任务绩效和非任务绩效结构理论研究述评

雇员工作绩效在概念和评估上有不同的方法，但由于多元化概念和评估方法使得对其累积的研究效应的解释变得困难。先前的工作绩效文献从任务绩效和关系绩效、组织公民行为和亲社会组织行为、额外角色行为和角色行为以及学习绩效和创新绩效等方面进行研究，但明显存在缺陷。本文对国内外关于工作绩效及其相关的主题的主要成果给予介绍和综述．并对研究中存在的问题进行简要的评价。具体的．（1）评述了不同绩效模型之间的相似性和区别；（2）总结了各种工作绩效模型具体内容；（3）确定了许多有兴趣的未来研究方向。其主要目的是综合国外现存工作绩效文献，以便于将来学者们研究。     

顾客导向和创新导向对企业绩效的影响机制研究

在市场导向相关研究的基础上.本文探索了顾客导向(Customer Orientation)以及创新导向(Innovation Orientation)经由组织学习(Organizational Learning)对公司绩效(Firm Performance)的影响.通过对欧洲的390家制造企业的调查.发现顾客导向和创新导向都对组织学习产生正向影响,组织学习提高了公司的新产品绩效(New Product Performance).最终提升了公司绩效.最后,文章讨论了本研究的理论和实践意义,以及未来的研究方向.     

人力资本、社会资本与心理资本对工作绩效的影响——总效应、效应差异及调节因素

人力资本、社会资本与心理资本先后被认为是提高雇员工作绩效和增强组织竞争优势的积极力量.但现有研究并未在整合框架内探讨它们对工作绩效的总效应、效应差异和调节因素.通过对221个组织雇员的实证研究发现,人力资本、社会资本与心理资本之间具有中低度正相关关系,三者均对任务绩效与周边绩效有显著正向影响,总效应(R2)分别为0.229和0.577,但心理资本影响力最强,社会资本次之,人力资本最弱.在复杂多变的任务不确定环境下,心理资本、人力资本对任务绩效的积极作用更加明显,且以心理资本的作用变化最大,社会资本的积极作用则受到削弱.没有发现任务依赖性在三类资本对周边绩效影响中具有调节作用.最后探讨了研究结果并提出了管理与研究建议.     

医院内部科室绩效评估体系设计——以外科为例

本文借鉴平衡计分卡的理论与方法,通过问卷调查、现场访谈等方式对某二甲医院的实际情况进行了解研究,构建了一个涵盖财务、顾客、内部流程、学习与创新四个维度,11个目标,46个指标的医院内部科室(外科)绩效评估体系。该体系能够详细反映科室各方面的情况,为医院整体管理提供有效依据。     

学术信息

第四届管理创新国际研讨会"第四届管理创新国际研讨会"将于10月中旬在北京召开,本届会议主题为"绩效和管理创新的评价",重点讨论管理创新实践中与评价相关的问题。会议主题包括:(1)创新政策与绩效管理的理论与方法;(2)科研机构创新能力与绩效评价;(3)高等院校创新能力与绩效评价:大学评估与学科评估;(4)企业创新绩效管理与评价。     

研发团队社会资本对创新绩效作用路径——心理安全和学习行为整合视角

一方面,研发团队作为企业创新活动的基本单位,对提升企业创新能力起着关键作用;另一方面,如何有效管理研发团队以促进创新,在现实中又面临严峻挑战.基于团队心理安全和学习行为整合视角,以151个研发团队585个研发成员为样本,实证研究研发团队社会资本对创新绩效的作用路径.研究结果表明:研发团队3维社会资本(结构、认知和关系)对创新绩效均具有显著的积极影响,团队学习行为部分中介团队心理安全与创新绩效的关系;团队心理安全部分中介团队社会资本与学习行为的关系;团队心理安全和学习行为分别部分中介团队结构资本、认知资本与创新绩效的关系,完全中介团队关系资本与创新绩效的关系.     

