团队学习和学习型团队：概念、能力模型、测量及对团队绩效的影响

提出了团队学习和学习型团队的定义,建立了团队学习的9个行为和能力要素,开发了团队学习能力的定义和几种测量模型。采用513个样本数据进行了统计检验,表明所建立的团队学习能力的测量模型具有好的信度和效度,并发现了团队学习能力与团队绩效之间具有显著的正相关关系。     

Corporate reputation: Meaning and measurement

Corporate reputation has attracted interest from a wide range of academic disciplines. It is also a growing focus for business and media attention. This paper examines the construct of corporate reputation, first by untangling the terminological problems that have been caused by the interdisciplinary nature of much of the earlier work in the area. The construct of reputation and the allied constructs of image and identity are each reviewed. A structure is proposed in which the three constructs can be seen as labelling different but allied concepts. I then move on to consider how reputation has been measured. The paper uncovers considerable confusion in the use of what might appear to be basic terms and links this to a subsequent lack of grounded measurement tools in the sector, until relatively recently. With a clearer understanding of the construct of corporate reputation and the allied constructs of image and identity, researchers are now well placed to test the relationships widely claimed by practitioners between corporate reputation and other variables such as commercial performance and employee and customer satisfaction. The review ends by illustrating some of the issues that can be assessed from the basis of a clearer conceptualization of reputation and its measurement.     

Die Entwicklung der Fehler- und Feedbackkultur durch Team-Coaching

The development of an error culture and feedback culture by team coachingTeams and departments can be relieved of a tremendous burden and collaborate far more efficiently by mutually reflecting on making mistakes, giving and receiving feedback, calling meetings, trying things out in real life situations and, by doing so, establishing new forms of a culture that embraces failure and feedback. This approach works in areas such as team coaching. The purpose of this paper is to present a practical method for developing a team-based culture of learning from failure and feedback. The paper is designed to encourage professional trainers not to leave company employees and management on their own with the issue of establishing such a culture but to make the introduced tools a part of staff training, management and other company development programs as well as team workshops or to develop one’s own formats for introducing a culture of learning from failure and feedback.     

A meta-analytic review and future research agenda of charismatic leadership

Charismatic leadership is a critical construct that draws much attention from both academic and practitioner literatures. Despite the positive attention received by the charisma construct, some have criticized its conceptualization and measurement. These critiques have, in turn, cast doubt on what we know regarding the antecedents and outcomes of charismatic leadership. In this review, we adopt a recently developed definition of charismatic leadership and then conduct a meta-analysis of its antecedents and objective outcomes. Following an examination of 76 independent studies and 36,031 individuals, results indicate that the Big Five traits and cognitive ability vary in their association with charismatic leadership. Other findings show that dimensions of charismatic leadership predict outcomes of interest, such as supervisor-rated task performance, supervisor-rated citizenship behaviors, and group or organization performance. Several shortcomings are identified, however, in testing theoretical and methodological moderating variables. The present research ultimately provides a roadmap for new frontiers in theoretical, measurement and empirical work on charismatic leadership.     

不同主体层次中组织的知识转化二维结构:前因变量与企业绩效的影响

企业价值的增长越来越依赖于所拥有的组织知识,但是不同主体层次中组织知识的转化及其所带来的绩效决定了组织中员工绩效、团队绩效和组织绩效的水平。本文首先根据对国内外研究文献的归纳和整理,分析了组织知识转化的各主体层次性及其相应层次的前因变量,构建了不同主体层次中组织的知识转化及其前因变量与企业绩效的影响理论模型和研究假设,通过文献回顾、访谈、半开放式问卷、预调查等方法设计出相关问卷,并利用问卷调查所获得的数据,通过探索性因子分析和验证性因子分析方法分析各主体层次知识转化的二维结构,采用结构方程模型对个人、团队和组织特征变量对个人、团队和组织层次的知识转化及其员工绩效、团队绩效和组织绩效的影响进行了探讨。最后,本文基于企业现实情况对其研究结果进行了详细的分析与讨论,并提出了研究局限性以及未来研究方向。     

