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yaoyanhong 姓 名: 姚艳虹
系 别: 工商管理系
职 称: 教授,博士生导师
办 公 室: 工商管理学院B303
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E-mail: yyh465@126.com

个人简介

 

    姚艳虹,管理学博士,教授,博士生导师。 湖南大学工商管理学院教授,湖南大学人力资源管理与开发研究所所长,工商管理学院学术委员会委员。国家人力资源与社会保障部干部教育培训受聘专家,中国管理研究国际学会会员(IACMR)。曾在澳大利亚悉尼科技大学商学院留学访问。

    主要研究方向:组织与人力资源管理、技术创新与知识管理。

    在国内外学术刊物上发表学术论文80多篇,主编或参编出版专著、教材5部。主持国家自然科学基金项目、国家软科学重大项目子课题、湖南省创新专项重点项目、湖南省自然科学基金及湖南省软科学课题等8项;作为主要研究人员参与国家自然基金、国家社科基金及省部级研究课题16项。

    EMBAEDPMBA人力资源管理课程主讲教授。获MBA教学成就奖;获湖南大学我心目中最敬爱的老师和湖南大学师德标兵等荣誉。

企业实践:先后完成三一重工集团、中航工业南方公司、中车株洲电机公司、中航工业飞机起落架长沙公司、湖南联创控股集团公司、湖南影视会展中心、湖南九鼎科技公司、湖南博长钢贸公司、娄底烟草公司、通程国际大酒店、湖南经视台等20多家企业的人力资源管理咨询项目。

曾为湖南省电信公司、中联重科股份公司、三一重工集团、维信息集团、五凌电力公司、中建五局、新华人寿、湖南建行、海南航空公司、新奥燃气公司等多家企业实施中高层培训。

担任多家企业人力资源管理顾问。

 

讲授课程

1、人力资源管理理论与实务(学术研究生);

2、人力资源管理(EMBA、EDP);

3、人力资源管理、组织行为学、绩效与薪酬管理(MBA)

4、人力资源管理、组织行为学、职业生涯开发与管理(本科生)

研究领域

研究方向:组织与人力资源管理、技术创新与知识管理。

近年主要研究主题:协同创新管理;知识管理;领导行为;员工创新行为;领导胜任力模型开发与应用等。

 

主持与参加的主要科研项目:

1、国家自然科学基金资助项目:产学研协同创新生态系统演化机理及政策支持效应评价研究(71573078),2015-2019,主持

2、国家软科学计划重大项目:中部省份区域科技协同创新研究子项:区域科技协同创新理论体系研究(2012GXS2D020-1),2012.1-2013.12,主持

3、国家软科学计划重大项目:绿色消费方式及引导、扶持政策研究(2011GXS1D005) 子项:绿色消费方式的形成机理与影响因素研究,2011.1-2012.12,主持

6、湖南省创新专项重点资助项目:创新思维人才嵌入式梯级培养模式研究  (2011TT1011), 2011.10~2013.10,主持

7、湖南省自然基金资助项目:领导行为与组织情境适配性及其实证研究, (08JJ3139) ,2008.1~2010.12,主持

4、国家自然科学基金资助项目:协同创新项目利益多层次多阶段动态均衡及促进政策研究(71473076),2014-2018,参研

5、国家社科基金资助项目:多方合力下的工资集体协商生长路径研究(13BGL112),2013-2015,参研

8、国家社科基金资助项目:我国旅游产业潜力和竞争力研究 (06BJY098), 2006.1.-2007.12,参研

9、湖南省软科学研究计划重点资助项目:中部区域产业协同创新研究(2014ZK2074),2014-2015,参研

10、湖南省软科学研究计划资助项目:企业人力资本价值评估及参与收益分配研究,(01ZRY2033),2002.9~2003.12,主持

11、湖南省软科学研究计划资助项目:湖南省国有企业人力资本投资与收益分配研究,2000.3~2001.12,主持

 

研究成果

1、著作

1.《企业高管人员隐性价值评价与激励》,长沙:湖南大学出版社, 2014.5,专著。

内容简介:本书将隐性需求和隐性价值引入高管人员激励机制设计,从隐性价值这一全新视角入手,研究高管人员激励策略。以激励理论和价值评价理论为基础,分析企业高管人员需求特征及激励现状,以及企业高管人员薪酬结构设计的激励效应,构建企业高管人员隐性价值评价体系。在企业绩效最优化和高管人员效用最大化双重目标下,设计高管人员显性与隐性组合激励模式,并对该模式的有效性进行实证研究。从理论上研究高管人员激励策略,帮助资产所有者(委托人)制定与经营者(代理人)需求及价值特征相吻合的最优激励合约,实现经理人与企业的双赢。研究成果为企业高管激励实践提供理论参考和方法支持。

2.《中部省份区域科技协同创新研究》,长沙:湖南人民出版社, 2014.8,合著。

内容简介:本书稿研究中部省份区域科技协同创新,重点以湖南为例进行实证研究和系统分析。规范了区域科技协同创新的核心概念、本质特征以及理论框架,提出了区域科技协同创新的组织体系、管理模式、运行机制以及绩效评价体系,研究了区域科技协同创新的组织平台、资源平台、科技平台以及创新平台和区域科技协同创新绩效评价体系。在深入分析湖南科技创新的基础上,提出完善湖南区域科技协同创新的对策和建议,同时结合中部省份的经济基础和科技资源,形成了推动中部省份区域科技协同创新的对策和建议。

3.《人力资源管理》,湖南大学出版社,长沙:2003.6,主编。

内容简介:本书较系统地介绍了人力资源管理的基本原理和方法,力求理论与实践并重,在保持理论体系完整性的同时,突出其可操作性。全书不仅分别对工作分析、人力资源规划、员工招聘与培训、绩效评估、薪酬管理等内容做了详细介绍,还特别将员工流动管理、职业生涯管理、劳动关系管理这些企业面临的难题同时又是十分重要的问题专门成章进行了讨论。本书在吸收国内外人力资源管理最新研究成果的基础上,对跨文化人力资源管理、人力资源会计、知识员工管理等问题进行了分析研究。

