对中国企业推行项目管理的文化思考

项目管理是一系列的工作价值观和独特的管理哲学。在我国企业中推行项目管理,要以进行相应的文化变革为切入点,把项目管理所要求的价值观内在化,使企业文化在潜移默化中朝着适应项目管理的方向发展,形成新的文化氛围,使员工形成“对事不对人”的价值观,把时间和精力用在开创性的工作上。     

基于复杂性科学管理熵理论的公共管理绩效评价研究

公共管理熵(PM熵)就是熵理论应用于公共管理之中,研究公共管理在发展过程中存在的公共管理无序、信息不畅、经营状况不佳,进而导致公共管理内耗、效力低下、管理成本过高、管理目标偏移或错位、人际关系方面的摩擦和冲突以及整个公共管理系统衰退等。公共管理熵是决定公共管理系统不力或失败的根本原因,要确保公共管理系统成功,就应延缓或降低"熵"增并强化"负熵"的流入。     

绩效考核执行力的实证研究

本文从实证角度探讨组织内的绩效考核执行力。通过对收集的607份有效问卷的分析,验证了绩效考核执行力由科学性、可操作性、可控制性三维度构成的有效性,以及绩效考核执行力与绩效考核满意度之间的积极预测关系。     

The value of human resource management for organizational performance

All executives would like to see their organizations perform better, and most search for tools that can help make this happen. For decades, human resource managers have believed that their function enhances performance. This contention has been met with skepticism on the part of executives, who wonder whether funds allocated to the human resource function are good investments. Dozens of studies have examined this issue, but their inconsistent results have provided no conclusions. To resolve a long-standing and controversial question – does human resource management matter for organizational performance? – we take stock of the available evidence. Based on data from over 19,000 organizations, we conclude that human resource management adds significant value for organizations. In addition, the value added is strongest when human resource systems are emphasized rather than individual practices, when human resource management decisions are tied to strategy, and among manufacturing firms.     

Responsible supply chain management in the Asian context: the effects on relationship commitment and supplier performance

Responsible supply chain management (SCM) in the era of expanding global sourcing can play a critical role in diffusing corporate responsible practices throughout the emerging Asian economies. Thus, this paper aims to examine how responsible SCM can contribute to supplier performance, including environmental, social and operational performances through the improvement of relationship commitment in the Asian context. The hypotheses of this study were tested with the data from 187 South Korean suppliers and 193 Vietnamese suppliers. The paper finds that responsible SCM enhances relationship commitment as well as improves the sustainability performance of suppliers in Asian countries. Relationship commitment plays a critical and mediating role in the relationships between responsible SCM and environmental, social and operational performances. This study also finds that there is a contextual difference between South Korea and Vietnam. The findings of this paper provide implications for supply chain members to integrate environmental and social issues into their SCM practices so as to foster stronger sustainability performance in the global supply chain.     

Tracking the relationship between environmental management and financial performance in the service industry

Attention to the relationship between environmental management and financial performance has been growing. Research in this area has, however, tended to focus primarily on manufacturing industries. Our goal in this study is to analyze the relationship between environmental management and financial performance in the context of the service industry. Using a cross-sectional sample of 1,228 service organizations spanning a wide range of business activities, we test a series of five hypothesized relationships using both univariate and multivariate analyses. The results are robust across the dataset and show conclusively that environmental management does indeed positively affect financial performance in the service sector.     

Social media technology usage and customer relationship performance: A capabilities-based examination of social CRM

This study examines how social media technology usage and customer-centric management systems contribute to a firm-level capability of social customer relationship management (CRM). Drawing from the literature in marketing, information systems, and strategic management, the first contribution of this study is the conceptualization and measurement of social CRM capability. The second key contribution is the examination of how social CRM capability is influenced by both customer-centric management systems and social media technologies. These two resources are found to have an interactive effect on the formation of a firm-level capability that is shown to positively relate to customer relationship performance. The study analyzes data from 308 organizations using a structural equation modeling approach.     

