Human resource configurations: Investigating fit with the organizational context.

The present study investigated how key organizational contextual factors relate to bundles of human resource (HR) practices. In a two-phase study of a sample of 661 organizations representing a full range of industries and organizational size, the authors found that organizations use 1 of 5 HR bundles: cost minimizers, contingent motivators, competitive motivators, resource makers, and commitment maximizers. In addition, the authors showed that the organizations that use a given type of HR bundle may be distinguished by the organizational values they pursue and their organizational structure, thus suggesting that HR choices are related to the context within which organizations operate. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Human resources management and firm performance: The differential role of managerial affective and continuance commitment.

In this study, the authors developed a dual-concern (i.e., maintenance and performance) model of human resources (HR) management. The authors identified commonly examined HR practices that apply to the middle manager level and classified them into the maintenance- and performance-oriented HR subsystems. The authors found support for the 2-factor model on the basis of responses from 2,148 managers from 463 firms operating in China. Regression results indicate that the performance-oriented HR subsystems had a positive relationship with firm performance and that the relationship was mediated by middle managers' affective commitment to the firm. The maintenance-oriented HR subsystems had a positive relationship with middle managers' continuance commitment but not with their affective commitment and firm performance. This study contributes to the understanding of how HR practices relate to firm performance and offers an improved test of the argument that valuable and firm-specific HR provide a source of competitive advantage. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Implementing computerized technology: An organizational analysis.

Why do some organizations succeed and others fail in implementing the innovations they adopt? To begin to answer this question, the authors studied the implementation of manufacturing resource, planning, an advanced computerized manufacturing technology, in 39 manufacturing plants (number of individual respondents?=?1,219). The results of the plant-level analyses suggest that financial resource availability and management support for technology implementation engender high-quality implementation policies and practices and a strong climate for implementation, which in turn foster implementation effectiveness—that is, consistent and skilled technology use. Further research is needed to replicate and extend the findings. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

论人力资源会计

人力资源会计是会计学科中一个正在发展的新分支,在我国仍处于理论研究阶段,实务尚未得到应用.在新形势下,我国推行人力资源会计的必要性和可能性.人力资源会计中主要研究人力资源成本与价值的确认计量,记录和报告等问题,为人们提供人力资源会计信息.     

Bernard (Bernie) M. Bass (1925-2007).

Bernard M. Bass, distinguished professor emeritus in the School of Management at Binghamton University, was born on June 11, 1925, in the Bronx, New York, and died in Binghamton, New York, on October 11, 2007, at the age of 82. Bass published more than 400 journal articles and technical reports, wrote 21 books, and edited an additional 10. Almost all of his published work dealt with issues of leadership and organizational behavior. Before his death, Bass completed the authoritative resource book in leadership, the fourth edition of the Bass handbook of leadership. In the field of organizational behavior, leadership, and human resource management, there is hardly a niche in which Bass did not have an impact. Over his long career, he mentored many people who have and will continue to carry on his good work. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Managing HIV at the workplace: An empirical study of HIV and HR managers in Singapore.

Drawing from previous research on individual differences, AIDS, and concerns for face, the author developed and tested a model examining the predictors (knowledge of AIDS transmission, level of homophobia, and concern for face) of AIDS fear and its organizational outcomes (perceived organizational consequences of hiring people living with HIV and attitudes toward disclosure of HIV-related information at the workplace). Data were collected using mail survey. Structural equation modeling was used to examine the relationships among these variables for 160 human resource managers. All of the hypothesized relationships were empirically supported. Implications of the research findings for human resource practices are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Unlocking the black box: Exploring the link between high-performance work systems and performance.

With a growing body of literature linking systems of high-performance work practices to organizational performance outcomes, recent research has pushed for examinations of the underlying mechanisms that enable this connection. In this study, based on a large sample of Welsh public-sector employees, we explored the role of several individual-level attitudinal factors—job satisfaction, organizational commitment, and psychological empowerment—as well as organizational citizenship behaviors that have the potential to provide insights into how human resource systems influence the performance of organizational units. The results support a unit-level path model, such that department-level, high-performance work system utilization is associated with enhanced levels of job satisfaction, organizational commitment, and psychological empowerment. In turn, these attitudinal variables were found to be positively linked to enhanced organizational citizenship behaviors, which are further related to a second-order construct measuring departmental performance. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

The relationship between human resource investments and organizational performance: A firm-level examination of equilibrium theory.

It is commonly believed that human resource investments can yield positive performance-related outcomes for organizations. Utilizing the theory of organizational equilibrium (H. A. Simon, D. W. Smithburg, & V. A. Thompson, 1950; J. G. March & H. A. Simon, 1958), the authors proposed that organizational inducements in the form of competitive pay will lead to 2 firm-level performance outcomes--labor productivity and customer satisfaction--and that financially successful organizations would be more likely to provide these inducements to their employees. To test their hypotheses, the authors gathered employee-survey and objective performance data from a sample of 126 large publicly traded U.S. organizations over a period of 3 years. Results indicated that (a) firm-level financial performance (net income) predicted employees' shared perceptions of competitive pay, (b) shared pay perceptions predicted future labor productivity, and (c) the relationship between shared pay perceptions and customer satisfaction was fully mediated by employee morale. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The nature of religious controls.

