基于信息度量的企业组织系统协同性评价

提出组织协同性一些新的概念和理论;建立了评价组织协同性指标体系;定义了企业组织系统固有协同性、应变协同性、管理层次、管理跨度、关系集合结构、关系水平、协同跨度、协同轨迹、协同机制、协同方式、协同职能幅度、职能凝聚度、协同效率等协同性参量.同时应用管理熵理论的基本原理,拓展了复杂性理论结构学派的研究方法应用于组织系统协同性运行度量尺度建模、量化评价、理论方法研究,从协同结构、协同方式和协同功能等多维度建立协同性熵信息评价数学模型,给出适应于非同维度协同问题求解的降维方法,并结合企业协同管理活动进行了应用与实证研究.     

基于企业生命周期的组织创新要素与技术创新要素协同模式研究

为解决我国企业技术创新高投入低产出的问题,本文提出了同时实施与技术创新具有互补性的组织创新的必要性。以组织创新与技术创新内部复杂相关关系作为研究对象,深入分析了不同企业生命周期阶段组织创新与技术创新协同的不同导向关系。构建企业出生、成长、成熟与蜕变阶段的组织创新要素与技术创新要素协同模型,并应用129家企业的问卷调研数据对理论模型进行验证。研究将有助于管理者深入理解企业不同生命阶段的创新行为,并据此科学地实施组织创新与技术创新来延长企业的生命周期。     

组织结构的立体多核网络模型

对立体多核网络模型进行了新的阐释,将原来的概念模型向操作层次推进了一步,该模 型是将组织作为一个由相互作用的元素构成的、动态的复杂系统来考虑的,它高度概括了组织 结构的包括关系多样性、要素多样性、动态特性和层次交错性等方面在内的复杂性和网络中节 点的异质性和差异性,是为研究复杂组织而进行仿真设计的前期建模工作. 从要素的多样性和 关系的多样性出发,初步勾画出立体多核网络的图论描述框架,对以后的仿真设计和计算机编 程提出了粗略的设想. 最后用一个学术群体的网络研究案例对立体多核网络模型在组织行为 宏观处理方面的优点进行了示例性的说明.     

协同产品开发项目管理系统与产品生命周期管理系统的集成研究

多组织协同产品的研发与开发已经成为现代企业组织产品研发与开发的主要形式,研究多组织协同产品研发与开发的项目管理系统,以及与产品生命周期管理系统的集成技术将极大地推进现代企业产品研发与开发的信息化建设。本文研究了在多组织协同产品开发的项目环境下与产品生命周期管理系统集成的方法,提出了一种以项目和产品作为多重核心的业务数据模型,旨在解决多组织下以项目为核心的异构产品生命周期数据的集成,并以某具体的产品生命周期管理系统为例对实现方法进行了研究和探索。     

虚拟组织中的多角度动态知识建模方法

虚拟组织的知识管理对于提高虚拟组织适应复杂环境的快速应对能力和灵活的协同问题求解能力起着重要作用,而虚拟组织面向任务动态协作的特点决定了在虚拟组织协作问题求解中知识的动态特性是虚拟组织知识管理研究的重要内容.从多角度建模的思想出发,提出虚拟组织动态知识建模方法的三个模型,即知识流模型、知识转化模型和知识共享空间模型,从知识在虚拟组织中的流动性、演化性、创新性、共享性、协作性等方面对其在虚拟组织中的作用机制进行了描述和设计,并通过多兵种联合协同作战的案例说明了模型的应用.     

组织学习影响因素、学习能力与绩效关系的实证研究

回顾了国内外关于组织学习理论及组织学习与绩效关系方面的研究成果,基于中国201家企业调查数据,对采用定性方法提出的组织学习过程模型(6P-1B模型)进行了定量的实证研究.结果表明:6P-1B模型提出的7个方面的组织学习能力与组织绩效有紧密的正相关关系;各组织学习能力的机理要素与各组织学习能力之间有紧密的正相关关系;企业所感知的外界环境的变化程度不同、员工之间的目标正相关程度不同,使得企业在组织学习的机理要素方面的表现存在显著差异.这些研究结果对6P-1B模型的理论逻辑提供了一定的统计检验的支持,同时也给管理者提供了一些关于如何提高组织学习能力的方法和启示.     

