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组织顾客满意度测评指数模型(OCSI)的研究 总被引:1,自引:1,他引:1
顾客满意度指数(CustomerSatisfactionIndex,CSI),是运用统计的方法把顾客满意程度定量化。目前不少发达国家和地区已编制和发布顾客满意度指数(CSI),许多知名的跨国公司积极实施顾客满意战略,进行顾客满意度指数(CSI)的测评。本文主要研究如何建立组织顾客满意度指数(OCSI)模型,包括:OCSI模型的结构和结构变量、测量变量及它们的数学表达式,同时简要地讨论了设计OCSI的指标体系和调查表的一些事宜。 相似文献
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组织智能是组织在快速变化和高度竞争的环境中取胜的关键。基于组织智能的国内外研究现状,界定了组织智能的概念和特点,初步提出了由人力资源、知识管理、组织内部环境、资源运作、外部支持因素构成的组织智能评价指标体系,运用模糊综合评价法和灰色聚类分析法,分别对组织智能进行了评价。 相似文献
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组织导师制是理论界和实践界关注的热点之一,但尚缺乏对其研究成果的系统归结.文章重点梳理了组织导师制的概念、效益以及其影响导师/徒弟的中介作用(包括情感、学习、激励、社会交换和角色压力源的传导机制)和调节作用(包括徒弟/导师的个性特质、认知和价值观等个体因素以及导师制类型、组织文化和制度等组织因素的干扰机制)的研究进展,并在此基础上阐明了未来研究值得深化的方向以及实践应用的建议,这既为推进组织导师制研究的发展提供了依据,也为提升组织导师制实践的效能提供了启示. 相似文献
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Teleworking: Frameworks for Organizational Research 总被引:3,自引:0,他引:3
Teleworking is a work practice that entails remote working for at least some of the time. Common arrangements include work done at home or in the field, by teleworkers in a range of occupations. As such, telework is one of the most radical departures from standard working conditions in the suite of flexible work practices now gaining widespread acceptance. In this paper, we develop an explanatory model of organizational adoption of teleworking. We do this as a means of integrating the current literature on the incidence of teleworking and to provide a theoretical grounding and framework for understanding differentials in the growth of teleworking in different organizations, industries and countries. We begin by developing an appropriate framework for conceptualizing teleworking. We propose a multivariate approach that is able to differentiate the various forms of teleworking. We then use this framework to develop a model and a series of propositions concerning the adoption of different forms of teleworking. Neo-institutional theory, as well as recent empirical evidence on teleworking informs this model. 相似文献
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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。 相似文献
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目前国内外学者和专家主要从技术角度研究如何实现大规模定制,而本文从组织设计理论的角度分析了大规模定制模式对组织的要求。成功实施大规模定制的动态稳定性组织要求以增加顾客价值为导向、以业务流程为中心、内部组织具有高度柔性、外部组织能战略协作。 相似文献
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The Fragmentation of a Railway: A Study of Organizational Change 总被引:1,自引:0,他引:1
abstract This paper considers pathways of organizational change within British Rail (BR) during its long period of commercialization culminating in privatization. The Laughlin (1991 ) and Parker (1995a ) frameworks are used to demonstrate how a new interpretative scheme supplanted the previous interpretative scheme within BR between the 1970s and privatization in the mid-1990s, leading to a fragmented organization. BR did not survive and privatization of Britain's railways remains controversial. The study demonstrates that without the earlier changes in interpretive scheme from 'social railway' to 'business railway' to 'profitable business', and the associated changes in design archetypes and sub-systems, privatization would have been both less tempting and less feasible. It is intended that the approach developed here to analyse organizational change in BR should be applicable to the study of other privatizations and to other forms of organizational change in both the public and private sectors. 相似文献
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The current study examined the effects of leadership style (charismatic or autocratic) on followers' internal and external attributions for their organization's success or failure. In addition, role incongruence between the leadership style and gender was examined within the context of attributional error. Confirming the hypotheses, the results showed a three‐way interaction between leadership style, gender and organizational outcome. Supporting the role incongruity theory, when there was role incongruence between the leadership style and gender (i.e., the female autocratic leader), the attributions for failure were more unfavorable toward the leader. The effect of leadership style on internal attributions for failure was mediated by likeability of the leader. Overall, the current study was the first experimental investigation of the effects of leadership style, organizational outcomes, and gender on attributional biases within a single design. 相似文献
