纪源资本：在王佳芬们加入后

这是中国VC史上第一例两只中美基金的合并案。拥有新加坡、中国、美国三个不同文化背景的团队，经历了冲突－融合－互补，从“一国两制”走向“篮球队组分”     

Executives and shareholders: A shift in the relationship

This article suggests that a shift has developed in the ongoing relationship between executives and shareholders with shareholders gaining more power over executives. The power shift has been driven by institutional investors and hostile takeovers and is visible in changing patterns of succession. More executives are being dismissed for poor performance and are being dismissed more quickly following the onset of poor performance. Two potential negative outcomes are a decreased willingness of executives to undertake risky strategies and a decreased ability of executives to build long-term, trusting relationships with stakeholders, even when these actions would be beneficial to shareholders. © 1995 by John Wiley & Sons, Inc.     

平台型领导:一种新的领导类型

本文以人本主义为思想基础,强调对下属的尊重和完整系统的认识,提出了平台型领导的概念.首先,文章从理论与实践结合的基础上论述平台型领导的内涵,即强调事业发展、把事业的平台做大、为自己和下属提供更广阔的事业空间、搭建更大的展示才华的平台,进而提出了平台型领导的四项主要内容:关注领导者和下属的成长、打造并不断扩大事业平台、塑造相互促进的互动关系和互动过程的动态优化.最后,本文将平台型领导与现有领导研究中的几个重要领导类型进行对比分析,明确了这一领导类型的独特性.     

A Comparison of Techniques for Detecting Cross-Cultural Inequivalence at the Item Level

This paper uses a Monte Carlo study to compare some DIFdetection techniques with respect to their ability to detect uniform aswell as nonuniform item bias.The techniques that are used in the comparison are the loglinearmodel, the logistic regression model, the signed and the unsignedarea between the item characteristic curves, the SOS1 and theSOS3 measure. A first Monte Carlo study was set up to assess theempirical distributions of the unsigned area (in the 2-PLM), theSOS1 and the SOS3 measures. A second simulation study compares all these techniques with respect to their ability to detect DIF. It was alsoinvestigated whether using a two-stage approachyields better results.     

东西部地区交通运输业发展比较及建议

经济的发展对交通运输业有很大的影响,所以东西部地区由于经济发展和地理位置等诸多因素,其交通运输业的发展也存在差距。通过对我国东西部各地区交通运输业发展的状况的比较分析,阐述了西部地区交通运输发展落后的原因,给西部地区的交通运输建设提出一些建议。     

Project Leadership Influences Resistance to Change: The Case of the Canadian Public Service

This article analyzes how leadership affects resistance to change in projects. Using Dulewicz and Higgs' (2005) leadership framework in the context of the Canadian Public Service, types of resistance and factors influencing them were listed, leading to the identification of competence areas for the project manager. It was found that an engaging leadership style, developed through proper training, effectively reduced resistance to change. Other factors, such as the inclusion of affected people in the decisions, as well as a formal project management methodology, were instrumental in reducing resistance. Finally, upper management support was identified to be a mandatory success factor.     

Leadership in Temporary Organizations: A Review of Leadership Theories and a Research Agenda

Projects and other temporary forms of organizing are different from standard organizational processes. As most leadership theories are based on the assumption of stable organizational environments, the increase in temporary forms of organizing poses specific challenges to leadership theories. We evaluate existing leadership theories in terms of their applicability on temporary environments and identify theories, which are adaptable to temporary settings and therefore may be the basis for empirical investigations in this field. On this basis we derive a research agenda by proposing individual leadership theories and combinations of different leadership approaches to be further assessed in research.     

Leadership: A journey of sustained performance

Forty years ago, the questions most discussed among those who cared about leadership were “is leadership possible among those who don't have titles and positions?”; “what are the characteristics possessed by effective leaders?”; and “how do we find the people who are the best leaders and help them prepare for positions that will allow them to have an impact?” After many conversations, conferences, research studies, and books, the terrain has shifted among scholars. Now the conversations focus on questions such as “If leadership is a shared responsibility among members of groups, how can the full leadership potential of all be cultivated?”; “What role do collaborators play in empowering positive leadership and defending against those who misuse it?”; and “How can organizations cultivate cultures that support and encourage visionary leadership dedicated to benefitting all?” The shift in the questions that leadership educators now explore, coupled with the breadth and variety of the initiatives dedicated to nurturing it, demonstrate that leadership can be taught. More importantly, the practice of leadership demonstrates that many can pursue leadership and that they must if the opportunities of the 21st century are to be fulfilled. The conversations and the needs for leadership have both shifted and it is now incumbent on those who value leadership most to agree to unifying perspectives that can draw us together in common purpose. From your vantage point, what are the crucial conversations, next steps, and/or thoughts for consideration as we enter the second decade of the 21st century?     

