Firm Organization,Technology And Performance: An Empirical Study ∗

The purpose of the study is to characterize different styles of work organization in French firms and their current changes and to link them to the use of specific technologies and to firms performance. The data which are used arc of two kinds: a labor force survey (1 470 blue collar) and a business survey (7 089 firms). We show that two main variables create differences among firms' organization devices: the intensity of communication within the workshop and the level of autonomy of workers (facing technological and hierarchical constraints). The use of advanced technologies and the skill of the labor force are positively linked to both organizational variables. Therefore. ‘Communicating organization’ and organizational innovation seem to aim at creating conditions for individual and collective learning on new technologies. They also enhance the ability of the firm to adapt to changing market conditions through technological innovation and inventory reduction, These views are supported by econometric estimation.     

三电平变频器相关技术问题分析

三电平逆变器拓扑结构的出现为高电压、大功率变频器的实现提供了一个有效的途径。文章围绕三电平大功率通用变频器的实用化技术进行了深入分析和研究,分析了三电平逆变器主电路的拓扑结构、控制要求、基本原理、特性以及调试中存在的问题和相关的解决方法。     

浅谈计算机软件工程管理

通过对软件产品特点的分析，讨论软件工程管理可能涉及的人员、组织机构、用户。控制、文档资料等内容。本文描述了软件生命周期的六个阶段，证明了软件工程管理的重要性，在管理中，最重要的是对人员的管理和分配。     

保障措施存在的合理性及其在全球贸易中的应用

在全球关税和非关税壁垒大幅降低的情况下,保障措施已成为进口国保护弱势产业的一种新的合法有效方式。通过对保障措施存在的合理性以及实施保障措施的条件进行剖析,分析了WTO成立后,保障措施在全球贸易中的应用状况及国外对中国产品实施保障措施的情况,认为保障措施是一把双刃剑,进口国在决定是否实施时,应综合多方面的情况,权衡利弊得失。     

宽带薪酬:企业薪酬管理柔性化的新趋势

随着经济环境的日益多变,企业正逐渐变革传统的机械式组织结构,追求整个组织的扁平化.相应的,一些企业开始推行更具柔性的宽带薪酬体系.与传统薪酬体系相比,宽带薪酬压缩了薪酬等级数量,增大同级薪酬的变动范围,为员工提供了更宽的横向发展路径.而宽带薪酬的有效实施,依赖于完善的企业绩效管理.     

员工的活性化与活性化的组织

职工队伍的活性化（empowerment)是全面质量管理中最为重要的概念之一，是职工参与的一种高级形式。活性化是指这样一种状态，即被激活的职工在规定的限度内，具有做决定和采取行动的知识、技能、职权和欲望。使组织的成员活性化是实现组织目标的关键举措之一。 本文着重讨论了活性化的含义、活性化组织的特征以及组织实现活性的各种途径。     

大型工程移交管理中的组织与效率——对大亚湾核电工程和岭澳核电工程的案例研究

工程项目建设中的移交过程由于其阶段性和相对于项目进度关键里程碑的“隐蔽性”而往往不被重视,但它对工程项目的质量和今后营运业绩有潜在的非常重要的影响。本文以大亚湾核电站和岭澳核电站工程移交为例,应用组织行为理论和X效率理论,研究了大型工程移交管理中的组织与效率问题。案例研究结果表明,第一,工程移交的复杂性要求移交组织应当是一个能够进行良好沟通的、扁平化的网络型组织,并应当给予足够的授权,以高效率处理工作中的各类管理和技术问题,保证工程移交的进度和质量;第二,良好的信息管理系统的应用、必要的协调会议是解决沟通问题的良好途径,而良好的企业文化、管理理念是保证良好沟通的关键;第三,工作过程的设计必须以提高效率和质量为原则,并要努力发现影响效率和质量的主要方面,进行持续改进;第四,由于工程的阶段性,普遍存在一种“退出效应”,特别是在工程后期这种效应更加突出,必须充分加以重视。     

应用信息技术提升非营利组织的持续经营能力

信息技术正在改变着非营利组织。计算机和互联网使组织以比以前更快、更有效的方式处理管理、员工和社会各界以及志愿者等方面的问题。互联网引进了强有力的新型沟通、营销和商务手段。信息技术必将使非营利组织的持续经营能力得到提高。     

Artificial worlds and economics,part I

In this and a companion paper (Lane 1993), I describe a class of models, called artificial worlds (AWs), that are designed to give insight into a process called emergent hierarchical organization (EHO). This paper introduces the ideas of EHO and AWs and discusses some of the interferential problems involved in trying to learn about EHO by constructing and studying the properties of AWs. It concludes by introducing two abstract AWs that address important general problems in EHO: the relation between structure and function, and the dynamics of evolutionary processes. The companion paper will discuss several AWs expressly designed to model particular economic phenomena.     

How to motivate your older employees to excel? The impact of commitment on older employees’ performance in the hospitality industry

This study examined the relationship between employee age and performance, defined as in-role performance and organizational citizenship behaviors (OCB), using a sample of 599 hospitality employees from Hong Kong. Results of a regression analysis indicated a negative relationship between age and in-role and OCB. We also examined whether organizational commitment is a necessary condition for older workers to perform well. Findings indicated that organizational commitment moderated the relationship between age and work performance, such that the relationships were strong and negative only when commitment was low.