我国公立非营利性医院集团化发展的动力机制研究

医院集团化作为一种医疗资源重组模式,在实现医疗资源共享与规模效益、增强医院市场竞争力等方面的优越性已充分显现。医院集团化的发展具有重要的经济、技术和社会意义。利益驱动,医疗技术专业化、综合化发展的推动,对合作优势的认同是医院集团化的动因．为应对我国卫生领域的开放对我国公立非营利性医院带来的冲击,应借鉴集团化发展理论在企业中运用的成熟模式。将企业集团管理理论运用到卫生改革的实践中,以推动医院集团化的发展,进而降低医疗服务成本,解决人民群众看病难、看病贵的问题,推动我国医疗改革顺利进行。     

浅谈RFID技术在医院中的应用

RFID在医院的应用主要集中于门禁安全管理、贵重医疗器材追踪定位、病人流动管理、病人安全管理、工作人员定位、医院血液管理、医疗垃圾管理等方面。首先分析了RFID技术在医院管理信息化进程中的意义,重点分析RFID在医院应用中的技术实现,RFID技术在医院综合管理系统中涉及医院工作人员、医院患者、医院资产、医院药品四个方面的应用,并分析了RFID技术在医院管理应用中的优势。     

The breakdown of the workplace ‘family’ and the rise of personnel management within an Australian financial institution 1950–1980

The management of its people defines the way in which an organisation develops the capabilities to successfully compete in the market environment. Since the 1950s, approaches to staff management have evolved from traditional bureaucratic foundations to strategic planning exercises. This article uses a case study approach to investigate the way in which the process of organisational learning evolved in the development of personnel management practices. It suggests that although old and new practices were often overlaid on each other, ‘bridges’ developed which allowed the progressive development of new managerial processes.     

Effects of hospital leadership,organizational systems,and ESWOS on medical error reduction

One of the major elements of care quality provided by health care organizations is the reduction of medical errors. This study empirically examines the effect of leadership, organizational systems, and employee satisfaction with organizational support on medical error reduction. A set of hypotheses is tested based on data collected from 208 medical staff of hospitals with more than 300 beds in South Korea. Data were analyzed by confirmatory factor analysis and path analysis using SPSS 17.0 and Mplus 5.1. One of the major findings of this study was that medical error reduction could be achieved by effective leadership. Leadership and operational efficiency drive reduction in medical errors in the health care industry. The comparison between large- and small-sized quality assurance teams’ roles indicated that there was a significant difference in their effect on medical error reduction. The results of the study shed light on some practical implications for management professionals in hospitals.     

Learning,knowledge productivity and strategic progress

Learning that yields strategically valuable knowledge is vital to an organisation’s progress towards its strategic goals. In increasingly turbulent environments, all types of knowledge have value; the development of knowledge must therefore be a responsibility shared by all organisational members, includ‐ing human resource development professionals. A literature review across three related fields points to the importance of an integrative approach to learning and knowledge processes in an organisation, if they are to aid strategic progress. It suggests the particular importance of corporate vision, of organisational context and of management action, and also indicates some roles and tasks for HRD professionals.     

大港放射性安全人力资源配备和培训方案的研究

我国大型港口的放射性安全至关重要,急需一支技术过硬的检测和应急处置队伍。本文着重阐述了建设这样一支队伍所必须的人力资源要素以及相应的人员培训方案,并介绍了提升检验检疫系统放射性检验技术人员综合素质的具体措施以及对改进放射性安全管理人员的组织结构提出了设想。     

Are Organisation Researchers too Obsessed with the Economic Responsibility of the Firm?

The original intent of business education in America focused on the development of professional managers who would look after the interests of society. As economic and shareholder theories influenced business education, firm performance became the manager’s top – if not only – priority. The economic responsibility of the firm also appears to be dominating scholarly interest in organisations as well. However, business firms constitute part of the fabric of society and closer attention should be paid by organisation researchers to the social responsibilities of the firm. In doing so, a more balanced research approach can be achieved. In this article, we give evidence that research within the study of the organisation, specifically in the field of management, has predominately turned its attention to the economic responsibility of the firm. We close by demonstrating that other fields within organisation research also appear to be favouring the study of performance and we offer suggestions as to how scholars might better address the firm’s role in society beyond its economic responsibility. Jeremy Galbreath is a Postdoctoral Fellow at Curtin University of Technology where he is studying corporate social responsibility (CSR). He has published extensively, with over 50 articles in print and 3 book chapters. Dr. Galbreath's research and teaching focuses on strategic management, the resource-based view of the firm, corporate social responsibility, stakeholder management, the ethicality of profit making strategies, intellectual capital and information technology.     

Leading a multinational is history in practice: The use of invented traditions and narratives at AkzoNobel,Shell, Philips and ABN AMRO

This article states that the distinctiveness of business history and its convincingness can be improved by the concept of invented tradition and narrative. After a theoretical overview it suggests that the narrative approach explains the way leaders operate in practice. It argues that with a narrative approach one sees that history is used by business leaders in four different ways: as a source to create traditions and symbols as means of communication, as a way to understand and strengthen the identity of the organisation, as means to create corporate memory and as a tool to connect past, present and future. The examples are taken from a Dutch oral history project on management behaviour at multinationals.     

