让高增长行业起作用

本文强调了经济快速增长与高增长行业之间的强相关性 ,认为近几年的经济增长趋缓起因于高增长行业的“转换缺口” ,分析了高增长行业带动经济增长的结构和机制、高增长行业“起不来”的后果和原因 ,指出近一个时期我国经济增长的动力的结构性变化 ,应当加快发展导向的改革和政策调整 ,让高增长行业更好地发挥作用。     

中国管理学建构与演化——基于哲学四分法与管理文化结构的推演

按照事物存在与运行的"一分为四"法则,管理作为事物运动的形式是由分构运动、竞构运动、转化运动与整合运动所构成的。历史演进中的中国(管理)文化观是注重整体性、运行和合机制的合一观,欧美(管理)文化观是注重结构性、运行分竞机制的分构观。由欧美文化缘起,东西方文化融合的现代科学文化观与科学管理观是注重系统性、运行整分合机制的结构观。基于中国管理文化的存行结构和中国企业管理存行的现实,中国管理学应以管理过程结构观为核心理念,以管理过程"分竞转合"的四分法则为结构方法,以"和谐管理"的优先设计与能动演化为路径方法,来实现其在中国的建构和演化。     

中国可耗竭资源型企业转移行为的特征和趋势

本文基于企业战略管理和系统工程理论,从2000年-2009年我国境内可耗竭资源型企业转移的112个项目中提炼描述了企业转移的特征行为,分析揭示了可耗竭资源型企业转移行为的驱动因素,研究构建了可耗竭资源型企业转移行为的过程激励模型,同时开展了问卷调查和行为度量,进行了行为四分图及趋势面图分析。研究发现:(1)企业转移行为主要集中于"高成本-高收益转移行为"和"低成本-低收益转移行为";(2)发生频次较高的企业转移行为明显集中在收益较高、成本略高的区域,并且在成本相近的区域行为发生的频次有随收益提高而上升的趋势。     

South Korean women leaders’ struggles for a work and family balance

The purpose of this study was to explore the lived experience of women in leadership in Korea and to identify challenges and opportunities that they face in the process of balancing work and family life and developing leadership as women in the uniquely challenging Korean workplace where they face organizational and cultural constraints. Critical to this investigation was the understanding of concepts frequently represented in the previous literature about women in leadership: work–family life balance, women’s leadership development, and the cultural context. In-depth interviews were conducted with 18 women leaders selected through a purposeful and snowball sampling method. A thematic analysis of the interview data generated six themes including: (a) commitment to work, (b) struggles for a balance, (c) defining success, (d) gender identity, (e) being a role model, and (f) need for support. Based on the findings, we provide implications for research and practice.     

创业者个体学习、组织学习如何交互影响企业创新行为？——基于整合视角的纵向单案例研究

社会经济的不断发展促使分工愈发精细,对个人与组织间的技术隔离也愈加明显,亟待创业者个体及组织开展跨层次的交互学习以构建组织创新优势。基于此,本文援引学习理论与意义构建视角,从"行动"与"解释"出发,采用纵向单案例研究方法,基于"个体-组织"整合性分析框架,探究了不同创业阶段内跨层次行动主体间的学习互动模型,揭示了其对企业创新的影响路径。研究发现:创业者个体学习与组织学习间的互动,表现为渐变初期个体利用式学习经"自上而下"团队互动主导形成组织单环式行动;而在调整转变期,个体学习与组织学习发生交互影响,包含个体探索式学习经"横向协同式"团队互动主导形成组织双环式行动,以及组织双环式行动转换为单环式之后,经由持续反思与质询,刺激形成创业者个体利用式学习;最后,在发展突变期,个体利用式学习经"制度化统筹式"团队交互合作促成组织单环式行动,同时个体探索式学习经"跨越层次自主式"团队交互激活组织双环式学习。此外,在不同创业阶段,3种互动逻辑与意义构建框架下的创新决定机制呈现出以个体创意激发与扩散、信息整合与匹配以及平衡矛盾与冲突3种不同的影响路径展开的态势。本研究为创业学习理论和创业实践过程贡献了新的启示。     

