企业高管团队高效运作的影响因素及对策探讨

高管团队作为核心决策群体已成为企业的重要战略资源,高管团队的良好运作是企业稳定和发展的关键。本文在分析企业高管团队特征的基础上,概括出影响高管团队运作效率的主要因素,包括团队的结构组合、规模、权力分配、凝聚力、成员的人力资本价值方面。要提高企业高管团队的运行效率,一方面,需要借鉴现有研究成果,有针对性地对团队人员结构、规模、权力进行合理设计;另一方面,必须建立科学有效的沟通机制、激励机制,以改善企业高管团队的运行质量。     

议新时期水利施工企业的政工队伍建设

当前,在以经济建设为中心的社会环境下,企业改革日益深化,水利施工企业也在进行相应调整,许多社会关系不断变化,如何增添企业活力,构建和谐企业,使企业持续稳定发展,思想政治工作成为不可或缺的工作内容之一。文章分析了新时期水利施工企业政工队伍建设存在的各种不足之处,并提出相应对策。     

时间压力、知识异质性与审计团队判断绩效

任务时间限制和团队知识异质性是审计团队作出专业判断的重要约束条件。解释时间压力下知识异质性对审计判断绩效的影响机制以及通过设计情景模拟实验对这一机制进行验证后发现,知识异质性和时间压力都能够显著影响审计判断绩效,时间压力与知识异质性对审计判断绩效存在交互效应,不同程度的时间压力能够改变知识异质性进而影响审计判断绩效的正负方向,而不同程度的知识异质性则能够显著影响时间压力进而影响审计判断绩效的强弱程度。     

团队激励的新策略:生产力测评与提升系统

为了打破传统团队激励策略的局限性,有效激励团队成员,充分调动团队成员的工作积极性,提升团队工作生产力,一种团队激励的新策略———生产力测评与提升系统(ProMES)应运而生。本文概括了生产力测评和提升系统的定义,阐明了生产力测评与提升系统的理论基础,介绍了生产力测评与提升系统的构建与实施方法,探讨了生产力测评与提升系统的作用原理,通过案例分析指出了在实施过程中需要注意的问题,以期更好地指导生产力测评与提升系统的实践。     

Socio‐demographic factors and shared leadership behaviors in dispersed teams: Implications for human resource management

Companies increasingly make use of geographically dispersed teams to capture knowledge residing at different locations. In this context, shared leadership is considered a key enabler of team performance. Taking a functional perspective on shared leadership, we thus investigate the relationship between shared leadership behaviors and team performance in dispersed teams. Furthermore, we analyze how socio‐demographic factors that are characteristic for dispersed teams (i.e., high female‐to‐male ratio, high mean age, and high levels of national diversity) affect shared leadership behaviors. Based on data from 96 dispersed teams, we show that shared leadership behavior fosters team performance. Further, we find the socio‐demographic characteristics typical for dispersed teams to foster shared leadership. Theoretical and managerial implications for human resource management are discussed. © 2012 Wiley Periodicals, Inc.     

高层管理团队隐性人力资本研究

近20余年来,学者们过多地关注高层管理团队教育背景、任期、年龄和性别等显性变量及其与企业战略、绩效的关系,而忽略了隐藏在数据背后的决定变量.与显性人力资本相比,隐性人力资本要素更具有本源性和基础性,是创新的源泉,是一切显性知识的基石.本文试图对高层管理团队隐性人力资本进行界定,为高层管理团队的未来研究指明了新的研究视角和方法,具有开创意义.     

虚拟企业伙伴选择的决策流程构建

虚拟企业是一种新的合作模式。它是一种由两个或两个以上独立的企业组成的临时性动态联盟,当期望目标达到后,此组织即告解体。虽然成功地实施虚拟企业可为企业带来可观的收益,但实施这一战略也存在许多风险,其中组建过程中的伙伴选择问题尤为重要。因此,有必要对伙伴选择的决策流程作深入研究,以防范虚拟企业风险。     

高管团队兼职行为与企业业绩关系研究

本文以沪深106家高科技上市公司为研究样本,实证考察了企业高管团队成员的蓉职行为与企业绩效之间的相关性.研究发现高管成员的兼职行为与企业业绩之间存在显著的相关关系.高管兼职企业的规模越大、赢利情况越好,越有利于提高本企业的业绩;高管在企业集团外部兼职的企业数量越多越有利于提高本企业的业绩;高管在企业集团内部兼职企业的数量与业绩关系不显著.     

知识团队冲突的动因探析

知识经济时代，知识团队已经成为组织中重要的学习单元和绩效单元。知识团队因其成员多样性而具有自己的特征，知识团队冲突主要有个体特征和群体层面两个方面的动因。研究知识团队冲突的动因，可以为有效管理知识团队奠定基础。     

A multi-level investigation of international marketing projects: The roles of experiential knowledge and creativity on performance

This study, using a sample of Korean multinational corporations, focuses on testing the relationships between the constructs of experiential knowledge, creativity, and performance in the context of international marketing projects. Relying on a multi-level conceptualization of experiential knowledge and creativity, our findings suggest that process-based creativity is enhanced when the team members have a higher level of experiential knowledge, but outcome-based creativity is not significantly influenced by either team- or firm-level experiential knowledge. It is concluded that, in the context of international marketing projects, the domain-relevant knowledge of the actors (i.e., the team-level experiential knowledge in the foreign markets) largely governs the level of their process-based creativity. The findings also suggest that project performance is directly influenced by firm-level experiential knowledge and process-based creativity, and is indirectly influenced by team-level experiential knowledge through the mediation of process-based creativity.