差错管理视角下差错知识共享与差错学习的研究:基于博弈论的分析

在组织中差错管理文化对于差错知识共享与差错学习的作用还没有得到足够的重视。基于此,在分析隐性知识共享和学习的相关研究基础上,采用博弈论方法构建一个完全且完美的动态三方博弈模型,用以分析不同类型差错管理文化的组织对于差错知识共享和差错学习的作用。并根据差错管理文化类型的不同制定激励或惩罚制度、策略和措施,得出了两种组织触发差错知识共享和差错学习的策略均衡条件。相关结论对于组织差错学习,特别是高可靠性或高危性的组织具有一定的参考价值。     

差错管理文化与个人差错信息报告的关系研究

有效的差错管理依赖于组织员工的个人差错信息报告,营造良好积极的差错管理文化、提高个人差错信息学习能力是有助于完善组织员工差错信息报告的重要途径之一。本文基于三元交互理论,以个人差错信息学习能力为中介变量,探讨它与差错管理文化及个人差错信息报告之间的影响关系,并以医疗机构人员工作过程中出现的差错事件为实证研究背景,在数据分析的基础上,对三者之间的影响关系进行分析验证。结果证明：差错管理文化不仅直接影响个人差错信息报告,还可通过个人差错信息学习能力的中介作用对个人差错信息报告起到间接影响。     

关于信息差错、差错信息与差错知识的研究

差错在组织内部屡有发生。基于信息与知识视角,探讨信息差错、差错信息、差错知识的含义及它们之间的联系与区别,指出差错信息与信息差错相互关联并互为因果,差错信息可转化为差错知识,利用差错信息开展差错学习可以转变差错管理范式。最后给出总结并就如何关注信息差错、差错信息、差错知识问题作了展望,认为信息差错、差错信息、差错知识的相关研究将是今后值得关注的研究方向。     

差错能成为创新之源吗——基于差错管理文化对员工创造力影响的跨层次分析

在面临社会经济转型的关键时期,如何有效激发员工的创造力已成为我国现阶段企业中人力资源管理者的重要课题。以问卷调查的方式获取了安徽省境内43家企业531名员工的有效数据,构建了组织层面的差错管理文化对个体层面员工创造力和创造力自我效能感影响的跨层次中介效应模型,并运用多层线性模型技术对其进行了深入的分析。研究结果表明:组织差错管理文化对员工创造力产生正向的跨层次影响,且创造力自我效能感在组织差错管理文化和员工创造力之间起到部分中介作用。     

信息视角下组织差错报告若干问题研究综述

简单概括了组织差错报告相关理论基础,首先介绍了差错报告的内涵和分类,对目前国内外学者关于差错报告的研究进行了系统的阐述,包括差错自我报告和差错他人报告,最后进行总结并给出展望。     

绩效考核目标取向与员工创新行为:差错管理文化的中介作用

基于组织差错管理文化视角,探讨了绩效考核目标取向和员工创新行为之间的关系.研究表明:发展取向的绩效考核对正向差错管理文化、员工产生创新构想的行为和员工执行创新构想的行为有显著的正向影响,评价取向的绩效考核对正向差错管理文化、员工产生创新构想的行为和员工执行创新构想的行为有显著的负向影响,且差错管理文化在绩效考核目标取向对员工创新行为的影响中发挥中介作用.     

空中交通管制运行中的威胁及差错管理

本文在差错与威胁管理理论前提下,详细分析了空管运行中存在的问些及可能出现的差错,指出了对差错与危险进行管理的目的是要将其控制在一定范围内,最终探究了提高空管安全性的有效策略。     

企业差错管理氛围对员工信息安全行为的影响研究

[目的/意义]揭示差错管理氛围对员工信息安全行为的影响机理,有助于改进组织信息安全管理效果.[方法/过程]构建理论假设模型,采用问卷方法收集数据,利用数据分析软件对数据进行分析处理和跨层次检验.[结果/结论]发现差错管理氛围对员工信息安全行为意愿具有显著正向影响,但是各个维度影响程度具有差异;差错管理氛围对员工信息安全...     

试论差错信息的几个关键问题

文章分析了国内外关于差错信息的研究状况,主要从差错信息的范围与层次、信息差错、信息系统、差错报告、差错归因、个人信息管理几个方面对差错信息的发展脉络与研究现状进行了论述,并认为差错信息及其管理应成为信息管理学科关注的新对象。     

差错管理研究现状及热点

以Web of Science数据库收录的1990—2015年差错管理相关文献为研究对象,通过文献计量法得到差错管理领域的研究趋势,通过Citespace III绘制国家、机构及作者合作图谱、期刊共引图谱、关键词共现图谱、文献共被引图谱,得到国际差错管理领域的主要研究力量及研究热点。在此基础上,提出差错管理领域需要拓展实证研究中的衍生变量、深入理论和应用研究及开发基于中国情境的量表等展望。     

A descriptive model of innovation and creativity in organizations: a synthesis of research and practice

Based on a review of the reported theoretical advances that are affirmed by empirical works from published management practice, this paper finds that innovation is an outcome of an intentional and designed effort of the organization, and synthesizes the findings for enhancing creativity and innovation by developing three antecedents that positively influence innovation in organizations: (1) the garnered knowledge, (2) the presence of a knowledge-supporting culture, and (3) the accumulation of social capital. The paper also provides a summary of transferable management practices that organizations are employing to enhance innovation and productivity.     

