Multi‐Level Efficacy Evidence of a Combined Interprofessional Collaboration and Project Management Training Program for Healthcare Project Teams

Project work is essential for the improvement of healthcare organizations; yet, project management and collaboration in the project context are not taught to healthcare professionals. Three half‐day training workshops integrating project management and collaboration were designed and delivered to 14 interprofessional healthcare project teams. Multivariate measures were taken over the course of 36 weeks. Individual, team, and project‐level results showed high satisfaction and perceptions of utility; improved self‐efficacy for project‐specific task work and teamwork; increased goal clarity and coordination; and a significant impact on the functional performance of projects. This study provides initial benchmark measures regarding the pertinence of project management and interprofessional collaboration training for healthcare project teams.     

情绪智力与工作绩效关系的研究综述

文章对近年来情绪智力与工作绩效关系的研究进行了回顾和总结,依据组织中不同层次的工作绩效的划分,综述了情绪智力与管理者工作绩效、员工工作绩效、团队工作绩效的关系,并指出了未来研究的五个方向：对情绪智力定义与结构的研究、情绪智力与关系绩效关系的研究、情绪智力影响工作绩效机理的研究、情绪智力与工作绩效关系的实证研究、情绪智力与工作绩效关系研究的本土化问题。     

Being Good Citizens: Understanding a Mediating Mechanism of Organizational Commitment and Social Network Ties in OCBs

Given that citizenship challenges the basis and workings of the basic institutions market, state, and civil society, organizational citizenship behaviors (OCBs) become an important moral tenet found in some codes of ethical principles. This study explores service-oriented OCBs and their determinants. Three dimensions of service-oriented OCBs (loyalty, service delivery, and participation) are hypothetically influenced by distributive justice, procedural justice, personal cooperativeness, and the need for social approval through the mediation of organizational commitment. The three dimensions of OCBs are hypothetically influenced by personal cooperativeness, need for social approval, task interdependence, and outcome interdependence through the mediation of social network ties. The model is tested using data from contact employees at several financial holding companies in Taiwan. Test results reveal that the relationships between need for social approval and organizational commitment and those between task interdependence and social network ties are insignificant, whereas all other paths are significant. This study also provides managerial implications and limitations.     

Enhancing knowledge exchange and combination through HR practices: reflexivity as a translation process

Knowledge‐intensive firms need to encourage their employees to engage in knowledge exchange and combination (KEC) so as to create the new knowledge that is core to their success. HRM has the potential to play a key role in encouraging KEC, but relatively little is known about the micro‐processes through which HRM and KEC are linked. Based on a sample of 498 knowledge workers in 14 knowledge‐intensive firms in the pharmaceutical and information and communications technology sectors in Ireland and the UK, this study focuses on the knowledge workers themselves and their perceptions of how HR practices influence KEC. In so doing, we drill down into the micro‐foundations of the proposed linkages between HRM and knowledge creation, proffering reflexivity as a translation process in understanding these linkages.     

施工项目质量控制的方法

结合实际工程,由项目部抽调人员组成QC小组,把＂减少大模板施工的质量通病＂作为活动课题进行公关。QC小组结合全面质量管理的有关知识,利用PDCA循环方法,应用因果图、控制图、排列图、关联图等质量管理工具,解决此项质量优化问题,取得了一定的社会效益和经济效益。     

基于任务分析的高职课程教学设计实践——以经济法为例

基于任务分析的课程教学设计是高职课程开发的第三步。该文以经济法为例，从课程设计理念、思路及表现形式三方面践行课程教学设计，探索适合高职院校课程教学改革之路。     

基于时间优化的指派问题研究

提出了一类基于时间优化的指派问题。与传统的指派问题不同,本文提出的指派问题从如何尽量提前最后完成的那项任务的结束时间的角度研究任务指派问题。根据影响该问题的三个因素将该指派问题区分为12类,最终形成5种有实际意义的类型并进行了讨论。     

采用“三段九步”过程研究我国节水型社会建设的战略规划(下)——战略分析

在分析我国节水型社会建设的内外部战略环境的基础上,进行了我国节水型社会建设的战略分析。结果表明:今后10~20年必须以立法为龙头,从9个方面入手,处理好节水与用水以及自觉与制度两个关系;发挥好缓解、优化和铸造3项功能;使用好定额、政策、规划、经济、法治和道德6项约束;本着先易后难等原则,主次有序地部署中期和长期节水战略任务。     

营销渠道中的制度环境

以往的营销渠道研究都是从以效率为基础的任务环境出发,在很大程度上忽略了从以合法性为基础的制度环境出发对渠道治理过程进行研究。本文指出制度以及制度化过程对渠道治理策略形成的影响,并提出一个综合性概念框架,将新制度理论融入现有的营销渠道研究中来。作者应用新制度理论,提出制度化过程和三种治理机制以弥补现有的任务环境视角方法的不足,并指出可以从合法性和效率两个方面来衡量渠道成员的持续竞争优势。还指出持续性的竞争优势可通过合法性与效率两方面予以测度。     

Global team members’ performance and the roles of cross-cultural training,cultural intelligence,and contact intensity: the case of global teams in IT offshoring sector

Abstract

This study investigates an unexplored form of global team prevalent in the Information Technology (IT) offshoring sector where IT service providers work alongside with client representatives in a global team context. Guided by theories of intelligence and intergroup contact, this study investigates global team members’ individual-level task performance. Specifically, this study examines the development of global team members’ cultural intelligence (CQ) following cross-cultural training. This study also determines the effects of improved CQ on individual-level task performance and examines the moderating role of contact intensity on the relationship between improved CQ and individual-level task performance. Data on the development of CQ, participation in cross-cultural training, and contact intensity were collected from 225 global team members while data on task performance were obtained from each of the global team members’ supervisors. The results of the statistical analyses reveal that: (i) CQ improved following participation in cross-cultural training sessions; (ii) improved CQ is positively and significantly related to individual-level task performance; and (iii) contact intensity moderates the relationship between improved CQ and individual-level task performance. These findings have a number of theoretical and practical implications for international organizations such as those in the IT offshoring sector.