企业内部横向权力的来源、分布及对绩效的影响分析

通过对文献的回顾发现,学者对企业权力的研究局限于纵向权力,通常假设企业内部横向权力是可有可无,或是均匀分布的;如果关注现实,会发现内部横向权力在企业中确实存在.文章在发掘企业横向权力来源研究的基础上,结合微笑曲线和波特的价值链分析,勾勒出现代制造业企业横向权力来源和分布情况,并进一步分析了企业横向权力的强化机制以及对绩效的影响.     

浅谈现代企业团队的建设与管理

团队理论是西方管理理论的热点,团队也成为现代企业的重要组织形式。在复杂多变的竞争环境中,团队具有更灵活、更有效的特点,成为提高组织运行效率的可行方式。进入21世纪,随着市场竞争的日益激烈,现代企业更应注重团队的建设与管理,提高团队绩效,加强企业凝聚力和竞争力,快速顺应市场需求。     

论跨文化视角下团队授权对团队绩效的影响

基于现有关于授权和团队管理的文献,文章旨在通过知识共享和群体内冲突的机制探讨权力距离和集体主义对授权与团队绩效关系的影响。文章提出了一个概念模型,描述跨文化的团队授权和团队绩效间的关系。文章认为,团队授权会增加团队中知识共享和群体内冲突。知识共享有助于团队绩效,而群体内冲突会损害团队绩效。由于权力距离和集体主义各自的调节作用,团队授权在不同文化中对团队绩效产生不同影响。文章阐述权力距离和集体主义对授权、知识共享、群体内冲突和团队绩效间关系的调节作用,且认为团队授权的有效性取决于团队的文化背景。     

知识异质性、协同创新与团队绩效

目前,国内外对科研创新团队的关注点主要集中在团队建设与团队配合方面,在知识异质性对科研团队研究创新绩效方面的影响研究甚少。研究表明,知识异质性与科研团队的协同创新绩效有很大关系。但对于这种关系,目前的研究尚无整体、一致性的结论。将知识异质性和科研创新团队绩效间集中在"团队冲突"上,也显得过于简单与笼统。因此,在知识异质性与团队绩效间引入一组比较完善的中介变量,从团队互动的心理学理论框架角度来对团队成员互动环节各类中介因素进行分析,健全多学科交叉的科研创新团队组织机制,将是提高其运行效率、实现更佳创新绩效的重要环节。     

浅谈团队管理与绩效考核融合的必要性

如何将管理与绩效考核合理的融合在一起,是提高企业绩效和收益的重要手段之一,团队管理与绩效考核若能有机地结合,那么,当一批批高绩效的工作团队在企业中崭露头角之时,企业的竞争力和综合实力将会大幅上升。     

成员多样化对团队绩效的影响机制

成员的多样化是否能保证团队的高绩效一直以来都是学术界探讨的重点问题。本文将成员多样化划分为社会类别多样化和信息多样化,并探讨这两类多样化对于团队工作绩效的不同影响机制。本研究对于成员多样化对团队工作的影响有重要的理论贡献,也为企业进行团队管理、团队优化提供了建议和指导。     

企业管理团队人力资本、研发投入与企业绩效的实证研究

企业管理团队是企业管理的核心力量,其决策能力与管理精细化程度直接关系到企业的发展壮大.在新的发展阶段,面临着更加复杂的国际国内形势,更需要高度重视管理团队人力资本管理,注重充分发挥其对企业绩效的积极作用,全面提高企业管理能力.本文对企业管理团队人力资本与企业绩效的关系、企业管理团队人力资本与研发投入的关系进行了深入的分...     

高管团队内情感冲突、企业家精神与公司成长性绩效关系的实证研究

根据对企业高层管理者访谈和163份有效问卷,重点分析高管团队内情感冲突、高管团队企业家精神和公司成长性绩效间的关系。实证研究发现:高管团队内情感冲突和公司成长性绩效显著负相关,高管团队内情感冲突与高管团队企业家精神显著负相关,高管团队企业家精神与公司成长性绩效显著正相关。并且,高管团队企业家精神在高管团队情感冲突对公司成长性绩效的影响过程中起着中介作用。     

Emergent Leadership in Self-Managed Virtual Teams

The issue of leadership in virtual teams is an increasingly important one for many modern organizations, because these teams – typically project-based with a finite lifespan and specific deliverables – are frequently self-managed, having no designated leader within the team (Yukl 1998). While such teams may have increased flexibility in setting goals and achieving them, the virtual context may hinder team members' abilities to coordinate activities and influence others (Manz and Sims 1993). Longitudinal data were collected over the course of a semester from virtual teams, comprised of students from three North American universities. Our results suggest that high performing self-managed virtual teams displayed significantly more leadership behaviors over time compared to their low performing counterparts. Specifically, these teams displayed significantly more concentrated leadership behavior focused on performance (i.e. “Producer” behavior) and shared leadership behavior focused on keeping track of group work (i.e. “Monitor” behavior) than the lower performing teams. Interestingly, these behaviors emerged strongly during the first half of the groups' lifespan, and stayed throughout the life of the groups, but steadily dissipated in strength over time.     

