锦标赛制度与基金风险调整:理论拓展与经验证据

从理论与实证角度分析了CEO开放性特征对战略惯性及组织绩效的作用机制,得到以下研究结论:第一,CEO开放性程度越高,组织越倾向于采取适应环境的动态资源配置战略,从而组织的战略惯性程度越低;第二,CEO的股权拥有程度和自主权高低程度对其开放性程度与组织惯性之间关系起到显著调节作用,即CEO持股水平越高则开放性CEO维持组织战略现状的动机越强,而CEO所拥有的管理自主权越高则越倾向于去打破组织的战略现状;第三,组织制度环境对CEO开放性程度与战略惯性之间关系同样起到显著的调节作用,在国企任职的CEO相对于家族企业任职的CEO而言,其开放性程度对组织惯性的负向影响程度更小;第四,相比于线性关系,倒U型假设更有助于解释战略惯性与组织绩效之间的关系。     

业绩期望差距与企业战略调整——基于中国上市公司的实证研究

本文基于企业行为理论分析了业绩期望差距与战略调整之间的关系,并探讨了权力主体的特征,即控股股东身份、CEO个性和来源,以及所拥有的资源禀赋的调节作用。基于中国上市公司的数据,得到以下研究结论:(1)随着业绩期望落差的扩大,组织为解决困境和规避利益损失,实施战略调整的程度越大。(2)家族控股股东在业绩期望落差扩大时,因面临经济性和非经济性的损失更高,通过战略变革而规避损失的动机和需求更为强烈,实施战略调整的程度随之提高。(3)开放性和外部聘任的CEO拥有更高的决策能力和行为自由度,从而强化了在业绩期望落差状态下实施战略调整的程度。(4)权力主体所拥有的资源禀赋越多,意味着实施战略变革所需的基础条件越充足,进一步强化了在业绩期望落差扩大时的战略调整程度。本研究充分表明了期望水平与权力主体特征在战略调整过程中的重要性。     

制度环境、CEO权力与企业战略风格

检验CEO权力强度如何影响企业战略风格,以及这种影响在不同的制度环境中是否存在差异.研究发现:CEO权力越大,战略风格越趋向于风险型;反之,CEO权力越小,战略风格越趋向于稳健型.制度环境负向调节CEO权力强度与企业战略风格之间的关系.即在其他条件相同的情况下,相对于地区制度环境约束性较强的公司,CEO权力强度对企业战略风格的影响在地区制度环境约束性较弱的公司中更为显著.进一步检验发现,企业战略风格越趋于风险型,企业绩效波动性越大;而企业战略风格在CEO权力与企业绩效波动性之间发挥中介作用.     

考虑采购资金约束的物流服务能力采购决策

CEO关联是影响企业内部决策效率和企业绩效的重要因素之一。已有研究大多集中于社会网络关系和人口统计特征相似性产生的关联，忽略了CEO雇佣高管或建议提名董事产生的关联。此外，已有研究过度关注对CEO关联结果的探讨，而忽略了内外部环境要素对CEO关联结果的影响。 在此背景下，基于高层梯队理论、现代管家理论和代理理论，从管理者特质和权力的视角，探讨基于雇佣高管或建议提名董事产生的CEO关联的差异对企业绩效的影响机理。以2009年至2014年沪、深两市A股上市公司数据为研究样本，运用STATA 12.0和多元回归分析方法，系统分析并检验基于雇佣高管或建议提名董事产生的CEO关联与企业绩效之间的关系，并进一步考察企业内部治理对这种CEO关联与企业绩效之间关系的调节效应。 研究结果表明，CEO与其他高管之间基于雇佣关系产生的关联与企业绩效之间呈现显著的倒U形关系，即随着CEO与其他高管之间关联的增强，企业业绩提升，但当CEO与高管之间的关联程度高于临界值0.400时，随着CEO与其他高管之间关联程度的增强，企业业绩开始下降；CEO与董事之间基于建议提名关系产生的关联与企业绩效之间没有显著的相关关系；股权集中度、董事会勤勉程度和监事会监督力度等企业内部治理机制对CEO和其他高管之间基于雇佣关系产生的关联与企业绩效之间的关系有显著的正向调节作用。民营控股上市企业中CEO和其他高管之间基于雇佣关系产生的关联与企业绩效之间的倒U形关系以及内部治理机制的正向调节作用均显著，而国有控股上市企业中CEO关联与企业绩效之间没有显著的相关关系。 研究结果对深入认识CEO关联的价值效应及形成的内在逻辑、防范上市企业治理风险提供了有益启示。建议上市公司适度给予CEO聘任高管的权力，且在公司治理实践中注意运用和平衡企业内部正式机制与非正式机制之间的潜在替代关系，保障差异化情景下企业潜在收益的最大化。     

