中小民营企业文化建设初探

在企业成长过程中,企业文化作为企业的精神,对企业的发展有极其重要的作用,如何在中小民营企业中建设企业文化,是中小民营企业主与员工都必须认知的。     

加强中小民营企业和谐文化建设的思考

中小民营企业是社会的重要组成部分，构建和谐社会，离不开中小民营企业的和谐。而企业文化作为一种无形的生产力，是企业的灵魂和精神支柱，加强企业文化建设是构建和谐企业的根本要求。文章结合贯彻落实科学发展观，构建社会主义和谐社会的新形势新任务，对我国中小民营企业和谐文化建设初步探析。     

中小民营企业的家族式管理

家族式管理方式是我国民营企业在管理方面的一大特色,这在中小民营企业中显得尤为突出。家族式管理有其成功的一面,但也存在着许多弊端。研究民营企业家族式管理的成因,分析其不足,找出民营企业由家族式管理到科学管理的对策,对提高民营企业的管理水平、延长民营企业的生存期将是非常必要的。一、对深圳民营企业的调查在完成“深圳民营企业成长机制研究”课题的过程中,我们针对深圳民营企业的现状设计了33个问题对深圳市所属六个区108家注册资本为1000万元以下的中小民营企业进行了上门走访式抽样调查。在“企业中管理人员与企业主间的关系…     

浅析中小民营企业班组文化的建设

改革开放以来,中小民营企业经济发展迅速,中小企业贡献了中国60%以上的国内生产总值,50%以上的税收,并提供了中国80%以上的就业机会,但是由于中小民营企业生命周期短、不注重企业的长期文化建设,导致中小民营企业在内部班组文化建设中存在着诸多问题。企业班组文化建设是提高企业生命力和创造力的基础,对企业的持续发展有着十分重要的作用。本文从中小民营企业的情况出发,分析其班组文化建中的种种问题,并提出具有针对性的解决措施。     

中小民营企业文化建设

在中小民营企业发展的进程中,为探究影响其发展的相关因素,找到解决家族式管理等一系列问题,本文采用文献综述法对国内外中小民营企业发展情形进行分析研究。在研究过程中发现,固化的家族结构、传统的管理经验等因素对中小民营企业的发展影响显著。中小民营企业要想走出困境,找到解决策略,应形成科学管理模式,把建设企业文化作为主要手段。企业文化建设是发展中小民营企业的关键要素,本文就我国中小民营企业发展现状及文化建设中存在的问题,提出相应的解决措施,促进中小民营企业的发展。     

中小民营企业人事风险规避的几个问题

人事风险是企业经常面临的风险之一,尤其是企业内部组织结构和管理体制尚未完善、企业文化建设又相对弱化的中小民营企业,更是导致企业震荡和生命力短暂的主要原因。因此,在积极发挥人力资源潜能的同时,注重防范人事风险,就成为中小民营企业人力资源管理的首要职责。     

中小民营企业反倾销应诉会计研究

金融危机导致国际贸易环境恶化,贸易摩擦将进一步加剧,可以预见国外对我国出口产品的反倾销调查会愈加频繁。在我国对外贸易中占据重要地位的中小民营企业,由于应对能力较弱而放弃应诉。如何提升中小民营企业的反倾销应诉能力是值得关注的课题,本文从会计的角度分析阻碍中小民营企业反倾销应诉的原因,提出企业需要将反倾销应诉的会计要求融入日常的会计核算,构建适应于反倾销的会计信息系统。     

中小民营企业反倾销应诉会计研究

金融危机导致国际贸易环境恶化,贸易摩擦将进一步加剧,可以预见国外对我国出口产品的反倾销调查会愈加频繁。在我国对外贸易中占据重要地位的中小民营企业,由于应对能力较弱而放弃应诉。如何提升中小民营企业的反倾销应诉能力是值得关注的课题,本文从会计的角度分析阻碍中小民营企业反倾销应诉的原因。提出企业需要将反倾销应诉的会计要求融入日常的会计核算,构建适应于反倾销的会计信息系统。     

