The Effects of Job Security, Features, Personal Values, and Recognition on Organizational Involvement

As extrinsic rewards become very limited under organizational retrenchments, organizations should rely heavily on other types of rewards, such as intrinsic rewards, to improve the performance of those employees who have been overwhelmed with a perception of job insecurity. This paper examines the impact of such perception, along with many other positive influencers such as enhancement in job features, recognition, and the personal values of those employees on the organizational involvement. The data analyzed were based on a sample of 34 employee respondents from a project based engineering and service company （identified as ABC Company in this paper） operating in the Middle East. The adopted research approach is basically a quantitative approach. The correlation and regression analysis tools have been used to explore this relationship. The results of this study suggest a generally unnoticed and disregarded resource that has the prime effect on improving and enhancing the organizational involvement, which is the recognition those employees receive from the management. This research suggests that recognition, as the top influencer, has a strong impact on organizational involvement/psychological attachment for the employees. The other factors that have proved to have the second degree influence on organizational involvement are enhancement in job features, increase in the job security level, and personal values.

The Use of the ICTs in the Value Chain Proce,;ses and Their Impact on Organizational Performance

Companies are currently immersed in a process of competitiveness, which is increasingly more complicated to achieve differentiation that can guarantee you the preference of customers and consequently the success of the organization. It becomes partly crucial for the organization to be in the dynamics of the sector and market where it operates and wants its consolidation, because value systems become strategic elemente that play a role as key factors of success in organizations seeking priority intend to increase their organizational performance. Given the above, this research seeks to get to identify strategic uses of information and communication technologies in the processes of the value chain in small commercial businesses in Mexicali, aiming to contribute to the improvement of the competitiveness of the same. It is in this sense that the technologies of information and communication have become a powerful tool that will allow them to be innovative, cost-effective and this will have an impact on the performance of the organization that will allow you to improve your service, interact with customers and suppliers, and above all more efficiently meet their own needs and organizational expectations. This research was exploratory and within the relevant findings, coming to the conclusion that it is necessary to focus more emphatically on the client; organizations have deficiencies in relation to the strategic use of ICTs to streamline their billing, manufacturing, distribution, and storage of your products, activities highlighting this if they don＇t have a reconsideration in this aspect, at the risk of offset in terms of its competitors which would mean ceasing to be option on the market, stressing that this not only will be a trigger factor in mature companies, but those who need to improve their service and that they will serve as input for the conduction of processes along the value chain. The research is exploratory in nature, as evidenced in the use of the ICTs focused on the man~,gement of the value chain and its relationship with different variables of such management, making that they are discovered behaviors on the structure of the value chain able to generate sustainable benefits and contribute to the improvement of the competitive position of the companies involved in this study.

Managing the Value of the Organization Based on Organizational Culture

Managing the value of the organization is taking place based on factors forming it. It is becoming possible thanks to such managing operations of the organization, when in the end an image in accordance with expectations, giving the state back to the value of organizations is being got. Creating the goodwill is based among others on immaterial factors, which although they are becoming impossible to include in balance, are taken hold in time value of the organization. Creation of the value of an organization may be based on the organizational culture. The article presents the essence of value management and organization characterized the factors affecting the formation of organizational culture, ways of dealing with an organization aimed at consolidating and strengthening the organizational culture. Sometimes organizations feel the need to change the culture in order to achieve increased efficiency and ensure the success of the company to implement the necessary changes. Therefore, the rest of this article presents the elements to ensure a smooth implementation and consolidation of cultural change.

