共查询到20条相似文献，搜索用时 476 毫秒
1.
2.
3.
《国际创新研究学报(英文)》2020,4(2):51-67
The impact of the global recession has served to increase pressure on non-profit organizations resources. Executive leadership is an essential component of the success of these institutions. The two-fold purpose of this article is to provide a state-of-the-art overview about the existing literature on leadership and organizational innovation in the third sector, as well as to identify research gaps leading to a research model, which can be used in further empirical research. For this, we used the collection of existing literature in the Web of Science. The 144 articles selected in the database were analysed using the VOSviewer software. Results show a concern with the renewal of management bodies and a lack of qualified leaders. This study contributes to the construction of an action agenda leading to the establishment of new leadership and organizational innovation model for the third sector. 相似文献
4.
国家实验室建设已成为我国推进创新型国家和科技强国建设的重要举措,迫切需要在管理体制机制上,特别是经费配置与管理方面进行革新。这不仅是我国国家实验室建设需要考虑的基本问题之一,也是国家实验室拟突破现有科研机构瓶颈的重要切入点。我国国家实验室建设的初级阶段迫切需要借鉴国际经验,而美国国家实验室管理与发展已较为成熟,具有重要借鉴意义。本文从财务管理视角切入,通过详细梳理美国国家实验室经费配置与管理特点,对我国拟筹建的国家实验室及科研机构经费配置与管理现状进行深入细致分析,旨在为建设我国国家实验室提出科学可行的建议。研究发现美国国家实验室以联邦政府资助为主的经费分配模式、全程多元监管体系、精准的绩效预算模式等卓有成效。建议我国国家实验室的经费配置遵循以任务为导向的原则,采用弹性制经费分配模式,完善管理程序和立法内容,辅以多元主体共同监督的模式,促使国家实验室经费配置与管理的规范化、制度化,进而提升经费的配置效率。 相似文献
5.
《International Journal of Information Management》2017,37(4):313-316
In an increasingly globalized and hyper connected business environment, using knowledge strategically is often critical for competitive performance. This article is motivated to illuminate the notion of strategic knowledge management (SKM) in organizations. In this regard, executives need to develop an informed understanding of what types of organizational knowledge (and how much) can be ‘structured’ and/or allowed to ‘proliferate’ in order to sustain both work productivity and innovation capacity toward a harmonious conceptualization of strategic knowledge in their organizations. This conceptual paper is based on analysing certain exemplars of why organizations need to put greater emphasis on the equivalence between codification and personalization in the context of strategic knowledge management. Our explanations on managing strategic knowledge through different examples provide insights and pitfalls that organizations must be aware of and are as follows. Firstly, we argue that an exclusive emphasis on codification or personalization runs the risk of ‘knowledge structuration’ or ‘knowledge proliferation’ respectively in an organization’s strategic knowledge management. Secondly, executives should continuously realize the need to emphasize on equivalence (or congruence) between codification and personalization aspects of SKM in order to keep enduring work productivity and innovation capacity in organizations. Thirdly, we argue that SKM initiatives that prodigiously focus on either codification or personalization can lead to pitfalls despite plenty of managerial interventions. We further believe that our proposed ideas will be worthwhile considerations for executives/leaders responsible for strategy, IT and innovation divisions of the organization to determine whether its organization’s knowledge engine is running smoothly, and if not, where to direct their energy to yield long term and robust outcomes. 相似文献
6.
国外跨学科评价理论新进展 总被引：1，自引：0，他引：1
跨学科研究已经逐渐成为受学术界欢迎的一种综合创新的科研方法.各种资助机构越来越多地受理有关跨学科项目的申请.为了促进跨学科研究的发展,资助机构和学术机构需要运用有效手段,对跨学科研究的投入和产出进行评价,以保证跨学科研究持续有序的展开.试图从过往的中外跨学科评价理论文献中,寻找阻碍跨学科评价顺利进行的各种障碍,以及消除这些障碍的相应对策. 相似文献
7.
近年来随着我国学术会议活动规模和公共经费支持力度不断攀升,亟需建立起长期化、科学化、规范化的学术会议评价机制来保障会议质量,提升会议绩效。当前学术会议评价管理研究中缺乏一种系统性的分析视角和框架,因此对学术会议的绩效内涵、生成方式及评价管理要点缺乏系统性梳理。本研究从新组织结构学派分析视角出发,首先明确了学术会议作为一类组织的特征要素,并对学术会议组织结构中主要功能模块及其关系进行了分析。进而,本文对学术会议组织的绩效内涵及典型组织绩效的生成步骤加以厘清。在此基础上,我们对组织结构类型与学术会议类型间的对应关系进行了分析,并明确了不同类型学术会议的绩效管理评价中的要素、要点和方法工具。 相似文献
8.
