Employee perceptions of reputation: An ethnographic study

The ability of organizational members to identify and analyse stakeholder opinion is critical to the management of corporate reputation. In spite of the significance of these abilities to corporate reputation management, there has been little effort to document and describe internal organizational influences on such capacities. This ethnographic study conducted in Red Cross Queensland explores how cultural knowledge structures derived from shared values and assumptions among organizational members influence their conceptualisations of organizational reputation. Specifically, this study explores how a central attribute of organizational culture – the property of cultural selection – influences perceptions of organizational reputation held by organizational members. We argue that these perceptions are the result of collective processes that synthesise (with varying degrees of consensus) member conceptualisations, interpretations, and representations of environmental realities in which their organization operates. Findings and implications for organizational action suggest that while external indicators of organizational reputation are acknowledged by members as significant, the internal influence of organizational culture is a far stronger influence on organizational action.     

高校本科生特别培养学院组织文化研究

本科生特别培养学院是中国高等教育大众化背景下,以培养拔尖创新的卓越人才为目标的荣誉学院,而优秀的组织文化是其顺利实施英才教育的基础.本文在对英才教育、大学组织文化和培育组织文化的意义进行理论思考的基础上,从特别培养学院是学习型、责任型、混合型和宽容型组织四个角度提炼并阐述了其组织文化的特质,并提出了特别培养学院的组织文化理念和实践载体.     

(Mis)understanding Safety Culture and Its Relationship to Safety Management

Although the concept of safety culture was coined in relation to major accidents like Chernobyl and Piper Alpha, it has been embraced by the safety community at large as a cause for unsafe practice. In this article, three approaches to safety culture are discussed in terms of their underlying concepts of culture and organizational culture. Culture is an intangible, fuzzy concept encompassing acquired assumptions that is shared among the members of a group and that provides meaning to their perceptions and actions and those of others. The basic assumptions that form the essence of a culture are shared, yet tacit, convictions, which manifest themselves subtly in the visible world. As applied by safety researchers, the culture concept is deprived of much of its depth and subtlety, and is morphed into a grab bag of behavioral and other visible characteristics, without reference to the meaning these characteristics might actually have, and often infused with normative overtones. By combining the three approaches, we can resurrect the notion of safety culture and strengthen its analytical potential in understanding the development and implementation of safety management systems.     

Selective Guide to Current Reference Sources on Marriage,Obesity, and Dieting

No abstract available for this article.     

Paradigm lost: Reinvigorating the study of organizational culture

In spite of the importance of organizational culture, scholarly advances in our understanding of the construct appear to have stagnated. We review the state of culture research and argue that the ongoing academic debates about what culture is and how to study it have resulted in a lack of unity and precision in defining and measuring culture. This ambiguity has constrained progress in both developing a coherent theory of organizational culture and accreting replicable and valid findings. To make progress we argue that future research should focus on conceptualizing and assessing organizational culture as the norms that characterize a group or organization that if widely shared and strongly held, act as a social control system to shape members’ attitudes and behaviors. We further argue that to accomplish this, researchers need to recognize that norms can be parsed into three distinct dimensions: (1) the content or what is deemed important (e.g., teamwork, accountability, innovation), (2) the consensus or how widely shared norms are held across people, and (3) the intensity of feelings about the importance of the norm (e.g., are people willing to sanction others). From this perspective we suggest how future research might be able to clarify some of the current conflicts and confusion that characterize the current state of the field.     

产业集群中跨国子公司战略地位与母子关系的演进

本文首先基于理论分析,指出优势产业集群中的跨国子公司完全有可能成为跨国公司竞争优势的来源。由此,文章分析了集群中跨国子公司存在的四类知识流以及影响四类知识流方向和流量大小的三种重要影响因素,并根据后两个因素区分了集群中子公司在跨国公司内部战略地位上的差异。基于战略与结构的孪生性,本文论述了集群中跨国公司母子关系的变迁,分析了集群中子公司的双重根植性。     

中国上市公司终极控制权及其与东亚、西欧上市公司的比较分析

本文运用终极产权论对上市公司的控股主体进行分类,通过追踪上市公司终极控制股东,发现在1260家样本公司中,终极控制股东拥有的控制权平均为43.67%,而其投入的现金流平均只有39.33%,就是说控制股东投入的现金流显著小于其获得的控制权,有4.34%的差异,两者的比值为0.890。在三种终极控制股东中,家族企业投入了相对较少的现金流量,却取得了相对较多的控制权,控制权和现金流量权的偏离达到了49.16%。同时,通过对中国上市公司和东亚、西欧国家的上市公司进行比较分析,得出了许多有意义的结论。     

《史记·本纪》中比喻的结构和功能

本文认为<史记·本纪>运用比喻有两个特色1、多类结构,2、辩说功能.     

主动形式表被动意义的语表及语义分析

在英语中,被动意义除了最常用的“be+V—ed”结构之外,有时也可以采用主动形式来表示,只不过句子的语义功能则由原来强调动作的承受者变为强调人或事物处于某种静止状态之中。本文初步探讨了这些主动形式的语法结构及语义特征。