创新项目组合管理绩效关键影响因素的实证研究

为了维持长期的竞争优势,企业需要不断进行技术创新和产品创新。如何在有限的研发资源下使创新项目组合的绩效最大化是企业进行创新管理中面临的主要问题。本文从创新项目组合的战略一致性、平均项目绩效和业务协同3个指标来度量创新项目组合管理绩效,并从流程和管理者的视角研究其关键影响因素。通过实证研究发现,高管参与和项目组合管理流程的设计与实施对项目组合的战略一致性有显著的正向影响;高管参与、项目经理胜任力和项目终止质量对平均项目绩效有显著正向影响;项目经理胜任力、项目组合管理流程的设计与实施和项目中止质量对业务协同有显著正向影响。     

家族企业非家族员工利他行为的管理策略

利他行为是一种角色外行为,它能提高同事的工作绩效,最终有利于团队或组织的有效运作。本文研究家族企业非家族企业员工的利他行为。利他行为的影响因素包括个人特征、工作特征、动机、社会网络、领导行为、群体凝聚力和文化价值观等。针对这些因素,作者提出招聘员工时进行人格测试;加强员工培训和教育,奠定培养员工利他行为的基础;建立集体主义导向的管理策略。     

青少年体质下降的社会因素分析

青少年的体魄强健,既是一个民族生命力旺盛的表征、社会文明进步的标志,更是一个国家综合实力的体现,所以青少年体质健康与否的影响远远超出了青少年个体本身。尽管青少年体质下降的影响因素是多方面,但本文旨在从社会学的角度来分析青少年体质下降的影响因素,重点分析了家庭住宅,社会意识,以及生活方式等方面与青少年体质的相关性。     

现代化视野下农村公共文化生活变迁——以湖北洞村为例

新中国成立以来,洞村公共文化生活经历了如下三个阶段:一是建国初期的传统仪式影响下的农耕文化——公共文化带有强烈的宗教和宗族色彩;二是集体化时期国家行政控制下公共文化生活——带有鲜明的组织化、政治化色彩;三是改革开放以来日益衰落的村庄公共文化——宗族性公共文化生活的悄然复兴又迅速消逝、基督教信仰的一度兴起又悄然衰落。村庄公共文化生活的前景堪忧。新农村建设使村庄公共文化生活的重建有了希望。     

家族企业财务管理问题的理性思考

改革开放以来,我国家族企业在发展过程中面临一系列的机遇,但同时也暴露出一些问题,特别是财务管理的不科学、混乱严重阻碍了家族企业的进一步发展。财务管理是现代家族企业管理的基础和核心,家族企业应当认真分析在财务管理方面的一些问题,强化财务管理的重要性,建立健全财务管理制度与监督控制制度。     

Working sick and out of sorts: a cross-cultural approach on presenteeism climate,organizational justice and work–family conflict*

Abstract

A climate of presenteeism has important effects on employee well-being and the organization itself. Our study, based on surveys of health sector employees in six different countries (Brazil, Ecuador, Lebanon, Portugal, Russia and Spain) examines whether organizational justice plays a mediating role in the relationship between a presenteeism climate in the organization and work–family conflict (WFC). Our results indicate that the perception of organizational justice and the presenteeism climate do influence WFC. Moreover, higher levels of WFC were found in non-Latin countries. This study contributes to the work attendance and life balance field by providing cross-cultural empirical evidence corroborating the effect of justice and presenteeism climate on the WFC.     

High involvement work practices and firm performance

During the past two decades the chain of three links organizational strategy – human resources practices – organizational performance has been deeply analysed. However, the mediator role of organizational structure in the first link of this chain remains relatively uninvestigated. In this article we analyse a model of relationships among organizational strategy, organizational structure, human resources practices, and organizational performance. Through a structural equation methodology applied to a sample of 183 Spanish companies, we will try to confirm that organizations with differentiation strategies are more likely to implement high involvement work practices. As a novelty we will introduce organizational structure as a mediator of this relationship. For that we will use the construct control mechanisms (centralization, formalization and socialization). Further, we will analyse the effect on firm performance of these proposed relationships among differentiation strategy, control mechanisms and high involvement work practices.     

浅谈家族企业的公司治理结构问题及方法

很多成功的企业都是由家族企业发展起来的,但随着企业发展规模的壮大和时代的改变,家族对企业的绝对控制会使企业出现诸多问题,阻碍企业的发展。文章针对家族企业因选择公司治理结构不当产生的几点问题进行分析,并提出解决方法。     

由“国美事件”对中国家族式企业管理文化的反思

国美事件是中国家族式企业发展中的一个具有典型意义的事件。国美事件的发生反映了传统家族企业管理文化与现代企业管理文化的矛盾和冲突,揭示了我国传统家族企业管理文化的特征及其存在的种种弊端。家族企业健康、可持续发展必须重构企业文化,实现管理文化创新。     

Acculturation and Individualism as Predictors of Work‐Family Conflict in a Diverse Workforce

Ethnic and cultural diversity is an increasing reality in the US workplace. The current study highlights the importance of acknowledging the culturally heterogeneous nature of ethnic groups, and the need to focus on social identity characteristics such as cultural values when assessing group differences. We demonstrate that cultural values (i.e., individualism) contribute to employees' experiences of work‐family conflict beyond the effects of ethnicity. Specifically, we introduce a model informed by social identity theory that explains why acculturation is related to work‐family conflict. The model was tested with a sample of 309 employed Caucasian and Hispanic Americans. An empirical test of our model provides evidence that individualism mediates the relationship between language‐ and social‐based acculturation and work‐family conflict, even when controlling for ethnicity. Additionally, alternative models further reveal that the effects of acculturation and individualism contribute to work interfering with family. As an implication of the current study, we suggest that researchers and organizational managers should consider the cultural values of their diverse workforce when implementing policies that affect conflict between work and family. © 2013 Wiley Periodicals, Inc.