校园文化与企业文化对接的策略探讨

本文以校企文化冲突为切入点,分析了校园文化和企业文化对接的障碍,有针对性的提出"点滴铸魂,文化引领"的校园文化和企业文化对接的"五小策略"。     

Whistleblowing: A Study of Managerial Differences

A whistleblowing survey was completed by a sample of upper-level, middle-level, and first-level managers. A variety of individual, organizational, communication climate, and moral perception variables related to whistleblowing were examined across managerial levels using an ANOVA analysis. Results indicate significant differences with respect to most variables examined. Recommendations are made for practitioners and future research.     

Comparing Indian and American Managers on Whistleblowing

A whistleblowing survey was completed by a sample of Indian and American managers. A variety of individual, organizational, and moral perception variables related to whistleblowing were examined with respect to potential differences between these two groups. Differences were analyzed by means of T tests. Findings suggest that differential cultural influences are associated with a number of whistleblowing issues. The paper includes an assessment of the limitations of the sudy and recommendations for future research.     

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.     

Socio-Cultural Values and Organizational Culture

SUMMARY

This exploratory study examines if certain dimensions of the socio-cultural values could explain certain types of organizational culture. The proposition merits investigation because it has important implications for local as well as international and global companies. The study first investigates employees' perceptions of the existing and preferred cultural orientations in four Jordanian organizations, and then it compares the results with other studies conducted in other cultures (American and South African). In Jordan data were collected by means of Harrison and Stokes survey for diagnosing organizational culture, the same instrument used in the USA and in South Africa. The study concludes by suggesting that in certain countries the national culture's effects may appear in a particular dominant organizational culture, that is desired by the management, but not actually preferred by employees. This implies that it is more beneficial for international and transnational corporations to develop “strong” cultures rather than to encourage local units to adapt to their national cultures.     

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。     

变革型领导对组织文化演进的作用研究——以《中国企业家》杂志社的发展历程为例

本文以《中国企业家》杂志社的发展历程为研究对象,系统地研究和阐述了变革型领导在组织建设过程中对组织文化建设与发展产生的作用,详细地解释了领导者如何在不同的企业发展阶段,运用权变性奖酬、鼓舞式激励、智力性刺激、理想化影响、个性化关怀以及综合变革型领导的特点来促进企业市场式文化、发展式文化、部落式文化、层级式文化等不同导向的组织文化的产生和发展。与此同时,本文基于交互作用视角发现企业内外部环境中的组织认同与组织形象这两大重要因素是推动变革型领导对组织文化演进影响作用所不可或缺的。基于以上发现,本文构建出变革型领导对组织文化演进作用的跨阶段模型。本文的研究成果对中国企业尤其是媒体企业构建组织文化具有重要的参考意义。     

基于组织文化隐喻视角的网站建设评估框架

网站建设的评估有多种视角,但很少有人从组织管理的角度去研究。本文的目的是以组织文化的隐喻视角,分析评估网站建设。本文通过学习六种组织文化分析理论,将网站系统建设视为一类特殊的组织建设进行评估,并构建了一个以组织成员和网站组织系统的关系为基础的网站建设的评估框架,以期更客观更全面的评估网站建设,为网站系统建设评估提供一个评价参考。     

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。     

组织文化测量的研究述评

组织文化是当今管理学的热点研究问题之一。随着量化分析工具的完善,组织文化越来越被重视。本文首先回顾了组织文化的测量模式并给出述评,然后对国内组织文化测量研究的发展给出建议以及展望。     

工作满意度、组织承诺与工作绩效之间的实证研究

在现代高强度的工作环境下,企业竞争越来越依靠于人才的配置。为了吸引和留住人才,越来越多的企业更加关注公司员工的感受和需求,在提高员工满意度的同时提高员工的工作绩效,保障企业的高效低成本运作。员工满意度、组织承诺、工作绩效是企业能否长时间留住人才的主要指标,对于企业人力资源管理有着重要意义。从理论上来说,通过实证研究可以具体量化三者之间的关系;从实践上来说,对三者之间影响关系的清楚认识可以为企业人力资源部门提供制度和政策上的指导,从而降低企业的人力成本、提高企业运作的效率。研究的主要内容为通过问卷收集的方法,以各类企业员工为研究对象,探究员工满意度、组织承诺和工作绩效之间的相关关系,建立员工满意度、组织承诺和工作绩效三者之间的量化研究模型。根据研究结果,给企业人力资源管理部门提出具有建设性的建议,以在减少成本的同时促进企业的高效运作,使企业更具凝聚力。     

