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)     

Organizational Behavior Research in Transition Time of China

The article is to introduce author's research results in recent years in the field of leadership behavior. The main researches conducted in this field include competency model of senior executives in communication industry and family firms; transformational leadership and its relationship with leadership effectiveness, the impact of supervisor's feedback on employees' behavior and the cross-culture study of supervisor's feedback. Theoretical and practical contributions of these researches are explained. Directions for future research are discussed.     

钛镍形状记忆合金的研究进展

从应用角度简要介绍了钛镍合金的研究和应用状况，简明地评述了它的物理冶金基础、热机械行为和力学模型的研究情况．     

Creativity in non‐routine jobs: The role of transformational leadership and organizational identification

An increasing number of individuals work in jobs with little standardization and repetition, that is, with high levels of job non‐routinization. At the same time, demands for creativity are high, which raises the question of how employees can use job non‐routinization to develop creativity. Acknowledging the importance of social processes for creativity, we propose that transformational leaders raise feelings of organizational identification in followers and that this form of identification then helps individuals to develop creativity in jobs with little routinization. This is because organizational members evaluate and promote those ideas as more creative, which are in line with a shared understanding of creativity within the organization. To investigate these relationships, we calculated a mediated moderation model with 173 leader–follower dyads from China. Results confirm our hypotheses that transformational leadership moderates the relationship between job non‐routinization on employee creativity through organizational identification. We conclude that raising feelings of social identity is a key task for leaders today, especially when working in uncertain and fast developing environments with little repetition and the constant need to develop creative ideas.     

Oil supply between OPEC and non-OPEC based on game theory

The competing strategies between OPEC (Organization of the Petroleum Exporting Countries) and non-OPEC producers make the oil supply market a complex system, and thus, it is very difficult to model and to make predictions. In this paper, we combine the macro-model based on game theory and micro-model to propose a new approach for forecasting oil supply. We take into account the microscopic behaviour in the clearing market and also use the game relationships to adjust oil supplies in our approach. For the supply model, we analyse and consider the different behaviour of non-OPEC and OPEC producers. According to our analysis, limiting the oil supply, and thus maintaining oil price, is the best strategy for OPEC in the low-price scenario, while the rising supply is the best strategy in the high-price scenario. No matter what the oil price is, the dominant strategy for non-OPEC producers is to increase their oil supply. In the high-price scenario, OPEC will try to deplete non-OPEC’s share in the oil supply market, which is to OPEC’s advantage.     

家长式领导风格对组织变革影响研究

领导风格理论受到越来越多国内外学者的关注,家长式领导风格理论受到本土学者的认可和华人企业的重视,本文在基于学者对家长式领导风格理论研究的基础上,通过问卷调查的形式,实证研究了家长式领导风格对组织变革的影响,最终得出结论：家长式风格中的权威领导对文化多样性具有显著的负向预测效果;仁慈领导对风险创新性、动态整合性和文化多样性具有显著的正向预测效果。这一结论可在实践中为中国企业进行组织变革提供管理咨询的建议。     

Flocking under hierarchical leadership with a free‐will leader

Recently, a model for flocking was introduced by Cucker and Smale together with a proof of convergence. This proof established unconditional convergence to flocking (i.e., to a common velocity), provided the interaction between agents was strong enough and conditional convergence otherwise. The strength of the interaction is measured by a parameter β, and the critical value at which unconditional convergence stops holding is β = 1 ∕ 2. This model was extended by Shen to allow for a hierarchical leadership structure among the agents, and similar convergence results were proved. But, for discrete time, convergence result was only for the flock with an overall leader moving with a constant velocity. In this note, we establish convergence result for the flock with a free‐will leader. Copyright © 2012 John Wiley & Sons, Ltd.     

Board-Level Information Technology Governance Effects on Organizational Performance: The Roles of Strategic Alignment and Authoritarian Governance Style

ABSTRACT

We report on two empirical studies that explore key factors that help translate information technology governance by the board of directors into organizational performance. The first study shows that strategic alignment partially mediates the effect of board-level information technology governance on performance. The second study demonstrates that authoritarian governance style negatively moderates the effect of board-level information technology governance on performance. Together, these studies open up the black box between board-level information technology governance and organizational performance.     

基于Stackelberg领导模式下的云资源定价研究

资源管理是云计算中最重要的一部分。介绍了基于现有云银行模型的云银行生命周期,并提出了合适的定价策略。它根据不同时期云银行的特点得出不同的定价策略。本文的目的是提供一个自动更新机制来定价云资源,从而最大化所有参与者的利益。     

学习型军代室建设中的领导方式问题研究

利用学习型组织理论分析学习型军代室建设过程,寻找在军代室建设的各个阶段军代室领导应该采用的有效领导方式。结合军代室工作实际,运用塔克曼团队建设的阶段理论,提出了学习型军代室建设的5个阶段,即形成阶段、震荡阶段、规范阶段、执行阶段和创新阶段。结合团队建设各个阶段的特征,分析了军代室领导应当承担的任务和充当的角色,指出在学习型军代室建设的不同阶段,军代室领导应分别以榜样者、辅导者、参与者、授权者和观察员5种不同的角色出现。