Change of Management Values in Estonian Business Life in 2007-2009

The paper deals with the change of management values in Estonian business life in the year of the rapid growth （2007） as compared with the year of hard decline （2009）. The hypothesis is set that company managers do not have permanent values but they change accordingly to the change in economic conditions： in economical welfare situations business-managers more eagerly take larger responsibilities on ethical and philantrophical stages but in crisis only the lower stages （economical and legal ones） could be detained. In the paper, we firstly observe if values change in general and secondly we study if our pre-stated hypothesis holds. As the research method we use the method of critical incidents

The Role of Work Motivation Based on Values in Employee’s Retention in the 21st Century

Organizations in the 21th century have to address the problem of employee’s retention as it has direct and indirect costs for the organisation.In regards to this issue several theories have emerged pointing out the strong relationship between retention and employee’s motivation.This last topic is not trivial,as it includes factors from different disciplines such as the psychological or managerial ones.The aim of this paper is to analyse the current literature related to different work motivation theories in order to identify patterns,which might help to understand better the dynamics between motivation at work and its impact on employee retention.In order to do so a detailed revision of the literature has been done classifying the main motivational theories in needs,traits,values,and cognition.Results of the above analysis highlight the“satisfaction of a need”as a common denominator in the motivational theories.Need theories explain why someone must act but they do not explain why particular actions are followed in specific situations.One of the insights is that values are the ones that unveil what drives individuals to achieve a goal.Therefore it is vital for organizations to learn and understand which ones are the employees work values in order to retain them and keep them motivated.

价值网络视角下跨界整合对企业创新绩效的影响——组织柔性的中介效应

在数字经济背景下,跨界创新成为企业新的创新范式。跨界整合对于企业顺利实施跨界创新战略极为关键。现有研究关注跨界整合产生的影响,但对于企业如何在跨界整合过程中通过调整组织结构与惯例影响创新绩效的机制探讨不足。基于价值网络视角,以358家企业为研究对象,采用层次回归分析方法检验跨界整合对企业创新绩效的影响机制以及组织柔性的中介作用。研究发现:①跨界资源价值识取与跨界资源价值配用作为跨界整合的两个维度对企业创新绩效具有显著正向影响;②组织结构柔性和惯例更新在跨界整合与创新绩效之间发挥显著中介作用。厘清跨界整合不同维度对创新绩效的作用,验证“跨界整合—组织柔性—创新绩效”影响路径,可深化既有理论对跨界整合作用的认知,对于企业跨界创新战略实施具有重要指导意义。

从定位双星到布局寰宇:专精特新企业如何借助关键核心技术突破实现价值共创

专精特新企业是突破关键核心技术的典型组织,在我国面临的独特关键核心技术情境下,如何利用其突破的关键核心技术实现价值共创,成为当前理论研究与管理实践共同面临的挑战。本文选取司南导航这一专精特新“小巨人”企业为调研对象,运用探索性案例分析方法系统探究关键核心技术突破对价值共创的助推过程。研究发现:(1)关键核心技术突破通过触发企业确立组织身份与编排技术资源来助推企业打破资源约束、优势选择与链条边界,实现价值共创。(2)随着关键核心技术从单项突破到集成设计,阶段性组织身份依次确立,并催动着技术资源编排表现出“结构化—能力化—杠杆化”的资源变化逻辑,即从资源建构到资源外拓的能力化提升、再到资源联动的杠杆化撬动,资源编排中的企业作用也发生着从参与到参与与主导并存、再到主导的显著变化。(3)随着情境更迭,我国企业实现从单项突破到全链突破的“由上而下”技术释放,以及到集成设计的“由下而上”技术集成。本文不仅解构了关键核心技术突破助推价值共创的过程机制,而且建构了我国独特情境下关键核心技术突破后产业化应用的理论框架,补充和丰富了关键核心技术理论体系。

“共生”逻辑下数字赋能企业价值创造的因素研究

“共生”是数字经济时代企业价值创造的新理念、新逻辑。结合组织生态理论,从“共生”逻辑视角理论分析数字赋能企业价值创造的过程机制,识别关键因素并应用基于信息量的改进解释结构模型构建各因素间层次结构,通过“驱动力—依赖力”分析揭示数字赋能企业价值创造各因素层次作用关系。研究发现:数字赋能企业价值创造历经数字要素搭载数字技术创造新价值、数字技术构建生态型组织链接价值和共生型组织支撑多边主体价值共生的逻辑过程;其影响因素可分为数据禀赋、数据共享、数据联动和资源编排等12个因素,并分解为五个层次;数据禀赋是数字赋能企业价值创造的根源性因素,生态环境、动态交互、价值感知、价值匹配和协同共生是数字赋能企业价值创造的直接决定因素;企业基于数据禀赋开展资源编排并驱动自身与用户的价值重构,进而借助网络关系和价值匹配、价值链接等实现生态型组织价值的共生。研究结论可为企业提高数据资源编排和价值创造能力,增强数字赋能效应提供理论借鉴。

