流程再造思想对传统官僚制组织的挑战

流程再造是企业管理领域内的一个新课题,它的出现不仅在全世界范围内掀起了一场企业管理的革命,而且正改变着传统的组织理论。它从组织结构、组织作业流程、组织成员主体价值,以及组织目标导向等方面,对传统的官僚制组织理论提出了挑战,传统的官僚制组织在流程再造理论的冲击之下,呈现出全新的面貌。     

再谈大学社团创新发展之海翼模式

随着我国高等教育大众化步伐的逐步加快和高等院校社团改革的不断深化,原有的社团发展模式出现了许多弊端。根据学生社团实际发展和层次提高的需要,必须对社团的原有各个方面进行创新改革。笔者在徐州医学院海翼文化传播中心的创建和发展实践中,探索出＂五位一体＂的创新理论,构建了高等院校学生社团创建与发展的创新模式。     

用先进的世界观、价值观、道德观指导企业党建工作

为更好地加强和改进企业的党建工作,就必须严格地按照"三个代表"的要求树立起马克思主义的世界观、价值观和道德观.才能使各级党员干部在新的历史条件下发挥自己的先锋模范作用,进而增加企业党组织的凝聚力量,带领职工群众使企业走上健康的改革和发展之路.     

The Integration of Two “Brotherhoods” into One Organizational Culture: A Psycho-social Perspective on Merging Police and Fire Services

While organizational mergers may not yet be as commonplace in public enterprise as in private industry, they present similar challenges in terms of the complexities of seamlessly blending the multiple stakeholders involved. As a result, despite their often grandiose ambitions, mergers have not always met with unequivocal success. While the reasons involved can be as divergent as the agencies themselves, research has tended to implicate merger administrators for insufficient attention to organizational culture as a key explanatory factor. In an effort to more closely examine this potential linkage as it relates to public sector mergers, the case study described herein analyzes the role of organizational culture in the merger of two independent entities (a sheriff’s office and fire-rescue services) and describes techniques employed to enhance the compatibility of their unification. Through a combination of interviews with transition team members and analysis of relevant records, the merger process is explored from three theoretical perspectives—i.e., work-related identity, person–environment “fit” (individual–cultural alignment), and employer–employee reciprocity. Using this theoretical framework, insights are provided into the manner in which these two distinct workplace cultures have been organizationally integrated.

The godmother of gendered organizations: In celebration of the work of Joan Acker

Joan Acker can be considered the godmother of gendered organizations. In this paper, we reflect on the impact that Joan Acker's work has on our thinking and our careers as gender scholars in management and organization studies in Europe. First, we tell our personal stories of close encounters with Joan Acker. Second, we highlight what we consider to be two key contributions of Joan Acker. The first are the interrelated gendered processes regarding structure, culture, interaction and identity from her work in the early 1990s, the second the notion of inequality regimes from her later work on the intersections of gender, class and race. We then discuss how Acker's work has been influential in our research on gendered organizations, and in our teaching when we use it in our explanations of the functioning of gender in organizations to students, and in our work as advisors and consultants for organizations interested in equality, diversity and inclusion. Finally, we elaborate on new directions building on Acker's work, especially in current theorizing on gender and diversity in organizational change.     

Tribute to Joan Acker (1924–2016): Views from ‘the South’

This short personal piece provides reflections on the contribution of Joan Acker's theorising and insights for gendered organization scholars working in New Zealand. We have positive recollections of Joan Acker the person, as well as her sharp and thoughtful analyses of gendered inequalities. Her contributions moved beyond gender as intersectionality influenced her later works. Her thoughts on positive organizational change are considered and finally, we offer quotes that will endure.     

Teachers as good mothers,mothers as good teachers: Functional and ideological work–family alignment in the South Korean teaching profession

As one of the largest women‐dominated employment niches in many national contexts, the teaching profession has been widely studied, yet the gender, work and family negotiations within this profession deserve fuller attention. The case study of South Korean teachers, one of the most highly qualified teaching workforces in the world, illuminates how particular professions create specific challenges as well as supports for work and family that can counter national patterns of women's low labour force participation. This study engages with theoretical debates regarding ‘work–family conflict' and ‘work–life balance' to develop the alternative framework of ‘work–family alignment' giving greater attention to cultural, ideological and functional dimensions within specific occupations and national contexts. However, rather than expanding opportunities for women, work–family alignment often depends on conformity to normative gender roles — both at work and within families. Nonetheless, the framework of work–family alignment can inform policy implementation by demonstrating that both functional and ideological supports are needed for workplace and state policies to be effective.     

The effect of information system utilization and education and training on organizational innovation in public social welfare officers: Focused on the moderating effect of organizational trust

The purpose of this study is to investigate the impact of information system utilization and education and training on organizational innovation for public social welfare officers in Seoul and verify whether organizational trust plays a role as a moderator variable in these relationships. First, information system utilization and education and training have positive effects on organizational innovation. Second, as a result of investigating the moderating effects of organizational trust, organizational trust has a positive effect on the relationship between information system utilization and organizational innovation, as well as education and training and organizational innovation. Therefore, it is found that information system utilization and education and training are important for innovation of public welfare service. The stronger relationship we have, the higher organizational trust we acquire. Therefore, in order to innovate the organization, it is necessary to strengthen the education training that can utilize the network and the expertise to share information and communicate. It is also necessary to focus on enhancing organizational trust such as mutual consideration, information sharing, and assistance within an organization.     

Leaving Behind What We are Not: Applying a Systems Thinking Perspective to Present Unlearning as an Enabler for Finding the Best Version of the Self

In response to criticism on the concept of ‘unlearning’, we suggested that unlearning on an individual level should be defined as the reduction of the influence of old knowledge on cognitive and/or behavioural processes. In this article, we apply a systems thinking perspective on this definition to explore how far this kind of unlearning can possibly go and what happens if this process is inward-directed, i.e. affects the cognitive and behavioural patterns that define who we are. We take a knowledge perspective on the concept of the self and suggest that unlearning could trigger a disequilibrium, which in turn, enables a deep learning process and guides us to what is referred to as ideal or best version of the self. This does not only have implications for the individual level but it can initiate fundamental change processes in organizations.     

Turning bad into good: How resilience resources protect organizations from demanding work environments

An organization’s survival and its performance are often connected to employees’ well-being, which in intensive work conditions can be compromised by employee exhaustion. To date, the last economic crisis has forced several companies to downsize and leave the remaining employees facing higher job demands and vulnerability toward job exhaustion. The present study investigates whether resilience together with other personal resources can function as a psychological shield through a mediation and/or moderation process that mitigate the emergence of burnout. Based on a sample of employees from three different Italian companies (N?=?208), our results confirmed that “resilience resources” (i.e., resilience, self-efficacy, self-regulation) mediated the relationship between job demands, exhaustion, and task performance (i.e., energetic process). These results suggest that organizational environments characterized by challenging demands are likely to foster the development of resilience resources to cope with the emergence of potentially harming processes.