员工权力认知结构分析及其模型验证

为了研究员工权力价值和权力距离——两个员工权力的最基本问题,我们以组织主要权力为研究内容、以认知为研究视角,对员工权力进行分析。结果表明:员工权力认知包括权力价值认知和权力距离认知;员工权力价值认知包括职位权力价值、组织权力价值和关系影响价值认知3个要素;员工权力距离认知包括职位权力距离、组织权力距离、关系影响距离和能力权力距离认知4个因素。这一研究结果对于建立员工和领导者之间新型的权力关系,满足员工的权力需求,发掘员工权力价值认知的激励作用,具有重要现实意义。     

安全基地型领导对员工前瞻行为的影响研究

基于资源保存理论,文章以304位员工为样本,研究安全基地型领导对员工前瞻行为的影响机制。结果表明：安全基地型领导对员工前瞻行为有显著的促进作用;工作繁荣在安全基地型领导和前瞻行为间具有中介作用;权力距离倾向正向调节安全基地型领导与工作繁荣的关系及安全基地型领导与员工前瞻行为之间经由工作繁荣的间接关系。文章研究结果丰富了安全基地型领导领域的研究,对组织的管理实践具有一定的启示意义。     

组织情景下权力来源的类型、关系与趋势:一个跨层次分析框架

随着信息技术的快速变化,组织中的权力及其来源也在变化。本文在梳理相关文献的基础上首先从组织和个体两个层面总结权力的主要来源,并从组织间关系理论视角分析组织权力来源和个体权力来源的彼此关系,构建了组织与个体的权力来源跨层次关系模型。其次,分析不同管理模式下组织权力来源和个体权力来源的发展趋势,认为长期合约、层级结构、规章制度、物质资源、物质依赖成为传统的组织权力来源,短期雇佣、异质结构、文化价值观、关键资源、多层依赖成为新型的组织权力来源;固定职位、天赋魅力、纵向关系成为传统的个人权力来源,跨界流动、成长型能力、网络关系成为新型的个人权力来源。文章最后讨论了未来值得研究的重要课题。     

组织结构个体权力测度模型

本文通过权力链的位次序距离建立组织结构个体的权力测度模型,定量分析了组织结构权力分布状况,描述出组织结构个体权力分布与组织等级层之间的非线性关系.     

建言方式、建言场合、权力距离对管理者采纳建言的影响

随着建言领域研究的深入,研究者不再满足于探讨如何激发员工建言,而是开始关注管理者采纳建言。基于特质激活理论,本文分析了建言方式（当面/微信）、建言场合（公开/私下）、权力距离（高/低）对管理者采纳建言的影响。研究以267名管理人员为被试,采用2×2×2被试间设计,模拟情境实验的结果表明：权力距离的主效应显著,低权力距离的管理者更多采纳建言;建言方式与权力距离交互效应显著,高权力距离的管理者采纳微信建言多于当面建言,低权力距离的管理者采纳当面建言多于微信建言;建言场合与权力距离交互效应显著,高权力距离的管理者采纳私下建言多于公开建言,低权力距离的管理者采纳公开建言多于私下建言。最后,本文提出研究的理论与实践意义,以及未来研究方向。     

管理层权力与公司现金持有竞争效应

本文以中国A股上市公司2006—2015年数据为样本,结合产品市场竞争实证研究公司管理层权力对现金持有竞争效应的影响。研究发现,管理层权力弱化了公司现金持有竞争效应,而产品市场竞争对管理层权力之于现金持有竞争效应的负向作用有一定的抑制效果。进一步研究管理层权力弱化公司现金持有竞争效应的渠道发现,管理层权力在加剧公司高额持有现金导致发生在职消费和过度投资行为的同时,降低了研发投入,而产品市场竞争能够抑制这种在职消费和过度投资行为。上述结论不仅补充和丰富了现金持有竞争效应的相关研究,也为鼓励市场竞争以监督管理层行为和提高公司现金持有的战略价值提供了参考。     

情感型领导对组织公民行为的影响:一个有中介的调节模型

基于社会交换理论,考察了情感型领导对组织公民行为的影响。采用问卷调查法,对收集的217份有效样本进行层级回归。研究结果显示:情感型领导对心理授权和组织公民行为均具有正向影响;权力距离正向调节了情感型领导对心理授权和组织公民行为的影响,并且心理授权完全中介了情感型领导与权力距离之间的交互作用对组织公民行为的影响。最后,建议企业鼓励实施情感型领导,进而提升员工心理授权,同时考虑员工的权力距离,从而使员工展现更多的组织公民行为。本文揭示了情感型领导对组织公民行为的内在影响机制,为企业提升员工组织公民行为提供理论依据。     

有权才能好办事？组织管理情境下的权力感研究进展与未来展望

在当今商业环境充满不确定性和模糊性的背景下,如何增强个体的权力感成为当今管理实践中重要的议题之一。权力感是对自己影响他人能力的感知。对于权力的追寻是个体心理世界的基本目标和需要之一,然而权力感与个体拥有的结构权力有时并不完全匹配。为了能更好地认识权力感和结构权力之间的关系,并且深化对于组织管理情境中权力感如何发挥作用的认识,本文系统地回顾了权力感的概念、前因、影响结果以及具体到组织管理情境下,权力感对领导者和员工的影响作用。在此基础上,本文提出了一个领导者与追随者权力感的整合互动模型,并为未来如何开展权力感的研究指出了方向。     

