转型背景下组织复杂性与组织效能关系研究

通过对468家中国企业的实证研究,探讨了组织复杂性与组织效能的关系.研究结果表明:组织的结构复杂性及目标复杂性与组织效能具有倒U型曲线关系,组织的战略复杂性与组织效能有正相关关系;环境复杂性对组织的结构复杂性与组织效能的关系及组织的目标复杂性与组织效能的关系有正向调节作用,对战略复杂性与组织效能关系的调节作用不显著;此外,环境动态性对组织的结构复杂性与组织效能的关系有负向调节作用;对组织的战略复杂性与组织效能的关系及组织的目标复杂性与组织效能关系的调节作用不显著.该结论验证了当前转型经济背景下的企业组织复杂性对组织效能的复杂作用关系,揭示了中国转型经济的不确定环境对企业组织复杂性产生的影响.     

Quantile and mean value measures of search process complexity

Performance measures of metaheuristic algorithms assess the quality of a search process by statistically analysing its performance. Such criteria serve two purposes: they provide the verdict on which algorithm is better for what task, and they help applying an algorithm on a given task in the most effective way. The latter goal may be achieved by an appropriate restart strategy of the search process. Furthermore, these criteria are traditionally based on analysis of the search step mean value. Our aim is to elaborate the mean value analysis as well, but via a novel and more general quantile-based analytic approach, which can be used to define new measures. We prove and demonstrate this purpose on three quantile-based performance measures.     

The case for complexity: A look at the relationship between individual and structure from the inside out

Abstract

This paper develops a model of the individual – structure relationship using a predominantly sociological explanation. Adopting the perspective of the individual and grounding the approach in a structurationist framework, a system of person-based and role-based relationships is proposed. The model's implications for the individual are developed from an examination of markets, hierarchies and networks. Main conclusions cross-cut individual, functional and organizational levels: (1) work- and non-work roles need to be intentionally maintained and leveraged as a way to develop individual and organizational complexity; (2) individual discretion is essential to achieving the proper balance between the two kinds of roles; (3) networks provide the greatest potential for role satisfaction; and (4) HRD assumes an instrumental role in establishing and maintaining a culture of trust and in designing and supporting jobs that foster complexity and discretion.     

On the computational complexity of bridgecard

Bridgecard is a classical trick-taking game utilizing a standard 52-card deck, in which four players in two competing partnerships attempt to “win” each round, i.e. trick. Existing theories and analysis have already attempted to show correlations between system designs and other technical issues with parts of the game, specifically the “Bidding” phase, but this paper will be the first to attempt to initiate a theoretical study on this game by formulating it into an optimization problem. This paper will provide both an analysis of the computational complexity of the problem, and propose exact, as well as, approximation algorithms.     

On the parameterized complexity of the Multi-MCT and Multi-MCST problems

The comparison of tree structured data is widespread since trees can be used to represent wide varieties of data, such as XML data, evolutionary histories, or carbohydrate structures. Two graph-theoretical problems used in the comparison of such data are the problems of finding the maximum common subtree (MCT) and the minimum common supertree (MCST) of two trees. These problems generalize to the problem of finding the MCT and MCST of multiple trees (Multi-MCT and Multi-MCST, respectively). In this paper, we prove parameterized complexity hardness results for the different parameterized versions of the Multi-MCT and Multi-MCST problem under isomorphic embeddings.     

各地抢占CEPA先机的举措

随着今年1月1日CEPA的正式实施,全国各省市纷纷制定一些具体的应对措施,抢抓机遇,希望能借此机会进一步加快本地区的发展。与此同时,CEPA实施四个月后,香港与内地各省市的合作也出现了一些新的动态。本刊编辑部对相关资料进行了搜集、梳理并罗列出来,以供决策者参考借鉴。     

Organizational innovativeness: Exploring the relationship between organizational determinants of innovation, types of innovations, and measures of organizational performance

