组织公平对组织承诺及组织公民行为影响

选择珠三角地区(主要是广州、深圳、东莞、中山等)70多家企业642名员工作为样本,采用结构方程模型验证员工组织公平、组织承诺和组织公民行为的关系。结果表明员工组织公民行为与组织公平、组织承诺成正相关关系,组织公平与组织承诺成正相关关系,并且组织承诺在组织公平和组织公民行为中起到了中介变量的作用。     

组织公平与组织公民行为-组织承诺的调节作用实证研究

大多数经验表明:组织承诺能够增强组织公平与组织公民行为的正相关关系(即组织承诺对组织公平与组织公民行为有正向的调节作用)。以珠三角地区70多家企业为背景,采用层次线性回归的方法对此进行验证,通过研究也得出与上述相同的结论:组织承诺对组织公平与组织公民行为有正向的调节作用,同时组织承诺的5个维度亦对组织公平与组织公民行为有正向的调节作用。     

Measurements in psychology

Conclusions The measurement of human psychological parameters starting with perceptions and reaction times should be specified and unified. Only in such a case will it be possible to use psychological data in coordinating the characteristics of men and machines.Translated from Izmeritel'naya Tekhnika, No. 6, pp. 77–78, June, 1967.     

Sleeping beauties in psychology

A ‘Sleeping beauty’ is a term used to describe a research article that has remained relatively uncited for several years and then suddenly blossoms forward. New technology now allows us to detect such articles more easily than before, and sleeping beauties can be found in numerous disciplines. In this article we describe three sleeping beauties that we have found in psychology—Stroop (J Exp Psychol 18:643–662, 1935), Maslow (Psychol Rev 50(4):370–396, 1943), and Simon (Psychol Rev 63(2):129–138, 1956).     

企业扁平化组织结构的研究

在分析传统宝塔式多层次管理结构的基础上，概括出扁平化组织结构的本质特征及优点，阐述了包括精益生产、JIT、敏捷制造等先进管理、生产方法在扁平化组织结构中的应用，以及实现扁平化管理模式的方法和信息集成，并用IDEF(集成定义法)分析及建模工具成功地构建出基于采购、库存、生产、分销等模块的集成信息模型框架，为企业的可持续发展提供一种具有实践意义的管理、生产结构模式。     

Physics,psychology and respectability

Opportunities for obtaining a quantitative measure of respectability for ideas in the physical sciences appear to be rather infrequent. A unique set of statistics is presented which demonstrates the respectability gained when a centuries-old psychological rationalisation for a rare natural phenomenon is replaced by a viable physical explanation.     

Keyword frequencies in anglophone psychology

Scientometrics - A sample of the keywords belonging to the anglophone vocabulary of psychology was created using PsycINFO and the Oxford English Dictionary. Keyword frequencies were analyzed for...     

大规模定制模式下的组织再造研究

大规模定制组织是满足顾客个性化需求、适应剧烈市场环境变化的保证。就大规模定制模式下的组织再造，本文提出如下策略：流程再造、结构再造、学习智障的克服与组织学习力的提升以及大脑型企业的创建。     

The Dynamics of Organizational Status

This paper examines the growth (and decline) of organizationalstatus. It is argued that an organization's status is determinedby two factors: past performance outcomes and the status ofthe organization's affiliates. The better the past performanceoutcomes and the higher the status of the affiliates, the greaterthe organization's growth in status. This basic propositionis tested in an examination of status changes among investmentbanks in the non-investment grade market between 1981 and 1987.Implications and extensions are discussed in the conclusion.     

Hierarchical Selection and Organizational Adaptation

The paper portrays the firm as a hierarchy of processes, exploringhow interactions among nested dynamics shape the evolution oforganizations. A computer model of intraorganizational evolutionshows how interactions among different process levels withinthe firm lead to the emergence of an ‘adaptation style’,by dynamically tuning explorations efforts and exploitationopportunities. In complex environments, this results in waveformprocesses of discovery and learning, which may be subject tocompetence and memory traps. The model analyzes interactionsbetween innovation and diffusion of organizational competences,showing how different strategies of competence replication arisealong innovation cycles. Furthermore, the paper suggests howthe model can be operationalized, singling out organizations'‘traits’ and tracking their diffusion and modificationover time.     

Organizational Change and Skill Accumulation

We model the links between skills and changes in work organization.As the proportion of skilled workers increases, the economytravels through a sequence of organizational equilibria. Weshow that as the relative supply of skills increases the organizationof work becomes more decentralized. Both skilled and unskilledworkers become more autonomous and perform a wider range oftasks: decentralization spreads across firms at the expenseof the old centralized organization based on a strict divisionof labor. Moreover, as firms switch to decentralization, theiremployment structure becomes more homogeneous and wage inequalitystops decreasing. These predictions are compared with empiricalevidence based on French establishment-level data and we findsupport for both of them. This suggests that the long-term increasein the skill level of the workforce may have been one importantfactor driving the recent introduction of new work practicesby a large number of firms.     

组织建模及其分析方法研究

针对阶梯型ＣＩＭＳ体系结构,对组织视图建模的目的进行了探讨,企业了企业组织对企业经营过程的影响,提出了一种从组织结构和过程组织两个方面建立企业组织模型的方案,给出了组织框图的表述方法,并探讨了组织框架存在的现实意义,进而,针对经营过程,给出了组织单元到过程组织单元的转化方法,给出过程组织的分析依据,并研究了组织结构和过程组织之间的相互关系。     

Organizational Change Through Quality Deposits

This article sets out the argument that despite the perceived relative lack of success with Total Quality Management, some things have actually been learned and some changes have been made in the organizational processes, systems, and culture by those involved. The key question examined in the article is how this learning and these changes, as a form of quality deposits, can be retained within the organization so that they actually build up over time and eventually make the organization ripe for major improvement change. The article sets out positive arguments for this, although it is pointed out that more research is still needed. It is also hypothesized that this is probably the most likely way in which change actually happens within large complex organizations.     

Organizational implementation of bibliometric indicators

The article deals with the various problems of an implementation of publication indicators on a departmental level in West-German universities. The German university system relies mostly on social and informal control mechanisms. Bibliometric indicators can provide adequate information for an effective social control in such a system. However, they will only be accepted and effective if they are valid, thoroughly reliable and robust. A successful adaptation of individual goals and behaviour depends largely on the particular interests and incentives of the faculty members across various departmental arrangements.     

组织公平对工作满意度的影响:组织认同的调节作用

通过对3家企业376份问卷调查的结果分析,探讨了组织公平对工作满意度的影响。研究结果显示分配公平、程序公平和组织认同三个变量的交互作用对工作满意度的影响是显著的,进一步的研究发现在低分配公平组中,组织认同在程序公平对工作满意度的影响中存在调节作用,具体表现为与低组织认同的员工相比,当高组织认同的员工得到不利的分配结果时,程序公平对其工作满意度的预测作用更强。     

影响系统安全的组织因素实证分析

组织失误的研究成为管理科学中人因可靠性研究的一个新的方向,许多国内外人因专家开始重视个体人误背后的深层因素,并提出了一些新的观点和看法.通过专家咨询和企业中的调查问卷两个过程,对复杂人机系统中影响系统安全的组织因素进行了探讨.采用验证性因子分析和高阶因子分析的统计方法,对数据进行分析解释,构建并验证理论模型,得出因子之间的相关关系及其对系统安全的影响程度.结论显示管理人员本身的因素对于系统安全是举足轻重的,员工对组织制度条款的认可程度对系统安全也起到很重要的作用.