基于易经的中国商业伦理与管理

现今中国社会存在一种综合的儒家商业伦理,从《易经》的思维角度看,这种商业伦理有着较为复杂的结构.中国的商业伦理以《易经》的宇宙本体论作为向导,与哲学流派间有趣地融合,成为中国商业与经济中一种指导经济行为的实践哲学.从《易经》的思考模式解析了这种从儒家德行伦理到升级的儒家伦理的发展融合过程,以及后者在商业上的实际运用.通过整合责任伦理、功利主义甚至是权利伦理来完成一种现代性的转换.这种转换的成果称之为综合的儒家商业伦理.在兼顾经济发展与国家整体发展的过程中,它将是中国商业与经济领袖们手中的有力武器.     

儒家家族利益主义经济伦理与现代企业经营管理

一、儒家家族利益主义经济伦理 中国古代社会是以血缘关系为基础,以家国同构为组织形式的宗法制社会.血缘宗法关系构成了人们的全部生活内容,人与人之间的一切伦理关系都是血缘宗法关系的扩充.作为中国传统文化主干的儒家文化,自然也是这种家国同构宗法性文化的典型.在此文化背景下,传统儒商往往以修身、齐家为创业起点,以治国、平天下为人生最高目标,而这种目标实现的基础环节就是"齐家",即家庭的和睦幸福,所以传统商人把"创业立家,垂裕后昆"作为投身商业的直接动机.不但如此,儒家还注重把"治生与养家"当作获得人格尊严的先决条件.这种伦理精神,就是我们所探讨的儒家家族利益主义经济伦理.     

垂滴与整合：三重叙事视角下伦理领导力三元传导机制分析

伦理领导力是领导者强化自身伦理行为以及下属伦理行为的能力。伦理领导力在组织层级之间存在着垂滴传导的态势。根据社会交换理论、调节焦点理论和社会学习理论,领导者伦理个人和伦理管理者的二重属性通过不同机制沿着"高层领导—中层领导—员工"自上而下扩散。基于此,为实现伦理领导力良性循环,需要促进伦理领导力的整合。高层领导要开好头,成为组织首席伦理官;中层领导要接好棒,发挥承上启下的中介作用;员工要再开局,为组织伦理水平提升贡献力量。如此,方可形成三元传导与三元共治的可持续发展。     

学校领导德性伦理的改善和重塑：基于领导哲学的视角

领导伦理属于领导学中深层次的问题,应将其上升到领导活动核心地位的高度。本文通过对学校领导原则、制度、关系和行为的伦理进程,对如何实现学校领导德性伦理的改善和重塑进行阐述。首先说明以德性伦理作为学校领导人文救治并凸显人性内涵的主要伦理依据;其次,指出学校领导的德性伦理的改善应遵循的原则,以创建新型学校领导伦理;再次,对落实学校领导的伦理责任,以实现对学校领导合法性有效建构的关系改善。最后,从文化背景阐述学校领导伦理改善与重塑的目标与路径,创设良好的学校文化。德性伦理对学校领导内在品质的提升、人文精神的凝练及自我价值的实现,具有积极的意义。     

儒家“道德—社会”领导力与“大人”管理制度的现代价值

儒家构筑了以仁为体、以中庸为要义、以自省为补充的"以学养能、以德养群"领导力养成规范,形成个人道德和社会双重本位集中于"人"这一主体的复合型"道德—社会"领导力养成学说。基于此学说,儒家构建了以能群、选贤、大忠为准绳的"大人"管理制度,实现了"道德—社会"领导力的可持续发展性构建。儒家的领导哲学历久弥新,既是中国历史长河中长久治世的基础,也可为现代社会防止碎片化治理、构建成体系的本土化治理模式提供新思路:其以人为本、德群双重本位、依托人和制度构建领导力的要义,与现代社会共建共治共享的内在需求相耦合,为在现代社会中处理"政府—社会—市场"的关系提供了借鉴经验;其关于个人修炼领导力和构建领导力生成、延续、发展制度的精妙论述,更可被现代领导者直接学习、运用,以构建更高效、更稳定、更实用、更可持续的现代管理体系。     

