论新时期中共党史学习及其意义

历史是最好的教科书,中国共产党90多年的发展史为我们留下了宝贵的历史经验,因而在新时期继续强调认真学习研究中共党史仍然十分重要。明确中共党史学习的内容、原则和方法,认为学习中共党史有利于坚定中国自信、塑造中国精神、增强中国力量,能够为新时期继续推进马克思主义中国化、加强中国特色社会主义建设提供重要保障。     

The expanding territory of organizational communication in China

The field of organizational communication has been dominated by the Euro-American intellectual tradition. In order to create a multicultural field, this study proposes a Chinese-centered perspective to examine organizational communication in Mainland China. Based on a search of the Chinese National Knowledge Infrastructure (CNKI) database using the key words “organizational communication,” the authors collected 129 articles that were published from 1996 to 2014. Using a Chinese-centered perspective, the authors then developed a codebook based on the thematic analysis of the collected articles. A content analysis was employed to analyze year-to-year distributions, definitions of organizational communication, topical areas, theoretical orientations, and methods that were reported in the articles. The results were used to map the current trajectory of organizational communication studies in China. Based on our findings, we recommend that organizational communication scholars acknowledge local philosophies and build local frameworks in order to promote the global inclusivity of the field of organizational communication.     

Organizational Identity and Philanthropic Institutions

This article proposes a framework for viewing the behavior of philanthropic institutions through the lens of organizational identity via semi‐structured interviews with twenty‐seven grantmakers representing seventeen foundations, along with content analyses of these foundations’ public documents. This empirical investigation revealed three identity profiles: agenda setter, supporter, and community builder, which capture distinct patterns in foundation strategy, operational structure, and grantmaking practices. For theory, these findings provide an alternative to the conventional view of foundation behavior along an active to passive continuum to one that suggests a role for organizational identity. For practitioners (grantmakers and grantseekers), this perspective demonstrates that there are multiple pathways through which foundations create social value, not just one definition of “best practices.” Understanding these different perspectives on social value creation can help grantmakers identify internal inconsistencies in their strategies and operations and can help grantseekers identify foundations most likely to fund their work. The article concludes with suggestions for further research to explore the extent to which this framework can advance understanding of institutional philanthropy as the field moves to challenge traditional boundaries between nonprofit foundations and private social change initiatives.     

改革开放前后医疗保障制度组织结构比较研究——从政策网络的角度分析

本文从组织的两面性出发,提出"组织区别度"和"共识区别度"两个概念,利用国家-政策网络-社会-个人这一分析框架,比较了改革开放前、后两个历史阶段中国医疗保障体系的典型特征;研究发现改革前的医疗保障制度跟生产系统结构融合在一起,而现阶段是跟行政系统融合在一起,本文分别将之概括为"社会分散化模式"和"行政集中化模式"。     

组织文化、员工激励及其相容性——基于广州某民营高科技企业的分析与思考

传统激励理论没有把组织文化当成激励,更没有认识到组织文化就是组织激励员工的重要方式之一。事实上,组织文化是员工激励的基础。据相关案例研究证明,组织文化对员工具有重大的心理影响和行为规范作用,优秀的组织文化能够让组织成为一个整体,而且组织文化建设本身就是对员工的一种激励。组织文化与员工激励相容,对于组织的持续健康发展具有重要意义。     

新古典经济学和新制度经济学的组织变迁理论

组织变迁是适应环境变化、保持效率和竞争力的必然趋势。新古典经济学主要关注资源配置问题,把组织和制度看作外生给定的;新制度经济学将组织和交易费用等制度因素纳入分析框架,构筑制度框架下交易费用、分工、组织及其变迁的内在逻辑,但其内部也存在诸多不同之处。对新古典经济学和新制度经济学及新制度经济学内部组织变迁理论的发展脉络进行比较分析,以更全面地把握组织变迁的逻辑。     

The retention of public child welfare workers: The roles of professional organizational culture and coping strategies

The purpose of the current study was to investigate how professional organizational culture and coping strategies (control coping and avoidance coping) related to workers' intentions to remain employed in child welfare. With a sample of 234 frontline workers employed in Department of Human Services-Division of Family and Children Services (DHS-DFCS) offices in a state in the Southeastern region of the U.S., the current study tested a model in which coping strategies mediate the relationship between professional organizational culture and workers' intentions to remain employed in child welfare. Structural equation modeling was used to test the proposed model. Results revealed that professional organizational culture and control coping were significantly and positively related to workers' intentions to remain employed in child welfare. In addition, control coping mediated the relationship between professional organizational culture and worker retention. On the other hand, a significant relationship between avoidance coping and workers' intentions to remain employed in child welfare was not found. Implications of the findings for practice and recommendations for future research are discussed.     

Family‐Supportive Organizational Culture and Fathers' Experiences of Work–family Conflict in Sweden

This study explores fathers' experiences with work–family conflict and their perceptions of how supportive the organizational culture at work is regarding fathers' work–family needs, and whether a family‐supportive organizational culture is associated with less work–family conflict. A total of 377 fathers working in private Swedish companies were surveyed. While a modest proportion of fathers experienced high levels of work‐to‐family conflict, less family‐to‐work conflict was reported. Further, fathers perceived little work–family support from top managers, supervisors, and co‐workers. Our results indicate that the cultures in the examined companies have norms that separate work and family from each other. Fathers seem likely to experience work–family conflict as long as the family‐supportive organizational culture, especially at the work group level, is not well‐developed. When fathers experience their work organizations as family‐supportive, they are likely to be better able to combine work and family and thus to help Swedes achieve a more gender‐equal society.     

组织氛围影响员工创造力的中介机制研究

员工创造力已经成为新经济条件下企业赢得竞争优势的决定性因素。虽然研究发现组织氛围对员工创造力具有影响作用,但是这种影响的中介机制并没有得到充分的诠释。激发员工创造力的关键是洞察员工参与创造性活动的心理状态,内部动机和心理投入分别描述了员工被工作本身所吸引以及完全专注于工作的内在状态,因此,两者构成组织氛围影响员工创造力的潜在中介机制。通过对181名来自浙江各地企业不同类型员工的问卷调查分析发现,支持性组织氛围与员工创造力存在显著正相关关系,内部动机和心理投入在两者之间发挥中介作用。为了提升员工创造力,企业应营造支持性组织氛围,并密切关注员工的内部动机和心理投入状况。     

基于格/群模型的组织文化对新产品开发绩效的影响

基于格/群组织文化模型视角,依据123家中国企业样本数据,中国情境下组织文化作用于新产品开发绩效的过程及市场信息处理在其中的中介效应研究结果表明：(1)组织文化的群对新产品开发绩效没有显著影响,组织文化的格对新产品开发绩效有负向影响;(2)格/群组织文化对市场信息处理有显著影响;(3)市场信息处理在组织文化的格与新产品开发绩效间起完全中介作用,降低组织文化的格能够促进市场信息处理中的市场信息获取、传递和概念化,从而提高新产品开发绩效。