中西方文化情境下领导霸凌的差异对比

基于东西方文化差异视角,采取问卷调研的方法 ,对中国文化情境下员工报告领导霸凌行为的频次、表现特征进行了分析,并将其与美国和芬兰的统计情况进行了对比。研究发现,中、美两国员工报告的领导霸凌行为发生频次远高于芬兰,同时,由于中国社会高权力距离的文化价值观、含蓄的社交表达风格,与工作相关的领导霸凌行为发生率更高,而较为外显的身体辱虐式霸凌行为则显著低于美国。另外,中国领导与下属的级差不局限于组织内部,员工还报告了部分组织外的领导霸凌行为。因此,急需基于中国的文化情境研究领导霸凌的测量方法及结构。     

权力距离、员工创新行为与主管-下属关系研究

本研究考察了主管的权力距离对员工创新行为的影响,又引入主管-下属关系这一变量,验证它的调节作用。采用问卷调查和统计分析相结合的方法,对172名企业员工及其直接主管进行调查,结论如下:主管的权力距离负向预测员工创新构想的产生;主管的权力距离正向预测员工创新构想的执行;主管-下属关系在权力距离与员工创新行为之间起到调节作用。最后,研究探讨了主管-下属关系在权力距离和员工创新行为过程中的实践意义。     

Market Orientation and Performance: A Meta‐Analysis and Cross‐National Comparisons*

abstract Quantitative evidence drawn from a meta‐analysis of 56 studies (58 samples) conducted in 28 countries reveals that market orientation is a generic determinant of firm performance. However, stronger effects were found for studies set in large, mature markets and when market orientation was measured using Kohli, Jaworski and Kumar's (1993 ) MARKOR scale. The meta‐analysis also revealed that the value of a market orientation weakens in proportion to the cultural distance separating the home market from the USA. This study thus extends previous research by: (1) providing evidence of measurement moderators that inhibit the generalization of results obtained from studies using different scales and performance variables; (2) establishing benchmark effect sizes for specific regions around the world; and (3) revealing that the managerial value of a market orientation is significantly affected by the cultural and economic characteristics of the host country.     

中国与加拿大新一代管理者的文化差异实证研究

随着经济全球化的发展,中国成为了世界的投资热点,因此,中西方文化差异成为国外投资者非常关切的一个问题。在众多的研究中,Hofstede提出的文化四维度以及对各国的文化差异分析是被广为接受的研究成果。但是由于数据的不可比性,不能客观地反映中国和加拿大两国的文化差异。此外,中国经济环境的变化必然带来文化的不断发展和变化。因此,在新的经济环境下研究中西方文化差异具有现实意义。本文基于对中国和加拿大商务专业大学生的调查,采用Hofstede的文化四维度对比分析中、加新一代管理者的文化差异新趋势及其对企业管理的影响,从而为中西文化的了解提供借鉴。     

区域文化价值观对国家审计结果生产和运用的影响——基于区域文化价值观和地方审计数据

区域文化价值观作为一项重要的非正式制度,通过影响社会成员的思维心理和行为,对国家审计产生影响。围绕区域文化价值观影响国家审计结果生产和运用提出理论框架,选取2008—2017年各省区市文化价值观数据和审计数据进行实证检验。结果表明：区域文化价值观中的权力距离、人际关怀导向、绩效导向和恃强性特征对国家审计结果生产和运用均存在显著影响,权力距离与国家审计结果运用之间存在“倒U”型关系;人际关怀导向对国家审计结果生产有负向抑制作用;绩效导向与国家审计结果生产之间存在“U”型关系,对国家审计结果运用则有正向促进作用;恃强性对国家审计结果生产有正向促进作用,与国家审计结果运用之间则存在“倒U”型关系。研究结论对完善国家审计结果生产和运用制度具有参考价值。     

The influence of follower cultural orientation on attitudinal responses towards transformational leadership: evidence from the Chinese hospitality industry

In addition to extending the empirical investigation of the relationship between transformational leadership and follower affective commitment to the Chinese hospitality industry, this study makes a theoretical contribution by investigating the influence of individually held cultural values on this relationship. Building on previous research which has examined whether collectivism moderates the transformational leadership/affective commitment relationship, this study investigates the moderating effects of two additional cultural value orientations, namely power distance and uncertainty avoidance. Hierarchical regression analysis was utilized to analyse survey data from 398 employees of four Chinese hotels in Zhejiang Province. In addition to finding a positive relationship between transformational leadership and affective commitment, data analysis revealed that followers low in power distance exhibited higher levels of affective commitment when working under a transformational leader than those high in power distance. In addition, followers high in uncertainty avoidance and collectivism exhibited greater commitment when working under a transformational leader than those low in uncertainty avoidance and collectivism. These findings clearly indicate the importance of within-country cultural differences to the effectiveness of leaders in the workplace.     

