企业知识创新的组织属性及知识流特征研究

基于企业知识创新能力的组织属性,反映出在企业系统知识框架下的知识共享和互补,在组织内部和组织之间的团队合作,以及能力型组织控制和管理模式。在此基础上,企业知识创新管理的组织构架要求反映企业的异质性和组织知识的复杂性,建立在现代信息技术基础上的知识创新组织架构和知识流组织。     

The effect of frequent managerial turnover on organizational performance: A study of professional baseball managers

This analysis is designed to study the question of a manager's contribution to the organization, particularly in terms of uncertainty related to managerial succession. The theory of managerial succession, which is the replacement of one public manager with another, suggests a negative relationship between change and organizational performance. Organizations’ decision to change managers more often exacerbates the negative effect on performance. The hypotheses are tested using baseball managers as proxies for public managers, as they perform similar duties, have similar goals, and operate under similar constraints. The results suggest that managerial succession has a negative effect on organizational performance. Frequent succession events also have a negative effect on performance, although the relationship is non-linear in nature.     

信息化条件下国家审计组织方式创新研究

当前国家审计组织方式存在着不能适应信息化发展需求、不符合扁平化发展趋势、不能很好培养复合型人才等问题。信息化环境下,国家审计组织方式创新主要包括信息系统集成、组织结构整合、审计管理创新、审计技术和方式创新等几个方面。为了保证审计组织方式的有效运作,也需要在审计计划精细化管理和项目组长的职业化、内外部资源共享等方面实施相应的配套措施。     

科层制的涵义及结构特征分析--兼评韦伯的科层制理论

科层制(或官僚制)具有正反两个方面的功能:科层制组织的有效率的正功能和缺乏适应性和灵活性的反功能。因此,重要的是完整地、科学地理解科层制。韦伯提出科层制结构特征有:根据组织目标进行劳动分工并实现专业化,实行等级制原则,建立合法权威。科层制通过稳定的规章程序运作,科层制的职位占有者具有非人格化的理性特征。在我国科层组织有自己的典型特征:权力过于集中、机构重叠、权责不分和组织行为缺乏理性。客观全面地了科层制基本理论及它的优缺点,对我国企业生产管理有重要的意义。     

Focusing the mediating role of institutional trust: How does interpersonal trust promote organizational commitment?

Numerous organization scholars point out that trust is crucial for well-functioning organizations. However, trust in organizational settings could differ according to the objects of trust. This study compares two conceptually different models: main-effect model and mediation-effect model. The main-effect model assumes that both interpersonal trust and institutional trust promote organizational commitment independently, but the mediation-effect model assumes that institutional trust is cultivated by interpersonal trust and increases organizational commitment. The results of structural equation modeling (SEM) show that the mediation-effect model fits better than the main-effect model and that the structural coefficients of the mediation-effect model are neatly interpreted by social scientific studies of trust. This study's findings have two important implications: First, there seems to be sequential order between different types of trust in organizational settings. Second, interpersonal trust promotes organizational commitment only if it facilitates institutional trust, providing an explanation for the inconsistent findings of previous studies.     

Improving the working environment for workers in children's welfare agencies

The working environment and workplace ecology of children's welfare agencies is important to the quality of their service provision. In the past, restructuring and professional development and training have been standard responses to changing needs and demands on children's services but have generally failed to improve the working environment. This research argues that concrete strategies can be developed from a detailed understanding of significant factors impacting on workers' satisfaction and morale. The specific stresses and rewards impacting on workers in three children's welfare services in Australia were investigated over a 12-month period to obtain preliminary information for the formulation of strategies likely to improve satisfaction and morale. The participating organizations were of different size, organizational structure, responsibilities and philosophy. Most factors identified in the study applied across the different organizations. Using a combination of journal writing, recording of critical incidents, relationship mapping and workshops, child welfare workers documented their day-to-day work experiences, outstanding events and networking activities. The narrative data were analysed using force field analysis and quasi-stationary equilibrium analysis based on a categorical framework of individual, team, organizational and political factors. Job satisfaction was strongly linked to intrinsic aspects of the work itself, that is, achieving outcomes for clients. Dissatisfaction with the job was strongly linked to organizational constraints, and strong team identification counterbalanced constraints. Largely unmentioned were political issues, professional practices and ideological and religious beliefs that undoubtedly impacted on practice. This research suggests some concrete steps to enhancing the quality of workplaces in children's welfare services.     

Does research and development expenditure impact innovation? Evidence from the European Union countries

This study empirically investigates the relationship between innovation and Research & Development expenditure in European Union countries over the period 1995–2014. The findings of the empirical analysis show that there is a co-integration relationship between innovation and R&D. The results also reveal the existence of a positive and significant effect of business, public and higher education R&D on innovation. Business R&D is the sector with the highest positive effect on innovation. The results indicate that EU should strengthen the cooperation between business, public and higher education R&D through the encouragement of partnerships between the private sector, R&D and innovation system.     