中小民营企业人力资源管理存在的问题及对策分析

人力资源是企业中最重要的资源,企业与企业间的竞争最终是人力资源的竞争。中小民营企业在我国整个国民经济格局中占有非常重要的地位,是我国国民经济中最富有活力的部分。但是,中小民营企业的人力资源管理问题已经成为企业发展的"瓶颈",如何解决中小民营企业人力资源管理存在的问题,建立科学的人力资源管理制度,是中小民营企业发展的关键。     

中小民营企业员工工作满意度影响因素探析

员工工作满意度是影响中小民营企业生存与发展的重要因素。对样本中小民营企业的调查分析发现,其员工工作满意度的整体水平比较低下。探析中小民营企业员工工作满意度的影响因素兼具理论意义与实践意义。本文认为,环境类因素、管理类因素、制度类因素和个人类因素是影响中小民营企业员工工作满意度的四大类因素。     

数字经济时代下企业组织惯性的重构路径研究

组织惯性研究中"选择决定论"与"组织适应论"的视角冲突,割裂了企业对组织惯性的认知,难以形成相匹配的应对模式。文章从资源基础理论视角切入设计案例研究,研究发现企业组织惯性的重构路径会经历三个主要阶段:(1)组织外围结构先行演化,不断试错,形成可被纳入核心结构的能力;(2)基于形成的能力进行资源动员,丰富可能的资源和能力组合方案;(3)通过解构与重组惯性的方式构建动态调节机制。研究结论有助于丰富组织惯性和资源基础的研究文献,弥合了组织惯性研究的视角冲突,在组织变革中引入了管理者的资源管理能力;同时可为企业无法准确识别环境变化时提供一个处理组织惯性的可行指导方案,促使企业组织的成长演化过程向进化转变。     

The three Cs for cultivating organizational culture in a hybrid world

For years we have known that effective organizational culture is critical to ensuring revenue growth, employee retention, and even stock price acceleration. Yet, culture change is hard. Today, in the hybrid world, most employees still spend the majority of their time working within small work teams, but team members are often remote from one another. These employee interactions are essential to sharing and modeling the norms and behaviors necessary to cultivate the desired culture. Combining behavioral data with the use of organizational network analysis helps to overcome these limitations and provides a deeper understanding of the employee cultural experience—even in the hybrid context. In our research, we evaluated 10 attributes critical to an organization’s culture from more than 50,000 employees across three years. Using passive data, we also re-constructed the employee network based on primary interactions. Our research highlighted three critical cultural patterns that will help to more deeply evaluate culture in a hybrid context, but even more importantly,help target local solutions that can be quickly implemented. We call these the three“C’s” of cultivating culture. We show that organizational culture clusters in the employee network, is contagious among employees, and is contextually dependent.We discuss our key insights on the three C’s, concluding with practical applications for leaders applying these insights in their organization.     

Performance implications for the relationships among top management leadership,organizational culture,and appraisal practice: testing two theory-based models of organizational learning theory in Japan

The purpose of this study was to examine the interrelationships among top management leadership, organizational culture and human resource (HR) practices, and their associative effects on organizational performance. Based on the theory of organizational learning, we developed and tested two different causal models: (1) a feed-forward learning flow model in which supportive leadership by top management would create a community culture and HR practices within organizations; and (2) a feedback learning flow model in which a community culture would support the practice of supportive leadership by top management and HR practices within a firm. Our structural equation modelling (SEM) results for a sample of 225 Japanese small and medium-sized enterprises (SMEs) in Japan supported the second model, in which the dominance of a community culture within the firm is an antecedent of top management's supportive leadership, which in turn necessitates a performance-based appraisal practice and eventually leads to better organizational performance in terms of objective indicators of turnover and absenteeism rates and workforce productivity. The findings are used to discuss the role of top management leadership in a particular organizational culture from the organizational learning perspective. Limitations and directions for future research are also discussed.     

