科研团队信任对团队创新绩效的影响研究

构建以知识共享和团队创新氛围为中介变量的科研团队信任对团队创新绩效影响的概念模型,以89个科研团队中的545名科研人员为研究样本,利用多层线性回归方法对相关假设进行检验。研究发现：科研团队信任能够显著影响团队整体的创新绩效,且知识共享和团队创新氛围在科研团队信任与团队创新绩效间起中介作用。这表明科研团队管理者应当积极关注团队内部科研人员之间的人际互动因素,重视营造和谐、信任的团队创新氛围,实现团队的知识共享,进而促进整个科研团队的创新绩效不断提升。     

政府采购绩效审计应用研究 ——以郑州市为例

政府采购绩效审计是审计部门对被审计单位政府采购过程和结果进行的独立经济监督审查工作。为研究政府采购绩效审计所产生的效果,采用实地调查与分析研究相结合的方法,对郑州开展采购绩效审计的现状、审计的具体情况等进行了分析。针对现状和问题由点及面提出了健全政府采购绩效审计制度和准则、改进政府采购绩效审计采用的方式方法、完善政府采购绩效审计的反馈评价体系、完善对政府采购的监督追责机制、加强审计队伍综合素质建设等建议,以期提高政府采购绩效审计的质量和效益。     

To what extent is social security spending associated with enhanced firm-level performance? A case study of SMEs in Indonesia

Although the relationship between social protection and enterprise performance is much debated in the literature, evidence is particularly limited in the case of small and medium-sized enterprises in developing economies. Using census data from 2010 to 2014, this article examines how the provision of social security influenced business performance in Indonesia. The author finds that increased social security spending of 10 per cent is associated with a per-worker revenue gain of up to 2 per cent. Moreover, profits are not found to decrease with increased social protection coverage, suggesting that increasing worker benefits may be a worthwhile business investment.     

Secondhand social capital: Boundary spanning,secondhand closure,and individual performance

We move beyond the performance returns of individuals’ direct network connections to study the effects of “secondhand” social capital, i.e., from the networks of one’s contacts. We propose that certain colleagues may be more valuable to one’s job performance than others when their spillovers of novel information combine with spillovers of the cooperation needed to obtain that novelty. In a study of 1273 research and development employees across 16 business units, we find that the most benefit to one’s own performance comes from having ties that span business units and that also include secondhand closure (i.e., where one’s contacts are each embedded in a constrained, dense network). Bridging the organizational boundary provides the novelty; and secondhand closure provides the cooperation. Further, by examining who in the network is constraining these contacts, we are able to trace their cooperative motivation both to reputational and organizational identity concerns, which each create a spillover of cooperation toward the focal individual, who reaps the returns.     

Sustainability and depth of outreach: Evidence from microfinance institutions in sub‐Saharan Africa

The feasibility of microfinance institutions (MFIs) to expand outreach to the poorest while remaining financially sustainable has long been debated. Using data from 206 MFIs in 33 African countries, we adopt the three‐stage least square technique to assess whether a trade‐off exists between sustainability and outreach depth. Our results confirm the existence of a trade‐off. The evidence also supports ongoing subsidies for MFIs with the aim of encouraging outreach. In addition, we examine whether there is an inflection point beyond which higher interest rates reduce profitability for MFIs. We find no evidence of a threshold beyond which profitability is reduced.     

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.     

Leader-member exchange as a linking pin in the idiosyncratic deals - Performance relationship in workgroups

In the current investigation, idiosyncratic deals (i-deals; individualized work arrangements) are modeled as differentiated resources that shape leader-member exchange (LMX) relationships in workgroups. We integrate literature on leader-member exchange (LMX) with research on i-deals to argue that employee evaluations of i-deals received from the grantor –typically the leader- enhance employee perceptions of LMX, which in turn become instrumental in generating positive performance outcomes. Furthermore, because workgroup characteristics have potential implications on the relationship between a deal grantor and the deal recipient, drawing upon social identity theory of leadership, we reason that the i-deals-LMX relationship is affected by the overall value congruence among the group members. Cross-level moderated mediation analyses on multi source data obtained from 289 employees nested in 60 workgroups showed that the mediational role of LMX in the i-deals to performance outcomes relationship was weaker in high value congruence groups.     

浪漫主义时期钢琴音乐的演奏风格及艺术特色

本文通过对浪漫主义时期几位重要钢琴作曲家演奏创作风格的分析,归纳出该时期的钢琴音乐具有情感性、炫技性、民族性、标题性四个特性,力图较为宽泛地对这一重要时期的钢琴音乐有一个概括性的认识。     

论声乐表演如何以声传情

歌唱是情感的艺术,以声传情,以情动人,情声交融,声情并茂是歌唱者追求的理想目标。但也有不少歌者舍本逐末．一味追求声音的炫技或表演的花哨,以至于所唱之曲难有动人心扉之妙。从情与声的关系展开分析,就如何才能以声传情、声情并茂等问题进行探讨,以期帮助歌唱者树立良好歌唱理念。     

第三方物流外包服务综合绩效评估模型的构建

本文根据全面性、特殊性、可比性、可操作性原则,参考评价第三方物流企业的一般评价指标的选取原则,选取了包括运力资源利用率、固定资产周转率、订单完成率、配送资源利用率等20个具有代表性的指标,详细地构建了第三方企业物流系统综合评价指标体系,并采用主成分因子分析法对企业物流系统进行了综合评价。