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排序方式: 共有418条查询结果,搜索用时 250 毫秒
31.
Camilla Denager Staniok 《国际公共行政管理杂志》2017,40(11):918-929
Most studies on the goals-performance nexus focus on the implications of goal design. In public organizations with multiple goals, managerial goal prioritization can, however, in itself play a decisive role for performance. This study examines the effects of managerial goal prioritization and employee commitment on organizational performance. Analyses of parallel surveys of principals and teachers in higher secondary education and archival data on school performance show that principals’ goal prioritization is positively related to high school performance. The findings thus indicate that public managers should concentrate not only on how they design goals, but also on how they prioritize them. 相似文献
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33.
刘英 《中国延安干部学院学报》2012,(3):37-47
当前人们的思想空前混乱,以"人性自私"论作为立论根据的资本主义五论广泛流行,在意识形态领域潜伏着资本主义和平演变的危险性。本文通过创立科学的人性论,破除抽象公私观陷阱,运用社会形态决定利益组织体系的规律,对"人性自私"论作出全面的剖析,从而对资本主义思潮的猖狂进攻作出回应。 相似文献
34.
Justin M. Stritch 《国际公共行政管理杂志》2016,39(5):345-358
In this article, I discuss citizen orientated public management in relation to extant frameworks and theories in public management and organization research, including the role of the public servant, collaborative public management, citizen coproduction, and relational bureaucracy. Following the discussion, I hypothesize about the relationship between public organizations’ citizen orientations and multiple dimensions of organizational performance. I use data from approximately 900 New York City elementary and middle schools from 2008 to 2011 to examine the relationship. Preliminary findings indicate that a citizen orientation is positively related to multiple dimensions of public organization performance. 相似文献
35.
组织目标与个人目标的协调 总被引:2,自引:0,他引:2
阎进宏 《广东行政学院学报》2001,13(3):49-51
组织目标与个人目标的矛盾是组织管理中的一项基本矛盾 ,解决好这个矛盾需从目标管理、激励机制、人力资源发展和创建学习型组织等方面寻求对策 相似文献
36.
考察中日两国的忠孝观,会发现在看似相近的表象下隐藏着各自不同的伦理要素。这一对道德观念反映了两国不同的伦理体系及社会形态。忠、孝道德观念在两国的形成和发展过程中,反映出中日两国传统意识间的差异,以及社会形态的变化,对于正确认识中日两国意识形态的差异,有着重要的指导意义。 相似文献
37.
Ivana Modena 《美中公共管理》2009,6(1):37-44
This theoretical investigation aims to critically analyze the concept of organizational culture as an example of "organizational fiction". In order to benefit from unveiling organizational fictions, it is necessary to be aware of how illusion is linked to stability and predictability. It is here proposed to consider communicational uncertainties as positive qualities in flexible organizations, where communicative flows between organizational spheres and individual spaces of employees or managers engender new ideas and foster creativity. Thus, a strong organizational culture, especially in intercultural contexts, may be a barrier to organizational health, but a strong and unified corporate identity is necessary to guarantee organizational stability and cohesion. The solution is the interplay between stability and contingent openness toward external influences. 相似文献
38.
国家治理现代化须以系统完备、科学规范、运行有效的规范体系为基础。而法律、道德和"组织规范"共同构成现代社会的规范体系。因而,高度重视"组织规范"并正确处理好它与法律道德的关系,就显得十分重要。"组织规范"具有民间性、自主和自治性,有权制定并实施"组织规范",约束组织本身及其成员的相关行为。这些"组织规范"上承法律下接道德,但又不是照抄照搬,而是依"法无禁止即可为"原则独立存在。在中国继续深化改革和努力实现国家治理现代化的背景下,有必要重新认识三大基础规范的关系,从而有效发挥"组织规范"的作用,构建良好社会秩序。 相似文献
39.
This paper examines the psychological dynamics of the Group-Value Model for a behavioral orientation which has seldom been considered in the social justice literature: acceptance and support for change. A field study was conducted, with 176 participants members of an organization which was undergoing a change process. Participants were asked (a) to think of a specific relevant conflict situation with their supervisor; (b) to evaluate supervisor's behavior in that situation, with respect to relational and distributive justice; (c) to state the justice aspects most valued in conflict situations with their supervisor. A test of the model was conducted through a mediation analysis. According to the Group-Value Model (GVM), respect experienced within the group and pride in the group were mediating variables between justice judgements and orientation toward acceptance and support for change in the organization. Interactional and procedural aspects (relational judgements) were the only ones to predict pride, respect, and behavioral orientation, and were also the ones most valued in general conflict situations with the supervisor. The model was also tested at three different levels of analysis: organization as a whole, department, and work group. This confirmed pride and respect within the group as mediating variables between relational justice judgements and orientation toward acceptance and support for change at the department and workgroup levels. 相似文献
40.
初殿清 《北京人民警察学院学报》2007,(5):54-57
犯罪与犯罪防治机构是一对对应存在的社会现象,针对跨国有组织犯罪的现代特性,建立包括国家专职机构、国际合作机构、辅助机构、市民公众组织与代表在内的犯罪防治体系将是有效的回应方式。 相似文献