提升团队价值

随着管理的发展,通过柔性项目团队来提升人力资本逐渐被世人认可和采用。方案根据对市区供电公司项目团队的现状分析,结合团队价值提升的理论,提出了适合公司的规范化团队管理模式。同时,以向心力联队自身的应用为例,说明了规范化团队管理模式的效果。     

创业团队行为整合、关系学习与创业绩效——创业团队行为复杂性的调节效应

创业团队行为整合一直是新企业创建与发展过程中的关键议题。如何通过整合强化本身的行为以有效回应环境与外部关系是创业团队在转型经济背景下亟待解决的重要问题。基于高层理论和组织学习理论,本研究采用223份新企业的两阶段跨期数据,实证检验了创业团队行为整合、关系学习与创业绩效的关系,并探究了创业团队行为复杂性在上述关系中的调节效应。结果表明,创业团队行为整合对关系学习和创业绩效分别有显著的影响,且关系学习在创业团队行为整合与绩效之间具有中介效用。此外,创业团队行为复杂性调节了创业团队行为整合与关系学习之间的关系,但对关系学习与创业绩效关系的调节作用不显著。本研究进一步完善了创业团队相关理论以及组织学习理论,也为新企业的发展提供了一定的借鉴。     

团队心理资本:内涵、测量、作用机理与研究展望

心理资本的概念最早被应用于描述个体层面的成长和发展。近年来,研究者已将心理资本的概念从个体层面拓展到了团队层面,并由此对其展开了一系列研究。通过对已有文献进行述评发现,对于团队心理资本的结构、测量、机理还缺乏深入的理论和实证研究。提出后续研究应从团队心理资本结构要素的构建、作用机理的厘清,以及研究对象、方法、视角等方面展开更为深入的探讨。     

An Examination of Frontline Cross-functional Integration during Retail Transactions

This research investigates cross-functional integration in contexts where customers interact with multiple frontline functions during a retail transaction. Specifically, this study: (1) proposes and empirically tests a framework for frontline cross-functional integration, (2) shows that joint reward valence alters the effects of other integration mechanisms in ways that can sometimes be detrimental, and (3) demonstrates the effects of cross-functional integration on individual sales performance and job satisfaction. The proposed framework is empirically tested in the automobile sales context with sales and finance as the frontline functions. Results indicate that cross-functional training and cohesion influence quality of communication, which in turns leads to more effective relationships. As joint reward valence increases, the positive impact of cross-functional training on communication quality is enhanced; however, the positive impact of cohesion on communication quality is reduced. Similarly, as joint reward valence increases, relationship effectiveness leads to higher individual sales performance but the positive benefits of relationship effectiveness on job satisfaction diminish. Thus, this study improves the understanding of frontline cross-functional integration and the process by which integration mechanisms influence employee outcomes.     

高管团队断裂带对创业企业成长绩效影响的实证研究——创新强度的调节效应

近年来,高管团队断裂带对企业绩效的影响引起了国内外学者的广泛关注,然而高管团队断裂带究竟是促进还是抑制了企业绩效尚无一致结论。基于交叉分类视角,以我国2011—2018年创业板民营上市公司为研究样本,应用广义最小二乘法,实证分析了高管团队断裂带对企业成长绩效的影响,以及企业创新强度对二者关系的调节作用。实证研究结果显示：高管团队任务相关断裂带和社会分类断裂带与民营创业企业成长绩效存在显著的倒U型关系,同时,企业创新强度对高管团队断裂带与民营创业企业成长绩效关系具有显著调节效应。具体而言,企业创新强度越高,高管团队任务相关断裂带和社会分类断裂带与民营创业企业成长绩效间的倒U型关系越显著。     

自信的员工更有创造力吗

基于创造力交互作用观,从内在动机角度分析核心自我评价通过和谐型激情对创造力的作用机制及相应的情境机制。对某制造企业11个事业部员工样本数据分析发现：核心自我评价显著正向影响员工创造力;核心自我评价与和谐型激情、和谐型激情与创造力均存在显著正相关关系;和谐型激情在核心自我评价影响创造力的过程中起中介作用,并受到团队成员交换关系的调节。     

The Economics of Business Process Design: Motivation,Information and Coordination Within the Firm

This paper presents a transaction cost analysis of the internal business processes of firms. Business processes are collections of activities which are technologically or managerially linked so that they jointly affect value added. Their organisation is characterised by their ‘architecture’—the allocation of responsibilities amongst individuals and groups and communication between them for information and coordination—and their incentive structure. The overall costs of organisation are determined by losses due to imperfect motivation of process members, which flows from the incentive structure, and imperfect information and coordination, which flow from the architecture, together with the resource costs associated with incentives and architecture. Perfect motivation corresponds to ‘team behaviour’ and a quantitative model, based on team theory, indicates how the best architecture depends on the degree interaction between activities comprising the business process.     

以团队精神构建和谐企业

企业作为推动经济社会发展的基本组织,是社会和谐的基本单元,而和谐企业的构建则需要充分发挥企业的团队精神。优秀的团队文化与精神,可以增强员工的满意度,最大限度地发挥员工的潜力和智慧,从而增强团队的整体战斗力,推动企业健康和谐发展。     

药品监管队伍建设评估指标体系的设计

在当前药品安全形势日益严峻的情况下,公众对药品监管部门的工作也提出了更高的要求,药品监管队伍建设受到社会广泛关注。本文将结合药监队伍现实特征,借鉴公共部门绩效管理模型,构建药品监管队伍建设评估指标体系．以对药品监管队伍建设情况进行有效的评价。