Empirical Analysis of Fiscal Soundness and Public Social Expenditure: A Lesson for the Future Direction of the Korean Welfare State

The aim of this paper is to investigate the relations between fiscal soundness and public social expenditure in advanced welfare states so as to reconsider the conventional wisdom that welfare expenditure aggravates national finances. Through this, I propose the clues of building the sustainable Korean welfare state. I focus on the interdependent relationship between fiscal soundness and public social expenditure based on fiscal sociology. Considering this interaction, I form two sets of simultaneous equations models and employ a special statistical method, three‐stage least squares (3SLS). The results regarding the causal relationship between fiscal soundness and public social spending indicate that, if public welfare spending is increased, fiscal health is damaged. However, as many comparative social policy researchers have pointed out, outcomes of welfare states differ from country to country according to the composition of public welfare spending. Specifically, some welfare states with priority given to social services such as vocational training or childcare services have maintained the stability of public finance. By extension, we can say that public social expenditures have a positive influence on fiscal soundness based on the composition of social expenditures. Finally, it is possible to create financially sustainable welfare states.     

Negotiating cultural values and expectations within the public child welfare system: A look at familismo and personalismo

This paper examines, from the perspective of parents and child welfare workers, how cultural values and expectations are integrated and negotiated in public child welfare cases. The study focuses on the experiences and interactions of Mexican families with the public child welfare system in Southern California. Grounded theory is used to complete the content analysis. Findings indicate that workers' efforts to provide culturally congruent services are limited by organizational structural factors. Consistent with the value of personalismo, parents stress the importance of a good relationship with their worker and the implications to their case. Specific recommendations to enhance service delivery include (1) developing services models that are informed by families served; (2) developing/providing ongoing training and evaluation to ascertain if services are in fact culturally competent; and (3) promoting a change in child welfare policy that reflects the diverse needs of families.     

The influence of organizational and personal characteristics on community planning activity

The authors identify the influence of organizational and personal characteristics on the tendencies of community organizational workers in Israel to implement planning activities. The research examines these factors in relation to two planning styles, rational and organizational-political, and also distinguishes among factors influencing the tendency for implementation of each style. The principal findings indicate that the tendency of workers to implement rational activities is influenced by mechanical characteristics of the organization. On the other hand, the tendency of the workers to implement organizational-political activities is influenced significantly by organic characteristics--variety and conflict--with the organization. The frequency of use of both styles is influenced by professional education in community organization.     

市场社会中社会参与的路径问题——关系信任还是普遍信任

已有研究多数认为市场经济、社会参与有助于普遍信任的建立,“关系”则阻碍这种信任的形成。基于CGSS2005数据,本文应用结构方程模型和多层次线性模型分析了市场经济、社会参与和关系信任对普遍信任的多重影响。研究表明：以亲属信任为核心的关系信任对普遍信任具有消极影响;当社会组织成员间信任仍是一种关系信任时,社会参与对普遍信任也呈现出消极作用;市场经济发展能够提高普遍信任,但同时推动了“关系”的使用,从而使得当代中国的市场经济与普遍信任间存在着相反的双向影响。因此,在经济建设中必须进一步推动社会参与。社会参与不仅仅要关注于组织的增长,也需要在制度层面上给予“跨关系”成员交往更多的支持。     

医药卫生体制机制创新：特殊矛盾和路径选择

在市场经济条件下,医药卫生事业发展面临五大特殊矛盾。我国医疗卫生事业要解决的首要问题是体制机制创新问题。公立医院改革和医疗保险体制改革相结合,建立以公益性医院为主体的医疗保险职能和公共医疗服务职能相结合的制度统一、全民覆盖、统筹城乡的新型公共医疗服务保险制度,构建政事分开、管办分开、医保基金管用分开的医疗卫生管理体制,化解现行医药卫生体制蕴藏的内在矛盾,是破解我国医改难题可行的路径选择。     

高校教育管理工作者工作状态及影响因素分析

高校教育管理工作者在高校人才培养过程中发挥着重要作用,他们的工作状态影响着高校教育教学质量。工作满意感、工作投入、组织承诺构成高校教育管理工作者工作状态测度的指标体系。运用SPSS统计软件对高校教育管理工作者的工作状态进行研究分析表明：不同性别、不同职称、不同职务、不同编制身份的人在工作状态方面均存在显著差异,工作性质、工作条件、人际关系、组织氛围、晋升发展的满意度以及对工作的投入程度对工作状态有正向影响,其中,晋升发展对管理人员的工作状态影响最大,其次为组织承诺。高校管理者应该从性别、职称、职务、编制方面改善高校教育管理工作者的工作状态,以营造积极向上、和谐融洽的组织文化氛围。     

Factors Impacting Market Occupancy of Non‐profit Human Service Organizations in the Public Social Service Market: Focused on an Individual Level

This study aims to experientially verify which factors of non‐profit human service organizations affect market sharing activities in the public social service market. Due to market‐oriented government policies, non‐profit human service organizations, which used to enjoy stable financial resources, are now placed in a competitive position to provide their services. It is necessary to find out which organizational factors give a competitive advantage to various service providers in competition, including profit organizations, and apply them to the management and operation of non‐profit human service organizations. This is how this study started. Independent variables were organizational characteristics (organization age, total budget, number of employees), externally oriented culture (development culture, rational culture), and organizational structure (centralization, formalization), while dependent variables were the number of vouchers and total profits. Data was collected from 35 community welfare centers, rehabilitation centers, and senior centers (163 respondents) in Busan, Korea. Multiple regression analysis was conducted for data analysis. As a result of the analysis, the number of vouchers was found to be affected by development culture (+) and formalization (?), and total profit from voucher business was determined by organization age (?), total budget (+), and number of employees (+). Based on the results, this study suggests that non‐profit human service organizations should have an externally oriented culture and a flexible organization system to hold more market share in the public social service market.     

