组织认同受传统文化影响吗?——中国员工认同感知途径分析

This paper explores the information perception channels of organizational identification (OID) in the context of Chinese traditional culture. Drawing on the grounded theory, the authors conducted a survey on employees in Shandong, Henan, Beijing, Guangzhou, Gansu, Jiangsu and Taiwan, and developed a five-factor scale for information perception channels of OID consisting of leader modeling, consideration for subordinates, external encouragement, rationalizing norms and rules, and behavioral consistency. Results of regression analysis show that all of these five factors have significant effects on employees’ OID, particularly the factors of external encouragement, behavioral consistency, and consideration for subordinates. Translated and revised from Zhongguo Gongye Jingji 中国工业经济 (China Industrial Economics), 2008, (6): 118–126     

专用铁道安全管理问题的研究

专用铁道,一般是指企业、厂矿、港口码头内部的,为本单位所使用并与国家运营的铁路性接轨的铁道线路。从实践来看,专用铁道具有经济性、便捷性等优点,因此极大地降低了企业的生产成本,促进其发展提供了方便。但需要注意,专用铁道的自身特点也决定着它存在着安全管理问题。现将对专用铁道安全管理中存在的问题及其成因进程分析,并在此基础上提出一些应对措施。     

企业文化与企业绩效的关系研究——一致性和均衡性的观点

Building on the Competing Values Framework (CVF), we investigated the relationship between organizational culture and performance. The perspective of consistency and that of balance were applied to examine the relationship. We tested our hypotheses on a sample of 270 companies in China, which resulted in two major findings. First, the consistency between organizational culture and external environment was found positively associated with organizational performance. Consistency was operationalized as a match between an organization’s current culture and its preferred future culture. Second, balance of organizational culture was found positively correlate with organizational performance. A balanced culture was defined as one in which values of each of the CVF culture types are equally held. Translated and revised from Kexuexue yu kexue jishu guanli 科学学与科学技术맜理(Science of Science and Management of S. & T.), 2007, 28(8): 140–148     

六西格玛呼唤管理“软”环境

六西格玛管理在GE的成功运用。受到学术界与企业界的广泛关注，被喻为韦尔奇的“制胜法宝”。我国许多企业也争相研究这一管理模式，但是六西格玛不仅仅是一个管理工具，更重要的是一种管理理念，中国企业如果要推行六西格玛管理，需要首先塑造与之相适应的“软环境”。     

论企业并购后的文化重组

1998年,全球的企业并购风起云涌,数量创下了历史最高纪录,并购价值高达24000亿美元,但是,对各国以往并购的持续跟踪调查表明,每三个交易就有两个劳而无功.1996年美国联合太平洋(UP)与南方太平洋(SP)的联姻使股价跌至高峰时的1/3;索尼和松下分别于1989年和1990年购下美国哥伦比亚影业公司和美国音乐公司,但因双方雇员缺乏文化认同而惨遭失败;1991年AT&T以70亿美元收购NCR公司,最终却以30亿美元分拆.     

非常规性工作对员工创造性的影响:一个被调节的中介模型

以工作特性理论为基础,运用多元回归模型探索非常规性工作对个体创造性的影响机制,检验自我效能感的中介作用及授权型领导的调节作用。运用Mplus7.0、SPSS19.0及PROCESS软件对258份员工及主管的有效问卷进行数据分析,结果显示,非常规性工作与员工创造性显著正相关;自我效能感在非常规性工作对员工创造性的影响过程中起完全中介作用,授权型领导在非常规性工作对自我效能感的影响过程中起调节作用。进一步地,授权型领导显著正向调节自我效能感在非常规性工作与创造性之间的中介作用,即在高授权型领导情境下,上述中介作用增强,反之减弱。     

合作学习构成要素及其动力机制

合作学习在教学中运用越来越广泛,但效果却不尽如人意。要想保证合作学习的有效运用,就应该满足群体成员间积极的相互依赖、面对面的交互作用、群体目标与个体责任的并存等基本要素,并在任务特点、群体构成、群体管理和结果评价等方面对学习过程进行规范。