论学习型组织与人力资源管理系统的融合——现代组织系统的创新

学习型组织与人力资源管理系统有许多共性,学习型组织与战略性人力资源管理理论是可以结合起来的。在复杂多变的经济环境下,在激烈的市场竞争中,企业应当重视人力资源管理与学习型组织相互影响、相互促进对于企业未来的生存与发展所起的决定性作用,要善于把人力资源管理与创建学习型组织紧密结合起来。     

延边朝鲜族人口发展现状及民族教育对策

学习型组织理论问世以来，首先在企业管理中取得长足进展，继之被引入以政府机构为代表的组织管理过程。在步入新世纪的时刻，随着教育改革的不断深入，走向学习型组织将成为学校组织的必然选择。     

可持续发展战略的选择——学习型组织理念初探

学习型组织理论问世以来，首先在企业管理中取得长足进展，继之被引入以政府机构为代表的组织管理过程。在步入新世纪的时刻，随着教育改革的不断深入，走向学习型组织将成为学校组织的必然选择。     

学习型组织理论在班级管理中的应用

学习型组织理论是当今最前沿的管理理论之一,20世纪90年代一出现,便引起了西方社会各界的广泛关注。随后,学习型组织理论引入我国,并在短时期内迅速广泛地传播开,并辐射到整个社会,很多单位等都开始学习并广泛应用,其优势也日益显现。在我国,班级作为培养学生的最基本单位,其管理成效既影响着每个学生的成长,同时也影响着学校的整体发展。因此,运用学习型组织理论来管理班级,在当下具有极其深远的意义和作用。     

略论学习型图书馆的建设

知识管理是知识经济时代的一种全新的管理。图书馆知识管理的策略之一就是建设学习型图书馆。在学习型图书馆中,学习、开展知识共享、提高员工的素质将是图书馆的重要职能和目标。这是图书馆适应知识经济发展与实现可持续发展的战略性要求。所以,如何建设一个学习型图书馆也是我们在理论和实践中要不断探索的问题。     

学习型图书馆之浅探

介绍了学习型组织的理论,图书馆的特点,阐述了建设学习型图书馆的必要性和重要性,对构建学习型图书馆进行了探讨。     

知识经济时代与税务系统学习型组织的构建

知识经济对我国税收工作和税务干部的挑战是前所未有的,对税务系统的队伍建设和人才开发提出了更新更高的要求,税务系统创建学习型组织是时代发展的必然要求。在税务系统建立学习型组织,要借鉴学习型组织的一般理论与原则,紧紧围绕税务行政,以不断提高税务干部职工和组织的学习力、创造力、竞争力、凝聚力。     

构建学习型图书馆 为建设学习型社会服务

21世纪,人类社会将告别工业社会,进入知识经济时代。这个时代的特征决定了人们对知识和信息的巨大需求、学习型社会的创建。学习型社会的创建为图书馆事业的发展打开了一个新的局面,这是图书馆事业发展的新契机。图书馆要想在这个不断求新求变的信息社会中崛起,必须采纳先进的、富有活力的学习型组织管理思想,努力构建21世纪的学习型图书馆,为建设学习型社会服务。 一、建立学习型图书馆的重要意义 构建学习型图书馆,是21世纪图书馆事业发展的必然趋势。因为学习型社会的建立,有赖于全社会学习型组织的普     

“五项修炼”的理论与实践对学习型党组织建设的启示

国外学习型组织理论特别是“五项修炼”理论，对我国学习型党组织建设的路径选择具有重要启示：在理论层面，要科学建构学习型党组织理论，充分发挥科学理论的指导作用；在实践层面，要汲取“五项修炼法”的有益经验，积极创新方式方法；在方法论层面，要坚持系统论和重点论相结合，以重点领域和关键环节的突破带动全盘工作。     

建设学习型政党是对工人阶级政党学习思想的继承

建设学习型政党凝聚了全人类的优秀学习、教育、管理理念,站在当代先进思想的制高点上。它首先继承了工人阶级政党的优秀学习思想,如人的全面发展理论、＂两个改造＂的理论、党的组织学习和灌输的理论、党性修养的理论和党的学习方法的理论。建设马克思主义学习型政党首先要学习运用这些理论。     