高职院校产教融合共享型实训基地治理:现实困境与对策

推进产教融合共享型实训基地治理,有助于完善高职院校教育体系、优化实践教学环境、提升职业教育高技能人才培养质量。但是,高职院校产教融合共享型实训基地的治理面临政策机制有待完善、合作治理条件尚未成熟、治理主体地位弱化、“元治理”理念缺乏等困境。因此,相关部门需要树立现代化“元治理”理念、设立“多法人”治理机制、培育“双师型”治理队伍、建立新型治理模式,强化高职院校产教融合共享型实训基地适用性和实用性。

基于价值链的中小企业工作分析研究

工作分析是人力资源管理中的基础性工作,工作说明书是企业人力资源管理各项实践活动的基础。文章对工作分析的含义、作用和中小企业工作分析存在的问题的基础上,分析了价值链视角下的中小企业工作分析的步骤与方法。

数字化赋能小学校长领导力的价值体现与实践路向

在数字化赋能基础教育高质量发展的背景下,数字化赋能小学校长领导力已成为全新的议题、推进教育数字化战略行动和实现教育数字化转型的必然选择。该研究通过深入访谈多名小学校长,并结合自身的治校经验,分别从价值领导力、教学领导力和组织领导力三方面深入研究,探寻数字化赋能小学校长领导力的提升路径。以建立、传播、践行价值观提升校长的价值领导力,以教学设计指导力、教学方式变革力、育人评价力提升校长的教学领导力,以智慧管理、家校社协同育人提升校长的组织领导力。无论是提升校长的价值领导力、教学领导力还是组织领导力,都需要数字化赋能和共融作用,从而让校长领导力提升“如虎添翼”加速,让校长治校格局更高、管理更精细、影响范围更广,推动学校高质量发展。

哈佛大学社会募捐组织化建设:行动策略与实践逻辑

组织化建设对于提高大学社会募捐能力发挥着核心作用,其包含由学术文化资源、人力资源、结构资源和关系资源构成的组织要素集合。基于对哈佛大学案例的分析,研究发现:哈佛大学在社会募捐组织化建设过程中,通过制度嵌入和协同互惠的柔性行动策略,有效整合筹资渠道并强化内生秩序,同时创造大学与校友、企业、基金会之间的良性互动,其背后体现了以价值共识、价值共生和价值共赢为共创格局的实践逻辑。据此,我国研究型大学社会募捐组织化建设可从募捐要素的开发与完善、募捐管理的规范与创新、募捐关系的网络与结构等三个方面着手,切实提升其社会募捐能力,助推大学募捐事业健康发展。

中国共产党领导现代国家建设的模式演进与价值遵循

现代国家建设的普遍内在逻辑和中国现代国家建设的特殊历史进程决定了中国共产党在中国现代国家建设中的领导地位。基于价值、组织和制度等3个要素在中国共产党领导现代国家建设中的作用,在革命、建设、改革各个历史时期,党领导现代国家建设的模式经历了从全面管控到有限领导再到全面领导的发展演进。这3种模式既相互联系又有所不同。其中,坚持党的领导,动态调整现代国家的建设目标;保持组织同构互嵌,尊重现代国家发展自主性;重视领导制度建设,规范党对现代国家的领导,这些都是贯穿于中国共产党领导现代国家建设模式演进的共同价值遵循。

价值医疗下公立医院运营管理部门组织架构设计

价值医疗下公立医院需转变运营管理模式,建设专门运营管理部门对满足外部政策要求和改善内部运营管理十分必要。通过梳理公立医院开展运营管理的主要任务,确定公立医院专门运营管理部门的职责,设计与承担职责相适应的组织架构,保证专门运营管理部门的职能充分发挥。

