福建科技创新文化的现实基础及其构建

构建以创新价值理念为核心的创新文化,是福建建设创新型省份、全面推进海峡西岸经济区建设的关键因素.重视科技创新文化的培育,必须以人才队伍建设为基础,以强化创新机制建设为突破,以强化企业的创新主体地位为支撑,以发挥政府的主导作用为关键,从物质文化、制度文化、精神文化等多个层面崇尚创新、鼓励创新、支持创新.     

创业团队内冲突、企业家精神与公司绩效关系

不但初创小企业采用团队创业的行为比较普遍,而且即使是在大公司中,公司高管层也越来越多地倾向于采用团队决策模式,以应对日趋动态化和复杂化的外部竞争环境。研究结果显示,创业团队内情感冲突与创业团队企业家精神、公司绩效显著负相关;创业团队内认知冲突与创业团队企业家精神、公司绩效显著正相关。与此同时,创业团队企业家精神作为中介变量,在冲突与公司绩效间起一定的调节效应。     

浅析“6σ”与房地产营销项目团队建设

面对3C的严峻挑战,房地产企业如何建立起一支高效的项目团队,对实现企业的经营目标和提高核心竞争力至关重要,可以通过6σ管理法来优化项目团队建设的工作程序,从而达到建立高效项目团队的目的。     

超组织视角下的员工价值与顾客价值

随着知识经济时代的来临,组织环境日趋复杂,灵活多变,超组织经营理念应运而生.在这一经营理念下的员工价值、顾客价值及企业价值内涵都发生了变化,其相互关系也更加复杂和系统化.员工在组织获取与维持竞争优势中扮演着十分重要的角色,顾客则成为组织应对越来越剧烈的全球市场竞争的关键环节.本文立足于超组织视角,对员工价值与顾客价值进行了全新的界定,并对其相互关系进行了深入分析,提出了知识经济条件下企业创造和平衡员工价值与顾客价值的战略指导思想.     

职场排斥与员工建言行为： 组织自尊的中介效应和主动性人格的调节效应

职场排斥对员工建言存在影响,其中组织自尊和主动性人格可能起到中介及调节作用。针对242份对上下级匹配问卷的研究表明：（1）职场排斥对员工建言行为具有显著的负向影响;（2）组织自尊在职场排斥与员工建言之间起完全中介作用;（3）主动性人格对职场排斥与员工建言之间的关系起调节作用。研究结果有利于拓展职场排斥与员工建言行为关系研究,为处理员工排斥问题提供实践指导。     

Effects of Team Structure on Innovation Performance： An Empirical Study

Teamwork is gaining increasing attention in a broader management research. In addition to previous research on the relationship between team structure and innovation performance, this study draws from an interesting experience-based theory advanced by Kelley and Littman （2005）, which examines teams from design thinking perspective, and tests its contributions and effects on team＇s innovation performance. According to Kelley and Littman any team should include the following team roles： The anthropologist, the experimenter, the cross-pollinator, the hurdler, the collaborator, the director, the experience architect, the set designer, the storyteller, and the caregiver. We develop theoretical logics to explain how team structure that includes these key team roles and competences lead to a better innovation performance, and propose pertinent hypotheses. Experimental-empirical research and quantitative analysis were used in the study. The study conducted multiple experiments on three samples： a group of foreign entrepreneurship students, a group of technical students, and an additional group of randomly selected individuals, aged between 20 and 58, with diverse backgrounds. A special approach was implemented and a new instrument was developed to evaluate individuals in teams. While the results show that team that possess the major competences proposed by Kelley and Littman are more innovative, preliminary results also show that not all team roles are equally important. Moreover, team roles should be allocated equally among members for better collaboration, member satisfaction, and quick response, and within one team, one prevailing personality is optimal in terms of innovativeness. We discuss the implications of our findings for future research and managerial practice.     

项目型团队中共享领导的实证分析

随着社会的进步与发展,各项工作都逐渐转向以团队为载体的工作模式,由此也就需要对传统意义上“一个人主管、其他组织成员跟随”的领导模式进行更深层次的思考。近年来,各项研究表明,领导权可以在团队领导和团队成员之间共享,即共享领导。本文首先对项目型团队中共享领导现象、团队角色认知及团队绩效进行系统阐述,而后在相关文献综述的基础上,构建研究框架和研究模型,通过大量的问卷调查结果进行实证研究,分析共享领导、团队成员角色认知、团队绩效间的关系。研究结果表明,项目性团队中共享领导对团队成员角色认知产生正向影响,团队成员角色认知对团队绩效产生正向影响,同时,团队成员角色认知对共享领导和团队绩效关系产生中介效果。     

建设项目虚拟团队知识共享过程和共生演化分析

信息技术的发展使得项目团队的组织出现了虚拟化趋势。由于有限理性、信息不对称、环境的复杂多变和不确定性和知识更新等原因,项目虚拟团队的知识共享过程是先进行知识的选择性试错搜寻阶段,再将知识在各成员间进行传递,最终吸收创造新知识并实现对共享知识的价值。利用共生理论可知,项目建设虚拟团队知识共享的演化路径在于知识的"点共享"、"间歇共享"、"连续共享"、"一体化共享"等四阶段,通过多方面、多方位的合作,最终形成一个具有共同价值观的共生网络,不断提高知识共享的效率。     

Effective Communications in Growing Pre-IPO Start-Ups

SUMMARY

This study discusses the establishment and evolution of effective internal communications in pre-IPO start-ups, with a focus on 6 variables: employee communications, organizational structure and culture, public relations and communication models, leadership styles, decision-making approaches, and employee motivation. The qualitative study explores how these variables establish effective internal communications in growing pre-IPO start-ups. In addition, the study provides an ideal internal communications model to guide entrepreneurs in establishing start-ups. The findings also emphasize human resources (HR) as a 7th influential variable.     

Employee Turnover in International Brand Hotels in Russia: A Comparison of Nationals and Foreign Nationals

ABSTRACT

This empirical study tests the relations between employee turnover and the organizational dimensions of service climate, comparing nationals and foreign nationals in the international brand Russian hotel industry. This study extends the geographic scope of employee turnover to the undertested Russian context. Responses were analyzed using a partial least squares model. Results show that nationals’ and foreign nationals’ responses to model variables diverge. Job insecurity directly affects the turnover intentions of Russian nationals, while its effect for foreign nationals was indirect through organizational commitment and job satisfaction. Compounded indirect effects of turnover antecedents and service climate dimensions are also examined and discussed.