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.     

网络组织治理绩效影响因素的实证研究

本文从网络治理目标、治理结构、治理机制、治理环境四个方面分析网络治理绩效的影响因素,在具有典型网络合作特征的企业展开调查获得第一手资料,运用结构方程模型对网络治理绩效的影响因素进行实证检验。结果表明,成员企业之间的差异性越大、资源互补性越强、文化兼容性越好、关系资本强度越高,治理绩效越好;治理目标、治理环境和治理机制对治理绩效存在一定影响,但对我国企业而言具有其特殊性。     

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。     

校长领导行为研究--以山东省普通高中为例

结合教育组织的特点对PM量表进行相应的修订,以此来研究普通高中校长的领导行为。问卷统计结果显示,高中校长领导行为划分为PM、P、M、pm四种类型,各占33%、17%、28%、22%,其中PM型是最理想的。根据高中管理现状,借鉴PM领导理论,提出做好校长管理的建议。     

绿色创业导向背景下新企业变革型领导转化为绩效的营销创新:理论模型与中国实证研究

变革型领导对组织绩效的影响一直是国内外学术界关注的焦点,本研究在相关研究的基础上,将营销创新作为中介变量,将绿色创业导向作为调节变量,并将营销创新划分为渐进式营销创新和突破式营销创新,构建了新企业变革型领导影响新企业绩效的理论模型,并对中国247个样本企业进行了实证研究。研究发现,绿色创业导向在新企业变革型领导与突破式营销创新间发挥着调节作用,变革型领导对新企业绩效有正向积极影响,突破式营销创新在其间发挥了完全中介作用,而渐进式营销创新却没有能发挥中介作用。该结论进一步丰富了变革型领导理论和绿色创业导向理论。     

数学建模竞赛中大学生创新绩效影响因素的量化评估研究

学科竞赛已成为提升大学生创新绩效水平的重要途径.本文以大学生数学建模竞赛为例,量化评估影响大学生创新绩效的5个因素,通过KMO检验以及对调查结果的探索性因子与多元回归分析,得到影响大学生创新绩效评价指标的比重,其作用大小依次为:学生科研能力、师生融洽关系、团队协作情况、高校创新氛围和参与竞赛动机.根据实证分析结果可知,高校需注重培养和锻炼学生的创新思维,提升科研实践能力;增进师生在科研创新过程中的融洽关系,重视团队成员间的相互协作;营造积极向上的校园创新氛围,强化提升自我能力为主的竞赛动机;以此提升大学生参与学科竞赛的创新绩效.     

组织支持感及支持性人力资源管理对员工工作绩效的影响

通过对626名企事业单位大学以上文化程度知识员工的问卷调查,采用相关分析和结构方程模型的多重数据处理方法,构建和检验了多维组织支持感对于支持性人力资源管理影响员工工作绩效的中介作用模型。研究结果显示,支持性人力资源管理实践(具体包括上级支持、参与决策、组织公正等)对于提高员工组织支持感具有积极影响,同时,组织支持感在支持性人力资源管理实践与员工工作绩效(含任务绩效和情境绩效)之间起着重要中介作用。     

双元领导与员工追随行为的匹配机制研究:一个模糊专家系统模型

基于模糊专家系统模型,探讨了三种视角下双元领导组合(交易-变革双元领导、开放-闭合双元领导和松式-紧式双元领导)与员工尊敬学习、忠诚奉献、权威维护、意图领会、有效沟通和积极执行等6种追随行为的匹配机制。并以DR集团为例,研究发现: 当DR集团部门主管展现较多的松式-紧式领导特质,较少地展现交易-变革领导特质和开放-闭合领导特质时,员工更容易产生积极执行追随行为,结论验证了模型的有效性。该研究对不同情境下多重视角双元领导组合的有效性进行了探索,为管理实践中领导力发展提供了参考与启示。     

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。     

头雁效应——团队领导创新性工作表现对团队创新绩效影响的实证研究

团队领导创新性工作表现是一个团队对创新活动的认知,它将影响团队的创新氛围和创新绩效.基于社会认知理论,以高新技术企业的RD团队为研究对象,构建了领导创新性工作表现、团队创新氛围和团队创新绩效关系的理论模型,并应用问卷数据对理论模型进行了实证分析.结果显示:团队领导创新性工作表现有助于形成良好的创新氛围;团队创新氛围能够有效提升RD团队创新绩效;团队创新氛围在领导创新性工作表现和团队创新绩效之间起到部分中介作用.     

