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英文文献：Organisational Change in Europe: National Models or the Diffusion of a New "One Best Way"?-欧洲的组织变革:国家模式还是一种新的“最佳方式”的传播?
英文文献作者：Edward Lorenz,Antoine Valeyre
英文文献摘要：
Drawing on the results of the third European Survey on Working Conditions undertaken in the 15 member nations of the European Union in 2000, this paper offers one of the first systematic comparisons of the adoption of new organisation forms across Europe. The paper is divided into five sections. The first describe the variables used to characterise work organisation in the 15 countries of the European Union and presents the results of the factor analysis and hierarchical clustering used to construct a 4-way typology of organisational forms, labelled the 'learning , 'lean , 'taylorist and 'traditional forms. The second section examines how the relative importance of the different organisational forms varies according to sector, firm size, occupational category, and certain demographic characteristics of the survey population. The third section makes use of multinomial logit analysis to assess the importance of national effects in the adoption of the different organisational forms. The results demonstrate significant international differences in the adoption of organisational forms characterised by strong learning dynamics and high problem-solving activity. The fourth section takes up the issue of HRM complementarities by examining the relation between organisation forms and the use of particular pay and training policies. The concluding section explores the relation between national differences in the use of the four organisational forms and differences in the way labour markets are regulated and in such research and technology measures as patenting and R&D expenditures. The results show that the relative importance of the learning form of organisation is both positively correlated with the extent of labour market regulation, as measured by the OECD's overall employment protection legislation index, and with innovative performance, as measured by the number of EPO patent application per million inhabitants.
根据2000年在欧盟15个成员国进行的第三次欧洲工作条件调查的结果，本文提供了第一次在全欧洲采用新组织形式的系统比较。全文共分为五个部分。第一个描述了用于描述欧盟15个国家的工作组织的变量，并展示了用于构建组织形式的四种类型的因素分析和层次聚类的结果，这些组织形式被称为“学习型”、“精益型”、“泰勒型”和“传统型”。第二部分考察了不同组织形式的相对重要性如何根据部门、公司规模、职业类别和调查人口的某些人口学特征而变化。第三部分利用多项logit分析来评估在采用不同组织形式时国家效应的重要性。研究结果显示，在采用以强学习动力和高解决问题能力为特征的组织形式方面，国际间存在显著差异。第四部分通过研究组织形式与特定薪酬和培训政策的使用之间的关系，提出了人力资源管理的互补性问题。结论部分探讨了使用四种组织形式的国家差异与劳动力市场监管方式的差异以及专利和研发支出等研究和技术措施的差异之间的关系。结果显示，组织的学习形式的相对重要性，与劳动力市场监管程度(以经合组织总体就业保护立法指数衡量)和创新绩效(以每百万居民的EPO专利申请数量衡量)呈正相关。
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