基于突变级数-灰靶的生鲜电商O2O成熟度模型

为了对生鲜农产品电商O2O水平做出评估,本文设计了生鲜电商与传统流通体系融合发展的成熟度模型,确定了成熟度模型五个层级的十七个关键过程域及其目标。通过实例,运用突变级数法和灰靶决策对超市生鲜农产品020的成熟度进行了评估,使其发现经营过程中的薄弱环节并改善,向成熟度更高一层级迈进。结合突变级数和灰靶决策的成熟度模型避免了赋权的主观性,既提高了生鲜农产品电商与传统流通体系融合发展成熟度模型评估的准确性,又不失可靠性、合理性以及科学性,具有重要的实用价值。     

When does management matter in a dog-eat-dog world: An “Interaction Value Analysis” model of organizational climate

Interaction Value Interaction Value Analysis (I.V.A.) models a network of rational actors who generate value by interacting with each other. This model can be used to understand human organizations. Since people form organizations to facilitate interactions between productive individuals, the value added by interaction is the contribution of the organization. This paper examines the result of varying the queuing discipline used in selecting among back-logged interaction requests. Previously developed I.V.A. models assumed a First-in-first-out (FIFO) discipline, but using other disciplines can better represent the “Climate” of an organization. I.V.A. identifies circumstances under which organizations that control members’ interaction choices outperform organizations where individuals choose their own interaction partners. Management can be said to “matter” when individual choices converge to a point where interactions generate a lower than optimal value. In previous I.V.A. models, relinquishing central control of interaction choices reduced the aggregate value by anything from 0% to 12%, depending on circumstances. This paper finds the difference between the two modes of organization to go as high as 47% if actors display preferences between interaction partners instead of treating all equally. A politically divided, dog-eat-dog, “Capitalist” climate follows one queuing discipline, which is found to generally increase the value that a strong control structure can add. A chummy, in-bred “Fraternal” climate gains from control in some circumstances (low interdependence or low differentiation), but not in others (high or medium interdependence and differentiation under low diversity, for example). These are compared to the previous version of I.V.A., in which the queuing discipline was FIFO and the climate deemed “Disciplined”. Previously published findings on Organizational Climate are duplicated and extended with a higher level of detail. Priority queuing in an I.V.A. model is thus a useful proxy for Organizational Climate, open to future validation because its detailed predictions can be confirmed or falsified by observation. Walid Nasrallah is currently Assistant Professor in the Engineering Management program at the American University of Beirut (AUB). He received his Ph.D. from the Construction Engineering and Management program at Stanford University in 2000 and his Master’s degree at MIT in 1989. Between the two, he occupied several positions in the construction and software engineering fields. His research interests today include simulation, decision theory, and the evolution of organizations in response to new technologies.     

Manufacturing technology policy and deployment of processing innovations

This is a report of a study on the evolution of manufacturing technology policy during the deployment of domestic advanced manufacturing systems in thirty-four plants and two panels of data collection separated by one year. Changing firm environment was significantly correlated with pioneering product introduction business strategy (p<0.05). More importantly, it was found that manufacturing technology policy is significantly (p<0.05) associated with pioneering business strategy. Further, findings indicate that fine-tuning or modest adjustment in this policy (versus doing nothing or drastic change) was significantly (p<0.05) associated with the maximum levels of reported utilization of these new systems in a subsample of second panel, complete data cases (n=21). This curvilinear relationship between the absolute value of changes in technology policy and performance measure did not hold for the percentage of target cycle time achieved nor uptime, although results concerning performance are considered preliminary at the time of this writing. Advertising this processing technology tends to be inversely related to the radicalness of the technology incorporated into the system (p=0.076) during the deployment period tracked thus far. That is, firms installing more radical systems tend to become very cautious about sharing information about the project once installation begins.     

组织系统中领导绩效因素动态分析

组织系统的领导绩效主要取决于行为绩效、成本绩效和组织绩效.在行为绩效保持平稳的状态下,结合投入成本和组织绩效的变化情况,构建连续时间的领导绩效动态模型,以最优领导绩效为目标,应用边际分析方法和最优控制方法,定量分析组织系统的主控因素对于领导绩效的影响度.在组织系统中寻求改进和完善领导绩效的最优路径.     

THE DEVELOPMENT OF NATIONAL ZHOU PEIYUAN COMPETITION ON MECHANICS

全国周培源大学生力学竞赛为《力学与实践》编委会发起并承办的一项大学生科技赛事,经过三十多年的发展,已经成功举办了12届,也成为展示高校力学教学水平的一个窗口。在《力学与实践》创刊40周之际,本文对全国周培源大学生力学竞赛的发展历程和组织模式进行了较为系统的回顾和梳理;对各届的组织规模和创新形式进行归纳与汇总;并通过案例说明力学竞赛对力学教学和人才培养所发挥的作用。     

商业模式创新对财务绩效的影响研究:基于新兴技术企业的实证

研究分析了商业模式创新对财务绩效的影响以及这种影响的环境条件。研究提出了6个理论假设,并采用来自151个新兴技术企业的样本进行了实证检验。研究发现效率型和新颖型商业模式创新都能促进财务绩效。市场不成熟和不正当竞争会加强效率型商业模式创新对财务绩效的促进作用,而不正当竞争会削弱新颖型商业模式创新对财务绩效的促进作用。     

组织性别构成多样性对员工组织承诺影响的实证分析

本文采用组织承诺的三维度概念模型探讨组织性别多样性对组织承诺的影响,研究认为员工工作级别中的性别多样性对其组织承诺(情感承诺、连续承诺)有显著的负影响,而上一级性别多样性只对其情感承诺有显著的正影响,并对此结果进行了深入讨论。     

A binary particle swarm optimization algorithm inspired by multi-level organizational learning behavior

Recently, nature-inspired algorithms have increasingly attracted the attention of researchers. Due to the fact that in BPSO the position vectors consisting of ‘0’ and ‘1’ can be seen as a decision behavior (support or oppose), in this paper, we propose a BPSO with hierarchical structure (BPSO_HS for short), on the basis of multi-level organizational learning behavior. At each iteration of BPSO_HS, particles are divided into two classes, named ‘leaders’ and ‘followers’, and different evolutionary strategies are used in each class. In addition, the mutation strategy is adopted to overcome the premature convergence and slow convergent speed during the later stages of optimization. The algorithm was tested on two discrete optimization problems (Traveling Salesman and Bin Packing) as well as seven real-parameter functions. The experimental results showed that the performance of BPSO_HS was significantly better than several existing algorithms.     

The Dynamics of Organizational Learning

This paper presents a dynamical theory of organizational learning that explicitly accounts for both the introduction of new routines into the manufacturing process and improvements in the selection of which procedures to follow. Besides producing a power law of organizational learning with a rate that depends on the effectiveness of the decision procedure, the theory also accounts for observed anomalies characterized by price increases with cumulative output.     

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.