企业组织创新的生态学透视

以信息技术为基础的知识经济的蓬勃发展使企业原有的组织形态越来越难以适应技术环境、社会环境的剧烈变化,从而使新一轮的组织创新研究和实践逐渐成为理论界和企业界的焦点。以生态世界观和方法论考察了组织创新的生态特征,解读了组织创新的生态规律,以期能为组织创新理论的研究提供启示。     

Informational Networks, Entrepreneurial Action and Performance

This paper develops a model that incorporates personal and business networks, firm action, and performance based on the existing literature. It explores the links between information and entrepreneurial-type action, and action and performance. Survey data was collected from a sample of 100 manufacturing firms in Thailand. Results show that entrepreneurs value the information they receive from their networks. However, there is little statistical support for tangible links between personal or business networks and entrepreneurial action and performance, or between action and performance.     

构建电网经营企业的特色企业文化

阐述了企业文化的建立要切切实实地以人为本,要让企业员工真正参与到文化建设中来,开发和利用企业的知识资源,继承和发扬原有企业丈化中优秀的部分,剔除企业文化中不适应市场环境和对企业发展不利部分,树立新型的、健康的、有别于其他企业的经营理念,实现组织的高效率,只有这样,才能真正构建电网经营企业的特色企业文化。     

论现代企业制度、组织结构及其治理--以化工产业为例

目前,我国要进一步深化国有大中型企业和国有资产管理体制的改革,“三资“企业和民营企业将进一步发展.建立现代企业制度,完善和规范企业的治理机制是我国强化各类企业竞争力的重要措施.文章以化工产业为例,针对这一系列问题作了初步的论述.     

虚拟建设的发展、内涵与组织管理流程

建筑企业若想在激烈的竞争中取得有力的地位，就必须提高自己的管理水平和竞争能力，而虚拟建设就是建筑企业提高竞争力的一条有效途径。文章从计算机技术与建筑业的结合入手研究虚拟建设的发展，揭示虚拟建设的内涵，构建了虚拟项目组织的管理流程。     

Are there major differences in the attitudes and service quality of standard and seasonal employees? An empirical examination and implications for practice

Despite the increased use of seasonal employees by organizations, few studies have been completed on the attitudes and service quality of seasonal office workers. Using Lautsch's classification model, we analyzed the organizational context in which the standard and seasonal workers in this study were employed. Hypotheses were developed based upon the organizational analysis and social exchange theory. Results from archival data obtained from a web‐based organizational survey of 205 clerical and professional workers indicated contrary to expectations, standard and seasonal employees did not significantly differ in terms of perceptions of overall job conditions, perceived organizational support (POS), or job engagement. However, seasonal employees did report significantly fewer opportunities to work on challenging tasks, less comfortable physical working conditions, and less job security than the standard workers. As predicted, standard employees reported significantly higher levels of service quality performance than seasonal employees. Additionally, job engagement mediated the relationship between POS and service quality for both the standard and seasonal employees. Implications for managing seasonal employees are discussed.     

Inclusion climate: A multilevel investigation of its antecedents and consequences

This study investigates the antecedents and consequences of organization‐level inclusion climate. A national sample of human resource decision‐makers from 100 organizations described their firms' formal diversity management programs; 3,229 employees reported their perceptions of, and reactions to, their employers' diversity management. Multilevel analyses demonstrate that identity‐conscious programs (programs that target specific identity groups) generate an inclusion climate. Moreover, the analyses provide evidence of multilevel mediation: In organizations with an inclusion climate, individual employees perceive the organization as fulfilling its diversity management obligations and respond with higher levels of affective commitment. This study represents an important step toward understanding how a shared perception of organizational inclusiveness develops and how inclusion climate facilitates the achievement of diversity management objectives. The findings also shed light on the important role of identity‐conscious programs in promoting organizational commitment within a diverse workforce.     

环境规制对不同组织形式养殖户环境友好行为的影响研究基于肉鸭养殖户粪污资源化处理行为

目的 畜禽养殖粪污是农村环境污染治理的一大难题,国家颁布了一系列相关政策促进养殖粪污资源化处理,从而实现乡村振兴与生态文明建设。方法 文章基于肉鸭养殖生产大省养殖户粪污处理行为的调查数据,建立多元无序Logit模型分析环境规制下不同组织形式养殖户进行粪污资源化处理行为的影响因素及其异质性。结果 （1）相比“随意丢弃”,养殖户通过“直接还田”方式处理肉鸭养殖废弃物比通过“沼气发酵”方式处理更能显著受到环境规制的影响,而且不同环境规制对养殖户粪污处理方式影响程度不同;（2）环境规制通过组合型规制因素对肉鸭养殖户粪污资源化处理行为发挥约束作用,命令型规制、激励型规制、引导型规制都显著影响肉鸭养殖户将粪污“直接还田”的处理方式,而只有“引导型规制”对“沼气发酵”处理方式的养殖户有显著影响;（3）“激励型”与“引导型”环境规制对“紧密型”组织形式养殖户环境友好行为的影响较大,而“松散型”组织形式养殖户环境友好行为主要受到“命令型”环境规制的影响。结论 为促进养殖户积极主动进行粪污资源化处理,提高肉鸭养殖效率,地方政府应该更加注重引导型规制的职能发挥,通过技术推广和相关宣传与培训,提升养殖户环境友好行为认知,激励养殖户积极治理污染,实现肉鸭产业绿色发展。     

基于企业生命周期的企业动态能力演变研究

分析了不同生命周期下企业动态能力构成维度,指出企业生命周期的不同阶段对企业动态能力维度要求不同。探讨了在企业不同生命周期阶段企业动态能力演变方向。     

基于组织惰性视角的组织理论演进路径研究

组织演进的过程也即组织惰性的克服过程。从克服组织惰性的视角出发,文章认为古典管理理论所倡导的“一场全面的心理革命”、行为科学理论对人的关注、管理科学理论对组织管理的重新认识以及当代组织理论所推崇的开放系统与组织学习理念,都是在打破传统组织理论范式的基础上建立起来的。人们正是在不断克服组织惰性的过程中推动组织理论与实践的创新。