团队作业结构的分类及其特征研究

通过对象聚类发现,团队作业结构可以分为平行、继行、协同3种类型;在不同的作业特征和要求下,存在最优化的团队作业结构;对团队过程的编码结果进行项目聚类,结果发现团队过程可以划分为计划准备、进程维护、执行优化和人际互助4类;多重比较方差分析发现,计划准备和人际互助2类团队过程在3种作业结构下存在显著差异。     

Review of Regulatory Emphasis on Transportation Safety in the United States, 2002–2009: Public versus Private Modes

The U.S. Department of Transportation is responsible for implementing new safety improvements and regulations with the goal of ensuring limited funds are distributed to where they can have the greatest impact on safety. In this work, we conduct a study of new regulations and other reactions (such as recalls) to fatal accidents in several different modes of transportation implemented from 2002 to 2009. We find that in the safest modes of commercial aviation and bus transport, the amount of spending on new regulations is high in relation to the number of fatalities compared to the regulatory attention received by less safe modes of general aviation and private automobiles. Additionally, we study two major fatal accident investigations from commercial aviation and two major automotive recalls associated with fatal accidents. We find differences in the cost per expected fatality prevented for these reactions, with the airline accident investigations being more cost effective. Overall, we observe trends in both the automotive and aviation sectors that suggest that public transportation receives more regulatory attention than private transport. We also observe that the types of safety remedies utilized, regulation versus investigation, have varying levels of effectiveness in different transport modes. We suggest that these differences are indicative of increased public demand for safety in modes where a third party may be held responsible, even for those not participating in the transportation. These findings have important implications for the transportation industry, policymakers, and for estimating the public demand for safety in new transport modes.     

Strategy implementation: A review and an introductory framework

Effective strategy implementation is a critical component of organizational success and a potential source of competitive advantage. However, despite many calls for increased attention, research on the subject remains a disparate constellation of recommendations, case studies, and empirical work that provides insight but lacks a cohesive framework. As a result, strategy research most often treats implementation as a black box and overlooks sources of performance heterogeneity derived from differences in strategy implementation effectiveness. To improve our understanding of the strategy implementation process, and to promote its inclusion in strategy research, the authors systematically review and synthesize findings in the extant strategy implementation literature to abductively derive an integrative framework comprised of three components: (1) actions through which managers influence the implementation process, (2) conditions necessary for strategy implementation effectiveness, and (3) the underlying dynamic managerial capabilities to create the best possible combination of conditions by enacting the most appropriate managerial actions. By explaining the relationships among these three components, we provide an introductory foundational framework on which to build future knowledge about this important field of inquiry.     

How Effect Size (Practical Significance) Misleads Clinical Practice: The Case for Switching to Practical Benefit to Assess Applied Research Findings

ABSTRACT

Relying on effect size as a measure of practical significance is turning out to be just as misleading as using p-values to determine the effectiveness of interventions for improving clinical practice in complex organizations such as schools. This article explains how effect sizes have misdirected practice in education and other disciplines. Even when effect size is incorporated into RCT research the recommendations of whether interventions are effective are misleading and generally useless to practitioners. As a result, a new criterion of practical benefit is recommended for evaluating research findings about the effectiveness of interventions in complex organizations where benchmarks of existing performance exist. Practical benefit exists when the unadjusted performance of an experimental group provides a noticeable advantage over an existing benchmark. Some basic principles for determining practical benefit are provided. Practical benefit is more intuitive and is expected to enable leaders to make more accurate assessments as to whether published research findings are likely to produce noticeable improvements in their organizations. In addition, practical benefit is used routinely as the research criterion for the alternative scientific methodology of improvement science that has an established track record of being a more efficient way to develop new interventions that improve practice dramatically than RCT research. Finally, the problems with practical significance suggest that the research community should seek different inferential methods for research designed to improve clinical performance in complex organizations, as compared to methods for testing theories and medicines.     

增强思想政治教育有效性的社会心理学考察

思想政治教育活动过程中的教学方式、教学内容以及受教育后的内心信念和行为模式等必须努力达到预先设定的目标,符合既定的教育要求,此种符合要求和达到目标的程度即是思想政治教育的有效性;依从、认同、内化是其有效性从低到高的三个层次。增强教育源的可信性、提高教育方式的影响力、注重受教育者的特点是使思想政治教育有效性达到更高层次的主要途径。     

提升小学略读课文教学有效性策略研究

“略读课文”选材广泛,体裁丰富,内容新颖,是语文教学的重要组成部分。为了提升小学略读课文教学的有效性,笔者进行了探索与实践,摸索出了“以学定教”,“顺学而导”的模式,试图从巧设疑问,激发兴趣;提示引路,初晓大意;铺桥搭路,略中求精;化繁为简,落实重点;适度拓展,迁移运用这几方面阐述如何提升略读课文的有效性。     

微博在高校思想政治教育中的作用探析

微博具有资源的共享性以及内容的广容性特点,可以实现交往双方的平等交流,是大学生经常使用的重要社交网络平台,不仅促进了思想政治教育空间的延伸,也促进了思想政治教育手段的现代化和方法的多样化。所以要拓展微博上的思想政治教育空间,增强思想政治教育内容的导向性,加强网络法制建设,大力开展道德教育进微博活动,高校思想政治教育才能收到良好的效果。     

国际发展援助的协调: 回顾与述评

援助协调性是保证援助效果的重要前提.二战后,国际发展援助效果并不理想,这很大程度上是由于发展援助在战略、政策以及措施等方面缺乏协调造成的.目前,国际社会对发展援助协调性问题日益重视,但国内对该问题的探讨和研究尚未系统展开.文章从协调性概念入手,对国内外关于援助协调的研究进行回顾,并对目前研究中存在的问题和发展趋势进行分析和讨论.     

复杂环境下企业适应性领导行为研究

竞争环境的复杂性要求企业领导行为具有较强的适应性。在复杂适应系统刺激-反应原理的基础上,构建复杂环境下企业适应性领导行为模型,指出在政府、市场、企业等组织内外部环境因素作用下,企业的适应性领导行为由文化识别、知识管理、风险管理和协同创造4个方面构成,并对员工绩效、组织承诺和员工满意度等领导有效性指标产生影响。在问卷调查的基础上,采用因子分析、相关分析、层次回归和逐步回归等方法对调查数据进行统计分析。实证研究结果表明,企业适应性领导行为对员工绩效、组织承诺、员工满意度等结果变量有不同程度的影响;企业文化、领导-成员交换关系与企业适应性领导行为和领导有效性存在相关关系,并且作为调节变量对企业适应性领导行为与领导有效性之间的关系起调节作用。企业应从适应性领导行为层面和调节变量层面加强管理,构建有效领导行为机制,提高环境变化中的领导有效性。     

探索团队内外部过程之间关系研究的框架

为了适应不断激烈的竞争和迅速变化的环境,团队不得不进行边界管理,同时仍需要管理内部进行的互动过程,因此提高团队效能需要同时关注这两种过程。从资源的角度看,团队的内、外部过程之间存在直接竞争关系,但面对共同的任务两者之间又存在相互协调,相互促进的影响。因此,研究两者之间的关系应该建立在全面认识团队进行的内外部活动基础之上。