Leadership as an Ideograph: A Rhetorical Analysis of Military Leadership Training Material

The current rhetorical study used McGee's theory of ideographs to identify how cultural politics influence efforts to portray “leadership” in a military setting. Such an approach seeks to better address some of the enigmas that have complicated the understanding of military leadership—and leadership in general—for decades. McGee's theory emphasizes that language reflects political as well as referential qualities and, in some instances, these attributes come into conflict. Acknowledging this reality in an applied setting can help address ambiguous issues that escape the net of prevailing social‐science approaches to leadership inquiry. The rhetorical analysis, which examines U.S. Air Force leadership training material, documents the manner in which ideographic portrayals of leadership were pervasive in each training program, and it considers practical implications of such a situation. Most notably, the analysis provides an explanation of how ideographic portrayals of leadership implicitly emphasize cultural indoctrination over promoting social influence skills. Such an orientation fortifies the military hierarchy and perpetuates romantic views of the military profession, but it also blurs key distinctions between social control and social influence. It is suggested that because ideographs reflect vital cultural motives, associated problems are inherently difficult to remedy.     

East meets West: the case of Polish expatriates in the UK

This paper attempts to redress the balance in research on expatriation by exploring the experiences of an under-researched group of expatriates in an under-researched destination. Although there has been an increase in research on the adjustment of expatriates, the focus of IHRM research has, to date, tended to view the expatriation process through a narrow lens, emphasising the role of managers from affluent ‘Western’ countries working in less affluent countries. The growing numbers of multinationals and therefore expatriates from other countries means that the research agenda must be broadened, in this case to the experience of Poles in the UK. By focusing on expatriates from a former socialist economy we highlight the differing motives and experience of adjustment that they face. We show how the economic and social benefits of this East–West transfer can be a powerful motivating factor and may override adjustment difficulties. Furthermore, the analysis of East to West European expatriate transfers, from less to more developed nations, contributes to and widens the range of parent and host countries studied within the realm of expatriate adjustment.     

谦卑与领导有效性：变革型领导的中介作用

谦卑于组织领导中的作用受到了学者们的广泛关注。本文通过对21家企业378名下属的调查问卷探讨了谦卑的领导与领导有效性之间的关系,并探讨了任务导向和关系导向的变革型领导在谦卑与领导有效性之间的中介作用。多元回归结果表明,谦卑能够有效预测变革型领导以及领导有效性,其中,关系导向和任务导向的变革型领导分别在谦卑与领导有效性中起到完全中介和不完全中介作用。     

伦理型领导研究中的前沿问题:现状与趋势

伦理型领导是近年来国内外学者普遍关注的热点问题之一.虽然以往研究对伦理型领导的影响机制、影响结果等方面展开大量探讨,但依然存在诸多不足之处.本文探讨了伦理型领导的前因变量、潜在风险,多层次伦理型领导的关系以及伦理型领导影响效能的边界条件四大问题,并对其中可以深入研究的关键点进行了剖析,力求丰富和发展伦理型领导的理论体系.     

Trust,Social Networks and Enterprise Development: Exploring Evidence from East and West Germany

This paper examines the role of social networks in enterprise development by comparing personal trust (as inherent in social relationships) to collective and institutional trust (derived from the wider cultural, political and legal environment). The findings indicate that there is a shift from personal towards institutional trust as the firm develops and grows, but they also confirm enterprise behaviour being based on a mixture of different trust forms. Moreover, the findings underline the difficulty of studying trust empirically, recommending longitudinal qualitative approaches for further research.     

