Reconstructing the “Work Ethic” through Medicalized Discourse on Workaholism

While commonly construed as an ethic and/or balanceable life quality, work rarely is looked upon as being a disease. Drawing from theories of structuration as well as work–life balance literature, this study examines how societal trends of production and efficiency impact the embodied nature of human life, particularly for self-proclaimed workaholics. Through conducting a narrative analysis of texts written by workaholics, the author investigates how individuals reconstruct meanings for their work through their use of diagnostic and therapeutic terminology. Themes for the analysis center on how workaholics define and diagnose workaholism, express their experiences of this addiction, and reconstruct their lifestyles through recovery. The findings underscore the benefits of intersecting health discourse with occupational and ethical discourses surrounding work. Meanwhile, the author cautions that framing work as a disease focuses attention on individuals' problems and thus runs the risk of overlooking potentially “ill” societal conditions that warrant further concern. Suggestions are offered for promoting discussions that raise explicit awareness of the embodied interconnections between work and health.     

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.     

The challenges of scaling-up and sustaining professional development school partnerships

This article addresses the challenges PDS partnerships face as they go to scale. Based on Coburn's (2005) notions of scale, the article uses organizational theory to analyze data from a ten-year qualitative meta-synthesis of PDS partnership research. Based upon the analysis, the article offers four recommendations: PDS partnerships should sustain strong trajectories of research regarding their work; Stakeholders in PDS partnerships need to ensure that faculty and staff have adequate support to thrive; PDS partnerships need to be based upon enabling bureaucratic structures; and PDS partners need to create opportunities to engage with each other in positive, normative spaces.     

Technological innovations and sectoral change: Transformative capacity, adaptability, patterns of change: An analytical framework

Following up on recent debates about sectoral systems of innovation and production, the paper introduces a heuristic framework for analyzing and explaining distinct patterns of technology-based sectoral change. The concept is based on two interrelated influencing factors. The first is the sectoral-specific transformative capacity of new technologies themselves, that is, their substantial or incremental impact on socioeconomic and institutional change in a given sectoral system. The second is the sectoral adaptability of socioeconomic structures, institutions, and actors confronted with the opportunities presented by new technologies. The first factor—the sectoral transformative capacity of new technologies—enables us to identify the technology-based pressure to change and adjust the structural, institutional, and organizational architectures of the sectoral system. The second, complementary factor—sectoral adaptability—helps us to discern the distinct social patterns of anticipating and adopting this technology-based pressure. The specific interplay between the two influencing factors creates distinguishable modes of sectoral transformation, ranging from anticipative and smooth adjustments to reactive and crisis-ridden patterns of change. Even processes of radical sectoral change continue over longer periods of mismatch and are characterized by numerous and mostly gradual organizational, structural and institutional transformations.     

基于传播视角的企业声誉塑造与提升研究

借鉴Balmer和Gray(2000)的"分层传播思想",构建了一个基于传播视角的声誉提升动态模型。企业可以通过第一层次传播、第二层次传播和第三层次传播来塑造和提升企业声誉。把传播划分为拙劣型传播、失衡型传播、完美型传播三种类型。由拙劣型传播、失衡型传播到完美型传播等构成了企业声誉提升的传播路径。企业声誉塑造和提升的传播对策:加强对传播的认知,遵循传播规律,制定传播战略,加强传播管理等。     

基于汽车产业的企业声誉在中德之间的对比研究——以宝马公司企业声誉的实证研究为例

利用最新的企业声誉的测量及解释模型,对比分析了宝马公司的企业声誉的结构在中国与德国的差异.研究结果表明,在中国,企业的经营绩效对声誉的情感维度的正面影响非常显著,但是在德国却呈现出负面的影响;同时在中国质量因子对企业声誉的影响远远不及该因子在德国的重要性.基于不同国家和文化的比较声誉研究对于引导跨国公司的CEO们在特定地区和特定的文化环境下做准确的决策具有积极的理论指导意义.     

ERP同化的影响因素及其作用机制研究

以ERP同化为研究对象,首先构建包括质量因素、组织因素和环境因素三个方面的ERP同化影响因素作用机制分析框架,然后通过对已实施ERP系统企业的实证调研验证模型和假设,最后根据模型结论提出提高ERP同化程度的相关建议。     

Sources of differences in the pattern of adoption of organizational and managerial innovations from early to late 1990s, in the UK

This paper explores empirically how the pattern of adoption of an organizational and managerial innovation changes as diffusion occurs. In particular, the paper investigates whether and how differences over time in the patterns of use of organisational innovation are related to changes in the characteristics of the innovation in terms of its functionality and relative complementarity with other innovations, as well as to changes in the needs and capabilities of firms. For this purpose, firm level data from the British Workplace Industrial Relations Survey, in 1990 and 1998, are used.     

Trust in top management and immediate supervisor: The relationship to satisfaction,perceived organizational effectiveness,and information receiving

Utilizing 2068 individuals in 60 organizations in the U.S. and Italy, this study (a) examines the overall relationship between trust in top management and immediate supervisor and overall estimates of satisfaction and perceived organizational effectiveness, (b) compares the amount of variance in satisfaction and effectiveness that can be explained by trust in top management to the amount of variance explained by trust in immediate supervisor, and (c) clarifies the role of information receiving as a predictor of trust in top management and immediate supervisor. Results of a canonical correlation analysis indicated that the canonical equation explained 49% of the variance in the linear composites (Canonical R = .69, p < .001). Trust in top management was more strongly associated with satisfaction and effectiveness than was trust in immediate supervisor. Tzvo separate multiple regression analyses indicated that after controlling for geographic location of company and type of industry, information received about job and organizational issues uniquely explained 26% of the variance in trust in top management and 13% of the variance in trust in immediate supervisor.     

我国民营企业信誉缺失的成因及治理对策

近年来，我国民营企业信誉缺失现象比较严重，通过分析民营企业信誉缺失的表现和成因，提出从根本上治理其信誉不足的对策，进而提升我国民营企业的信誉，使民营企业进入良性发展轨道。