Forward looking or looking unaffordable? Utilising academic perspectives on corporate social responsibility to assess the factors influencing its adoption by business

The paper demonstrates its ‘CSR at a tipping point’ thesis by juxtaposing views of corporate social responsibility (CSR) as essential for business and societal sustainability against those that see CSR as unaffordable or irrelevant in the current economic climate. Drawing from Kohlberg's seminal theory of moral development, CSR is conceptualised as the development of organisation moral reasoning, and the proposition is illustrated by demonstrating inter‐disciplinary similarities in levels of ethical concern within different approaches to the practice of marketing, human resource management (HRM) and performance management. Levels of concern for CSR are related to environmental and firm‐specific drivers and constraints that influence the CSR dynamic. Environmental influences on organisational CSR stances emanate from a range of stakeholder constituencies, while the importance accorded to CSR is also influenced by firm‐specific factors such as the organisation's stage of development, strategy and leadership. The paper's identification of inter‐disciplinary similarities in the varying levels of concern for CSR and its delineation of CSR drivers and constraints contribute to CSR theory, and these frameworks also represent analytical tools that managers can use to assess or to change an organisation's CSR stance. The multi‐level perspective on CSR adopted by the paper links an organisation's overall or ‘macro’ CSR stance to the ‘meso’ levels of CSR represented by practice within its specialist functions. It proposes that the ‘CSR at a tipping point’ proposition is assessed by utilising the conceptual model in the paper within a case‐study research design to determine whether specific organisations – identified as ‘CSR‐positive’ ones by their relatively high level of concern for stakeholder welfare – are changing the importance they accord to CSR as a result of the new business context, and the extent to which practice in their marketing, HRM and performance management functions are shapers or consequences of this.     

Changes of control and business reengineering in Russian privatized companies

The success of societal transformation in Russia depends on the ingenuity of Russian managers to link the legacy of the communist regime and the national patterns of industrial organization with the prerequisites of a modern economy. This article reports on a study of management in organizational transformation for 20 privatized industrial companies in Russia and describes the changes in their control structures and strategies. Organizational and economic factors determining the establishing of specific control arrangements and their impact on business reengineering are analyzed by synthesis of surveys and case studies. Implications for western partners and suggestions for further research are drawn.     

Does it Pay to Be Ethical? Examining the Relationship Between Organisations’ Ethical Culture and Innovativeness

In this article, we examine the relationship between ethical organisational culture and organisational innovativeness. A quantitative empirical analysis is based on a survey of a total of 719 respondents from all levels of three Finnish organisations, both general staff and managers. The organisations belong to both the private and public sectors. The results of this study show that organisations’ ethical culture is associated with their organisational innovativeness, and that different dimensions of ethical culture are associated with different dimensions of organisational innovativeness. The ethical culture of the organisation had a specific role in process and behavioural innovativeness. It was found that congruency of management was the single dimension with the highest effect on organisational innovativeness overall and specifically on process and behavioural innovativeness. These findings suggest that when organisations are aiming for specific outcomes, such as organisational innovativeness, they need to be aware of what dimensions of ethical culture are particularly relevant.     

The Myth of Self-Managing Teams: A Reflection on the Allocation of Responsibilities between Individuals, Teams and the Organisation

Concepts that include the participation and empowerment of workers are becoming increasingly important nowadays. In many of these concepts, the formal responsibility is delegated to teams. Does this imply that the normative responsibility for the actions of teams is also delegated? In this article we will reflect on the difference between holding a person accountable and bearing responsibility. A framework is elaborated in order to analyse the accountability and responsibility of teams. In this framework, the emergence of a collective mind, and the organisational factors that influence the extent to which teams have the possibility of acting in a responsible way play an important role. It shows that teams can bear responsibilities that could never be carried by a group of individuals. The framework is used to analyse two sample cases with self-managing teams in production facilities. The authors discuss the implications for the theory and practice of self-managing teams and the allocation of responsibility between individuals, teams and the organisation.     

Does organisational support promote citizenship? The moderating role of market-focused HRM

This paper describes how employment relationships and human-resource management (HRM) functions can influence employees’ citizenship role definitions in service settings. Integrating social exchange and role theory, the paper suggests that contact employees will reciprocate felt obligations of high-quality employee–organisation relationships (i.e. perceived organisational support (POS)) by expanding their role in ways consistent with contextual behavioural expectations. The longitudinal survey of 1387 contact employees and 108 managers in a large supermarket chain shows that POS and several market-focused HRM practices influence employees’ service-oriented citizenship role definitions. In particular, high-quality employment relationships contribute to expanded service-oriented citizenship role definitions when market-focused HRM practices were implemented.     

