人力资源管理视角的情绪工作研究综述

在服务经济时代,组织更加依赖员工个人的即时表现来影响顾客对服务质量的感知,员工负担的情绪工作要求员工运用情绪能量、承担情绪负荷,本质上是组织对员工个人情绪资源的管理。通过从人力资源管理的视角对情绪工作的相关研究文献进行了回顾,探讨了从人力资源管理视角对情绪工作进行深入研究的机会。     

基于资源共享与子系统交互的两阶段DEA评价方法——兼对我国“一流大学”科研绩效的评价

由于复杂的竞争环境,共享资源下的交互系统组织形式变得越来越普遍,因此有必要开发一种新的方法来衡量这些系统与子系统的效率。针对复杂系统的绩效评价问题,本文提出资源共享与子系统交互的两阶段DEA评价方法予以应对。该方法在测定系统总效率的基础上,运用Stackelberg博弈方法构建模型求解出唯一的子系统(阶段)效率。最后,将该方法应用于我国40所“一流大学”科研系统绩效评价中,评价结果反映出一定的科研系统特征,并验证了该方法的有效性。     

组织内部要素与竞争优势的获取

本文在已有的关于竞争优势获取途径研究的基础上着重考察了关键资源、核心竞争力和组织学习这三个组织内部要素与竞争优势的关系,说明了这三个要素在确立竞争优势过程中的不同的作用层次和机理。建立了一个简单的数学模型探讨了三个要素在确立竞争优势中的不同效率以及通过建立核心竞争力和开展组织学习所能获得的比较优势。     

Transformational leadership and optimal functioning at work: On the mediating role of employees' perceived job characteristics and motivation

This study aimed to deepen our understanding of the motivational mechanisms involved in the relationship between transformational leadership (TFL) and employee functioning. Drawing on the TFL literature, the job demands–resources model and self-determination theory, we propose an integrative model that relates TFL to employee psychological health (burnout and psychological distress), attitudes (occupational commitment and turnover intention) and performance (professional efficacy, self-reported individual and objective organizational performance) through two explanatory mechanisms: perceived job characteristics (job demands and resources) and employee motivation (autonomous and controlled). This research was conducted in two occupational settings (nurses and school principals), using a distinct variable operationalization for each. Results of both studies provide support for the hypothesized model, suggesting that TFL relates to optimal job functioning (psychological health, job attitudes and performance) by contributing to favourable perceptions of job characteristics (more resources and less demands) and high-quality work motivation (more autonomous motivation and less controlled motivation) in employees. Theoretical contributions and managerial implications as well as directions for future research are presented.     

Work–family conflict: The importance of differentiating between different facets of job characteristics

This review study clarifies the relationships between job characteristics and work–family conflict (WFC) by differentiating among three facets of job characteristics: latent, perceived, and enacted. To date, research linking job characteristics to WFC has not distinguished the facets of job demands and job resources in this way. Such distinctions are important as a means of understanding the affective, behavioural, and cognitive processes involved in determining how and when job characteristics relate to WFC. Our review of 115 studies showed that perceived job characteristics have been most commonly explored in relation to WFC, whereas latent and enacted job characteristics have been hardly examined. While these findings may not be surprising, our contribution lies in reviewing the literature through the lens of these categories. Based on the findings, and through highlighting examples in the extant literature, we argue that understanding job characteristics in terms of both how they are perceived and enacted by workers will provide a deeper insight into the mechanisms underlying the relationship between job characteristics and WFC. In order to inform evidence-based interventions, future research must uncover the dynamic mechanisms underpinning the connection between job characteristics and WFC through a focus on enacted job facets and the cognitive, affective, and behavioural processes involved.     

On the psychological and motivational processes linking job characteristics to employee functioning: Insights from self-determination theory

The aim of this study was to provide insight into the differential relationships between job characteristics (job demands and resources) and employee functioning by examining the psychological and motivational processes involved. Drawing on self-determination theory, we tested a model in which job demands are positively related to negative manifestations of employee functioning (psychological distress and psychosomatic complaints) through psychological need frustration and low-quality work motivation (controlled motivation), whereas job resources are positively related to positive manifestations of employee functioning (work engagement and job performance) through need satisfaction and high-quality work motivation (autonomous motivation). Data were collected from 699 Canadian nurses. Structural equation modelling (SEM) results support the proposed model: psychological needs and work motivation partially mediated the relationship between job characteristics and employee functioning. Specifically, job demands negatively predicted employee functioning (high distress and psychosomatic complaints, low engagement and performance) through need frustration and controlled motivation. In contrast, while positively predicting need satisfaction and negatively predicting need frustration, job resources fostered optimal work motivation (more autonomous and less controlled motivation) and employee functioning. The implications for self-determination theory (SDT) and research on occupational health and stress are discussed.     

企业家认知资源与管理创新决策:理论与案例实验

本文旨在探讨企业家认知资源的异质性及其对管理创新决策的影响。运用案例实验法进行了实证检验,研究结果表明:企业家的经验和社会资本是企业家的异质性认知资源,引致了企业家和非企业家管理决策方案在创新性和适用性上的异质性;在没有社会资本的支持下,企业家经验与管理决策方案创新性之间呈倒U型关系,对方案的适用性有正向影响;而在社会资本可得的情况下,企业家经验与社会资本均对方案的创新性和适用性有显著的增强效应。     

面向我国国立研究机构的人力资源配置模型研究

当今世界,科学技术作为第一生产力的作用日益突出,科学技术作为人类文明进步的基石和原动力的作用日益凸显,而国立研究机构作为中国科研体系的国家队和中坚力量,它的地位和规模在整个科研体系中是举足轻重的,因此合理配置国立研究机构的人力资源具有重大的理论和现实意义。目前的人力资源配置研究多针对企业,而中国的国立研究机构有其自身的特点,不能套用企业的人力资源配置方法。中国科学院作为国家在科学技术方面的最高学术机构,作为科技事业的国家队和火车头,具有代表性,因此本文以中国科学院为例,利用问卷调查、专家访谈、文献调研等方法,对影响我国国立研究机构人力资源配置的因素进行研究,并将人力资源的配置看作一个决策问题,综合考虑了发展战略、人均经费当量、人员结构、学科建设等多个约束,采用自上而下和自下而上相结合的方法,建立了面向国立研究机构的人力资源配置模型。该模型克服了以往国立研究机构对子机构人员数量通过简单趋势外推等方法进行预测的做法,集成了历史数据和专家经验,既不脱离历史情况又能够反映机构的发展战略,是一种适合国立研究机构的人力资源配置方法。该方法在中国科学院的应用实践,验证了模型的有效性。     

基于GERT网络的应急抢险过程资源优化配置模型研究

针对应急抢险过程中资源需求与供应不匹配的问题,通过定义应急抢险过程GERT网络的基本单元,建立了一种综合考虑灾害自身演化过程及外界作用相互关系的应急抢险过程GERT网络,设计了求解不同资源配置情况下突发事件状态转移概率的极大熵模型;研究了应急抢险过程GERT网络的简化性质,给出了基于GERT网络的应急抢险过程资源最优配置的求解算法。为应急资源配置提供了定性与定量结合的分析框架与工具,为灾害发展态势的预测及其资源配置提供了新的研究方法和研究思路。