绩效考核对员工反伦理行为的影响:研究综述与未来展望

绩效考核作为一种有效的管理方法一直受到组织高度重视,但各种组织都不同程度的存在着因绩效考核引起的管理伦理问题,而且它们是相互影响的。国外对这方面的研究已有几十年的积累,而国内的相关研究才刚刚起步。本文首先回顾了国内外有关绩效考核对员工反伦理行为影响的相关研究,然后就未来的研究方向提出了看法和建议。     

Organizational Discourse: Domains,Debates, and Directions

Interest in the analysis of organizational discourse has expanded rapidly over the last two decades. In this article, we reflect critically on organizational discourse analysis as an approach to the study of organizations and management, highlighting both its strengths and areas of challenge. We begin with an explanation of the nature of organizational discourse analysis and outline some of the more significant contributions made to date. We then discuss existing classifications of approaches to the study of organizational discourse and suggest that they fall into two main categories: classifications by level of analysis and classifications by type of method. We argue that both of these approaches are inherently problematic and present an alternative way to understand the varieties of approaches to the analysis of organizational discourse based on within domain and across domain characterizations. We conclude with a discussion of the challenges that remain in the development of organizational discourse as an area of study and point to some of the opportunities for important and unique contributions to our understanding of organizations and management that this family of methods brings.     

Turnover and Excess Worker Reallocation. The Veneto Labour Market between 1982 and 1996

This research exploits a large matched employer–employee data set for an Italian region, the Veneto, that is presented here for the first time, in order to analyse job and worker flows. In a first part, the paper computes worker turnover, job turnover, and excess worker reallocation over a time span of 14 years. The results are discussed, and comparisons are made between the quantitative features of the labour market in the Veneto region and those of other labour markets. In a second part, turnover and excess worker reallocation are related to search costs, and new empirical evidence is presented that helps in understanding the connections between search activity, unemployment, and the economic cycle.     

组织支持感与工作投入的曲线关系及其边界条件

作为一种工作资源,组织支持感是员工工作投入的重要预测变量。但是,基于社会交换理论,组织支持感也可能增加员工角色外的投入、减少对工作角色的投入。在一定条件下,组织支持感与工作投入可能存在非线性的关系。采用302名证券行业员工问卷,考察组织支持感与工作投入的曲线关系,进一步探索情感承诺对该曲线关系的调节作用。在检验共同方法偏差的基础上,采用多项式回归对研究假设进行检验。研究结果表明,在控制员工的情感承诺后,组织支持感与工作投入呈显著U形曲线关系。情感承诺显著调节组织支持感与工作投入的曲线关系,即情感承诺高的员工,组织支持感与工作投入呈U形曲线关系;而情感承诺低的员工,组织支持感与工作投入呈显著线性关系。总体而言,研究结果进一步支持组织支持感对工作投入潜在的负面影响,尤其是具有高情感承诺的员工其感知到的组织支持只有超过一定水平后才会对工作投入产生积极的影响。     

Getting Professionals to Plan: Pressures, Obstacles and Tactical Responses

It has long been accepted that professional services gain their business on the basis of their own reputation or through client referral. It was almost an unspoken rule not to market their services, but in today's climate there is a need to break from this mould. In order to understand change in professional services, an in-depth survey was conducted covering 25 legal firms and 25 accountancy firms. This survey looked at three aspects: the pressure to conduct strategic marketing planning; the obstacles to such planning; and the tactical responses to these obstacles. The one-to-one interviewing method chosen brought forth genuine and sometimes surprisingly frank responses. The potential benefits of strategic marketing planning are examined, together with the difficulties of adopting such an initiative. The outcome of this research highlights a series of implications for theorists and practitioners, with suggestions of areas for further study.     

我国证券市场与会计目标：促进、制约与背离

本文回顾了我国会计目标的演进过程,分析了证券市场发展对我国会计目标发展起到的推动作用,以及在现阶段证券市场对会计目标存在的制约和对会计目标的背离现象,并分析了产生这些现象的原因,有针对性地提出将证券市场中的会计目标合理化的相应政策建议.     