网络能力、关系学习对服务创新绩效的影响研究

基于服务科学、网络能力理论、关系学习理论,结合已有文献深入剖析服务创新内涵、服务创新绩效。本文构建了包含中介变量的结构方程模型,并通过对华南地区243家企业样本的实证研究,得出以下研究结果:(1)网络能力对服务创新绩效有正向影响关系;(2)网络能力对关系学习存在显著的正向影响;(3)关系学习对服务创新绩效有正向影响;(4)在网络能力对服务创新绩效的影响中,关系学习起部分中介作用。本文研究结论可以为服务业创新活动提供有益的指导和借鉴,进而强化服务业的竞争优势。     

政府绩效评估:现状与发展前景

对于政府的绩效评估工作来讲,其在政府再造工作中有着直观重要的作用,能够增进政府与民众间的关系。针对我国来讲,政府的绩效评估工作尽管已经变成了学术研究的热点,更变成了政府创新管理的重要方法。本文简要分析了政府绩效评估的概念,探讨了其发展现状,并展望了发展前景,供相关人士参考。     

基于工作绩效的雇员流动机制研究

人力资源是每个企业发展的重要基础，雇员流动与人力资源有着最直接和最为关键的关系。本文通过分析雇员流动的基本概念和影响因素，特别是工作绩效对于雇员流动的影响，分别从企业雇员的内部流动和外部流动两个方面分析了工作绩效对于雇员流动的影响。     

组织承诺维度及其对角色和角色外绩效的影响

通过267份组织承诺和253份工作绩效匹配的问卷调查数据的验证性因素分析显示,组织承诺是一个三维结构模型回归分析发现,感情承诺通过规范承诺中介效应对角色绩效和角色外绩效产生影响,而持续承诺与角色绩效不相关,与角色外绩效负相关.本研究的目的就是验证Allen和Meyer(1991)三维度组织承诺结构模型,检验三维组织承诺对工作绩效的影响.文章最后讨论了研究结果的理论、实证和实践的意义.     

组织成员绩效结构理论研究述评

在过去的许多年,对工作绩效的研究出现了许多问题,不断重复的实证研究以及在工作绩效结构研究方面的混乱状态引起了学者们的严厉批评.这方面的研究主要包括组织公民行为、亲社会组织行为、关系绩效和任务绩效、角色行为和角色外行为以及任务绩效和非任务绩效.正是这些理论导致我们对工作绩效范围的重新思考.继续将非任务绩效看作是超越工作范畴或正式系统的非报酬行为是没有益处的.文章对组织成员行为绩效的主要成果给予介绍和评价,其主要目的是综合国内外现存文献,以便于将来学者们研究.     

国有企业CEO注意力对产品创新影响的研究

在探讨了CEO注意力、产品创新表现与企业绩效之间的关系的基础上,构建了有关理论模型,并通过问卷收集的方法对国有企业CEO进行了调研。研究结果表明,国有企业CEO对于外部的注意力普遍高于其对内部的注意力;外部注意力对于产品创新的技术表现和市场表现均有积极影响,内部注意力仅与产品创新的技术表现正向相关;产品创新的技术表现对于企业的财务绩效和非财务绩效均有积极影响,仅市场表现对企业非财务绩效有积极影响。     

Using Scorecards and a Lottery to Improve the Performance of Behavior Technicians in Two Autism Treatment Clinics

ABSTRACT

Performance scorecards are tools that measure staff performance across multiple criteria to produce a single, overall performance score, which can be used as feedback for employees. While scorecards are considered a low-cost and effective approach to improve performance, published research demonstrating the effectiveness of scorecards is limited. The current study attempted to first demonstrate the effectiveness of scorecard feedback to improve performance, then, evaluate the added effects of linking the scorecard feedback to a lottery. Current results suggest scorecard feedback can modestly improve average employee performance, and linking the scorecard to a lottery may result in further performance improvements.     

Beyond the Skinner Box: The Design and Management of Organization-Wide Performance Systems

A discussion of the need for organizational behavior management practitioners to shift their application paradigm from a dyadic perspective to a systems perspective is presented. Such a shift would improve the identification of performance improvement opportunities, reduce the effects of unintended contingency interactions, and help ensure sustainable improvement efforts. Nine performance system tools are described that assist the analyst in the design of a performance system and its long-term management and maintenance. A manufacturing case study describing the application of these tools is provided.     