2011中国管理创新年度报告 领导力篇——6种有效的领导风格

什么是最佳领导风格？什么样的领导风格能够为组织带来卓越绩效？这是领导力研究领域中最受关注的核心问题。在第二次世界大战末期,美国俄亥俄州大学和密歇根大学的学者们就开始了对领导行为和风格的研究。时至今日,学者们已经发表和出版了数以万计的论文和书籍,直到今天,领导者的最佳领导风格及其与组织绩效之间的关系依然是学术界和企业界关注的热点话题。     

儒家文化情境下伦理领导力养成与“君子式”管理建构

在本土文化背景下,儒家思想对伦理领导力具有显著的解释力。伦理领导力的本质是处理关系伦理的能力,其具体表现是修己安人,包括修身、齐家、治国、平天下四个维度。领导者要积极发挥伦理领导力的价值,在组织中实施"君子式"管理,坚持"仁者爱人"的伦理价值,设计"克己复礼"的伦理制度,进行"中庸之道"的伦理实践,形成领导、员工、组织、社会之间的伦理共同体,实现多方共赢与持续发展。     

美德的有效领导:基于儒家视角的政治领导力分析

结合了儒家伦理学和亚里士多德伦理学的观点,提出了道德作为个人能力的理论。根据这一重要见解,以及《论语》中智、仁、勇三大道德能力的发展和实现,进一步提出关于领导力(特别是政治领导力)的理论。赞同儒家学说在人类的感觉、思想、意志等深度结构中的见解,从而实现智、仁、勇(智慧、关怀、勇气)的道德能力,并解释了这3项道德能力是如何三者合一以保证高效的政治领导力,同时展示了这一政治领导力的模型将如何在社会的3个阶层,即社区、商界和政界发挥效力。在评论Governance Principles of Caux Table的时候,从"智"、"仁"、"勇"三者合一的角度提出一个建议,以此呈现所论述方法的意义和价值。     

组织成员绩效结构理论研究述评

在过去的许多年,对工作绩效的研究出现了许多问题,不断重复的实证研究以及在工作绩效结构研究方面的混乱状态引起了学者们的严厉批评.这方面的研究主要包括组织公民行为、亲社会组织行为、关系绩效和任务绩效、角色行为和角色外行为以及任务绩效和非任务绩效.正是这些理论导致我们对工作绩效范围的重新思考.继续将非任务绩效看作是超越工作范畴或正式系统的非报酬行为是没有益处的.文章对组织成员行为绩效的主要成果给予介绍和评价,其主要目的是综合国内外现存文献,以便于将来学者们研究.     

6种有效的领导风格

你身上具备有效领导的特征吗?什么是最佳领导风格?什么样的领导风格能够为组织带来卓越绩效?这是领导力研究领域中最受关注的核心问题。在第二次世界大战末期,美国俄亥俄州大学和密歇根大学的学者们就开始了对领导行为和风格的研究。时至今日,学者们已经发表和出版了数以万计的论文和书籍,直到今天,领导者的最佳领导风格及其与组织绩效之间的关系依然是学术界和企业界关注的热点话题。     

Introduction to Special Section on Sensitivity Analysis and Summary of NCSU/USDA Workshop on Sensitivity Analysis

This guest editorial is a summary of the NCSU/USDA Workshop on Sensitivity Analysis held June 11–12, 2001 at North Carolina State University and sponsored by the U.S. Department of Agriculture's Office of Risk Assessment and Cost Benefit Analysis. The objective of the workshop was to learn across disciplines in identifying, evaluating, and recommending sensitivity analysis methods and practices for application to food‐safety process risk models. The workshop included presentations regarding the Hazard Assessment and Critical Control Points (HACCP) framework used in food‐safety risk assessment, a survey of sensitivity analysis methods, invited white papers on sensitivity analysis, and invited case studies regarding risk assessment of microbial pathogens in food. Based on the sharing of interdisciplinary information represented by the presentations, the workshop participants, divided into breakout sessions, responded to three trigger questions: What are the key criteria for sensitivity analysis methods applied to food‐safety risk assessment? What sensitivity analysis methods are most promising for application to food safety and risk assessment? and What are the key needs for implementation and demonstration of such methods? The workshop produced agreement regarding key criteria for sensitivity analysis methods and the need to use two or more methods to try to obtain robust insights. Recommendations were made regarding a guideline document to assist practitioners in selecting, applying, interpreting, and reporting the results of sensitivity analysis.     