 

2、论文

[1] 姚艳虹,周惠平. 产学研协同创新中知识创造的系统动力学分析,科技进步与对策,2015, (4): 110-116

创新的本质是知识整合与创造。将产学研协同创新中知识流动过程分为知识共享、知识创造、知识转移3个阶段,在此基础上,构建产学研协同创新中知识创造系统动力学模型,运用Vensim PLE软件进行仿真分析。研究表明,各创新主体的知识吸收水平与产学研创新知识增量正相关;知识遗失系数、知识隐藏系数与产学研创新知识增量负相关。最后,提出促进知识增值、提升产学研协同创新效率的对策建议。

The essence of innovation is integration and creation in knowledge. The process of knowledge flow in IUR synergetic innovation can be divided into three stages, that is, knowledge sharing, knowledge creation, knowledge transfer, and then build a system dynamics model of knowledge creation in IUR synergetic innovation, next analyze this model by Vensim PLE simulation. The result shows that the knowledge absorption level of innovative subject is positively related to innovation knowledge increment of IUR, but the knowledge loss coefficient and knowledge hidden coefficient is negatively related to innovation knowledge increment of IUR. Finally, we put forward some suggestions to promote knowledge appreciation and improve the efficiency of IUR cooperative innovation.

[2] 姚艳虹,周惠平,李扬帆,夏敦. 伦理型领导对员工创新行为的影响,统计与信息论坛,2015,30(2):94-99

采用问卷调查和统计分析方法,实证检验伦理型领导对员工创新行为的影响以及心理资本的中介作用和团队成员交换的调节作用,结果表明:伦理型领导对员工创新行为具有显著促进作用,心理资本在二者关系中起部分中介作用,而团队成员交换在两者关系中起调节作用;提出伦理型领导通过强化下属的心理资本驱动下属创新行为的观点,以丰富领导效能与员工创新研究;为加强企业领导者的道德修炼和员工心理资本建设,提出促进员工创新活动的实践建议。

Based on questionnaire and statistical analysis results ,this paper has tested the impact of ethical leadership on employees ' innovative behavior , especially to explore the mediating role of psychological capital between ethical leadership and employees'innovative behavior ,and the moderating role of team members exchange .The results indicated that ethical leadership was significantly positive related to employees'innovative behavior ,psychological capital partially mediated the relationship between ethical leadership and innovative behavior . What's more , team members exchange played a moderating role between them .The study proposed that ethical leadership can drive employees'innovative behavior by strengthening their psychological capital ,which enriched leadership effectiveness and employee innovation research .The research results provide advice for enterprises to focus on leaders'ethical practice and employees'psychological capital construction to promote innovation .

[3] 姚艳虹,刘金洋,闫倩玉. 企业创新战略与知识特征的适配性研究,华东经济管理, 2015,29(9):107-113

文章采用问卷调查,构建层级回归模型,研究了企业知识特征、创新战略对创新绩效的影响。从知识嵌入和知识距离两个维度将知识特征划分为低嵌入低距离、低嵌入高距离、高嵌入低距离和高嵌入高距离四种类型。通过SPSS18.0和AMOS18.0对400份样本数据进行分析验证,结果表明:创新战略和知识特征适配度与组织创新绩效正相关。高嵌入低距离知识特征下采用利用性创新战略、低嵌入高距离知识特征下采用探索性创新战略,均能获得较好的创新绩效。

By the questionnaires survey,this paper constructs a hierarchical regression model to study the impact of enterprises 'knowledge characteristics and innovation strategy on their innovation performance. From the two dimensions of knowledge embeddedness and knowledge distance,this paper classifies knowledge characteristics into four categories,low-embeddedness with short-distance,low-embeddedness with long-distance,high-embeddedness with short-distance and high-embeddedness with long-distance. The paper apply SPSS18.0 and AMOS18.0 software to analyze and verify the data collected from400 questionnaires. The results show that the fitness between innovation strategy and knowledge characteristics has a positive correlation with innovation performance. The exploitative innovation strategy matches well with knowledge characteristics of high-embeddedness with short-distance,whereas the exploratory innovation strategy matches well with knowledge characteristics of low-embeddedness with long-distance.

[4] Yan-Hong Yao ,Ying-Ying Fan,Yong-Xing Guo,Yuan Li. Leadership, Work

Stress and Employee Behavior, Chinese Management Studies, 2014, Vol.8 (1):109-126 ISBN: 978-1-78350-724-5  

The purpose of this research is to explore the influence of work stress on employees' deviance behavior, and the moderating effects of leadership– transactional and transformational leadership. A survey with 347 qualified observations from 20 firms was conducted. Correlation analysis and hierarchical regression model were constructed to examine the hypotheses. The results show that the work stress has a significant positive correlation with employees' deviance behavior. In addition, transactional leadership moderates the relationship between work stress and employees' deviance behavior, while transformational leadership has no moderating effect on work stress-employees' deviance behavior relationship. The paper extends the research on characteristics of employees' deviance behavior from an organizational perspective. We empirically study the impact of work stress and leadership on employees' deviance behavior, and offer contributions to stress management in China.

[5] 姚艳虹,李扬帆,夏敦. 领导者不当督导对员工创新行为的影响研究,管理学报,2014,30(8):1-5 

以400名企业员工作为问卷调研的样本,采用结构方程模型与层次回归分析法,探究领导者不当督导对员工创新行为的影响,以及员工心理资本、团队一成员交换在其中的调节作用。研究表明,领导不当督导对员工创新行为具有显著负向影响;心理资本和团队一成员交换在不当督导与员工创新行为的关系中起调节作用。在此基础上,从个体、团队和领导等方面对员工创新管理提出建议。

Based on a questionnaire survey sample of 400employeesin China and by using structural equation model and hierarchical regression analysis methods,this paper explores the impact of abusive supervision on employees’ innovative behavior and the moderating effect of employees’ psychological capital and team-member exchange. The research results show that abusive super vision of 1eaders has a significant negative influence on employees'innovative behavior,while psychological capital and team-members exchange play regulatory roles in the relationship between them.In this regard,suggestions on employees'innovation management from the individual,team and leadership are offered.

