企业文化测评研究进展与未来研究重点

文章从中国企业文化测评体系的构建、测评方法的选择等方面,对近年来相关研究成果进行了梳理,并探讨了该领域亟待解决的问题和未来研究方向。     

知识管理与组织绩效的关系研究——基于组织文化角度的实证

文章以Goffee和Jones的双S立方体模型为基础,以中国中部地区山西、吉林等8个省各自的＂2007年度省级企业100强＂企业为调查对象,对不同组织文化类型下的知识管理与组织绩效之间的关系进行了实证研究。研究结果显示：网络型文化和共有型文化与知识管理之间存在正相关关系,散裂型文化和图利型文化与知识管理之间存在负相关关系;网络型文化和共有型文化下的知识管理和组织绩效之间存在正相关关系,散裂型文化和图利型文化下的知识管理和组织绩效之间存在负相关关系。     

企业文化与组织绩效关系研究

文章采用DeniSOn企业文化特质问卷对中国情境下企业文化与组织绩效间的关系进行了实证研究，并在此基础上对比该模型在美国、俄罗斯和印度进行的研究。研究显示，企业文化与组织绩效具有显著的相关关系，不同的企业文化特质与不同的组织绩效变量相关；在中国情境下的相关性与在其他国家的研究相似，但企业文化特质与组织绩效变量的一对一相关关系存在很多不同之处。     

组织文化认同之文献评述与模型建构

组织文化是作用在员工身上的,唯有被大多数员工认同和接受的文化,才能发挥其作用,提高员工对文化的认同程度,可以说是文化建设的核心内容。然而,目前关于组织文化认同的研究仍较少。基于此,文章对组织文化认同、组织认同、人与组织匹配等国内外相关文献进行了深度探讨,并通过定性、定量结合的研究方法,建构了组织文化认同度的初步模型。     

企业文化测评与变革:以两家资产评估公司为案例

文化是一个企业的灵魂,是企业持续发展的柔性力量,文化建设对企业组织的发展至关重要.而如何有效识别企业文化建设现状及准确把握文化变革的方向与路径是保持企业持续发展的重要保障之一,在文化识别与变革过程中,文化测评工具显得尤为重要.本文以两家资产评估企业为案例分析对象,利用奎因的组织文化诊断与变革模型对其企业文化做出测评,得出了它们的文化现状与文化变革的基本路径,从而为在中国情境下有效利用竞争价值模型提供了很好的例证.     

基于组织文化的知识管理标准化

文章介绍了知识管理的发展现状,并对基于组织文化的知识管理标准化进行了阐述。文章界定了基于知识的组织文化的概念、特征与知识管理之间的关系,并提供了基于知识的组织文化建设的有关内容,为开展适用于知识管理的组织文化的研究、培训、学术交流提供参考和借鉴,为我国组织开展适用于知识管理的组织文化建设提供参考和依据。     

现代管理中的组织文化研究

组织能否在日益激烈的市场和人才竞争中取得优异的成绩,在很大程度上与组织文化的有效管理是分不开的,组织文化研究也越来越成为现代社会研究的热点问题。文章从组织文化理论内涵入手,分析它在现代管理中的影响,总结出有效管理组织文化的措施,塑造组织文化建设的方法,着重强调了在对组织文化的管理中,应特别关注对组织成员的管理,以期待对当今社会的组织文化管理起到积极的借鉴作用。     

学习型文化对员工离职倾向的影响——组织承诺的中介作用

通过2012年的140份有效样本,运用结构方程模型对学习型文化、组织承诺与离职倾向之间关系进行实证研究。结果表明:员工所感知到的组织的学习型文化的程度对员工离职倾向的直接作用并不显著;学习型文化对组织承诺、组织承诺对离职倾向均有显著的直接影响,组织承诺在学习型文化和离职倾向的关系中起到了完全的中介作用。     

浅论营造优秀的组织文化

不同的组织有不同的文化,优秀的组织文化是组织获得成功的重要保证。组织文化到底有多大功效?优秀的组织文化由哪些因素构成?如何优化提升我国的组织文化?文章围绕这些问题,研究了优秀的组织文化构成因素,论述了我国优秀的组织文化的主要体现,指出了营造良好的组织文化的对策措施。     

组织文化、上下级沟通及组织承诺的相互关系探究

组织文化、上下级沟通、组织承诺都是近年来组织领域研究的热点问题,已有的研究表明,领导与成员关系、组织文化对组织承诺都有影响,但探讨三者关系的研究较为罕见。本研究通过对企业员工的访谈和问卷调查,揭示了上下级沟通、组织文化、组织承诺的相互关系。研究发现：参与性的组织文化对上下级沟通、组织承诺均有显著影响;组织文化对组织承诺的影响也可以通过上下级沟通来实现;上下级沟通是组织文化和组织承诺的中介变量。     

The role of organizational culture and HRM on training success: evidence from the Canarian restaurant industry

This research aims to analyse the influence of organizational culture and human resources management (HRM) practices on the success of training at restaurants. Effective training is especially important for modern restaurants that aim to gain competitive advantage by means of good quality service and performance of their employees. To achieve this objective, an empirical study was conducted on 137 restaurants in the Canary Islands. Results show that organizational culture does not influence the success of the training programmes unless HRM practices that support the training process are implemented. Specifically, the study reveals the full mediating role of HRM practices between a continuous learning culture and effective training.     