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.     

A System Dynamics Model of Planned Organizational Change

This paper suggests that an induction of change program leads to atemporary impairment of organizational performance. A System Dynamics Modelportrays the process of planned organizational change. A set of keyvariables that facilitate or impede change is identified, quantified, andintegrated into the model. Three data sets, reproduced by simulation,demonstrate that the model is internally consistent and empiricallyadequate. The paper discusses theoretical and practical implications of theinitial dip phenomenon in processes of planned change.     

Promotion Systems and Organizational Performance: A Contingency Model

This study explores the organizational impact of a variety of important promotion systems commonly practiced in organizations including up-or-out systems, absolute merit-based systems, relative merit-based systems, and seniority-based systems. Through the computer simulation of organizations in a distributed decision making setting, the results indicate that the effectiveness of any promotion system is dependent on a range of factors including the nature of the task environment, the design of the organizational structure, the frequency of monitoring, the criteria of performance, and the transferability of task knowledge. This study has implications not only for understanding organizational promotion systems from the contingency perspective, but also for bridging the fields of strategic human resource management and computational organization theory.     

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.     

基于因子分析的组织文化测量

在吸纳了国内外学者研究成果的基础上,设计了组织文化测量量表.通过因子分析,得到了组织文化创新力、凝聚力、领导力、员工定位、绩效定位、分配定位、团队定位七个维度的测量指标,累计七个维度方差得到组织文化强度,由该强度值的大小得知组织文化的强弱.给出了一种测量组织文化的定量方法,解决了实证研究中组织文化测量困难的问题.     

基于多Agent仿真的双元创新平衡与组织绩效关系研究

运用多主体仿真方法,探讨了双元创新平衡对组织绩效的作用机理,并且检验了个体间模仿学习速度、任务复杂度、人员流动、环境扰动等情境因素与双元创新平衡对组织绩效的交互影响。仿真实验的结果表明,当组织处于稳定环境下,任务复杂程度适中,并且个体间模仿学习速度中等时,双元创新平衡参数与组织绩效间呈现倒U型的影响关系;当任务过于复杂或者过于简单时,任务本身的特性削弱了双元创新平衡参数对组织绩效的影响,不同平衡模式对应的组织绩效没有明显的差距;当个体间模仿学习速度比较慢时,增强了组织的探索性,此时具有利用式创新倾向的组织可以更好地提升组织绩效水平。但当个体间模仿学习速度过快时,组织更多的倾向探索式创新对组织绩效的提升更有利;当组织存在人员流动和外部环境扰动时,更多的利用式创新可以提升组织对现有知识进行重组和整合的能力,从而更好地适应环境的动态变化。     

社区绩效影响因素的系统结构分析:基于信任与志愿精神视角

社区是社会管理的基本单元,其绩效的根源因素及其影响机制是人们关心的问题.基于信任和志愿精神视角,运用文献研究方法寻找社区绩效的影响因素,并结合ISM方法分析这些因素的系统结构,寻找影响社区绩效的根源因素及影响机制.研究表明,居民社团参与、社区文化、社会结构、居民人口特征、媒体使用及频率、基层政府管理模式以及居民对基层政府提供服务质量的期望与满意度是影响社区绩效的深层根源因素,其通过居民媒体信任、居民社会信任、居民基层政府信任、居民志愿精神、居民社区参与意识与行为以及居民社区自治意识与行为等中介变量来实现对社区绩效的影响.