基于利益相关者理论的关系营销绩效评价研究

作为衡量企业营销绩效水平、比较与竞争对手的差距及指导营销工作的重要工具,企业营销绩效评价受到越来越多企业的关注。本文在分析了传统的绩效评价体系存在的问题的基础上,提出了基于利益相关者理论的关系营销绩效评价的构建思路,并构建了其基本框架。     

Insights to compulsory arbitration: the Jamaican experience1

Jamaica is no stranger to compulsory arbitration. Its Public Utility Undertakings and Public Services Arbitration Law (popularly known as the Essential Services Law) has been on the statute book since 1952, providing for compulsory arbitration in essential industries. During the period under review in this paper (1952–69) some 79 cases were heard. Additionally, a number of cases involved court litigation and/or illegal direct action by groups of employees or employers. The Jamaican experience has been full. This paper will seek to present and analyse what has happened in the field of compulsory arbitration in Jamaica and draw appropriate conclusions as to the relevance of the findings for other societies.     

增值型内部审计运行模式构建——基于IIA“价值模型”的视角

经营环境的快速变化与风险的复杂化促使内部审计在导向、目标与审计活动上做出转变并提高自身的适应性,向增值型内部审计转型是这些变化的综合体现。在对国际内部审计师协会的内部审计价值主张模型、“三线防御”模型和公共部门内部审计能力模型进行评述,借鉴其中的有益成分后,构建增值型内部审计运行的基本模式,并在此基础上讨论转型时期内部审计发展的可能策略:内部审计需明确自身定位与角色,关注利益相关者诉求,敏锐感知并应对复杂环境的挑战,以确认服务为基本,提高咨询服务水平,加强人才资源与信息技术的保障,并关心企业道德与价值观的塑造。     

The influence of international human capital on global initiatives and financial performance

The major aim of this study is to investigate the relationships among international human capital (input-based international human capital, transformational, output-based, and competency of top management team), global initiatives (global learning and global marketing) and financial performance. The open systems view is introduced to develop a comprehensive measurement of international human capital, the human capital that enables a firm to compete globally. The structural equation modelling technique is then employed to investigate the proposed relationships. The results support our expectation that international human capital is positively associated with a firm's global initiatives and financial performance. The importance of the role of top management team competency is identified because it is positively associated with the other three international human capital components. It also indirectly fosters a firm's financial performance and global initiatives through its positive association with input-based, transformational, and output-based international human capital.     

An Autoethnographic Tale of Image-Generation Tactics on Employees

Using an autoethnographic approach, this paper presents the impacts of image-generation programs and policies with a government organization. Based on three years’ experience with The Government, I offer autoethnographic observations of three themes that have emerged: general confusion, avoiding conformity and brand bewilderment. The research brings attention to internal marketing, public relations and image-generation tactics, including human resources policies, practices and organization culture—elements not typically considered image-generation tools. The research details how internal communication breakdowns regarding image-generation tactics affect employees.     

多层次内部控制自我评价及预警初探

预随着竞争的加剧,越来越多的企业更加注重内部控制制度的建设。然而,大多数内部控制评价研究多局限于以注册会计师为主体的内部控制制度的评价,而对内部控制评价客体的自我评价研究较少或研究不深,为此导致了内部控制的完善建立和有效执行得不到应有的质量保证。     

Market orientation and marketing in nonprofit organizations. Indications for fundraising from Victoria

The effectiveness of a market orientation has been established in other parts of the world. Using a modified replication study of 401 nonprofit organizations from Victoria, this research took some initial steps to assess fundraising and marketing activities. Studies in Australia have usually focused on only one part of the Third Sector. This study takes a different view and uses a criteria sampling method to survey all 11 sections named by the Australian Bureau of Statistics. The self‐reported data of fundraising activities showed that there were several choices available to all nonprofit organizations that can lead to an improvement in organizational performance. Results suggest that should nonprofit organizations have knowledge generating systems that evaluate their performance, this will improve outcomes for them. Even though organizational size is strongly linked to fundraising performance, there are key drivers that can aid even small organizations in their efforts. Copyright © 2010 John Wiley & Sons, Ltd.     