采购战略管理如何提升国家与企业绩效

本文认为,采购管理是指需要采购的企业与供应商或供应市场之间的关系管理,对于企业和国家经济发展具有非常重要的作用,是国家和企业增强绩效的一种手段。加强采购管理,可以在企业与政府之间建立适当的合作模式,确保采购开支合理化,优化企业采购目标与金额,保证供货商提供最优质服务,提高市场分配决策过程的透明度,使客户与供应商在平等、公正的基础上进行合作,更好地表达企业或政府组织的需求及利益。文章提出,充分发挥采购职能,必须建立强有力的采购组织机构,提高采购部门级别;招聘专业的采购人员,提高采购人员的执行力;制定现代化和国际化的采购方法与流程;实施有效的采购战略等。     

Developing learning capabilities through a quality management program

This study examines the development of learning capabilities through the implementation of a quality management program in services, based on a case study of transplantation management. The findings show how the introduction of an online system, based on a quality management program, underpinned the knowledge-building capacity of the organization. The results contribute to service literature by addressing how a quality management program links to organizational learning process directly and through building-up organizational knowledge. The implementation of a quality management program allows knowledge building through identification and socialization of tacit knowledge and combination of explicit knowledge. The development of learning capabilities fostered by the introduction of this program occurs under conditions that contribute to the building-up of organizational knowledge. Organizational learning is enhanced during this implementation through an incremental process that detects errors and corrects behavior and/or alters organizations premises, standards and values. This organizational learning helps to upgrade the overall process.     

A compassion-centric behavioral agency perspective for organizations in times of crisis

In times of crisis, organizations face a dilemma: How should they balance between minimizing losses and surviving financially, and acting for the benefit of all stakeholders and of society at large? In theory, managers should balance between multiple demands, forgoing short-term profits to address human needs when necessary. But in practice, managers may face challenges in balancing demands during a crisis. Combining the stakeholder-agency and compassion perspectives in the context of crisis management, we present the compassion-centric behavioral agency in crisis (CCBAC) framework to address this theory-practice gap. We suggest three levers for organizations and policymakers to encourage this behavior from organizations: developing and using technological and innovation capabilities, paradoxical leadership behaviors, and employee well-being and generosity programs. Organizations benefit from the CCBAC framework because they become better positioned to maintain their long-term competitive advantage and positive organizational identity while contributing to the needs of society. Policymakers benefit from incentivizing such organizations because they serve as an intermediary to achieve outcomes for society at large. Throughout this article, we use the COVID-19 pandemic, responses to mass shootings, and other example crises to highlight the tension and opportunity within our “both/and” approach. We conclude that organizations can be compassionate even as they pursue profit and efficiency in the long run.     

Linking organizational culture, structure, strategy, and organizational effectiveness: Mediating role of knowledge management

Practices of knowledge management are context-specific and they can influence organizational effectiveness. This study examines the possible mediating role of knowledge management in the relationship between organizational culture, structure, strategy, and organizational effectiveness. A survey was conducted of 301 organizations. The results suggest that knowledge management fully mediates the impact of organizational culture on organizational effectiveness, and partially mediates the impact of organizational structure and strategy on organizational effectiveness. The findings carry theoretical implications for knowledge management literature as they extend the scope of research on knowledge management from examining a set of independent management practices to examining a system-wide mechanism that connects internal resources and competitive advantage.     

Knowledge Protection Challenges of Social Media Encountered by Organizations

Although social media (SM) represents a new means of creating and sharing knowledge, it also presents new challenges for protecting confidential information and other data that companies do not want to share. However, knowledge protection and security-oriented knowledge management processes related to SM have received little attention in previous studies. This research attempts to close that gap by examining which information and knowledge protection challenges arise from employees' use of SM, why they arise, and how organizations can address them. The main contribution of this study is a framework that integrates three types of knowledge protection challenges (information security challenges; reputation challenge; management challenges) with five special characteristics of SM (information distribution speed; blurry audience; merging of private and professional identity; easily collectible information; generation transition), which explain why these challenges arise. In addition, the framework presents eight questions that organizations should answer to help them address the three types of knowledge protection challenges. Our findings have practical implications: by answering the eight questions proposed in this study, companies can create knowledge management and protection policies for SM. Furthermore, the findings in this study open up several future research questions.     

The Media Audit: A Tool for Managing Media Relationships

SUMMARY

There is general agreement with the notion of public relations as the management of relationships between interacting organizations and key publics. The news media are a key public for organizations seeking to deliver information to viewers and readers of the media. The relationship between press relations practitioners and news media members, thus, is an important element in the practice of press relations. However, a review of relevant literature finds little to assist those charged with responsibility for managing that relationship. In this study, the authors advance the notion of a media audit as a means of identifying opportunities and issues and to serve as a tool for providing insight into ways to enhance the practitioner—media member relationship. The theoretical framework for the study is that of relationship management, and the research contributes to a growing body of research in that area.     

