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Mathematical Management – Operations Research in the United States and Western Europe, 1945 – 1990 数学管理-运筹学在美国和西欧,1945 - 1990
IF 7.6 0 MANAGEMENT Pub Date : 2023-01-01 DOI: 10.5771/0935-9915-2023-1-69
R. Vahrenkamp
The rise of Operations Research, which provides mathematical models for the management of commercial enterprises, in the political knowledge culture of Cold War Science is shown and then transferred to the institutionalization of Operations Research in Europe and in the Federal Republic of Germany. The predecessor organizations of the German Society for Operations Research are presented and the interaction of the annual conference of this society with the conferences on a European and worldwide level. It tells how numerous chairs for corporate research and operations research were founded at universities between 1960 and 1980. The connection between Operations Research and the macroeconomic field of econometrics in chairs, conferences and publications is explained and problematized. The great flood of publications on the subject of Operations Research between 1960 and 1980 is referred to, but the rise of the competing field of business informatics in the 1980s halted the success of Operations Research. Based on the historical study by Alexander Nützenadel, the difference between the field of econometrics, which is based on empirical data, and the field of operations research, which is more academically oriented, is worked out. The methodological approach of Operations Research is referred to as abstractification. An example for abstractification is the transport model of linear optimization, which simplifies (abstractifies) economic reality to such an extent that it can be transformed into manageable formulas. However, the transport model is unsuitable for applications in the real economy and thus serves only as a self-referential project for the academic sector. This contribution shows that Operations Research lacks the level of empirical implementation of mathematical models known from econometrics and the social sciences. How transport optimization was taken up in the political knowledge cultures of the Eastern bloc (1945 – 1990) and in the German Democratic Republic is dealt with in a section.
运筹学在冷战科学的政治知识文化中兴起,为商业企业的管理提供数学模型,然后在欧洲和德意志联邦共和国转移到运筹学的制度化。介绍了德国运筹学学会的前身组织,并介绍了该学会年会与欧洲和世界范围内会议的相互作用。它讲述了1960年至1980年间,有多少大学设立了企业研究和运筹学教授。运筹学和计量经济学的宏观经济领域在椅子,会议和出版物之间的联系被解释和问题。1960年至1980年期间,运筹学主题的大量出版物被提及,但20世纪80年代商业信息学竞争领域的兴起阻止了运筹学的成功。在Alexander n泽纳德尔(Alexander tzenadel)的历史研究的基础上,区分了以实证数据为基础的计量经济学领域与以学术为导向的运筹学领域的区别。运筹学的方法论方法被称为抽象。抽象的一个例子是线性优化的运输模型,它将经济现实简化(抽象)到可以转换为可管理的公式的程度。然而,运输模型不适合在实体经济中应用,因此只能作为学术界的自我参考项目。这一贡献表明运筹学缺乏计量经济学和社会科学中已知的数学模型的经验实施水平。运输优化是如何在东方集团(1945 - 1990)和德意志民主共和国的政治知识文化中进行的,在一个章节中处理。
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引用次数: 0
Does Confucian Culture Promote Innovation? An Empirical Investigation of a Leading Organization in the Field 儒家文化促进创新吗?对某领域领先组织的实证调查
IF 7.6 0 MANAGEMENT Pub Date : 2022-01-01 DOI: 10.5771/0935-9915-2022-1-82
Mu Tian, Sylvia Rohlfer, Yajun Wu, Haifeng Yan
Based on their growing innovation capabilities, Chinese companies have become important players in the global innovation arena. Among the factors influencing these firms’ innovation, cultural values have increasingly attracted scholars’ attention. However, research on the relationship between one of the key elements of traditional Chinese culture, Confucianism, and innovation remains scarce. By focusing on two core elements of Confucianism, we extend the innovation contingency literature in examining whether Confucianism is associated with management and product innovation at the firm level in China. Through an empirical examination of a highly innovative private company in China’s premium kitchen appliance market, we find that Confucianism, as reflected in innovative management practices, can foster product innovation. Specifically, benevolence as a Confucian virtue can trigger innovation by forcing a user-centred focus and widening managers’ perspectives of stakeholder interests. Another Confucian principle, the Doctrine of the Mean, can also boost innovation by yielding harmony with surrounding elements, such as users, space, and nature, and defining the employee-management relationship.