[6] 姚艳虹,李扬帆. 企业创新战略与知识结构的匹配性研究,科学学与科学技术管理,2014,35(10):150-158 

采用问卷调查法,构建层级回归模型,研究了企业创新战略与知识结构的匹配性及其对企业创新绩效的影响。从元素知识和架构知识两个维度将知识结构分为四种类型:高元素高架构、高元素低架构、低元素高架构和低元素低架构。通过SPSS18.0和AMOS18.0对400份样本数据进行分析验证。结果表明:知识结构与创新战略匹配度与组织创新绩效正相关。高元素低架构型知识结构下采用利用性创新战略、低元素高架构型知识结构下采用探索性创新战略,均能获得较好的创新绩效。

By questionnaires survey, this paper constructed the hierarchical regression models to explore the intrinsic implications mechanisms for innovative performance from the match between innovation strategy and know-ledge structure. From the perspective of component knowledge and architectural knowledge, the knowledge structure was divided into four types, high-component with high-architectural, high-component with low-architectural, low-component with high-architectural and low-component with low-architectural. We used the soft ware of AMOS18.0 and SPSS18.0 to analyze the 400 samples from the questionnaires and the results of the analysis indicate that the enterprises with good match between innovation strategic and knowledge structure will show better innovative performance. High-component with low-architectural should adopt the exploitative innovation strategy, while low-component with high-architectural should choose the exploratory innovation strategy.

[7] 姚艳虹,范盈盈. 个体―组织匹配对创新行为的影响——中庸思维与差序氛围的调节效应,华东经济管理,2014,28(11):123-127

文章旨在研究个体-组织匹配对创新行为的影响机理,结合中国社会文化情境,从个体和组织层面探讨极具中国特色的员工中庸思维和组织差序氛围的调节作用。基于对506名不同层次员工的调查研究发现:个体需要-组织供给匹配和工作要求-个人能力匹配均积极影响创新行为;中庸思维在个体-组织匹配两个维度与员工创新行为的关系中存在正向调节效应;差序氛围弱化要求-能力匹配对员工创新的影响,但不调节需要-供给匹配和创新行为的关系。

The paper aims to study the influencing mechanism of person-organization fit on innovative behavior,and explore the moderating effects of employees 'Zhongyong thinking and organizational Chaxu climate in the Chinese context,which have typical Chinese characteristics,from both the individual level and the organizational level. The survey of506employees in different levels shows that both needs-supplies and demands-abilities fits have positive effects on innovative behavior. Zhongyong thinking has a positive moderating effect on the relationship between two dimensions of person-organization fit and employee innovative behavior. Chaxu climate weakens the effect of demands--abilities fit on employee innovation,but has no moderating effect on the relationship of needs-supplies fit and innovative behavior.

[8] 姚艳虹,闫倩玉,杜梦华. 上级发展性反馈对下属创新行为的影响:员工特质视角,科技进步与对策,2014,31(14):149-154 

采用问卷调查,以376名不同单位的在职员工为样本,构建结构方程模型和层级回归模型,研究上级发展性反馈、下属特质调节定向和创新效能感在影响下属创新行为方面的作用机制。结果表明,上级发展性反馈与下属创新行为呈正相关,下属创新效能感在两者关系中起部分中介作用;下属特质调节定向在上级发展性反馈与下属创新行为的关系及员工创新效能感与其创新行为的关系中均起调节作用。

Using 376 employee samples from different industries, this paper constructs the structural equation models and hierarchical regression models to deeply examine the influence and mechanism about supervisor developmental feedback fostering employee innovative behavior. The empirical studies show that supervisor developmental feedback has a positive effect on employee innovation behavior;creative self-efficacy partly mediates the relationship between supervisor developmental feedback and employee innovation behavior;  chronic regulatory focus is positive to the relationship between supervisor developmental feedback and employee innovation behavior, and is also positive to the relationship between employee creative self-efficacy and their employee innovation behavior. Finally, the paper presents the management recommendations, and summarizes the contribution and limits.

[9] 姚艳虹,夏敦. 协同创新动因—协同剩余:形成机理与促进策略,科技进步与对策,2013,30(20):1-5

协同创新已成为创新的一种重要方式,而协同剩余是协同创新的动力来源,影响协同创新的形成与效应.分析了创新资源、创新协同度与协同环境等因素对协同剩余形成的影响,以创新资源边际效应、创新资源禀赋和创新协同度为量标,构建了协同剩余的形成机理模型,并提出了相关对策建议。

Synergy innovation has become a vital pattern of innovation, while the synergy residual is impetus of it and influences the innovation’s formation, development and effects as well. This paper analyses the influencing factors of synergy residual from perspectives of the innovation resources, the innovation synergy degree and the synergy circumstance; builds the formation mechanism model with marks of the innovation resource’s marginal utility, the endowment and the innovation synergy degree, and makes suggestions on how to boost the generation of synergy residual at last.

[10] 姚艳虹,韩树强. 组织公平与人格特质对员工创新行为的交互影响研究,管理学报,2013,10(5):700-707  

采用方便抽样的方式对企业340名员工就大五人格特质、组织公平、员工创新行为等变量进行调研,通过交互作用分析得出,人格特质中的外倾性、尽责性、宜人性、开放性均正向预测创新行为,而神经质负向预测创新行为。研究结果表明,组织公平4个维度均对创新行为有显著正向影响.组织公平正向调节外倾性、开放性、尽责性与创新行为之间的关系,反向调节宜人性与创新行为之间的关系,但对神经质与创新行为之间的关系没有调节作用。

This paper investigates340employeesin terms of personality traits,organizational justice and employee innovative behavior by the convenient sampling approach.According to the interaction analysis,we can conclude that i)extraversion,conscientiousness,agreeableness,openness an predict innovative behavior positively,while neuroticism predicts innovative behavior negatively;ii)organizational justice consists of distributive justice,procedural justice,interpersonal justice and information justice,and each of them has a significant impact on innovative behavior;iii)organization justice moderates the relationship between extraversion,openness,conscientiousness and the innovative behavior positively,while moderates the agreeableness negatively and has no effect on the relationship between Neuroticism and the innovative behavior.