Performance measurement: a critical analysis of the literature with respect to total quality management

This paper represents a comprehensive review of the literature on performance measurement. The roadmap used for this analysis is from the evolution of performance measurement, to the way it is currently defined and how it is applied from a corporate-wide perspective. One useful contribution of this review is a special focus on performance measurement in a non-financial, non-traditional sense. This discussion was further amplified by referring to newly developed tools and techniques and by highlighting critical factors of success in the application of performance measurement.
The key factors from this literature review reveal that, although interest in the area of measurement is growing significantly, this is not reflected by the tangible and credible experiences in the organizations concerned. There is a concurrent view amongst various writers that there are both hard and soft issues reflecting, for instance, the lack of strategic thinking and goal clarity, putting measurement systems in the driving seat and therefore trusting unreliable designs and not focusing on the true ethos of modern measurement towards continuous improvement and thereby not engaging employees and neglecting the culture change aspects.
The paper concludes by highlighting the dearth in research in the important field of performance measurement and, in particular, the design and implementation of performance measurement systems that cover all the essential aspects through an integrated perspective.     

Only a matter of chance? How firm performance measurement impacts study results

Although strategic management research is well aware of the importance of construct measurement, surprisingly little rigor is applied regarding its core concept, firm performance. Using the example of the resource-based view (RBV), this paper demonstrates how divergence between theory-building and construct measurement regarding firm performance can produce misleading conclusions. The RBV seeks to explain value creation in the marketplace, yet empirical studies often measure various aspects of firm financial performance. Building on appropriation theory, I show that it is not possible to infer to changes in firm value creation from observed changes in firm financial performance measures and vice versa due to an omitted variable bias: the neglect of the relative bargaining power of stakeholders. This paper derives conclusions for research practice and suggests theoretically meaningful ways of bridging the gap between value creation and firm financial performance in the RBV framework.     

绩效管理的取向对团队绩效影响的实证研究

基于个人的绩效考核是一种必要的管理工具,但同时它可能对团队合作和绩效产生负面影响.为解决这个问题,本文提出并实证检验了员工发展取向的绩效考核能够促进员工的合作,进而有利于形成正向的人际互动和提高团队绩效;相反,评估对比取向的绩效考核会增加员工的竞争,从而带来负向的人际互动关系和降低团队绩效.本研究在拓展现有理论的基础上,对企业如何在团队中有效实施基于个人的绩效考核制度提供借鉴.     

Humility: Our Current Understanding of the Construct and its Role in Organizations

Since 2000, researchers and practitioners have shown increased interest in humility. This construct has been studied in disciplines ranging from organizational behaviour to positive psychology, culminating in a wealth of information that can now be analysed and reviewed through the lens of humility in organizations. This review begins by reflecting on existing conceptualizations of humility and presenting a summary of findings that reflects a greater consensus in definitional work than some researchers may realize. It then considers the progress that has been made in measuring humility by specifying key measurement strategies. It next synthesizes existing empirical findings on humility to illuminate the uniqueness of the construct. It also shows that researchers have focused on studying dependent variables that exist at multiple organizational levels and that largely comprise pro‐social and relational variables, emotional well‐being, and learning and performance outcomes. The paper concludes with recommendations for future research.     

Performance Measurement: Challenges for Tomorrow*

This paper demonstrates that the context within which performance measurement is used is changing. The key questions posed are: Is performance measurement ready for the emerging context? What are the gaps in our knowledge? and Which lines of enquiry do we need to pursue? A literature synthesis conducted by a team of multidisciplinary researchers charts the evolution of the performance‐measurement literature and identifies that the literature largely follows the emerging business and global trends. The ensuing discussion introduces the currently emerging and predicted future trends and explores how current knowledge on performance measurement may deal with the emerging context. This results in identification of specific challenges for performance measurement within a holistic systems‐based framework. The principle limitation of the paper is that it covers a broad literature base without in‐depth analysis of a particular aspect of performance measurement. However, this weakness is also the strength of the paper. What is perhaps most significant is that there is a need for rethinking how we research the field of performance measurement by taking a holistic systems‐based approach, recognizing the integrated and concurrent nature of challenges that the practitioners, and consequently the field, face.     