亲缘关系、创新能力与企业绩效

本文认为,CEO与控制性股东之间的亲缘关系会影响企业的创新能力,是解释家族企业治理效率的重要理论依据之一.通过构建有中介的调节变量模型,本文以2001-2005年沪深两市上市的家族企业为样本,实证检验了家族上市公司CEO与控制性股东之间的亲缘关系对企业绩效的影响,以及创新能力在此关系中的中介作用和股权结构的调节作用.结果显示:(1)家族上市公司CEO与控制性股东之间的亲缘关系与企业创新能力和企业绩效之间均存在显著的正相关关系;(2)创新能力与企业绩效之间存在显著的正相关关系,且创新能力在亲缘关系对企业绩效的影响路径中起部分中介作用;(3)股权结构形式对亲缘关系与创新能力和企业绩效之间的关系起显著的调节作用.即相对于直接持股式股权结构.金字塔式股权结构下亲缘关系对企业创新能力和企业绩效的影响更强.     

CEO谦卑对企业绩效的非线性影响机制研究

基于高阶理论和社会信息加工理论,通过138家企业的多源多时点数据,探讨了CEO谦卑与企业绩效的非线性关系、作用机制及边界条件。研究结果表明,CEO谦卑与企业绩效之间存在倒U形曲线关系;容错氛围与企业绩效之间存在倒U形曲线关系,容错氛围中介了CEO谦卑和企业绩效之间的倒U形关系;高绩效要求负向调节CEO谦卑和容错氛围与企业绩效的倒U形关系,当企业高绩效要求越低时,倒U形关系越强。     

CEO变革型领导行为、组织认同与组织惯例更新:集体主义倾向的调节效应

数字化时代，组织惯例更新是企业数字化转型，获取竞争优势的基础，也是组织惯例理论和管理实践关注的焦点。基于社会认同理论，本文以中高层管理者为研究对象，探讨CEO变革型领导行为影响组织惯例更新的机制和情境。通过统计软件SPSS和AMOS对203份高管团队及中层管理者匹配的数据分析发现：CEO变革型领导行为对中层管理者组织认同和组织惯例更新具有正向影响作用，中层管理者组织认同在CEO变革型领导行为与组织惯例更新的关系间起到中介作用。中层管理者集体主义倾向不仅调节了组织认同与组织惯例更新之间的关系，还进一步调节了组织认同在CEO变革型领导行为与组织惯例更新之间关系中的中介效用，即中层管理者集体主义倾向越低，CEO变革型领导行为通过组织认同对组织惯例更新的间接影响作用越强。研究结论有利于深入探讨CEO变革型领导行为影响组织惯例更新的中介机制和情境，并有效指导企业的组织惯例更新实践。     

韧性领导力对员工行为的双刃剑效应研究

基于自我决定理论,通过3个阶段收集的490份问卷数据,探究韧性领导力对员工行为的双刃剑效应。研究结果表明：韧性领导力与主动担责行为、亲组织非伦理行为正相关;和谐型激情在韧性领导力与主动担责行为、强迫型激情在韧性领导力与亲组织非伦理行为之间分别起到中介作用;环境不确定性在韧性领导力与和谐型激情、韧性领导力与强迫型激情之间起到调节作用;环境不确定性程度越高,韧性领导力与和谐型激情之间的关系越强;环境不确定性越低,韧性领导力与强迫型激情关系越强;同时调节了韧性领导力通过和谐型激情对主动担责行为、韧性领导力通过强迫型激情对亲组织非伦理行为的中介作用。     