This research study examines the relationships between innovativeness of firms, their organizational characteristics, and organizational performance. Previous studies that have examined these relationships have yielded conflicting results. A fundamental assumption of this research is that these conflicting results may be due to a narrow definition of the construct of innovativeness. This research demonstrates that by using a multidimensional measure of innovativeness, the reasons for the conflicting findings of past research becomes evident. The results of this study show that substantive relationships do exist between organizational factors, organizational innovativeness, and organizational performance. These relationships, however, are complex, and can only be detected if innovativeness is measured as a multidimensional construct. Each of the organizational factors examined in this study showed significantly different effects on each dimension of two types of organizational innovativeness — technical and administrative innovativeness. Further, the results show that innovativeness does improve organizational performance. However, each dimension of the two types of innovativeness affects different aspects of organizational performance.     

Hardiness and the relationship between stressors and outcomes

Using a sample of 468 participants, from two organizations, this study examined direct and moderating relationships between hardiness (a composite of challenge, control, and commitment), life and work stressors, and a variety of health-related outcomes. The results indicated that hardiness did not moderate the relationship between stressors and outcomes as reported by others (e.g. Kobasa 1982a). However, hardiness did have significant direct effects on emotional and psychological factors thought to be related to personal well-being and work performance. Hardy individuals reported higher levels of job satisfaction and fewer tensions at work dun did the less hardy. In general, hardy individuals experienced a higher quality of life and a more positive affect while being more energized and less negative about life. Hardy individuals also reported fewer somatic complaints and tended to be less depressed and anxious than individuals low in hardiness. In addition, hardiness was negatively related to all four measures of life and work stress implying that hardiness may not be independent of life demands.     

On the complexity and approximation of non-unique probe selection using d-disjunct matrix

In this paper, we studied the MINimum-d-Disjunct Submatrix (MIN-d-DS), which can be used to select the minimum number of non-unique probes for viruses identification. We prove that MIN-d-DS is NP-hard for any fixed d. Using d-disjunct matrix, we present an O(log k)-approximation algorithm where k is an upper bound on the maximum number of targets hybridized to a probe. We also present a (1+(d+1)log n)-approximation algorithm to identify at most d targets in the presence of experimental errors. Our approximation algorithms also yield a linear time complexity for the decoding algorithms. The research of T. Znati was supported in part by National Science Foundation under grant CCF-0548895.     

Exploring the relationship between product-service system and profitability

Journal of Management and Governance - Over the last few decades there has been a significant change in the economic output worldwide, and services have become more and more important....     

On the complexity of path problems in properly colored directed graphs

We address the complexity class of several problems related to finding a path in a properly colored directed graph. A properly colored graph is defined as a graph G whose vertex set is partitioned into $\mathcal{X}(G)$ stable subsets, where $\mathcal{X}(G)$ denotes the chromatic number of G. We show that to find a simple path that meets all the colors in a properly colored directed graph is NP-complete, and so are the problems of finding a shortest and longest of such paths between two specific nodes.     

On the relationship between compliance with recommendations on the audit committee of codes of good practices and financial reporting quality

Codes of good practices provide a soft alternative to the hard legislation approach to corporate governance. These codes include a set of recommendations that companies are expected to follow in order to enhance governance structures and practices. Some of these recommendations specifically aim to improve the effectiveness of the audit committee. We investigate the relationship between the level of compliance with recommendations on the audit committee of the Spanish Unified Code and financial reporting quality, as measured by discretionary accruals and by the opinion of the audit report. We use a sample of companies listed in the Spanish stock market for the years between 2007 and 2013. Results show a strong and positive relationship between the level of compliance with recommendations and the quality of financial reporting. We also report significant results for some specific recommendations. These results are robust to various checks. Therefore, the level of compliance with recommendations on the audit committee might provide a feasible and reliable indicator of the quality of financial reports released by the company.     

