浅析影响政府执行力的结构因素

政府执行力在一定程度上表现为以政府为主体的功能输出,它受到结构的深刻影响。要提升政府执行力,在横向结构上应当综合借鉴和使用国外的“三角形结构”和我国的“同心圆结构”的优势,找准政府的定位,建设“有限而有效的政府”;在纵向结构上,应当以制度为基础充分发挥中央和地方两个方面的积极性;在组织结构上,应当以制度为依据解决“职责同构”、“上下对口”等问题,建立“和而不同”、优势互补的组织结构。     

Procedural justice research

During the past decade the study of the psychology of procedural justice has become well established within the field of justice. It has been widely found that people are as concerned with the fairness of the way decisions are made as they are with the fairness of those decisions (i.e., distributive justice). This paper identifies the questions which have dominated research on procedural justice during the past decade, discusses the conclusions which have been reached about those questions, and suggests important areas for future exploration by procedural justice researchers.     

The Impact of Distributive and Procedural Justice on Social Service Workers

The concepts of fairness and justice are embodied within the organizing principle of social justice. Although social justice is a primary focus of social work, social service workers are not always treated with fairness by their own employers. The results from a survey of 255 social service employees from a variety of agencies in Northwest Ohio indicate that distributive justice and procedural justice, two dimensions of organizational justice, are both significant predictors of job satisfaction and organizational commitment, with procedural justice having two to three times the impact of distributive justice.     

建设学习型共青团组织：理论分析与对策研究

建设学习型组织是社会历史发展的必然要求,是企业等现代组织提高应变力和创造力、常胜不衰的根本出路,也是共青团组织实现自身建设创新、工作创新的一条有效渠道。要建设学习型团组织,需要采取包括树立激励团员青年的共同价值目标、使每位团员青年负起应有责任以及实现工作和学习的相互联系、转化在内的一系列措施。     

解析职场中的犬儒主义:基于心理学的视角

犬儒主义是一种对他人真诚和善良动机及行为的不信任倾向,其表现形式有嘲笑和挖苦等。对于犬儒主义的实质有两种看法,一种观点认为犬儒主义是一种人格特质,另一种观点认为犬儒主义是一种态度状态。犬儒主义的研究热点集中在个性犬儒主义、组织变革犬儒主义、职业犬儒主义、雇员犬儒主义、社会犬儒主义、政治犬儒主义以及消费者犬儒主义等方面。本文以情绪事件理论、组织公平理论、情绪感染理论、心理契约理论为指导,剖析了犬儒主义产生的深层机制。目前犬儒主义的研究在我国刚刚起步,未来应更加关注中国文化背景下犬儒主义理论构建及应对策略,注重研究方法多样性,重视犬儒主义的正反两方面的影响并开展跨文化的比较研究。     

The Relationship between Corporate Social Responsibility,Employee－Company Identification and Employee Performance

This study tests the effects of corporate social responsibility on employee－company identification (E－C identification) and employee performance, the effects of E－C identification on employee performance, the mediating effects of E－C identification on the relationship between corporate social responsibility and employee performance, and the moderating effects of organizational trust on the relationship between E－C identification and employee performance based on multiple regression analysis with the data collected from 140 employees and their immediate supervisors. The results reveal that corporate social responsibility associations and corporate social responsibility participation are able to influence E－C identification and employee performance; E－C identification is able to influence employee performance; E－C identification fully mediates the relationship between corporate social responsibility associations and corporate social responsibility participation and employee performance, organizational trust moderates the relationship between E－C identification and employee performance.     

组织规则的本质与界限以成员合同与商事组织的关系为重点

在商事组织中，成员合同与组织规则不应截然区分。成员协议，尤其是全体成员一致达成的协议，可视为对章程的补充与修改，或是成员就有关事项作出的特别决议，其组织规则的效力应予承认。组织规则的本质在于为主体资格的确认提供制度框架，为组织的决策与管理提供协商机制，为组织财产的独立进而为与组织相关的第三人提供保障。组织规则的界限源于组织人格的拟制性与组织内部决策与管理机制的不完全性，后者是成员合同应予尊重、派生诉讼应予允许的深层依据。     

我国县级政府机构改革中人员分流的对策与思考

人员分流是我国县级政府机构改革的“瓶颈”。文中评价了目前我国学术界关于县级政府机构改革中人员分流的几种基本思路,基于县情,解决我国县级政府机构改革中人员分流问题的对策是:实现县级政府职能的根本转变;大力发展县域经济,增加县财政收入;增大中央财政支付转移的力度;实现人员编制法律化、制度化。     

浅析学习型企业的组织保障

文章对什么是真正的学习型企业,和学习型企业的组织结构的特点,以及对构建科学合理的组织体制和组织结构保障学习型企业的建立进行了探讨。     

两种组织形式的生命周期及其研究意义

任何组织都是有生命周期的.组织目的的最终实现需要认识和利用生命周期发展规律.常规组织和任务型组织是两种重要的组织形式.目前关于公共组织的生命周期研究集中在常规组织上,而对处理非常规任务的任务型组织涉猎甚少.而且,对生命周期的研究只注重组织的设立而没有考虑组织的最终去向.反映在组织实践上,就是我们往往只关注组织的设立和组织的规范化与制度化,而没有对组织本身也会消亡这一规律有比较明确的认识.