[11] 姚艳虹,衡元元.知识员工创新绩效的结构及测度研究,管理学报,2013,10(1):97-102  

选取286名企业知识员工进行实证调查,,运用文献法、访谈法及开放式问卷收集题项,并采用问卷调查法进行预试,对数据进行项目分析,探索并验证知识员工创新绩效的结构维度。研究结果表明,知识员工创新绩效包含创新行动和创新效果2个维度。其中,创新行动由提出创新想法或方案、应用新技术、总结工作诀窍等要素构成,创新效果由创新成果、应用和成效构成。

In this paper, we use three methods to collect items: literature analysis,interviews and open-ended questionnaire,then start the program analysis through the pretest. In the formal survey, we select 286 employees,explore and verify the structure of knowledge staff's innovation performance.  The results show that knowledge staff’s innovation performance is composed of two dimensions,innovation action and innovation effect.   Among them,innovation action includes promoting innovative ideas,applying new technology,summarizing knacks and so on; innovation effects include the elements such as innovation achievement,application and results.

[12] 姚艳虹,杜梦华.  技协同创新演进规律及其影响因素分析,湖南大学学报(社科),2013,27(3):37-41

创新驱动是我国未来经济发展的战略方向,协同创新作为科技创新的新范式,深入研究其运行规律对推动经济发展意义重大。科技协同创新活动可以被划分为磨合期、成长期、成熟期、衰退期四个阶段,创新能力与创新绩效、创新氛围与规制是两组最能体现各阶段差异的特征变量;同时,资源要素完备度、知识共享与流动、制度规范性是影响各阶段演化的关键要素。最后,文章提出了促进科技协同创新发展的建议。

"Innovation Drive" is the strategy orientation of future economic development in China.  As Synergy Innovation becomes a new paradigm of Technical Innovation, an in-depth study on its operating law is of great significance to promote the economic development.  The activity of Synergy Innovation can be divided into four stages,that is,adaption stage,growth stage,mature stage and decline stage,and innovation ability and innovation performance,innovation atmosphere and regulation are the two sets of variables which can best embody the differences in the various stages. Meanwhile, resources complementary, knowledge flow and sharing, system completeness and normalization are the key factors influencing the evolution of various stages. Finally, this paper puts forward some suggestions on the development of the Technical Synergy Innovation.

[13] 姚艳虹,李源. 工作压力下员工偏离行为问卷的初步编制.中国临床心理学杂志, 2011,19(6):725-729 

探索工作压力下中国企业员工偏离行为结构,并编制工作压力下员工偏离行为问卷。采用方便抽样方法,选取湖南、广东等地20多家企业共650名不同层次的员工,经探索性因素分析和验证性因素分析之后形成最终问卷。探索性因素分析结果显示,工作压力下员工偏离行为包括工作疏离、消极怠工、虚报工作、人际退缩、政治性打击、冲突攻击、对抗阻挠、敌对破坏八个维共26个项目,问卷具有良好的信度,.验证性因素分析的结果显示,八维模型结构有良好的会聚效度和区分效度,该模型较之其他模型拟合优度最佳。工作力下员工偏离行为问卷的信度和效度均达到了心理测量学的要求,可以在相关究和实践领域使用。

Objective: To explore the structure of Chinese enterprise employee’ deviance behavior under work stress and develop a questionnaire of employee’ deviance behavior. Methods: Convenient sampling method was used to select 650 staff of different levels in more than 20 companies from Hunan and Guangdong provinces. After exploratory factor analysis and confirmatory factor analysis, the final questionnaire was formed. Results: Exploratory factor analysis results showed that the employee’ deviance behavior under work stress included eight dimensions of escape working, slackness exaggerating, indifference, insult, conflict, confrontation, sabotage. The questionnaire contained 26 items and it had good reliability. Confirmatory factor analysis results indicated that the eight dimensional model structure had good convergent validity and divisional validity, and its goodness-of-fit was much better than other models. Conclusion: The reliability and validity of the questionnaire about employee’ deviance behavior under work stress arc both reaching the psychometric requirement, which can he used in related research and practice fields.

[14] Yao Yan-hong; Liu Cai-zhuan. Organization trust of employees and its measurement, International Conference on Management Science & Engineering, Italy, Rome, 2011, 9, Vol.Ⅰ:416-420,ISBN:978-1-4577-1886-1  

Improving employees' organization trust can help enhance companies' cohesion, mobilize initiative and reduce turnover rate of employees. Based on the theory research, this paper puts forward a cognition-based trust and affect-based trust model of organizational trust. We design the initial questionnaire through literature studies, interviews and open-ended questionnaires. After a exploratory factor analysis on the pre-test data and a confirmatory factor analysis on the formal questionnaires, we get a eight-factor organization trust scale. Cognition-based trust includes five dimensions such as organization rules, organization capability, organization justice, organization support and organization benevolence. Affect-based trust includes three dimensions such as affective dependence, recognition of vision and culture and affective benevolence. We provide a quantitative tool for enterprises, making the staff management more effective. Finally, we make a discussion about the results and the future direction.

[15] 姚艳虹,刘炯,王润甜. 企业高管薪酬决策评价指标体系构建,河南社会科学,2011,(2):159-162

企业高管薪酬一直是社会各界关注的问题,而科学合理的薪酬决策机制是十分重要的.如何对企业高管薪酬决策机制进行评价,目前尚少见有专门的研究.在理论分析的基础上,广泛搜集评价企业高管薪酬决策机制的指标,通过问卷调查获得数据,采用因子分析法从指标中提取公共因子,构建以决策主体、决策过程及依据、决策结果和决策效应为主要指标的企业高管薪酬决策机制评价指标体系,并介绍了指标体系的应用方法.