基于企业文化视角探讨员工忠诚与个人发展

员工忠诚是员工对企业行为忠诚和态度忠诚的统一,指员工对企业的认同和竭尽全力的态度与行为。员工发展计划是对员工个人职业活动中的一系列可能的发展趋势进行设想和规划。员工忠诚与个人发展互为条件和前提,员工只有忠诚,才能赢得发展;反之,企业只有帮助员工发展,员工才会忠诚。     

企业知识型员工激励措施探讨

本文介绍了知识型员工的概念和特点,对我国企业知识型员工激励的现状做了分析,指出其存在的问题并进行了原因分析,提出了相应的激励对策:塑造良好的企业文化,创造学习型组织;构建合理的薪酬激励模式;建立合适的绩效考核制度;突出工作激励和个体需求差异激励。     

无边界理念与大学组织文化冲突的消解及融合

无边界理念以其对人的价值的尊重,提倡平等对话,建立无边界学习型文化结构等哲学意蕴,对消解与融合大学组织文化中存在的多种冲突带来了思维的启迪。     

加强组织文化建设对构建民办高水平大学重要性分析

我国民办教育事业发展已有三十年左右的时间,但各民办学校的发展层次依然良莠不齐。民办大学作为民办教育事业的主力军,解决了我国长期以来,使学生只有通过激烈的高考竞争才有大学上难题,也培养了一大批优秀的人团。如今,伴随我国生源数量的减少,使得各类学校之间对生源的竞争显的异常激烈,这里也包括公办高校,这就在客观上促使各民办高校必须进行转型,才能使自己立于不败之地。做到如此,只有使自己成为一所高水平民办大学,才能得以健康、良性、可持续的发展。组织文化作为一个单位的精神所在,是单位发展的支柱。因此,如何加强组织文化建设,推动民办高水平大学的建设,值得我们深入研究。     

Employee Moral Rights: Recognizing Their Implicit Financial Investments in the Firm

The literature on employee (moral) rights has been limited to workplace human rights. This essay focuses on Employee Moral Rights defined as the moral claims individuals are entitled to due to their role as employees. Noting they make significant (although implicit) financial investments in the firm they work for, this essay argues dedicated employees should be treated as financial investors, which implies dedicated employees have the moral right to (1) be treated as every other financial investor; (2) share in the firm’s profits; (3) timely, accurate, and sufficient disclosure of significant information; (4) protection from senior managers’ abusive self-dealing; and (5) mechanisms to protect their financial investment including fair severance payments and effective pension protection.

基于我国组织文化背景的关联绩效提高

组织文化与关联绩效是企业经营管理的两个重要方面,本文以中国的文化为背景,着重从人际和谐与集体主义两方面探讨了组织文化与关联绩效的结合,希望能为以后关联绩效在中国的研究与发展提供一些帮助。     

财经类院校校园文化与企业文化的互动与融合

校园文化是企业文化形成的基础,企业文化是校园文化的升华。文章阐述了校园文化与企业文化互动融合的基础,分析了财经类院校校园文化与企业文化特有的互动融合方式。     

企业文化建设分析——以伊利集团为例

企业文化建设能给企业带来有形的和无形的双重效益,是提高企业经济和社会效益的有效手段。在竞争全球化的今天,企业文化更是在企业界引起了广泛的关注,本文对企业文化建设做出基本阐述,从而进一步对伊利企业文化作出进一步论述,以期对其他企业有所裨益和启发。     

Employee rights and organizational forms: An integrative framework for research

The goal of this study is to stimulate thought and provide initial direction for theory development and empirical investigation in regard to proposed linkages between employee rights concerns in the work environment and organizational forms. A review of pertinent literature on the subjects of organizational forms and employee rights is presented, in which a summary and critique of the current state of theory and research is emphasized in relation to those components of the two subject areas that are most relevant to the aims of the study. Following this review, the article undertakes a synthesis and integration of existing work, bringing together two scholarly fields of inquiry that have not been incorporated previously, and providing suggestions to establish critical associations and fill conceptual gaps. In this respect, the study constitutes a “first step” in the development of an orientation that accentuates the complementarity of perspectives concerning employee rights and organizational forms.