团队自反性研究综述

高效团队已经成为动态环境下组织成功的重要基石,而团队自反性是影响团队有效性的一个决定性因素.文章从团队自反性的概念、要素、影响效果以及影响因素等方面对已有的团队自反性研究文献进行了系统的综述.在此基础上,概括团队自反性的研究框架,提出已有研究的局限及对未来研究的展望.     

家长式领导对高管团队有效性的影响机制研究:以团队凝聚力为中介变量

本文通过对108家中国企业的高管团队问卷调查所获得的数据的分析,探讨了CEO的家长式领导对高管团队有效性的影响机制,结果表明:仁慈领导和德行领导对团队有效性有显著的积极影响,威权领导对团队有效性有显著的消极影响;团队凝聚力起到了部分中介的作用,威权领导通过降低团队凝聚力对团队有效性产生负面影响.     

基于成员-任务互动的团队有效性多智能体模拟

团队任务过程和团队人群行为之间通过成员能力与任务要求的匹配,成员在任务处理中学习而能力得以提高等人与任务间的联系而发生成员-任务互动。为分析这种互动对团队有效性的影响,在分析了团队任务过程中各影响因素间的因果关系之后,构建了一个多智能体模拟模型,采用Repast.J 3.1实现了该模型,开发了基于成员-任务互动的团队有效性多智能体模拟系统,并设计了多个实验方案对系统进行了验证和确认,之后该系统被用于分析任务规模和波动幅度的影响。模拟结果表明在团队任务过程中,无论任务规模或关系波动幅度多大,团队成员关系度与任务成本不可能同时达到最优,同时就如何有效促进团队有效性给出了建议。     

识别项目成员需求提升团队协作

资金、技术、材料、设备都是影响项目成功的因素,但是,优秀的项目经理和团队才是关键,成功的项目都拥有一个有效团结的项目团队.项目团队管理是所有成功管理的基础,成功的项目经理为实现项目团队领导有力、目标明确、决策正确、实施迅速、交流通畅、团结协作、技能互补,最重要的应该不仅是知人善用,而且是知人所需.了解项目成员,洞察项目成员的需求,寻求成员最佳组合,是组建成功项目团队的基础.同样,了解并识别项目利益相关者的各类需求,才是项目成功的保障.     

浅析水电施工项目团队建设

本文结合葛洲坝集团第一工程有限公司大岗山项目部的实际,从团队目标建设、团队冲突化解、团队考核激励、团队学习四个方面,阐述了水电施工项目团队建设的策略,对于工程项目建设具有较强的现实指导意义。     

项目团队与建设

团队建设是发展培养团队成员实现项目目标,是项目经理和项目团队的共同职责.项目工作中冲突是不可避免的,特别是成员之间的冲突,如何积极有效的进行解决是项目团队建设中尤为值得注意的事项.本文通过对现有国企体制改革中由于人员精简而带来人员之间的冲突进行剖析,探讨解决冲突的方法.指出团队建设是项目成败的关键.     

软件外包项目发包方对承接方团队绩效的影响——基于交互记忆系统的行为特征

本文针对软件外包项目团队承接方如何进行有效知识转移以提高团队绩效的问题,引入交互记忆系统(Transactive Memory System,简称TMS)理论,在专长度、可信度和协调度三个行为特征维度框架下,对TMS的协作行为如何影响软件外包项目团队绩效进行了深入分析和探讨.基于对28家软件外包承接企业项目团队的调查访谈以及124个软件外包团队的问卷调查数据,本文运用结构方程模型方法发现,可信度对知识转移和项目成功有显著的积极影响,协调度对知识转移和项目成功有显著的积极影响,专长度则对项目成功有显著的消极影响,数据分析结果表明TMS是一种有效的知识协作机制,研究结论有助于理解软件外包项目团队中知识转移的协作机制,为我国软件外包承接企业在项目开发中积累知识并提高项目成功率提供理论支持与范式参考.     

基于团队认知能力的知识转移影响机制研究

以项目团队为背景,分别对知识转移及其影响因素、团队认知能力进行了分析讨论,并认为团队认知能力在项目团队内部知识转移情境中具有重要作用;继而构建了基于团队认知能力的知识转移概念模型,借助结构方程,在统计分析的基础上重点讨论了团队认知能力三个构成要素以及不同类型知识在知识转移过程中的不同角色及其影响,提出了具有现实意义的知识转移障碍解决思路.     

领导影响团队成员学习能力二维多层次模型的实证研究

本文首先提出团队领导可以通过提高自身学习能力和与团队成员发展良好关系这两个维度来积极影响团队成员的个人学习能力的理论模型,随后我们以国内某大型企业集团所属21家工厂的130个团队领导和941名团队成员为样本,应用多层线性模型(HLM)对理论模型进行验证.研究发现领导学习能力和领导成员关系分别从能力和关系维度对成员学习能力具有显著正向影响,并且上述两组关系分别受到领导成员间建设性争论和团队心理安全的正向调节.此外,当团队成员学习能力被向上聚合到团队层次后与团队绩效显著正相关.最后,我们对本研究的贡献、不足以及未来的改进方向进行了讨论.     

