Spacing identity: Unfolding social and spatial-material entanglements of identity performance

In this paper, we analyze how architectural design, and the spatial and material changes this involves, contributes to the continuous shaping of identities in an organization. Based upon a case study of organizational and architectural change in a municipal administration at a time of major public sector reforms, we examine how design interventions were used to (re)form work and professional relationships. The paper examines how engagements with spatial arrangements and material artifacts affected people’s sense of both occupational and organizational identity. Taking a relational approach to sociomateriality, the paper contributes to the further theorizing of space in organization studies by proposing the concept of spacing identity to capture the fluidity of identity performance.     

浅谈企业管理战略之组织文化建设——组织形象可识别系统(CIS)

本文概述了现代企业管理战略的前沿课题——组织形象可识别系统的内涵、发展、地位及若干功能,特别分析了业界近年来高度关注的组织形象可识别系统(企业CIS)的构成要素,结合了当今著名企业的相关案例,得出了以下结论:企业的CIS建设是企业管理中文化建设的不可分割的部分,企业的CIS建设有利于树立企业的特色,有利于增强企业的国际竞争力,有利于获得消费者的认同。综上所述,现代化的企业应努力学习世界500强的优秀企业,努力进行企业文化的建设,这样才有利于我国的本土企业赶超世界著名企业。     

Antecedents of organizational identification in multinational corporations: fostering psychological attachment to the local subsidiary and the global organization

This article reports the results of an empirical case study of the antecedents of organizational identification among local managers in a multinational corporation (MNC). Organizational identification, which refers to an individual's psychological attachment to the organization, has gained increasing attention because of its assumed link with behaviour associated with enhanced organizational performance. Yet little work has been done on what fosters organizational identification, particularly within the context of a MNC. Moreover, there is empirical evidence showing that managerial employees of MNCs draw a distinction between their local subsidiary and the global organization as manifest in separate group identifications. This suggests that there may be differential sets of antecedents of identification with the local subsidiary and with the global organization. The results of the present study indicate that there are different sets of factors that promote identification with the local and global levels of the organization. The results further show a complementarity of causal variables; identification with the local subsidiary is fostered primarily by factors which pertain to the local company context, while identification with the global organization is fostered primarily by factors which pertain to the MNC as a global entity.     

STEM selves: Women’s identity projects and their assessment of future employers in technical fields

In this paper, we take an identity project perspective on careers to explore how job seekers assess potential employers. Identity projects are individuals’ self-definitions in the light of their career development and personal aspirations and have the potential to further our understanding of careers. Drawing on focus group discussions of women seeking employment in STEM, we find four identity positioning strategies through which the women assess future employers. Our analysis illustrates the role of organizational images for shaping and realizing individuals’ identity projects. We contribute to research on identity projects by extending the concept’s focus to include job seekers as external organizational stakeholders and provide insight into their identity positioning. Furthermore, our study enhances the understanding of organizational image in the context of employee recruitment by outlining how individuals position themselves in relation to the organizational images they construct when reflecting on their identity projects and on the institutional context. Overall, we develop a more nuanced approach to understanding women’s interpretations of organizational identity claims (e.g., gender diversity claims) and thus extend current theorizing on recruiting women to STEM.     

对团队绩效考核体系的战略性思考

绩效考核如何反映企业战略要求一直是困扰人力资源管理理论研究者和实践者的一个棘手问题。而如何对团队进行绩效考核更是一个时下急需解决的问题。本文将从对团队绩效考核的有关实践来说明绩效考核中的一些主要问题,并对团队绩效考核体系的设计提出一些建议。     

Cognitive style: Some human resource implications for managers

Cognitive style may be defined as an individual’s inherent and consistent way of organizing and processing information. It is independent of cognitive ability and may have an important bearing on individual performance within and across organizational settings, for example in the areas of selection, vocational and occupational preferences, management competence, team composition and performance, occupational-stress training and development and organizational learning. A model is suggested in which it is argued cognitive ability, cognitive style and cognitive strategies are intervening variables between individual/organizational processes and individual/organizational performance. It is suggested that managers and others within organizations who have a responsibility for human resource issues need to consider ways in which a knowledge of style may be integrated into these important areas of activity.     

How variation in management perceptions affects organizational performance

This research project uses innovative techniques (multiple respondents and partial relative standard deviations) to examine organizational management ratings of their implementations of market orientation, learning orientation, entrepreneurial management, and organizational flexibility. This study included manufacturers and service businesses, and also not-for-profits in education and healthcare to reflect the 21st century economy. The major finding of this study was larger than the expected response variation within management teams and how this correlated negatively with performance. The results are eye-opening and should be a concern for both management in organizations and the research community.     

Agile manufacturing: Relation to JIT, operational performance and firm performance

A structural model incorporating agile manufacturing as the focal construct is theorized and tested. The model includes the primary components of JIT (JIT-purchasing and JIT-production) as antecedents and operational performance and firm performance as consequences to agile manufacturing. Using data collected from production and operations managers working for large U.S. manufacturers, the model is assessed following a structural equation modeling methodology. The results indicate that JIT-purchasing has a direct positive relationship with agile manufacturing while the positive relationship between JIT-production and agile manufacturing is mediated by JIT-purchasing. The results also indicate that agile manufacturing has a direct positive relationship with the operational performance of the firm, that the operational performance of the firm has a direct positive relationship with the marketing performance of the firm, and that the positive relationship between the operational performance of the firm and the financial performance of the firm is mediated by the marketing performance of the firm.     

Towards a re-examination of work arrangements: An analysis from Rawls' Theory of Justice

Using Rawls' Theory of Justice, this paper critically examines the systemic fairness of work arrangements. The analysis suggests that the simultaneous use of different work arrangements, such as knowledge-based employment and contract work, often seems to conflict with the principles that, according to Rawls, would make them a fair manner of managing people in organizations. Possibly, this could explain the growing social debate and concern about the new modes of employment. This work underscores the need for researchers to develop a systemic and more critical view of the idea of justice in HR literature so that it can confront its critics and acquire greater social legitimisation.     

Strategic supply management,quality initiatives,and organizational performance

Researchers in supply chain management have found over the past two decades that supply management should be not merely a purchasing function but a strategic tool for supply chain integration. Supply management, the cornerstone of the integration of industrial supply chains, has evolved as a key research area. Based on quantitative and qualitative investigations of 225 electronics manufacturing firms, we examine the organizational impacts of strategic supply management (SSM) and the contexts of company size, process type, ISO 9000 certification, and quality management (QM) implementation that facilitate such an endeavor. We reveal that SSM is essentially a quality management initiative that requires bilateral efforts for continuous improvement and thus is not associated with the basic requirements of ISO 9000. We find that SSM improves on-time shipments, reduces operational costs, and leads to customer satisfaction and improved business performance. Developed based on contemporary premises in supply chain and QM, this research refines our understanding of the relationships among quality initiatives, SSM, and organizational performance.     

组织公民行为对团队有效性影响研究述评

组织公民行为被认为是工作团队或组织有效运行的重要因素。本文从群体（团队）层面探讨了组织公民行为对团队有效性的影响作用。简要回顾了组织公民行为的概念及其起源;在此基础上详细探讨了组织公民行为与团队有效性之间的关系;提出未来该领域中值得研究的方向。