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硅谷与中关村人才聚集效应及环境比较研究 总被引:1,自引:0,他引:1
人才的流动会出现人才聚集现象,而人才聚集现象在和谐环境中将产生1 1>2的人才聚集效应。这种聚集效应能极大地促进人才作用的发挥,有效地推动区域技术创新和高新技术产业的发展。在分析人才聚集效应及其环境的基础上,通过对硅谷和中关村的人才聚集效应及环境的比较,探讨了各种环境因素对人才聚集效应的影响,并提出了优化中关村人才聚集环境的基本对策,旨在促进人才聚集效应的产生和提升。 相似文献
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人才聚集环境效应与中西部地区人才聚集环境的优化 总被引:1,自引:0,他引:1
人才聚集环境效应表现导向效应、互动与条件制约效应、整体效应等特征。人才聚集环境是人才聚集的原始推动力,人才聚集效应突出反映了人才聚集对人才环境产生的反馈作用。二者存在相互催生和驱动的经济关系。基于人才聚集环境效应,中西部地区亟需优化人才环境。 相似文献
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本文应用结构方程理论,分析利益、结构、知识三因素与知识链组织之间的冲突线性结构关系(Linear Structure Relation,LISREL)。以问卷为调查工具,利用AMOS软件分析探讨变量间的因果关系,并验证知识链组织之间利益、知识和结构的三维动因模型的拟合程度。研究发现:利益因素和知识因素对冲突有正相关性,结构因素通过对知识因素的影响间接对知识链组织之间冲突产生影响。 相似文献
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冲突普遍存在于人们的工作生活中,尤其是对于一个组织而言。有大量的研究证明冲突对组织绩效有重要影响,冲突管理越来越受到管理者的重视。从20世纪60年代开始,现代管理学者开始对组织冲突进行广泛深入的研究,在冲突过程、冲突类型、冲突动因、冲突效应以及冲突管理方式等方面都有了一定的研究成果。本文以冲突管理策略为研究点,深入分析影响冲突管理策略选择的主要因素,提出权变冲突管理策略的思路及分析模型。 相似文献
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高层管理团队价值观共享、冲突与绩效:一项实证检验 总被引:4,自引:0,他引:4
高层管理团队(TMT)成员之间的冲突能否解决,是影响企业最终绩效的重要因素之一.从理论上分析了2类不同冲突(任务型冲突和关系型冲突)产生的深层次原因,旨在超越以往过分集中于TMT成员个体特征(主要是人口统计特征)的研究倾向,探讨成员间价值观共享对冲突的影响作用.基于我国电信行业118个企业的高管团队数据,研究发现成员间价值观一致性能预测TMT关系型冲突,并传导到员工在组织中的工作感受.对企业环境变量的调节效应的实证检验发现,在企业环境竞争激烈的情况下,TMT关系型冲突的破坏性作用更大. 相似文献
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角色投入对工作满意度和生活满意度的影响 总被引:1,自引:0,他引:1
角色投入会导致角色内冲突的可能性,工作投入和家庭投入会导致工作家庭冲突并对一系列组织行为变量产生影响。在中国文化背景下通过调查291名已婚工作者,研究工作投入和家庭投入对两类工作家庭冲突以及工作满意度和生活满意度的影响,并讨论了工作家庭冲突的中介效应。研究结果表明,工作投入对工作-家庭冲突有显著正向预测作用,家庭投入对家庭-工作冲突也有显著正向预测作用;工作投入与工作满意度显著正相关,家庭投入与生活满意度显著正相关;工作-家庭冲突在工作投入对工作满意度影响过程中起到了部分中介作用,家庭-工作冲突在家庭投入对生活满意度影响过程中起到了部分中介作用。 相似文献
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本研究对505名员工及他们的124名直接主管按照4∶1的比例做了配对调查并对调查结果进行多层数据分析,考察工作压力、工作匹配度、工作-家庭冲突对员工积极组织行为的影响,分析了工作-家庭冲突的中介作用以及员工外倾性人格特质的调节作用。结果发现,工作-家庭冲突对员工的积极组织行为产生显著的负向影响;工作-家庭冲突在工作匹配、工作压力与员工积极组织行为的关系中起到中介作用;员工外倾性人格特质对工作-家庭冲突与员工积极组织行为之间的关系有调节作用,即外倾性人格特质能够降低工作-家庭冲突的负面影响,减弱其对员工积极组织行为的不利影响。 相似文献
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《European Management Journal》2021,39(4):445-455
The board gender diversity–organizational performance relationship has been criticized for the absence of tests of the underlying mechanisms of this relationship. This study aims to empirically investigate whether task-related conflict – one of the prime theorized mechanisms of board diversity – indeed mediates this relationship. Consistent with the literature, we theorize how board gender diversity affects task-related conflict, and how task-related conflict in turn affects organizational performance. We test our hypotheses in the Dutch water authority sector 2009–2014, where we have access to the detailed board meeting minutes of 27 organizations. Our results find support for a partial mediating effect of task-related conflict in the board gender diversity–organizational performance relationship. We conclude by discussing the implications for the board gender diversity literature. 相似文献
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Yvonne Downs 《Human Resource Development International》2013,16(3):267-281
This article takes a fresh and radical look at organizational talent management strategies. It offers a critique of some of the prevalent assumptions underpinning certain talent management practices, particularly those fuelled by the narratives of scarcity and metaphors of war. We argue that talent management programmes based on these assumptions ignore important social and ethical dimensions, to the detriment of both organizations and individuals. We offer instead a set of principles proceeding from, and informed by, Sen's ‘capability approach’ (CA). Based on the idea of freedoms not resources, the CA circumvents discourses of scarcity and restores vital social and ethical considerations to ideas about talent management. We also emphasize its versatility and sensitivity to the particular circumstances of individual organizations such that corporate leaders and human resource practitioners might use the principles for a number of practical purposes. 相似文献
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This study extends research on abusive supervision by exploring how supervisor reports of conflict with their coworkers are related to abusive behaviors and resulting outcomes. We utilize research on displaced aggression, conflict, and leader–member exchange (LMX) theory to formulate our hypotheses. Results from two samples of 121 and 134 matched supervisor–subordinate dyads support the idea that supervisors experiencing coworker relationship conflict are likely to engage in abusive behaviors directed toward their subordinates and that LMX quality moderates this relationship. Additionally, abusive supervision was associated with decreased work effort and organizational citizenship behaviors (OCB). Results also indicate that in both samples abusive supervision mediates the relationships between supervisor reports of coworker relationship conflict and OCB, and in one sample mediates the association between supervisor-reported coworker relationship conflict and work effort. 相似文献
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Safety research is understandably dominated by studies examining the impact of organizational safety climate. Yet, other climates (e.g. service climate; productivity climate) that may also influence safety-related outcomes are rarely concurrently studied. Consequently, questions regarding how different organizational climates simultaneously affect employee safety attitudes and behaviours largely remain unanswered. Multilevel data collected from public transit employees indicated that safety–production conflict (SPC) was negatively related to accident-reporting attitudes and behavioural safety compliance. As expected, among employees in workgroups exhibiting a positive safety climate, the negative effect of SPC on behavioural safety compliance was attenuated. Moreover, a positive customer service climate reduced the negative effects of SPC on reporting attitudes; on the other hand, this relationship was exacerbated among workgroups with a high-productivity climate (i.e. those emphasizing on-time performance). The need for considering multiple aspects of an organizational climate is discussed in light of these results. 相似文献