[16] T Yao Yan-hong,Zhang Jing. he Influence of Cognitive Complexity on Leadership Effectiveness: Moderating Effects of Environment. International Conference on Management Science &Engineering(17th), Melbourne, Nov. 2010, Vol. Ⅱ:1792-1797, ISBN: 978-1-4244-8117-0

On the basis of Kelly's personal construct theory, Bieri proposed the concept of cognitive complexity, which was mainly applied in the measurement of differentiation grade of individual cognitive structure. Due to its significance in behavior efficiency, cognitive complexity theory has become a hot spot in the area of external cognition research. Theory suggests that leaders who possess higher cognitive complexity are likely to exhibit a higher level of leadership effectiveness. This paper studies the influence of cognitive complexity on leadership effectiveness, and explores the moderating effects of environmental complexity. While the research results show that the cognitive complexity has a significant positive correlation with leadership effectiveness, organizational performance, and organizational commitment, the relationship between cognitive complexity and employee satisfaction is not significant. In addition, environmental complexity moderates the relationship between cognitive complexity and leadership effectiveness.

[17] 姚艳虹,龚一云. 高管人员薪酬结构对企业绩效的影响研究,湖南大学学报(社科版),2010,(3):53-57 

文章在理论分析的基拙上,分析了薪酬构成及其比例安排与企业绩效之间的关系。通过问卷调查获取数据,统计结果发现:高管人员固定薪酬制与企业绩效负相关,弹性薪酬制与企业绩效正相关;弹性薪酬比例在一定区间对企业绩效有积极意义,并非弹性薪酬比例越高越有效。

The text respectively analyzed the relationship between components of pay, ratio of its elements and corporate performance. Based on the theoretical analyses, we conducted questionnaire survey to collect data for our research, results were as follows: fixed salary system for senior executives and corporate performance are negatively correlated, variable system of pay and corporate performance are positively related; the ratio of variable pay within some range is positive to business performance, not the higher ratio, the more performance.

[18] 姚艳虹,张晶. 情绪智力对大学生就业质量影响的实证研究, 现代大学教育,2010,(6):99-103  ISSN: 1671-1610  

自我国高校实施扩招政策以来,毕业生数量急剧增长,就业形势日益严峻.如何提高大学生的就业能力与就业质量成为教育机构共同关注的问题.情绪智力作为大学生就业能力的重要因素,日益被重视,但对于情绪智力与大学生就业质量之间关系的研究缺乏系统性.通过以应届毕业生为样本的实证研究,我们得出结论:大学生情绪智力与就业质量正相关;情绪智力与就业机会、就业单位质量有显著的正相关性;学生表达情绪、调控情绪的能力与就业质量呈现显著正相关关系.

[19] YAO Yanhong;WANG Runtian. The Influence of Ability-based Emotional Intelligence on Job Performance: A Case of Construction Companies.International Conference on Construction & Real Estate Management. 2009, Pp483-487, ISBN: 978-7-112-11454-2  

It is suggested in the existing studies that individuals who are higher in emotional intelligence are likely to exhibit a higher level of performance. This paper studies the influence of ability-based emotional intelligence which is described as four branches of emotion-related abilities (self emotional appraisal, other's emotional appraisal, use of emotion and regulation of emotion) on job performance, task performance and contextual performance. We collected data from construction companies by pairing employees and their direct managers in Changsha, Guangzhou, and so on. The results show that ability-based emotional intelligence positively and significantly correlates with job performance, task performance and contextual performance respectively. In addition, three dimensions of ability-based emotional intelligence (self emotional appraisal, regulation of emotion and use of emotion) have positive and significant correlations with job performance, task performance and contextual performance respectively. Other's emotional appraisal has a positive and significant relationship with job performance and contextual performance, but has no significant correlation with task performance.

[20] Yao Yan-hong;Wang Run-tian;Wang, K.Y.. The influence of emotional intelligence on job performance: moderating effects of leadership. International Conference on Management Science &Engineering  (16th), Moscow, Russia, Sep. 2009, Pp 1155-1160, ISBN: 978-1-4244-3970-6

Theory suggests that individuals who are higher in emotional intelligence are likely to exhibit a higher level of performance. This paper studies the influence of emotional intelligence on job performance, task performance and contextual performance, and explores the moderating effects of leadership. The research results show that the emotional intelligence has a significant positive correlation with job performance, task performance and contextual performance respectively, and emotional intelligence  has stronger effects on contextual performance than task performance. In addition, transactional leadership has no moderating effect on emotional intelligence-job performance relationship, and transformational leadership only moderates the relationship between emotional intelligence and contextual performance. Specifically, the relationship is stronger when the level of transformational leadership is low, which partly supports our hypothesis.

[21] 姚艳虹,江繁锦. 领导行为与企业文化的适配性研究,华东经济管理,2009,(1):101-105

文章在理论分析的基础上,采用问卷调查和统计分析方法,通过比较不同企业文化情境下领导的效能差异,讨论领导行为与企业文化的适配关系.研究结果表明,交易型领导在目标导向和规则导向型企业文化中有更高的效能,即交易型领导与这两种文化情境存在适配关系;而变革型领导在革新导向和支持导向型企业文化中效能更高,表明变革型领导与这两种文化有适配性.

On the basis of theory analysis, this paper uses survey and statistical analysis,  compare the leader's performance in the different context of organizational culture, and discuss the fitness between leadership and organizational cultures. The results shows that transactional leader can lead to higher performance in rule-oriented and goal-oriented organizational culture, it means that there is fitness between this two culture and transactional leader; But transformational leader is more effective than transactional leader in innovation-oriented and support一oriented organizational culture, which means transformational leader fits this two culture.

