工资指导线制度影响因素研究——宏观经济分析视角

基于宏观经济分析视角,梳理 2003年～2009 年公布的北京、深圳、上海等8个城市年度工资指导线和各类宏观经济变量,使用两阶段最小二乘法进行回归分析和相关分析,探讨宏观经济变量中国内生产总值、生产者物价指数、消费者物价指数、社会劳动生产率对各地区制定工资指导线的影响程度和影响方式.研究结果表明,各类宏观经济变量都对工资指导线预警线的制定产生相应影响,其中物价指数在最大程度上影响工资指导线预警线的制定,国内生产总值次之,而对工资指导线基准线影响比较大的是物价指数的增长率、生产者物价指数的增长率和社会劳动生产率.     

浅谈现代内部审计的职能

内部审计是我国社会主义审计体系的重要组成部分,随着社会经济的迅速发展和市场竞争的日益激烈,内部审计在企业中的地位显得越来越重要.本文分析了内部审计职能的演变过程.借鉴相关学者的看法,对现代内部审计职能提出了自己的观点.     

组织支持视角下领导—下属交换关系感知匹配的形成机制研究

领导—下属交换关系的感知匹配存在双方融洽型、领导高估型、下属高估型和双方冷漠型四种形态.领导给予下属的支持越高,双方关系的质量将越高;同样,下属觉察到来自领导支持越高,也越容易促进双方关系的融洽.本研究收集了来自长三角地区企业252对领导—下属配对样本,运用多元Logistic回归分析方法.结果证明了支持性人力资源实践、领导支持感,以及二者的交互作用都显著影响领导—下属交换关系的感知匹配.     

Outsourcing Functions to Economic Development Corporations: Exploring the Perceptions of Officials in Ontario, Canada

In some communities in the Province of Ontario, Canada, economic development functions have been outsourced from departments within the city structure to external organizations such as economic development corporations (EDCs). This study takes an in-depth look at the activities of EDCs, with a focus on the rationale for outsourcing, EDCs’ policies and strategies, cooperative efforts, and the challenges EDCs face. The paper is based on extensive interviews with 21 CEOs/presidents of these corporations. The findings indicate that EDCs are typically private–public partnerships that exist at local and regional levels, that this approach is part of a comprehensive strategy to deal with the changing field of economic development and the uncertain global economy.     

The View from the Top: Senior Executives' Perceptions of Changing Management Practices in UK Companies1

There is a growing literature which suggests that the 1980s witnessed significant, even unprecedented changes in the management of organizations. This paper contributes to that literature by providing questionnaire and interview-based evidence of senior managers' perceptions of recent changes in management practice in large and medium-sized firms in the UK. The findings cover three main areas: the changing context of management practice; change initiatives in the areas of human resource management (HRM) and management levels; and the degree of success in managing change. Our findings suggest that senior managers perceive rapid and continuous change within the UK corporate sector. We conclude by suggesting that the changes reported appear to be of degree rather than a radical break with past management practices and that inconsistent means of facilitating change are seemingly being deployed.     

Informal Mentoring at Work: A Review and Suggestions for Future Research

This paper reviews the literature on informal mentoring at work. Based on two basic premises of interpersonal relationships, it discusses four promising areas in current mentoring research that could be cultivated further by future research. The first premise that we hold is that relationships never exist in a vacuum. Traditionally, however, mentoring literature has often overlooked the context of mentoring. We propose that the developmental network approach can be further extended to gather more insight into the interplay between mentoring dyads and their context. Also, mentoring literature could pay more attention to temporal influences in mentoring studies. The second premise that is applied is that relationships are not only instrumental in nature. However, mentoring research to date has mostly applied a one‐sided and transactional view to mentoring. Relational mentoring theory could be helpful in examining relational motivations of both members. Also, mentoring literature can achieve more explanatory power by examining the underlying mechanisms of mentoring, next to social exchange principles, that cause these developmental changes. In summary, in each of these four research areas, we identify and discuss fundamental questions and developments in research that can advance mentoring theory and practice.     

Studying the Accuracy of Managers' Perceptions: A Research Odyssey

Much organizational activity and academic research relies on the accuracy of managers' perceptions. However, few studies have assessed the accuracy of managerial perceptions, and these studies indicate that managers' perceptions are often very inaccurate. This article discusses an odyssey into the study of managerial perceptions spanning two decades and two empirical studies. It depicts the evolution of research questions, samples, study designs, problems with such research and inferences drawn. It also identifies some errors that tend to be especially large and suggests some corrective actions. These corrective actions include using education and training to inform managers about organizational and environmental properties, exploiting improved technology, helping organizations to identify and correct misperceptions and designing robust organizations that can tolerate misperceptions.     