期望落差与企业创新的动态关系——冗余资源与竞争威胁的调节效应分析

期望落差导致决策者倾向于冒险创新还是规避风险, 这仍旧是没有解决的重要问题.创新是决策者的冒险动机与冒险能力共同作用的结果, 并且这种作用还将受到企业内部冗余资源以及外部竞争威胁的制约.基于中国民营上市公司数据, 主要得到以下几方面的结论:期望落差所引致的冒险动机与可感知冒险能力的动态变化, 最终导致了企业决策者随着企业期望落差的递增而提升创新投入, 但拐点之后其冒险创新的动力则逐渐减弱;组织冗余在期望落差与企业创新之间起到显著的正向调节作用, 即充足的冗余资源提高了落差状态下的企业创新投入;竞争威胁则在期望落差与企业创新之间起到显著的负向调节作用, 即企业面临的竞争威胁程度越高则越有可能降低它在期望落差状态下的创新投入;最后, 冗余资源与竞争威胁还显著地影响到企业创新投入的曲率及斜率的动态变化.     

突发冲击预警模型阈值的选择方法

在决策者的风险厌恶程度、预警区间和预警阈值这三个变量当中,确定决策者的风险厌恶程度即可确定最优的预警和预警阈值。决策者风险厌恶程度越高会导致决策者选择更长的预警区间和更低的预警阈值。给定决策者的风险厌恶程度,预警区间越长则最优预警阈值越高,反之亦然。决策者需要在采取防范措施的成本与没有预测到的危机造成的损失之间进行权衡,决策者的风险厌恶程度越高,则决策者倾向于越早采取防范措施。     

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.     

A new lease for life? The return of vitalism in management and organization studies

This paper starts from a growing interest in the concept of concern, lived experience or “inhabiting” as part of the so-called “affective turn”. My main argument is that the notion of concern cannot be thought or understood without the concept of life. The concept of life, however, is somewhat of a taboo topic in the social sciences. I hold, nevertheless, that in order to reflect on their assumptions and to define concern for their own studies, scholars need to think about life and make a choice regarding the various approaches that can be taken. I therefore present and compare four vitalist approaches: romanticism and Lebensphilosophie, vitalism as ethos and pathos, neuroecosociality as well as vitalism as becoming.     

Effects of the implementation of information technology on employees' strain and job satisfaction: a context-dependent approach

The effects on staff of the implementation of new office information technology were investigated in ten companies in Vienna using a longitudinal design. Strain and satisfaction of 331 employees (implementation sample: n = 212; control sample: n = 119) were measured at five points in time over a period of 22 months. The study is based on a context-dependent approach. Personal factors (individual differences, external load) were assessed by questionnaires, and situational factors (job design, implementation content and implementation context) by objective measures. The impact of these factors on employees' strain responses was tested using structural equation modelling (SEM). While the implementation of new technology as such made no significant contribution to the explanation of strain variables, a reasonable model fit was achieved when implementation characteristics were taken into account. The data suggest that negative effects of implementations must be expected if (1) adaptational demands do not include the enhancement of employee qualifications, (2) character-based user interfaces are not replaced, and (3) employees have few or no opportunities to participate in the implementation process.     

Consequences of work-family conflict on employee well-being over time

The effects of work-family conflict on the well-being of a diverse sample of 342 non-professional employees from the greater Los Angeles area were examined. Data were collected at two points in time, and a rigorous research design was employed. The effects of self-report bias were considered by controlling for social desirability bias, and by collecting two sources of data (i.e. self-reports and co-workers reports). The results revealed that work-family conflict predicted employee well-being over and above social desirability bias. In addition, analyses were consistent when both self-reports and co-workers reports were utilized. Finally, work-family conflict was a longitudinal predictor of employee's positive well-being. Both cross-sectional and longitudinal analyses were consistent across self-reports and co-worker reports.     

