工作场所中灵修的理论与研究

工作场所中灵修来源于对组织中的价值观、道德、动机等主题的关注与讨论,灵修由不同的维度构成,工作场所中灵修提高了组织的工作绩效,并使员工的心理、精神和价值观与组织结合起来。     

高校组织气氛与辅导员工作绩效的关系研究

此研究采用修订的高校组织气氛问卷和工作绩效问卷对135名杭州高校专职辅导员进行了调查,分析了高校组织气氛对辅导员工作绩效的影响,并揭示了高校组织气氛与辅导员工作绩效的相关关系。     

工作满意度、组织承诺与关系绩效的关系实证研究

通过在成都、广州、深圳一些企业的实证研究,探讨组织承诺、工作满意度与关系绩效之间的关系,发现组织承诺三维度、工作满意度五维度与关系绩效两维度之间几乎都具有非常显著的相关关系;但是将工作满意度和组织承诺作为关系绩效的预测变量时,发现二者的因果关系非常不显著,因此推测工作满意度、组织承诺可能是关系绩效的前因中介变量或者调节变量。     

职业学校教师工作场所学习绩效的理论模型、实然状态与提升机制

专业发展效能关涉教师参与职业院校变革的质量和深度。以工作场所学习这一教师专业发展范型为例,选择以"知识"为切入点构建包含知识获取、知识内化、知识共享、知识创造四个维度在内的职业学校教师工作场所学习绩效理论模型,并在此基础上开展实证调查,窥探职业学校教师工作场所学习绩效的实然特征以及国家级重点中高职与非国家级重点中高职在教师工作场所学习绩效上的差异。最后,基于实证调研结果,以"知识管理"为工具,提出通过"生活史叙述"提升职业学校教师工作场所学习个体绩效,通过"创建学习型学校"提升职业学校教师工作场所学习组织绩效。     

幼儿教师组织承诺、工作投入与工作绩效的关系

目的：探讨幼儿教师组织承诺、工作投入与工作绩效的现状及其关系。方法：采用组织承诺、工作投入与工作绩效量表对276名幼儿教师进行测查。结果：（1）幼儿教师的组织承诺、工作投入与工作绩效整体水平一般;（2）幼儿教师的组织承诺在单位性质、学历上差异显著;幼儿教师的工作投入在单位性质、学历、年龄、教龄上差异显著;幼儿教师的工作绩效存在显著的教龄差异;（3）幼儿教师的组织承诺、工作投入与工作绩效之间呈显著正相关,组织承诺、工作责任和工作价值对工作绩效有较强预测力。     

民办高校专业课教师组织支持感、工作满意度与工作绩效关系研究

对广东省6所民办高校395名专业课教师组织支持感、工作满意度与工作绩效实施集体测试,结果表明：教师组织支持感正向影响关系绩效,对任务绩效的影响不显著;组织支持感极显著正向影响工作满意度;工作满意度正向影响工作绩效;工作满意度在组织支持感与周边绩效之间起部分中介作用.要提高民办高校教师的绩效,除了要重视教师的组织支持感外,还要关注教师的工作满意度,尤其是学校管理、工作环境和工作回报等方面的满意度.     

组织薪酬差距和组织绩效的关系研究

组织薪酬差距与组织绩效的关系问题一直是实践界和理论界关注的焦点所在。基于薪酬差距“两分类法”的研究视角,采用问卷调查法考察可解释的薪酬差距和不可解释的薪酬差距对组织绩效的不同影响,并在此基础上检验个体工作绩效对薪酬差距与组织绩效之间关系的中介作用。回归分析的结果表明：（1）可解释的薪酬差距对组织绩效存在显著的正向影响,而不可解释的薪酬差距对组织绩效的影响为负向的但不显著;（2）未加以区分的薪酬差距对组织绩效存在显著的正向影响,但剔除掉个体工作绩效之后,这种影响变得不再显著;（3）员工的个体绩效对全部薪酬差距与组织绩效的关系存在中介作用。     

工作生活质量与组织绩效相关性研究

根据员工工作生活质量(QWL)的观点,如果工作生活质量改善,有利于组织的沟通,提升组织的生产力;同时,员工及企业通过改善生活质量,可以降低离职率及缺勤率,缓和劳资关系.本文通过实证研究发现,员工工作生活质量与组织绩效呈显著正相关.     

Proximal and distal outcomes of organizational socialization among new teachers: a mediation analysis

This study was designed to examine the relationship between socialization experience and the task performance of new teachers. It proposed to do this by testing a structural model. In explicating the relationship between the two constructs, teacher engagement in workplace learning activities and wellbeing were included in the structural model as plausible mediators. The study used a survey research method to gather data from a sample of 182 beginning teachers in northern peninsular Malaysia. Data were analyzed using SPSS version 16.0 and AMOS 16.0. The findings indicate that the structural model adequately fits the data. There is a significant indirect influence of socialization factors on the task performance of new teachers, with 81% of the variance explained.     

