对我国体育彩票业组织结构的探讨

文章从彩票业的管理组织结构入手,简要阐述了我国的体育彩票业的管理体制及运作模式,在此基础上对其管理组织结构进行设计与构想,并提出了相应的改革对策,力图为我国体育彩票活动的规范发展提供理论与实践上的指导与建议。     

Translating single project management knowledge to project programs

Over the past decade, the efficient implementation of project programs became of great importance. Many authors are concerned with improving the professionalism of implementing project programs, and most of them identify context‐related factors that are considered the bases of successful implementation. However, little has been written on how to use the project management toolkit in project programs. In mid‐2007, a research program was initiated to highlight the role of the single project management toolkit in implementing programs. During the research, both case‐based and interview‐based research methods were used. The primary question addressed in this article is how to translate single project management knowledge to program management.     

Mutual Gains? Health‐Related HRM,Collective Well‐Being and Organizational Performance

Research on the effects of HR management on employees’ psychological well‐being has yielded inconclusive results. Moreover, prior works remain unclear on whether human resource practices specifically aimed at enhancing employee well‐being also benefit organizational performance. Building on signaling theory and conservation of resources theory, our study investigates the relationship between health‐related human resource management (HHRM), employees’ collective well‐being (in terms of collective emotional exhaustion and collective engagement) and organizational performance. Results from a multi‐source field study of top management team members, HR representatives, and 15,952 employees in 88 organizations reveal a positive indirect relationship between HHRM and employees’ collective well‐being, which is mediated by employees’ positive stress mindset. In addition, we find this positive indirect association to depend on the level of transformational leadership climate in organizations. Finally, our findings also show a positive indirect relationship between HHRM and company performance, mediated by employees’ positive stress mindset and collective engagement.     

中国古代绩效管理思想研究

中国古代有着丰富的的绩效管理思想.历代帝王重视考绩,有的皇帝亲自抓考绩;专门设立绩效管理机构;主观、定性考核为主,客观、定量为辅;平时考核和任期考核相结合;重视考核结果的使用.通过考核官吏德、才、勤、廉、功而决定职务升迁、收入增减,甚至决定生死.中国古代优秀的绩效管理思想值得学习、借鉴和弘扬.     

Evaluating performance-related pay for managers in the National Health Service

This paper evaluates the scheme of performance-related pay facing NHS managers, using both quantitative and qualitative date from a questionnaire survey. We find that the scheme is modestly successful. On the basis of self-reported data from managers covered by the scheme, there are clear indications that it has raised motivational levels, and induced more effort, albeit for only a minority of the managers. These results stand in some contrast to those from a number of earlier UK studies, and may show what happens in relatively mature PRP systems. In seeking to understand why the scheme was not more successful, we found that motivational and behavioural change was less likely among those who thought that certain aspects of the objective-setting process were done badly, or that assessments were conducted inappropriately, or that the subsequent rewards were unattractive. We finish by drawing out some implications for HR policy.     

探析企业战略管理中的绩效评估

企业所在的内外部环境的变动性,决定了要保证战略管理过程的顺利实现,必须通过战略管理绩效评估对制定并实施的战略效果进行评价,以便采取相应的完善措施。文章从战略管理的重要性、战略管理绩效评估的内涵、理论方法、体系的构建4个层面对战略管理绩效评估问题进行了较为详细的探讨。     

中国人力资源管理的发展变革趋势

中国改革开放最大的成功在于人性的解放,中国经济社会持续快速健康发展的根本动力是人力资源开发管理所释放出来的巨大能量。本文从八个方面探讨了中国人力资源管理的发展变革趋势,以及这些变革对中国社会和企业发展带来的变化和影响。     

推进军队财务集中支付电子化管理改革研究

为适应军队调整改革的新形势新要求,准确判断军队财务集中支付电子化管理改革所面临的新要求,提高军队资金使用保障效率和效益。论文在分析推进军队财务集中支付电子化管理制度建设重要意义的基础上,从清理账户的四个方面理清了重点工作,并建议从加强互联互通,促进系统自动衔接,注重协同运作,建立配套改革机制,强化系统培训,拓展数据应用分析等方面同步推进,确保军队财务集中支付电子化管理落地见效。     

From a labour-surplus to a labour-scarce economy: challenges to human resource management in Hong Kong

In this paper, the acute problems faced by the market economy of Hong Kong are assessed. These are seen to arise from the shift in the labour market from labour surplus to labour scarcity. The major geo-political role of Hong Kong both in servicing the extendal capital requirements of South China and as a key state within the conurbation of ‘little dragons’ is also examined. The consequences of this structural shift in terms of the challenges being mounted to HRM both strategically and functionally are also evaluated and are interpreted as an evolutionary process.     

