Employees intent to leave: A comparison of determinants of intent to leave versus intent to stay

The purpose of the study is to examine whether the predictors that decrease employee intention to leave will also increase employees’ intention to stay. Therefore, the objective of the study is twofold: (1) to examine the influence of perceived organizational support, perceived supervisors’ support, and organizational commitment regarding intent to leave and (2) to investigate the influence of the same variables on intent to stay. A total of 416 hospitality employees in the U.S. participated. The results suggest that perceived organizational support and organizational commitment decreased intent to leave while only perceived organizational support had a positive impact on intention to stay. Implications detail ways that hospitality organizations can focus on increasing their employees’ commitment through perceived organizational support as a critical component of turnover culture.     

企业技术创新联盟组织形式及其运作管理

选择与企业技术创新联盟相适配的组织形式,将有利于企业技术创新联盟和谐的形成。合资型企业技术创新联盟因其采用委托管理方式,实现了所有权与经营权的完全分离,可将联盟内部的冲突降到最低限度,联盟运作的难度相对较小。     

组织支持感与员工创造力——相对组织支持感和情感承诺的影响

从自我提升视角出发,基于社会比较理论与社会交换理论,分析组织支持感影响员工创造力的过程机制,相对组织支持感的调节作用以及情感承诺与创造力之间的曲线关系。基于458份企业员工与主管的配对样本,研究结果表明：相对组织支持感显著正向调节了组织支持感与情感承诺之间的关系,情感承诺与员工创造力呈显著的倒U型关系,情感承诺在组织支持感与创造力关系之间起到了瞬时中介作用。研究结果拓展了对组织支持感的影响机制及其边界条件的分析,深化了情感承诺与员工创造力关系的检验。     

IT运维外包中外派人员组织归属感的影响因素研究——基于心理契约理论的多案例研究

现在越来越多的客户将其部分或全部的IT运维工作交给外部的专业服务提供商。IT外派人员长期在客户的现场提供服务,这也导致了外派人员对母公司缺乏组织归属感。本文选择了四个涉及IT外派人员的IT运维外包项目进行案例研究,试图探寻影响外派人员对母公司组织归属感的影响因素。本文发现影响外派人员组织归属感的因素主要包括沟通、公平、员工关怀和稳定预期,但是在不同的心理契约情境下影响外派人员组织归属感的因素各不相同。     

企业空白地带考核指标设计

现在的企业处在一个持续变化的竞争环境中,管理者面临着严峻的挑战。众多管理人员为如何提高企业的效率和业绩而绞尽脑汁,他们并不是没有发现问题的存在,而是没能很好地考虑到这些问题对效率的损害以及如何引导员工提高效率。本文对这管理中问题之一的空白地带问题进行探讨,分析其诱因及影响,并提出了一套绩效指标体系。     

组织文化量表研究综述及评析

越来越多的学者采用实证方法研究组织文化,如何测量组织文化受到前所未有的关注.量表是测量组织文化的重要工具,正确设计或选择量表直接影响着研究成果.虽然使用量表研究组织文化已成为新的趋势,但国内外对组织文化量表进行全面系统综述的文献较少.文章首先分析组织文化研究方法,然后对比各类已开发的组织文化量表,最后提出设计与运用组织文化量表的建议.文章试图通过对组织文化量表进行全面系统地综述,为设计与使用组织文化量表提供参考.     

大学技术创业组织结构分析

大学技术创业职能作为大学职能的一部分,其实施过程具有高度资源整合要求,强调从技术生产到技术市场化的规范操作流程,具备网络化、流程化及管理协同特征。在此基础上,提出建立大学技术创业整体组织和核心组织设计,整体组织是在传统组织结构基础上通过引入适合技术创业要求的管理规则而形成的组织嵌入形式;核心组织是以技术转移中心为主导,为完善技术创业职能而设置的直线职能型组织。     

Why Organizations Struggle to Implement a Market Orientation: Insights Into Beliefs of Top Management

The role of management as an antecedent and barrier to market orientation is well documented. However, the often deeply held beliefs of top management that influence the degree to which their firms are market oriented has been largely overlooked. This study sought to understand these beliefs using a qualitative research method. Case study research employing in-depth semistructured interviews of four Australian vertically integrated horticultural enterprises was undertaken. A total of 28 beliefs of senior management team members were identified. These beliefs, which appeared to have become part of organizational culture, influenced the way market intelligence was gathered and shared and the degree to which the organizations planned, coordinated, and timed their responses to market opportunities and threats. The results suggest that changing management beliefs about marketing and market orientation may be an important component of enhancing the degree to which firms are market oriented.     

Relevance of Fundraising Charities’ Content-Marketing Objectives: Perceptions of Donors,Fundraisers, and Their Consultants

Many fundraising charities invest heavily in content marketing, often using consultants to direct their content-marketing efforts. Thus it is vital to establish whether certain key aims of content marketing suggested by literature in the field actually match the aspects of content marketing deemed most important by charity donors. This paper examines the significance attached by samples of charities, donors, and content-marketing consultancies to four possible major objectives of content marketing—the attainment of high–search-engine-results-page rankings, image enhancement through impression management, the stimulation of public perceptions of organizational transparency, and the creation of messages that “go viral.” Several major differences in perceptions emerged among the three groups, with substantial implications for how fundraising charities should manage their content-marketing programs and activities. Charity managements need to consider carefully and critically the possible returns on large-scale expenditures intended to pursue the putative aims of content marketing that are routinely advocated by practitioner and academic literature.     

建筑企业组织管控体系优化设计——以ST公司为例

本文针对建筑企业面临的市场环境和行业现状,以ST公司为例,基于精干高效、权责清晰、合理跨度、平稳过渡原则,从企业组织结构、权责体系、岗位体系、流程体系四个方面对组织管控体系进行优化设计,旨在将企业资源与组织管控能力相匹配,充分挖掘企业内外部各种优势资源,最大程度发挥企业集聚效应,形成企业在组织架构、管理模式、资源人才、管理效率等方面的整体竞争优势,支撑企业战略目标和愿景的实现。