The institution as an “Ideological system”: How morals maketh organization

A dominant current view of institutions sees them as task-performing entities and hence views improvements and change as functional in nature. Systems views of managing change in institutions are particularly guilty of adopting this view. Recommendations for change take the form of improving the task and organization structures to make the functions more efficient and effective in performance. This paper argues that such a functionalist view of an institution is limited and can be dangerous when considering recommendations for change. A different view of an institution is proposed. This view is interpretivist and uses the notion of organizational culture to show how institutions may be usefully viewed through the notion of “ideological system.” The theoretical framework for this notion is that of institutional members sharing and developing a common interpretive schema and exploiting this in their making of judgments about appropriate and inappropriate actions and change. This framework is then developed into the view that ideologies express the morals of institutional life and that so-called functional activities can be seen as essentially moral in action and intention. It is the symbolic nature of such moralities that allows the institutional life to be understood by its members and decisions to be made about what is appropriate and inappropriate behavior. The argument is made that this view of organizations is fundamentally important in analysis so that prioritization decisions can be understood and appropriate recommendations for change can be made. This paper shows how systems approaches can be used from this framework but that a different notion of institution, and hence change, needs to be adopted. An interpretative approach to organizational analysis is then developed and presented. Reference is made to various cases to illustrate the argument.     

企业家精神与企业绩效关系的结构方程建模

以中国制造业、服务业和信息产业等112家企业为样本进行问卷调查,在数据分析的基础上建立了结构方程模型.结果表明,企业家精神通过组织学习中介变量对企业绩效产生影响,环境的不确定性通过企业家精神、组织学习两条途径对企业绩效产生影响.     

Governance Behaviors of Listed Firms' Real Controlling Shareholders under Ultimate Control Structures

The popularity of concentrated ultimate control rights and the deviation between cash flow rights and control rights around the world show that the logical starting point of corporate governance studies changes to study on the confliction of interests between real controlling shareholders and investors. Under the background of China's reality, integrating the private benefits of control and reputation mechanisms, a unified framework is built to study the conditions and influential factors of the real controlling shareholders' tunneling, monitoring, and propping behaviors. This research points out that the pyramid ownership structures determine the real controlling shareholders' behaviors and then affect the corporate performance. Thus, this research modifies the jump logic relationship between pyramid ownership structures and corporate performance.     

团队型文化对赛汝(SERU)生产及运营绩效的影响:中国制造业的实证分析

SERU生产是以人为中心的、基于社会-技术实践交互作用的复杂生产系统.适配的组织文化可以为SERU生产的成功实施提供重要支持.本文构建了团队型文化、SERU生产与企业运营绩效之间关系的概念模型,并探讨了环境不确定性的调节效应.基于357份来自中国制造企业的调研数据进行实证检验,研究发现团队型文化对SERU生产有显著正向影响,是SERU生产实施的重要前因.环境不确定性对团队型文化与SERU生产之间的关系,以及SERU生产与运营绩效之间的关系有显著调节效应.特别地,环境不确定性强化了团队型文化与SERU生产的多能工运用的关系,以及多能工运用与运营绩效之间的关系.这些结论不仅丰富了SERU生产理论,也为企业实施SERU生产提供了理论指导.     

Systemic Development of Leadership: Action Research in an Indian Manufacturing Organization

This insider action research study differentiates between developing leaders and leadership, evolves a systemic leadership model, and intervenes on the human, social and processes dimensions for developing leadership. This is a real-time study and responds to the organizational reality of fast pace of change and its systemic nature. Consequently, the research too is fast to guide actions and influence positive changes in the organization. As the action research addresses a systemic reality, research and contributions are in multiple aspects, with new techniques having huge implications for theory building as well as improving practice. The study provides a structural solution to perceived lack of commitment in senior colleagues—a syndrome I acronym as HILE (High Intentions and Lukewarm Execution)–by re-designing organizational processes and making time available for its effective utilization in developing leadership. A new technique of triggering major changes in organizations termed “concept sublimation” distils concept from the statements of major stakeholder and sublimates it from lower to higher unit of analysis and to higher levels of positivity. Statistical simplification of a competency framework by applying concepts from Euclidian geometry and making it effective is yet a unique contribution of this action research study. The study adapts the competing values framework in developing a method of assessing cultural congruence of a candidate with the culture of the organization. The uniqueness of the study lies in bridging the gap in the literature by actually and systemically developing leadership in an organization and providing pragmatic insights on developing leadership while also creating knowledge for theory building.     