带中途脱挂的干/支线两级运输网络牵引车调度优化

甩挂运输因牵引车与半挂车并行作业的高效性，在快递运输企业中逐渐得到应用。基于两级运输网络，本文提出"可中途脱挂"的甩挂运输新模式，同时，允许干/支线任务由同一台牵引车混合执行，构建了混合整数规划模型，并开发了混合模拟退火算法进行求解。在干/支线任务比例变化和任务总数变化两类仿真算例下，将本文的甩挂运输模式与"不可中途脱挂、干/支线任务混合执行"及"不可中途脱挂、干/支线任务分开执行"两种模式的总成本进行对比，验证了模型的有效性，体现出本文模式的显著优势及鲁棒性，并为快递运输企业的现实运营提供决策支持。     

基于绿色投资效率的港航供应链投资策略研究

在IMO环境政策约束日趋严格的背景下，绿色投资成为港航企业提升自身竞争优势的方式之一。本文以港口主导的供应链为研究对象，分析三种投资场景与不同成员投资的利益关系，即从绿色技术投资效率对港航供应链的成本效应、绿色技术投入效应、经济效应和市场效应等方面展开分析，最后分析不同投资策略对消费者剩余和社会福利的影响。研究表明：港口绿色技术投资在一定程度上会增加整体供应链的成本投入；当绿色技术投资效率逐步提高时，绿色投入水平不断下降，降低了绿色投入的成本，从而达到“投入高效率，投入水平低增长，整体收益高增长”的投资效果；无论是承运人或是港口进行绿色技术投入，均会增加市场的服务价格，相较于非绿色技术投入，绿色技术投入时会增加整体市场的需求数量；从消费者剩余的角度考虑，承运人绿色技术投入相较于港口绿色技术投入产生的消费者剩余大，也会在一定程度上减少因价格“传递效应”带来的不利影响；从社会福利的角度考虑，虽然绿色投资可能会降低社会福利，但承运人投资产生的社会福利优于港口绿色投资时产生的社会福利；从保护环境的角度，政府的政策制定具有较高的优先级，有助于提升环境收益。研究结果进一步丰富了港航企业绿色投资的研究成果，可为合理权衡绿色技术投资效率，为港口供应链成员的绿色投资决策提供一定的参考，对绿色港口供应链的良性发展具有一定的指导意义。     

Unpacking the Mechanism by which Corporate Responsibility Impacts Stakeholder Relationships

Most research on corporate responsibility (CR) has investigated CR from the perspective of organizations, often focusing on how organizations define, manage and implement CR to gain benefits or competitive advantage. The benefits of CR for organizations are, however, often said to be achieved through increased support of stakeholders. Despite this, limited attention has been given to understanding CR from the perspective of stakeholders and, in particular, the mechanism by which CR drives stakeholder support. This study addresses this deficit. Building on advances in the application of psychological theories to the field of management, the research develops and empirically tests a theoretical model of how CR‐related experiences and beliefs drive stakeholder trust and positive intent. The research is conducted with customers (n = 708) and employees (n = 359) of a service organization in the UK that introduced a range of CR‐related activities into their business. The findings contribute to literature by empirically demonstrating (a) the impact of CR‐related experiences on the development of beliefs about, and trust towards, the organization; (b) the importance of ‘others‐related’ CR experiences even in the presence of ‘self‐related’ CR experiences; and (c) the role of beliefs as partial mediators in how experiences of CR, both ‘self‐related’ and ‘others‐related’, translate into trust and positive intent.     

Breaking the trance

The father of hypnotherapy, Milton Erickson, insisted that trance was a fairly common state for individuals, one that we drop into many times a day without any help at all--not at all the sensational image we think of with the magician hypnotizing the audience volunteer, or the psychiatrist the patient. Trances have a number of things in common--they: (1) are an altered state of consciousness; (2) feel autonomous; (3) come packaged with any of a number of "Deep Trance Phenomena"; (4) tend to repeat; (5) are universal. Organizations have trances, too. They have autonomous states of mind, ways of thinking that seem to come from nowhere, that seem impossible to change. They have automatic behaviors--ways of meeting, building of bureaucratic structures, interactions between departments. If organizations had knees, we might call them "knee-jerk reactions." Or communal habits. Or organizational trances. If the trance is a harmful one, how can you loosen its grip? By building up parallel realities.     

