辱虐管理激发员工的逢迎行为：自尊的中介作用和调节焦点的调节作用

文章基于资源保存理论,以283名MBA学员为样本,探讨辱虐管理通过自尊激发员工逢迎行为以及调节焦点在此过程所起的调节作用。结果表明：自尊部分中介了辱虐管理对逢迎行为的影响;促进焦点正向调节辱虐管理与自尊之间的关系,高促进焦点增强自尊对辱虐管理与逢迎行为关系的中介作用;防御焦点负向调节辱虐管理与自尊之间的关系,高防御焦点削弱自尊对辱虐管理与逢迎行为关系的中介作用。     

真实型领导对员工建言行为的影响研究——组织自尊的中介作用

本文主要研究真实型领导、组织自尊、员工建言行为三者之间的关系,通过发放问卷的形式,收集有效问卷244份。利用软件SPSS17.0对三个变量的量表进行信度和效度检验,并采用LISREL8.70软件,进行结构方程建模来验证研究假设,结果表明:(1)组织自尊对员工建言行为有正向的预测作用;(2)真实型领导对员工建言行为有正向的预测作用;(3)真实型领导对组织自尊有正向的预测作用;(4)组织自尊在真实型领导和员工建言行为之间起部分中介作用。     

辱虐管理与职场偏差行为的关系研究--基于组织公平感和自恋

关于辱虐管理与职场偏差行为之间的关系,学者们已经得出了公认的结论。但有时辱虐管理会表现出积极面,同样的辱虐行为,对于不同的员工会造成不同的效果,因此研究还有待进一步完善。本文采用问卷调研探索辱虐管理与职场偏差行为之间的关系,加入组织公平感的中介作用,并引入自恋作为调节变量。研究发现,员工感知的辱虐管理对员工的职场偏差行为显著正相关。辱虐管理对员工职场偏差行为的作用效果受到组织公平感的中介作用影响。另外,自恋调节了辱虐管理与组织公平感之间的关系,即当员工自恋水平较高时,两者关系变强,当员工自恋水平较低时,两者关系变弱。     

辱虐管理对员工心态的影响:代际差异的调节效应研究

研究辱虐管理对员工心态(情感承诺、情绪耗竭)的影响效果,探讨员工代际差异在其影响机制中的调节作用。共收集661份有效样本数据,采用层级回归和分组回归对文章提出的假设进行检验。结果表明,辱虐管理与情感承诺、情绪耗竭有显著的相关关系,且存在代际差异的调节效应,辱虐管理对新生代员工情绪耗竭的正效应更显著,对文革代员工情感承诺的负效应更显著。最后讨论了本研究的管理启示、研究不足以及研究展望。     

酒店企业领导辱虐管理对工作绩效和离职意愿的影响研究

人力资源管理应该与时俱进。目前已有大量文献研究人力资源的积极面,但是对负向的管理风格仍然缺少研究,本文针对酒店行业负向的领导风格展开研究,整理和明确了辱虐管理、工作绩效和离职意愿的定义,通过实证分析得出辱虐管理对工作绩效具有负向显著的关系,辱虐管理对离职意愿具有显著的正向关系,并从酒店组织层面、酒店管理者层面和酒店员工层面提出建议。     

辱虐管理一定会导致员工沉默吗?——以领导成员交换作为调节变量的实证研究

本文将"圈子"这一极具中国特色的元素作为调节变量,探讨其在辱虐管理和员工沉默行为之间的作用。通过问卷调查和对湖南省中小企业中收集的上下级之间的配对样本实证研究后发现,对不同领导成员交换的员工而言,辱虐管理对沉默行为的影响并不是完全一致的,也就是说辱虐管理并不一定会导致员工沉默。     