项目团队各阶段成员合竞行为分析

本文根据人际互动理论和团队成员的多样化特征,提出项目团队的发展包括组建、磨合和成效三个阶段,整个过程经过独立型、竞争型和合作型人际互动逐步演化,并运用数学模型解释了各阶段成员的行为特征及其影响因素,为项目经理的有效管理提供了依据。     

探路者的力量——他们为何重复相同的错误？

30年的探路,有成功的喜悦,也有失败的泪水。不论成功还是失败,他们都给中国原本苍白的企业管理,提供了肥沃的养分,帮助中国管理缩短了与世界领先水平的差距。     

价格促销对品牌资产的影响:竞争反应的高地作用

在价格促销对品牌资产的影响方面,学者们并没有形成共识,原因之一是学者们忽视了竞争者的反应行为,本文旨在探讨竞争反应对这种影响关系的调节作用。本文通过2(品牌资产梯队)×8(竞争反应)的实验设计研究表明,对不同品牌资产梯队的品牌,价格促销对品牌资产的影响存在差异;竞争反应对这种影响关系具有调节作用;竞争对手的影响主要来自同梯队品牌,相反梯队品牌的影响不显著。本文对深入了解价格促销对品牌资产的影响具有重要意义。     

The value relevance of accounting:: The rest of the story

When a story appears in the media reporting ‘restatements, frauds, and investigations,' how do reported dollar effects relate to value? Declines to about half the pre-event levels are observed, even when the overall market has been increasing significantly. The declines in price (cum dividend) are significantly associated with the amount of the event's effect, as reported in the media, when concurrently controlling for earnings, industry, market, and scalar (book value) effects. The Value Line evaluations of these companies' safety, financial strength, price stability, and technical ranking all deteriorate significantly post-event. Managers evaluating their accounting and controls should consider such consequences.     

The Management of Redundancies in Europe: The Case of the Netherlands

The paper presents the findings of comparative and interdisciplinary legal and economic study on managing labour redundancies in seven EU member countries. It is structured for comparability between the systems examined. The introductory section contains an account of the evolution of the Dutch labour market, with special reference to redundancy trends, of the features of the programmes for managing redundancies, of the roles of firms and the ‘external environment’ in handling workforce adjustments. The second section presents a map of policies that work to prevent labour redundancies (preventive measures) such as flexibility, training etc. Next, the instruments for handling temporary labour redundancies (retentive measures) are examined (e.g. short-time working, temporary layoffs etc.). The following section is devoted to instruments and programmes involved in the management of permanent labour redundancies (expulsive measures), e.g. collective dismissals, severance pay etc. The final section provides an overall assessment of the Dutch system for managing labour redundancies, and briefly discusses the national debate on the prospects for reform, in light of the principles and policies of convergence set forth by the European Union.     

The future of the stock exchange

What is the future of the Stock Exchange? In this article the author considers the question from the point of view of the U.K. His analysis will be of interest to planners in many types of organization. He concludes that provided the British economy remains one where private enterprises, funded by private savings voluntarily dispersed, the Stock Exchange will have a central part to play. At the same time, as the business of securities trading becomes more and more international so will the business of the Stock Exchange.     

The status of the systems approach

This paper is an assessment of the attempts by Ackoff, Beer and Churchman to provide a justification for the claim that OR is a science. These writers tackle the problem using the philosophies of positivism, pragmatism and conventionalism/idealism in an attempt to build an ideal scientific methodology for OR. The conclusions reached are that no such methodology can exist and that philosophy confuses rather than clarifies the nature of OR as a science. The weakness of the philosophical approach to some of the problems faced by OR is demonstrated through a discussion of Ackoff and Emery's analysis ‘On Purposeful Systems’. An outline is given of an alternative framework through which the problems of practising OR can more fruitfully be viewed.     

The skills of the change master

What are the fundamental skills for dealing with change? Presented here are nine skills that can help you become a change master in an uncertain and turbulent health care environment. These skills range from active listening to seeing the big picture. Managing change--whether solving a problem immediately or knowing that the best decision is to wait--will be fundamental for success.     

The contribution of the social sciences

The contribution which Social Science has made and may make to policy formulation in modern Europe is described and evaluated. The rapid economic growth of the post war period was accompanied by the growing impact of government economic policy but the contribution made by Social Science in most countries was limited. The questioning of growth and bureaucratization which has subsequently arisen offers new opportunities for Social Science in policy-making. At present, its contribution is handicapped by limitations of methodology, and in some circumstances by a lack of awareness of its value. A positive strategy is now required for the development and integration of Social Science into policy formulation.