公司治理水平与信息披露质量的关系

公司信息披露质量是公司内外部治理综合作用的结果,它们之间存在一定的因果关系。因此,非常有必要在一个综合集成的框架模型下,分析公司内外部治理各要素的关系及其对公司信息披露质量的影响力。运用路径分析方法发现公司治理提高信息披露质量的途径,为相关部门制定政策提高上市公司信息披露质量提供一定的理论依据。根据南开大学公司治理研究中心课题组设计的中国上市公司治理评价指标体系,论文构建了公司内外部治理相互关系及其对公司信息披露质量作用的假设模型,并利用二手数据对其进行检验与分析。     

基于DoDAF的有人/无人机协同作战体系结构建模

有人/无人机(manned/unmanned aerial vehicle, MAV/UAV)协同作战是未来战场中重要的空中作战模式。由于MAV/UAV协同作战体系系统复杂、涉及作战节点多,需从系统工程的角度对整体作战体系进行顶层设计,并采用统一的结构框架对该体系结构建模。首先,引入美国国防部体系结构框架(Department of Defense architecture framework, DoDAF),提出一种体系结构快速开发方法,并给出开发步骤。然后,利用视图模型,对MAV/UAV协同作战体系的系统功能、作战任务活动、各作战节点的信息交互及组织关系等建立模型。最后,通过动态仿真对模型进行验证。结果表明,所提作战体系的执行状态与预期的作战流程一致,体系结构设计合理,系统内各作战节点定义及信息体系结构描述具备一致性和协调性。     

基于DoDAF的有人/无人机协同作战体系结构建模

有人/无人机(manned/unmanned aerial vehicle, MAV/UAV)协同作战是未来战场中重要的空中作战模式。由于MAV/UAV协同作战体系系统复杂、涉及作战节点多,需从系统工程的角度对整体作战体系进行顶层设计,并采用统一的结构框架对该体系结构建模。首先,引入美国国防部体系结构框架(Department of Defense architecture framework, DoDAF),提出一种体系结构快速开发方法,并给出开发步骤。然后,利用视图模型,对MAV/UAV协同作战体系的系统功能、作战任务活动、各作战节点的信息交互及组织关系等建立模型。最后,通过动态仿真对模型进行验证。结果表明,所提作战体系的执行状态与预期的作战流程一致,体系结构设计合理,系统内各作战节点定义及信息体系结构描述具备一致性和协调性。     

Systems and reengineering: Relating the reengineering paradigm to systems methodologies

Recently the topic of business process reengineering (BPR) has emerged to prominence in a number of guises, e.g. Hammer and Champy (1993). BPR is accepted here as containing a core paradigm with the potential to mobilize and channel change to secure radical improvements in organizational performance. This is contrasted with Continuous Improvement methods which deliver gradual improvements. In this paper BPR is conceputalised as an approach comprised of an emerging group of systems methodologies. These are related to other approaches and methodologies using the Total Systems Intervention framework of Flood and Jackson (1991). In keeping with the framework the main assumptions and metaphors that underlie the BPR literature are examined. BPR methodologies are characterised as rooted mainly in the hard systems approach with the machine metaphor dominating. The possibility is discussed of BPR methodologies based around other than hard system approaches.     

A PATH ANALYTICAL ANALYSIS OF ORGANIZATIONAL INTEGRATION PRACTICES＇ EFFECTS ON MANUFACTURING FLEXIBILITY AND COMPETITIVE ADVANTAGF

To cope with an increasingly turbulent environment, manufacturing firms increasingly implement integration practices to enhance flexibility in the production process. This research develops a framework to explore the relationships among organizational integration practices, manufacturing flexibility, and competitive advantage. The study develops valid and reliable instruments to measure these constructs, and it applies structural equation modeling to test relationships among these variables using a large sample. The results indicate strong, positive, and direct relationships between organizational integration practices and manufacturing flexibility, and between manufacturing flexibility and competitive advantage. The results also indicate that organizational integration practices enhance competitive advantage directly as well as indirectly by facilitating manufacturing flexibility.     

C4ISR系统组织互操作性研究

当前对于系统互操作的研究主要集中在技术层面,关注于系统间如何有效交换及利用所交换的数据.如何从战略理念,组织结构,业务进程等更高的组织层面分析系统的互操作性问题,指导体系设计,在系统众多、协作关系复杂的C4ISR系统中尤为重要.本文首先给出组织互操作基本概念,分析了我军指挥信息系统的互操作需求;在此基础上基于权变理论给出组织互操作框架及相关制品;最后,以某前沿阵地防空系统为例论述了组织互操作框架在体系分析与设计中的应用.     

Facilitation of Collaborative Management: Reflections From Practice

Collaborative management of natural resources requires that multiple stakeholders come together to negotiate agreements. Who is a stakeholder, what is the boundary and the definition of an issue, and who has legitimacy to convene are interrelated, systemic questions. To address this challenge, this paper provides a conceptual framework with nine Contextual Dimensions. A workshop on collaborative and conflict management of the fishery in Chile, designed and facilitated by the authors, serves as a case study where multiple stakeholders came together to vision desirable futures and explored organizational linkages that could accommodate the different agendas. The workshop is analyzed through a conceptual framework and some conclusions are drawn on the value of experiential learning and on the importance of the iterative consultations that must precede such collaborative management events.Member of the International Support Group (www.isglink.org), a community of practice dedicated to facilitating collaborative learning for natural resource management.     