The Right Mix? Gender Diversity in Top Management Teams and Financial Performance

Recent research has illustrated that demographic diversity influences the outcomes of public sector organizations. Most studies have focused on workforce diversity; by comparison, little is known about how managerial diversity affects organizational outcomes. This article focuses on gender diversity in the top management teams of public organizations and its relationship to financial performance. Theory suggests that management diversity can be a positive asset for organizations, allowing for the use of more diverse knowledge and human skill sets. Results of this study, however, suggest that organizations may only be able to leverage these advantages if they have a supporting management structure. In a longitudinal study of top management teams in Danish municipalities, the authors find that gender diversity in top management teams is associated with higher financial performance, but only in municipalities with a management structure that supports cross‐functional team work. These results are interpreted in light of existing theory, and implications are suggested.     

Influence of organizational culture on knowledge transfer: Evidence from the Government of Dubai

In the current context of globalization and technological spread, the role of knowledge as an organizational resource is phenomenal. Knowledge management can be seen as an add-on to reform paradigms such as new public management, good governance, and smart government, which has generated significant interest for public sector reformists in recent years. The amount of literature on knowledge management in public the sector of the United Arab Emirates is relatively scanty. In the Government of Dubai (1 of 7 Emirates in the UAE), the journey towards knowledge management has started 2 decades or so ago and now has begun to take structural roots in many organizations. This study examines the relationship between organizational culture elements (i.e., trust, communication between employees, reward, leadership, and learning and development), organizational socialization, and knowledge transfer in the government organizations in Dubai. Based on a theoretical framework to measure the influence, this study conducted a questionnaire survey in the Government of Dubai entities. From 811 respondents representing these organizations, the survey results unfold positive relationship between knowledge transfer and the 4 selected organizational cultural elements (i.e., trust, communication between employees, reward, and leadership). Socialization is found to play a moderating role in all the hypothesized relationships except between reward and knowledge transfer. It also examines further research implications to support knowledge transfer processes and practices in the public sector of Dubai and the UAE.     

The Formation of Transnational Knowledge Networks on Social Media

Transnational knowledge networks provide organizations with information useful in addressing shared problems. Social media may enable the formation of those networks, yet their role in the process has received little attention. This article examines the structure and antecedents of two networks facilitated by the microblogging platform Twitter operating in the policy domain of emergency management. One network includes national-level government agencies responsible for disaster response and recovery operations; the other includes nongovernmental organizations in the form of Red Cross and Red Crescent national societies. We use a logistic regression quadratic assignment procedure to test hypotheses derived from related literature. While findings indicate that shared language and geographic proximity shaped network formation, both networks exhibit boundary spanning behavior in which organizations sought out information from high-profile, resource-rich organizations. Those organizations helped to connect otherwise regionally bound clusters and demonstrate the nascent potential of social media to create global transnational knowledge networks.     

New Technologies Stuck in Old Hierarchies: The Diffusion of Geo-Information Technologies in Dutch Public Organizations

Some 25 years after the introduction of the first geo-information technologies in public organizations, strategies to manage their diffusion are still inadequate. This is problematic in light of the new generation of geo-information technologies that has become available and aims to invest in these new information technologies in order to advance e-government. This study questions how strategies for diffusion of geo-information technologies in public planning organizations can be improved. It shows that classic top-down management often enhances informal diffusion activities that deviate from the formal diffusion strategy. A knowledge management approach, in which geo-information specialists and planners participate in the formation of diffusion policies, can enhance the quality of the formal strategy, thereby preventing deviation and informal diffusion activities. The authors recommend that public planning organizations use this knowledge to improve their diffusion strategies for geo-information technologies.     

