人际关系性人格因素与上下级工作冲突处理方式的关系

采用基于中国文化编制的测量工具，通过对5家单位254名员工的有效测查，分析上下级工作冲突处理方式的特点及其与人际关系性人格因素的关系。结果表明，下级倾向于采用退让方式，领导倾向于采用对抗方式；面子对退让方式有正向影响；和谐性对退让或协调方式有正向影响；灵活性对对抗方式有负向影响。部分人际关系性人格特征对上下级工作冲突处理方式有显著影响。     

伦理型领导与员工越轨行为——一个多层次的调节模型

尽管以往研究显示,伦理领导能够有效抑制工作场所中的员工越轨行为,然而对于二者关系的权变性却关注较少。以领导替代理论为框架,采用问卷调查方式从18家企业收集337份上下级配对样本,探讨了组织伦理文化与员工道德认同对伦理型领导与员工越轨行为之间关系的调节效应。多层线性模型分析结果表明,个体层面的伦理型领导对员工越轨行为具有显著负向影响,道德认同在二者关系间起负向调节作用;此外,组织层面的伦理文化对伦理型领导与员工越轨行为之间关系具有跨层次的负向调节效应。研究结论表明,当组织尚未形成强有力的伦理文化或员工道德观念较为淡薄时,伦理型领导在减少员工越轨行为方面能够发挥更为突出的作用。     

时间视角下时间领导、时间效能感和员工创造力的关系:下属依赖的调节作用

目的 应用社会认知理论,从时间视角出发探讨时间效能感在时间领导与员工创造力关系的间的中介作用,以及下属依赖的调节作用.方法 采用领导-员工配套问卷的方式收集443份有效问卷数据,并运用SPSS和Amos分析工具对数据进行分析.结果 时间领导对员工创造力具有显著正向影响;时间效能感在时间领导和员工创造力之间起部分中介作用...     

谈人力资源管理角色的转变

传统理论上讲,管理者的职责无非是计划、组织、协调、人事、控制,管理者的工作就是通过"管理"所属员工实现组织目标。但更多的实践证明,管理者的成功关键在于"领导"。以人为本,激励士气,营造氛围,以有效实现组织和员工双赢的目标,这才是管理者应担当的角色。     

知觉闲散、自我控制与反生产行为的关系研究

为了探究知觉闲散、自我控制和员工反生产行为之间存在的关系,本文采用本土企业的领导及其直接下属作为配对样本的调查方式,调查了来自21个企业的31位管理者和137位员工,结果发现:知觉闲散和员工反生产行为显著正相关;而员工的自我控制能力对其反生产行为产生负向影响;员工的自我控制能力在知觉闲散和反生产行为的关系中起到了负向调节作用。     

服务型领导的概念、测量及其相关因素研究进展

通过树立服务动机、授权以及促进下属成长和发展等方式,服务型领导区别于其他领导方式有助于更好地推动员工和组织绩效的提高,引起了学界的关注和研究。本文在系统文献分析基础上对服务型领导的研究进展进行总结和分析,疏理服务型领导的概念、结构和测量,并归纳了服务型领导相关实证研究以探究其主要的前因和结果变量,最后对未来的相关研究进行了展望。     

差序式关系中领导者负面情绪与下属合作行为的实验研究北大核心CSSCI

在情绪、"面子"、"关系"等理论框架的基础上,将面子压力、差序式关系作为中国本土化的情境因素引入领导者负面情绪与下属合作的研究中。以128名知识型员工为研究被试,借助现场实验考察了领导者负面情绪影响下属合作的作用机制。结果表明:领导者负面情绪与下属合作显著正相关;下属"怕掉面子"压力对领导者负面情绪与下属合作之间的关系具有部分中介作用;相对于"外人"下属而言,"自己人"下属在领导者生气时感受到的面子压力更大,他们更倾向于提高合作程度。     

强制分布法负面效应的规避方法研究

采用实验法探讨了客观标准对降低强制分布法负面影响的作用,研究结果表明:①在应用客观标准的情况下,相比于主观标准,员工会认为强制分布法更具有绩效公平感,二者存在显著性差异;②在应用客观标准的情况下,相比于主观标准,员工能够获得较高的绩效考核满意度,二者存在显著性差异;④在应用客观标准的情况下,相比于主观标准,员工更倾向于将绩效考核结果归因于自身,二者存在显著性差异.     

工作家庭价值观匹配与工作家庭冲突关系研究

在个人-环境匹配理论的基础上,采用工作家庭冲突和个体与组织工作家庭价值观量表对来自不同企业的203名员工进行测量,使用结构方程模型方法验证了个体和组织工作家庭价值观的匹配与工作家庭冲突之间的关系。结果显示,匹配与两个方向的工作家庭冲突都负相关。并在此基础上提出了人力资源管理的建议。     

工作重塑对工作绩效作用机制研究:被调节的中介效应

目的基于自我决定理论与工作特征模型,建立并检验工作重塑对工作绩效的被调节的中介效应模型,并对植根于中国文化情境的包容性领导与权威性领导的作用进行对比分析。方法采用Bootstrap、结构方程等方法对来自各类型企业的432名员工样本数据进行统计实证分析。结果实证分析结果表明,工作重塑是员工自我赋能的工作设计方式。工作重塑对其工作绩效产生正向效用,且心理授权赋能在工作重塑与工作绩效间起部分中介作用;包容性领导强化工作重塑对心理授权赋能的作用,并正向调节心理授权赋能的中介作用。与之相对,权威性领导削弱工作重塑对心理授权赋能的作用,并负向调节心理授权赋能的中介作用。结论员工通过工作重塑方式进行自我赋能,进而提升工作绩效。包容性领导与权威性领导在此中介效应过程中起到相反的调节作用。     