Distinguishing traumatic, vicarious and routine operational stressor exposure and attendant adverse consequences in a sample of police officers

Problems in studying occupational stress within the police service are identified and the paucity of work on operational duties as potential stressors are discussed. The present study reports the results of a factor analysis of operational stressors (N = 601 serving British police officers) that revealed three factors: exposure to death and disaster; violence and injury; sexual crime. These were demonstrated to be reliable scales and were included in logistic regression models together with a range of demographic and psychological variables. Models were applied to men and women separately, which showed there to be different predictors of the likelihood of suffering distress (measured by the General Health Questionnaire, GHQ) in terms of the officer's gender and operational role. Overall the model for women officers was better at predicting psychological distress than that for men. These findings are related to aspects of the police occupational culture. Further discussion is offered that conceptualizes police operational stressors as traumatic, routine and vicarious. Finally, some implications are drawn for the provision of stress intervention in the light of this differentiation.     

Power,authority and legitimacy

Management, human resources, organization, control, leadership, etc., all seem to be just so many euphemisms for power, and this suggests a discourse of management and organization that calls things by their proper name. This paper on the contrary stresses the need to resolve the concept of ‘power’ itself into more differentiated notions, and proposes that clarification may be derived from distinctions once explicit in the vocabulary of Classical antiquity, but lost in modern European languages. It argues that nothing but confusion in thinking about organizations, management and legitimation can result from the failure to recognize that the phenomena this vocabulary identifies and distinguishes are irreducibly different.     

Criteria for selecting a production control philosophy

Logistic objectives constitute a compromise between having short leadtimes and a low volume of work in progress on the one hand and a high resource loading and due date obligation on the other. Miscellaneous production planning approaches offered today provide different combinations of logistic objectives for satisfying a manufacturing strategy. To combine the strength of the various approaches into a unified system, a new approach based on a dynamic and distributed production planning methodology is proposed. To customize the approach, various analyses and specifications have to be made and for that reason some important characteristics and criteria for analysing production control philosophies will be given.     

Employees' perceptions of organizational restructuring: the role of social support

Organizational change and restructuring is often perceived as leading to increased occupational stress, impacting negatively on the psychological well-being of employees. This pragmatic study investigates the role of social support and dispositional affect as moderators of role stress post-restructuring for employees in a public utility company. A total of 176 employees, including 37 managers, 60 graded staff and 78 industrial staff completed a self-report questionnaire, approximately 1 year postrestructuring, retrospectively assessing role conflict, ambiguity, overload and positive and negative feedback pre- and post-restructuring. Results suggested that overall role stress increased for managers/ senior officers and graded staff, but not for industrial staff. Social support was linked with lower role stress, more positive feedback and less negative feedback at post-restructuring. For certain role stressors this impact was moderated by dispositional affect, but the effect was not consistent across occupational groups. Positive affect enhanced the effect of manager support in reducing role conflict for graded staff, and the effect of co-worker support in increasing positive feedback and reducing negative feedback for industrial staff. Findings suggest that managers should pay particular attention to support and feedback for employees during periods of chronic occupational stress following organizational restructuring.     

