军事物流社会化保障研究

通过分析美军物流社会化保障,对我军军事物流的社会化保障提出了一些思考。指出军队物流社会化保障势在必行,我军应建立现代物流系统的观念、综合物流的观念、市场服务的观念,供应链管理的观念,调整军事后勤体制编制,从根本上解决我军的后勤问题。     

社会化亟待提速

相比其他细分物流领域,医药物流的社会化进程并不顺利,不过,随着相关法规、政策、标准的进一步明确以及第三方物流企业的进入,医药物流的社会化进程有望加快。进入2月,中国邮政成为医药物流市场关注的热点。     

落实国务院关于物流业调整和振兴规划征稿

一、积极扩大物流市场需求,大力推进物流服务的社会化和专业化 （一）.生产企业运用供应链管理技术,在改造物流流程的基础上剥离或外包物流功能,促进企业内部物流社会化方面研究。     

建设现代物流项目的四个原则

面向社会化物流市场，如何建设现代物流项目？     

美军物流社会化保障实践及其对我军的启示

对军事物流社会化保障定义和体系结构进行了探讨,并通过对美军物流社会化保障的研究,对我军物流的发展有一定的启示和借鉴作用。     

对我国城市建立综合物流中心的探析

城市可持续发展受到了社会广泛的关注,物流业的社会化程度越来越高,物流逐渐地形成为一个独立的行业。本文针对现阶段物流对城市可持续发展的利弊关系进行了分析,提出了建立城市综合物流中心的一些建议。     

从第三方物流看我国农产品物流现状及发展

通过对农产品现状的分析．指出了目前农产品物流存在的流通环节多、技术落后、资源配置不合理、物流专业化社会化程度低、标准化程度低和重复建设严重等问题。论述了农产品第三方物流的优势．提出大力发展农产品第三方物流推进农产品物流专业化、产业化的发展思路。     

现代物流对区域物流协同发展的促进作用

现代物流对促进区域经济的发展具有重要的战略意义.现代物流通过物流资源的集中处理,加快物流资源社会化,梆整体优势和规模效益,进一步带来商流、资金流、信息流、技术流的集聚,促进区域经济多种产业的发展.本文在现代物流的理论基础之上试分析讨论了其对于区域物流的促进作用,并提出了协同发展区域物流的几点对策.     

论新形势下我军现代后勤物流装备社会化保障模式的构建

着眼新时期全面建设现代后勤的要求,根据军地物流一体化的发展规律,分析了当前我军物流装备进行社会化保障存在的主要问题,提出了物流装备实行社会化保障的措施与对策,以进一步提高物流装备的使用、维护、供给能力和保障效益,并为丰富和发展现代后勤的保障功能提供理论依据。     

山东省第三方物流企业的发展现状及对策分析

第三方物流是现代物流社会化和专业化的先进形式,最大程度满足了社会化大生产对于规模与效率的需要,以及物流与信息相结合所体现的无限潜能。本文分析了山东省第三方物流的发展现状以及存在的主要问题,继而提出了山东省第三方物流的发展对策。     

新军事变革环境下军事物流的发展方向及策略

科学技术特别是信息技术的迅猛发展,推动了世界范围内新一轮的军事变革。在未来高技术条件下的战争中后勤保障能力在很大程度上左右着战争的进程和最终结局,而军事物流又直接关系着后勤保障的顺利实现与否,其必将为适应现代战争的新需求和新特点而从传统物流向现代物流迅速转变。同时我军也应借鉴美军物流社会化保障的先进经验,制定相应发展策略。     

Group Rites and Trainer Wrongs in Employee Experiences of Job Change

This paper investigates how group-controlled transition rites in an air traffic control organization are experienced by job changers and those responsible for socializing newcomers on behalf of the work group and unit. Contrary to earlier functionalist accounts, these admission rites were neither fully understood as intended nor accepted as legitimate by job changers. The findings indicate that shared meanings between newcomers and `'lders' may not be necessary if such rites are to be accepted as an essential feature of the process of granting or withholding membership of the unit. More crucial to their acceptability is whether or not job changers believe that elders are fully acting in the interests of the group and unit. We show that the legitimacy of such socialization practices is subject to decay from organization-wide restructuring which weakens units' social coherence and gives rise to doubts about the integrity of those members who assume an elder role. The implication of these findings is that group-controlled transition rites emerge where management has no choice but to delegate features of work control to the group. Equally, if the legitimacy of such group-level practices is undermined by organizational changes, it is unlikely that this form of socialization can be rectified by management intervention     