自我监控、互惠机会与考核目的对绩效评价结果的影响 ——一项准实验研究

绩效考核是人力资源管理的重要工作,考核结果出现偏差是绩效评价常见的问题。从评价者人格特质和考核情境因素入手,分析评价者的心理过程和行为表现,为理解考核结果偏差提供了新的视角。以学生评教准实验模拟绩效评价活动,数据分析表明:评价者自我监控水平、评价者和被评价者之间的互惠机会、评价目的对评价结果有独立的显著影响;自我监控水平和互惠机会、自我监控水平和考核目的、自我监控水平、互惠机会和考核目的对评价结果有交互影响;高自我监控水平的评价者,在有互惠机会和管理性考核时,有更多的高评行为。研究证实了评价者人格特质和考核情境因素对考核结果的主效应和交互效应,对指导绩效考核实践有一定的价值。     

营销型企业网站的建设与优化技巧

营销型企业网站是指以网络营销理念为导向,以用户体验为中心,具有良好的搜索引擎表现,能够有效利用多种手段获得商业机会,提高产品销售业绩和品牌知名度的企业网站。本文论述了营销型企业网站的规划方法、特征并提出了网页优化的具体技巧。     

国际公共部门会计准则体系研究

国际公共部门会计准则(IPSAS)是全球政府会计准则的标杆。本文就国际公共部门会计准则(IP-SAS)的制定程序、制定团队、现有IPSAS的内容、国际公共部门会计准则理事会(IPSASB)的未来战略和工作计划、IPSAS的未来布局及发展趋势等一系列问题进行概括与分析,以冀为我国的政府会计准则研究提供启发与借鉴。     

Performance appraisal,employee development and organizational justice: exploring the linkages

Much has been written about performance appraisal (PA) in such a manner as to suggest that the process is politically driven, even though one of its primary purposes is said to be the development of the individual employee. Our examination of a cross-section of workers' perceptions of this process was therefore motivated by the need to determine whether they believed that they experienced fair outcomes from PA, and whether its usage was seen to contribute toward their career advancement.

Given the role unions are expected to play in shaping human resource outcomes, we hypothesized that workers in the non-union environment would experience lower levels of procedural and interactional justice than their trade-union counterparts. We also hypothesized that, since unions might be asked to walk a tightrope in contesting PA decisions affecting different persons who were union members, employers would be able to exercise much discretion in making those decisions, with the result that there would not be any appreciable difference in justice perceptions between union member and non-union member. A third hypothesis that informed the research was that workers' perceptions about the treatment received from performance appraisal were likely to influence their expectations regarding career advancement, as expressed through opportunities for training and development, pay for performance and promotions.

No significant differences in perception were found among union and non-union respondents' perceptions about the vast majority of procedural elements used in this study. Contrary to our hypothesis, non-union respondents expressed less unfavourable perceptions about the interactional elements than their trade-union counterparts. The results confirmed the hypothesis that workers who believed that performers were not treated fairly as a result of performance appraisal would also agree that their expectations regarding development and advancement were not being met. We found significant, but relatively moderate relationships between perceptions about treatment of performers and their expectations about career advancement.     

新形势下国有企业人力资源绩效考核改进措施

在新时期,企业想要保持健康发展,必须完善内部控制制度,建立现代企业管理模式,优化绩效考核制度.如今国有企业的绩效考核制度已取得初步成效,但也不应回避绩效考核在实施中遇到的瓶颈,仍需不断探索,寻找支持国有企业长期战略规划要求的绩效考核体系,并伴随着企业的发展变化及时进行调整使之顺利落地.基于此,本文主要分析了新形势下国有...     

The industrial relations of skills formation

Central to human resource management is the question of employee skills and their effective utilization, through such arrangements as competency-based training, performance appraisal and assessment. In this context, collective issues come to the fore: the formulation of skills-based work and pay systems, the mechanisms and procedures governing workers' allocation to and progression through skills-based job classification systems, the tracing out of career paths and the conduct of skills audits and training programmes. These issues of necessity are largely being resolved at the enterprise level They are complemented by broader questions to do with skills standardization, accreditation and portability of qualifications, which can only be resolved at the trans-enterprise level. Because all these issues have a collective character, they provide an opportunity to extend the traditional agenda of industrial relations, at both enterprise and national and sectoral level. In this paper, the expanded industrial relations agenda is linked with the emergence of new production systems based on high quality, high value-added production where skills formation and effective utilization of skills become a competitive necessity.     

