绩效管理的取向对团队绩效影响的实证研究

基于个人的绩效考核是一种必要的管理工具,但同时它可能对团队合作和绩效产生负面影响.为解决这个问题,本文提出并实证检验了员工发展取向的绩效考核能够促进员工的合作,进而有利于形成正向的人际互动和提高团队绩效;相反,评估对比取向的绩效考核会增加员工的竞争,从而带来负向的人际互动关系和降低团队绩效.本研究在拓展现有理论的基础上,对企业如何在团队中有效实施基于个人的绩效考核制度提供借鉴.     

面向2035:数字化背景下管理的终结与重生——由控制劳动向解放劳动管理范式转变

数字化浪潮已经袭来,企业数字化转型过程中面临越来越多的管理挑战.管理的终结并不是指管理的消亡,而是指以控制劳动为焦点的管理将被取代.管理的重生则是指在数字技术革命推动下,由控制劳动向解放劳动的管理范式突破.为此,笔者基于对管理发展历史脉络及25年周期进化说的梳理,提出在数字技术推动下,2035年将是管理终结与重生的关键时期.通过分析数字技术带来的管理冲击,面向2035,管理重生的方向在于以解放人为核心的组织文化与数字技术相融合,实现管理范式转变;同时,中国本土管理创新的出路在于走具有中国文化特点的数字化管理道路.     

反垄断法私人实施制度的价值

反垄断法实施制度的运行目标和功能主要是对理性行为主体的威慑、为垄断违法行为导致的危害后果提供救济,以及解释、明确反垄断法针对对象的范围和实施标准。私人实施在实现这三个目标和功能方面有着十分特殊的价值。我国反垄断法的私人实施制度相关规则有待进一步的细化和完善,在此过程中应当注重明确反垄断法实施的目标和功能,规则制定要具有科学性、前瞻性,同时注意把握私人实施与公共实施之间的互动关系。     

最高(政治)决策者的效用函数

最高(政治)决策者效用函数的核心目标是维护和巩固统治权。这也是其实际目标。为此目标,他们必须向社会公众提供一定种类和数量的公共产品,这构成其正式目标。而且,他们对正式目标的完成状况要达到社会公众所能忍受的最低安全值水平,否则政权将会出现动荡,故称之为安全目标。为防止政权处于崩溃之边缘,他们存在着对正式目标的完成状况要高于安全目标水平的动机,故称此为其保护带目标。然而,对每一类公共产品在维护统治权中的权重及其认识分别取决于社会公众的相互博弈和最高(政治)决策者的主观估计,因此二者往往并不总是一致。当某些公共产品的作用被最高(政治)决策者忽视,其供给指数将为0,即统治权的维护实际上就存在着缺口。此外,意识形态影响着最高(政治)决策者和社会公众对公共产品供给水平及其价值的评价,具有晕轮效应,这使最高(政治)决策者对意识形态的控制和调整成为有利于维护和巩固统治权的行为。     

浅析我国企业内部会计控制

为解决会计领域的＂泛假主义＂,我们必须从两方面入手：一方面抓结果,注重生成的财务报告;一方面抓过程,加强企业会计信息的内部控制。而加强会计信息生成过程的内部控制是杜绝会计信息失真的根本途径。本文对内部会计控制的目标、研究现状,内部会计控制在我国企业中存在的问题及对策等方面进行了论述。     

Transactive Goal Dynamics Theory: A relational goals perspective on work teams and leadership

Transactive Goal Dynamics (TGD) Theory is a multi-level, relational theory of goal pursuit that can be used to understand behavior within organizational teams. The theory describes the nature of goal-related interdependence (called transactive density) within dyads and groups, and predicts when transactive density will have positive versus negative consequences for goal-related outcomes. TGD Theory states that within many close dyads and teams, individuals’ goals, pursuits, and outcomes come to affect each other in a dense network of goal-related interdependence, with the individuals possessing and pursuing goals oriented toward themselves, other members of the system, and the system as a whole. This article discusses novel implications of the theory for the understanding of organizational teams and team leadership, and constraints on relational dynamics within organizational contexts.     

How to motivate yourself and others? Intended and unintended consequences

To achieve goals, individuals and organizations must understand how to effectively motivate themselves and others. We review three broad strategies that people employ to increase motivation: giving feedback, setting goal targets, and applying incentives. Although each of these strategies can effectively motivate action under certain circumstances and among certain people, they can also result in unintended consequences: not helping or even hurting motivation. For example, employers may give positive feedback that leads employees to relax their effort or negative feedback that undermines employees’ commitment, organizations may set goals that are overly ambitious and consequently reduce motivation, and certain incentives might appear attractive before pursuing an action but uncertain incentives better motivate action during goal pursuit. By identifying when and how these common motivational strategies work versus fail, we are able to prescribe a specific set of guidelines that will help people understand how to motivate themselves and others.     

One size does not fit all: Entrepreneurial families’ reliance on family offices

Family offices are organisations dedicated to the management of entrepreneurial families’ private wealth. Based on agency theory, we analyse types of family offices with regard to the families’ goals and the control mechanisms used to ensure goal achievement. Family-dominant management and private client structures involve stronger emphasis on non-financial goals in single and multi-family offices than in non-family-dominant management and open client structures. Variations in family involvement, ranging from family dominance to the complete absence of family ownership and/or management, and diverse client structures justify the differential reliance on formal and informal control mechanisms.     

College Students’ Life Priorities: The Influence of Gender and Gender-linked Personality Traits

This study examined relations between gender-linked personality traits (i.e., agency and communion) and life goals in a sample of 237 undergraduates. In addition, gender similarities and differences in the relative importance of life goals were explored. As predicted, agency was positively associated with the importance of most achievement goals such as having a career, whereas communion and unmitigated communion were positively associated with the importance of relational goals such as romantic partnership. Contrary to predictions, results suggested that men were more willing than women to sacrifice some achievement goals for a romantic relationship. Findings point to the potential influence of gender and gender-linked personality traits on the establishment of life priorities. Catherine Mosher is a doctoral candidate in clinical psychology at the University at Albany, SUNY and a health psychology intern at Duke University Medical Center. She earned her master’s degree in clinical psychology from the University at Albany, SUNY.     

《大学》自我教化思想及对其当今教育的启示

整篇《大学》其实都在讲一件事,就是“修身”,其宗旨又是强调通过自我教化来达到修身。教化的价值在于帮助人们去除内在障碍,不断培养人的理性与德性。“三纲领”就是自我教化的本质要求和价值目标,而“八条目”的践行过程就是一个自我教化的过程。《大学》中这些自我教化的理念对我们今天的教育有着积极的借鉴意义。