Productivity,Real Wages and Worker Rights: A Cross-National Comparison

ABSTRACT: High unemployment in Europe has led many economists to recommend labour market deregulation — the removal of obstacles to labour market flexibility. These “obstacles” include union power, employment protection legislation and income security arrangements. We argue that such worker rights promote productivity and real wage growse effects. Policy-makers should be aware of these positive effects on productivity and real wage growth when considering curtailing worker rights in order to reduce unemployment.     

Strengthening the technological capabilities of domestic industries: Pressures,deterrents and policy alternatives

After calling attention to some misleading conceptions of the industrial sectors facing increasing challenges from abroad, the analysis highlights the primary sources of recent shortcomings in the competitiveness of major industries in the US and in some other long industrialized economies. Suggestions are then offered concerning potential corrective policies available to national governments, to managements, to trade unions and to universities as well. Finally, the need for long term perspectives in formulating and implementing such constructive programs is emphasized along with the need to integrate them with other major programs for promoting the national welfare.     

Competition and The Operational Performance of Hospitals: The Role of Hospital Objectives

We examine the effect of a hospital's objective (i.e., non‐profit vs. for‐profit) in hospital markets for elective care. Using game‐theoretic analysis and queueing models to capture the operational performance of hospitals, we compare the equilibrium behavior of three market settings in terms of such criteria as waiting times and patient costs from waiting and hospital payments. In the first setting, a monopoly, patients are served exclusively by a single non‐profit hospital; in the second, a homogeneous duopoly, patients are served by two competing non‐profit hospitals. In our third setting, a heterogeneous duopoly, the market is served by one non‐profit hospital and one for‐profit hospital. A non‐profit hospital provides free care to patients, although they may have to wait; for‐profit hospitals charge a fee to provide care with minimal waiting. A comparison between the monopolistic and each of the duopolistic settings reveals that the introduction of competition can hamper a hospital's ability to attain economies of scale and can also increase waiting times. Moreover, the presence of a for‐profit sector may be desirable only when the hospital market is sufficiently competitive. A comparison across the duopolistic settings indicates that the choice between homogeneous and heterogeneous competition depends on the patients' willingness to wait before receiving care and the reimbursement level of the non‐profit sector. When the public funder is not financially constrained, the presence of a for‐profit sector may allow the funder to lower both the financial costs of providing coverage and the total costs to patients. Finally, our analysis suggests that the public funder should exercise caution when using policy tools that support the for‐profit sector—for example, patient subsidies—because such tools may increase patient costs in the long run; it might be preferable to raise the non‐profit sector's level of reimbursement.     

管理自主权:融会中国与西方、连接宏观与微观

国际管理学界有关"融会西方与东方、连接宏观与微观"的呼吁,为中国管理学界实现"立足中国实践、创新管理理论"提供了契机。作为"管理的精髓","管理自主权"的概念根植于西方理论,却贯穿于中国国有企业改革的历史进程,且对解决国家进一步发展面临的两个重要问题具有现实意义。本文回顾了管理自主权的相关研究:首先,从经济、管理和心理等不同学科视角,厘清其本质与内涵,归纳其测量方法;随后,考察了多个层次的前因,以及不同内容的效应;之后,我们从公司治理、企业战略与制度建设三大领域,总结了中国情境下的实践启示。最后,从情境、内涵、测量、前因、效应与方法等6个方面,本文指出了既有研究不足与未来研究方向,并构建出"宏观—微观—宏观"的系统分析框架。     

Management,Competition and Professional Practice: Medicine and the Marketplace

Within the context of the creation of the internal market for health care, the paper examines the role of clinical directors, that is doctors who have retained their professional clinical positions whilst at the same time assumed roles as managers within increasingly well-defined corporate organizations providing health care. This represents considerable change from previous contexts in which doctors could always contract out of difficult managerial decisions. The role of clinical director is examined in terms of its own directorate and its involvement in contracting, co-operation and competition both within its own corporate organization and within the wider market place for health. Key issues are raised for the individuals and organization by these changes, they are discussed in terms of time, succession, managing colleagues, financial and human resources, market behaviour, support and terms of reference. These changes occasion wider discussion in terms of the challenge of coping with future demands for innovation, changes in the distribution of power within an emerging market for health care and the relationship among health care organizations, professionals and lay clients.     

