提高员工工作满意度机制的系统分析:和谐管理理论的启示与价值

在企业经营管理实践中,如何提高员工的工作满意度是企业激励员工、进行有效的人力资源管理、保证企业长远发展的关键问题。针对这一问题,本文在回顾和分析现有关于工作满意度理论和实践的基础上,利用和谐管理理论提供的复杂管理问题的解决之道,即主题导向下的双规则互动耦合思路对于解决该问题的有益启示和帮助,结合某设计院提高员工工作满意度的实践,从优化完善相关制度与机制、营造能充分发挥员工能动性的工作氛围,以及围绕提高工作满意度这一主题的整合三个方面形成有机系统,从而构建了基于和谐管理理论的提高工作满意度的管理体系,为这一问题的解决提供了新的思路。     

The integration of TQM and technology/R&D management in determining quality and innovation performance

This paper presents an empirical study which examines the co-alignment between Total Quality Management (TQM) and technology/research and development (R&D) management in predicting organizational performance in terms of quality and innovation. This study improves our understanding of the relationship between TQM and innovation based on the following two major issues. First, this study contributes to the understanding of the co-alignment between TQM and technology management along with R&D management by bridging the gap between the two areas which are often addressed in a separate fashion. Second, this study also examines the impact of the integration between TQM and technology/R&D on quality and innovation performance which have been considered as the primary sources of a competitive advantage. The empirical data was drawn from 194 Australian organizations and analyzed using the Structural Equation Modeling (SEM) technique. The findings indicate that TQM shows a strong predictive power against quality performance but no significant relationship against innovation performance. On the other hand, technology and R&D management shows a significant relationship with quality performance but at a lower level than that of TQM, and shows much stronger relationship with innovation performance. In addition, there is strong and positive correlation between TQM and technology/R&D management. The major implication of this study is that technology/R&D management is an appropriate resource to be used in harmony with TQM to enhance organizational performance, particularly innovation.     

Coaching für Führungskräfte im Krankenhaus Baustein einer Strategie zum Total Quality Management

Coaching of managers in hospitals as component of a total quality management strategy The author delineates the changed conditions of hospitals at the beginning of the new millenium. In order to be up to date with the growing challenges and the need for change a Total Quality Management (TQM) is necessary. This TQM sees the satisfaction of clients and of employees as crucial for all reorganization processes. The realization in everyday hospital life requires a total personnel development concept, with special regard to the managers and their specific needs for support by supervisors resp. coaches.     

Improving Expatriation Success: The Roles of Regulatory Focus and Burnout

The study empirically and theoretically contributes to the human resource management discipline by developing and testing a cohesive model drawing on the pertinent literature from expatriate management, burnout and regulatory focus theory. Drawing on data from 233 expatriate managers, the study aims to examine the relationships between expatriate adjustment and the outcomes of job satisfaction and withdrawal cognitions via expatriate burnout. Specifically, the findings reveal that (a) higher levels of both work adjustment and interaction adjustment lead to reduced expatriate burnout, with the former having a greater effect on burnout than the latter; (b) burnout serves as a full mediator between work adjustment and withdrawal cognitions, and a partial mediator between work adjustment and job satisfaction; and (c) regulatory focus serves to moderate expatriate adjustment–outcome consequences, i.e. promotion‐focused (as opposed to prevention‐focused) expatriates demonstrate a stronger burnout–job satisfaction relationship. Several implications are extracted from the study for regulatory theory, burnout and expatriation management practices as well as suggested avenues for future research.     

Target Reputation and Appropriability: Picking and Deploying Resources in Acquisitions

This study explores sources of acquirer satisfaction and achievement of strategic objectives following acquisitions. We develop two sets of factors based on picking and deploying target resources that we expect will affect these outcomes, and consider how the two interact. We find that target reputation is consistently related to desirable acquisition outcomes. In particular, product quality and financial reputation positively affect satisfaction; product quality is a strong predictor of achieving market-based objectives; and management and product reputation facilitate learning. Retaining top management after the transaction is also positively related to satisfaction. We support and extend the theory of relative standing—target executives are retained to a greater degree when management reputation is strong, and this leads to better outcomes for acquirers. Other deployment effects vary depending on the outcome and the strength of the acquired resource.     