Organizational differences in managerial compensation and benefits in Chinese firms

More than two decades of economic reforms have brought profound changes in human resource management practices in both the state and non-state sectors in China. This study focuses on the impact of organizational factors on compensation and benefits for Chinese managers in state-owned enterprises (SOEs), publicly listed firms (PLFs), and foreign-invested enterprises (FIEs). The empirical investigation of 465 firms located in three major Chinese cities, Shanghai, Nanjing and Guangzhou, provides evidence that organizational factors, such as ownership, firm size, firm age, location and industrial sector, have significant impacts on the variances in Chinese managers' compensation levels, compensation structures and benefits. The trends in the development of compensation and benefits for Chinese managers are also discussed as the Chinese economy moves closer to a more globalized, highly dynamic economy after China's accession to the World Trade Organization in 2001.     

The whole is more than the sum of its parts? How HRM is configured in nonprofit organizations and why it matters

Evidence points to the central importance of configurations of mutually reinforcing HR practices as they are assumed to provide the basis for understanding how HRM relates to organizational performance. While progress has been made regarding the construction and effects of HR architectures in the for-profit literature, few studies investigate how HR architectures are configured in nonprofit organizations (NPOs). Therefore, this paper aims to advance a conceptual model that captures the relationship between ideal types of HR architectures and performance in NPOs. We develop theoretical propositions that provide further insight on the HR programs and HR practices that define the HR architectures and entail implications about variations in performance outcomes in NPOs.     

International managers and mobile families: the professional and personal dynamics of trans-national career pathing and job mobility in the 1990s

This paper reviews the literature on transnational career pathing and job mobility. Alongside a detailed, critical review of the literature, a systematic model of international job mobility is presented. The directions for future research are then examined.     

Internal Commitment or External Collaboration? The Impact of Human Resource Management Systems on Firm Innovation and Performance

Complementing previous research that showed a positive effect of general human resource management (HRM) systems on general firm performance, this article undertakes an integrative approach to compare the main effects and examine the interaction effects of two particular HRM systems on influencing firm innovation and performance. Using data from 179 organizations in China, we found that both the commitment‐oriented system, which emphasized internal cohesiveness, and the collaboration‐oriented system, which was intended to build external connections, contributed to firm innovation and, subsequently, bottom‐line performance. We also found an attenuated interaction between the two HRM systems in predicting firm innovation. We employed a mediated‐moderation path model to extricate the relationships. Results suggested that organizations that implemented both HRM systems to promote innovation might face ambidexterity challenges. Ideas for future research and practical implications are discussed.     

中国企业人力资源管理的问题与方向

本文研究和讨论了中国企业人力资源管理存在的主要问题，现代企业人力资源管理的发展和中国企业人力资源管理的发展方向。     

Exploring the reality of educated middle managers' capability and involvement in human resource management in China

Since the recent global financial crisis, human resource management (HRM) policies may be seen more than ever as one of the cornerstones for building an appropriate organizational culture to better promote effort and cooperation between human resource (HR) managers and other middle line-managers. This article is designed to explore the reality of educated middle managers' capability and involvement in HRM in China, given that the concepts of HR roles in general and middle managers in particular are relatively new there. By analysing the results from more than 300 middle managers who had been educated at MBA programmes in different parts of China, our findings, we argue, have important implications for both the HRM literature and management practice in emerging economies.     

Robbing Peter to pay Paul: Feedback environments and enacted priorities in response to competing task demands

In this article, we present a model of how the feedback that surrounds performers as they do their work affects their attention and effort allocation in multiple goal situations. Differences in the frequency, specificity, and source of feedback for the multiple goals that performers hold are posited to affect attention and effort allocations. By differentially allocating their efforts in response to the feedback environment, performers often enact priorities that may or may not match the assigned priorities of the organization. These attention and effort allocations are posited to affect relative performance on the goals performers hold (or are assigned). Practical implications for performance management in organizations are addressed.