试述高校基建如何推行监理制度

随着我国教育事业的发展 ,高校管理体制的改革和国家建设体制改革的深入 ,高校基本建设管理体制和运行机制表现出明显的不适应 ,高校后勤改革社会化和国家推行社会监理已为高校基本建设管理体制改革明确了方向 ,即推行社会监理制度。     

Disentangling the effects of organizational controls on innovation

The strategy and innovation literatures argue that organizational competitiveness is contingent upon firms simultaneously pursuing both process and product innovations. A firm’s control system plays a fundamental role in this regard by managing, motivating, and coordinating employees’ behaviors for the development of its innovative capabilities. Research suggests that in order to develop successful innovation, management must use controls that align employees’ interests with those of the organization while simultaneously allowing employee autonomy to encourage creativity. These disparate functions lead to the control–autonomy dilemma. We argue that managers can address this dilemma by recognizing that the effect of controls on innovation outcomes depends, in part, on the controls’ enabling features and the type of commitment they inspire. Our findings show that employee development, which is the focus of input controls, has a direct effect on process innovation-related behaviors while specified goals, the emphasis of output controls, have a direct effect on product innovation-related behaviors. It is only through employees’ perceptions of managerial support that input controls increase product innovation-related behaviors and output controls increase process innovation-related behaviors.     

网格服务在我国的普及之路

网格服务目前正以爆炸式增长势头向前发展。世界各国政府及跨国IT公司也都纷纷推出计算机网格发展计划及方案,我国目前也有相应的计划,但缺乏商用市场解决方案,很难在市场上得到普及,所以,大力开发实用解决方案是网格普及的必由之路。     

Developing a Subject-Derived Terminology to Describe Perceptions of Chemicals in Foods

Risk perception may be influenced by a number of factors, such as unfamiliarity, lack of control, perceived consequences, and hazards being seen as catastrophic and having risk for future generations. Risk perception researchers have typically used such investigator-selected characteristics to assess hazards. In the first study reported here, the repertory grid method was used to elicit the terminology that subjects ( n = 30) use to distinguish between 30 different chemicals. The data were submitted to generalized Procrustes analysis. The first principal axis of the resulting consensus plot separated the chemicals ranging from "poisonous or toxic,""harmful or dangerous," and "sounds negative" at one end, to "positive effect on health,""often present in food nowadays," and "sounds positive" at the other end. The second principal axis ranged from "familiar with or knowledge of" and "chemical" to "natural." A second study ( n = 226) was carried out to look at the general validity of the results of the repertory grid interviews using a fixed questionnaire. The data were submitted to principal components analysis and internal preference mapping. The first principal component ranged from "safe" and "healthy" at one end, to "poisonous" and "harmful" at the other end. The chemicals also separated in terms of "familiar,""chemical," and "natural." All three methods of data collection and analysis yield essentially similar results.     

风险管理中的知识集成机理与管理策略

从风险管理的实施过程出发,分析了风险管理中知识集成的对象,探讨了风险管理中知识集成的机理,提出了风险管理中知识有效集成的管理策略。     

Exploring the Michigan model: The relationship of personality, managerial support and organizational structure with health outcomes in entrants to the healthcare environment

Few studies have examined the role of managerial support in the adaptation of entrants to healthcare. The purpose of this study was to identify the job characteristic and role-related variables that mediate the effects of managerial support and personality on the mental and physical health and sickness absence in two independent groups of new recruits to a healthcare organization. Entrants to a healthcare environment (student nurses) were surveyed 25 weeks after entry. Latent variables represented neuroticism, demand, control, role clarity and affective outcome variables in a simplified version of the Michigan model of work stress (House, 1981). This study used a two-stage approach to structural equation modelling, exploring hypothesized structural models on an initial data set (N=195) prior to confirmation on an independent replication data set (N=239) using multi-sample methods. Finally the confirmed model of choice was evaluated using the combined data (N=434). Emotional distress reported at 6 months was found to be associated with dispositional characteristics of the entrant and indirectly, via job satisfaction, with managerial support from academic and clinical sources. Managerial support from academic and clinical sources had an indirect influence on job satisfaction, but by differing mechanisms involving role clarity and control. The demands perceived by the entrants arose from neuroticism and were independent of any other variable. Emotional distress had its deleterious association with sickness absence via somatic health. This study details a series of mechanisms that will subsequently be tested longitudinally.     

经理人激励与公司债务水平的选择

以或有要求权模型研究经理人激励对公司债务水平的影响,研究表明,经理人以股东的激励程度选择公司债务水平与工作努力程度以最大化自己的收益。在一定条件下,当股东所提供的激励较弱时,充分高的债务水平是经理人向外部投资者作出的他将努力工作的可信承诺,是项目得到融资的充分条件;当该激励较强时,经理人所选择的债务水平低于能够最大化公司价值的数值。     

迈向有温度的乡村网格治理

当前的基层治理方式倾向于理性治理,对情感因素重视不够,然而在传统社会生活中形成的情感互动现象并未消失,将情感与治理相结合是对理性治理的必要补充。对安徽省H县若干个乡村网格的治理过程考察发现,乡村网格通过财务管理透明化、纠纷调解规范化、积分激励制度化、传统风俗现代化,唤醒网格内村民的信任感、认同感、获得感和归属感。同时,这些情感又以情感动员、情感调解、情感激励、情感反哺等方式嵌入实际的治理过程中,实现居民参与热情的调动、乡村社会秩序的维护、情感互动氛围的营造、社会资源供给的丰富。情感治理是情感唤醒与情感互动结合的结果,正是在情感产生和交互的过程中,契合乡村“熟人社会”场域,以治理有效为目标导向,凸显网格成员主体地位,情感治理得以在乡村网格行之有效。     

Teleministries as Family Businesses

Teleministries are establish businesses in the family (non-profit) sector. This paper looks at: the relationship between teleministries before the fall and other family businesses; the fall and consequent crises; changes, the impact of these changes; and the future of teleministries. The discussion revolves around the major televangelists, but the issues have implications for all family businesses.     

The interface of the top management team and the board: A dynamic managerial capabilities perspective

Although top management teams use their human capital, social capital, and cognition (i.e., dynamic managerial capabilities) to drive strategic change in their firms, faultlines within these teams may dampen the strategic change that they produce. While boards can enable but also restrict these change efforts, we know little about how precisely a board's monitoring and advice-giving condition the impact of the top management team's dynamic managerial capabilities on strategic change. We clarify how intense monitoring and advice-giving affect strategic change when faultlines between the top management team's and board's dynamic managerial capabilities are more or less salient. We explain that intense monitoring further stifles both the breadth and speed of strategic change that can be accomplished, and that this is more pronounced when the faultlines between the two bodies are strong. Furthermore, we outline that intensive advice-giving can be beneficial in improving the breadth of strategic change, but more so when these faultlines are weak and less so when they are strong. Notably we illuminate that the reverse happens in terms of speed of strategic change: intensive advice-giving can be detrimental engendering a further dampening of strategic change speed which is more pronounced when these faultlines are strong but less when they are weak.