服务导向与组织内外部营销表现关系之研究

在服务营销管理的领域中，内部营销及外部营销均为影响组织绩效的关键因素，本研究以餐饮业的服务员工及顾客为实证研究的对象，将服务导向作为主要变量，从员工及顾客的角度，发展一个整合服务导向及组织内、外部营销表现的模型，并以LISREL分析验证本研究所提出的假设。     

Reshaping internal labour markets in the National Health Service: new prospects for pay and training for lower skilled service workers?

This article considers how two new strategies for improving pay and skills development have been used in the UK National Health Service (NHS) to develop labour capacity and capability by stimulating the development of relatively coherent internal labour markets for workers at the lower end of the occupational hierarchy. Drawing on data from 13 NHS trusts, we scrutinise the implications of the new national pay system, Agenda for Change, for healthcare assistants and cleaners and find substantial one‐off improvements in pay for these groups as a direct result of the new national pay framework. However, the detailed case‐study data reveal there is considerable uncertainty regarding the extent, depth and durability of pay improvements. In particular, opportunities for pay progression in reward for acquisition of new skills and qualifications were more variable as a result of the stronger role of management choice and strategy at the organisational level in implementing the new national strategy for skills development, the Skills Escalator. Moreover, management strategy shaped the demand for, and distribution of, intermediate‐level skills (through new job design, for example), which was critical to the effectiveness of trusts in pulling lower grade employees up through an internal career trajectory.     

护理管理中绩效考核的应用价值探讨

目的:观察探讨绩效考核在护理管理当中的应用价值。方法:就我院外科科室的18名护理人员进行分析,观察绩效考核制度引入前后的护理人员的从业素质、护理质量、教学指标和患者满意度进行观察。结果:我院在引入绩效管理进入之后,护理人员的从业素质、护理质量、教学指标和患者满意度得到了明显地提高。结论:绩效考核制度能够切实有效地提高医院护理管理的水平,帮助护理人员自身素质、护理专业技能和知识的提高,可以督促护理人员不断学习,而且可以提高患者的满意度,减少医患纠纷的发生。     

US TFP growth and the contribution of changes in export and import prices to real income growth

Using recent data from the Bureau of Economic Analysis, the Bureau of Labour Statistics (BLS), the Board of Governors of the Federal Reserve System and the US Department of Agriculture, the paper calculates the multifactor productivity (MFP) Growth for an Extended Business Sector of the US economy for the years 1987–2011. The Extended Business Sector (EBS) consists of the entire US economy less the inputs used and outputs produced by the Public Administration sector and less the US housing sector. The study found that MFP growth in the EBS averaged 1.157 % per year, somewhat higher than BLS MFP growth in the Private Sector which averaged 0.962 % per year. The study also produced estimates of MFP where a net output concept was used. Finally, the effects of changes in the prices of US exports and imports on real income growth was calculated using a translog model based on the work of Diewert and Morrison and Kohli.     

探究事业单位内控制度与绩效考核有效结合的策略

在我国社会经济不断发展的时代背景下,原本的内部控制制度和绩效考核体系已无法满足目前事业单位的战略发展需求。基于此,论文分析内部控制制度与绩效考核相结合对事业单位的意义,探讨二者结合的可行性,重点探究内部控制制度与绩效考核有效结合的策略,以期提升事业单位的内控质量及考核效果。     

“QEO一体化管理”与企业管理的有效对接——浅谈“质量、环境、职业健康与安全管理体系”如何有效运行于企业的目标与绩效管理中

随着我国企业从传统经验管理模式向现代科学管理模式的不断改进,目标管理这种科学而系统的管理方法正逐渐应用于企业的绩效考核之中。文章结合笔者的内审工作实践,剖析了石化改制企业如何将QEO管理体系核心内容有效运行于企业目标与绩效管理中的一个成功案例。     

供电企业职业技能鉴定网络化考试探索与实践

职业技能鉴定是企业技能人才队伍建设的重要手段,佛山供电局针对供电企业的职业技能鉴定工作的特点,通过对多年鉴定工作的经验梳理和总结,探索运用信息手段,规范、优化鉴定流程,对技能鉴定工作进行全过程管理,本文重点介绍了佛山供电局职业技能鉴定系统的功能构成和推广应用的实践经验,以供交流。