Knowledge management is gaining prominence in academia and the world of business practice. The need for organizations in the United Arab Emirates (UAE) to empower themselves through knowledge management cannot be ignored. Yet, not much empirical evidence on the subject can be found in the literature. This study investigates the relationship between knowledge management and organizational performance in the UAE. The knowledge management dimensions considered in this paper are organizational culture, organizational infrastructure, technical infrastructure, management support, reward and vision clarity. Organizational performance is measured in terms of efficiency, customer satisfaction, decision-making, quality of work and financial benefits. A questionnaire was used to collect data from general managers, functional managers, IT managers and chief knowledge officers from a variety of business sectors. Results of one sample t-test show that the dimensions used in this study enhance performance improvement. Results also show that except for reward and vision clarity, all investigated knowledge management dimensions are significantly correlated with performance improvement. 相似文献
9.
《Research Policy》2019,48(7):1823-1840
We analyze whether funding bodies are biased against diverse teams, which have often been linked to the production of transformative research. We develop a general framework that compares the drivers of success in the ex-ante grant decision process to the drivers of success in ex-post performance. We use our framework to systematically analyze the decisions of one of the major public funding organizations for scientific research worldwide, the UK's Engineering and Physical Sciences Research Council (EPSRC). We find that structurally diverse teams are not only penalized but are also biased against. Indeed, although teams that exhibit greater diversity in knowledge and skills, education, and/or scientific ability, are significantly less likely to obtain funding, they are generally more likely to be successful. Our mediating effects show that the evidence of a bias against diversity is weaker for teams led by prestigious researchers. 相似文献
10.
以华东地区医药上市企业的200位中层领导为对象,主要探讨领导创新导向学习对管理能力与岗位绩效的影响,同时分析组织认同在此过程中所扮演的角色。经干扰结构方程模式检验发现:创新导向学习、组织认同以及两者的互释效果能够显著提升领导管理能力,进而增进岗位绩效,这表明领导管理能力虽由创新导向学习达成,但组织认同对领导管理能力的提升亦是不可或缺的推手。 相似文献
11.
Assessments of quality and productivity of academic research programs become more and more important in gaining financial support, in hiring and promoting research staff, and in building academic reputation. Most assessments are based on peer review or on bibliometric information. In this paper we analyze both bibliometric data and peer review assessments of 169 research groups in economics, econometrics and business administration. The evaluations are achieved in two independent rounds in 1995 and in 2001, permitting replication of our study.The purpose of this study is twofold. In the first part we want to see to what degree bibliometric information relates to peer review judgments. The results convey how evaluators weight different output categories in their final overall judgment of academic quality. The results also have practical meaning, since they indicate what the predictive ability of bibliometric data is for future peer review outcomes. In the second part of this study we aim at explaining differences in research output quality and productivity by organizational factors, like size of the research group, composition of staff, sources of research funding and academic discipline. In this part, a composite indicator is used to represent the review committees’ overall assessment. The bibliometric data most strongly related to the peer reviews’ overall assessment are used to construct data envelopment analyses’ efficiency scores as measure of research productivity.The main conclusions from our study are that the number of publications in international top journals is the best predictor of peer review assessment results. Changes in the classification of bibliometric information, as introduced in the second evaluation round, do not alter this conclusion. Size of the research group appears to be the only permanent characteristic associated with research quality and productivity. Size is positively related to research quality but negatively related to research productivity. Larger groups appear to have the potential to improve quality, but as groups become larger, they also experience problems in maintaining the research productivity of the research team's members. The remaining organizational characteristics appear to be temporarily related to research quality and productivity. In the first evaluation round, research productivity and quality are associated with the discipline variable: research programs in more quantitative areas and characterized by a higher level of paradigm development like econometrics and operations research achieved higher levels of research quality and productivity than programs in more diverse and less quantitative areas like business administration. This relation however is not permanent, since it becomes insignificant in the second evaluation round. Instead, funding relations become more apparent in the second review round. The relative amount of national funding in the research group's funding becomes positively related to academic quality, whereas the portion of income from committed research is negatively related to academic quality of the programs’ research output. This may have been caused by the increased importance of alternative sources of research funding in the period of the second review. 相似文献
12.
人力资本是一种重要组织资源,且处于不同生命周期阶段的企业,其资源异质性影响着绩效差异性。本文以300余家中国科技企业为多源问卷调研对象,通过层次回归分析、Bootstrapping法、简单效应分析等方法,实证检验了在资源转化视角下对企业不同生命周期阶段人力资本的配置差异性。研究结果表明：（1）在企业初创期、发展期与成熟期,领导-成员交换(leader-member exchange, LMX)在人力资本与组织绩效间发挥部分中介作用;（2）在初创期与成熟期,环境动态性、环境竞争性分别在人力资本与组织绩效间以LMX为中介的间接关系中起调节作用;（3）在初创期与成熟期,环境动态性与环境竞争性交互项在人力资本与组织绩效间以LMX为中介的间接关系中起调节作用;（4）在初创期,高动态-低竞争环境组合更能促进人力资本优化配置;在成熟期,低动态-低竞争环境组合更能促进人力资本优化配置。 相似文献
13.
14.