The Danish psychosocial work environment and symptoms of stress: the main, mediating and moderating role of sense of coherence

The aim of this cross-sectional study was to explore the main, mediating and moderating role of sense of coherence (SOC) on stress symptoms and on the association between perceived psychosocial work environment and stress symptoms. The sample includes 2053 Danish employees from 52 workplaces. Hierarchical regression models were applied for each measure of stress. The results strongly supported the presence of a main effect for SOC. People with high levels of SOC experienced fewer stress symptoms. A mediating effect of SOC was also supported. Thus, SOC in part explained the association between work environment and stress symptoms. In addition, some support for a moderating effect of SOC was found, suggesting that people with higher SOC coped more efficiently with work environmental strain that people with lower SOC. Taken together the regression models explained 11-32% of the variance in stress symptoms. The results suggest that measures of individual factors such as SOC should be included in analyses of the effects of work environmental factors on stress and well-being.     

Control at work: a generalized resource factor for the prevention of musculoskeletal symptoms?

During the last two decades two potent groups of predictors for work-related musculoskeletal problems have been identified: physical work load and poor psychosocial working conditions. However, little is known about their combined effects. In this study the buffering effect of control at work with respect to the negative effects of psychological demands and physical work load on musculoskeletal problems is examined. All study variables were sampled from 431 people working in geriatric nursing homes in Germany by means of questionnaires. Main effects and interactions were tested with multiple regression analysis. The results showed that control buffered the effects of high psychological demands, but not of high physical work load; the buffering effect of control was observed only when physical work load was low. The combined effects of demands and physical work load were over-additive. Thus, the power of different predictors for musculoskeletal symptoms depended on the level of other predictors. This suggests that the efficiency of certain strategies for the prevention of musculoskeletal problems is likely to depend on the level of risk factors, with different strategies being appropriate for different levels of risk.     

The social construction of the meaning of acute stressors: a qualitative study of the personal accounts of police officers using a stress counselling service

The police profession is one in which acute stressors are encountered more frequently than in other occupations. Using the personal accounts of 35 police officers attending an in-house stress counselling clinic, the aim of the present study was to provide a qualitative examination of how the institutional context of policing influenced the ways in which acute stressors signified to individual police officers experiencing felt distress. Using the framework of Rational Emotive Behaviour Therapy as an analytical tool, it is argued that beliefs contributing to the experience of felt distress are related to the way in which policing as both an identity and an activity is constructed through the police organizational culture. Not only do these constructions influence the ways in which officers perceive themselves and their environments, but they also operate at the collective level to 'normalize' some emotional responses and to 'pathologize' others which, it is argued, could impact upon the outcomes of interventions such as stress counselling.     

The moderating role of social support in Karasek's job strain model

This paper examines whether social support is a boundary-determining criterion in the job strain model of Karasek (1979). The particular focus is the extent to which different sources of social support, work overload and task control influence job satisfaction, depersonalization and supervisor assessments of work performance. Hypotheses are tested using prospective survey data from 80 clerical staff in a university setting. Results revealed 3-way interactions among levels of support (supervisor, co-worker, non-work), perceived task control and work overload on levels of work performance and employee adjustment (self-report). After controlling for levels of negative affect in all analyses, there was evidence that high levels of supervisor support mitigated against the negative effects of high strain jobs on levels of job satisfaction and reduced reported levels of depersonalization. Moreover, high levels of non-work support and co-worker support also mitigated against the negative effects of high strain jobs on levels of work performance. The results are discussed in terms of the importance of social support networks both at, and beyond, the work context.     

Job insecurity, coping resources and personality dispositions in occupational strain

This paper presents research on the relationships between the work-related stressor of perceived job insecurity and various indicators of occupational strain, taking into account employees' personality dispositions (trait negative and positive affectivity) and coping resources. Respondents were 222 Australian public servants surveyed during organizational restructuring that involved downsizing and threat to job certainty. The research was formulated within an adaptation of Osipow, Doty, and Spokane's (1985) framework of stress-strain-coping that included the possible direct as well as moderating effects of personality dispositions in reporting occupational strain (Parkes, 1990). Findings from hierarchical regression analyses indicate consistent significant independent effects of personality dispositions, coping resources and perceived job insecurity on various indicators of strain. There was also support for the moderating roles of negative affectivity and self-care in the relation between perceived job insecurity and physical strain. Implications for the role of dispositional factors, especially negative affectivity, and the utility of various coping resources in accounting for occupational strain in times of threatened job security are discussed.