Analysis of information flow in hierarchical organizations

It is commonly accepted today that competitive, service-oriented or manufacturing organizations are overloaded with information to an extent not experienced before. Moreover, technical employees as well as managers at all levels of an organization devote increasing resources to handling this flow of information. While the inundation of information may be useful in an organization, it reduces the productive time of all the members of the organization. This paper presents a model that links the productivity of hierarchical organizations with the amount of information processed and generated in the organization. This model is used to find the optimal conditions and optimal amount of information that needs to flow in three types of hierarchical organizations: homogeneous, semi-homogenous and non-homogenous organizations. The model defines the information processing parameters that lead to optimal productivity at each level and each type of organization. Dynamic programming is used to solve the model. The paper provides a pioneering effort in linking the amount of information processed in an organization to the productivity of the organization. In addition, the paper provides a new approach to linking the productivity of the individual functions to the overall productivity of the organization.     

Safety perception referents of permanent and temporary employees: Safety climate boundaries in the industrial workplace

Objective

To explore the significant referents of safety perceptions among permanent and temporary employees in order to identify the boundaries of safety climate in a heterogeneous workforce.

Method

Collection of data from semi-structured interviews with employees in manufacturing organizations, using a combination of qualitative and quantitative methods to identify basic safety perceptions. Independent raters used content analysis to examine the data.

Results

Analysis of the data revealed differences between safety themes at organization, group and individual levels. Themes relating to the individual were more prevalent among temporary employees, while those relating to the group and the organization prevailed among permanent employees.

Conclusions

Permanent employees view organizational and group levels as significant referents of safety perceptions, while temporary employees focus on the individual level. The results challenge the current view of safety climate as a uniform concept for all employees and prescribe boundary conditions for safety climate. It is suggested that organizations should implement “tailor-made” safety-climate practices according to the referents of employee sub-groups.     

Environmental liability and life-cycle management of used lubricating oils

Used oil handling, as a business, requires an extensive understanding by management that environmental liabilities exist through its supply chain. Findings from a review of the legal requirements of operating a used oil handling business were: understanding the transfer of ownership of used petroleum hydrocarbons is critical to any such business and how this is documented; used oil handlers are responsible for providing training to their staff, including site personnel and any third party waste contractors, and for communicating best practice procedures relating to the management of used petroleum hydrocarbons to all those individuals and organisations involved in business relationships that the used oil handling companies have; used oil handlers should audit the performance of any third party contractors that it engages to conduct work on behalf of its customers. Hypothetical situations of a company planning to enter the used oil handling market are described in relation to petroleum hydrocarbon wastes it handles to illustrate the range of potential liabilities. Companies proposing to establish a used oil handling business should ensure that they provide accurate advice to its employees, its customer's employees and to its third party contractors, all of which may be responsible for handling used petroleum hydrocarbons as part of the service it intends to provide, and that it has a well documented system addressing how environmental issues are managed.     

制约理论之思维流程在某制造企业的应用

按照思维流程的三条逻辑脉络:改变什么,改成什么样,怎样去改.以某制造企业为例说明了TP的五大逻辑关系图:当前现实树、冲突化解图、未来现实树、必备树和转移树的运用过程,以帮助企业发现核心问题,找到解决问题的方案并采取行动最终解决问题.     

基于多智能体理论实现无线传感器网络的目标监视与追踪的策略

论述了运用多智能体系统的协同控制理论、方法解决无线传感器网络的目标监视与追踪问题的研究策略,阐述了多智能体系统的四类分布式协同策略及三种推理决策策略,介绍了合同网及拍卖方法、动态联盟方法、组织结构设计法、分布式约束满足方法在无线传感器网络中的应用及各种方法的优缺点.理论分析和实践表明,基于多智能体系统的方法是解决无线传感器网络应用问题的有效方法.     

The Effects of Leadership on Quality

Abstract:

Research examining quality management has focused primarily on manufacturing organizations with specific attention directed toward organizational employees. Many in the field of quality believe that management is key for a successful quality program, yet the effects of specific leadership styles on quality performance have not been determined. In this study, leadership styles within transformational, transactional and non-transactional classifications are evaluated relative to the organization's performance based on the criteria from the Baldrige Quality Award. Results indicate that leadership does have an affect on quality, and certain transformational and transactional styles are more effective.     

吉林省组织机构代码数据动态分析

本文通过对组织机构代码数据的总体存量、新增数量、区域分布、机构类型、经济类型及经济行业进行统计分析,研究吉林省组织机构及经济发展趋势,为政府及相关部门制定宏观决策提供参考和依据.     

Intercultural learning in global teams

Abstract and Key Results

This case study research combines equalitative and quantitative data in order to answer the critical question, how is intercultural competence developed and spread in a multinational company?

This study suggests that the link between the existence of global teams and the performance of an international company is indirect: global teams help to develop intercultural competencies; they, in turn, contribute to performance. Intercultural interaction among the employees of a company, especially within global teams, provides the highest learning potential for intercultural competence. Long-time interaction, care and conflict characterize global teams. These characteristics permit learning to result from intercultural interaction.

     

Organizational culture and individual responsibility for scientists and engineers

Organizational culture—the ideas and beliefs that motivate, guide and inform individuals within an organization—can strengthen the ability of scientists and engineers to fulfill their moral responsibilities. An organization with an open culture is more likely to resolve moral issues in a satisfactory way. Careful consideration of organizational culture by leaders and by potential employees is necessary.