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71.
Rodney Dormer 《公共资金与管理》2016,36(6):433-440
This paper explores the extent to which New Zealand’s central government organizations are effectively reporting on, and arguably therefore focusing on, the management of their organizations, as well as their operations. There is widespread concern that new public management reforms have resulted in an over-emphasis on the former at the expense of the latter. A solution to this problem requires a clear and consistent framework for how organizational management should be reported. 相似文献
72.
Bronston T. Mayes Treena Gillespie Finney Thomas W. Johnson Jie Shen Lin Yi 《International Journal of Human Resource Management》2017,28(9):1261-1290
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. 相似文献
73.
Mallika Banerjee Thomas DiCiccio 《International Journal of Human Resource Management》2013,24(11):2180-2204
Using data from a large-scale national survey of employers and employees in Britain, we examine the impact of the presence of contingent employees on work attitudes of standard (full-time, indefinite-term) employees. Drawing on differing explanations for the increased use of contingent employment arrangements, we derive competing hypotheses about how this use affects standard employees' work perceptions and attitudes, and explore the impact of a number of potentially intervening factors. We find that contingent employees have little effect on standard employees' perceptions of work overload, but strongly reduce perceived job security, which in turn, mediates the negative effects of contingent employees on job satisfaction and organizational loyalty. 相似文献
74.
This study attempts to examine the relationship among ethical climate, job satisfaction, organizational commitment, and turnover intention in the context of the Malaysian external auditor's work environment. The questionnaire is sent to a sample of external auditors from Malaysian Big Four (Klynveld Peat Marwick Goerdeler (KPMG), Ernst and Young, Deloitte KassimChan, and PricewaterhouseCoopers (PwC)) main offices. There are 167 useable responses. The regression results have provided evidence that ethical climate is directly, significantly, and positively associated with job satisfaction. In contrast, ethical climate appeared not to be directly related with external auditor's turnover intention. Both job satisfaction and organizational commitment were identified as significant predictors in explaining turnover intention, since they had a significant and negative effect on external auditor's turnover intention. This study also implied that job satisfaction had a significant effect on organizational commitment. Furthermore, the findings revealed that organizational commitment partially mediated the relationship between job satisfaction and turnover intention. The results extend the literature on external auditor's turnover intention and provide insights for human resource management in accurately assessing employee's turnover intention in order to improve retention and reduce actual turnover particularly in audit firms. 相似文献
75.
In this paper we explore the dynamics of the introduction of New Systems and Structures of Work Organization (NSSWO) in the context of the forces impacting upon organizational change in the unionized sector of manufacturing industry throughout the Thatcher period. This we do by way of a detailed case study of a major UK auto-components manufacturer. We explore a number of changes in work organization, including the introduction of a cellular-based system of manufacturing, from its initial strategic conception through to its implementation; the delegation of responsibility for quality to shop-floor operators and the use of more flexible working practices. In doing so, we reconsider the context of change, the detailed processes of change and the pattern of accommodation between labour and management. Drawing upon our previous work on the nature of paternalism (Ackers,and Black, 1991), we explore its significance in terms of management’s constant drive for more economic work practices and patterns of organization. Specifically we explore the significance of paternalism as a relevant concept in interpreting the case, and hence, also, as a relevant concept in understanding HRM. The case challenges the prevailing ideology that the ‘successful’ economic organization requires (a) a de-regulated labour market and (b) a trade union free environment, or, failing this, that management needs to develop an individualistic approach towards the work-force, moving from the more pluralist‘industrial relations’approach towards an essentially ‘unitarist framework, as found in certain interpretations of ‘uman resource management’(Guest, 1987) The paper is thus a contribution to the continuing analysis of those ‘tensions and struggles through which the open ended potential of labour power have been managed, through shifting patterns of coercion, accommodation and compliance into profitable forms of production’(Elger and Smith, 1994: 12; Thompson, 1990). By means of this case we attempt to explore this issue with respect to three interconnected themes: The place of paternalism as a relevant concept in the age of HRM. The extent to which organizations may be better advised to look towards ways to build upon their existing organization culture, rather than seeking solutions from overseas models. Linking with previous work on the ‘Joint Process’in the US (Black and Ackers, 1994), the paper raises issues concerning the ‘strategic issue . . . which managers have to face . . . the balance between joint regulation and joint consultation’(Storey and Sissons, 1993: 221), and hence the role of trades unions in organizational change programmes. 相似文献
76.
David Sweetman Fred Luthans James B. Avey Brett C. Luthans 《Canadian Journal of Administrative Sciences / Revue Canadienne des Sciences de l\u0027Administration》2011,28(1):4-13
Despite considerable attention to the creative process and its relationship with personal characteristics, there is no published study focused directly on the relationship between the recently recognized core construct of psychological capital (PsyCap) and creative performance. Drawing from a large (N = 899) and heterogeneous sample of working adults, this study investigates PsyCap and its components (i.e., efficacy, hope, optimism, and resilience) as predictors of creative performance. Overall PsyCap predicted creative performance over and above each of the four PsyCap components. Theoretical and practical implications of these findings are considered. Copyright © 2010 ASAC. Published by John Wiley & Sons, Ltd. 相似文献
77.
虚拟企业与耗散结构理论 总被引:1,自引:0,他引:1
作为系统论的新发展,耗散结构理论主要研究一个系统从无序向有序,从低序向高序转化的机理、条件和规律。将耗散结构理论的思想和方法用于解决管理领域的问题,需要满足耗散结构的一般性判据。虚拟企业是多个企业自发形成的一种自组织结构,具有耗散结构的特征。虚拟企业系统中的耗散结构特征表现在开放性、远离平衡态和序参量的存在。 相似文献
78.
Ja-Shen Chen Don Kerr Seng-Su Tsang Yu Chieh Sung 《The Service Industries Journal》2015,35(1-2):96-114
The main aim of this paper is to investigate the effect of co-production practices with customers on service innovation. Specifically, we sought to determine whether dynamic capabilities (the specific abilities a company has to shape, reshape, configure, and reconfigure idiosyncratic assets to respond to changing technologies and markets) could mediate the effect of co-production on service innovation. In this paper, we examine the factors that could influence co-production practices and determine whether organizational commitment moderates the effect of co-production practice on an organization's dynamic capabilities. Using a survey approach of Taiwanese firms, we showed that dynamic capability fully mediates the effects of co-production practice on service innovation and that market orientation and customer matching have a significant influence on co-production practices. In addition, this study has empirically demonstrated that service firms would be well advised to engage in developing service innovation through enhancing their own dynamic capabilities. 相似文献
79.
随着我国加入WTO及世界经济一体化 ,我国在医药流通领域的管制将于 2 0 0 5年放开。以我国医药零售业的代表企业———深圳一致药业股份有限公司、上海华氏大药房有限公司为例同世界巨头———CVS和Walgreen在企业的发展历史、赢利模式、绩效评价指标分析等方面做横向比较 ,找出我国医药零售企业和世界巨头的差距 ,在此基础上才能从产业组织结构优化的角度制定出相应的措施 相似文献
80.