Illuminating gendered organization assumptions

One key to why organizations have been less successful at integrating a work–family agenda into their organizational cultures is that workplaces have failed to consider how gender assumptions influence workplace practices, policies and cultures. This paper presents a theoretical framework for considering how gender role assumptions have prevented organizational attempts to become family friendly. Further, this paper uses an organizational case study to illustrate this point. Specifically, a theory of gendered organizations is used to frame an analysis of 30 employee interviews. Data suggest that gendered organizational assumptions inherent to several workplace policies and practices contribute to employee strain associated with negotiating the demands of life on and off the job. Further, the findings show that these gendered organizational assumptions prevent organizations from developing workplace cultures responsive to employees' work, family and personal needs. A brief review of the interdisciplinary work–family field is presented, followed by a discussion of gendered organizations. Then, using interview data collected from management and ‘front‐line’ female and male workers employed at a municipal government, this paper examines how workplace practices, presumably gender neutral, affect employees and the organizational culture in which they work.     

网络经济下企业的边界:交易成本理论分析

网络经济的发展并没有改变企业与市场二分结构的实质,但网络的锲入却在一定程度上细分了原有结构,使交易关系更为复杂;在网络的作用下,企业边界分裂为组织边界和市场边界两重形式,其在网络效应和企业组织构造转变的共同作用下发生逆向移动;两重边界的确定,最终取决于交易成本的比较,这也是网络经济下不同企业形态存在的内在原因。     

农村专业技术协会的组织制度与运行机制

介绍了农村专业技术协会的组建原则与方法、民主管理制度、利润分配制度及其产权结构安排,并从决策机制、激励机制、积累与发展机制、约束机制等方面介绍协会的运行机制,探讨其存在的主要问题,并提出进一步发展的政策建议     

Perceptions of Effectiveness of Responses to Sexual Harassment in the US Military, 1988 and 1995

This analysis compares patterns of response to the harassment experiences that had the greatest effect on the respondents to the ‘1988 Department of Defense (DoD) Survey of Sex Roles in the Active‐Duty Military’ and Form A of the ‘1995 Armed Forces Sexual Harassment Survey’. We analyse the respondents’ perceptions about effectiveness of their responses, and respondents’ opinions about the efforts of senior military leadership, and their own immediate supervisors’ efforts to ‘make honest and reasonable efforts to stop sexual harassment in the active‐duty military’ ( DoD, 1988 ; Bastian et al., 1996 ). Results indicate that while the military has been somewhat successful in attempts to lower actual incidence of sexual harassment, the percentage of those experiencing such uninvited and unwanted behaviours remains high. Similar patterns of responses in both years, with most employing personal solutions and few filing complaints with officials, may reflect the fact that official DoD policy focuses on individual behaviour and does not address the masculine environmental context that promotes such behaviours (see also Harrell and Miller, 1997 ). Findings also suggest that the ‘no tolerance’ policies adopted by the military may concentrate on the military image but ignore the wishes of the complainants who fear reprisals. If the rights and wishes of all parties involved are not taken into account, policies are unlikely to be successful (see, for example, Rowe, 1996 ).     

Maternal Emotional Styles and Child Social Adjustment: Assessment, Correlates, Outcomes and Goodness of Fit in Early Childhood

The goals of the present research were to develop a modified version of an existing self‐assessment questionnaire designed to measure parents’ emotional style and to examine how the aspects of child regulation may moderate the relation between the emotional styles and social outcomes in childhood. Participants in Study 1 were 140 mothers and children (73 males, 67 females, M_age=56.0 months). The mothers completed the Maternal Emotional Styles Questionnaire (MESQ) to assess maternal emotional styles, and the Child Behavior Vignettes to assess parental goals across two scenarios. Participants in Study 2 were 50 mothers who were interviewed regarding their emotional styles using the Meta‐emotion Interview, and who also completed the MESQ. In Study 3, 100 mothers and children (41 males, 59 females, M=58.0 months) participated. The mothers completed the MESQ and the Child Behavior Questionnaire to assess the children's emotion and behavior regulation. Teachers completed the Child Behavior Scale to measure the indices of preschool adjustment. Results from Studies 1 and 2 indicated a two‐factor scale for the MESQ, with good psychometric properties (including stability, convergent validity, and construct validity). Results from Study 3 indicated different patterns of associations between maternal emotional styles, and child adjustment for well‐regulated versus dysregulated children.     

高校行政管理运行现状及改革探索

目前高校行政管理组织采用的是严格的等级制,虽能保证政令畅通和严格执行,但由于不同程度地存在着条块分割、部门交叉、推诿扯皮等现象,从而降低了组织效率。要从根本上改变这种现状,必须转变管理观念,提高管理者的素质,改革组织的运行结构     

On diagnostic checking of the autoregressive conditional intensity model

The autoregressive conditional intensity model proposed by Russell (1998) is a promising option for fitting multivariate high frequency irregularly spaced data. The authors acknowledge the validity of this model by showing the independence of its generalized residuals, a crucial assumption of the model formulation not readily recognized by researchers. The authors derive the large‐sample distribution of the autocorrelations of the generalized residual series and use it to construct a goodness‐of‐fit test for the model. Empirical results compare the performance of their test with other off‐the‐shelf tests such as the Ljung–Box test. They illustrate the use of their test with transaction records of the HSBC stock.     

现代商业银行经营组织体系的创新

根据现代金融业发展的特点,揭示了现代商业银行生产组织的机制、经营组织结构和经营模式的特征,提出了其经营组织体系创新的机理和经营组织的构造原则。     

Organizational-level interventions to reduce occupational stressors

Occupational stress research continues to grow, and is increasingly being used to inform national policy on worker health and well-being. Most models of occupational stress emphasize notions of person-environment fit. Two approaches for intervention to minimize adverse consequences of occupational stress follow from such models. One emphasizes the strengthening and enhancement of indwiduals and their resources, the other emphasizes the reduction ofcommon workplace-based sources ofoccupational stress. This paper reviews 10 organizational-level interventions to reduce stress at work which have been examined in various field studies. These interventions were generally found to have positive effects, and, given the limited success of individual-level interventions in addressing occupational sources of stress, should be encouraged.     

能力论视角的组织一体化及其治理机制

企业能力论认为,组织一体化和非一体化的存在基础是组织间存在不同程度的差异,这种差异的根源在于各个组织具有不同能力。认知与能力(知识)的性质决定了组织采用什么样的形式。一体化与非一体化组织都要建立适当的治理机制,信任对于企业的创新成功意义重大。