简诺威茨之军队组织变迁研究论析

简诺威茨是美国社会学家和政治学家,被西方学者公认为是军事社会学学科的创立者。在军事研究领域,他运用社会科学特别是社会学的方法,深入研究了在技术革命冲击下军队的组织变迁,涵盖军地关系、军内控制方式、战斗力促成因素、组织控制手段、军队之政治倾向等诸多层面。在我军武器装备不断升级换代、信息化建设不断深入、执行的任务日益多样化的情况下,简诺威茨的军事社会科学理论对我军的现代化建设有一定的启发意义。     

Measurement of Performance Management System for High Organizational Achievement in State-Owned Enterprises,Lao PDR

This study attempts to measure the performance appraisals system of the state-owned enterprises in Vientiane Capital City from their operation. Meanwhile, the state-owned enterprise performances are measured through standard evaluation form, annual report, and technical performance evaluation. The data used in this analysis are primary data provided through a questionnaire by the state-owned enterprises in Vientiane Capital City, the capital of the Lao PDR. The results are mixed results. On the positive side, the operation performance evaluation of the state-owned enterprises focuses more on profit making, and encourages the directors, chiefs, and staff toward continuous improvement in their operation. On the negative side, the state-own enterprises face some risks as a result of operation performance evaluation.     

中国共产党组织建设经验的政治生态学分析

从生态学、控制论、系统论的角度分析中国共产党在革命、建设和改革过程中党的组织建设的经验，可以发现，组织建设的任务是为中国共产党执政生态系统的演化和可持续发展提供开放的边界、合格的生态因子、合理的联系机制和自组织性的内在原动力，以期实现一个可控性强和具有自组织性的系统。     

中央群团改革视域下地方妇联购买服务的实践逻辑及其理论扩展--基于对上海H区的经验观察

作为党密切联系群众、促进社会整合的重要抓手,各级妇联组织在中央群团改革精神指引下展开了一系列改革实践。本文以上海市H区妇联的改革实践为例,在对既有理论加以反思的基础上,立足群团组织的核心属性尝试构建一种以"中间领域治理"为核心特点的分析框架,以揭示H区妇联改革实践的行动逻辑与实践策略。研究发现,在向社会力量购买服务的实践中,H区妇联通过规范化制度、专业化方法、多主体联动、长效化机制等行动举措,推动了妇联传统服务模式的转变、组织属性的重塑以及服务群众能力的提升,形成了一种"群团借道社会"的实践逻辑,通过联同社会力量促进了个体与国家之间组织通道的再造。本案例对当下深化群团组织改革具有实践价值与参考意义,既是对十九届四中全会强调的构建社会治理体系和治理共同体的积极响应,也提供了一种深化群社协同共治、推动国家治理体系和治理能力现代化的策略机制。     

组织文化视角下的亚洲开发银行研究

学术界对亚洲开发银行已经进行了一定程度的研究，但是从组织文化视角的研究并不多见。从组织文化视角对亚洲开发银行进行研究在学理上和个案贡献上都具有重要价值。通过对亚洲开发银行组织文化的分析，我们可以对亚行的价值理念、行为规范、决策机制等有更深的了解，而通过对上述问题研究的介绍，我们也可以找到亚行研究的新路径，开拓亚行研究的学术空间。     

虚拟组织与学习型高校组织模式创新

虚拟组织是21世纪组织发展新趋势。文章分析了高校现行内部治理组织结构,阐述了虚拟组织及其特征,高校虚拟组织构建的意义,并对怎样构建高校虚拟组织作了较深入的探究。     

戈尔巴乔夫改革时期苏联共产党组织路线调整的历史镜鉴

戈尔巴乔夫实行以民主化、自由化、选举制为核心的组织路线是苏共败亡的组织因素。在改革的重要转折时期,苏共应当采取科学正确的组织路线,不能全盘否定广大干部,要努力培育坚持社会主义改革的干部队伍,防止组织工作中的个人集权化和极端民主化,防止干部选任中的个人专断和自由放任;要坚持民主集中制原则,改变干部监督缺位、乏力的状况,完善以选举制为核心的选任制度,建立健全全面有效的干部监督制度;要清除封建主义的官僚文化,培育社会主义公仆文化。     

Exploring turnover intent correlated to jail and prison officials: A Taiwanese perspective

Although a review of literature related to turnover intent in the correctional workplace has focused primarily on prison officers, jailers have frequently been overlooked. Specifically, a comparison between jail and prison officers’ perceptions in Taiwan is limited. In order to fill the gap, our study was based on three objectives: (1) surveying Taiwanese correctional officers who experienced the “get-tough-on-crime” policy during the early 2000s, (2) testing for differences in turnover intent between jail and prison officers, and (3) examining personal and workplace environmental factors in order to determine whether distinct turnover intent exists among prison and jail officers. A self-report survey administered to 799 Taiwanese correctional officers (with an adjusted response rate of 89%) demonstrated that jail and prison officers had moderately high levels of turnover intent with no significant difference. When turnover intent correlates were further examined, job dangerousness, organizational harmony, and commitment were significant predictors for both prison and jail officers, thus suggesting that environmental factors have the most robust impact. In terms of personal characteristics, tenure and position were significantly related to prison officers’ turnover intent. Conversely, age represented the significant factor among jail respondents.     

The Impact of Independent Directors on Organizational Effectiveness in Monetary and In-Kind Stakeholder Dialogue Museums

This study investigates the issue of stakeholder dialogue in the context of art museums. We propose and empirically test the existence of two different kinds of stakeholder dialogue: monetary and in-kind. By relying on a sample of 70 US art museums during the 2007–2010 period, we show that high monetary and high in-kind stakeholder dialogue museums are significantly different. In particular, we test the impact of the number of independent directors on fundraising activity and board monitoring. We find that a higher number of independent directors leads both to better monitoring and to improved fundraising activity, with the effect being stronger for monetary stakeholder dialogue museums.     

Assessing Public Managers' Change-Oriented Behavior: Are Private Managers Caught in the Doldrums?

This article presents a concept and a measurement of managers' change-oriented behavior related to the initiation and implementation organizational change. It is argued that managers have an optimal potential for achieving organizational changes if they have the change-centered leadership style, are intuitive, recognize demands for change, and have power-motivated behavior. Public and private managers are significantly different in relation to change-oriented behavior based on data from 343 managers in two public organizations and one private. One result was unexpected: public managers are more change-oriented than managers in business organizations. As expected, there is no significant difference in change-oriented behavior among managers in public agencies. Possible explanations for these outcomes are presented.