only few effects were found. Thus, my results show a certain robustness of corrupt behavior against the examined situational influences. Based on these results, I discuss implications for the prevention of corruption in organizations.     

流通创新驱动的十大对策

改革开放以来,我国流通业取得了巨大进步,但仍然处于粗放型发展阶段,网络布局不合理,城乡发展不均衡,集中度偏低,信息化、标准化、国际化程度不高,效率低、成本高问题日益突出.面对流通业发展现实,应实施创新驱动发展战略,进行理论创新驱动、制度创新驱动、信息化创新驱动、供应链管理创新驱动、结构调整创新驱动、生活与商务服务创新驱动、就业创新驱动、消费创新驱动、市场创新驱动、商业文化创新驱动,为我国流通业发展注入新的活力与动力.     

The Ethics of Blockchain in Organizations

Journal of Business Ethics - Blockchain is an open digital ledger technology that has the capability of significantly altering the way that people operations (i.e. human resource management)...     

The Escalation of Deception in Organizations

Drawing on a number of recent high-profile cases of corporate corruption, we develop a process model that explains the escalation of deception in corrupt firms. If undetected, an initial lie can begin a process whereby the ease, severity and pervasiveness of deception increases overtime so that it eventually becomes an organization level phenomenon. We propose that organizational complexity has an amplifying effect. A␣feedback loop between organization level deception and each of the escalation stages positively reinforces the process. In addition, moderators are proposed that will halt escalation at various stages. By conceptualizing corporate deception as a social process, the paper contributes to a growing body of research that looks beyond 'bad' individuals for the causes of corporate illegality. Peter Fleming is Professor of Work, Organization and Society Queen Mary College, University of London. He has held academic positions at Cambridge University and Melbourne University. His research interests center on the emerging politics of power, control and ethics in contemporary corporations. He has published extensively in academic journals including Organization Studies, Journal of Management Studies, Journal of Business Ethics, Sociology, Sociological Review, Work, Employment and Society and has just published a book (with Andre Spicer) entitled Contesting the Corporation: Power, Resistance and Struggle in Organizations with Cambridge University Press (2007). Stelios Zyglidopoulos is a University Lecturer in Strategy at the Judge Business School of the University of Cambridge. Prior to that, he taught at Erasmus University in the Netherlands, and the Rochester Institute for Technology, in Rochester, NY. He received his PhD in Strategy and Organization from McGill University in Montreal, Canada. Dr. Zyglidopoulos has lived and worked in Greece, Canada, The Netherlands, and the United States. He has a number of years of business experience, mostly in sales and marketing, and is a reservist for the Greek Navy. His research interests focus on the management of corporate reputation; the evolution of corporate social performance; imprinting and organizational evolution; and the internationalization process of high-tech clusters.     

虚拟组织项目后评估体系研究

进行虚拟组织项目后评估,从根本上来说是为了提高虚拟组织的决策和管理的科学性。结合虚拟组织项目后评估的作用、特点,构建了虚拟组织项目后评估体系,综合运用层次分析法和模糊综合评价法进行研究,并使评价结果定量化。     

The Rainmaker in Today's Professional Service Organizations

ABSTRACT

Professional service firms have relied heavily in the past on a small number of rainmakers-people who have influence and bring business into their firms. In today's competitive marketplace, everyone in the organization must be involved in the practice development process. This paper, based on a series of interviews with accounting professionals, identifies the roles and responsibilities for practice development inherent at every stage of the professional accountant's career path. Additionally, the roles and responsibilities of marketing professionals in professional service firms are also considered.     

企业与非政府组织的关系:态度与策略

非政府组织是非市场环境的一个重要组成部分。非政府组织对市场主体———企业产生什么影响?企业在如何与非政府组织打交道?西方学者对这些问题进行了广泛研究,也对跨国公司与中国非政府组织的关系进行过一些案例研究。对西方学者的相关主要研究为中国企业研究自身与NGO的关系提供有价值的参考。     

Discrimination and Well-Being in Organizations: Testing the Differential Power and Organizational Justice Theories of Workplace Aggression

People may be subjected to discrimination from a variety of sources in the workplace. In this study of mental health workers, we contrast four potential perpetrators of discrimination (managers, co-workers, patients, and visitors) to investigate whether the negative impact of discrimination on victims’ well-being will vary in strength depending on the relative power of the perpetrator. We further explore whether the negative impact of discrimination is at least partly explained by its effects on people’s sense of organizational justice, and whether the strength of mediation varies according to the source of discrimination. Using survey data from 1,733 UK mental health workers, a structural equation model was designed to test these hypotheses following a bootstrap approach. Discrimination from all sources was related to well-being, with that from managers having the strongest effects. The results support an explanation of the effect of discrimination on well-being in terms of organizational justice perceptions for discrimination from managers and from visitors, but less so for discrimination from co-workers or from patients. The study highlights the importance of differentiating amongst sources of discrimination at work and the salience of organizational justice perceptions in explaining the effects of discrimination from some sources.     