Perceptions of demotion decisions: A social capital perspective

This article examines how demotees and co-workers understand involuntary demotion decisions, using a social capital lens. Drawing on data based on semi-structured in-depth interviews from 23 demotees and 46 co-workers (two co-workers of each demoted worker), we find that the likelihood of being demoted is determined by several factors. The personal characteristics of the demotee influence three aspects of social capital: 1) the quality of the employee-management relationship, 2) the ability to socialise with other organizational members and 3) visibility in the organization. Our findings contribute to the relational embeddedness perspective of social capital as well the growing body of literature on the dark side of social capital in organizations by showing how a lack of social capital impacts on demotion decisions. Relevant implications for organizations and HR practitioners for utilizing demotion as a HR tool are discussed.     

An Ecological Systems Perspective on Mentoring at Work: A Review and Future Prospects

After nearly 30 years as a subject of inquiry, mentoring remains a mainstay in the organizational literature, as relationships are arguably more important than ever to employees' personal and career growth. In this paper, we take an ecological perspective to situate and review topical areas of the literature with the intention of enhancing our understanding of how mentoring outcomes for protégés and mentors are determined not only by individual differences (e.g., personality) and dyadic factors (e.g., the quality of a relationship)—both of which represent the most frequently examined levels of analyses—but also the influences of the people from various social spheres comprising their developmental network, the larger organization of which they are a part, and macrosystem factors (e.g., technological shifts, globalization) that enable, constrain, or shape mentoring and other developmental relationships. Our review examines multi-level influences that shape mentoring outcomes, and brings into focus how the study of mentoring can be advanced by research at the network, organizational, and macrosystem levels. To help guide future research efforts, we assert that adult development and relational schema theories, Positive Organizational Scholarship, a social network perspective, signaling theory, and institutional theories can help to address emerging and unanswered questions at each ecological level.     

Values and Risk Perceptions: A Cross‐Cultural Examination

This article examines the relationship between values and risk perceptions regarding terror attacks. The participants in the study are university students from Turkey (n = 536) and Israel (n = 298). Schwartz value theory (1992, 1994) is applied to conceptualize and measure values. Cognitive (perceived likelihood and perceived severity) and emotional (fear, helplessness, anger, distress, insecurity, hopelessness, sadness, and anxiety) responses about the potential of (i) being personally exposed to a terror attack, and (ii) a terror attack that may occur in one's country are assessed to measure risk perceptions. Comparison of the two groups suggests that the Turkish participants are significantly more emotional about terror risks than the Israeli respondents. Both groups perceive the risk of a terror attack that may occur in their country more likely than the risk of being personally exposed to a terror attack. No significant differences are found in emotional representations and perceived severity ratings regarding these risks. Results provide support for the existence of a link between values and risk perceptions of terror attacks. In both countries, self‐direction values are negatively related to emotional representations, whereas security values are positively correlated with emotions; hedonism and stimulation values are negatively related to perceived likelihood. Current findings are discussed in relation to previous results, theoretical approaches (the social amplification of risk framework and cultural theory of risk), and practical implications (increasing community support for a course of action, training programs for risk communicators).     

Public Perceptions of Everyday Food Hazards: A Psychometric Study

In this paper, we discuss the conduct and results of a study aimed at eliciting public perceptions of food-related hazards. This study employs the psychometric approach of Paul Slovic and colleagues and aims to extend the recent work of Sparks and Shepherd⁽¹⁾ on defining the primary dimensions of food-related risk perceptions. The study surveyed a nationally representative sample of the general public (respondents = 293; adjusted response rate = 30.1%). Respondents provided ratings on subsets of 22 potential food hazards (e.g., food irradiation and presence of listeria) on a total of 19 risk characteristics (e.g., "perceived severity of risk" and "adequacy of governmental regulations"). In spite of the use of a number of new characteristics and food hazards, Principal Components Analysis revealed a broadly similar factor structure to that obtained by Sparks and Shepherd,⁽¹⁾ suggesting the generalizability of the key dimensions (concerning the severity and awareness of hazards). Interestingly, the positioning in the factor space of potential hazards about which little was generally known (e.g., campylobacter) as being serious and in need of regulation, may suggest a possible "starting position" in the perception of new hazards that have not previously been the subject of risk communications.     

