组织适应力与战略选择：企业成长的双重主题

市场环境和组织内部环境变化日益加快,企业的成长是否具有可持续性愈来愈成为战略管理的理论与实践所关注的内容。分析了战略选择与组织适应能力互补互动对企业的可持续成长的重要影响。     

工作满意度、组织承诺与离职倾向间关系问题的研究进展

文章对工作满意度、组织承诺与离职倾向的国内外研究的历史沿革、研究成果进行了概括和总结,并进行了深入评述。研究结果对于企业的人力资源管理具有一定的启发意义,并且对后续研究有一定的指导意义。     

军工科研院所研究活动的项目管理

自主创新是国防科技工业的战略基点,军工科研单位想有技术进步,就必须进行研究与创新,该文从项目管理的角度,分析了研究团队成员的创新能力培养、团队效能提升与成果转化这三个军工单位研究活动的重点与难点,尝试使用项目管理工具提出了解决途径。     

Why and when organizational culture fosters affective commitment among knowledge workers: the mediating role of perceived psychological contract fulfilment and moderating role of organizational tenure

Drawing on Denison and Mishra (1995)’s framework of organizational culture, this study examines why and when organizational culture is related to knowledge workers’ affective commitment. Data were collected from 640 employees working in three high-technology companies in China. The findings indicate that the relationship between organizational culture and affective commitment is mediated by perceived psychological contract fulfilment. In addition, organizational tenure moderates the relationship between two external dimensions (i.e. adaptability and mission) of organizational culture and perceived psychological contract fulfilment. This study extends the current theoretical framework of organizational culture by demonstrating the underlying mechanism and the boundary condition of the relationship between organizational culture and affective commitment. The findings also provide practical implications for international managers to design appropriate human resource management policies and practices in China.     

生态学理论在劳动经济学领域研究的应用

把生态学与劳动经济学结合是对传统劳动经济问题的再认识。生态学中的种群、群落、生态系统、生态位概念都可以应用到劳动力市场的研究中。企业的劳动力需求是企业生态的重要纬度,企业的劳动力竞争是基于生态位的竞争,这种竞争对企业生态有密度制约作用。总之,移植生态学的概念和理论可以为劳动力市场研究提供新思路。     

Does success diminish competitive responsiveness? Reconciling conflicting perspectives

Previous research provides conflicting evidence of the association between the past performance of a business and its competitive responsiveness, with researchers observing both positive and negative relationships. To clarify this issue, the authors test a model using survey data from the retailing industry. The model delineates direct and indirect mediated paths through ability to respond, motivation to respond, and awareness of competitors’ actions to show how past performance can have both positive and negative influence on competitive responsiveness. However, the overall impact of past performance of an organization on its competitive responsiveness is positive. The implications of these findings for research, practice, and theory are discussed. Satish Jayachandran (satish@moore.sc.edu) is an assistant professor of marketing in the Moore School of Business at the University of South Carolina. His research interests are focused on issues related to the market responsiveness of firms. His research has been published in theJournal of Marketing and theJournal of the Academy of Marketing Science. He was a recipient of the Harold H. Maynard Award for 2001 from theJournal of Marketing. He was nominated a young scholar by the Marketing Science Institute in 2003. Rajan Varadarajan (varadarajan@tamu.edu) is Distinguished Professor of Marketing and holder of the Ford Chair in marketing and e-commerce at Texas A & M University. His teaching and research interests are in the areas of strategy, international marketing, and e-commerce. His research on these topics has been published in theJournal of Marketing, theJournal of the Academy of Marketing Science, theAcademy of Management Journal, Strategic Management Journal, Sloan Management Review, California Management Review, Business Horizons, theJournal of Business Research, and other journals.     

动态环境下的企业战略变革研究

在动态环境下,企业战略变革、战略转型研究已经成为企业家和管理学家关注的重点。那么如何有效形成企业战略变革呢?本文认为企业有效推行战略变革主要由动态能力、企业家战略能力、组织学习、持续创新等要素决定。     

The straitjacket at workplace： Mobbing

Mobbing has been defined as a chronic asymmetric pattern of power relations and a consequent conflict transformed into a systematic discrimination or mistreatment at workplace which is expressed through unethical or aggressive communication （Leynman, 1996）. Mobbing occurs when an employee in the workplace is steadily subjected to aggressive behavior from more than one colleague or supervisor over a period of time, in a situation where the target finds it difficult to defend him/herself to escape this dire situation. Such a long term incivility tends to stigmatize the mobbed victim and may cause severe psychological trauma since （s）he is metaphorically in a straitjacket. In this double-bind and double-squeeze condition where （s）he can neither get out of the situation nor endure the ordeal, a positive outcome is unlikely. How do we differentiate mobbing from conflict in organizations and how are disputes converted into mobbing behavior, and if one may even do research on mobbing in a culture of＂organizational silence＂ and ＂obedience/submission＂ in a developing country will be the first theoretical research question. Whether systemic silence as a collective level phenomenon is not only an obstacle to healthy organizational communication and relationships, but also a serious barrier to development, participation and learning from malpractices is another relevant question. Most researches investigating the background of mobbing are based on either experiences of targets as victims or the critical cases including the perpetrators as mobber; Therefore, the findings are often at individual level and subjective. They are often ＂ex post facto＂ analysis of psychological dimensions （e.g., personality characteristics of mostly of mobbed victims and rarely of mobbers） or legal dimensions. There are few ＂ex ante＂ analyses of organizational culture dimensions so that preventive measures may be taken prior to any serious mobbing case is reported. This paper＇s objective is to approach mobbing as a function of group conflict and rumor that is uncontrolled for a long time. By exploring the background of mobbing in ten companies from service sector in IstanbuI-Turkey, this view is assessed. The findings confirmed that mobbing is a function of relational conflict and gossip particularly in companies with high positional power distance and highly centralized decision-making where high power imbalance between supervisors and subordinates are salient. Such organizations seem to be more conducive to concealed mobbing and survival than to development and participation of employees as ＂modus operandi＂.     

现代企业组织创新:基于竞争和能力的再审视

企业的组织创新是企业创新活动的重要组成部分。本文结合管理学理论研究成果和企业实践经验,对现代企业组织创新的历程、规律和趋势进行了深入分析;重点基于竞争和能力的视角,对当代企业特别是知识型企业的组织创新策略提出了相应的建议。     

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。