Effective design of a global leadership programme

The purpose of this paper is to report level 3 evaluation findings from a leadership development programme. This paper comprises a case study, quantitative data analysis, and results from critical incident semi-structured interviews. A unique research model was developed from a literature review. There are many problems associated with the design and delivery of leadership development programmes. Senior executive-taught workshops, 360° feedback, and action learning were deliberately employed to increase the adoption and application of specific behaviours after the programme. The results substantiate previous findings on the impact of these elements by demonstrating concrete behavioural changes rather than perceived enhancement in leadership capabilities as often cited in other studies. The model should be further tested, applied and refined as necessary.

Organizations wishing to develop leaders could be guided by the model and findings of this research. A novel and innovative design model was developed from a literature review, tested against a leadership programme in a large well-known multi-national organization, and later refined based on the empirical results. It will be of value to HRD managers and researchers.     

Measuring Sharedness of Team-Related Knowledge: Design and Validation of a Shared Mental Model Instrument

Many researchers have explored how people share and construct similar mental models in teams. They have claimed that successful team performance depends on a shared mental model of team members about task, team, equipment and situation. Most of the literature has illustrated simplified relationships between a team's mental model and their performance without a valid instrument addressing the confined and relevant constructs of a shared mental model. This paper describes the instrument development steps and the conceptual framework for factors associated with shared mental models. After development and refinement, the instrument was finalized for use to measure team-related knowledge. The final instrument consists of 42 items that are linked to the five emergent factors of shared mental models including general task and team knowledge, general task and communication skills, attitude toward teammates and task, team dynamics and interactions, and team resources and working environment.     

Can a team have too much cohesion? The dark side to network density

The goal of most work teams is high performance. Prior studies suggest that performance within work groups is influenced by that group’s social network topology. Research has generally revealed to date that group cohesion (i.e., network density) is positively related to team performance under certain conditions. However, more recent research has indicated that this is not the full story. Recent research suggests that an inverse curvilinear relationship exists between social network measures (of which group cohesion is one) and team performance. In response to the need for understanding this relationship more fully, and leveraging the promising new insights that can be garnered with the use of social network analysis (SNA), this study employs SNA as a tool to explore the structural cohesiveness of teams of travel agents. This research extends our understanding of the relationship between intragroup social network relations and team performance by confirming an inverse curvilinear relationship exists between group cohesion and team performance. This paper leverages email communication to determine the social networks of each team, and then examines such in light of team performance. In total, an analysis of more than 7 million emails was undertaken. This study was conducted with work teams within a service organization. Each team in the study carries out the same tasks, i.e., identical task contingency, yet represents a distinct unit of analysis. The study confirms that social network topology is a valuable predictor of team performance and confirms that, like so many other social network measures, group cohesion and team performance share an inverse ‘U’ shaped relationship, not strictly a positive one as previously posited.     

“The adoption and implementation of performance measurement process in Italian public organisations: the influence of political,cultural and rational factors”

One of the main challenges in the field of performance measurement and management in public organisations is about how to use and manage performance measures effectively. This study aims to examine the stages involved in the process of utilisation of performance measures, i.e. adoption and implementation, and to investigate the political, cultural and rational factors that affect this process. For this purpose, a theoretical model from the literature has been extended and tested by using the data gathered through a survey involving the managers of several departments of Italian regions and municipal districts. The final sample has included 201 usable observations. The data analysis has been conducted using structural equation modelling. A significant cause-and-effect relationship was found between the stages of adoption and implementation. Moreover, it was found that adoption is driven significantly by rational factors. Otherwise actual implementation is influenced by factors addressed both by political considerations, such as external interest groups and by rational evaluations such as resources. The effects of other rational and cultural factors on implementation stage are mediated by adoption.     