Social networking and HRD

Social networking websites (SNSs) are becoming an increasingly predominant part of people’s daily lives, including working lives. Yet, very little academic research has been conducted on this influential social phenomenon from en employment perspective. This exploratory study examines the impact of SNSs on human resourcing (HR) through interviews with eight employees and three HR professionals to gain their views and experiences of SNS in the workplace. Key findings include how potential applicants are suspicious of the legitimacy of job advertisements seen on SNSs; managing the use of SNSs is increasingly difficult for organisations due to SNSs being widely available on mobile phones; disciplinary action is being brought against employees who are using SNSs inappropriately; and training sessions for employees regarding the use of SNSs significantly reduce inappropriate use of SNSs. Implications for further research and practice are considered.     

港口管理与运营: 新兴研究热点及其进展

中国已经成为世界最大的集装箱集疏地.随着建设"新丝绸之路经济带"和"21世纪海上丝绸之路"(简称"一带一路")国家战略的提出,中国港口迎来了新的发展机遇.港口管理和运营涉及单一港口维度一个或者多个资源的运作优化问题,港口群维度港口之间的协作行为和机制问题,海运供应链维度港口与主要利益相关者之间的协作行为和机制问题等.文章介绍了中国港口在国际海运物流中的重要地位以及全面梳理了近年来港口管理与运营相关问题的研究进展;基于国内外学者已取得的最新研究成果,结合中国本土实践情境,文章指出当今的研究空白,从新的研究视角出发详细介绍了潜在的研究热点问题,分析了相关领域研究的必要性和迫切性.     

势科学视域中管理系统的逻辑机制——从整体直觉到逻辑演绎的中国管理学研究

建立管理科学的中国学派需要2个必要条件:①抽象出的管理概念必须具有中国文化整体性直觉的"元素";②其管理概念必须具有科学的逻辑内涵。"势"作为一个管理概念正是二者兼备:首先,"势"是中国传统文化整体性直觉的概念;其次,势=差别÷距离=差别×联系,因而,势=梯度=斜率=导数=比例。势科学理论的意义不仅在逻辑层面上将自然科学与社会科学真正统一起来,而且从根本上揭示了信息化时代创新、创业及组织和个人成长的动力机制。在势科学的视域中,沟通是对组织求导,激励是对个人求导,经营是对市场求导,决策是对路径变分。探讨阐述了管理领域中各种理论和方法与势科学理论的内在联系。     

Investor response to appointment of female CEOs and CFOs

We study the impact of appointing women to top executive positions from an investor perspective. We analyze whether shareholders value announcement of appointment of women to top positions differently than they do appointment of men. This study uses an international sample of 100 announcements of top executive appointments of women who replace men and investigates how shareholders respond to such appointments. This research combines an event study with a matched pair analysis to compare the response from investors regarding appointment of female versus male CEOs and CFOs. We establish that investors do not seem to value appointment of women significantly differently from that of men. This finding suggests that, from the investor perspective, there appears to be no business case for a particular gender when it comes to appointing a CEO or CFO.     

"Conflict management" and "conflict resolution" are not synonymous terms

Robbins sees functional conflict as an absolute necessity within organizations and explicitly encourages it. He explains: "Survival can result only when an organization is able to adapt to constant changes in the environment. Adaption is possible only through change, and change is stimulated by conflict." Robbins cites evidence indicating that conflict can be related to increased productivity and that critical thinking encourages well-developed decisions. He admits, however, that not all conflicts are good for the organization. Their functional or dysfunctional nature is determined by the impact of the conflict on the objectives of the organization. The author identifies several factors underlying the need for conflict stimulation: (1) managers who are surrounded by "yes men"; (2) subordinates who are afraid to admit ignorance or uncertainty; (3) decision-makers' excessive concern about hurting the feelings of others; or (4) an environment where new ideas are slow in coming forth. He suggests techniques for stimulating conflict; manipulating the communication channels (i.e., repression of information); changing the organizational structure (i.e., changes in size or position); and altering personal behavior factors (i.e., role incongruence). Robbins stresses that the actual method to be used in either resolving or stimulating conflict must be appropriate to the situation.     

Understanding Knowledge Management in Public Organizations through the Organizational Knowing Perspective: a Systematic Literature Review and Bibliometric Analysis

Public Organization Review - This study aims to explore the phenomenon of KM within public organizations through the ‘organizational knowing’ perspective. It was conducted a systematic...     