Chairmen and Chief Executives: an Exploration of Their Relationship

This longitudinal study of the relations between 20 general managers and their chairmen in the UK National Health Service has wider implications despite its distinctive setting. It showed that the two roles are very dependent upon each other, and occupy overlapping domains, so that what each can do is considerably affected by the other's behaviour. the chairman has more power to determine their relative domains so that studies of individual chief executives should take account of this relationship. the ways in which both chairmen and general managers played their roles differed widely. One reason for the differences in the chairmen's roles was the wide variation in the time that they gave to the job. Different types of relationship are described. the most common was that of partners where the two complemented each other. the study crosses different literatures: corporate management, leadership, role theory and managerial work and behaviour. Its main concern is with managerial work and behaviour but it also has some implications for corporate management.     

价值服务型领导:互联网时代领导模式的新探索

互联网时代,组织越来越呈现出动态网状自组织结构特征,面对以客户价值创造为企业出发点和归宿点的企业生存价值取向,领导必须改变以往上对下的领导模式,代之以价值服务型领导模式,服务于价值创造的整个过程.通过对价值服务型领导内涵的分析以及与其他相关领导理论的对比,初步提出了价值服务型领导的理论构想,探索了新时代下领导模式的可能发展趋势.     

高管超额薪酬与企业会计信息可比性——基于薪酬辩护理论视角

基于薪酬辩护理论,文章考察了中国上市公司高管超额薪酬是否会影响其信息披露动机,进而导致对外公开披露会计信息可比性水平的变化。研究发现,高管超额薪酬水平越高,企业会计信息可比性越低;区分产权性质后发现,国有企业高管超额薪酬与会计信息可比性没有显著相关关系,非国有企业高管超额薪酬与会计信息可比性具有显著的负相关关系。进一步研究发现,具有公司治理功能的机构投资者持股、分析师跟踪可以有效抑制非国有企业高管超额薪酬对会计信息可比性的负向影响。     

Blowing the Whistle on Less Serious Forms of Fraud: A Study of Executives and Managers

A whistleblowing survey was completed by 725 executives and managers. A variety of individual, organizational, and moral perception variables were examined and hypotheses developed with respect to the likelihood of their blowing the whistle on less serious fraud. Major determinants of blowing the whistle on less serious fraud were identified by means of a stepwise multiple regression analysis. Results are presented and recommendations made for practitioners and future research.     

The adoption of international best practices in a Western culture: East meets West

Contemporary organizations facing changing economic and strategic realities have considered many models of organizational performance, in particular those based on ‘actices’odels of best practice have emanated from the USA, some European countries and Japan; however, the question remains –ternational best practices be transferred to Australia or elsewhere? Since companies in Japan, in particular, have been seen as harbingers of these best practices, we compare the level of adoption in Japanese and non-Japanese companies in three Australian industries. Differences between Japanese and non-Japanese companies were more apparent in the automotive industry with only a few differences found for the information and tourism industries. The main differences between the two ownership categories were in areas of unionization and management–elations, that is, areas that may be influenced more by institutional arrangements than by cultural differences. Perhaps the most interesting finding from the comparative research was that there were relatively few differences between the Japanese and non-Japanese companies. These characteristics include: organizational structure, labour turnover, teams as part of the organizational structure, levels of training, use of ringi-style decision making, security of employment, employee welfare schemes, the use of and success with performance appraisal and performance-related pay, and a wide range of quality systems. The key pillars of Japanese management are not being transferred, and we cannot expect to see identical arrangements regarding other management practices. But the differences between Japan and western countries such as Australia are very gradually declining.     

虚拟团队变革型和交易型领导对团队创造力的影响机理:共享领导视角

传统的垂直领导者如何在虚拟团队情境下提升团队创造力,既是管理者面临的挑战,也是理论研究的一个新主题.本研究基于团队成员共享领导视角,探究虚拟团队垂直变革型和交易型领导对团队创造力的作用机理.采用来自66个虚拟团队的241位成员和66位主管配套问卷的有效数据,实证分析表明:虚拟团队变革型和交易型领导均能促进团队成员共享领导,进而提升团队创造力;团队虚拟性作为一个连续性概念,调节虚拟团队变革型和交易型领导对团队成员共享领导的正向影响,并调节虚拟团队变革型领导通过团队成员共享领导对团队创造力的正向影响.研究结果对虚拟团队领导力发展和团队创造力管理具有重要的理论指导意义.