全球化挑战与管理变革——第6届管理国际大会综述

简要介绍了第6届管理国际大会的概况,并以物流与运作管理,信息管理与电子商务,决策与优化,战略管理,营销管理,人力资源与组织行为学,财会与金融,宏观管理、政策与创新管理8个专题简要介绍了学术交流的内容。     

面向中国管理实践的组织与人力资源管理:反思与探索——首届“中国人力资源管理论坛(2012)”观点评述

全球化和知识经济时代动荡复杂的环境,对中国企业的组织形态和人力资源管理模式形成了严峻挑战。同时,近年来主流西方管理理论在中国遭遇的"水土不服",也需要中国管理学界在深刻反思的基础上积极探索中国式管理之路。基于对组织和人力资源管理领域回应现实课题和理论创新的双重要求,2012年5月26～27日在南开大学商学院召开的首届"中国人力资源管理论坛(2012):组织创新与人力资源管理变革"学术研讨会上,与会学者就中国人力资源管理的挑战和学科建设方向、人力资源管理研究的方法论、战略人力资源管理、组织行为与领导力、组织学习与变革等专题进行了深入研讨。鉴于此,在介绍诸多学术观点的基础上,对相关问题进行简要评述。     

A Behavior Analysis of Individuals' Use of the Fairness Heuristic When Interacting With Groups and Organizations

The Response Deprivation Model states that any behavior in an organism’s repertoire can serve as a reinforcer if access to that behavior is restricted. A deprivation contingency requires the organism to engage more in the target behavior in order to obtain access to the restricted behavior. This model replaces the limited and sometimes incorrect Premack Principle. By applying this model to Organizational Behavior Management, businesses can increase workers’ productivity by restricting their access to certain tasks. The reviewed studies include applications to sales and quality management. The relative paucity of current applications in Organizational Behavior Management, possible reasons for this, and solutions are discussed.     

管理心态的初步研究及其思考

管理心态是个体在人际交互作用活动中对待自我和他人的认知与情感结构。作为管理者素质的重要组成部分,个体心态是制约其管理绩效的根本性因素之一。本文在一项初步调研的基础上,分析了管理心态的表现特点,并提出了相关的调控策略。     

边界人员角色模糊及其结果:管理控制及其与角色导向匹配的作用

不同于以往研究的企业内部视角,本文聚焦于渠道关系中边界人员的角色模糊问题,实证检验了不同管理控制方式及其与边界人员角色导向的匹配对边界人员角色模糊感知的影响,同时检验了边界人员角色模糊对工作绩效和关系满意的影响。研究发现,结果控制与行为控制都会减少边界人员角色模糊。管理者的结果控制与朋友角色导向的边界人员相匹配,有利于减少角色模糊。角色模糊不利于提升边界人员的工作绩效和关系满意。在此基础上,对研究结果及理论意义进行了讨论,并给出相应的管理建议和未来研究方向。     

Giddens’ structuration theory and its implications for management accounting research

The purpose of this essay is to briefly review the pillars and the rationale of Giddens’ theory of structuration, and offer a snapshot of the impact of these ideas on research in management accounting. Conceptualised as a way of making sense of social life, structuration theory represents a sensitizing device for researchers, which has be drawn upon “in a selective way in thinking about research questions or interpreting findings” (Giddens, Modernity and self-identity: Self and society in the late modern age, 1991). In the following pages the duality of structure, the modalities of structuration, the concept of double positioning, the theory of the subject as well as concepts such as ontological security, routines or trust will be reviewed as essential elements of a vocabulary originally framed within Giddens’ The constitution of society (1984). The essay ends sketching the work of Macintosh and Scapens (Management accounting and control systems—an organisational and behavioural approach, 1990), who broke new ground to interpret management accounting systems in light of structuration theory terms and concepts, as well as some of the more recent works in accounting that have built on Giddens’ latest ideas on the The Consequences of Modernity (1990).

The Moderating Effects of National Age Stereotyping on the Relationships between Job Satisfaction and its Determinants: A Study of Older Workers across 26 Countries

This research explores how national age stereotypes impact older workers' job‐related perceptions by examining probability based samples across 26 countries taken from the European Social Survey. Multilevel data analysis was undertaken. Results show that, at the individual level, both extrinsic rewards and intrinsic rewards directly impact older workers' job satisfaction. At the country level, significant variations are found in the relationships between job satisfaction and related rewards for older workers across the 26 countries. Society's stereotypical views towards older people explained some of these cross‐country variations. This study contributes to extant literature by explicating the process by which society's age stereotypes and the meta‐stereotypes held by older workers affect how these workers make sense and take meaning out of their job‐related circumstances leading to enhanced or diminished job satisfaction. Implications highlight the need for management to be vigilant in identifying and dealing with age stereotypes in the workplace. Furthermore, managers need to be more aware of the potential harmful consequences arising from negative meta‐stereotypes and should implement strategies to tackle workplace stereotypes that would lead to negative meta‐stereotypes held by older workers.     

网上交易服务质量四维度对顾客满意及忠诚度影响的实证分析

一般研究认为,网上购物的忠诚度比传统行业低。究其原因,除了产品本身的质量因素外,网上交易的服务质量也是一个非常关键的因素。本文基于Parasuraman的E-S-QUAL量表将网上交易服务质量从有效性、履约性、系统可用性和私密性四个维度来进行分析。在此基础上,采用了基于PLS统计分析方法的结构方程模型,探索网上交易服务质量四维度对顾客满意及服务忠诚度的影响情况。本研究很好地揭示中国消费者特殊的网上交易心理与行为,研究成果对网络销售企业具有一定参考价值。     

Coaching als Instrument der Personalentwicklung in einem Handwerksbetrieb

The authors present a case study of a coaching process in an enterprise of handicraft. In human resource management, coaching supports communication in the workplace and thus enhances workplace satisfaction. Moreover, coaching has been proven to positively reinforce employer branding (corporate culture, work quality, job satisfaction, ??psychological contracts??, etc.) and increases the general attractiveness of the employer: ??We offer staff development and coaching, we take our employees and management staff seriously.??     