国内外技术创新能力指数化评价比较分析

从创新绩效能力与创新过程能力两个角度,对比研究了国内外创新能力指数化评价研究在理论基础、分析框架、度量与评价指标体系、数据来源以及数值分析方法等方面的特点,分析各种评价方法在应用上的局限性,探讨我国技术创新能力评价研究的新思路,为进一步研究、把握和提高我国企业以及整体技术创新能力提供有益的参考。     

股权结构与公司绩效关联关系的量化研究

公司绩效与股权结构因素的量化研究是分析二者关联关系的关键.利用变异系数分析方法,度量了影响公司绩效的股权结构因素和公司绩效指标,并对它们的量化指标进行了有效性分析.通过股权结构与公司绩效量化指标的多元回归分析,筛选出与公司绩效具有较大相关关系的股权结构指标,提供了分析我国上市公司股权状况的量化指标.     

Impact of University's Optimal Human Resource Management Practices on Organizational Performance

This study explored the construction of the university optimal human resource management practices (OHRMP) and the impact of OHRM on organizational performance. A sample of 700 staff from 7 universities in China was used for data analysis by structural equation modeling. The result indicated that (i) OHRMP were composed of staff recruitment and allocation, motivation mechanism, participation, and performance management, and (ii) organizational performance was composed of staff satisfaction, teaching and research performance, society satisfaction, and financial performance. Further, the result also showed that (i) staff recruitment and allocation have significantly a positive impact on staff satisfaction and society satisfaction, and (ii) motivation mechanism has significantly a positive impact on teaching and research performance and financial performance, and (iii) participation has significantly a positive impact on society satisfaction; organizational performance management has significantly a positive impact on staff satisfaction. Implications for management theory and practice are discussed.     

组织内收入偏好分布与主体激励——模型构建和模拟

组织成员的收入偏好影响其工作积极性，并最终作用于组织绩效。以往的相关研究主要把组织成员看作独立的主体进行分析，忽略了其他相关主体的收入偏好可能具有的影响。在特定组织中，各成员的收入偏好存在差异，因而在组织层面上表现出一定的分布特征，可以用均值、标准差、偏度和峰度等参数进行描述。本文通过建立一个多主体模型来分析组织内成员收入偏好的分布是如何影响特定主体的努力水平，进而影响亚组织（部门、项目团队等）的绩效。研究表明，组织内成员收入偏好的均值和标准差对其努力水平的影响较为显著，说明组织在招聘过程中要注意控制潜在员工收入偏好水平的高低和离散程度。     

中外合资企业企业文化冲突与绩效关系实证研究——基于中国合资企业的数据

在界定企业文化冲突、关系资本和合资企业绩效及其测度指标的基础上,建立中外合资企业企业文化冲突、关系资本和绩效之间关系的理论模型,并提出相关研究假设,然后,对43家中外合资企业中有经验的278名管理人员进行问卷调查,利用结构方程模型对数据进行信度和效度分析,并对中外合资企业企业文化冲突、关系资本与绩效之间的关系进行检验。在此基础上,利用二次回归分析法进一步考察关系资本对企业文化冲突的缓冲效应。结果表明,企业文化冲突与中外合资企业绩效负相关,而关系资本与中外合资企业绩效正相关,并能有效缓解合资企业企业文化冲突对绩效的负面影响。这些研究结果有助于揭示中外合资企业企业文化冲突与绩效之间的动态关系,为中外合资企业跨文化冲突管理提供有益启示。     

Diagnosis of Organizational Soft Problems in a Peruvian Financial Institution by Systemic Thinking

Managing financial institutions in an underdeveloped economic context has become a real challenge nowadays. In order to reach the organization’s planned goals, they have to deal with structural, behavioral and informational problems. From the systemic point of view, this situation gets even worse when the company does not present organizational boundaries and a cohesive identification for their stakeholders. Thus, European countries have some special financial lines in order to help the development of micro credit in Latin communities in an attempt to help the local economy. However, institutions like Caixa dos Andes in Peru present management problems when dealing with this complexity. Based on this, how can the systemic eye help in the diagnosis of soft problems of a Peruvian financial company? This study aims to diagnose soft problems of a Peruvian financial company based on soft variables like identity, communication and autonomy and also intends to identify possible ways to redesign its basic framework. The (VSM––Viable System Model) method from Beer (1967), applied in this diagnostic study, was used in a practical way as a management tool for organizations’ analysis and planning. By describing the VSM’s five systems, the creation of a systemic vision or a total vision is possible, showing the organization’s complexity from the inside. Some company’s soft problems like double control, inefficient use of physical and human resources, low information flows, slowness, etc. The VSM presented an organizational diagnosis indicating effective solutions that do integrate its five systems.