Policy Goals for Health and Safety

Health management and safety regulation are separate disciplines but share the aim to extend expectancy of life in good health. The need to improve cost-effectiveness calls for their co-ordinated management according to a unified rationale. Three guiding principles of accountability, demonstrable net benefit and a uniform measure of performance, have been laid out in Canada by the Joint Committee on Health and Safety. They call for open accounting in terms of (health-related quality-adjusted) life expectancy. The principles are utilitarian in format but, it is argued, inequity is naturally diminished in the process of optimizing cost-effectiveness through maximum marginal returns. Comments are made on practical implementation. The need for public consent in practice calls for two additional principles reflecting fair procedure and sovereignty of the citizens. It is concluded that public health and safety measures should be surveyed, documented for cost-effectiveness and prioritized for improvement.     

Ethical Mindsets of Christianity and Confucianism: A Comparative Study

This study investigates the application of an organizational mindset instrument to compare the ethical mindsets between Italy and Taiwan. Results suggest that there are not significant differences, but Italian business is perceived to practice some Machiavellianism that puts results ahead of ethical concerns.     

Defining Spirituality of Work

There is a current surge of writings on spirituality and related topics. For instance, Woodward (1997) has pointed out that since Thomas Moore's publication of Care of the Soul in 1994 there have been nearly 800books published with the word soul in the title. These run all the way from Chicken Soup for theWoman's Soul (Canfield et al., 1996) to A Guide to Liberating YourSoul (Barrett, 1995). Spirituality of work is a big part of this surge. Definitionsof spirituality of work seem to vary widely. Bowman (1998, p. 8) in his `reviewof the phenomenon of spirituality of work' found `Definitions of the term spirituality in the context of the Spirituality of Work troublesome and particularly subjective. Many writers do not even attempt definitions.' The purpose of this article is to review the concept of spirituality of work in its historical and current use and to propose a comprehensive definition.     

WebStress: a web interface to explore a multidatabase bibliographic corpus on occupational stress

A bibliographic study on a multidisciplinary subject, such as occupational stress, requires a multidatabase query facility. Given this, we searched eight databases belonging to different fields (medicine, psychology, etc.) and from different countries. Thus, more than 26000 references on occupational stress were gathered. A bibliographic corpus of this sort is unusable because of the heterogeneous format of the records and the number of duplicate entries. Considering the limitations of commercial programs, we have developed a system, called WebStress, for reformatting the data and removing duplicates. The huge number of references and the research needs of updating and searching have necessitated the addition of several other functions to WebStress. Therefore WebStress comprises a web interface that makes it possible to search the corpus with advanced features (using clustering, a specialized thesaurus on stress and Boolean queries). In addition to the usual bibliographic queries on a specific database such as Medline, WebStress provides bibliometric analysis of the corpus, which might contribute to a detailed analysis on occupational stress in order to highlight the networks of researchers and to find the main topics studied in this area. WebStress is not yet available to researchers in general. It is being further developed, and also permission needs to be obtained from the eight commercial bibliographic databases that it consults.     

The myth of change management: A reflection on personal change and its lessons for leadership development

Abstract

In this article I reflect upon my own personal learning when faced with significant individual change, leaving a corporate role to start my own business and returning to serious study after twenty-five years of neglect. I look at the relationship between individual and organizational change, trying to reconcile the mechanistic models of change ingrained by years of practice with new insights gleaned from my own personal transition. Implications for change agents include taking a more adaptive and multi-dimensional approach to change, rather than vainly trying to manage it. For people developers it may question the way we develop leaders and managers to cope with change. And all of us may decide we can be better at learning how to embrace perpetual change and perpetual learning as part of the same unpredictable process.