基于多智能体模拟的环境与组织设计互动研究

首先,根据现有的理论和研究成果分析组织与环境互动机制。其次对任务环境不确定性从简单-复杂和稳定-不稳定两个维度进行建模,即:是根据Aldich的理论和NK模型对任务环境复杂度进行建模;同时借助多智能体模拟方法对任务环境的稳定-不稳定维度进行建模。然后通过模拟实验分析组织设计变量及其相互间的作用对不同形态组织的决策绩效的影响,给出环境与组织的情境互动的分析框架。最后总结出模型结果对组织设计的启示。     

转型背景下企业有效应对组织复杂性的机理研究

如何借助不同类型的组织复杂性为企业创造效能已成为当前理论界及实践界研究的热点.本文基于文献研究提出了不同组织复杂性与组织效能的关系及影响这一关系的复杂适应性机理的假设.实证研究表明,转型经济环境下,结构复杂性与组织效能存在倒U型曲线关系,战略复杂性与组织效能存在U型曲线关系,目标复杂性与组织效能存在倒U型曲线关系;在复杂适应性的五个维度中,动态适应在组织复杂性与组织效能关系中起完全中介作用;自组学习及自主创新在这一关系中起部分中介作用;自发变革和柔性协作的中介作用不显著.研究结论对企业有效应对组织复杂性有重要指导意义.     

基于智力资本的组织智力测度研究

基于组织智力的关键影响要素,从智力资本的3个维度(人力资本、结构资本和关系资本)提出包括"组织智商"和"组织情商"的组织智力测度指标,并以我国9个公立科研机构为样本,进行了组织智力测度。样本数据显示,高智力的组织体现为组织智商和组织情商双高;智力普通的组织更多地体现为虽然组织员工能力很强,但由于结构资本的不协同而造成"组织愚钝"。由此得到结论,组织结构资本与人力资本的协同关系是提升组织智力水平的重要环节。     

网络嵌入、组织学习与资源承诺的协同演进——基于3家外贸企业转型的案例研究

本文基于国际化过程理论,对3家外贸企业的转型问题进行案例分析。研究发现了实体化、服务化和制造服务一体化3种主要的转型路径;网络嵌入、组织学习和资源承诺是国际化转型的关键要素,并在国际化转型过程中相互作用,协同演进;在不同转型路径中3个关键要素的表现形式和作用机制不同:实体化转型路径中,企业网络演进主要表现为结构嵌入,通过探索式学习来获取客观知识,市场承诺水平更高;服务化转型路径中,网络演进表现为关系嵌入,通过利用式学习获取经验知识,关系承诺水平更高;制造—服务一体化路径中企业需要3个关键要素的协同支持。本研究基于我国外贸企业转型情境深化了国际化过程模型,提炼出外贸企业转型的理论框架和创新路径。     

后发复杂产品系统制造企业的技术演化:一个探索性案例研究

本文采用探索性嵌入式单案例研究,以北车集团大连机车车辆有限公司八类复杂产品系统的技术发展历程为分析单元,研究发现:后发复杂产品系统制造企业的技术系统包括架构、元件和测试技术,测试技术是联接架构与元件技术的纽带;从技术获取到自主研发,三类技术分别经历了引进、消化吸收、系列化,引进、国产化与周边元件改进、核心元件研发与元件改进,以及匹配性测试、周边元件性能与匹配性测试、元件性能与匹配性测试三个发展阶段。最后通过与"简单"产品制造企业技术演化特征的比较,提出后发复杂产品系统制造企业的技术演化具有架构与元件技术并行消化吸收、测试技术促进架构与元件技术发展、核心元件技术研发模式多样的特征。     

CoPS创新用户对系统集成商的激励研究——模型与模拟分析

本文通过模型的建立和模拟,对CoPS创新系统集成商的激励问题进行了探讨。认为在信息非对称条件下系统集成商的创新风险规避度和未来创新收益方差的大小将影响CoPS用户对系统集成商激励方案的设计,进而影响系统集成商最优努力水平的选择以及激励成本和总代理成本的大小,最后,影响各自收益的大小。     

Employee Well‐being and the HRM–Organizational Performance Relationship: A Review of Quantitative Studies

There is a lack of consensus on the role of employee well‐being in the human resource management–organizational performance relationship. This review examines which of the competing perspectives –‘mutual gains’ or ‘conflicting outcomes’– is more appropriate for describing this role of employee well‐being. In addition, this review examines whether study attributes such as the measurement of key variables, the level of analysis and the study design affect a study's outcomes. The review covers 36 quantitative studies published from 1995 to May 2010. Employee well‐being is described here using three dimensions: happiness, health and relationship. The main findings are that employee well‐being in terms of happiness and relationship is congruent with organizational performance (mutual gains perspective), but that health‐related well‐being appears to function as a conflicting outcome. Directions for future research and theoretical development are suggested.     

Framing the multifaceted nature of design thinking in addressing different innovation purposes

Scholars and practitioners acknowledge the role of design, and specifically design thinking, as a driver of innovation and change. Design thinking is gaining attention in the business community beyond the traditional product innovation realm and is increasingly promoted as an engine for the creation of novel user experiences, new businesses, strategic transformation, organizational and cultural change. Is it reasonable to assume that the same set of practices fits such a broad range of applications equally well? This study addresses how design thinking applications are differently framed when addressing diverse innovation purposes. Specifically, we compare two purposes: innovation of solutions, encompassing traditional product and service development projects, and innovation of direction, encompassing strategic and organizational renewal projects. Based on data collected from 146 design thinking projects conducted by European consulting firms we investigate the relationships between the design thinking practices adopted and the value generated by the projects. We then analyze how these relationships vary depending on the purpose of the innovation project, namely whether focused on innovating solutions or direction. The results show that different purposes indeed call for different practices. In projects aimed at innovating solutions, market value is positively related to capturing current user needs and envisioning future society. Conversely, in projects aimed at innovating direction, market value is positively related to challenging current assumptions.     