凭借不断增强的创新能力,中国企业已成为全球创新舞台上的重要参与者。在影响企业创新的因素中,文化价值观越来越受到学者们的关注。然而,对中国传统文化的关键要素之一——儒家思想与创新之间关系的研究仍然很少。通过关注儒家思想的两个核心要素,我们扩展了创新权变文献,以检验儒家思想是否与中国企业层面的管理和产品创新有关。通过对中国高端厨房电器市场中一家具有高度创新能力的民营企业的实证研究,我们发现儒家思想在创新管理实践中可以促进产品创新。具体来说,作为儒家美德的仁爱可以通过强迫以用户为中心的关注和扩大管理者对利益相关者利益的视角来激发创新。另一个儒家原则,中庸,也可以通过与周围元素(如用户,空间和自然)的和谐以及定义员工与管理的关系来促进创新。
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引用次数: 3
From the Good Factory towards a New Sustainable Post-war Social Order in Italy. The Remarkable “Utopian” Welfare Work Policies of Adriano Olivetti and His Typewriter Company in the 1950s 从“好工厂”走向意大利战后可持续发展的新社会秩序。20世纪50年代阿德里亚诺·奥利维蒂和他的打字机公司非凡的“乌托邦式”福利工作政策
IF 7.6 0 MANAGEMENT Pub Date : 2022-01-01 DOI: 10.5771/0935-9915-2022-1-1
E. Gier
In this paper, welfare work at Olivetti, a former well-known Italian typewriter and office machines company, will be analysed. Welfare work at Olivetti had reached its peak in the 1950s. This was relatively late in comparison to other noteworthy enlightened welfare work initiatives in the industrialized West. The heyday of welfare work in Europe and the United States occurred during the period from 1880 until 1930. From World War II onwards, the extensive Olivetti welfare work programs were embedded in a deliberate and encompassing communitarian social philosophy. Adriano Olivetti’s main objectives were twofold: to prevent worker alienation at the shopfloor level in his factories and to resolve political and social conflict in post-war Italy. This plan was to be carried out in a sustainable way by means of strengthening regional development. Within quite a short time span, the country underwent a rapid and intensive transformation from being a traditional agrarian society into one of the leading industrialized nations of Europe. A response will be provided to the question concerning to what extent Olivetti’s experiment can be considered unique in comparison to other significant enlightened welfare work experiments that took place between 1880 and 1930. Finally, the topicality of the Olivetti experiment will be considered.
在本文中,福利工作在奥利维蒂,前著名的意大利打字机和办公设备公司,将进行分析。奥利维蒂的福利工作在20世纪50年代达到了顶峰。与工业化的西方其他值得注意的开明福利工作倡议相比,这是相对较晚的。1880年至1930年是欧美福利事业的全盛时期。从第二次世界大战开始,奥利维蒂广泛的福利工作项目就被嵌入了一种深思熟虑的、包容的社区主义社会哲学中。阿德里亚诺·奥利维蒂的主要目标有两个:防止他的工厂车间工人的异化,解决战后意大利的政治和社会冲突。这一计划将通过加强区域发展以可持续的方式执行。在相当短的时间内,这个国家经历了从一个传统的农业社会到欧洲主要工业化国家之一的迅速而密集的转变。与1880年至1930年间发生的其他重要的开明福利工作实验相比,奥利维蒂的实验在多大程度上可以被认为是独特的,这一问题将得到回应。最后,将考虑Olivetti实验的话题性。
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引用次数: 0
Giving Employees a Voice in Times of Digital Transformation: Modelling Employee Representation Voice in Algorithm-Based Decision-Making 在数字化转型时代给予员工发言权:基于算法决策的员工代表声音建模
IF 7.6 0 MANAGEMENT Pub Date : 2022-01-01 DOI: 10.5771/0935-9915-2022-3-269
C. Schank, Eva Maria Spindler
Digital transformation goes hand in hand with profound changes to company structures. One aspect of digital transformation are algorithm-based decisions which strongly affect decision-making processes in general but also those between the company and employee representatives. This changes where employee representation can be introduced in decision-making, as well as how it is implemented and what competencies are required to do so. This conceptual article looks into how employee representation voice can be kept alive in organisational algorithm-based decision-making processes. To do this, employee (representation) voice will be derived from the German co-determination model. Analogue decision-making is then initially described as a social negotiation process, and modelling is used to show how it is linked to sensemaking in order to back up this claim. In contrast, it is highlighted how algorithm-based decision-making influences this analogue process. To face the resulting changes and challenges, the concept of “big judgement” is described. This concept proposes both structural problem-solving approaches as well as employee representative qualification requirements to provide scope for employee representation voice in algorithm-based decision-making and to avoid a culture of silence.
