学习型组织--西方学者研究综述

文章对西方学者有关学习型组织的研究进行了总结 ,以便于学者的进一步研究及其在管理实践中的应用 ,内容主要包括学习型组织的界定、个体学习与组织学习以及创建有效的学习型组织等问题     

论虚拟企业组织

虚拟企业组织是相对于实体组织而言的，它意味着实体企业组织的某些职能的“虚拟化”。虚拟企业组织存在的物质技术基础是计算机网络技术，它属于经济活动的一种混合组织形式，本质上是包买商制度在计算机网络时代的变形。不可能存在“虚拟经济”，因为虚拟企业组织与实体企业组织是相互依存的。     

FPC公司的管理培训模式

FPC公司是一家管理培训公司,经过10多年的发展,已经是中国最负盛名的管理培训公司之一。本文从FPC管理培训公司的背景入手,分析了其独特的课程培训体系、讲师团队的建立以及客户导向的营销方式。通过介绍FPC在公司发展上的探索,总结了知识型服务企业的管理培训模式。     

浅析非营利组织财务管理

作为现代社会的社会组织三大类型之一,非营利组织在教科文、医疗卫生、慈善救济等领域为社会公益提供着服务。近年来,非营利组织激剧增长,成为与人们生活休戚相关的社会力量。非营利组织发展成熟的过程中,财务管理需求随机构内外压力增加而增大,其水平和效果直接影响公共资金的使用效益、国家的经济和社会发展水平。财务管理已成为非营利组织可持续发展的必要条件。非营利组织财务管理也成为了需要研究的新领域。本文试图对非营利组织财务管理面临的问题做些探讨并提出相应对策。     

基于中间组织协调视角的母子公司财务控制研究

中间组织内部的管理协调机制是单一企业"权威"与市场个体间"非权威"因素的混合.作为一种中间组织,母子公司内部财务控制关系的基础形式是权威性财务控制,具体表现为一系列高度规则化与运行层级化的财务制度、财务业务程序和财务技术规范.但科层权威性财务控制不能满足母子公司作为中间组织内部财务关系协调的要求,为达到合理的财务控制效果,需要母子公司间的信任机制、财务文化以及社会控制机制等非权威性财务控制来改进权威性财务控制.我国大量母子公司逆向成长的特殊性也决定了将发展非权威性财务控制方法作为财务工作的重心.     

Examining the relationship between strategic HRM and hospital employees’ work attitudes: an analysis across occupational groups in public and private hospitals

Abstract

As human resource challenges have increased, strategic human resource management (SHRM) in hospitals has evolved into an important management task. Accompanying its growing relevance, there is an evolving research stream on the impact of SHRM on organizational and individual-level outcomes in the hospital context. We aim to address two remaining research gaps by investigating variations in the use of SHRM across organizations (public vs. private ownership types) and differences in the relationship between SHRM and employee attitudes within organizations (for the occupational groups of nurses and physicians). This study is based on a sample of 179 German acute care hospitals. We employ ANOVA and logistic regression analyses, and our results corroborate previous research findings showing that SHRM has positive effects on employee attitudes. However, the effects vary in significance and magnitude, depending on whether nurses or physicians are targets. Further, we reveal significant SHRM differences in public- vs. private-sector organizations.     

Stress and turnover intents in international organizations: social support and work–life balance as resources

Abstract

This study investigates whether work opportunities have an impact on stress and the related turnover intentions of employees working in intergovernmental international organizations (IOs). It contextualizes the job resources and demands model within IOs’ specific work conditions. The empirical test is based on original data from a survey administered in four major organizations of the United Nations system. Results demonstrate that social work opportunities and work–life balance are organizational levers reducing stress and willingness to quit for employees who are facing red tape or the stresses of being an expatriate. In this context, the relationships between these work opportunities and turnover intention are partially mediated by stress. Contextualized HR management propositions are made to help organizations coping with these management challenges.     

从资本保全角度看民间非营利组织会计制度中的改革

非营利组织的资产保全重点是净资产的保全,《民间非营利组织会计制度》对净资产保全的规定有所欠缺,影响了非营利民间组织的发展。据此,笔者针对如何对其进行改革的问题,提出了个人意见。     

Motivating Employees towards Sustainable Behaviour

Workers engaging in voluntary and unrewarded environmental actions that go above and beyond their job requirements in an organizational setting can crucially contribute to a reduced environmental impact of organizations. This research investigates some of the factors that may contribute to the emergence of such organizational citizenship behaviour directed towards the environment (OCBE). The hypotheses predicted employees' concern for the environment, employees' perceived organizational support for environmental efforts and organizational commitment as antecedents of OCBE. Employees from two organizations (n = 547) completed an online survey. Controlling for organizational tenure, a significant relationship between (a) employees' concern for their environment and OCBE, (b) perceived organizational support for environment efforts and OCBE and (c) organizational commitment and OCBE were found. Furthermore, organizational commitment mediated the relationship between perceived organizational support for environmental efforts and OCBE, but not environmental concern. This study's insights into the factors that can drive employees' engagement in small, voluntary environmental actions at work can guide organizations wishing to encourage such behaviours. Copyright © 2013 John Wiley & Sons, Ltd and ERP Environment