The effect of changes in public sector bargaining laws on teacher union membership

This study uses a simple model of demand for and supply of union services to analyse the effect of public sector bargaining laws on teacher unionization. Relying on a nationally representative dataset covering 2001–2018, I exploit natural experiments that occurred in several US states to identify the effect of legal and institutional changes weakening collective bargaining rights of teachers on their union membership rate. Based on both difference-in-difference estimation and synthetic control method, I find that the new legislation significantly reduces teachers’ union membership and that the impact of the anti-union bills on unionization evolves, growing in magnitude, over time. I also find that the magnitudes of the impacts are greater for female, younger and minority teachers.     

The antecedents and consequence of functional and dysfunctional conflict between Marketing Managers and Sales Managers

Focusing on the working relationship between Marketing Managers and Sales Managers, our study examines two dimensions of interpersonal conflict: dysfunctional conflict and functional conflict. Drawing on relevant theory, we include three communication variables - frequency, bidirectionality, and quality - as antecedents in our structural model. Using these explanatory variables we predict the two conflict dimensions, and in turn, use these same three communication variables, and the two conflict dimensions to predict our ultimate endogenous variable — perceived relationship effectiveness. Overall, our model has high explanatory power, and we find support for nine of the thirteen hypotheses. More specifically, two of the three communication variables - communication quality and bidirectionality - significantly impact on both forms of conflict, and relationship effectiveness, though communication frequency only influenced the quality of communication between the Marketing Managers and the Sales Managers. In addition, the variables in our model better predict the levels of functional conflict in the Marketing/Sales relationship than dysfunctional conflict. Finally, an important new finding in this research is that the overall level of dysfunctional conflict between these two functional managers is relatively low, while functional conflict is high.     

企业高层管理人员考评模式研究

企业高层管理人员的工作业绩考核与管理能力测评的有效性是保证人事决策质量的关键。要提高企业高层管理人员的管理能力测评的信度和效度，应当根据高层管理人员应当具有的高级能力的表现特点，采用具有较高的非结构化的面试模式，而要提高业绩考评信息的客观性和可比性，可以采用岗位绩效指数化的考评方法。     

浅谈以人为本与学校工会工作

科学发展观的本质和核心是坚持以人为本。学校工会工作落实科学发展观,就是要坚持以人为本,尊重和保障教职工的政治、经济、文化等方面的权利,改善教职工的物质文化生活水平和健康水平,协助搞好教职工的思想道德素质、科学文化素质建设,提高教职工教学水平和育人能力,为创造教职工和谐发展、共同进步的教学育人环境发挥作用。     

Managers and the distribution of Scientific and Technical Information

Keeping in touch with progress in science and technology is one of the most important functions of R&D organizations. A study of nine engineering organizations shows that managers recognize this importance and consciously plan ways to encourage their subordinates to use scientific and technical information (STI) originating at outside organizations. The most prevalent forms of influence are routing articles and encouraging interpersonal contacts with outside professionals.
Managers especially route information and references related to sources of STI uniquely accessible to the manager. Such information includes:
—notices about and notes from meetings restricted to managers;
—unpublished material and preprints sent to the manager for review or because of the manager's reputation;
—articles from publications more likely to be read by managers; and
—information on the directions and accomplishment of competitive firms.     

Japanese horizontal keiretsu and the performance implications of membership

Our study investigates the effect of Japanese horizontal keiretsu group membership on firm risk and return. Like prior studies, our results show that horizontal keiretsu membership has a negative effect on firm profitability. However, we find that horizontal keiretsu networks are likely to increase the gap between targeted and realized returns, which we call the outcome–aspiration gap. Moreover, in contrast to prior studies, our results indicate that keiretsu membership does not enable member firms to reduce risks by smoothing profitability. Instead, our findings provide evidence that is counter to the conventional notion that Japanese horizontal keiretsu allows their member firms to trade off profits for reduced risk.

职业经理人的甜蜜点

民企的诱惑力,正在一点点地逼近甚至超越跨国公司。2008年5月15日,福建新华都集团总裁兼CEO唐骏从重庆飞抵北京,接受本刊记者的专访。这一天距离其以引发轰动的10亿元薪酬加盟新华都正好一个月。谈到这第一个月的工作,唐骏的神情疲惫中透着兴奋,"很充实,特别特别地忙!"他说。看来,     

Wage-fixing Behaviour of Managers in Australia

Researchers have conducted surveys of firms in an attempt to test various theories of wage rigidity. The survey of Australian firms reported in this paper found strong support for the view that hiring and training costs are important reasons why employers do not reduce wages, consistent with the surveys of Blinder and Choi (1990), Bewley (1995, 1999) and Kaufman (1984). All the surveys find pervasive support for the notion of fairness as an explanation for wage rigidity. Qualified support was found for the idea that fear of unemployment motivates worker effort.     

企业管理人员培训的重要性

加强企业管理人员及员工职业化素质,增强企业竞争力。企业管理人员应该重视自己的培训学习机会,端正学习态度,积极发挥自己的优势,才能打破企业中管理人员培训无用论的怪圈。     

退出成本、经理行为与国有企业改革

本文在现有理论的基础上将退出成本引入对经理行为的分析。分析表明,退出成本的存在会使经理采取积极行动以避免退出,经理的努力水平会随着退出成本的增加而提高;通过提高经理的退出成本,所有者以较少的剩余索取权激励使经理提供相同的努力水平。本文认为,退出成本过低是导致当前国有企业效率低下的重要原因之一。国有企业改革应该多管齐下,在当前推行产权改革、治理结构优化和剥离政策性负担、引入竞争机制等一系列改革措施的同时,政府还应该采取措施以提高国有企业经理的退出成本,以避免其他改革措施事倍功半。     

多项目管理中的组织冲突问题

多项目管理是一种有效利用企业资源、确保企业所有项目目标均能实现的科学管理方法。目前中国空间技术研究院多型号并举,需要我们在组织中协调所有项目的计划、控制和优先权等,最优地配置和整合技术及资源,提高工作效率,使各个项目都能够完成预定的目标。