技术员工多重价值观一致性知觉对组织变革准备的影响

基于人-组织匹配理论和自我归类理论,探讨了多重价值观一致性知觉对组织变革准备的影响。研究发现:技术员工的多重(组织、领导、团队)价值观一致性知觉增强了技术员工的内部人身份感知,并进一步促进组织变革准备;内部人身份感知在技术员工的多重价值观一致性知觉与组织变革准备的关系中有显著的中介效应;变革沟通质量在上述关系中有调节效应。

农产品企业价值链嵌入、开放式创新与数字化转型——基于组织柔性的调节作用

基于农产品企业的调研数据,探讨农产品企业价值链嵌入对数字化转型的影响。研究发现:农产品企业通过价值链关系嵌入和结构嵌入、开放式创新推动数字化转型;企业价值链嵌入正向推动开放式创新;开放式创新在价值链嵌入与数字化转型之间具有中介作用;组织柔性在价值链嵌入与开放式创新之间具有负向调节作用。研究结论可为数字化转型的实施过程提供参考。

列宁与罗莎·卢森堡围绕建党组织原则问题的争论及其当代价值

列宁和罗莎·卢森堡围绕建党组织原则的不同方面展开了争论。争论的内容主要涉及党的组织问题、民主集中制问题。争论的实质在于党内政治生活中应该如何处理民主与集中的关系。列宁认为,无产阶级政党作为一个有组织的整体,必须“用组织的物质统一”来巩固“根据马克思主义原则形成的思想一致”,只有通过严格的纪律和章程才能克服党内机会主义,对人民群众进行自觉的领导。而罗莎·卢森堡则强调党内政治生活需要自由的组织精神、实行自我集中制、培养自觉自愿的纪律、发挥群众的首创精神。现如今,研究列宁与罗莎·卢森堡围绕建党组织原则进行的争论对新时代中国共产党严肃党内政治生活具有重要的启示作用。

价值共创行为与资源拼凑对社会企业绩效的影响:以组织学习为调节

遵从“投入—过程—产出”理论范式和价值共创分析逻辑,构建囊括价值共创、资源拼凑、组织学习与社会企业绩效的有调节的中介模型,探究价值共创行为对社会企业双元绩效的影响机理,以及资源拼凑的中介作用和组织学习的调节效应。通过问卷调查,获取314份社会企业数据,采用结构方程模型(SEM)检验研究假设。结果发现,价值共创行为对社会企业经济绩效和社会绩效具有显著促进作用;资源拼凑在价值共创对社会企业双元绩效的影响中起到部分且为有调节的中介作用;组织学习在价值共创、资源拼凑促进社会企业双元绩效中均起着正向调节作用。

Research on Model of Virtual Organization and Its Practice

This paper discusses an organizational model to be used for both conventional and virtual organizations. The model deals with variable relationships within an organization and provides a framework for overall organizational design that may include relationship among different design variables and external relationship with environment. Based on the researches of virtual organization, this paper also illustrates the new model of organization in the real world such as Beijing 2008 Olympic games and Dongfeng Automobile group.

Evolutionary Model to Traditional Culture and Program Organization

To study the relationship between the evolutions of Chinese Traditional Culture （CTC） and program organization, an outline of the CTC is generalized by reviewing literature, and which is also compartmentalized into two aspects according to economic philosophy views： traditional philosophy aspect and value judgment. Based on three dimensions, which are the philosophy aspect （P）, program organization model （P）, and value judgment from economic philosophy views （ V）, and this evolution sequence, the CTC＇s influence on the program organization model in the evolution is discussed; then the cultural spatial evolution model for program organization based on the three dimensions （PPV） is constructed. From analyzing the plane matrix of P-P and empirical investigating on the organizational model of construction enterprises, it is found that the ancient Chinese government organizational model still has prevailing influence on the modern program organizational model in China.