Professional Temporary Agencies, Women and Professional Discretion: Implications for Organizations and Management

There are a disproportionate number of professional women working through temporary agencies. We develop a theory wherein this gender skewness in temporary-agency employment results from the differences in perceptions of control at work between men and women working through large traditional organizations. Our theory suggests that if control is perceived to be less for women than for men in large organizations, then women will tend to populate other work arrangements, like temporary agencies, in order to enhance their control. Propositions are tested via a unique data set comparing the responses of employees from both a London temporary accountancy agency and a large London accountancy firm. Our results are consistent with a lack of control driving professional women from large firms to temporary agencies, and neither rely on preference differences nor familial obligations.     

农民工与中国高储蓄率之谜——基于搜寻匹配模型的分析

本文构建了一个包含农村部门、城市正规部门和农民工部门的3部门模型,并引入"搜寻匹配模型"和"纳什讨价还价模型"从理论上刻画农民工部门的工资决定机制以及劳动力刘易斯转移对国民储蓄率的影响。农民工部门要素报酬分配机制对储蓄率水平存在正向影响。通过数值模拟发现,"结构效应"和"农民工部门市场地位效应"两种影响结合起来能够解释1992~2012年我国国民储蓄率上升13.21个百分点中的7.36个百分点,解释力度为55.7%。如果不考虑其他因素的变化,模型预测结果显示,仅劳动力部门间转移这一因素将使我国的国民储蓄率到2030年比现在下降约12个百分点。     

The Roles of Worker Expertise,Information Sharing Quality,and Psychological Safety in Manufacturing Process Innovation: An Intellectual Capital Perspective

This paper examines the roles of three elements of intellectual capital in implementing process innovations. Building upon prior literature, we develop a model describing how worker expertise, information sharing quality, and psychological safety work together as elements of the human, structural, and social dimensions of intellectual capital to influence the technical success of manufacturing process innovation (MPI) projects. Results of an analysis of data describing 179 MPI projects in US firms strongly support a multidimensional, process‐oriented view of intellectual capital's effects on MPI project technical performance. We also find that the incrementalness of an MPI project plays a moderating role over the relationship between worker expertise and MPI performance. Our study provides insights on how intellectual capital can be more effectively accumulated in a project environment.     

知识员工定义、特征及分类研究述评

尽管知识员工这个概念在半个世纪以前就被提出,但至今人们仍对其内涵缺乏清晰和统一的认识.通过文献梳理发现,研究者主要从工作内容、工作方式、工作性质和员工特征4个视角来定义知识员工;频次统计分析表明,研究者认可度较高的知识员工特征包括自主性、受教育程度高等8种;大致存在3类知识员工分类标准,分别是知识员工(或人力资本)的战略特征、知识工作的性质和职业类型.借鉴已有研究成果,尝试性地提出了一个新的知识员工定义,并对知识员工特征及分类作了简要评价.     

Dangerous Knowledge: The Political,Personal, and Epistemological Promise of Feminist Research in Management and Organization Studies

Feminism is a theoretical perspective and social movement that seeks to reduce, and ultimately eradicate, sexist inequality and oppression. Yet feminist research remains marginal in the most prestigious management and organization studies (MOS) journals, as defined by the Financial Times 50 (FT50) list. Based on a review of how feminism is framed in these journals (1990–2018), we identify three overlapping categories of how feminism is represented: (i) as a conceptual resource which is used to address specific topics; (ii) as an empirical category associated with the study of specific types of organization or organizing practice; and, rarely, (iii) as a methodology for producing knowledge. While feminist knowledge exists beyond these parameters, such as in the journal Gender, Work & Organization, we suggest that the relative absence of explicitly feminist scholarship in the most prestigious MOS journals reflects an epistemic oppression which arises from the threat that feminism presents to established ways of knowing. Drawing on Sara Ahmed's work, we use the ‘sweaty concept’ of dangerous knowledge to show how feminism positions knowledge as personal, introducing a radical form of researcher subjectivity which relies on the acknowledgment of uncertainty. We conclude by calling for the epistemic oppression of feminist scholarship to be recognized and redressed so the potential of feminism as a way of knowing about organizations and management can be realized. This, we argue, would enable feminist research praxis in MOS to develop as an alternative location of, in bell hooks' term, healing that challenges the main/malestream.