基于文化价值观招募的粗糙决策方法

招募到认同组织文化和价值观的成员对组织发展意义重大.在粗糙集理论基础上发展出了基于文化价值观招募的粗糙决策方法,并给出了实务操作建议.     

基于国家安全视角的文化软实力测度模型及实证分析研究

在对文化软实力量化研究现状分析的基础上,从国家安全视角出发提出了文化软实力概念模型,通过对各维度凝炼构建了基于国家安全视角的6维度、25个二级指标的文化软实力测评指标体系,通过综合运用专家访谈法和层次分析法得到指标权重,综合运用问卷调查法和模糊综合评判法得到中国文化软实力测评结果.实证表明,测评结果和理论分析基本一致,研究方法具有较高的科学性和可信度.     

基于GAHP和云模型的军事组织安全文化评价方法

安全文化评价是军事组织安全文化建设进行协调、控制的重要环节.为实现军事组织安全文化的定量评价,分析了军事组织安全文化的特点,根据SMART原则建立了科学的评价指标体系,提出了一种基于群组层次分析法(GAHP)和云模型的安全文化评价方法.综合多名专家意见,利用群组层次分析法来确定各级指标权重,得出各指标的重要性度量,基于云模型实现评价主体的模糊语义性评价与定量评分的双向映射,并通过聚合计算得到综合评价结果.实例分析表明,所提算法具有较好的实用性和适用性,为客观评估军事组织安全文化建设水平提供了可行手段.     

组织气氛对团队有效性影响机制的实证分析

本研究以10家高科技组织中的48个工作团队作为研究对象,通过文献研究、问卷调查,利用SPSS11.0软件进行多元回归统计分析,研究了组织气氛中的创新、公平、支持、人际关系和员工身份认同等五个维度对团队有效性的影响作用,研究结果表明不同的组织气氛维度对团队的绩效、团队工作成员的满意度以及团队承诺具有不同的影响,同时,团队组织气氛通过团队群体效能感这个中介变量对团队的有效性产生影响作用。     

组织学习能力的个性优势识别与评价研究

组织学习能力是个多维概念,定期识别在哪个维度上具备个性优势并在此基础上对组织学习能力状况做出评价将有利于促进组织绩效的提升。本文按照目标规划的思想,依据2-范数距离,提出一种组织学习能力的个性优势识别方法,该方法从尊重每一位被评价者的意见出发识别其个性优势特征,并在此基础上给出综合评价结论。在此基础上以国内某大型软件企业的20个事业部为例进行了应用研究,组织学习能力由发现能力、发明能力、选择能力、执行能力、推广能力、反思能力、获取知识能力、输出知识能力、建立知识库能力九个维度组成。研究结果表明,基于个性优势识别的组织学习能力评价方法符合“人本管理”思想,易于被评价主体接受,且具有客观性的特点,同时可以产生标杆效应。     

中国农村多维贫困测度研究——以辽宁省农村为例

基于综合贫困量度——R指数,利用2010年辽宁省农村入户调查数据,按照教育、健康、保险、土地、收入5个维度对多维贫困进行测量,同时按照维度、地区对多维贫困指数进行分解.研究结果:辽宁省农村的多维贫困状况远远高于以收入为标准测量的贫困发生率;维度分解表明,健康、保险、教育对多维贫困指数贡献最大;地区的分解表明,康平县多维贫困指数最高.     

心理契约在组织支持感和员工忠诚度之间传导机制的实证研究

组织支持感的主体是员工,员工忠诚度的主体是组织.在管理实践中,如何把不同主体的二者有机统一起来,是学界和企业管理者长期探索的问题.在企业层面把组织支持感、心理契约和员工忠诚度三者结合起来进行研究,使用比较成熟的量表,收集不同类型企业有效问卷223份,运用SPSS16.0和AMOS17.0对数据进行分析,验证相关假设.研究结果表明:组织支持感和员工忠诚度之间不存在相关关系;组织支持感的三个维度(工作支持、价值认同和利益关心)与员工忠诚度呈弱相关;心理契约不是中介变量,但在组织支持感和员工忠诚度之间具有传导作用.最后,对研究的结论和启示进行了分析和讨论,并指出有待进一步研究的问题.     

如何组织做好全省第四届珠心算数学知识竞赛工作

组织做好珠心算竞赛工作既是各级珠协的一项重要工作,也是珠心算教学点向社会展示珠心算开智成果的主要活动,更是保护传承珠算文化、推动珠心算教育事业发展的重要形式。那么,如何组织并全面做好珠心算数学知识竞赛工作,下面我讲三个问题。     

基于超循环理论的组织循环系统及其性能评价

企业同生物体一样,健康和能源是其生存的基本条件.企业中表现为良好的经营能力和持续不断的资源.这至少依赖于两个循环系统来完成:新陈代谢循环系统和资源平衡循环系统.这两个循环系统之间还具有一定的协同关系.二者失去平衡,同样会导致企业的失败.新陈代谢循环、资源平衡循环以及其它一些支持循环的协同运转构成了一个完整的组织循环系统.从企业的生存入手,对企业的循环系统的构成和要素进行研究.在此基础上,研究组织循环性能的评价方法,包括平衡性、鲁棒性和平滑性三个方面.     