统计组织理论及其对人力资源管理的启示

归纳总结统计组织理论的核心思想以及小样本定律、测量误差、范围误差和混淆因果因素等关键内容。在此基础上,以人力资源管理领域为例,通过将统计组织理论应用于对招聘、培训、绩效考核和职务晋升、薪酬等人力资源管理职能的理论分析、提出新理论命题,进一步阐释统计组织理论可以为组织管理研究所带来的新理论视角和理论创见。     

Systems strategies for information management in organizations which are not machines

The traditional systems model of the organization as a machine, performing some well defined function, has in the past often been employed to guide the process of information system design. This model, as is well known, has been challenged in organization theory by conceptions of the organization as an organism a culture and a coercive system (amongst others). This may appear to leave specialists in information management short of theoretical support for their activities. In this paper it is argued that there are, in fact, a variety of systems strategies available for supporting information management in organizations even when these are not conceived of as being machines. Information systems specialists can find in these strategies both a means of accessing the wider debates in organization theory and specific guidance of direct relevance to their practical activities. The systems approach, broadly defined remains therefore the best source of theoretical support for the process of information management.     

学习型组织构面与检验方法研究

基于对我国管理情境下的组织特征的分析,提出了我国学习型组织包含创新型文化、知识管理体系、优化的组织结构和战略性领导力4个构面。在此基础上,提出了检验学习型组织构面的程序,并着重对统计检验方法进行了探讨。并对今后的研究工作进行了展望,为进一步修正和完善学习型组织的4个构面提供了研究思路,为创建具有中国特色的学习型组织提供了理论与方法的指导。     

Information culture and organizational effectiveness

This paper develops a typology of information cultures by synthesizing empirical and theoretical research in organization science and information science. Four information culture types are proposed. In a Result-oriented culture, the goal of information management is to enable the organization to compete and succeed in its market or sector. In a Rule-following culture, information is managed to control internal operations, and to reinforce rules and policies. In a Relationship-based culture, information is managed to encourage communication, participation, and a sense of identity. In a Risk-taking culture, information is managed to encourage innovation, creativity, and the exploration of new ideas. We expect most organizations to display to varying degrees norms and behaviors from all four types, and that the information culture profile of an organization would be related to its effectiveness. The paper ends by looking at the practical and theoretical value of a systematic examination of information culture and its link to organizational effectiveness.     

The theoretical foundations of knowledge management

Knowledge management has emerged as an important field for practice and research in information systems. This field is building on theoretical foundations from information economics, strategic management, organizational culture, organizational behavior, organizational structure, artificial intelligence, quality management, and organizational performance measurement. These theories are being used as foundations for new concepts that provide a rationale for managing knowledge, define the process of managing knowledge, and enable us to evaluate the results of this process. Based on articles published between 1995 and 2005, new concepts are emerging, including knowledge economy, knowledge alliance, knowledge culture, knowledge organization, knowledge infrastructure, and knowledge equity. An analysis of the theoretical foundations of knowledge management reveals a healthy arena with a strong foundation and clear directions for future work.     

包容型人力资源管理实践对员工创新行为的影响——-基于创新自我效能感的中介作用

个体创新行为是组织创新的基础,本文将“包容理念”与“人力资源管理实践”相结合,探讨了包容型人力资源管理实践对员工创新行为的影响,同时验证了员工创新自我效能感的中介作用。研究表明：（1）包容型人力资源管理实践包括公平分配共享收益、容许犯错鼓励建言、注重跨部门交流、用人所长正向激励、多样性引进人才、重视员工培养投入六个方面。创新行为包括创新过程和创新结果。（2）包容型人力资源管理实践各维度与员工创新过程和创新结果都具有显著正相关。容许犯错鼓励建言对员工的创新过程和员工创新结果都有显著影响;用人所长正向激励显著影响员工创新过程;创新自我效能感对员工创新过程和创新结果具有显著影响。（3）员工自我效能感在容许犯错鼓励建言与员工创新过程和创新结果之间起完全中介作用,员工自我效能感在用人所长正向激励与员工创新结果中起部分中介作用。     

‘Think of others’ in knowledge management: making culture work for you

Knowledge management has an important role to play in both organizational and national cultures. In order to have a paradigm shift from a knowledge hoarding to a more knowledge-sharing culture, knowledge management should be used as part of the human capital strategy for the organization. The impact of culture on knowledge management has been studied widely, but little has been written on how knowledge management can affect organizational culture. This paper provides a thought-piece on addressing this overlooked area.