Ecological Risks and Community Perceptions of Fairness and Justice: A Cross-Cultural Model

Intergenerational justice is implicit in international commitments to sustainability. If ecological, economic, and social components of sustainability are to be achieved, there is a necessity for intergenerational justice considerations to be included in decision making. The present generation's risk judgments should include consideration of the possible outcomes for their children. But intergenerational issues cannot be considered in isolation from other current risk and fairness concerns. This article reports on a community-based integrative model that describes justice and other attitudes and motivations that determine community and individual proenvironmental behavior in two nations: Germany and Australia. This model can account for a considerable amount of the variance in political compliance as well as various proenvironmental behaviors. Group or individual self-interests have nearly no effects on global protective behavior. It is shown that universal as well as contextual principles, including distributive (within or between generations), procedural, and interactive justice, play a crucial role in fairness judgments. Other principles are also taken into account, such as efficiency, environmental rights, and rights to economic welfare. The results are discussed in relation to the importance of complex community fairness judgments in predicting and evaluating acceptance of political decisions, and for promoting proenvironmental behavior.     

Managers' Perceptions of their Identity: A Comparative Study between the Czech Republic and Britain

After a period of more that 40 years of Communism, the Czech Republic is in the midst of an economic transformation. One aspect of this transformation is the development of a new managerial ethos, important to manage the current infrastructural changes and ensure that Czech organizations are able to compete in international markets.
This paper reports research that examines what Czech managers think about themselves and their roles, and contrasts these perceptions with those of their British counterparts. Many of the concepts and development approaches being applied in the Czech Republic are closely related to concepts and development approaches in the West and have often been accepted unchallenged even though they are being applied in very different circumstances. The focus of this research was to understand how Czech and British managers view their jobs; how their different views relate to the techniques and approaches they adopt. The method chosen was discourse analysis applied to responses from a questionnaire, interviews and repertory grid technique. Using this approach a very different kind of understanding was gained in the way Czech managers think about management than has hitherto been assumed.
The research takes a matched group of Czech and British managers and contrasts their respective views. Our findings give important new insights for management and management development practice for both the Czech Republic and Great Britain.     

Mistaken Perceptions: Cases and Consequences

Mezias and Starbuck (2003) review previous work and report striking new evidence indicating that managers can be quite mistaken in their perceptions regarding some matters, even matters quite close to their jobs. This is reminiscent of much evidence on politicians and ordinary citizens that generally show a weak grip on basic facts. In assessing how much difference this weakness makes, it is useful to distinguish among four perspectives on managers as: (i) informants for academic research; (ii) performers of their normal work; (iii) problem-solvers in novel situations; (iv) strategic thinkers. Mezias and Starbuck's results suggest a negative assessment on (i) and (iii), but are less clearly relevant on (ii); some open questions regarding (iv) are put forward.     

Perceptions of Civil Servants Toward Privatization and Development: A New Exploratory Study

This study examines the perceptions of civil servants towards privatization with respect to national development. Using case studies and official interview data, it also examines the efficacy and effectiveness of privatization programs in a developing country, Bangladesh. The study rejects the conventional beliefs about the role of bureaucracies as anti-privatization by revealing that civil servants of Bangladesh have positive perceptions towards privatization with respect to national development. The study, however, finds no significant differences in the perceptions of different levels of civil servants towards privatization with respect to national development; they all share a common goal. Research demonstrates that civil servants generally believe that privatization positively affects economic, social, political and administrative development, although it negatively affects equity, fairness and social justice issues by widening the gap between the rich and the poor. Additionally, the study demonstrates that privatization is not conducive to employee empowerment.

LinkIT: A Ludic Elicitation Game for Eliciting Risk Perceptions

The mental models approach, a leading strategy to develop risk communications, involves a time‐ and labor‐intensive interview process and a lengthy questionnaire to elicit group‐level risk perceptions. We propose that a similarity ratings approach for structural knowledge elicitation can be adopted to assist the risk mental models approach. The LinkIT game, inspired by games with a purpose (GWAP) technology, is a ludic elicitation tool designed to elicit group understanding of the relations between risk factors in a more enjoyable and productive manner when compared to traditional approaches. That is, consistent with the idea of ludic elicitation, LinkIT was designed to make the elicitation process fun and enjoyable in the hopes of increasing participation and data quality in risk studies. Like the mental models approach, the group mental model obtained via the LinkIT game can hence be generated and represented in a form of influence diagrams. In order to examine the external validity of LinkIT, we conducted a study to compare its performance with respect to a more conventional questionnaire‐driven approach. Data analysis results conclude that the two group mental models elicited from the two approaches are similar to an extent. Yet, LinkIT was more productive and enjoyable than the questionnaire. However, participants commented that the current game has some usability concerns. This presentation summarizes the design and evaluation of the LinkIT game and suggests areas for future work.     