Rating Expatriate Leader Effectiveness in Multisource Feedback Systems: Cultural Distance and Hierarchical Effects

A critical challenge for global firms is to implement assessment tools to develop expatriate leaders who can effectively manage role relationships across different directions (upward, laterally, downward) in cross‐national contexts. Drawing on social categorization and relational demography theories and a data set of 360‐degree ratings of expatriates from 36 countries, we use multilevel modeling to investigate relationships between cultural distance and ratings of leadership effectiveness in task and contextual performance by colleagues with different hierarchical vantage points (subordinates, supervisors, peers). Cultural distance refers to the overall degree of difference in key cultural values identified in the GLOBE study between an expatriate's and coworkers’ countries of origin. Unlike supervisors as a rating group, results show that peer and subordinate raters as a group may be more likely to have their ratings negatively influenced by cultural distance, an effect that may be exacerbated for peer ratings from countries higher in power distance and lower in humane orientation. This study contributes to the understanding of multisource feedback systems to assess expatriate leadership effectiveness by identifying likely group ratings tendencies linked to cultural distance and hierarchical perspectives. Organizations should develop strategies to mitigate possible effects of cultural distance on subordinate and peer ratings of expatriates. © 2015 Wiley Periodicals, Inc.     

Cultural values and definitions of career success

This paper examines how national culture relates to the ways that individuals define career success. Data are drawn from interviews with 269 professional services employees in 15 countries. Interviews are content coded and linked with country‐level Global Leadership and Organizational Behavior Effectiveness measures of cultural values. We test our hypotheses using a multilevel multinomial logit model. The results demonstrate that the ways in which employees define career success vary across countries, due in part to differences in cultural values after controlling for gender, occupation, job level, and national economic development. We find that employees from countries high in future orientation, uncertainty avoidance, and performance orientation are more likely to define career success in terms of interpersonal outcomes, and those from countries high in collectivism (institutional and in‐group), humane orientation, and gender egalitarianism are more likely to prefer intrapersonal outcomes. We find that employees from countries that are high in assertiveness, uncertainty avoidance, and performance orientation are more likely to define career success in terms of achievement‐oriented outcomes. Finally, we find that employees from countries high in power distance report career success definitions in terms of safety and security outcomes. We discuss the implications of these findings for theories of cultural differences in careers across countries.     

Determining the influence of national culture: insights into entrepreneurs’ collective identity and effectuation

While prior research demonstrates that an entrepreneur’s behavior and perceptions are essentially shaped by national culture, little is known about how cultural values impact effectual behavior among entrepreneurs. We outline a conceptual model of how entrepreneurs’ effectual behavior is shaped by collective identity under different levels of cultural conditioning (i.e., national cultural values). Based on a survey of 235 Thai and German entrepreneurs we analyze the impact of Hofstede’s cultural dimensions of power distance, individualism, masculinity, and long-term orientation on the relationship between collective identity and effectuation. Results show that national culture is dispositive for the causal effects of collective identity on effectual behavior. Our findings demonstrate that the entrepreneur’s effectual behavior differs due to their national cultural conditioning.

     

传统产业集群企业区域价值链市场势力塑造路径

本文对传统产业集群企业如何塑造区域价值链(RVC)市场势力的路径和方法进行研究,以中国南珠产业集群企业为案例,归纳、总结出传统产业集群企业在RVC市场势力塑造过程中的企业家才能和战略定位、文化认同的具体特征,析取概念并建立了“企业家才能”和“文化认同”双重作用的RVC市场势力塑造和突破攻略的理论框架。研究发现,企业家才能通过战略定位实现对传统产业集群企业的RVC市场势力塑造,通过文化认同实现对市场的控制,而在此过程中技术和市场双重控制是常规手段。在数字化条件下,利用数字手段和社会资本,与全球市场建立联结也是传统产业集群企业的一大特色。“企业家才能”和“文化认同”策略是传统产业集群企业获取RVC市场势力并成功充当国际主导企业的关键因素,发展中国家的企业可立足以文化认同为基础的RVC市场势力塑造与传递机制来驱动价值链延伸。     

Too much of a good thing: The interactive effects of cultural values and core job characteristics on hindrance stressors and employee performance outcomes

This study contributes to research on core job characteristics by examining when employees may perceive enriched jobs as a hindrance stressor and in turn may experience lower performance at work. Utilizing time-lagged data collected from a sample of 386 employee–coworker dyads and drawing on cognitive appraisal theory of stress and coping, we explore the mediating role of hindrance stressors on the relationship between core job characteristics and key employee performance outcomes (i.e., creativity, counterproductive work behaviors, in-role performance, and organizational citizenship behaviors) and the moderating roles of cultural values (i.e., power distance and uncertainty avoidance) in influencing this mediation. The results supported the hypotheses, providing evidence that the experience of hindrance stressors mediates the relationship between core job characteristics and job performance outcomes when employees score high on power distance and uncertainty avoidance cultural values, and not when their scores on these cultural values were low. Practical implications and future research are discussed.