[22] 姚艳虹,刘静. 企业知识共享评价指标体系构建及其应用,科技管理研究,2008,28(12):137-140

在理论分析和文献回顾基础上,搜集评价企业知识共享程度的指标。设计调查问卷获得数据,采用因子分析法从指标中提取公共因子,构建了以传统文档交流、电子文档交流、个体互动、非正式团体共享和组织正式交流为主要指标的企业知识共享评价指标体系,并进行了应用示范。

According to the classification of knowledge, this paper sorted knowledge sharing into explicit knowledge sharing and tacit knowledge sharing. We gathered various evaluation indexes of the enterprises knowledge sharing based on our theoretical analysis and literature review. After data collection, we adopted factor analysis method and extracted 5 common factors from all those indexes, namely, traditional document communication, electronic document communication, personal interaction, informal group sharing and organizational communication. Finally this paper gave an example of how to apply the index system.

[23] 姚艳虹,刘静,罗静. 知识共享、组织创新与企业绩效的关系研究,华东经济管理,2008,(11):96-99 

知识共享有利于企业获取知识资源.增强竞争优势,是企业管理活动的重要内容之一。文章在理论分析的基础上,引入组织创新作为中介变量,研究知识共享与企业绩效之间的关系。通过问卷调查获取数据,统计结果发现:知识共享和组织创新都与企业绩效显著正相关,组织创新在知识知识共享对企业绩效的影响中起重要的中介作用。

By acquiring knowledge resources, knowledge sharing contributes to enhance the competitiveness of enterprises.  Which is one of important contents of business management activities.  Based on our theoretical analysis and literature review, we research on the relationship between knowledge sharing and enterprise performance, and organizational creativity is introduced as a mediating variable.  We conducted questionnaire survey to collect data for our research.  Results indicated that knowledge sharing and organizational creativity are both positive correlated to enterprise performance, while organizational creativity plays a mediating role.

[24] 姚艳虹,江繁锦. 不同企业文化下领导行为的效能差异研究,软科学,2008,(10): 110-113

通过实证研究得出:规则导向型和目标导向型文化中,采用交易型方式的领导者效能更高;革新导向和支持导向型文化中,企业领导者若采用变革型领导行为,将会产生更高的效能。

Through organizational culture, empirical research, this paper draws a conclusion that in rule一oriented and goal一oriented organizational culture, transactional leader can lead to higher performance than transformational leader does. In innovation一oriented and support-oriented organizational culture, transformational leader is more effective than transactional leader.

[25] 姚艳虹,荆延杰. 中国文化背景下企业交易型领导的结构研究,湖南大学学报(社科版),2008,(4):64-68   

本文根据巴斯对交易型领导的定义,结合中国文化的特征刘一交易型领导结构维度进行了梳理,编制了交易型领导结构的预试问卷,通过问卷调查获取数据,采用SPSS12 0对数据进行探索性因素分析、信度分析和项日分析得到我国企业交易型领学的7人类行为特征:权变奖励,积极的例外管理,消极的例外管理,关系支持,典型示范,中庸之道和无为而治。

According to Bass‘the definition of transactional leadership, combining the characteristics of Chinese  Culture  and  ordering the Dimensions of transactional  leadership,   Transactional  Leadership Pre一testing Questionnaire was developed  Exploratory Factor Analysis, Reliability Analysis and Item Analysis of data using SPSS12 0,the results showed that Chinese business transactions leadership included seven major categories of behavior characteristics  Contingent Reward,  Active Management- by-Exception,  Passive Management by-Exception, the Support of Relationship,and Demonstration of a Model Golden Mean and Ruling without Intervention

[25] 姚艳虹,赵建军. 旅游对目的地居民文化的影响分析-对武陵园景区的调查研究. 生态经济,2008,(5):19-23     

旅游对目的地居民文化的影响问题是学术界和旅游管理者广泛关注的课题。本文在已有研究成果的基础上,提出了旅游目的地居民文化的构成要素,对目的地居民文化进行解释;基于文化变迁的理论,分析旅游对目的地居民文化影响的过程。以武陵源景区为研究对象,通过问卷调查,定量分析旅游对武陵源景区居民文化影响的程度。提出武陵源景区旅游发展与居民文化建设的建议,以期对本区域今后的旅游发展规划提供理论参考。

Nowadays, the impact of tourism on residents’ culture is a topic, to which the academic circles and the tourism regulatory authority have paid attention widely. Based on the results of the original researches, this article brings forward the indexes of residents’ culture, and illuminates the residents’ culture; Based on the culture changes theory, it analyzes the process of the impact of tourism on residents’ culture. Take the scenery spot of Wu-Lingyuan as an instance, using questionnaires, analyze the variance of residents’ culture in Wu-Lingyuan quantitatively. Put forward some suggestions on the development of tourism and construction of residents’ culture. Hope to provide some help to make tourism development plan for the future.

[26] 姚艳虹,赵建军. 旅游对目的地居民文化的影响. 统计与决策,2008,(5):62-65 

旅游对目的地居民文化的影响是当今学术界和旅游管理当局广泛关注的课题。本文通过问卷调查搜集目的地居民文化指标,使用统计软件对数据进行处理,构建了旅游对目的地居民文化评价指标体系;采用综合模糊评价的方法对居民文化变迁进行定量分析,并以武陵园景区为例,对旅游的文化影响进行实证研究。

Nowadays, the impact of tourism on residents’ culture is a topic, to which the academic circles and the tourism regulatory authority have paid attention widely. This article collects the indexes of residents’ culture through the questionnaire survey, and then settles the data using statistics software. Based on the data, the article constructs evaluation index system of impact of tourism on residents’ culture. Using the approach of fuzzy and comprehensive evaluation to analyze the variance of residents’ culture, take the scenery spot of Wu-Lingyuan as an instance, conduct empirical study on the cultural impacts of tourism.

[27] 姚艳虹,肖石英. 组织公民行为与员工绩效的相关分析. 管理学报,2006,(3) :324-326 

组织公民行为虽然是员工的一种职责外行为,但因发生在工作过程中,从而对员工工作绩效有一定的影响.通过以"利于组织"和"利于他人"2种行为倾向为基本维度,将组织公民行为细分为理想员工、忠诚员工、交际型员工、个性化员工4种类型.然后,实证研究得出以下结论:组织公民行为与员工工作绩效成正相关关系; 4类组织公民行为对员工绩效有不同程度的影响.