The double-edge sword effect of interorganizational trust on involvement in interorganizational networks: The mediator role of affective commitment

Some organizations collaborate with other partner organizations to reach common goals, establishing interorganizational networks. The governance of the network is often enacted by an interorganizational governing team composed of the directors or top managers of the partner firms. This team plans, manages, and supervises the advancement of the network’s common goals. The success of the network depends, to a large extent, on the involvement of the members of the governing team. In this study, we tested a multilevel model of the antecedents of the involvement of governing team members in the management activities of interorganizational networks. We examined whether the relationship between team interorganizational trust, as a team level construct, and individual involvement in management activities is partially mediated by individual affective commitment. Using a sample of 101 respondents belonging to 28 interorganizational governing teams, we tested a multilevel mediation model. Results showed, as expected, a positive indirect effect of team interorganizational trust on individual involvement through individual affective commitment. However, unexpectedly, team interorganizational trust also showed a negative direct relationship with individual involvement. Based on our findings, we highlight the need to also consider the “dark side” of interorganizational trust, and we propose potential mediators to explain the unexpected negative relationship.     

A team level investigation of the relationship between Leader–Member Exchange (LMX) differentiation,and commitment and performance

Although the differential treatment of team members by their leader is at the heart of Leader–Member Exchange (LMX) theory, empirical studies exploring the role of within-team LMX differentiation in relation to team outcomes are still relatively scarce. This study among 269 Dutch secondary school teachers from 33 different teams tested the hypotheses that the relationship between LMX differentiation and team commitment, and team performance is moderated by LMX-quality median. Moreover, we hypothesized that team members' perceived dissimilarity regarding work values and orientations would be positively related to within-team LMX differentiation. Teachers completed questionnaires on LMX-quality, dissimilarity, and team commitment, whereas team performance was rated by school principals. Results indeed showed that LMX differentiation is positively related to both outcome variables in teams with a low LMX-quality median only. As expected, more perceived dissimilarity between team members was related to more within-team variability in LMX-scores. These results contribute to knowledge on hypothetical antecedents and consequences of LMX differentiation at the team level.     

组织设计方法研究：三阶段设计方法

由于战场空间的快速变化,如何有效地组织多兵种的协同作战是当前美军研究热点,上世纪90年代中期Levchuk等人在团队效能研究基础上提出了组织设计的三阶段方法,以此来研究在复杂动态任务环境下适时、快速构造战场空间C2的计算框架。本文比较规范地建立了该方法的概念分析步骤以及其数学描述和算法求解,以便为后续的研究提供方法论基础。这一方法同样也适于网络组织、敏捷制造和虚拟企业等社会组织的设计。     

The dynamics of customer dissatisfaction in supply chains

This paper describes field research and its findings that investigate the relationship of a firm's position in the supply chain to behaviour. Specifically, perceptions of requirements, performance and customer satisfaction/dissatisfaction are the behavioural issues of interest here. The field research was carried out in four European supply chains in the automotive aftermarket, or spares industry. It was proven statistically and qualitatively that, in the chains studied, upstream relationships contained more customer dissatisfaction and more misperceptions about performance than did downstream relationships. Delivery performance was identified as the major cause of these problems, This has implications for planning and control. First, the Forrester-type swings in information upstream, proven in industrial dynamics, make planning and control decisions more difficult; this research identifies the detrimental effect of this on customer satisfaction. Secondly, measurement of delivery performance is identified as being a critical issue; not only should measures be made in planning and control but also they should be communicated and agreed with customers to prevent misperceptions occurring. As this research showed these misperceptions to be positively correlated to customer dissatisfaction, efTort to remove them from relationships should be treated as a priority.     

学习型组织对企业绩效的影响研究

在回顾国内外学习型组织文献的基础上,检验了西方学习型组织模型及其测量工具“学习型组织问卷调查表”在中国的适用性,并得到中国环境下学习型组织由“支持个体学习以达成共同愿景”、“建立沟通与创新机制”、“鼓励团队学习与合作”、“倡导系统思考与战略领导”4个要素构成。同时采用平衡记分卡的思想开发了企业绩效评价问卷,为研究学习型组织与企业绩效的影响关系提供了绩效衡量工具,研究结果表明学习型组织对企业绩效有正向的影响作用,从而证明了创建学习型组织对提高企业绩效的必要性。