数字化转型与公司结构的深刻变化密切相关。数字化转型的一个方面是基于算法的决策,它强烈影响一般的决策过程,也影响公司和员工代表之间的决策过程。这改变了在决策中引入员工代表的地方,以及如何实施以及这样做需要什么样的能力。这篇概念性文章探讨了如何在基于组织算法的决策过程中保持员工代表的声音。为了做到这一点,员工(代表)的声音将从德国共同决定模型中派生出来。模拟决策最初被描述为一种社会协商过程,为了支持这一说法,建模被用来展示它是如何与意义制造联系在一起的。相比之下,它强调了基于算法的决策如何影响这种模拟过程。面对由此带来的变化和挑战,提出了“大判断”的概念。这一概念提出了结构性解决问题的方法以及员工代表资格要求,以在基于算法的决策中为员工代表的声音提供范围,并避免沉默的文化。
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引用次数: 0
The Valuation of Social Media Voice: An Experimental Investigation 社交媒体声音的价值评估:一项实验调查
IF 7.6 0 MANAGEMENT Pub Date : 2022-01-01 DOI: 10.5771/0935-9915-2022-3-240
Robin Stumpf, Stefan Süß
Social media offers individuals and organisations new opportunities for speaking up. The receiver's valuation of the sender's voice is a prerequisite for resulting change. However, the influence of modern communication channels like social media on this valuation has not yet been investigated. Against this background, our study investigates the valuation of social media voice. We conduct a scenario-based experiment in which the participants imagine themselves to be a manager who is evaluating a proposal. The results show that the valuation of voice is better if a proposal is communicated via voicemail than if it is communicated via social media, if the proposal is based on the opinion of an individual rather than that of a group, and if the source is an expert. We also find a three-way interaction between the channel, source, and source credibility. The paper provides contributions to research on employee voice, the ELM, and the Social Presence Theory. We discuss our findings and derive opportunities for future research and implications for both employees and organisations.
社交媒体为个人和组织提供了发声的新机会。接收方对发送方声音的评价是产生变化的先决条件。然而,社交媒体等现代传播渠道对这一估值的影响尚未得到调查。在此背景下,我们的研究调查了社交媒体声音的估值。我们进行了一个基于场景的实验,在这个实验中,参与者把自己想象成一个正在评估提案的经理。结果表明,如果提案是通过语音邮件传达的,而不是通过社交媒体传达的,如果提案是基于个人的意见而不是群体的意见,如果消息来源是专家,那么语音的估值会更好。我们还发现了渠道、信息源和信息源可信度之间的三方互动。本论文对员工声音、ELM和社会在场理论的研究有所贡献。我们讨论了我们的发现,并得出了未来研究的机会,以及对员工和组织的影响。
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引用次数: 0
The Development of Turnover Intentions in Top Management Teams: An Empirical Study and Research Model 高层管理团队离职意向的发展:一个实证研究与研究模型
IF 7.6 0 MANAGEMENT Pub Date : 2022-01-01 DOI: 10.5771/0935-9915-2022-2-109
Helge Nuhn, A. Wald
The development of turnover intentions is well-researched among regular employees. Top management team (TMT) turnover is peculiarly consequential but was mainly subject to static analysis of turnover antecedents. This paper develops a model of turnover intention development processes that includes TMT-specific antecedents of turnover intentions. We conducted multiple narrative interviews with nine former top managers. Our analyses suggest factors such as conflicts in corporate governance, finished agendas, commitment conflicts, unfavorable work/life circumstances and compelling alternatives to be the most prominent antecedents of turnover intentions. The study contributes to the literature by empirically identifying the antecedents of voluntary turnover intentions of TMT members and by integrating these factors in a research model that prioritises the different antecedents.