最近10多年来,我国人文社科单项项目经费资助强度稳步增长,但是项目经费资助强度的绩效问题目前研究比较缺乏。本文以教育部双一流建设高校为例,综合采用联立方程模型、面板门槛回归模型进行了深入研究。研究结果表明：项目经费强度对科研成果具有保障和激励机制;项目经费强度对学术论文的绩效总体较差,对学术著作的绩效尚可;近年来项目经费强度的绩效呈下降趋势;当科研成果较高时项目经费强度的绩效总体良好;学术论文和科研人员数量与项目经费强度负相关;人文社科研发人员的贡献大于研发经费。 相似文献
15.
本文通过借鉴不完全契约理论拓展了委托代理模型,指出在科学资助过程中存在目标设定权、资源配置权和绩效监督权三种基本权力。三种权力在委托方、管理方和执行方之间的配置方式形成了不同类型的科学资助组织模式,导致不同类型的科学资助机构。基于这一分析框架,本文对国外科学资助机构职能设置和组织制度变迁进行总体性描述,初步检验这一理论的解释力。 相似文献
16.
Improving how knowledge is leveraged in organizations for improved business performance is today considered as a major organizational change. Knowledge management (KM) projects are stigmatized as demanding, fuzzy and complex, with questionable outcomes—more than 70% of them do not deliver what they promised. A case of Samsung Electronics mobile branch we present shows how KM projects can be more successful if they are treated as business process-oriented organizational change projects. Both organizations and academia can stand on the shoulders of giants as previous experience and research in that area is rich. Adding the KM flavor to such organizational change is the goal of this case study; the learning outcomes include a six-step KM solution design method, a justification for the business process level of analysis and managerial action, and the need for modest and just-do-it approach when introducing KM-related organizational interventions. 相似文献
17.
Capitalist theory and socialist practice: The organization of Chinese mathematics in the early 1950s
John Hanzhang Ye 《Endeavour》2021,45(1-2):100767
This article explores how the Chinese state organized scientific research in the 1950s, through a case study of mathematics. By examining the organizing process of the Chinese Mathematical Society and the establishment of the Institute of Mathematics of the Chinese Academy of Sciences, the article explains how a number of state agents were selected to lead national level research institutes as a means for guiding scientists in serving the needs of the state. In addition, under state corporatism, all scientists were attached to discipline-specific academic societies, forming a large hierarchy consisting of societies at different levels. When the political leaders needed to transform the agendas of the scientists, these organizations served as channels for communicating to constituent members what to do. Given this kind of organizational structure in the early days of the People’s Republic of China, it was hard to differentiate between scientists and the organizational apparatus, especially for the scientists holding top-level leadership positions. Nevertheless, this study shows that individual researchers often resisted official mandates and found ways to pursue independent research interests by employing the state's rhetoric. 相似文献
18.
《Research Policy》2023,52(6):104780
A performance-based research funding system (PRFS) is a nationwide incentive scheme that promotes and rewards university research performance through competition for government funding. The UK’s PRFS, currently the Research Excellence Framework (REF), is considered the oldest, largest and most developed payment-by-results system in academia worldwide. Surprisingly, and despite the strong criticisms, little has been done to quantitatively and casually evaluate the intended and unintended effects of the PRFSs. In this paper, we evaluate the incremental impact of the REF 2014 in the fields of Economics and Business. We use a synthetic control method to compare the performance of UK universities with their artificial counterfactual units constructed using data from US universities. Our analysis shows, on the whole, that the introduction of the REF had a significant and positive impact on the quantity and quality of the scientific research produced at UK universities. However, we do not find a significant effect on the per author measures, suggesting that the REF did not result in an increase in research productivity. We also show that the effects are more heterogeneous across universities than across academic disciplines. We do not find evidence of a shift of research focus from Economics to Business topics, as some feared. But our analysis indicates that the REF 2014 may have contributed to the concentration of research excellence in elite institutions. 相似文献
19.
John W. Medcof 《The Journal of High Technology Management Research》2017,28(2):167-178
Technology leadership research pays little attention to leadership differences across organizational levels. Research at the upper echelons is particularly sparse despite the importance of strategy in technology management. The “leadership pipeline”, with its specification of six levels of organizational leadership, the leadership challenges at each, and the appropriate leadership preparation for each, can be adapted to technology management to provide an integrated, systematic, approach to technology leadership development and practice. A review of technology management research reveals shortcomings which could be remedied through the application of a pipeline approach. Future research should focus more on reliably differentiating the hierarchical levels of technology management, particularly at the middle management and executive levels. From there, the differing demands at each and the requisite capabilities for meeting them can be determined. This would facilitate the development of more effective leadership preparation for technology mangers as they transition from level to level, to their career benefit and for the competitiveness of their organizations. 相似文献
20.
从协同创新的角度出发,结合科研机构创新过程特征,在公益类科研机构创新绩效评价指标体系中引入协同创新思想和要素,构建一套更系统、更全面的评价指标体系。选取广东20家公益类科研机构作为评价对象开展实证分析,实证结果表明,这套评价指标体系能较好地反映科研机构创新绩效的真实情况,为科研绩效管理提供了更为科学的评估依据。 相似文献