包容型领导对员工建言行为的双重作用机制研究

基于资源保存理论,文章从个体层面和团队层面分别探讨了包容型领导对员工建言行为的影响。来自6个城市105个团队领导和329名员工的配对调查数据结果显示,包容型领导能显著正向影响员工建言行为。在团队层面,包容型领导有助于团队关怀型伦理氛围的形成,团队关怀型伦理氛围直接正向影响员工建言行为,关怀型伦理氛围在包容型领导和员工建言行为之间起到中介作用。同时在个体层面,包容型领导有助于促进员工组织自尊的形成,组织自尊直接正向影响员工建言行为,组织自尊在包容型领导和员工建言行为之间起到中介作用。     

浅谈企业中的“辱虐管理”及其影响因素

辱虐管理是指员工知觉到的管理者所持续表现出的怀有敌意的言语和非言语行为,其中不包括身体接触行为。它是一种连续性负面领导行为,会严重损害员工的工作态度、行为、心理健康以及工作关系。本文从辱虐管理研究的必要性谈起,通过阐述辱虐管理的国内外相关研究成果,介绍了辱虐管理的概念及测量,重点讨论了辱虐管理的研究现状和未来的研究展望,着重强调了以后的研究可注重下属个人特质的因素研究,企业的文化建设应更看重良性领导风格的培养。     

组织认同对建言的影响：基于组织的自尊和工作价值观的作用

员工建言在提高组织运行中扮演重要的角色,由于员工常常担心建言会威胁到组织的现状并使领导感到难堪而不愿发表自己的意见,如何促进员工建言是学者们普遍关注的主题。文章采用12家企业的145名员工和37名直接主管的配对问卷数据,运用多元线性回归方法检验了组织认同对基于组织的自尊的影响,基于组织的自尊在组织认同与建言之间的中介作用,以及工作价值观对基于组织的自尊与建言的调节作用。研究显示：组织认同显著正向影响基于组织的自尊;基于组织的自尊部分中介组织认同对建言的作用;工作价值观各维度中只有内在偏好工作价值观在基于组织的自尊与建言的关系中起正向调节作用。文章对充实组织认同和建言文献有重要的意义,可以为企业激励员工建言提供理论指导。     

辱虐管理的前因与后果探析:一个文献综述

近年来,辱虐管理成为了组织行为学领域的研究热点,有关辱虐管理的研究成果也日益丰富。为了准确把握辱虐管理的最新研究进展,本文从前因和后果这两个角度出发,重点梳理了2010年以来国内外的相关研究文献,并在此基础上对辱虐管理的未来研究进行了展望。     

Abusive supervision and frontline employees' service performance

The present study examines the link between abusive supervision and frontline employees' service performance by focusing on the mediating role of organization-based self-esteem (OBSE) and the moderating role of relational-interdependent self-construal (RISC). The results of analysing 324 supervisor–subordinate dyads in five large hotels in China revealed a negative relationship between abusive supervision and service performance via OBSE. In addition, RISC moderates the mediating effect of OBSE on the abusive supervision–service performance relationship such that the mediating effect is stronger when RISC is high rather than low. Theoretical and managerial implications of these findings are discussed.     

Locus of Control and the Moral Reasoning of Managers

Rotter’s theory of internal-external locus of control evolved from Carl Jung’s work. In Psychological Types (1923), Jung defined two opposing tendencies in personality introversion and extroversion. While both tendencies are present in all individuals, one tends to dominate the other. The internal–external control construct was conceived as a generalized expectancy to perceive reinforcement either as contingent upon one’s own behaviors (internal control) or as the result of forces beyond one’s control, such as chance, fate, or powerful others (external control) (Lefcourt, 1981, p. 15). Locus of control refers to those causes to which individuals attribute their successes and failures. Individuals are responsive to some external motivators (e.g. better jobs, promotions, higher salaries), but the more powerful are internal pressures (the desire for increased job satisfaction, self-esteem, and quality of life). Research indicates that an individual’s internal–external locus of control impacts their ethical behavior in an organization. Rotter’s I–E Scale (1966, Psychological Monographics 80(1), 1–28), a 29 item forced choice instrument, is the most widely used instrument to measure the degree of internality versus externality. Each respondent’s score for this scale had a potential range from 0 to 23. As there are six filler items used to mask the intent of the questionnaire a score of 23 being extremely external in nature and a score of zero being extremely internal in nature. The I Scale (Internal Scale) measures the extent to which people believe that they have control over their own lives; the E Scale (External Scale) measures the extent to which people believe that they do not have control over their own lives. This study utilized the I–E Scale. Jones (Unpublished Doctoral Dissertation) and Deflumeri (Unpublished Doctoral Dissertation) investigated the likelihood of an individual to engage in unethical behavior in an organization. This research suggests that when employees perceive that locus of control resides internally they themselves decide what is appropriate behavior, but with an external locus of control, employees will look at others to decide appropriate behavior. The researcher in this study investigated the relationship between managers’ locus of control and their moral reasoning.     