Organizational citizenship behavior is a behavior of beyond duty from an employee and influences the performance of an employee because of its appearance in his or her work. Organizational citizenship behavior is divided into the four kinds of employee behavior:”ideal",“loyal","communicative" and "individualized" employee behaviors on the basis of two basic behavioral inclinations of“benefiting organization”and "benefiting others". It was form the empirical study indicated that there was positive correlation between organizational citizenship behavior and employee performance,and four kinds of organizational citizenship behavior influenced the employee performance in various degrees.

[28] 姚艳虹,曾德明. 高层管理者激励方式与企业绩效的相关性研究. 财经理论与实践,2006,(3):96-100

实证研究表明,目前国有企业对高管人员的非物质激励比物质激励更能有效提升企业绩效.其中,培训机会和社会荣誉是相对最有效的激励方法;职位晋升机会、政策或制度支持、工作条件改善都能有效激励高管人员提升企业绩效;而年薪和股权也是不可忽视的激励要素.

[29]姚艳虹、罗焱.旅游者目的地选择的TPB模型与分析. 旅游科学, 2006,20(5):20-25 

旅游者目的地选择的过程及其影响因素纷繁复杂,本文借鉴消费者计划行为理论-Theory of Planned Behavior(TPB),构建了一个旅游目的地选择的TPB模型并对各层次构成要素的作用进行分析。意向、情境因素、旅游群体是旅游者目的地选择的基本影响要素,而态度、主观规则和主观感知对意向产生重要影响;目的地形象、旅游经历、动机等九个因素是最起始的和直接的影响要素。通过模型研究试图揭示旅游者目的地选择的心理及行为特征,为旅游企业制定合理有效的营销计划提供理论支持。

Tourists’ destination choice is considered a complex process, for the influencing factors complicated and interactive. Enlightened by the theory of planned behavior (TPB), this paper attempts to build a model on tourists’ destination choice using TPB’s core constructs (intention, attitude, subjective norm, perceived behavioral control), with the addition of many other variables. The model shows that the roles which different variables from different constructs played in the destination choice process are diverse. Intention, contextual factors and traveling party are the basic elements directly influencing the tourist’s destination choice. Attitude, subjective norm and perceived behavioral control are the most important factors affecting the intention. The image of the destination, prior traveling experience, motivation as well as other six variables are the primary factors that stimulate tourists’ intention to visit some destinations. The study intends to present the psychological and behavioral features in the process of tourists’ destination choice, in hope of bringing some theoretical support for tourism enterprises to make reasonable and effective marketing strategies.

[30]姚艳虹,易子敬. 领导胜任力模型构建. 商场现代化,2006,(480):289-291

分析领导胜任力有助于发现领导需要具备的与企业战略目标与岗位要求相匹配的胜任力特征,同时也有助于对领导者进行客观有效的评价。本文就H企业通过访谈、问卷、统计分析方法对其中高层领导构建领导胜任力模型的过程进行个案分析,得出H企业的领导胜任力模型侧重于领导者的个人特质、内部系统的建设能力、认知能力、协同合作能力、风险防御能力和组织控制能力这几个方面,并对领导胜任力研究在企业的应用提出建议。

[31] 姚艳虹,胡茜蓉. 性别对领导行为的影响研究. 金融经济,2006, (11): 150-151

随着近年来组织中的女性管理者的增多,理论界对两性领导者差异的研究逐渐变为一个热点问题。由于性别经历的社会化,不同性别的领导者有呈现不同领导行为及领导风格的趋势。和男性领导者相比,女性更倾向于呈现民主型和参与型的领导风格,而较少采用专制型或指导型的领导方式;管理层级越高,领导方式的性别差异可能越小。分析性别对领导行为的影响,还需要考虑其它因素诸如企业文化、工作内容等。

[32] 姚艳虹,陈丹,李果.基于认知图式的交易型与变革型领导行为差异分析.科技进步与对策, 2005, (9):172-174 

交易型和变革型领导理论已成为当代领导理论研究的新范式,由于组织愿景、下属认知、自我认知和激励图式等认知图式的差异,导致领导行为的差异。这种差异主要表现在交易型领导更强调权变奖励、积极或消极的例外管理;

变革型领导则表现为理想化影响、智力刺激、个人化考虑等。由于交易型与变革型领导行为具有不同的情境适应性,因此。企业领导应采取多种措施,培养适应企业特点的领导认知图式以提高领导行为的有效性。

Transactional and transformational leadership theory have become new normal form study of leadership theory today.The cognitive of organizational vision,follower—schema,self-schema and motivation—scripts for transactional and transformational is different.Thus Leading to different leader behaviors.Transactional leadership emphasize contingent reward,active management—by—exception,passive management—by—exception,on the other hand,transformational leadership manifests idealized influence,intellectual stimulation,individual consideration and so on.Since transactional and transformational leadership have different situation adaptability,different leaders should take many kinds of measures,and train leadership cognitive what adapts to organizational characteristic to improve the validity of leadership.

[33] 姚艳虹,陈丹,李果.基于认知图式的领导行为及其有效性的实证研究.湖南大学学报(社科版),2005,(5):65-69 

交易型和变革型领导是近年来领导理论研究的新课题。由于组织愿景、下属认知、自我认知和激励图式等认知图式的差异,导致交易型领导与变革型领导行为及其有效性存在差异。文章通过实证研究得出:领导认知图式与领导行为之间存在相关关系;变革型领导较交易型领导能带来下属更高的领导满意度、组织承诺和工作满意度.因此,企业领导应根据企业需要采取多种措施,培养变革型认知图式,造就变革型领导,提高领导有效性。

Transactional and transformational leadership theory has been a hot issue recently. As there are differences in organizational vision,  follower-schemata,  self-schemata and motivation-scripts

transactional leadership and transformational leadership have their own characteristics and effectiveness. Through  the  empirical study,  this  paper  drew  a conclusion, that  is: there  is relationship between leader cognitive schemata and leader behaviors;  transformational leadership could lead to subordinates'  higher satisfaction with leaders,  organizational commitment and job satisfaction than transactional leadership. Leaders should take many kinds of measures to train leaders'  cognitive schemata and improve the effectiveness of  leadership according to organizational characteristics.