Journey from NGO to Sustainable Social Enterprise: Acceleratory Organizational Factors of BRAC

The purpose of this study is to explore the organizational factors that accelerate for turning BRAC into a sustainable Social Enterprise (SE). As such, using the organization BRAC as a case study, this study focused on two main objectives: first, to explore its organizational strategy or approach as SE and second, to evaluate the ability of the organization to maintain its organizational value as an NGO while operating SEs. This work constitutes exploratory research based on case study method. The data collection method is divided into two parts: in the first part the relevant literature was reviewed, and in the second part purposive sampling method was used in the form of an in‐depth interview. Findings suggests that BRAC generated some key organizational factors including addressing specific social and client's needs, introduced unique ‘BRAC Model’ and strategy for their SEs, visionary leadership and competent management with proper organizational foundation assist the organization in its capacity to become a sustainable and successful SE. This research has policy implications findings common elements yet innovative approaches for establishing SE among NGOs in Bangladesh, in order to come up with institutional regulations in informal economy and instable political system.     

组织动员、行动策略与机会结构——业主集体行动结果的影响因素分析

本文从组织动员、行动策略和机会结构三个维度出发,基于发生在1999-2012年的中国191个业主维权案例,系统考察了纠纷类型、参与人数、维权方式、业主组织和政府反应五个因素对业主集体维权结果的影响。研究发现,在涉及政府部门的行政型纠纷和混合型纠纷中,业主不易维权成功;动员一定数量的业主有助于集体维权成功,但并不意味着动员人数越多,成功可能性越大;不同维权方式及其组合会影响维权结果,非制度化的激进行为并不利于业主实现其利益诉求;真正代表业主利益且能有效运作的业主组织可以显著提高业主维权成功的可能性;政府的行政失当行为(包括不当干预和行政不作为)大大增加了业主维权的难度。这些发现在一定程度上揭示了当前中国强国家-弱社会的现状。     

论创新的系统性:从文化创新到组织和制度的创新

创新是一个系统工程,也是一个创造性的过程,从创新思想到目标的实现存在于各个环节,参与各环节的人以层级分明、分工合作、密切配合,整体性强于个体的思想为出发点,所以创新就必须有组织地进行管理和分工协作,没有分工协作就缺少创新的系统性,而组织在分工协作的运行规则则是一种制度的支撑,而制度的支撑则是一个社会文化精神的体现。概括地讲,文化创新主要解决创新的精神层面的人文环境(思想力),组织创新解决创新方案的执行效率(执行力),制度创新解决创新行为的常规化和持续化(持续力),三者互为支持系统又互为表里,从而形成一个互为牵连、互相促进的创新系统。     

技术治理的运作机制研究——以上海市L街道一门式电子政务中心为案例

本文试图从信息技术与组织结构之间互动机制的角度,对中国政府改革进程中信息技术促进基层公共部门革     

Changing the cultural story in child protection: learning from the insider's experience

This paper argues that child protection organizations intent upon tackling low retention rates and enhancing the services they offer to children and families must pay greater attention to the emotional life of the organization and to enabling workers to manage the intrusiveness of the work. Findings from in-depth qualitative interviews with child protection workers and supervisors are reported in the form of a story about the insider's experience of the organization. The consequences of working in an organizational culture that denies opportunities for workers to understand and manage the emotional toll of the work are explored. While reporting on research and work undertaken with Australian child protection workers between 1997 and 2002, the view is expressed that these ideas have current relevance to many organizations in the health and welfare field whose core business involves workers coming into contact with individuals in complex, uncertain and ambiguous situations. The paper looks at what needs to change about organizational structures such as supervision to promote learning within a more healthy organizational culture. A clear message from senior managers and politicians to workers that the organization endorses the open expression of feelings, doubts and uncertainties is pivotal.     

论组织创新的必要性和路径方法

创新是一个系统工程,也是一个创造性的过程,从创新思想到目标的实现存在于各个环节,参与各环节的人以层级分明、分工合作、密切配合、整体性强于个体的思想为出发点,所以创新就必须有组织进行管理和分工协作,没有分工协作就缺少创新的系统性,而组织在分工协作的运行规则则是一种制度的支撑,而制度的支撑则是一个社会文化精神的体现。概括地讲,文化创新主要解决创新的精神层面的问题（思想力）;组织创新解决创新方案的执行效率（执行力）;制度创新解决创新行为的常规化和持续化（持续力）,三者互为支持系统又互为表里,从而形成一个互为牵连、互相促进的创新系统。