Диссертация (1136885), страница 36
Текст из файла (страница 36)
1999. № 6 (44). С. 31-37.117. Хлопова Т. В., Дьякович М. П. К оценке трудового потенциала предприятия //Социологический исследования. 2003. №3. С. 67-74.118. Чайковская Н., Эвдельман Я. Трудовая мотивация работников промышленности:структура и динамика // Общество и экономика. 2000. №11. С. 104-117.119. Чанько А.Д. Опыт диагностики организационной культуры российскихкомпаний // Российский журнал менеджмента. 2005. Т. 3. № 4. С.29-54.120.
Шабанова М. А. Проблема встраивания рынка в «нерыночное» общество //Социологические исследования. 2005. № 12. С. 33-45.121. Штроо В.А. Защитные механизмы групповой динамики в организационномконтексте // Психология. Журнал Высшей школы экономики. 2007. Т. 4. № 1. С.151-157.122. Щербина С.В. Организационная культура в западной традиции: природа, логикаформирования и функции // Социологические исследования. 1996. № 7.
С. 47-55.123. Эфендиев А.Г., Балабанова Е.С., Гоголева А.С. Социальная организацияроссийского бизнеса сквозь призму социальных механизмов трудоустройства //Мир России: Социология, этнология. 2010. Т. XIX. No.4. С. 69—103.218124. Эфендиев А.Г., Балабанова Е.С. Социальная организация российского бизнеса:теоретико-методологические подходы и их реализация в эмпирическомисследовании // Социологические исследования. 2012. № 5. С.
58-69.125. Ядов В.А. К вопросу о национальных особенностях модернизации российскогообщества // Мир России, 2010. № 3. С. 46-56.126. Barley S.R., Kunda G. Design and devotion: surges of rational and normativeideologies of control in managerial discourse // Administrative Science Quarterly.1992. Vol.
37. P. 363-399.127. Baumol W. J. Enterpreneurship: productive, unproductive and destructive // Journal ofPolitical Economy. 1990. Vol. 98. № 5. P. 893-920.128. Benard C. The paradox of meritocracy in organizations // Administrative ScienceQuarterly. 2010. No 55. P. 543–576.129.
Berson Y., Oreg S., Dvir T. CEO values, organizational culture and firm outcomes //Journal of Organizational Behavior. 2008. No. 29. P. 615–633.130. Biddle B. Recent developments in role theory // Annual Review of Sociology. 1986.Vol. 12. Iss.1. P. 67-92.131.
Burke P.J., Reitzes D.C. The link between identity and role performance // SocialPsychology Quarterly. 1981. Vol. 44. No. 2. P. 83-92.132. Calori R., Sarnin P. Corporate culture and economic performance: a French study //Organization Studies. 1991. Vol.12. Iss.1. P. 49-74.133. Camerer C., Vepsalainen A., The economic efficiency of corporate culture // StrategicManagement Journal. 1988. Vol. 9. P.
115-126.134. Carmeli A. The relationship between organizational culture and withdrawal intentionsand behavior // International Journal of Manpower. 2005. Vol. 26. No. 2. P. 177-195.135. Chatman J.A., Polzer J.T., Barsade S.J., Neale M.A. Being different yet feeling similar:the influence of demographic composition and organizational culture on workprocesses and outcomes // Administrative Science Quarterly.
1998. Vol. 43. No. 4. P.749-780.136. Chiu C.-Y. Role expectation as the principal criterion in justice judgment among HongKong Chinese students // The Journal of Psychology. 1991. Vol. 125, No. 5. P. 557565.137. Chen Z.X., Tsui A.S., Farh J.-L. Loyalty to supervisor vs. organizational commitment:relationships to employee performance in China // Journal of Occupational and219Organizational Psychology. 2002. Vol.
75. P. 339-356.138. Cooke R.A., Rousseau D.M., Behavioral norms and expectations // Group &Organizational Studies. 1988. Vol. 13. No. 3. P. 245-273.139. Crozier M., Thoenig J. The regulation of complex organized systems // AdministrativeScience Quarterly. 1976. Vol. 21. No. 4. P. 547-570.140. Denison D.R.
What is the difference between organizational culture and organizationalclimate? A native's point of view on a decade of paradigm wars // The Academy ofManagement Review. 1996. Vol. 21. No. 3. P. 619-654.141. Denison D.R., Fey C.F. Organizational culture and effectiveness: can American theorybe applied in Russia? // Organizational Science. 2003. Vol. 14. No. 6.
P. 686-706.142. Denison D.R., Mishra A.K. Toward a theory of organizational culture andeffectiveness // Organizational Science. 1995. Vol. 6. No. 2. P. 204-223.143. Dierdorff E.C., Morgeson F.P. Consensus in work role requirements: the influence ofdiscrete occupational context on role expectations // Journal of Applied Psychology.2007. Vol. 92. No. 5. P. 1228–1241.144.
Ensley A., Pearson M., Amason A. An assessment and refinement of Jehn's IntragroupConflict Scale // International Journal of Conflict Management. 2002. Vol. 13. Iss. 2.P. 110-126.145. Farmer S.M., Tierney P., Kung-Mcintyre K. Employee creativity in Taiwan: anapplication of role identity theory // Academy of Management Journal. 2003. Vol. 46.No. 5. P. 618-630.146. Fey C.F., Shekshnia S. The key commandments for doing business in Russia //Organizational Dynamics.