[34] 姚艳虹,张小伟. 管理型人力资本的价值构成要素研究. 商业研究,  2005,(14):45-48

管理型人力资本价值是管理型人力资本所有者为企业在经营管理方面提供的现实的和潜在的创造性的劳动。在界定了管理型人力资本价值定义基础上,通过对大量指标进行选择和分析得到了以个人贡献、能力、基本素质为主体的三个管理型人力资本价值构成要素,并以此对管理型人力资本价值的提升提出了建议。

Managerial human capital valuation is currently the intellectually creative work by the owners of managerial human capital for enterprises. Through the clarification of its definition and the sampled statistics test,  three elements are concluded such as follows:  contribution,  ability and basic quality. Then the paper draws some advice for adding managerial human capital valuation.

[35] Yao,YH; Chen,D.A study on effectiveness of transactional and transformational leadership under different organizational culture. International Conference on Management Science &Engineering (12th), Incheon, R. Korea, 2005, July, Pp 1590-1595

The relationship between leadership and organizational culture is a main problem, which was studied by many scholars. Transactional leadership and transformational leadership have their own characteristics, which are in line with different organizational cultures. Through the research on the concrete evidences, this paper drew a conclusion, that is in rules orientation organizational culture, leaders are inclined to adopt transactional leadership which compared with transformational leadership can lead to subordinates' higher leader satisfaction, organizational commitment and job satisfaction. In innovation orientation and support orientation organizational culture, leaders prefer transformational leadership, which is more effective than transactional leadership.

[36] Yanhong Yao; Shiying Xiao; Karen Yuan Wang. A Study of the Effect Mechanism of Organizational Citizenship Behavior on Employees’ Performance. System Science and Information, 2005, 3(4):781-788

Organizational citizenship behavior (OCB) is a kind of employees behavior that is not required by the role or job description, and is beneficial to organizations. It includes nine characteristic dimensions in our country’s enterprises, such as individual innovative, keeping public relationship, etc. OCB exerts an influence on employees performance through personal ability, values and motive, working attitude, and chance or resource. The paper offers some recommendations to improve OCB effectively for enterprise administrators, including assignment fairness and procedure fairness, believing in and supporting employees and corporate cultural construction etc.

[37]姚艳虹,肖石英.国企与民企员工组织公民行为的差异.企业改革与管理,2005,(9):42-43

组织公民行为在组织内的表征是:“运动员精神”、“公民美德”、“意见表露”、“组织忠诚”、“组织遵从”、“维持公众关系”、“帮助行为”、“自我发展”和“个人创新性”。通过问卷调查和统计分析,发现:在国企表现较多的是“组织忠诚”和“运动员精神”,而在民企则是“自我发展”和“个人创新性”和“组织遵从”。根据研究结果提出:人性化与制度化结合、个性化培训和文化建设等建议,以发展员工的组织公民行为。

[38] 姚艳虹,肖石英.基于动机差异的员工组织公民行为效果分析. 特区经济, 2005, 201:367-368

本文从无私利他动机、工具性动机和混合动机三种不同的动机出发,分析其分别对员工组织公民行为的不同影响效果。提出在企业管理中需要辨识动机,引导员工合理动机下的组织公民行为。

[39] 姚艳虹,张小伟. 管理型人力资本价值评估指标体系构建及其应用. 系统工程, 2004,22(12):44-49 

当前企业人力资本价值多是从会计学角度进行货币性计量,专门用于管理型人力资本价值评估的模型较少见.通过问卷调查、统计分析构建以贡献、能力、基本素质为核心指标的管理型人力资本价值评估指标体系,在此基础上,采用多层次模糊综合评价法对管理型人力资本价值进行定量评估.

Currently, the value of human capital in enterprises is mostly measured from accounting perspective, and the model specialized in assessment of  management  human-capital is rare.  Through questionnaire investigations and statistic analysis, we set up an evaluation index system with contribution, ability and basic quality at the core.  We use the method of multiplayer fuzzy comprehensive evaluation to evaluate the value of management human-capital.

 

3、研究项目

主持

1、产学研协同创新生态系统演化机理及政策支持效应评价研究,国家自然科学基金资助项目,2016-2019,项目主持人。

2、中部省份区域科技协同创新研究子项:区域科技协同创新理论体系研究,国家软科学计划重大项目,2012.1-2013.12,项目主持人。

3、绿色消费方式及引导、扶持政策研究子项:绿色消费方式的形成机理与影响因素研究,国家软科学计划重大项目,2011.1-2012.12,项目主持人。

4、:创新思维人才嵌入式梯级培养模式研究,湖南省创新专项重点资助项目 ,2011~2013,项目主持人。

5、领导行为与组织情境适配性及其实证研究,湖南省自然基金资助项目 ,2008.1~2010.12,项目主持人。

6、企业人力资本价值评估及参与收益分配研究,湖南省软科学研究计划资助项目,2002~2003,项目主持人。

7 、民营科技企业发展高新技术产业的环境研究,湖南省软科学研究计划资助项目,2000~2001,项目主持人。  

8、湖南省国有企业人力资本投资与收益研究,湖南省软科学研究计划资助项目,1999~2000,项目主持人 。  

参加

1、协同创新项目利益多层次多阶段动态均衡及促进政策研究,国家自然科学基金资助项目,2014-2018,主要研究人员。

2、多方合力下的工资集体协商生长路径研究,国家社科基金资助项目,2013-2015,主要研究人员。

3、女性高层次人才成长规律与发展对策研究,,2010-2012,教育部重大项目,主要研究人员 。  

 4、中部区域产业协同创新研究(2014ZK2074),湖南省软科学研究计划重点资助项目,2014-2015,主要研究人员。

5、我国旅游产业潜力和竞争力研究),国家社科基金资助项目,2006.-2007,主要研究人员。

 

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