A process evaluation of individual and organizational occupational stress and health interventions

There is reason to believe that many health and stress interventions fail due to inattention to the effects of intervention implementation processes, but evaluations of these processes are found only rarely in the literature. The objective of the present study was to explore the issue of obstacles to implementation that may occur when stress and health interventions are introduced in work organizations. The study was conducted as a process evaluation of seven different individual and organizational interventions. Interviews were conducted in 22 post offices, 12 organizational units (such as care homes and local administrative units) of a Norwegian municipality, and in 10 shops in a shopping mall. The interviews took place before and after the interventions. The following key process factors were identified: (1) the ability to learn from failure and to motivate participants; (2) multi-level participation and negotiation, and differences in organizational perception; (3) insight into tacit and informal organizational behaviour; (4) clarification of roles and responsibilities, especially the role of middle management; and (5) competing projects and reorganization. For improved studies of interventions in the future we recommend that qualitative and quantitative methods be combined, that researchers build more on natural interventions that occur naturally within the organization, and that a pilot study be undertaken in order to investigate the cultural maturity of the organization.     

A process evaluation of individual and organizational occupational stress and health interventions

There is reason to believe that many health and stress interventions fail due to inattention to the effects of intervention implementation processes, but evaluations of these processes are found only rarely in the literature. The objective of the present study was to explore the issue of obstacles to implementation that may occur when stress and health interventions are introduced in work organizations. The study was conducted as a process evaluation of seven different individual and organizational interventions. Interviews were conducted in 22 post offices, 12 organizational units (such as care homes and local administrative units) of a Norwegian municipality, and in 10 shops in a shopping mall. The interviews took place before and after the interventions. The following key process factors were identified: (1) the ability to learn from failure and to motivate participants; (2) multi-level participation and negotiation, and differences in organizational perception; (3) insight into tacit and informal organizational behaviour; (4) clarification of roles and responsibilities, especially the role of middle management; and (5) competing projects and reorganization. For improved studies of interventions in the future we recommend that qualitative and quantitative methods be combined, that researchers build more on natural interventions that occur naturally within the organization, and that a pilot study be undertaken in order to investigate the cultural maturity of the organization.     

企业持续改进的组织行动模型实证研究

在复杂多变的全球化环境中,制造类企业面临激烈的竞争,这要求企业实施持续改进的先进管理模式。但企业中的各项改进活动应如何进行、由谁负责,则成为持续改进执行过程中的难点,故提出对持续改进绩效有显著正向影响的不同主体的三类组织改进活动,据此针对组织改进活动和持续改进绩效之间的关系建立了模型,并利用Continuous Innovation Network(CINet)等数据库的数据进行了结构方程模型的实证。结果表明,其拟合优度指数满足要求,模型比较理想。组织在持续改进过程中可将模型中的三类活动作为重点,逐步开展持续改进的各项活动,提高组织绩效,进而全面实现持续改进。     

The Meaning,Antecedents and Outcomes of Employee Engagement: A Narrative Synthesis

The claim that high levels of engagement can enhance organizational performance and individual well‐being has not previously been tested through a systematic review of the evidence. To bring coherence to the diffuse body of literature on engagement, the authors conducted a systematic synthesis of narrative evidence involving 214 studies focused on the meaning, antecedents and outcomes of engagement. The authors identified six distinct conceptualizations of engagement, with the field dominated by the Utrecht Group's ‘work engagement’ construct and measure, and by the theorization of engagement within the ‘job demands–resources’ framework. Five groups of factors served as antecedents to engagement: psychological states; job design; leadership; organizational and team factors; and organizational interventions. Engagement was found to be positively associated with individual morale, task performance, extra‐role performance and organizational performance, and the evidence was most robust in relation to task performance. However, there was an over‐reliance on quantitative, cross‐sectional and self‐report studies within the field, which limited claims of causality. To address controversies over the commonly used measures and concepts in the field and gaps in the evidence‐base, the authors set out an agenda for future research that integrates emerging critical sociological perspectives on engagement with the psychological perspectives that currently dominate the field.     

复杂产品系统创新过程中跨组织知识管理的障碍因素

复杂产品系统是由一个创新网络来进行开发和制造的,跨组织的知识管理可以促进该创新过程中知识和信息的流动、扩散和应用。在前人相关研究基础上,通过问卷调查,对复杂产品系统创新过程中知识管理的障碍因素进行了探讨,并指出不同行业的复杂产品系统,在创新过程中知识管理面临的阻碍因素可能有所不同。