千亿再造——中国领军企业的组织结构调整

在竞争空前激烈、高度不确定的环境下,有更高感知力,更好适应性的组织结构自身就是一部帮助企业探索未来战略的雷达research Conclusion{研究结论}●面对随时可能出现的跨界袭击者,干亿企业们选择自我颠覆在内部组建自己的蓝军,孵化、培养颠覆性业务,让它们与传统业务进行竞争与融合●在竞争激烈,环境高度不确定的情况下,有更强感知能力、更好适应能力的组织结构可以引导生成企业战略●经过调整,千亿公司正在形成后端大平台,前端小团队,     

Examining the influence of servant and entrepreneurial leadership on the work outcomes of employees in social enterprises

Abstract

The present study examines the relative influence of two distinct leadership styles, servant leadership and entrepreneurial leadership, on the organizational commitment and innovative behavior of employees working in social enterprises. Analyzing data from 169 employees and 42 social entrepreneurs, we found that, although servant leadership was positively related to followers’ organizational commitment, the relationship between entrepreneurial leadership and organizational commitment was insignificant. In contrast, whilst we found evidence that entrepreneurial leadership was positively related to followers’ innovative behavior, the relationship between servant leadership and employees’ innovative behavior was insignificant. Our research contributes to the underdeveloped literature on leadership in social enterprises by exploring the relative effectiveness of different leadership styles (namely an entrepreneurial leadership style and a servant leadership style) in promoting follower work attitudes and behaviors in social enterprises. In addition, our research demonstrates the importance of leadership over and above followers’ individual differences such as pro-social motivation and creative self-efficacy.     

浅论中小企业财务风险防范的策略

中小企业己成为我国经济发展的重要增长点之一,研究中小企业财务风险防范对于持续推动中小企业健康发展具有重要的现实意义。本文在界定中小企业及财务风险内涵的基础上,分析了我国中小企业财务风险的成因,并有针对性的提出了中小企业财务风险防范的策略。     

基于NARX神经网络模型的船舶市场预测研究

船舶市场的未来需求一直是船厂和船东关注的焦点。为使船舶制造企业能够积极面对未来市场的发展与变化,文章利用NARX自回归反馈网络对船舶市场进行短期预测。此法提高了对船舶市场预测的准确度及合理性,解决了目前由于经济环境复杂且资料有限而无法进行完全合理有效的预测的问题,以期对我国船舶市场的发展提供借鉴与参考。     

Why and when organizational culture fosters affective commitment among knowledge workers: the mediating role of perceived psychological contract fulfilment and moderating role of organizational tenure

Drawing on Denison and Mishra (1995)’s framework of organizational culture, this study examines why and when organizational culture is related to knowledge workers’ affective commitment. Data were collected from 640 employees working in three high-technology companies in China. The findings indicate that the relationship between organizational culture and affective commitment is mediated by perceived psychological contract fulfilment. In addition, organizational tenure moderates the relationship between two external dimensions (i.e. adaptability and mission) of organizational culture and perceived psychological contract fulfilment. This study extends the current theoretical framework of organizational culture by demonstrating the underlying mechanism and the boundary condition of the relationship between organizational culture and affective commitment. The findings also provide practical implications for international managers to design appropriate human resource management policies and practices in China.     

我国家族企业用人制度的文化分析

我国家族企业用人制度上存在着典型的“家族化”、“关系化”特征,偏向于使用与企业主有血缘、宗亲等特殊关系的人员。本文从传统文化的角度,对以上特征做出解释,认为我国传统的社会低信任度文化和“差序格局”观念,是家族企业用人制度的,一种不可忽视的原因。     

中小企业财务报告问题研究

中小企业在我国社会经济运行中发挥着重要作用,在就业和税收上起到无可替代的支撑作用。中小企业财务报告体现其财务状况、经营现状和现金流量等重要信息[1],因而在很大程度上呈现出其管理经营的全貌。基于此,其财务报告是否具有规范性就显得格外重要。论文立足于当前客观情况,探究现阶段中小企业所面临的实际问题,提出具有针对性的改进路径。