基于绩效提升的人力资本投资策略探析

人力资本已成为企业绩效的利润杠杆,但不同类型的人力资本具有不同的特点,具有不同的投资价值,因此企业必须考虑不同的人力资本特点,采取适当的投资策略才能使企业获得更高的人力资本回报,实现可持续发展。     

当代西方公共服务社会化的民主政治理据探析

公共服务社会化是当代西方国家公共管理改革的重要目标模式。推动公共服务社会化发展的民主政治理据既包括多元民主理论,又包括参与民主理论。与两种民主政治理据分别对应的公共服务社会化其实具有不同的内涵。与多元民主相对应的是公共服务的市民社会化,这种模式中的人是利己的原子化个体,对公共服务的参与被视为保持自私自利的工具;与参与民主对应的是公共服务的公民社会化,这种模式中的人是具有合群天性的"政治人",对公共服务的参与则被视为提升公民美德的教育训练。     

‘Business as usual?’ Retail employee perceptions of organizational life following cross-border acquisition

The question of whether strong organizational cultures can be exported across borders has been continually debated in the management and business literature. With increased retail internationalization, the question arises in how far global retailers will be able to transpose their cultural values – which are regarded as key levers to business success – into other national contexts. A case study of the acquisition of a UK retailer reveals workforce compliance to behavioural norms and consent to company values at Schein's () second tier of organizational culture. However, the cultural integration espoused in the retailer's literature is not achieved, but differentiation and fragmentation (Martin, , ) prevail at store level, despite the probable existence of a strong sectoral culture (Ogbonna and Harris, ).     

The effect of human resource practices on perceived organizational support in the People’s Republic of China

Using a sample of workers and managers employed by a hotel located in Southeastern People’s Republic of China, we investigated the relationship between various human resource management practices and the perceived organizational support (POS) experienced by the employees. We then investigated the effects of POS on employee satisfaction. Our data suggest that hiring practices, training, and compensation practices predict POS. These results are consistent with previous research. We also found that POS influences worker satisfaction and acts as a mediator between select HR practices and satisfaction. This study contributes to the literature by replicating Western-based findings with a Chinese sample and illustrating that the attitudes of Chinese employees can be influenced through the use of HR practices.     

组织变革、动态能力与创新绩效——基于多案例的研究

本文旨在探讨组织变革、动态能力以及创新绩效之间的影响关系。以新产品开发为视角提出基于NPD的三维动态能力,并利用探索性案例研究方法,以制造业三家具有代表性的企业为分析样本,证实了组织变革对需求识别能力、概念开发能力和产品设计能力与创新绩效之间的关系起到了部分中介影响作用。     

动态项目型新产品开发组织模式研究

产品开发组织是新产品开发系统的组织保证。根据多产品多层次并行的产品开发过程,讨论建立了动态项目型新产品开发组织。为了顺利实现产品开发,在产品层、子阶段层和设计层并行;在动态项目型产品开发组织中,又讨论了组建产品策划团队、产品开发管理团队和产品开发技术团队等内容,以确保相应的新产品开发战略的实现。     

突发事件下组织承诺的维持

本文对突发事件下因组织承诺变化所导致的员工出现的问题进行了研究,确定了组织承诺变化的前因变量,即组织制度、组织文化和组织结构等。在此基础上,通过构建多指标模糊综合评判模型,对突发事件下组织承诺变化的影响因素进行了分析,得出维持组织承诺的关键因素是完善制度这一结论。最后,针对如何完善制度提出了具体措施,如建立优先考虑价值观而非能力的人才选拔制度、员工突发事件福利和保险制度、有效沟通机制、员工安抚计划制度等,以期为企业和政府有关部门制定决策提供依据。