Interaction between supply chain risk and organizational performance

To offer a theoretic guidance to practice, on the basis of the work in an emerging strand of supply chain management and by matching the constructs of performance and risk together, a framework between supply chain risk management and organizational performance is developed. The framework includes a series of mutually associated processes as follows: risk sources and profiles, risk and performance drives, risk and performance consequences, risk management responses, and risk and performance outcomes. Furthermore, every process is elaborated on in detail. Thereinto, organizational performance consists of efficiency and effectiveness which is linked to risk drivers and risk management responses. Finally, some necessary discussions and supplements are put forward from a practical point of view. This study is to some extent expected to be conducive to the theories and the practice of supply chain management for contemporary enterprises.     

Challenges and strategies for assessing student workplace performance during work-integrated learning

This study explores the challenges of assessing student workplace performance during work-integrated learning. It highlights the need for, yet difficulties with, combining positivist and constructivist assessments where workplace supervisors make evaluative judgements on performance yet students are also agents in their own assessment. It examines the ratings awarded by 163 workplace supervisors for 213 business undergraduates completing a work placement as part of their degree program in Western Australia. Students were rated on 17 capabilities associated with employability and results indicate, in alignment with previous studies, a tendency among supervisors to assign inflated marks across capabilities. The mean capability rating awarded to each student was significantly higher than their weighted course average, suggesting workplace supervisors mark more highly than academics in coursework units. To identify solutions to manage leniency bias, the study examined variations in supervisor ratings for a range of personal and contextual variables such as gender, organisation size, work area and sector. Although supervisor ratings were inflated, they were consistent across the sample with variations recorded for only four capabilities in certain work areas. Reasons for leniency bias among workplace supervisors are explored in light of the findings and alternative approaches to evaluating student workplace performance are presented.     

趣味体育对青少年体育习惯形成的影响

研究并确立趣味体育在青少年体育习惯形成中的重要意义,对有效解决青少年体质下降问题的途径提供参考,对其它学科与体育学科的交叉综合应用提出新的思路;通过文献法、归纳法等研究方法对趣味体育进行分析研究;结果得出,开展趣味体育在青少年体育习惯培养中有重要作用,如果使趣味体育运动校园化、常态化,则更丰富了具有中国特色的学校体育教育理论体系.     

Why are some universities better? An evaluation in terms of organizational culture and academic performance*

ABSTRACT

The purpose of this study is to investigate the relationships between organizational culture and academic performance among higher education institutions. The sample was composed of 647 faculty members working in the colleges of education, health, engineering, law, economics, and administrative sciences in four central research universities in Turkey. The Organizational Culture Assessment Instrument (OCAI) was used to describe organizational culture, whereas University Ranking by Academic Performance (URAP) data were used to investigate academic performance. A multilevel analysis in which one unit of analysis (i.e., faculty member) was nested within another (i.e., college) was performed. The original contribution made to the literature by this research is its examination of the relationships between organizational culture and tangible performance indicators (e.g., the number of academic publications and citations). Results show that three different culture types were observed in the universities: Innovative team culture, competitive culture, and hierarchic culture. Although significant relationships were found between academic performance and both competitive culture and innovative team culture, the sole significant predictor of academic performance was competitive culture. One particularly interesting finding was that whereas competitive culture was effective on quantitative indicators (i.e., number of publications and number of citations), only innovative team culture affected the indicators related to effectiveness (i.e., article impact level and citation impact level).     

The role of memorable messages in the process of organizational socialization

This study examines the structure, form, and nature of the content and context of memorable messages exchanged within an organization. Based on the work of Knapp, Stohl and Reardon (1981) an analysis of interviews conducted within a small company indicates that all members were able to recall precisely a specific message which had a lasting influence on their work lives. The messages capsulized how one “should” behave in the organization and functioned to assimilate individuals into the work culture. The socializing and memorable nature of the messages were enhanced by several recurrent features in their form and structure, the receptivity of the respondent, the content, and the context.     

Examining the relationship between teacher organizational commitment and school health in Turkish primary schools

The purpose of this study was to examine the relationships between teachers' perceptions of organizational commitment and school health in Turkish primary schools. The Organizational Commitment Scale and the Organizational Health Inventory were used to gather data from 323 randomly selected teachers employed in 20 primary schools in Ankara. Results indicated that teacher compliance commitment was negatively related to both identification and internalization. Three dimensions of school health, institutional integrity, principal professional leadership, and morale, negatively predicted teacher commitment based on compliance. However, teacher internalization commitment was positively predicted by these 3 health dimensions. Professional leadership was the only school health dimension that was significant in predicting identification commitment. Two other dimensions of school health, academic emphasis and resource support, were not significant predictors of the commitment factors. Results of the study are discussed in relation to developing the organizational health of schools and improving the organizational commitment of teachers.     

企业营销力与企业绩效的关系研究

构建了企业营销力与企业绩效的理论模型,提出了企业营销力与企业绩效的相关假设,然后以调查问卷的方式收集数据,建立回归模型,运用统计分析方法,对相关数据进行回归分析,验证了我们提出的研究假设,证明了企业营销力对企业绩效有积极的作用。     

高校组织结构设计问题与对策思考

组织结构是影响高校发展的重要因素,在高校的快速发展进程中,为适应环境的变化,应该设计有机模式的组织结构,建立学习型组织,从结构维度、部门设置和控制幅度三个要素着手,构建合理的组织结构,实现高校的科学发展。