Interesting problems and interesting research: A path to effective exchanges between managers and scholars

Understanding how organizations operate and finding ways to improve organizations are of central importance to managers and to scholars that study business. We believe that greater synergy can be developed between these two groups. In particular, we suggest that collaborating on issues that both groups view as interesting can provide a motivating and stimulating setting for finding ways to improve organizations. We also offer two series of specific recommendations: one for managers and one for scholars. These recommendations are intended to make each side’s goals more salient to the other and to help each side become a more valued resource for the other.     

How host organizations prepare for and learn from expatriate assignments

This article reveals what goes on inside host organizations prior to and during expatriate assignments. On the basis of analyzing organizational documents and conducting 43 interviews with host country nationals (HCNs) and expatriates in 30 Vietnamese organizations that host external foreign assignments, we provide a detailed account of HCNs' experiences and unearth sophisticated preparation and management activities designed to maximize these organizations' learning. We depict what we call “a host organization lifecycle” and extract five lessons: (a) host organizations prepare carefully in advance to learn as much as possible from expatriates; (b) HCNs experience quite dramatic adjustments and burdens during expatriates' placements; (c) mutual trust between expatriates and HCNs is a prerequisite for HCNs' learning; (d) most of HCNs' learning occurs informally via interactions with expatriates or observing how they work; (e) host organization managers actively manage HCN–expatriate relationships. Our findings outline a “wish list” of practices that expatriate‐using organizations could consider deploying for expatriate assignments that focus on the benefit of the host organization' development.     

Do Non‐profit Organizations Manage Earnings toward Zero Profit and Does Governmental Financing Play a Role?

Prior research has documented earnings management in for‐profit settings. Non‐profit organizations are thought to pay less attention to the bottom line and earnings management research has therefore focused on the manipulation of expenses in order to improve efficiency ratios or taxable income, not reported earnings per se. Considering an institutional setting characterized by the absence of such ratios and the presence of important subsidies, management of the actual bottom line is analyzed in light of these subsidies. The results suggest that organizations drive their results toward zero profit, which is intensified by increased governmental funding when unmanaged results are positive. The relation between downward earnings management and the presence of subsidies is particularly evident for organizations whose accumulated reserves are high. Copyright © 2012 ASAC. Published by John Wiley & Sons, Ltd.     

个体沟通风格研究

绩效管理已经成为一个被广泛认可的人力资源管理过程。绩效伙伴在工作中不仅会有较好的绩效表现,而且工作的积极性、主动性都很高。然而,这类伙伴在工作群体中的数量最少。管理者和员工如果能够根据对方的个体沟通风格而暂时调整自己的沟通风格,主动克服自身沟通风格的不良倾向,将能够提高组织中的沟通满意度,改善组织沟通的环境,与员工形成绩效伙伴。     

Toward fairer global reward: Lessons from international non-governmental organizations

Global reward management plays a fundamental role in supporting the attraction, motivation and retention of employees, and yet recent research has underscored limitations of the dominant balance sheet approach, including inequity between host country national and expatriate staff. To shed light on how reward in international contexts can be structured to address issues of fairness and equity, this study explores approaches to global reward in international non-governmental organizations (INGOs), an underexplored context where fairness may be particularly salient. Through an inductive study of 15 INGOs, we show how organizations are reconceptualizing global reward systems by questioning dominant assumptions of the expatriate workforce and the jobs they do, and broadening consideration of reward to include both monetary and non-monetary components. Doing so enables incremental shifts toward strategic alignment of global reward with underlying social values. Our findings provide important insights for organizations operating internationally about how global reward can be structured to address concerns of fairness, while still enabling organizations to meet their demands for particular skills.     

People-driven processes in customer relationship management

Customer relationship management (CRM) is one of the most popular strategies for an organization to satisfy its customers and obtain growth profits. Much attention of the research to date, however, has been paid to strategy, implementation, and organization performance, with the people dimension in CRM being under-researched. This study attempts to investigate the importance of people-driven processes of CRM in organizations and identify factors affecting the effectiveness of people-driven CRM processes. A multiple case study approach was applied and in-depth interviews were conducted with managers from four case companies to identify the factors influencing the people-driven CRM processes. Four dependency factors affecting the effectiveness of people-driven processes were identified, including customer emotional needs, customer involvement, employee capabilities, and organizational customer-oriented culture.