Linear and Nonlinear Valence Functions: A Behavioral Decision-Making Assessment

In Vroom's [45] original formulation of expectancy theory, the relationship between affect and perceived instrumentality was assumed to be linear. Others have suggested that such a relationship may be better modeled by a nonlinear, utility-type function [30]. The current research contrasts the predictive ability of two linear and four nonlinear functions. Using four levels of McClelland's [26] needs for achievement, affiliation, and power as instrumentalities, 101 subjects provided more than 12,900 decisions on the valences of jobs in a behavioral decision-making experiment. Nearly 40 percent of the subjects exhibited nonlinear valence functions. The results emphasize the need to specify the appropriate functional form of the valence component to enhance predictive accuracy and to prevent misspecification problems.     

A Quantitative Test of the Cultural Theory of Risk Perceptions: Comparison with the Psychometric Paradigm

This paper seeks to compare two frameworks which have been proposed to explain risk perceptions, namely, cultural theory and the psychometric paradigm. A structured questionnaire which incorporated elements from both approaches was administered to 129 residents of Norwich, England. The qualitative risk characteristics generated by the psychometric paradigm explained a far greater proportion of the variance in risk perceptions than cultural biases, though it should be borne in mind that the qualitative characteristics refer directly to risks whereas cultural biases are much more distant variables. Correlations between cultural biases and risk perceptions were very low, but the key point was that each cultural bias was associated with concern about distinct types of risks and that the pattern of responses was compatible with that predicted by cultural theory. The cultural approach also provided indicators for underlying beliefs regarding trust and the environment; beliefs which were consistent within each world view but divergent between them. An important drawback, however, was that the psychometric questionnaire could only allocate 32% of the respondents unequivocally to one of the four cultural types. The rest of the sample expressed several cultural biases simultaneously, or none at all. Cultural biases are therefore probably best interpreted as four extreme world views, and a mixture of qualitative and quantitative research methodologies would generate better insights into who might defend these views in what circumstances, whether there are only four mutually exclusive world views or not, and how these views are related to patterns of social solidarity, and judgments on institutional trust.     

Assessing Perceptions of Synergistic Health Risk: A Comparison of Two Scales

Two approaches to measuring perceptions of synergistic risk were compared, one using the traditional Likert scale, the other using an anchored, relative scale. Perception of synergistic risk was defined as rating the combined hazard as more risky than each of its constituent single hazards. In a within-subjects design, a convenience sample from the community (N= 604) rated three hazard combinations and their constituents: Driving while Intoxicated (familiar, high synergy), Radon and Smoking (unfamiliar, high synergy), and Smoking and Driving (familiar, low synergy), on both scales. The relative scale was expected to be a more sensitive measure of synergy than the Likert scale. The effects of item order (single hazards rated first versus combined hazards rated first) were examined between subjects. Driving while Intoxicated was perceived by the large majority of participants as a synergistic risk on both scales, but neither of the other two combined hazards were rated synergistically on either scale. The relative scale demonstrated a slight advantage over the Likert scale, and presenting the single hazards first for the relative scale produced more synergistic ratings. It is recommended that anchored, relative scales be used to measure synergy and that single hazards be presented prior to the combined hazards when using relative scales.     

Mentoring relationships: implications for practitioners and suggestions for future research

This review of the literature is intended to help HRD practitioners facilitate healthy mentoring relationships and better address potentially negative functions or outcomes of the mentoring process within their own organizations. This work provides a review of the social learning processes that play a role in mentoring relationships. In addition, it reviews the functions and outcomes of mentoring for individuals and organizations, as well as the characteristics of good mentors and the influence mentors have upon career choice. Finally, the implications for mentoring relationships among individuals with disabilities, minorities and women are briefly reviewed in order to provide practitioners with a sense of the breadth of individuals who may benefit from well-planned or well-implemented mentoring. This article concludes with critical comments on the current state of mentoring research. Suggestions are made for future research in order to stimulate greater study into certain aspects of mentoring.