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崔婧 《北京市经济管理干部学院学报》2009,24(4):27-30
本文在总结国内外人力资源管理效益测量相关研究的基础上,结合定性和定量的测量方法,构建了更加全面、系统的人力资源管理综合测量指标体系,为人力资源管理效益的测量提供了新的依据和方法。 相似文献
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abstract We examine how cognitive style, as measured by the MBTI, affects strategic decision outcomes. Executives participated in a simulated strategic decision making environment that allowed controlled collection of decision outcomes, including manager decisiveness, decision quality, and perceived effectiveness. We found that iNtuiting/Thinking managers used their intuition to make cognitive leaps based on objective information to craft more decisions of higher quality than other managers. In contrast, Sensing/Feeling types used time to seek socially acceptable decisions, which led to the lowest number of decisions and the lowest perceived effectiveness of all. We found no effect on decisiveness or perceived effectiveness based on a manager's preference for Perceiving or Judging. However, we found that others perceived Extraverted managers as being more effective than Introverted managers when, in fact, the Extraverts were no more decisive than Introverts. Thus, cognitive style influences actual decision outcomes as well as how others perceive one's decision performance. 相似文献
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Marshall H. Medoff 《American journal of economics and sociology》1997,56(2):145-158
A bstract Four different state political ideology measures are estimated and evaluated on the basis of their reliability and consisteny. The state political ideology measure accounting for constituency economic interest, legislator shirking , and political party loyalty is found to be the one with the most predictive power. Using this preferred ideology measure states were classified according to their political ideology along a conservative-liberal continuum. The state rankings showed there are distinct regional differences in ideology. The Northeast and Pacific regions are very liberal, the South and Mountain regions are very conservative, and the Midwest region is relatively moderate. States in the Mountain region are found to be the most ideologically homogeneous, while the more heavily populated states tend to be more liberal. In addition, the United States citizens are found to have a moderately conservative political philosophy . Finally, the results suggest that a Democratic candidate would need to win Illinois, California, and Ohio plus all the liberal states to become President of the United States. The 1996 presidential note sustains the analysis herein. 相似文献
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二十多年来,格力依靠开发式创新不断提高产品品质,提升消费者体验;依靠探索式创新掌握最先进的制造技术,成为中国空调企业的技术之王.本文从组织结构、组织情景和高层领导三个组织前因视角分析了格力的双元创新路径,即通过自主创新工程体系来构建适合双元创新的组织结构和组织机制,通过全员创新来鼓励研发人员和普通工人的双元性创新,通过高层领导来提升格力双元性创新的意义和价值.在此基础上,本文提出了企业在双元创新过程中需要注意的问题. 相似文献
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基于多轮开放式与封闭式问卷调查研究,探索企业招聘网站内容的内涵与结构,考察企业招聘网站设计因素(内容、结构和视觉因素)对应聘者求职意向的影响及其中介机制.实证研究结果显示,招聘网站内容包括组织文化与背景、组织政策与环境、组织薪酬与福利和岗位职责与要求四个维度;招聘网站内容和视觉对应聘者求职意向有显著积极影响,网站结构对应聘者求职意向无显著影响;组织信任感在招聘网站内容和视觉与求职意向之间起中介作用. 相似文献
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This study investigates the relationship between a number of organizational characteristics and the decision to outsource HR. Determinants of the outsourcing of four categories of HR are examined: HR generalists activities (e.g., performance appraisal), transactional activities (e.g., payroll), human capital activities (e.g., training), and recruiting and selection. HR executives in 432 organizations provided data on outsourcing levels and organizational characteristics. Reliance on HR outsourcing was associated with idiosyncratic HR practices, strategic HR involvement, positive HR outcomes, promotional opportunities, demand uncertainty, and pay level. As predicted, however, the impact of organizational characteristics varied among the different types of HR activities outsourced. © 2001 John Wiley & Sons, Inc. 相似文献
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Maria L. Kraimer 《Human Resource Management Review》1997,7(4):425-447
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. 相似文献