组织行为学发展的新领域——积极组织行为学

积极组织行为学是组织行为学科在21世纪才兴起的新的研究领域,由鲁森斯于2002年正式提出,强调对人类心理优势的开发与管理。与传统组织行为学将研究领域的重点放在解决管理者和员工的机能失调、冲突、工作压力等问题上所不同的是,积极组织行为学将研究重点放在如何采取积极的方法和怎样发挥员工优势以提高组织的绩效水平上。其研究范畴包括信心/自我效能、希望、乐观、主观幸福感、情绪智力等,具备积极性、独立性、可测量性、可开发性、有助于提高工作绩效等基本特征。     

三维参数化曲线插值方法研究

中外合作办学是我国改革开放后在教育领域里出现的新生事物,是继我国公立学校和社会力量办学教育机构之后,出现的由中外双方共同参与管理的新的办学机构。经历了近10年的发展历程,中外合作办学正逐渐成为我国教育对外交流与合作的一种新形式,成为加快培养社会主义现代化建设事业急需的各类人才的新途径。本文用系统工程的观点,探讨中外合作办学的组织构造与管理方式以及办学的具体问题。     

环境理论的历史嬗变

环境管理是当今世界各国政府的一项重要职能。围绕着政府如何管理环境,世界上流行着各种各样的环境理论,为各国政府制定环境政策提供了重要的理论依据。环境理论的历史嬗变,不仅反映了人类环保思想的发展变化,而且折射出各国环境政策的演变及发展趋势。梳理环境理论的演变轨迹,可以对我们今天科学制定环境政策提供有益的启示。     

山区贫困人口与资源与环境的关系——武义县下山脱贫实践的个案剖析

近年来,随着我国经济的快速增长,社会各界日益关注山区贫困人口的生存状况,扶贫工作正在向纵深发展。本文针对山区贫困人口的贫困根源和扶贫方式,采取理论分析和实证分析相结合的方法,通过对浙江省武义县大规模的下山脱贫实践的剖析,认为山区人口贫困的导因在于当地资源和环境的制约,而当地人口与资源及环境关系的相互恶化,则是人口贫困的最终原因,因而下山脱贫是正确处理人和资源及环境关系的最佳路径。     

《人类学是什么》--从人看人到看文明

王铭铭先生的《人类学是什么》一书中讲述了人类学主要研究的两大方面即:人类的体质特征和文化创造,而认定文化人类学是人类学的核心。本文将从针对书中的一些观点,及我个人的角度入手进行分析,继而阐述一些对"人类学是什么"这一问题的见解和思索。     

Moral character: What it is and what it does

Moral character can be conceptualized as an individual's disposition to think, feel, and behave in an ethical versus unethical manner, or as the subset of individual differences relevant to morality. This essay provides an organizing framework for understanding moral character and its relationship to ethical and unethical work behaviors. We present a tripartite model for understanding moral character, with the idea that there are motivational, ability, and identity elements. The motivational element is consideration of others – referring to a disposition toward considering the needs and interests of others, and how one's own actions affect other people. The ability element is self-regulation – referring to a disposition toward regulating one's behavior effectively, specifically with reference to behaviors that have positive short-term consequences but negative long-term consequences for oneself or others. The identity element is moral identity—referring to a disposition toward valuing morality and wanting to view oneself as a moral person. After unpacking what moral character is, we turn our attention to what moral character does, with a focus on how it influences unethical behavior, situation selection, and situation creation. Our research indicates that the impact of moral character on work outcomes is significant and consequential, with important implications for research and practice in organizational behavior.     

The effectiveness and specificity of change management in a public organization: Transformational leadership and a bureaucratic organizational structure

There is an extensive private sector literature on organizational change management. However, recent studies have suggested that the specific context of public organizations may have consequences for the management organizational change. This study examines to what extent different change approaches and transformational leadership of direct supervisors contribute to the effective implementation of organizational change in public organizations, and to what extent the bureaucratic structure of public organizations makes the implementation of organizational change s3pecific. The implementation of an organizational change in a Dutch public organization is studied using quantitative methods and techniques. The results indicate that bureaucratic organizations may effectively implement organizational change with both planned and emergent change approaches. The contribution of transformational leadership depends on the type of change approach and organizational structure. Transformational leadership behavior of direct supervisors contributes little to planned processes of change, but is crucial in emergent processes of change in a non-bureaucratic context. Although the literature on change management mostly emphasizes the leadership of senior managers, the leadership role of direct supervisors should not be overlooked during organizational change in public organizations.     

Linking perceived organizational support with employee work outcomes in a Chinese context: Organizational identification as a mediator

Perceived organizational support (POS) is viewed as an important explanatory framework for understanding the relationship between employees and the workplace, and is regarded by some researchers as central in understanding job-related attitudes and behaviors of employees. However, less research has taken into account the role of organizational identification, which reflects how individuals define the self with respect to their organization, as a potential influence on such relationships. Drawing on a cross-organizational sample of 238 subordinate-supervisor dyads from the People’s Republic of China, we examined whether organizational identification mediates the effect of perceived organizational support (POS) on work outcomes including turnover intentions, work performance, and organizational citizenship behavior (OCB). Results from the current study showed that organizational identification fully mediates the relation of POS to OCB-directed to individuals, and partially mediates relations between POS and other work outcomes (turnover intention, work performance, OCB-directed to organization). Implications for management theory and practice are discussed.