组织智能水平的熵模型及评价研究

组织智能是评价组织综合竞争力的一个重要指标.本文从组织的外部环境、内部结构及组织行为三个方面出发,应用熵理论建立了组织智能评价模型的理论框架,并进行了具体的分析对.     

The Effect of Organizational Communication Media on Organizational Culture and Performance: An Agent-Based Simulation Model

This paper examines the mutual relationship between the communication richness of media used for conducting organizational communication and organizational culture. The richness of the media influences how well the organization might maintain its culture. On the other hand, a strong organizational culture allows a more effective use of the media by providing members with some of the necessary common ground to better understand the information exchanged. These relationships are investigated using an agent-based simulation model (ABM). Our ABM incorporates many partial theories into a coherent and fully defined model, which helps formalize and integrate those theories. Our model allows us to analyze non-linearities and interaction effects, which are difficult to investigate using other techniques. Additionally, the ABM allows us to investigate the dynamics of the phenomenon and generate hypotheses that could then be tested using empirical studies. Given the substantial resources necessary to conduct empirical studies, we think that the present ABM is valuable in helping guide data collection efforts. In this paper, we present results that show that organizational culture can influence the effectiveness of the media used for organizational communication and that a high media richness can help maintain and stabilize a culture. The effect of media richness on organizational culture depends on the initial strength of the culture. In general, for a given richness of the media, an initially strong culture stabilizes faster and becomes stronger through time than an initially weak culture. Additionally, the model suggests that a stable network of contacts among agents fosters a high achievement of organizational tasks. Conversely, when agents are forced to establish contacts with agents outside the usual network for doing their work, the accomplishment of tasks decreases.     

组织文化的演进及其对企业绩效的影响

化作为维持竞争优势的一个源泉，对于企业绩效有着重要的影响作用。本在回顾组织化理论研究演进过程的基础上，探讨了组织化的理论基础，同时分析组织化对企业绩效的影响，分析加强了我们对于企业如何获得良好绩效的理解，奠定了企业取得成功的基础。     

The Dynamics of Cultural Influence Networks

This article investigates the behavior of cultural influence networks over time, using a computer simulation based on a formal model of cultural transmission in organizations. In the formal model, every organizational member exerts some cultural influence on, and is influenced by, every other member; these influence paths constitute a dense social network and the weights of paths (ties) vary throughout the network. Over time, each organizational member's enculturation level changes in response to influence from other members, and the influence weight of each path changes in relationship to the cultural similarity of the individuals connected by the path. Virtual experiments explore the configuration and evolution of the cultural influence network under varying demographic conditions and influence principles. Demographic effects are studied by varying organizational size, hiring selectivity and turnover rates. Two principles for determining initial influence path weights are examined, cohort-based influence and random influence. The simulations show that the cultural influence network evolves over time to a robust configuration, fluctuating around a stable dynamic equilibrium as individuals enter and leave the organization. As turnover rates rise, cohort-based influence strengthens the influence network and reduces network inequality. In this model, cohort-based influence processes promote cultural stability in organizations.     

地位差异视角下知识分享策略对组织学习的影响研究

组织学习是提高企业竞争能力的重要途径,人际学习是组织学习的重要组成部分。组织成员间普遍存在的地位差异,会直接影响个体的知识分享策略,继而影响组织学习。然而,以往的组织学习模型通常忽略了个体的地位差异,默认假设每个组织成员的地位是相同的。鉴于此,本文在组织学习经典仿真模型的基础上,引入地位这一特征,综合探讨正向差异化(高地位成员更愿意分享知识)、负向差异化(低地位成员更愿意分享知识)、以及同质化(不同地位的成员有相同的知识分享意愿)这三种知识分享策略对组织学习的影响机理。研究结果表明,三种知识分享策略下,知识分享水平和地位认可度对组织学习的作用关系和作用大小存在显著差异。但总体来说,仅当组织成员的地位认可度较高且知识分享水平较低时,同质化策略才最有利于组织学习;其他情境下,负向差异化策略更有利于提高组织学习绩效。     

Performance of Organizational Design Models and Their Impact on Organization Learning

The performance of various organizational structures is an essential parameter in the reengineering of organizations, particularly in the current rapidly changing, competitive and information technology-dependent environment. This situation has generally resulted in a smaller workforce confronted with voluminous information-processing requirements. Naturally, the focus has been on the design of organzations that will support effective and efficient learning processes. This specific study is on the contingency modely by Ouksel et al. (1997) on the impact of organizational structure on organizational learning and performance. It expands the empirical evaluation of the model to test its robustness. This is done by conducting extensive simulations with (a) a larger number of variables in the decision tasks, and (b) a larger set of numbers for each of the numeric variables, than has been used in the past. Overall, the validity of previous results achieved has been confirmed, but the selection of the most appropriate design, that which will indeed improve learning, is even more nuanced than past studies have concluded.     

