12 HRM and Distributed Work
12 HRM and Distributed Work
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12 人力资源管理和分布式工作
DOI：
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发表时间：
2008
期刊：
影响因子：
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通讯作者：
John Paul Macduffie
中科院分区：
文献类型：
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作者：
John Paul Macduffie
摘要管理跨地理距离分布的工作的现象并不新鲜，但作为全球化和知识中心战略的功能，其频率和意向性都在增加。我回顾了关于地理分布工作的文献，其中既有强调失去接近性的责任的文献，也有强调“虚拟团队”是一种有意组织手段的最新研究。我探讨了为支持这样的团队而采取的适应、补救和对抗策略，对比了那些将距离最小化的策略与那些提高个人和群体应对距离能力的策略。我还强调，距离的其他维度——文化、行政和经济——会影响工作的组织、工作人员的经历，以及个人和组织的成果。在这里，我强调了“混合劳动力”，其中标准（传统员工）和非标准（临时和合同）工人被组织起来完成……
AbstractThe phenomenon of managing work that is distributed over geographical distance is not new but is increasing in both frequency and intentionality as a function of globalization and knowledge-centric strategies. I review the literature on geographically distributed work, both that which highlights liabilities of loss of proximity and more recent research that emphasizes “virtual teams” as an intentional organizing device. I explore the adaptations, remedies, and countervailing strategies deployed to support such teams, contrasting those that minimize distance with those that increase individual and group capacity for coping with distance. I also emphasize that other dimensions of distance—cultural, administrative, and economic—affect the organization of work, the experiences of those doing the work, and individual and organizational outcomes. Here I highlight the “blended workforce” in which standard (traditional employees) and nonstandard (temporary and contract) workers are organized to accomplish...