Dynamic capabilities through continuous improvement infrastructure

We examine the content of continuous improvement strategies and identify infrastructure decision areas that are important for continuous improvement initiatives. We present a framework of infrastructure based on the idea that continuous improvement can serve as a dynamic capability when it includes a comprehensive organizational context. Further, we study continuous improvement initiatives in five companies to investigate the practices used by them in each of the decision areas of our framework. This research adds to the conceptual understanding of continuous improvement and results in grounded propositions about critical areas of infrastructure for continuous improvement.     

技术权力、组织间信任影响领导行为的跨案例研究

在技术创新网络中,非对称的技术权力和不同程度的组织间信任引致了核心企业对合作企业采取不同领导行为。从心理定位视角出发,基于技术权力和组织间信任两个变量提出核心企业的4种领导行为——技术锁定、技术防御、技术扶持与技术标准,通过跨案例研究,分析论证了这4种领导行为,并对合作过程中核心企业的领导行为进行了科学解释,以帮助合作企业科学预测领导行为,进而提高运行绩效和网络地位。     

人力资源管理动机归因如何催生员工的知识共享？

基于社会认同理论,研究人力资源管理动机归因(HRA)对知识共享的影响以及组织认同的中介作用机制,同时探讨任务互依性的调节作用。通过602份员工企业员工的调研数据,采用Mplus7.0软件构建有调节的中介模型进行检验。结果表明：承诺型HRA促进知识分享,控制型HRA削弱知识分享,组织认同完全中介了这一过程;任务互依性强化了组织认同与知识分享的正向关系,在任务互依性较高的情况下,强化了承诺型HRA对知识分享的正向影响,削弱了控制型HRA对知识分享的负向影响。     

网络组织流程协同效应的生成机理研究

文章主要对网络组织流程协同效应的生成机理进行深入研究。鉴于学术界对网络组织流程没有统一的认识,文章在文献分析和逻辑推理的基础上,首先明确界定了网络组织流程的内涵,进而构建了网络组织流程协同效应的概念模型,最后应用多层次回归分析对所采集的数据进行实证分析,验证网络组织流程协同效应的研究假设。结果表明,网络中结点企业间的关系强度正向影响流程协同效应,而网络组织的治理机制在关系强度与流程协同之间起着调节作用,跨组织信息系统起着部分调节作用。该结论对于网络组织的治理实践具有一定的理论和现实意义。     

Story-dismantling,story-meandering,and story-confirming: Organizational identity work in times of public disgrace

This study aims to enhance our understanding of organizational identity work (OIW), building upon previous studies’ emphasis on the usefulness of understanding OIW in terms of storytelling. The paper offers an extended vocabulary for making sense of alternative narration forms. Based on an in-depth study of a humanitarian organization in Sweden, the discursive OIW struggles of employees in times of public disgrace are explored and the following conceptualizations suggested:a) Story-dismantling (attempting to deconstruct a dominant discrediting narrative).b) Story-meandering (attempting to tell a coherent counter-story but without success).c) Story-confirming (claiming that a dominant historical narrative remains valid).These concepts open up and invite considerations of uncertainty, fragmentation, fluidity, and contextuality in future studies of both organizational identity (OI) and OIW.     

论虚拟企业与战略联盟的异同

现代企业必须要强化自身竞争能力才能持续发展下去,企业强化自身竞争能力的途径有两种:外部联盟和内部创新。在外部联盟中,虚拟企业与战略联盟作为两种企业深度合作形式,将成为商业界的新的发展趋势。那么这两种创新的组织形态有什么区别与联系呢?本文通过分析两者的内涵,对虚拟企业与战略联盟的异同作了简单的讨论。     

Dimensions and Levels of Trust: Implications for Commitment to a Relationship

Previous research has found that trust is positively related to commitment in buyer-seller relationships. However, the validity of this finding is questionable because trust has been operationalized in many different ways. For example, prior research has not distinguished among levels of trust (interpersonal or organizational trust) and dimensions or motives of trust (credibility or benevolence). In this study, we distinguish among the levels and dimensions of trust. The results indicate that trust in a sales representative (interpersonal credibility) is more strongly related to commitment than trust in an organization (organizational credibility). In contrast, trust based on organizational benevolence is a stronger predictor of commitment than interpersonal benevolence.     

反转与惯性投资策略在我国证券市场的适用性研究

基于当前的市场条件,深入的研究证券市场的投资行为,不仅可以帮助投资者进一步树立正确的投资理念,而且还可以促进金融体制的不断完善。由于我国股市的系统风险非常大,在投资总风险中占很高比例。因此,从反转策略与惯性策略的对比来看,反转策略有更高可能性成功,并且取得期望超常收益。反之策略更容易失败,起码对于那些难以影响股票价格的中小投资者来说,选择惯性策略或"追涨杀跌"无疑是最不利的。     

基于组织惰性视角的组织理论演进路径研究

组织演进的过程也即组织惰性的克服过程。从克服组织惰性的视角出发,文章认为古典管理理论所倡导的“一场全面的心理革命”、行为科学理论对人的关注、管理科学理论对组织管理的重新认识以及当代组织理论所推崇的开放系统与组织学习理念,都是在打破传统组织理论范式的基础上建立起来的。人们正是在不断克服组织惰性的过程中推动组织理论与实践的创新。     

企业员工薪酬公平感的中介作用:基于金钱崇拜与组织公民行为的关系

选取297名企业员工为样本, 通过问卷调查, 分析企业员工金钱崇拜心理与其组织公民行为之间的关系, 并探讨薪酬公平感在金钱崇拜与组织公民行为关系中的中介作用。结果表明: 员工金钱崇拜与组织公民行为之间显著正相关;员工薪酬公平感对金钱崇拜与组织公民行为关系起到部分中介作用。