对正式员工离职意向的发展进行了很好的研究。高层管理团队(TMT)的离职尤其重要,但主要是对离职前因的静态分析。本文建立了一个离职倾向发展过程模型,该模型包含了离职倾向的tmt特异性前因。我们对9位前高管进行了多次叙述性采访。我们的分析表明,公司治理中的冲突、已完成的议程、承诺冲突、不利的工作/生活环境和令人信服的替代方案等因素是离职意图最突出的前因。本研究通过实证识别TMT成员自愿离职意向的前因,并将这些因素整合到一个优先考虑不同前因的研究模型中,为文献做出了贡献。
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引用次数: 0
Crisis Management: A Necessary Evil or Useful Tool? The Role of Socioemotional Wealth in the Crisis Management of Family Firms 危机管理:必要的恶还是有用的工具?社会情感财富在家族企业危机管理中的作用
IF 7.6 0 MANAGEMENT Pub Date : 2022-01-01 DOI: 10.5771/0935-9915-2022-4-397
B. Boers, T. Henschel
The purpose of this paper is to explore and understand how family firms manage a crisis by applying a processual perspective addressing the different phases of a crisis, including its origin, context and consequences. Drawing on a study of six family firms, we find that the leadership of the owning family signifies crisis management in family firms. Also, family firms rely on multiple crisis management practices and make use of their relationships and networks, which support crisis management at different stages. Socioemotional wealth can be both a trigger and a consequence of crisis management procedures. This study contributes to the literature by providing a more nuanced and developed crisis management model that accounts for the peculiarities of family firms. We argue that it is of the greatest importance to consider the consequences of a crisis whose origin stems from the owning family. In particular, such crises will trigger the owning family, as their socioemotional endowment would be at risk, which can free family resources for crisis management practices.
本文的目的是探索和理解家族企业如何管理危机,通过应用程序的角度来解决危机的不同阶段,包括其起源,背景和后果。通过对6家家族企业的研究,我们发现家族企业的危机管理体现了家族企业的领导能力。此外,家族企业依靠多种危机管理实践,并利用其关系和网络,支持不同阶段的危机管理。社会情感财富既可以是危机管理程序的触发因素,也可以是其结果。本研究通过提供一个更细致和发达的危机管理模型来解释家族企业的特殊性,从而对文献做出了贡献。我们认为,最重要的是要考虑一场危机的后果,其根源是自己的家庭。特别是,这种危机会触发拥有的家庭,因为他们的社会情感禀赋会受到风险,这可以释放家庭资源用于危机管理实践。
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引用次数: 0
Exploring the Link Between Strategic Human Resource Management, Organizational Culture, and Corporate Entrepreneurship 探索战略人力资源管理、组织文化与企业企业家精神之间的联系
IF 7.6 0 MANAGEMENT Pub Date : 2022-01-01 DOI: 10.5771/0935-9915-2022-2-135
Christoph Hinteregger, Urs Baldegger, S. Durst
Today's dynamic and highly volatile environment underlines the relevance of corporate entrepreneurship in all types of organizations to respond to current and forthcoming forces in a sustainable way. While extant research has identified several factors that impact corporate entrepreneurship, our understanding of how corporate entrepreneurship is impacted by strategic human resource management (SHRM) is underdeveloped. Drawing upon a dataset from 185 HR managers in Eastern Switzerland, Liechtenstein, and Western Austria, this study replicates the study of Wei et al. (2008) and examines the role of organizational culture in the SHRM adoption and implementation process and transfers their research design into the context of corporate entrepreneurship. The results indicate that SHRM impacts the implementation of organizational culture and that different HRM systems affect the implementation of different types of organizational culture.