2011. Vol. 40. Iss. 1. P. 57-66.147. Fiedler, F. Research on leadership selection and training: one view of the future //Administrative Science Quarterly . 1996. Vol. 41. Iss. 2. P. 241-250.148. Fischer R., Mansell A. Commitment across cultures: a meta-analytical approach //Journal of International Business Studies. 2009. No. 40. P. 1339–1358.149. Glisson C., James L.R. The cross-level effects of culture and climate in human serviceteams // Journal of Organizational Behavior.
2002. No. 23. P. 767–794.150. Gordon G.G. Industry determinants of organizational culture // The Academy ofManagement Review. 1991. Vol. 16. No. 2. P. 396-415.151. Gordon G.G., DiTomaso N. Predicting corporate performance from organizationalculture // Journal of Management Studies. 1992. Vol. 29. No. 6. P. 783-798.220152. Grachev M.V. Russia, culture, and leadership cross-Cultural comparisons ofmanagerial values and practices // Problems of Post-communism.
2009. Vol. 56. Iss. 1.P. 3-11.153. Grachev M.V., Bobina M.A. Intercultural collaboration: instrumentality of the GLOBEstudy // Intercultural Collaboration. Lecture notes in computer science. 2007. P. 382393.154. Gregory K.L. Native-view paradigms: multiple cultures and culture conflicts inorganizations // Administrative Science Quarterly. 1983. Vol. 28. No.
3. P. 359-376.155. Harter J., Schmidt F., Hayes T., Business-unit-level relationship between employeesatisfaction, employee engagement and business outcomes: a meta-analysis, Journal ofApplied Psychology (2002), Vol. 87, No 2, pp. 268-279.156. Harris S.G. Organizational culture and individual sensemaking: a schema-basedperspective, Organizational Science (1994), Vol. 5, No. 3, pp.
309-321.157. Hartnell C., Ou A., Kinicki A. Organizational culture and organizational effectiveness:a meta-analytic investigation of the competing values framework’s theoreticalsuppositions // Journal of Applied Psychology. 2011. Vol. 96. No. 4. P. 677–694.158. Henri J.-F. Organizational culture and performance measurement systems //Accounting, Organizations and Society. 2006. No. 31. P. 77–103.159.
Hofstede G. The cultural relativity of organizational practices and theories // Journal ofInternational Business Studies. 1983. Vol. 14. No. 2. P. 75-89.160. Hofstede G., Neuijen B., Ohayv D.D., Sanders G. Measuring organizational culture: aqualitative and quantitative study across twenty cases // Administrative ScienceQuarterly. 1990. Vol.
35. No. 2. P. 286-316.161. Hofstede, G. Identifying organizational subcultures: an empirical approach // TheJournal of Management Studies. 1998. Vol. 35. Iss. 1. P. 1-12.162. Holt J.L., DeVore C.J. Culture, gender, organizational role, and styles of conflictresolution: a meta-analysis // International Journal of Intercultural Relations. 2005.Vol. 29. Iss. 2. P.
165-196.163. Hon А. H. Y., Leung А. S. M. Employee creativity and motivation in the Chinesecontext: the moderating role of organizational culture // Cornell Hospitality Quarterly.2011. No. 52. P. 125-134.164. Huang M.P., Cheng B.S.; Chou L.F., Fitting in organizational values - the mediatingrole of person-organization fit between CEO charismatic leadership and employee221outcomes // International Journal of Manpower. 2005.
Vol. 26. No. 1. P. 35-49.165. Huzzard, T. From partnership to resistance: unions and organizational learning atEricsson Infocom // Management Learning. 2000. Vol. 31. Iss. 3. P. 353-373.166. Kossek, E. Subcultures and employment modes: translating HR strategy into practice //Journal of Organizational Change Management. 2003.
Vol. 16. Iss. 3. P. 287-308.167. Kotrba L.M., Gillespie M.A., Schmidt A.M., Smerek R.E., Ritchie S.A., Denison D.R.,Do consistent corporate cultures have better business performance? Exploring theinteraction effects // Human Relations. 2012. Vol. 65. P. 241-262.168. Kozina I., Yakubovich V. The changing significance of ties. an exploration of hiringchannels in the Russian transitional labor market // International Sociology. 2000. Vol.15. No. 3.
P. 479-500.169. Kwantes C.T., Boglarsky C.A., Perceptions of organizational culture, leadershipeffectiveness and personal effectiveness across six countries // Journal of InternationalManagement. 2007. Vol. 13. Iss. 2. P. 204-230.170. Ledeneva A. Blat and guanxi: informal practices in Russia and China // ComparativeStudies in Society and History. 2008. Vol.
50. No. 1. P. 118-144.171. Lam S., Chen X., Schaubroeck J. Participative decision making and employeeperformance in different cultures // Journal of The Academy of Management. 2002.Vol. 45. Iss. 5. P. 905-914.172. Linstead S. The social anthropology of management // British Journal of Management.1997. Vol. 8. No. 1.
![](https://s.studizba.com/z.php?f=/templates/si/i/noavatar.png&w=100&h=100&t=1"){kind=avatar}