构建RBRVS的医生绩效考评体系工作研究

通过建立医生绩效考评模型，构建激励、公平且又能体现医院技术服务价值理念的绩效分配机制。以RBRVS资源相对价值为基础，通过比较医疗服务中投入的各类资源要素、成本的高低来计算每次服务的相对值，结合服务量和服务费用总预算，计算出每项诊疗服务项目的医生绩效奖金。RBRVS绩效考评的实施，使医疗资源利用率得到有效提高，鼓励和引导临床开展新技术新项目，促使收入结构的进一步优化，降低医疗运行成本，提高科室的能力建设。在医生绩效分配中实现精细化管理，能为公立医院建立新型的薪酬激励机制提供一定的参考。     

The Business Ethic in Public Sector Catering

Consecutive Conservative governments since 1979 have emphasised the need for greater cost-efficiency in the provision of public services. This article places recent developments in public sector catering in this wider context. It considers the manner in which government policy towards public sector catering has affected organisational and technical change in this area, and how this has led to changes in the roles, styles, strategies and control of catering managers. The article also outlines the effects of change on staff. In conclusion the article argues that management in the public sector are increasingly likely to act according to a business ethic’, rather than a ‘public service ethic’.     

Management development within the construction industry: building on success?

This article explores the notion that the workplace is a learning environment, and that the line manager is a key player determining its effectiveness. The work discusses how performance management systems may be used to clarify expectations made of line managers with regard to employee development. The work, in addition, suggests that line manager people management expertise may be a factor inhibiting workplace development for subordinates, and makes a number of suggestions about how to prepare the line manager for effective employee development. Key issues are illustrated by reference to a case study example. The case demonstrates that a high profile management development programme within a major international organisation failed to meet all objectives because of the unwillingness of the line management team to participate in the development of subordinates back in the workplace.     

The role of corporate identity management in the higher education sector: an exploratory case study

This paper examines the corporate identity concept and presents an empirical test of a corporate identity model in the context of the higher education sector. The various components of corporate identity are investigated and the results are presented in diagrammatic form in the proposed and updated corporate identity taxonomy. A qualitative exploratory approach was taken, comprising in-depth interviews with key informants involved in the implementation of corporate identity at a major UK university. The taxonomy illustrates communication, design, culture, behaviour, structure, industry and strategy as the main components of corporate identity. The study also demonstrates how and where issues of corporate identity are discussed within an organisation and how the results of these discussions are fed into management structure. As with any such exploratory case study, there are limits to the generalisability of the findings. Further research is required to ascertain whether the findings of this study also apply in other settings. The results will be helpful to communication professionals who deal with an organisation’s corporate identity, branding and communication and who aim to enhance the consistency of messages both written and visual within their organisation.     

Towards an Understanding of Social Responsibility Within the Church of England

This research explores the interplay of individual, organisational and institutional variables that produce the current pattern of social responsibility practices within a specific religious organisation, namely the Church of England. By combining elements primarily of neo-institutional theory with Bourdieu’s theory of practice, we construct a theoretical framework to examine the extent to which social responsibility activity is modified or informed by a distinctive faith perspective. Given that neo-institutional theory predicts a convergence of structures and practices between different organisations operating in the same institutional sector, this research draws on a single case study focusing on social responsibility activity in six different Church of England dioceses and shows that the opposite is actually the case: there is evidence of a significant degree of divergence in terms of organisational practice within the same institutional structure. Reasons for that were found to be the impact of human agency and loose institutional structures. This paper thus contributes to the understanding of social responsibility in religious organisations by exploring the dynamics between institutional pressures, organisational context and individual agents operating in the field of faith-based social responsibility. It thereby also contributes to neo-institutional theory.     

建筑工程技术管理的重要性分析

建筑工程中的技术管理具有举足轻重的作用,本文通过分析技术管理的重要性,明确其优越性,如何才能做好技术管理工作就更为关键,本文即从三大方面进行了详细地论述,最后希望本文对于我国相关工作人员有参考或借鉴意义.     

Celling The Concept: A Study of Managerial Brand Mindsharing of A Distributed Biobanking Research Infrastructure

This interview study investigates how managers/associates of a failed distributed large-scale Research Infrastructures perceived their brand and the role mindsharing played in light of the organisation’s ultimate failure. Specifically, the study looks at BioBanking and Molecular Resource Infrastructure in Sweden (BBMRI.se), an organisation that involved collaboration between several medical and technical universities and sought to harmonise biobanking in Sweden. The aim was to discern the respondents’ degree of mindsharing in regards to their perception of the organisational brand. The four stages the branding process investigated were: Brand Strategic Analysis, Brand Identity, Brand Operationalising, and Post-Implementation Reflections. The results indicated that the mindsharing was present at the initial two stages, but dissipated throughout the ensuing two final stages, resulting in a fragmented brand perception, thereby forgoing the ability of generating a “pull-effect” for the BBMRI.se brand. The study’s implication is for branding to account more for social and individual motivations and less for instrumental motivations, e.g. mission statements.