当今充满活力和高度不稳定的环境强调了在所有类型的组织中企业企业家精神的相关性,以可持续的方式应对当前和即将到来的力量。虽然现有的研究已经确定了影响企业企业家精神的几个因素,但我们对战略人力资源管理(SHRM)如何影响企业企业家精神的理解尚不充分。利用来自瑞士东部、列支敦士登和西奥地利的185名人力资源经理的数据集,本研究复制了Wei等人(2008)的研究,并考察了组织文化在人力资源管理采用和实施过程中的作用,并将他们的研究设计转移到公司创业的背景下。研究结果表明,人力资源管理影响组织文化的实施,不同的人力资源管理系统影响不同类型的组织文化的实施。
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引用次数: 0
Never Off Duty – The Role of Supervisors in the Relationship Between Extended Availability, Subordinate Strain, and Job Performance 从不下班——主管在延长可用性、下属压力和工作绩效关系中的角色
IF 7.6 0 MANAGEMENT Pub Date : 2022-01-01 DOI: 10.5771/0935-9915-2022-1-42
Christiane R Stempel, Jana Biemelt, Jan Dettmers
Employers expect to increase the overall organizational flexibility and performance when employees are available to clients, supervisors, or colleagues outside of their regular work. However, when extended availability is not properly organized, it is associated with impaired well-being, which can lower performance. Research has identified design criteria that may increase or decrease the detrimental effects of availability. We assume that the role-modeling behavior of supervisors as important representatives of organizational values is crucial as well. This study investigated the moderating function of supervisory role modeling in the relationship between extended availability for work and well-being. We conducted a study with 258 participants who completed an online questionnaire about their availability demands and their supervisors’ role modelling to address this issue. Additionally, participants indicated their emotional exhaustion, work-family conflict as well as performance. Moderated mediation analyses revealed that high work-life-friendly role modeling attenuated the detrimental indirect effect of extended availability demands on performance via a work-family conflict. Identifying the boundary conditions for extended availability demands offers a more differentiated perspective on its beneficial and/or detrimental nature. The results highlight the necessity to consider supervisors as key figures for interventions for extended availability demands.
当员工在日常工作之外与客户、主管或同事接触时,雇主希望提高组织的整体灵活性和绩效。然而,如果扩展的可用性没有得到适当的组织,它就会与健康受损相关,从而降低性能。研究已经确定了可能增加或减少可用性有害影响的设计标准。我们认为,作为组织价值观的重要代表,管理者的角色塑造行为也至关重要。本研究探讨了监督角色塑造在延长工作可用性与幸福感关系中的调节作用。我们对258名参与者进行了一项研究,他们完成了一份关于他们的可用性需求和他们的主管的角色模型的在线问卷,以解决这个问题。此外,参与者还指出了他们的情绪疲惫,工作与家庭的冲突以及表现。有调节的中介分析表明,高工作-生活友好型角色模型通过工作-家庭冲突减弱了扩展可用性需求对绩效的有害间接影响。确定扩展可用性需求的边界条件,可以对其有益和/或有害的性质提供更有区别的观点。结果强调了将监督者视为扩展可用性需求干预的关键人物的必要性。
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引用次数: 0
The Relationships Between Work-Related Rumination, Employee Voice and Silence, Turnover Intention, and Job Satisfaction 工作反刍、员工声音与沉默、离职倾向与工作满意度的关系
IF 7.6 0 MANAGEMENT Pub Date : 2022-01-01 DOI: 10.5771/0935-9915-2022-3-335
Alida Susanna (Suné) Du Plessis, L. D. Beer
How employees think about their work after the end of their working day has received renewed emphasis recently. Work-related rumination could affect employees' voice behaviour. Some employees could prefer to speak up about ideas or concerns that bother them on an ongoing basis, and other employees can choose instead to remain silent. This could further impact specific organisational outcomes, such as employees' satisfaction in their job and their intention to leave the organisation. The objective of this study was to investigate the relationships between work-related rumination, employee voice and silence, turnover intention, and job satisfaction. A cross-sectional research design was used to collect data from a general sample of employees (n = 332). Structural equation modelling methods were used for data analysis. The results showed the proposed direct relationships between the research constructs, except between affective rumination and employee voice, and also employee voice and job satisfaction. Indirect relationships also showed how employee voice and silence played mediating roles in the relationships between work-related rumination and turnover intention. Organisations should be aware of the dynamics between work-related rumination and employee voice and silence behaviour within their organisation as this affects outcomes.
最近,员工下班后如何看待自己的工作再次受到重视。与工作相关的沉思可能会影响员工的建言行为。有些员工可能更愿意说出一直困扰他们的想法或担忧,而其他员工则可以选择保持沉默。这可能会进一步影响具体的组织结果,例如员工对工作的满意度和他们离开组织的意愿。本研究旨在探讨工作反刍、员工声音与沉默、离职倾向与工作满意度之间的关系。采用横断面研究设计从一般员工样本中收集数据(n = 332)。采用结构方程建模方法进行数据分析。结果表明,除了情感反刍与员工声音、员工声音与工作满意度之间存在直接关系外,研究构念之间也存在直接关系。间接关系还显示了员工声音和沉默在工作反刍与离职倾向的关系中起中介作用。组织应该意识到与工作相关的反思与员工声音和沉默行为之间的动态关系,因为这会影响结果。
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引用次数: 1
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