Managers' Innovations and the Structuration of Organizations

Drawing on interview data from managers in three organizations a theoretical framework based on structuration theory is offered for understanding the social construction of innovation in a way that overcomes the duality of individual and structural perspectives that fragments the literature on innovation and other related domains. Three case studies, one from each organization, illustrate and help link the elements of an argument that focuses first on how an organization's openness to its external environment allows for conflicting interpretations of necessary action. Individual agents exploit the ambiguity, making choices which help sustain or develop their self-identities, drawing on experience to shape innovations that promise to reconcile the constraints of the personal and organizational domains. Their capacity to transform circumstances in the desired direction depends on the extent to which they can deploy personal and organizational resources to negotiate appropriate meanings through social and political relationships with relevant others. The socio-political process and the substance of the innovation have reciprocal effects, yielding the possibility of agreement on a ‘working innovation’ which, once institutionalized, modifies the existing system and structures in ways that constrain, in new modes, the behaviours of all of those involved     

Managers' Perceptions of Criteria of Organizational Effectiveness

This research explores managerial perceptions of organizational effectiveness and whether they have similarities with perceptions of academics, and with the competing values model of organizational effectiveness (Quinn and Rohrbaugh, 1983). The results suggest that the same values organize the patterning of effectiveness criteria in a cohesion-based solution for managers and academics. Yet, this cohesion model has inadequate explanatory power for managers' perceptions and shows no relationship with either their experience or organizational preferences. In contrast, a conflict-based solution provides adequate explanatory power for managers and relates to their experience and to organizational preferences. If managers play any part in influencing effectiveness in organizations, then incorporating their views into models of organizational effectiveness is therefore likely to improve our understanding of organizational functioning.     

Exploring the Differences of Managers' Mental Model

SUMMARY

The aim of this research is to propose a framework that will guide the corporations in their policy making and strategic planning activities. The proposed tool will help the group members to articulate their business vision and the comprehensive set of strategic objectives which will result in a clear understanding of the strategic direction of the corporation. It will also be possible to satisfy agreement on strategies, good cooperation, teamwork, with an effective communication among group members. Finally, it will also be possible to underline the basic similarities and differences of opinions among the members of a management team and to see whether there are subgroups which have dominant roles in the structure of a shared map.     

Managers' Theories About the Process of Innovation

Despite the widely-recognized importance of innovation to organizational competitiveness and national economic well-being, and despite the extensive commentary on the topic, the managerial processes which contribute to innovativeness and the factors and processes inhibiting its achievement remain underexplicated. This article contributes to an understanding of the management of innovation by approaching the innovation problem from an analysis of the accounts, interpretations and theories of the actors closely engaged with the process. Focusing on a large telecommunications equipment manufacturer, this article reveals how managerial discourse may hold the key to understanding the nature of the barriers to effective innovation.     

管理者胜任特征的模仿与替代机制研究

文章分析了管理者胜任特征的模仿与替代机制,以及胜任特征与绩效的关系,讨论了模仿壁垒与可替代性威胁存在的作用.研究结论有利于企业的管理者基于胜任特征开展一系列的人力资源管理实践活动,诸如招募、选拔、培训、开发、激励等,这将对实现人力资源管理的有效性起到借鉴作用.     

管理者胜任特征的构成及影响因素分析

随着企业组织结构的变革,企业的经营权和所有权分离,职业经理人迅速发展起来,管理者胜任特征的研究也越来越受到各类组织的关注。本文基于胜任特征研究的相关理论及成果,分析了胜任特征在个体潜在特质、个体能力成熟度以及管理职能曲线上的发展。同时,分析了胜任特征的影响因素。以此指导个体胜任特征研究在企业管理实践方面的应用。     

论管理人员创造性思维工作模式的开发

创造性思维工作模式是相对于任务导向型思维工作模式而言的一种工作方式方法.任务导向型思维工作模式即自上而下等待领导布置任务的工作方式.该工作模式的管理人员,眼里看不到指令外的事.遇到问题,要么视而不见,要么推开.领导强调一次就做一次,领导不强调就不去做,缺乏活力和责任心.     