Negative implications for the inclusion of citizenship performance in ratings

Although citizenship performance has been deemed important to organizational effectiveness, potential negative consequences related to including these behaviours in assessments of performance have received far less attention. Furthermore, although numerous researchers have demonstrated that performance ratings include task and citizenship performance, none have specifically examined the potential negative implications this has for performance ratings, employees, and organizations. This article conceptually explores the implications of including citizenship performance in formal ratings of performance. Specifically, the negative implications of including citizenship performance in the formal performance appraisal process are explored in terms of the consequences for the performance rating, including inaccurate appraisals; effects on employees, including reactions to the procedure; potential organizational outcomes, including performance and competitive advantage concerns; potential international and legal considerations.     

Graphic Feedback,Performance Feedback,and Goal Setting Increased Staff Compliance With a Data Collection Task at a Large Residential Facility

Because of budgetary constraints, human service organizations frequently expect consultants to recommend methods to enhance staff performance that require little or no additional funding. The current study utilized a multiple baseline across settings design to evaluate and compare the effects of a single intervention and a packaged intervention including graphic feedback and goal setting on approximately 200 direct care staff as a group, to improve the data collection procedure at a residential treatment facility. The single intervention showed some improvement, whereas the packaged intervention yielded substantial improvements and was maintained.     

员工敬业度、工作绩效与工作满意度的关系研究

本文基于角色理论,探索员工敬业度、工作绩效与工作满意度之间的关系,以及工作绩效在员工敬业度与工作满意度之间的中介作用。利用在职学生的137份调查数据进行统计分析,结果显示,中国文化背景下,工作绩效也包括任务绩效和关系绩效两个维度;员工敬业度、工作绩效和工作满意度之间存在显著正相关;工作绩效在员工敬业度与工作满意度之间起完全的中介作用。     

Effects of Process and Human Performance Improvement Strategies

Abstract

Organizational performance is a function of many variables, two of which are work process factors and human performance factors. Our study compared the effects of changing a work process versus human performance improvement techniques and the combined effects of combing both techniques. A 2 (manual vs. electronic process) X 2 (with vs. without behavioral intervention) between-subjects design with stratified random assignment was employed. Forty-eight participants performed a word processing task where their minutes-in-possession and error rate were recorded. Results revealed a main effect for process type and a main effect for behavioral intervention. The largest effects were observed with the context of a combined intervention. The implications of using a combined approach and topics for future researchers are discussed.     

任务绩效与情境绩效二因素绩效模型的验证

本研究采用验证性因素分析的方法在中国文化背景下检验了任务绩效与情境绩效在结构上的差异,结果表明,任务绩效和情境绩效在结构上是可以区分开的,二者具有不同的构面(construct domain),从而支持了任务绩效与情境绩效二因素绩效模型。同时,通过回归分析的方法发现,任务绩效可以预测员工的提升可能性和离职意向,情境绩效的工作奉献维度可以预测员工的提升可能性。作者最后探讨了本研究的局限及对未来研究的展望。     

Purchasing performance management systems: an empirical investigation

This article aims at further developing the purchasing performance management systems (PPMSs) body of knowledge, assuming the wider perspective of the adoption process rather than key performance indicators (KPIs) only. In particular, the research questions are focused on understanding what are the most adopted indicators, what are the key elements characterising the implementation process and what are the differences among different organisational levels and different purchasing categories. The literature provides a framework for classifying purchasing KPIs, identifying the implementation process and the PPMS architecture, thus supporting the empirical research protocol. Nine case studies of large multinationals belonging to different industries are conducted. Empirical evidence shows that companies are still adopting mainly an external perspective, by focusing on performance measurement efforts on suppliers. Widely adopted indicators mainly measure cost, time and quality. However, the purchasing department has acquired an important role within the organisation and new performance indicators have been created; flexibility, innovation and sustainability are becoming increasingly important.