做好发展党员工作是党组织建设的关键

党组织建设的成效取决于发展工作的质量 ,保证发展工作的质量有利于保持党的先进性、战斗力和确保党员的质量。因此 ,要认真做好党的发展工作 :一是坚持发展原则 ;二是抓好入党积极分子的考察培养工作 ;三是抓好新党员的思想政治教育工作     

政策执行的组织视角

如何解决政策执行失败问题一直是困扰学者和实践者的难题。在众多影响政策执行的因素中,组织变量应该成为其中的关键因素。作为政策的实施者,不仅组织成员的构成、组织结构等对政策执行成败有着重要的影响,而且政策本身的特点也对组织如何实施政策有着不可忽视的影响。     

政府的职责定位与农民工组织化中社会资本的整合 —— 基于南昌市“散工劳务超市工会”的调查

近年来,社区农民工工会成为各个地方创新农民工社会管理的典型代表,并以此作为政府社会管理创新的亮点。本文对这种环境下组建的散工劳务超市工会展开调查,分析该类工会社会资本的生成和运行困境,反思政府在完善农民工劳动关系中的定位,认为政府在改善农民工劳动关系中存在定位不准的问题。     

Beyond Performance Management: A Networked Production Model of Public Service Delivery

The use of outcome-based performance management as a means of coordinating and monitoring the production of decentralized public services has been growing. At the same time, it has been associated with significant problems, notably difficulty in controlling opportunistic behavior. However, alternative service delivery models based on open collaboration and coproduction, which can control opportunism, require initial trust between partners, and are often vulnerable to corruption, complacency, and rent-seeking. Thus, open collaboration models appear to need additional mechanisms that would promote trust building between partners even where trust is initially low, together with ensuring accountability and reducing opportunism. Based on a review of the recent business literature on networked production, the paper puts forward a service delivery model based on benchmarking, iterative planning and design, and error detection and correction mechanisms.     

以行动学习理念推进学习型组织建设

行动学习是学习型组织建设的有力工具。以行动学习为主线,整合内外部资源和各方力量,将学习型组织理论、工具与方法融入具体工作实践之中的行动学习整合策略能够有效推动学习型组织建设,在解决组织实际问题的同时促进学习型组织发展。     

基于历史脉络的党建带团建工作研究

从历史发展的角度,阐述了党团关系与党建带团建工作的起源,并结合改革开放以来党建带团建工作发展的不同阶段,系统分析了新时期党建带团建工作应把握的原则。在此基础上,从思想建设、组织建设、作风建设三方面,对党建带团建的主要内容进行了分析和论述。     

高校学生大五人格特质与组织公民行为相关性研究

本研究以150名高校学生为研究对象,探讨了大学生尤其是学生干部大五人格与组织公民行为的关系。通过运用大五人格问卷和组织公民行为问卷进行问卷调查,采用SPSS17.0软件对数据进行处理分析。通过研究发现,学生干部所具备的不同的人格特质与他们所表现出的组织公民行为水平存在相关关系,其中高校学生的适应性与组织公民行为水平呈现显著负相关,社交性、利他性、道德感与组织公民行为成显著正相关。     

大学生组织忠诚培养及对策研究

大学生的组织忠诚,是企业极为重视的职业素养,但当前大学生由于就业理念、就业心理等方面的问题,在职业忠诚方面略显不足。该文结合已有研究,提出组织忠诚在职业规划、就业观念和就业指导方面的培养对策和路径。     

Employee concerns regarding self-managing work teams: A multidimensional justice perspective

The increase in the use of self-managing work teams in organizations has been accompanied by growing employee resistance and concern about what such dramatic changes mean to workers. Using an organizational justice perspective, this chapter identifies and examines employee concerns about the move to self-managing work teams in two Fortune 500 organizations. Employee fairness concerns regarding three types of justice—distributive, procedural, and interactional—are highlighted. Findings suggest that to address employee fairness concerns regarding the move to self-managing work teams, managers should act distributively, procedurally, and interactionally justly.[Self-managing work teams are] the right way and the only way to be productive.—Self-managing work team member in a Fortune 500 company