"Religion is certainly one of our most important institutions for influencing human behavior. Since religions, of one form or other, occur so regularly in almost all known human societies, one may examine the proposition that religion performs an important biologic function for the group, which creates survival value for the religion." 5 devices "by means of which behavior can be influenced: imitation, communication of affect, intervention in the pursuit of instinctual gratification, obedience, and disarming by vulnerability" are discussed with reference to organized religion. A sixth mechanism, "controlled regression," is "encouraged by religion to facilitate the regulation of behavior." On the assumption "that we are able to learn and to use effective technics of behavior regulation, are we sure that we can use them more wisely than religion has?" (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Consulting psychology and the intelligence community: Toward a new support paradigm.

In 2004, Congress created the Office of the Director of National Intelligence (ODNI) to enable the 16 independent government organizations that constitute the national intelligence mission to function as a single enterprise. The ODNI strategy to accomplish this transformation included the integration of personnel systems across these organizations. However, customary practices for obtaining and using personnel system and organizational consulting psychologists tend to undermine this goal by reinforcing existing fragmented and strategically misaligned human capital management systems. In this article, the authors describe and analyze the challenges confronting the organizational consulting field working in these settings and suggest ways in which the intelligence and consulting communities can collaborate to overcome these challenges and better serve the important mission of intelligence organizations. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

对人力资源会计若干问题的探讨

对人力资源会计几个重要问题如人力资源会计的定义、基本内容以及在我国建立人力资源会计的必要性和建立条件等进行了精辟论述，对人力资源成本会计和人力资源价值会计的关系作了探讨．     

探讨保证公允价值合理性的途径

新准则广泛应用“公允价值”,这是我国会计计量史上的一座里程碑,它标志着会计计量观念的一次重大变革,并预示着未来会计计量的发展趋势。但是我国在“公允价值”现实运用中存在许多难点,并容易被操控,导致会计信息不实,文章从5个方面加以探讨保证公允价值合理性的途径。     

国有企业人力资本流失问题探讨

在对企业人力资源状况调查的基础上，针对国有企业存在的人力资本价值评估失真、冗员突出等现状和人力资源开发投资不足、传统管理模式影响等导致人力资本流失的原因进行了分析探讨，并结合企业实际，提出了改革用人机制、培育企业文化等防止国有企业人力资本流失的措施。     

The path to a healthy workplace: A critical review linking healthy workplace practices, employee well-being, and organizational improvements.

This review synthesizes much of the previous research since 1990 linking healthy workplace practices in organizations to employee well-being and organizational improvements. Based on the review, both a direct and an indirect link between healthy workplace practices and organizational improvements are proposed. Five general categories of healthy workplace practices were identified in the literature: work-life balance, employee growth and development, health and safety, recognition, and employee involvement. Previous research also suggests that the link between these practices and employee and organizational outcomes is contingent on the effectiveness of communication within the organization and the alignment of workplace practices with the organizational context. Finally, a discussion of some limitations of previous research and recommendations for future work in the area of healthy workplace practices are provided. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Organizational change in a human service agency.

An organizational change consultation was conducted with a large nonprofit human service organization. The consultation began with negotiations to gain entry to the agency followed by start-up activities at all levels of the organization. Seventy-two individual interviews were conducted. Interviews surfaced issues and concerns related to the climate, management, and operations of the agency and its eight programs. The mirroring (feedback) activity brought attention to the most critical issues in the organization for which action plans were developed and implemented. Employee follow-up survey results indicate favorable ratings for most action items. Lessons learned in the SHARE (pseudonym) consultation are presented for consideration by consultants working in human service and other organization settings. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Review of Realms of value.

Reviews "Realms of value," by R. B. Perry (see record 1954-05170-000). Professor Perry offers an extension of his earlier "General Theory of Value" (1926), which has remained the standard work in its field. The scope of the present work is suggested by the subtitle, "A critique of human civilization." Its significance, from the psychologist's point of view, lies more in the pointing up of a number of critical problems that need to be met, ultimately, than in any specific contributions to content or method. The importance of psychology in Perry's thinking is attested by the prominence of recourse to psychological principles and problems in the first few chapters. In these he endeavors to develop a fundamental definition of "value" for exposition in a-wide variety of fields of knowledge throughout the remainder of the book. His main theme is that value is based upon interest, which in turn is based upon expectations of the outcomes of actions. Perry's failure to come up with any satisfactory answers to the problems of motivation, with which he is squarely faced at this point, is hardly an occasion for surprise; he is to be credited with at least having begun to ask some of the important questions, rather than to have sidestepped them, as has been customary in similar philosophical treatises. A major failing in Perry's treatment of motives, as I see it, concerns his emphasis (or perhaps overemphasis) upon the role of cognition as a determiner of interest. Although he does upon occasion mention the role of habitual and unconscious factors, these are not elaborated, and they are considered to operate in an entirely subsidiary manner. This is a reflection of his general bias. Although I do not see how this book can have any very direct effect upon the development of psychological science, it is nonetheless an important one for contemporary psychologists to consider. It presents a great many problems which are at once disturbing and challenging, and which are today of particular concern to the scientist-citizen. (PsycINFO Database Record (c) 2010 APA, all rights reserved)