Behavior Management of Client Contacts in a Real Estate Brokerage

A Project intended to increase client-contacting behavior on the part of 16 real-estate sales persons was described. Both contacts with prospective (initials) and with established clients (followups) were targeted for change. During a 20-week baseline, agent self-reports were used as a basis for posting weekly charts of contact behavior together with measured sales and listing performances. A conjunctive token-reinforcement procedure involving both contact behaviors was introduced during a 15 week intervention phase. For all agents as a group, a sustained increase in both behaviors was noted during this phase. Additional analyses revealed, however, that for low baseline performers, the intervention effect was only short-lived. During a subsequent three-week prewithdrawal stage, the increased behavion from the previous phase reverted nearly to baseline levels, despite the continued intervention, in response to instructions that program withdrawal was imminent. Contact behaviors further declined to below baseline levels during the following 4-week withdrawal stage when both posting and token procedures were actually discontinued. A tenninal 6 week reversal phase was marked by a nearly full recovery for all agents of asymptotic intervention levels of contact behavior under a reversed conjunctive token reinforcement schedule. Evidence indicating a correlation between changes in contact behaviors and changes in sales was presented. Also, other company benefits presumably derived from the program were described. Finally, the outcomes of this study were discussed in terms of several important validity concerns.     

应用层次分析法识别组织创新风险

伴随着组织创新的巨大风险已严重威胁企业的生存和发展。文章在分析了风险识别常用方法的优缺点后,提出了用层次分析法识别组织创新风险,并应用该方法对某企业的组织创新风险进行识别。     

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。     

《老残游记》清官批判思想之探源

刘鹗自称 :历来小说“有揭清官之恶者 ,自《老残游记》始”。其实 ,《老残游记》对清宫的批判 ,一源于司马迁《史记》以及历代史书中的《酷吏传》 ,一源于李贽评点杨慎《党籍碑》之文章。李贽“君子而误国”、“清官之害大”的思想 ,以及对程朱理学的非议 ,对《老残游记》影响最为显著。     

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.