The Effect of Task Uncertainty and Decentralization on Project Team Performance

This paper investigates relationships among task uncertainty, level of centralization, and project team performance. Team performance is measured in three dimensions: cost, time, and quality. Adopting an information processing view and contingency theory, the authors discuss tradeoffs among the three performance dimensions of a project team. Results from the simulation study indicate that, under high task uncertainty, a decentralized team performs better in terms of cost and time, but a centralized team performs better in terms of quality. Under low task uncertainty, there is no performance difference between a centralized team and a decentralized team in terms of cost and time, but a centralized team performs better in terms of quality. The paper suggests that researchers pay attention to the relative impact of centralization and decentralization on different dimensions of organizational performance, and managers adopt an organizational structure that performs better in a performance dimension that counts more to enhance overall performance.     

领导风格与组织情境的匹配研究:基于模糊专家系统模型

通过构建模糊专家系统模型,研究六类领导风格(愿景型、教练型、关系型、民主型、领跑型和命令型)与四种组织情境要素(组织文化、下属成熟度、领导-下属关系和环境不确定性)的最优匹配。并运用该模型对一家民营服装外贸公司进行了实证分析,发现该公司面临的环境不确定性值较大,而组织文化、下属成熟度和领导-下属关系的值相对较小,领导者采取愿景型领导风格更有利于企业的发展。结论表明了该模型的有效性,弥补了传统研究定性分析的不足,并对领导者根据具体组织情境转变单一的领导风格具有启示作用。     

知识创造行为与组织惯例的演化博弈及其仿真研究

以演化博弈模型为主要理论工具,在对知识创造行为与组织惯例关系予以描述的基础上,构建知识创造行为与组织惯例的演化博弈模型。通过求解复制动态方程,分析不同条件下知识创造行为与组织惯例分别达到演化稳定均衡的策略。研究结果表明:知识创造行为与组织惯例的匹配属于动态、重复博弈过程,参与博弈的预期收益、激励成本、转换成本直接决定演化稳定策略且影响个体对知识创造行为与组织惯例的选择,知识创造行为则倾向以承袭为主的保守策略。演化博弈方法的引入为知识创造行为和组织惯例的研究开辟了全新视角,也为相关领域的进一步探索提供有利的理论支持。     

Adapting to the Changing Environment: A Theoretical Comparison of Decision Making Proficiency of Lean and Mass Organization Systems

In this paper weexamine the adaptability of the Japanese style leanorganization system and the traditional American style mass organizationsystem under changing environments. From an organizational designperspective, key structural aspects of the two organizations are modeled ina problem solving context using computational methods. Organizational-levelperformance in terms of decision making accuracy and severity of errors ismeasured as an indicator of organizational adaptability under conditionswhere the task environment shifts between predictable to unpredictable orvise versa. Our study shows that both organizations have their respectiveadvantages under different task environments and that they adapt toenvironmental shifts in different forms. Specifically, when the timepressure is high the lean organization system's performance isvirtually identical to the mass organization system, even though the leanorganization systemÆs members are more proactive. When the timepressure is low, the mass organization system shows a much fasteradaptability when the environment shifts to a predictable one but it is alsomore vulnerable when the environment shifts to an unpredictable one. Incontrast, the lean organization systemÆs response to the changingenvironment is characterized by its slower adaptability. When theenvironment shifts to an unpredictable one, the lean organization systemshows a gradual improvement till reaching a high level. When the environmentshifts to a predictable one, however, the lean organization system shows agradual decrease of performance. Our study further shows that the leanorganization system, with its strong team decision making emphasis, can bemore successful in avoiding severe errors when compared with the massorganization system, even under a predictable task environment.     

民企家长型领导、组织承诺与组织绩效的关系研究

以广东、广西68家民营企业的159名管理者及员工的调查结果为样本,实证分析了民企家长型领导、组织承诺与组织绩效的关系.研究发现:家长型领导行为中德行领导对组织承诺及组织绩效具有较大程度的影响,仁慈领导能够有效地促进员工组织承诺的提升并改善组织绩效,而威权领导则不利于员工组织承诺的提升.组织承诺在德行领导和仁慈领导与组织绩效的关系中有着积极的中介作用,在威权领导与组织绩效间的关系不明确.