高校学生公寓社会化模式、问题及其对策研究

学生公寓社会化作为我国高校后勤社会化改革的重点,是深化高等教育改革的一项具体任务。本文在比较分析国内高校公寓社会主要模式的基础上,明确我国高校学生公寓社会化存在的主要问题,并提出在今后高校学生公寓社会化改革和管理中应予以完善和提高的方面。     

Newcomer and Organizational Socialization Tactics: An Interactionist Perspective

During the past 15 years, organizational socialization research has focused on two issues. The first is the need for researchers to take an interactionist perspective on the process. The second has been both a conceptual and empirical concern with the pro-active socialization techniques employed by newcomers. The present article takes an interactionist perspective by presenting a model and propositions of how organization socialization tactics impact on and interact with newcomer pro-active socialization tactics to influence socialization outcomes.     

Organizational goals and values: A socialization model

Research on the content of socialization has incorporated multiple content areas into one general framework. However, it has been suggested that the organizational content areas actually assess different constructs, thus, researchers should examine the content areas independently. The purpose of this article is to present a model of socialization that focuses on the antecedents and outcomes of socialization in one specific content area: organizational goals and values. The model suggests that an individual's agreement with the organization's values (work value congruence) and the importance of the individual's own work values interact to determine the outcomes of socialization to the organizational goals and values. When there is low work value congruence, the individual may engage in detrimental behaviors if the individual has a strong belief in his/her own values.     

浅析当前大学生社会化问题

在构筑和谐社会的今天,大学生社会化问题一直受到人们的重视和关注,其表现形式也日趋多样化。如何发挥高校的教育和引导作用,更好地促进大学生社会化,提高大学生适应社会、改造社会的能力,是目前高校思想政治工作面临的新课题。本文从当前大学生社会化过程中所面临的问题入手,提出了解决大学生社会化问题的主要途径。     

Creating supply chain relational capital: The impact of formal and informal socialization processes

Establishing closer social ties between buying and supplying organizations is increasingly cited as a critical differentiator of high and low performers in global supply chains. While the creation of relational capital within an organization is a relatively well identified concept in organizational research, comparatively little research exists on the inter-organizational socialization processes that create relational value in supply chains. In our research, we extend theoretical models of group social conduits into this context, and develop a model that posits the impact of formal and informal socialization processes on the creation of relational capital between buyers and suppliers. Results from our study of 111 manufacturing organizations in the United Kingdom suggest that informal socialization processes are important in the creation of relational capital, which in turn can lead to improved supplier relationship outcomes. Formal bridging socialization conduits appear to play a lesser role in deriving these benefits.     

Transferring Organizational Learning Systems to Japanese Subsidiaries in China*

abstract Qualitative interviews and observations were conducted to study the cross‐border transfer of organizational learning systems to the subsidiaries of five Japanese manufacturing companies operating in South China. This paper develops a holistic model of the overall process, by integrating knowledge‐oriented, routine‐oriented, and social/contextual perspectives, each of which plays a necessary role in explaining essential aspects. One feature of the transfer of organizational learning systems entailed arranging local access to, and opportunity to replicate, various types of knowledge repository that contained corporate values as well as technical expertise. A second feature involved the development of collective learning routines through dynamic interplay with evolving, locally based, knowledge repositories. A third feature, in two companies, entailed the creation of enterprise contexts that reproduced the socialization and corporate culture maintenance rituals, and the open plan factory and office designs, that were hallmarks of the respective parent companies, and which appeared highly conducive to the transfer of collective learning routines to the local sites. Findings indicate that successful cross‐border transfer of organizational learning systems entails the development and implementation of an overall heuristic design for cultivating collective learning routines through the engineering of enterprise contexts and the responsive management of knowledge repositories.     

Bringing Networks In: A model of organizational socialization in the public sector

Abstract

Integrating new employees so that they perform well, fit in well and are committed to the agency is a salient concern for public managers. Organizational socialization is the process by which new employees learn the knowledge, skills and values required to become organizational members. This article develops a model of organizational socialization grounded in newcomer social networks and set within a context of public service identity. Social network theory and methods offer a means for examining and interpreting patterns of interactions between newcomers and organizational members. This article concludes with propositions for future studies of organizational socialization and social networks.     

Organizational socialization and career success of Asian managers

This study proposed a new framework to conceptualize organizational socialization. It examined two broad socialization strategies: perceived organizational support and developmental experience and their relationships with career success. Data were obtained from interviews with 374 line managers and human resource managers in four industrial sectors in five Asia countries/societies, namely, Singapore, Hong Kong, Taiwan, Japan and Thailand. There is partial support for the predicted relationships. The results from the present study add to our understanding of how organizational socialization affects career success. Implications for research and managerial practices, as well as future research directions, are provided.