效率损失、地区差距与省级最优税收负担

综合运用非参数和参数分析方法,测算1996-2008年中国大陆31个省市的最优税收负担,并计算各地区现行税负引致的效率损失。结果表明:各地区实际税收负担值皆超过最优值,且税收负担对经济增长的影响程度因时因地而异,这取决于实际税收负担偏离最优税收负担的程度。东部地区税收负担的偏离度远远低于中西部地区,因此前者的效率损失低于后者。现行税负不仅导致了效率损失,同时加大了地区差距。税系结构和非税变量也是影响税收负担效率损失的重要因素。限于支出刚性,在现行税收负担下,政府可以通过降低间接税系与直接税系(含其他税系)之比和优化非税环境来降低效率损失,缩小地区差距。     

团队任务冲突与关系冲突转化机制——团队氛围的调节作用

团队中不同类型冲突之间作用机制的关系,日益成为组织管理领域的重要问题.本文引入团队氛围作为调节变量,对团队任务冲突对关系冲突影响的边界条件进行了探索.实证研究结果表明,团队氛围能对任务冲突与关系冲突的正相关关系产生负向调节作用,从而减弱任务冲突对关系冲突的负向影响.通过促进和谐的团队氛围,能够使团队在任务冲突存在的前提下形成有效的团队合作.团队经理应尽量避免任务冲突向关系冲突转化,促使团队中的任务冲突发挥促进信息交流和团队学习的作用,从而促进团队绩效的提升.     

欧洲经济一体化、区域差距与经济趋同

区域经济一体化有利于缩小区域内各国的经济差距吗?本文对1994-2005年间波兰、匈牙利、捷克、斯洛伐克、斯洛文尼亚、爱沙尼亚、拉脱维亚、立陶宛、马耳他、塞浦路斯与欧盟15国的经济一体化进程进行了趋同分析,结果发现该25国存在σ-趋同和条件β-趋同。并认为制度趋同是经济趋同的基础,落后国家人均物资资本和人均技术资本的增加以及来自欧盟发达地区的技术扩散是促进该25国趋同的重要因素。     

结构调整、劳动力流动与地区工资差异

从1999年到2007年间,中国东部和中西部地区之间的工资收入增长出现了明显的收敛趋势,其中的重要影响因素是什么?本文通过构建比较优势理论和新经济地理学的分析框架,分析了劳动力流动和中西部地区的工业化在中国特有条件下的作用机制。不断放松管制的劳动力流动鼓励了劳动力要素的迁移,促进了劳动力要素价格均等化的发展,中西部地区大力发展第二产业和第三产业又进一步提高了劳动力要素的报酬。假如这一局面继续维持,它将推动沿海和内地的工资收入增长的均衡发展。     

团队内冲突对团队决策质量和满意度影响的实证研究

Conflict is a pivotal variable influencing team decision performance. This article reviewed literature on intragroup conflict and studied how different types of conflicts affect perceived team decision quality and satisfaction. We conducted a survey on 156 managers and found that the task-relationship conflict dimensions are also valid in the Chinese context. We also found that both task conflict and relationship conflict are negatively related to team members’ decision satisfaction. Relationship conflict acts as a mediator between task conflict and decision satisfaction. __________ Translated from Guanli pinglun 管理评论 (Management Review), 2007, 19(7): 10–15     

高管团队派系冲突的诱发前提、演化机理及其对组织绩效的影响——基于HB公司的纵向跟踪研究

采用纵向案例研究方法,对HB公司高管团队的特征演化进行历时8年的现场观察和跟踪,结果表明:在层级结构的组织内,派系冲突产生的先决条件有两个,一是冲突双方势均力敌,二是一方认为对方触动了自己的根本利益。冲突演化的路径是从认知冲突到情感冲突,最终转化为派系冲突。此外,当高管团队间的冲突停留在认知和情感阶段时,对企业经营绩效的影响并不显著,一旦升级为派系冲突,其对企业绩效的负向影响便逐渐显现。     

库兹涅茨比率及中国地区间财力差异与调节

地区间财力差异在一定范围内有其合理性,但财力差异过大就会影响到政府职能实现的程度,进而影响到经济和社会协调发展。在对中国地区间财力差异进行实证分析的基础上,对现行转移支付制度平衡中国地区间财力差异的效应进行了实证性评估,并提出相关的政策建议。     

Guanxi,Communication, Power,and Conflict in Industrial Buyer-Seller Relationships: Mitigations Against the Cultural Background of Harmony in China

Purpose: This research aims to investigate how guanxi influences conflict occurrence and conflict-related behavior in transactions of equipment with state-owned enterprises (SOEs) against the cultural background of harmony in China. The influence of guanxi on conflict-avoidance behaviors is discussed, and a model is proposed depicting the relationship between guanxi, the selection of communication modality, the exercise of power, and manifest conflict.

Methodology/Approach: Data was collected from persons selling equipment in the oil industry. The partial least squares method is applied to analyze the collected data.

Findings: Guanxi at the individual level positively influences the use of informal communication and the exercise of non-coercive power and negatively influences the use of formal communication and the exercise of coercive power at the organizational level. The use of informal communication is inversely related to the intensity of conflict, whereas the use of formal communication and the exercise of coercive power are positively related to the intensity of conflict. The combination of these effects is that the guanxi between representatives of business partners is negatively related to manifest conflict at the organizational level.

Contribution: This empirical research is among the earliest studies attempting to examine how guanxi influences interorganizational conflict occurrence and conflict-related behavior in industrial buyer-seller relationships in China, and it reveals a significant relationship between guanxi and the selection of communication modality, the exercise of power, and the occurrence of conflict in a guanxi-intensive market in China.

Practical Implications: First, our findings will help members of the seller's management team, especially foreign members, to better understand the behavior of their Chinese employees. Secondly, our findings should help sellers improve the effectiveness of their conflict management to increase good word-of-mouth and maximize reorders. Thirdly, our findings should help the purchasing managers of SOEs to better understand how to manage conflict to lower the project risk. Lastly, firms doing business with SOEs should take both cultural and political factors into account in their business activities.