The adjustment process of Spanish repatriates: a case study

Little empirical research has focused on the repatriation process of international employees despite the increasing number of expatriations that take place and the consequences of its failure. Based on a ten cases study, this research provides an in-depth analysis of the adjustment difficulties repatriates face when they come back from international assignments. Findings suggest that these adjustment problems could lead to turnover intentions. The study also shows that work adjustment difficulties can be caused by differences between the host and the domestic organizational culture and it can be moderated by some organizational practices. Implications and recommendations for human resources practitioners and researchers are discussed.     

Ambidextrous culture,contextual ambidexterity and new product innovations: The role of organizational slack and environmental factors

Contextual ambidexterity, defined as the simultaneous pursuit of alignment and adaptability at business unit, is linked to several organizational outcomes including improved performance and innovation outcomes. Extant research posits ambidextrous organizational culture as an important enabler to contextual ambidexterity but suffers from a lack of a well‐meaning scale for the same. In addition, there is very little understanding as to how tasking and facilitating environment can be on firms' endeavour for contextual ambidexterity and the outcomes thereof. Therefore, the current piece of research has twin objectives using two separate studies. First, to develop a scale for ambidextrous organizational culture construct and second, to analyse the role played by the external forces (munificence and dynamism) and internal slack resources on the relationships between ambidextrous organizational culture and contextual ambidexterity and between contextual ambidexterity and new product innovation outcomes through an empirical investigation in India. Using structural equation modelling on data from 414 respondents, we found environmental munificence to strengthen the relationships between ambidextrous organizational culture and contextual ambidexterity and between contextual ambidexterity and new product innovation outcomes. On the other hand, environmental dynamism had a dampening impact on these relationships. Our findings also suggest that for low slack organizations, dynamic and unmunificent environments magnified the negative impact on an organisation's ambidexterity efforts and new product innovation outcomes.     

Pay Dispersion and Organizational Performance in Korea: Curvilinearity and the Moderating Role of Congruence with Organizational Culture

This study examines the curvilinear relationship between pay dispersion and organizational performance. According to the pay dispersion literature, a large pay gap has benefits and drawbacks for organizational performance because employees can feel motivated or demotivated depending on the degree of pay dispersion. We investigate the possibility of nonlinearity in the context of these countervailing forces, and aim to uncover the condition under which the positive effect of high pay dispersion prevails. Our empirical analysis of data from 436 Korean cross-industry firms shows that pay dispersion and organizational performance have an inverted U-shaped relationship. Moreover, when a pay scheme matches current organizational culture, the positive relationship between pay dispersion and organizational performance is more pronounced. We discuss the implications for future compensation research and practice.     

Organisationales Commitment und seine Einflussfaktoren: Eine qualitative Metaanalyse

It is a result from increasing individualism and the ongoing deregulation of formal and psychological work contracts that organizational commitment has become one of the key concepts in management research and practice. There is growing empirical research not only on the effects of commitment on organizational performance, but also on its personal, organizational and contextual antecedents. In this literature review the state of the art in commitment-related research is presented and discussed. We refer to the grounding work of Meyer and Allen (1991) and their distinction between affective, normative, and continuance commitment. The paper is based on three meta-analyses and an additional systematic review of 61 empirical studies. They provide evidence for the fact that there is a shift from demographic to differential personality factors in research. Affective commitment and normative commitment can be explained by individual differences (e.g., self-efficacy and trustfulness), work environment (e.g., transformational leadership and controllability), and organisational characteristics (e.g., supporting human resources policy and interpersonal, distributive, and procedural justice). Continuance commitment has been found negatively correlated with affective and normative commitment. Significant antecedents are the same work-related factors as for the two other forms of commitment, but the coefficients are inverse. Contrary to former results, national culture has no effect neither on the link between other antecedents and commitment, nor on commitment itself.     

THE EFFECT OF ORGANIZATIONAL CULTURE ON COMMUNICATION AND INFORMATION*

The aim of this article is to demonstrate the importance and utility of the notion of organizational culture for scholars and practitioners in the field of information studies. It presents a theoretical and empirical examination of the effects of culture on communication and information in organizations. First, the concepts of organizational culture, information and communication are briefly explored. Then a case study of the effects of organizational culture on communication and information is presented. In particular, we make a detailed examination of how attitudes to communication and information that had their roots in a dominant organizational culture were a strong influence on the demise of the company (which was ultimately acquired by a stronger firm).     

What is the joint effect of employee satisfaction and customer orientation on the organizational culture in metalworking manufacturing?

It is a known fact that culture is an important element for the organizations. In this context, a research has been carried out in which the main subject is about to investigate the organizational culture depending on the factors of employee satisfaction and customer orientation in metalworking manufacturing firms. To perform the study, we constructed an original model and conducted research with 578 employees of metalworking organizations. After the data analysis, we determined that organizational culture has positive-significant correlation with employee satisfaction and customer orientation (at the 0.000 level). Additionally, the total explained variance of organizational culture – depending on employee satisfaction and customer orientation – has come out as a satisfying value (0.53). According to the results of our research, we are able to conclude that employee satisfaction and customer orientation has a mid-level effect on creating a substantial organizational culture.     

影响供应商参与新产品开发实施绩效的关键成功因素研究

供应商参与新产品开发(Supplier involvement in new product development,SINPD)作为一种新的合作创新模式受到广泛关注,对新产品开发绩效的研究已成为企业实施SINPD的关键。在文献资料和国内企业调研访谈的基础上,初步提出9个影响SINPD实施绩效的关键因素。通过对问卷收集的数据进行实证研究,验证和提取出知识创造能力、知识吸收能力、知识整合能力、组织学习能力、供应商参与时机、供应商参与程度6个关键成功因素,并对实证研究结果进行分析讨论。