Incorporating multiple levels of analysis into occupational stress research

In recent years, more and more research in the organizational sciences has incorporated a multiple levels of analysis perspective (e.g. individual, group and organizational) into models of organizational behaviour. The study of occupational stress, however, has continued to focus almost exclusively on the individual level of analysis. In this paper, the authors contend that incorporating a multi-level perspective in the study of occupational stress has theoretical as well as practical value. The authors illustrate their position using results from an occupational stress research programme conducted by the Walter Reed Army Institute of Research.     

管理者风险态度对系统能力受损后的应急采购决策影响研究

通信、电力和石化等大型运作系统核心能力受损后的应急期间内,管理者并非遵循风险规避的准则进行决策,为降低应急管理的成本,管理者是否应该采取激进或者保守的态度？为验证该观点,本文在文献[3]研究的基础上进行了拓展,在伙伴企业应急期间提供快速和正常两种能力支援的情境下,将管理者风险态度引入能力应急采购的决策问题。通过理论证明和数值仿真,本文得到了3个有益的应急管理结论:管理者的风险态度并不是越激进越好,"极端事件下采取双源供应"并非最优选择,应急期间管理者应首要考虑获得伙伴企业的能力恢复技术支援。     

Reciprocal interactions between group perceptions of leader charisma and group mood through mood contagion

Departing from the static perspective of leader charisma that prevails in the literature, we propose a dynamic perspective of charismatic leadership in which group perceptions of leader charisma influence and are influenced by group mood. Based on a longitudinal experimental study conducted for 3 weeks involving 116 intact, self-managing student groups, we found that T1 group perceptions of leader charisma mediate the effect of leader trait expressivity on T2 positive and negative group moods. T2 positive and negative group moods influence T3 distal charisma perceptions by affecting T2 proximal perceptions of leader effectiveness. The current findings offer critical insights into (a) the reciprocal relationship between group perceptions of leader charisma and group mood, (b) the dynamic and transient nature of group perceptions of leader charisma, (c) the importance of understanding negative mood in charismatic leadership, and (d) the mechanism through which charismatic leadership perceptions can be formed and sustained over time.     

复杂供应链网络视域下关系资本对供应链融资作用机制研究--有调节的多重中介效应模型构建与检验

从复杂供应链网络的视角出发,以供应链网络内各节点中小企业为研究对象,依照"资源-结构-行为-绩效"的思路,揭示供应链网络内中小企业积累的关系资本对提升其供应链融资获取频率的作用机制,并通过构建多群组SEM模型,验证供应链复杂性的潜在调节效应。结果显示:(1)中小企业积累的关系资本对供应链融资频率的提升有显著的促进作用;(2)对比"关系资本-供应链设计-供应链融资"与"关系资本-供应链整合-供应链融资"的拟合结果发现,两个特定变量的中介效应具有显著差异,且以供应链设计、整合为连续中介变量的多重链式中介效应模型成立;(3)供应链复杂性显著调节中小企业关系资本对供应链融资的转化机制链条,供应链复杂性越高,节点中小企业获取供应链融资更依赖"关系资本-供应链设计-供应链整合-供应链融资"的多重链式传导机制传导。这意味着,在复杂供应链网络当中,中小企业一方面需要提升自身关系资本积累,另一方面更要加强其在网络当中的位置优化,提升供应链整合水平,为获取更多供应链融资打下坚实基础。     

面向灾害应急物资需求的灰色异构数据预测建模方法

多源信息集结对提高自然灾害环境下统计数据可信度具有重要作用,但信息渠道的多源性极易导致集结信息数据类型不一致、不兼容,形成灰色异构数据序列。本文应用灰色系统建模技术对灰色异构数据预测建模方法展开研究,首先,基于"核"和"灰度"对灰色异构数据进行规范化处理;然后,建立灰色异构数据"核"序列的DGM(1,1)模型,并以"核"为基础,根据灰度不减公理,以灰色异构数据序列中最大灰度值所对应的信息域作为预测结果之信息域,推导并构建了灰色异构数据预测模型;最后,将该模型应用于某地震帐篷需求量的预测。本文研究成果将传统灰色模拟及预测模型建模对象从"同质数据"拓展至"异构数据",对丰富与完善灰色模拟及预测模型理论体系,提高自然灾害救援效率具有积极意义。