A process model of establishing knowledge management: Insights from a longitudinal field study

This paper contributes to the discussion on how to manage knowledge in organizations. Taking a perspective which acknowledges the importance of, but does not privilege, IT as the decisive element, it reports the results of a study investigating the process of establishing as opposed to conducting knowledge management. Based on a grounded theory approach to the analysis of the empirical data, a model of establishing knowledge management in organizations is developed. The model emphasizes how the organizational members make sense of the action and behavior of management, and how this understanding influences their own perceptions and actions in the process of establishing knowledge management. This leads to an understanding of knowledge management as an autonomous venturing process. The model is then used to suggest an explanation of why establishing knowledge management was not successful in the case which was investigated. Conclusions are provided on how the model can be further exploited for studying and improving the practice of knowledge management.     

The Impact of Quality Management Practices on Performance and Competitive Advantage

As decision makers become more involved in implementing Total Quality Management, questions are raised about which management practices should be emphasized. In this exploratory investigation of the relationship of specific quality management practices to quality performance, a framework was constructed. It focuses on both core quality management practices and on the infrastructure that creates an environment supportive of their use. In addition, it incorporates two measures of quality performance and their role in establishing and sustaining a competitive advantage. Path analysis was used to test the proposed model, with multiple regression analysis determining the path coefficients, which were decomposed into their various effects. Weak linkages were eliminated. The trimmed model indicated that perceived quality market outcomes were primarily related to statistical control/feedback and the product design process, while the internal measure of percent that passed final inspection without requiring rework was strongly related to process flow management and to statistical control/feedback, to a lesser extent. Both measures of quality performance were related to competitive advantage. Important infrastructure components included top management support and workforce management. Supplier relationships and work attitudes were also related to some of the core quality practices and quality performance measures. The results were interpreted in light of Hill's concept of order winners and order qualifiers and Garvin's eight dimensions of quality. They indicate that different core quality management practices lead to success in different dimensions of quality, and that those dimensions function differently as order winners and order qualifiers.     

An Investigation of Equity as a Determinant of User Information Satisfaction

This paper reviews equity theory and proposes that perceived inequity in the allocation of management information systems (MIS) resources is likely to influence overall user information satisfaction (UIS). Therefore, in addition to currently identified factors such as quality of information products (QIP), user's knowledge and involvement level (KIL), and EDP staff and services (ESS), equity is also likely to be a relevant factor in determining overall UIS. The paper reports on a cross-sectional survey to obtain data for testing the relevance of equity related issues in the MIS context. Responses from 226 users showed a strong correlation (.67, p > .001) between equity and overall UIS. Further, the addition of equity to the previously identified factors that influence overall UIS (i.e., QIP, KIL, and ESS) significantly increased the explained variance (from .48 to .56). The results support the relevance of equity related issues in determining user attitudes. It is recommended that MIS researchers and professionals take into account the likely influence of equity perceptions on user attitudes and behavior, and strive to develop and implement equitable resource allocation mechanisms. Implications of the findings for future research in the areas of MIS, UIS construct, systems implementation, and management of MIS are also discussed.     

A Contingent View of Quality Management‐The Impact of International Competition on Quality

Much of the research on quality practices and performance reflects a resource‐based perspective of the firm, dealing primarily with internal issues of managerial and technological competence in developing and executing an effective TQM strategy. The neoclassical perspective on the influence of the competitive environment on quality practices and performance remains conspicuously absent in the empirical quality literature. Our study aims to address this gap by examining the contingent role of international competition on quality management and performance. We develop and test an integrative framework of quality management, consisting of high involvement work practices, quality practices, quality performance, and firm performance. We then examine the contingent effects of international competition on the constructs and relationships of the framework. International competition was found to moderate the relationship between quality practices and customer satisfaction performance, as well as the relationship between high involvement work practices and firm performance. The moderator effects suggest interesting implications for quality theory and practice.     

A Behavioral Training Program for Managers in City Government

A management training program based on Organizational Behavior Management (OBM) principles was conducted for 32 first-level and upper-level managers in city government. Managers then conducted 19 different behavior change projects with their employees. Each project is described in terms of the number of subjects, dependent and independent variables, length, research design, reliability measures, and results. The overall program was evaluated in terms of behavior change, traineelmanager satisfaction with the training, and effectiveness. Twenty-nine change ratios were calculated by comparing the intervention performance mean with the baseline mean, and in all cases, the change ratio showed that productivity improved. In fourteen case's, productivity at least doubled. The results indicate that employee performance in a governmental organization can be enhanced significantly by use of OBM principles.