生态文明视野下绿色技术创新的原则与动力

绿色技术创新内含着生态文明的要求,体现了生态文明的价值取向。生态文明视野下绿色技术创新必须坚持整体效益原则、协调发展原则、以人为本原则、实事求是原则和动态开放原则。生态恶化是绿色技术创新外在的推动力。绿色消费是绿色技术创新决策的导向力。追求经济效益是绿色技术创新主体的需求力,国际贸易是绿色技术创新市场的发展力。     

关于我国非营利部门若干问题的思考

非营利部门是随着政治、经济体制改革的深入进行而逐步兴起的 ,它作为社会第三部门 ,有效地利用了我国丰富的人力资源、物力资源和自然资源 ,解决了许多政府和市场不能、不愿或不便解决的许多社会问题 ,成为我国社会主义现代化建设的一支重要力量。但由于其出现时期很短 ,发展和研究不足 ,由此带来的实践问题不少 ,其应有的作用远未发挥出来。因此 ,进一步加强对非营利部门的研究 ,尽快完善有中国特色的非营利部门管理就成为当前管理层和理论分析人士的当务之急。     

Character and Environment: The Status of Virtues in Organizations

Using evidence from experimental psychology, some social psychologists, moral philosophers and organizational scholars claim that character traits do not exist and, hence, that the philosophical tradition of virtue ethics is empirically inadequate and should dispose of the notion of character to accommodate the empirical evidence. In this paper, I systematically address the debate between dispositionalists and situationists about the existence, status and properties of character traits and their manifestations in human behavior, with the ultimate goal of responding to the question whether virtue ethicists need to abandon the very enterprise of building a character-based moral theory in business ethics and organizational behavior. In the course of this paper, I shall defend the claim that the situationist argument relies on a misinterpretation of the experimental evidence. Miguel Alzola is a Fulbright Fellow from Argentina completing his Ph.D. in Business Ethics at Rutgers University. He is doing research on moral psychology, virtue ethics and organizational behavior at the Prudential Business Ethics Center.     

从WTO争端解决机制角度分析多边贸易体系和区域经济组织的互动

本文从WTO争端解决机制这一新视角出发,对多边贸易体系和区域经济组织的互动关系进行了分析.本文认为,多边争端解决机制缺乏直接实施能力这一特性导致小国试图通过组成或进入区域经济组织来提高解决争端时的讨价还价能力.而区域经济组织的发展以及其内部争端解决机制的建立造成了与多边贸易机构的司法管辖权重叠问题,为GATT/WTO成员解决相互间的贸易摩擦提供了选择法庭以获得最有利裁决的机会.     

The Development of Hybrid East and West Organizations in Malaysia

The current research investigates how successful Chinese business groups in Malaysia integrate Chinese management ideas with selected techniques from the West to form a hybrid model of management. The case research methodology was a rigorous, in-depth analysis of large successful Chinese family organizations in Malaysia. We find that management techniques from different cultures are combined in efficient Malaysian organizations, so East and West cross cultural boundaries around a continuing core of flexibility, networks, and family control. From our findings, entrepreneurs will be able to gain an understanding of how to enhance competitiveness in East Asia in general and Malaysia in particular.     

The Amplifying and Buffering Effects of Virtuousness in Downsized Organizations

Virtuousness refers to the pursuit of the highest aspirations in the human condition. It is characterized by human impact, moral goodness, and unconditional societal betterment. Several writers have recently argued that corporations, in addition to being concerned with ethics, should also emphasize an ethos of virtuousness in corporate action. Virtuousness emphasizes actions that go beyond the “do no harm” assumption embedded in most ethical codes of conduct. Instead, it emphasizes the highest and best of the human condition. This research empirically examines the buffering and amplifying effects of virtuousness in organizations. The study hypothesizes that virtuousness has a positive effect on organizations because amplifying dynamics make subsequent virtuous action more likely, and buffering dynamics reduce the harmful effects of downsizing. The study reveals that two types of virtuousness – tonic and phasic – are associated with these effects.