基于企业动态能力的新兴技术演化模型及案例研究

结合新兴技术的特点,在动态能力组织学习模型研究成果的基础上,提出了一个基于企业动态能力的新兴技术演化模型。结合该模型探讨了企业动态能力推动新兴技术演化的路径。并以SONY Walkman的演化过程为例对模型进行了检验,结果表明动态能力的形成有利于新兴技术的演化。     

Understanding the emergence of redistributed manufacturing: an ambidexterity perspective

Abstract

This paper extends operations strategy theory on efficiency and flexibility trade-offs to the emergent phenomenon of redistributed manufacturing (RDM). The study adopts a multiple-case design including five small and five large pharmaceutical firms. We propose that organizations can gain the efficiency benefits of centralized manufacturing and the flexibility advantages of RDM by building an ambidexterity capability. To build such a capability, large firms can structurally partition their manufacturing and supply management functions, with one sub-unit managing centralized production and the other RDM. Smaller enterprises can build an ambidexterity capability by creating the right organizational context, where multi-skilled workers switch between efficient and flexible tasks. This paper contributes to theory by explaining the emergence of RDM using an organizational ambidexterity lens, laying the groundwork for new theory development in the field. We provide managers with a practical example of how to build an ambidexterity capability to realize flexibility and efficiency advantages.     

Ambidexterity penetration across multiple organizational levels in an aerospace and defense organization

The ambidexterity framework, which comprises two contradictory, yet interrelated processes of exploration and exploitation, has been researched using a variety of perspectives. Few studies, however, provide insight into the question: how is ambidexterity managed across multiple organizational levels? To address this question, we introduce the term ambidexterity penetration that refers to the enactment of ambidexterity across multiple organizational levels and develop a conceptual framework about how it is practiced (horizontally, vertically and organizationally). We empirically showcase this framework using findings from six business units of an aerospace and defense organization and analyzing data from 30 interviews. Overall, our study contributes to ambidexterity research and offers an empirical investigation of ambidexterity penetration across multiple organizational levels in the context of the aerospace and defense sector.     

中国职工组织承诺的结构模型研究

在访谈、项目收集、多次预试和科学检验的基础上 ,研制了一套“中国职工组织承诺问卷”.采用多元统计解析方法中的因素分析 ,探讨了中国企业职工组织承诺的心理结构 ,提出了五因素模型 .这五种基本的承诺类型是 :感情承诺、规范承诺、理想承诺、经济承诺和机会承诺 .     

Schulentwicklung — ein kritischer Blick auf ein aktuelles Phänomen

School developmement, a critical perspective Today, everything dealing with school becomes subsumed under the keyword school development. The demand for school development is raised by two sides: on the one hand by political and social groups, on the other by schools themselves. In this way, very different ideas and demands on school development arise. School as institution and schools as highly complex organizations can’t be reformed with programs derived from economy and management methods. The legal and social context as well as school theories, organizational culture, internal structures and the self concept of teachers constitute the frame, in wich school development takes place as a continual process and whose neglect causes frustration and failure.     

学习迁移的系统理论:PPEE理论模型的建构和意义

学习是人类社会永恒的主题。为了更好地利用过去的经验,增强学习效果,个人和组织进行学习迁移具有重要意义。学习迁移是指将在以往通过学习或解决问题所获得的经验,用于解决之后所遇到的问题。本文力图建立系统的学习迁移理论,研究人、问题、环境的因素对于学习迁移的影响。本文采用理论推导的研究方法,在前人研究的基础上,提出相应的理论模型。本文运用系统的观点,构建了学习迁移的PPEE理论模型,认为人的因素、问题的因素、人和问题的交互作用、以及环境的调节作用,会共同影响学习迁移的效果。本理论主要从五个方面论述学习迁移的机制。首先,将人的因素按照不同层面划分为后端基本能力、中端心理过程、前端知识结构,讨论了其各自对学习迁移效果的直接影响。其次,将问题的因素划分为形象相似性和抽象相似性,并根据这两个维度构建了四种问题间关系类型,并探究了其与学习迁移效果之间的关系。第三,同时考虑人的因素和问题的因素,研究了二者之间的互动对于学习迁移效果的影响。第四,将环境因素划分为时间紧迫性和空间重要性两个维度,探讨了人和环境,以及问题和环境之间的互动对学习迁移效果的影响。第五,基于系统整体的方面,研究人、问题、环境三者之间的互动对学习迁移效果的交互影响。本文还认为,该模型不仅适用于个人,也同样适用于团队、组织、地区、甚至国家和社会等各个层面,影响各个层面主体的学习迁移。本文最后总结了研究的理论和实践贡献,并提出了未来研究课题。本文对丰富学习理论、特别是学习迁移理论,以及推动教育和管理实践的发展进步具有重要的意义。     

A Literature Review of Organizational Behavior Management Interventions in Human Service Settings from 1990 to 2016

We reviewed the Journal of Applied Behavior Analysis (JABA), Journal of Organizational Behavior Management (JOBM), and Behavior Analysis in Practice (BAP) from 1990 to 2016, to identify articles that evaluated organizational behavior management interventions in a human service setting. Of those articles, 75 articles met the inclusion criteria for the review, 44 from JABA (1990 to 2016), 22 from JOBM (1990 to 2016), and 7 from BAP (2008 to 2016). We categorized each selected article by setting, employee population, client population, assessment, dependent variable, independent variable, and outcome measures. Results from the review are discussed for all three journals. Recommendations are made to broaden the scope of population and dependent variable targets, include more assessments, and include outcome data when applicable.     

On the Compatibility of Organizational Behavior Management and BACB Certification

The number of practicing behavior analysts who hold Behavior Analyst Certification Board (BACB) certification has substantially increased in the past decade. Some have mistakenly interpreted the BACB’s certification requirements as being specific to the autism and intellectual disabilities practice area. We present key BACB requirements, describe how they are practice-area neutral, and provide specific examples of their relevance to organizational behavior management.     

The servant leadership advantage: When perceiving low differentiation in leader-member relationship quality influences team cohesion,team task performance and service OCB

How does servant leaders' unique ability to place each follower's needs above their own influence relationships between followers and impact their collective performance? In a study that integrates principles of servant leadership with the social comparison theoretical framework, we tested a group-level model to examine how servant leadership induces low perceived differentiation in leader-member relationship quality (perceived LMX differentiation) within a group, which strengthens team cohesion and in turn positively influences team task performance and service-oriented organizational citizenship behaviors (service OCB). Our sample comprised 229 employees nested in 67 work teams. Structural equation modeling results indicate that servant leadership significantly predicts low perceived LMX differentiation; perceived LMX differentiation is strongly related to team cohesion such that the lower the perceived differentiation, the stronger the team's cohesiveness. And, team cohesion is also strongly related to both the team's task performance and service OCB. Perceived LMX differentiation and team cohesion mediate the effect of servant leadership on both team task performance and service OCB.     

临床医学学科带头人胜任特征模型建构——量化与质化结合的方法

胜任特征模型研究是人力资源管理理论和实践的前沿问题,然而目前研究多采用单一的方法。本研究首先使用O*NET问卷对494位医院工作人员进行工作分析,然后对20位学科带头人进行行为事件访谈,结合进行专家小组访谈,构建临床医学学科带头人的胜任特征模型。研究发现多方法构建模型具有较好的效果。该职位胜任特征模型包括18项特征,可以分为个性特征,认知技能,管理能力三个理论层次。此外,本研究发现了个性化关怀等三项较新的素质要求。