Creating Broader Research Impacts through Boundary Organizations

Climate science research documents and predicts changes in the physical environment. This information informs policy decisions and public programs through the design of human interventions that promote adaptive management. Since the early 2000s, federal funding has led to the creation of transdisciplinary regional climate workgroups to facilitate integrative knowledge coproduction and promote shared use of research results by scientific and nonscientific stakeholders. Labeled “boundary organizations,” these workgroups are tasked with facilitating partnerships between climate science researchers and practitioners with expertise in multiple physical and social science disciplines. When these organizations are successful, scientific findings and practitioner experiences are integrated to synergistically create usable knowledge about adaptive management that provides direct public value and creates broader societal impacts. This article explores the broader impacts provided by these boundary organizations through the establishment of regional research agendas and the communication of research results in ways that influence regional public policy and promote adaptive management.     

智力资源管理的若干基本问题

智力资源管理是介于知识管理和人力资源管理之间的管理活动,目的在于优化智力活动过程,实现智力资源合理配置,提高企事业单位的创新能力。智力资源管理研究涉及认知科学、复杂性科学、跨文化的思维方式比较研究等多个领域,需要采用某些不同于逻辑分析思维的研究方法,以期突破以往知识管理研究中的障碍。智力资源管理有助于实现智力活动即脑力劳动的“精益生产”,克服某些个人或组织的智力活动效能低下、智力资源浪费的弊端,带来明显的经济效益和社会效益。     

The Impact of Organizational Context and Information Technology on Employee Knowledge-Sharing Capabilities

Sharing knowledge and information is an important factor in the discourses on electronic government, national security, and human capital management in public administration. This article analyzes the impact of organizational context and IT on employees' perceptions of knowledge-sharing capabilities in five public sector and five private sector organizations in South Korea. Social networks, centralization, performance-based reward systems, employee usage of IT applications, and user-friendly IT systems were found to significantly affect employee knowledge-sharing capabilities in the organizations studied. For public sector employees, social networks, performance-based reward systems, and employee usage of IT applications are all positively associated with high levels of employee knowledge-sharing capabilities. Lessons and implications for knowledge-sharing capabilities and management leadership in the public sector are presented.     

Transparency by Conformity: A Field Experiment Evaluating Openness in Local Governments

Sunshine laws establishing government transparency are ubiquitous in the United States; however, the intended degree of openness is often unclear or unrealized. Although researchers have identified characteristics of government organizations or officials that affect the fulfillment of public records requests, they have not considered the influence that government organizations have on one another. This picture of independently acting organizations does not accord with the literature on diffusion in public policy and administration. This article presents a field experiment testing whether a county government's fulfillment of a public records request is influenced by the knowledge that its peers have already complied. The authors propose that knowledge of peer compliance should induce competitive pressures to comply and resolve legal ambiguity in favor of compliance. Findings indicate peer conformity affects both in the time to initial response and in the rate of complete request fulfillment.     

我国现阶段家庭问题的心理分析及对策

本文从心理学角度对家庭问题及其原因进行了分析研究,并提出了解决现代家庭问题的基本思路:整体看待家庭问题,增强家庭的正向力量;遵循家庭经营的法则;进行婚姻家庭辅导,构建学习型家庭;营造良好的文化引导氛围。     

Complexity Science—An Alternative Framework for Understanding Strategic Management in Public Serving Organizations

ABSTRACT

Contemporary public-serving organizations—both government and nonprofit organizations—face increasing pressure to be innovative and adaptable amidst ongoing global changes. However, existing frameworks of strategic management are generally inadequate in managing the tensions between conflicting imperatives to be adaptable and innovative while providing stable and reliable services. In addition, existing strategic frameworks generally assume that strategic processes are dominated by a group of top decision makers. In contrast, public-serving organizations operate under growing legal and normative expectations to involve a diverse range of participants—individuals and organizations—in the strategy process.

In this paper, we propose that complexity science offers promise in providing a theoretical framework that describes inclusive strategic processes that are associated with both innovation and emergent order. To more fully understand the potential contributions of complexity science, we provide an introduction to complexity science and compare and contrast it to the existing frameworks that currently dominate research on strategic management in public-serving organizations. We then describe and illustrate how complexity science informs our understanding of strategy content, formulation, and implementation and its implications for inclusive management practices.