对基层农技推广队伍建设的思考

通过对全县基层农技推广队伍的调整,分析了基层农技推广队伍的现状并找出现有的问题,进而有针对性地提出解决问题的办法。     

“中国制造2025”背景下“班组长型”人才培养的挑战与应对

"班组长型"人才正是实现"中国制造2025"宏伟蓝图的基层驱动力量之一,"班组长型"人才的培养是当前相关职业院校重要任务,分析了"中国制造2025"对当前高职教育的新挑战以及对企业班组长的新要求,并提出了"中国制造2025"背景下"班组长型"人才培养的应对措施。     

Reciprocal Relationships Between Collective Efficacy and Team Performance in Women's Ice Hockey.

This study examined reciprocal relationships between collective efficacy and team performance over a season of competition in women's intercollegiate ice hockey within weekends where the opponent was constant for 2 games. Collective efficacy beliefs within 12 teams were assessed prior to both games for at least 7 weekends. Team performance indexes produced an overall measure of performance for each game. The average influence of Saturday collective efficacy on Saturday performance was moderate and positive after controlling for Friday performance. The average influence of Friday performance on Saturday collective efficacy was small and positive after removing the influence of Friday collective efficacy from Friday performance. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Task versus relationship conflict, team performance, and team member satisfaction: A meta-analysis.

This study provides a meta-analysis of research on the associations between relationship conflict, task conflict, team performance, and team member satisfaction. Consistent with past theorizing, results revealed strong and negative correlations between relationship conflict, team performance, and team member satisfaction. In contrast to what has been suggested in both academic research and introductory textbooks, however, results also revealed strong and negative (instead of the predicted positive) correlations between task conflict, team performance, and team member satisfaction. As predicted, conflict had stronger negative relations with team performance in highly complex (decision making, project, mixed) than in less complex (production) tasks. Finally, task conflict was less negatively related to team performance when task conflict and relationship conflict were weakly, rather than strongly, correlated. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Peer responses to a team's weakest link: A test and extension of LePine and Van Dyne's model.

This article reports research intended to assess and extend a recent theory of peer responses to low-performing team members (J. A. LePine & L. Van Dyne, 2001a). An instrument that assesses 4 types of peer responses to low performers (compensating for, training, motivating, and rejecting) was developed and then cross-validated in a subsequent study. Results of the study supported the validity of the peer responses measure and were generally consistent with the attributional theory of peer responses. Low-performer characteristics influenced the peer responses. These effects were mediated in part by peer attributions, affect, and cognitions, which explained variance in the peer responses over and above the variance explained by respondents' personality characteristics (i.e., The Big Five). (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Embracing transformational leadership: Team values and the impact of leader behavior on team performance.

The authors investigated the relationship between transformational leadership behavior and group performance in 218 financial services teams that were branches of a bank in Hong Kong and the United States. Transformational leadership influenced team performance through the mediating effect of team potency. The effect of transformational leadership on team potency was moderated by team power distance and team collectivism, such that higher power distance teams and more collectivistic teams exhibited stronger positive effects of transformational leadership on team potency. The model was supported by data in both Hong Kong and the United States, which suggests a convergence in how teams function in the East and West and highlights the importance of team values. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

关于知识团队特性的研究

章从商业环境的变化分析入手，指出由知识工作为主体构成的知识团队将成为企业运作的重要形式。知识团队与传统的、特别是基于某项单一职能或成员来自某一知识领域的团队有着许多显的不同。通过分析认为，这些不同点主要体现在团队目标的模糊性、团队成员的动态性和团队管理手段的协定性等方面。     

展望21世纪的制造业及相关技术

综述了制造业未来的发展前景，重点分析了与制造业相关的制造系统、机械加工技术、生产组织形式、人员素质的发展趋势。     

我国企业CIMS系统中技术与组织之间相互关系的实证研究

基于对我国ＣＩＭＳ实施企业的调查，研究了企业的适应ＣＩＭＳ中的技术要求而进行组织创新的四大方向：（１）组织结构纵向的扁平化；（２）组织结构横向的合工精简，（３）建立新的信息中心组织；（４）建立各种类型的跨部门团队。指出了ＣＩＭＳ技术适应企业组织的主要方式；（１）开发设计技术系统时充分考虑企业现有的组织管理状况；（２）开发设计技术系统时充分考虑企业今后经营管理和组织体制的改革方向，最后还分析总结了我     

浅谈中型企业IT运维管理

文章阐述了建设一支适合本企业IT运维的专业队伍,通过应用IT技术掌控运维队伍,使IT运维业务正常、有序、高效开展的思路,为生产管理服务,提供一个安全、可靠、高效、快捷的信息网络平台。