绩效沟通才是绩效管理的关键

绩效沟通是绩效管理的关键,在绩效管理的每个环节中都发挥着重要作用,而绩效沟通的主体在每个环节中是不同的,沟通主体之间要有持续有效的沟通。     

非对称合作网络中网络位置与创新绩效的关系——以吉利汽车为例的案例研究

利用扎根理论方法,以吉利汽车为例,对吉利汽车通过全球研发、跨国联盟、内部修炼等在创新合作网络发展的不同时期所占据的不同网络位置与创新绩效的关系进行了研究,并分析了企业家精神在两者间的中介作用。结果表明:占据网络中介和富含结构洞的网络位置能使企业获得更高的创新绩效;在两种不同的网络位置——中心位置和中介位置与创新绩效的关系中,企业家精神均起中介作用。     

Better peers,better scores? A study of twin junior high school graduates in Taiwan

Using data of twin students graduating from junior high schools between 2002 and 2004 in Taiwan, we estimate the effects of peers on high school joint entrance examination performance. To alleviate the potential endogeneity of peer educational achievement, linear models with twin fixed effect and instrumental variables are estimated. Quantile, quantile with twin fixed effect and quantile with instrument variables regressions are also implemented to determine whether estimated peer effects differ at various locations of the testing scores’ conditional distributions. Positive and statistically significant peer effects are found to exist at the mean and at different quantile levels.     

Superexponential long-term trends in information technology

Moore's Law has created a popular perception of exponential progress in information technology. But is the progress of IT really exponential? In this paper we examine long time series of data documenting progress in information technology gathered by [1]. We analyze six different historical trends of progress for several technologies grouped into the following three functional tasks: information storage, information transportation (bandwidth), and information transformation (speed of computation). Five of the six datasets extend back to the nineteenth century. We perform statistical analyses and show that in all six cases one can reject the exponential hypothesis at statistically significant levels. In contrast, one cannot reject the hypothesis of superexponential growth with decreasing doubling times. This raises questions about whether past trends in the improvement of information technology are sustainable.     

The relationship between employee performance management and civil servants’ turnover intentions: a test of the mediating roles of system satisfaction and affective commitment

In search of maximizing efficiency, public organizations found solace in the adoption of employee performance management (EPM) systems. While research supports that managing employees’ performance has favourable outcomes, it is still unclear why and under which conditions. Moreover, EPM systems might even create additional pressures and therefore increase turnover intentions and undermine public organization’s quest to maximize efficiency. We argue that when EPM systems are carried out consistently (i.e. internal consistency) and when they link civil servants’ individual goals to the organization’s strategic goals (i.e. vertical alignment), civil servants will be less likely to leave the organization. Hierarchical linear regression analysis shows that internal consistency relates to increased satisfaction with the EPM system and affective commitment to the organization. Vertical alignment relates to lower levels of turnover intentions. This relationship was mediated by EPM system satisfaction and affective commitment. These findings that contribute to our understanding of EPM systems can lead to favourable outcomes.