地区腐败、企业性质与高管腐败

企业所处的外部环境对企业高管腐败行为的影响日益引起学者的关注,地区腐败作为企业所处外部环境的重要特征,对企业高管腐败行为会产生何种影响?通过手工搜集2007-2013年我国各省市地方官员腐败和上市公司高管腐败的数据后发现:地区腐败越严重,所在地区的企业高管发生腐败的可能性越高;进一步研究发现,地区腐败对民营企业高管的影响作用更加明显,而2012年开始的反腐行动尚未对地区腐败影响高管腐败产生实质的约束作用。研究有助于深化对企业高管腐败环境诱因的理论认知,同时,将政府官员腐败的经济后果拓展至企业管理层面。     

中低层灵活就业群体就业意愿与就业环境的整合研究——以对3120名中低层灵活就业人员的调查为例

灵活就业是我国需要大力发展的一种就业形式,它对于缓解就业压力具有重要的作用,对于中低层就业群体来说更有着重要的意义.目前灵活就业在数量上得到了一定的发展,但是否能得到内在的可持续性发展还是一个值得关注的问题.本文从中低层灵活就业群体就业意愿和就业环境主客观两方面进行评述,并从两者的整合来探讨灵活就业如何得以持续的发展.     

中国管理者职业生涯主观成功的内涵和测量研究

职业成功研究起源并发展于西方.然而,职业生涯主观成功研究是一个与文化密切相关的命题,本文的研究目的在于研究中国文化背景下管理者的职业生涯主观成功.论文通过文献回顾、深度访谈、开放式问卷的方法,收集了中国文化背景下管理者职业生涯主观成功的内涵及衡量指标的初始测项.通过对国内四个城市的614位管理者的问卷调查,提出了基于儒道二元文化的五维度测量模型;同时,结合定量分析结论,从文化角度对其进行了深层次剖析.儒家注重宗法主义秩序,以和为贵,在主观成功方面体现为“家庭和谐”、“组织和谐”、“国家和谐”三个维度;道家注重自然主义,追求自由,体现为“个人发展及自由”、“身心平衡”两个维度.本研究为职业生涯主观成功的内涵解释提供了一种新视角,是对西方传统理论的延续和补充,并更有利于理解中国文化情境下管理者的职业生涯主观成功,有利于组织建设和个人发展,也为职业生涯领域的其他研究提供了一定的借鉴.     

The new employment contract

From the turmoil of the last decade a new relationship has emerged between employees and their organizations. It is one that openly challenges many of the management assumptions behind the imbalance of power between the key participants. Making a successful adjustment to this change has enormous implications in terms of sustained competitive advantage based on the ability to access and retain a committed and skilled work force. Human Resource professionals will find themselves caught in competing loyalties as their roles in this change process evolve. This article offers insight into this changing contract and its impact on the business environment.     

证券投资基金持股与管理者过度投资行为的相关性研究

基于沪深A股上市公司2008年-2010年的研究数据,分析了证券投资基金持股对企业过度投资的影响。研究发现,证券投资基金持股比例与管理者过度投资显著负相关,证券投资基金能有效抑制管理者的过度投资行为;进一步研究发现,证券投资基金持股比例越高,上市公司派发现金股利水平越高,并且证券投资基金持股在一定程度上能够抑制上市公司恶意派现的现象。     

经理人盈余操纵、风险投资与盈余管理方式选择——基于三方博弈模型分析

本文以2002—2016年我国上市公司为研究样本,实证检验在IPO前后等五个重要阶段风险投资支持公司经理人盈余操纵方式的选择策略,同时分析公司盈余管理的阶段性变化特征。研究表明:上市公司在IPO当期的盈余管理程度高于其他各阶段;风险投资支持公司盈余管理程度在IPO前后阶段的动态变化更为显著,公司盈余管理程度在风险投资完全退出后大幅下降,显著低于解禁退出前阶段,成功IPO以及配合股份减持等多重动机促使风险投资对公司盈余管理的监督水平发生波动;公司经理人对风险投资应计盈余管理监督水平调整的敏感度小于对风险投资真实盈余管理监督水平调整的敏感度,公司经理人的盈余操纵方式在各阶段存在应计盈余管理和真实盈余管理交替和并存,但更倾向于选择真实盈余管理。     

Professionals in two employment systems

This article reports the results of a cross national study of how professional employees experience two very different employment systems: the ‘individualist’ of America and the ‘collectivist’ one of Poland. The authors conclude that further research and development of the concept of employment systems should focus on the degree of congruence between employment policies and cultural attitudes of employees.