Moderators of the relationship between daily work stressors and mood

Consistent with recent data showing a relationship between daily stress and mood, the authors investigated whether job specific factors would moderate the relationship between daily work stress and daily mood. Forty-three subjects from one teaching hospital initially completed questionnaires assessing the hypothesized moderator variables (emotional and informational support from the supervisor, job involvement, co-worker satisfaction, supervision satisfaction, and satisfaction with the meaningfulness of work). Thereafter, they completed questionnaires at the end of each workday assessing the number and negative perception of daily work stress and daily mood. After controlling for the effects of the different number of days for which data were available for each subject, the results showed that job involvement and all three facets of job satisfaction (supervision, co-worker, and work itself) moderated the relationship between the negative perception of daily work stress and mood. Neither emotional nor informational support from the supervisor moderated this relationship. Likewise, none of these variables moderated the relationship between the number of daily work events and mood. The results are discussed in terms of further research on daily work stress, and expanding and refining the focus on moderator variables.     

On the leadership function of self-sacrifice

This paper describes the leadership function of self-sacrifice in organizational settings using a multiple-level model of leadership. It explores why self-sacrificial behaviors would arise in organizational settings and what would be the effects on followers if a leader exhibits self-sacrificial behaviors. It is proposed that self-sacrificial leadership will facilitate individual and organizational adaptations to changing environments and that followers will attribute charisma and legitimacy to a self-sacrificial leader and intend to reciprocate.     

The relationship between perceived employability and subsequent health

Being capable of getting new employment may enable an employee to cope with turbulent situations or deteriorating job conditions. Individuals who have higher perceived employability are likely to appraise a situation at work more favourably, and consequently experience better health and well-being. The aim of the present study was to investigate the relationship between perceived employability and subsequent health, while controlling for baseline health, background factors, and work environment exposures. The study is based on 53 items in the National Working Life Cohort in Sweden from two data collections (2004 and 2005), comprising 1918 individuals. Forced entry hierarchical regression analysis showed that, after controlling for demographics, psychological demands, control, and ergonomic exposures, perceived employability was positively associated with global health and mental well-being, but unrelated to physical complaints. When baseline health status was added, perceived employability was still a significant predictor of two out of three outcome variables. Individuals with higher perceived employability had a tendency to report better health and well-being a year later. It is concluded that how an employee perceives his or her possibilities in regard to acquiring new employment is relevant for well-being at a later stage. Perceived employability, which has been little studied before, is therefore a useful concept in health promotion, both at the individual and at the organizational level.     

The relationship between perceived employability and subsequent health

Abstract

Being capable of getting new employment may enable an employee to cope with turbulent situations or deteriorating job conditions. Individuals who have higher perceived employability are likely to appraise a situation at work more favourably, and consequently experience better health and well-being. The aim of the present study was to investigate the relationship between perceived employability and subsequent health, while controlling for baseline health, background factors, and work environment exposures. The study is based on 53 items in the National Working Life Cohort in Sweden from two data collections (2004 and 2005), comprising 1918 individuals. Forced entry hierarchical regression analysis showed that, after controlling for demographics, psychological demands, control, and ergonomic exposures, perceived employability was positively associated with global health and mental well-being, but unrelated to physical complaints. When baseline health status was added, perceived employability was still a significant predictor of two out of three outcome variables. Individuals with higher perceived employability had a tendency to report better health and well-being a year later. It is concluded that how an employee perceives his or her possibilities in regard to acquiring new employment is relevant for well-being at a later stage. Perceived employability, which has been little studied before, is therefore a useful concept in health promotion, both at the individual and at the organizational level.     

Scheduling and the problem of computational complexity

Why is it that the problem of scheduling is so computationally difficult to solve? At last recent developments in modern mathematical complexity theory are providing some insights. The paper describes in essentially non-mathematical terms the computational technique known as the ‘Branch and Bound Method’. This, the best general optimising technique available for scheduling, is also shown to have its limitations. It now appears that efficient computational and optimising algorithms are unlikely ever to be found for all except special cases of the general industrial scheduling problem. It seems that heuristic (rule-of-thumb) methods leading to approximate solutions are likely to offer the only real promise for the future.