Ethical Judgment and Whistleblowing Intention: Examining the Moderating Role of Locus of Control

The growing body of whistleblowing literature includes many studies that have attempted to identify the individual level antecedents of whistleblowing behavior. However, cross-cultural differences in perceptions of the ethicality of whistleblowing affect the judgment of whistleblowing intention. This study ascertains how Chinese managers/professionals decide to blow the whistle in terms of their locus of control and subjective judgment regarding the intention of whistleblowing. Hypotheses that are derived from these speculations are tested with data on Chinese managers and professionals (n = 306). Statistical analysis largely supports the hypotheses, which suggests that an individual's locus of control does moderate the relationship between ethical judgment and whistleblowing.     

The Effect of Organization-Based Self-Esteem and Deindividuation in Protecting Personal Information Privacy

In this research we apply the Theory of Planned Behavior (TPB) to study decisions related to information privacy protection. A TPB-based model was proposed to investigate whether organization-based self-esteem and perceived deindividuation can be employed to measure the strength of the perceived behavioral control construct. In addition, we examined if the addition of a causal path linking subjective norms to attitudes and another causal path linking organization-based self-esteem to subjective norms enhanced our research model's predicting power. Our study shows that information systems (IS) professionals' intentions to protect personal information privacy are influenced by their attitudes, subjective norms, perceived deindividuation, and organization-based self-esteem. It further shows that attitudes are influenced by subjective norms, which, in turn, are influenced by organization-based self-esteem.     

The Impact of Normative Influence and Locus of Control on Ethical Judgments and Intentions: a Cross-Cultural Comparison

The study extends the Theory of Planned Behavior (TPB) in a cross-cultural setting, incorporating ethical judgments and locus of control in a comparison of Taiwanese and US businesspersons. A self-administered survey of 698 businesspersons from the US and Taiwan examined several hypothesized differences. Results indicate that while Taiwanese respondents have a more favorable attitude toward a requested bribe than US counterparts, and are less likely to view it as an ethical issue, their higher locus externality causes ethical judgments and behavioral intentions to conform to normative influences of in groups and superiors. In the Taiwanese sample, locus externality effectively functions as a countervailing pressure against the unethical behavior in the scenario. No such effect is found in the US sample. A path model fitted to the data shows that locus internals exhibit more consistency among attitudes, judgments, and behavioral intentions than locus externals. Implications for managers and researchers are discussed, and suggestions and precautions for development of efficacy-enhancement programs are offered.     

论构建国有企业财务与会计监督体系

国有企业经过公司制改造 ,已基本建立起以出资人所有权和企业法人财产权分离为主要特征的现代企业制度。但是 ,要使现代企业制度真正在国有企业中发挥作用 ,能否建立起有效的符合现代企业制度要求的财务与会计监督体系就显得至关重要。     

Work Ethic,Locus of Control and Salesforce Task Performance

Abstract

This study explores the relationship between work ethic, locus of control and salesforce task performance. Using data from Uganda retail firms, this study finds that work ethic was a significant positive predictor of salesforce task performance. Further, there was a significant relationship between the different behavioural families of work-related activity work withdrawal behaviours, organizational retaliation behaviours and salesforce task performance. Results from regression analysis indicate that organizational retaliation behaviours and work withdrawal behaviours are important factors for explaining declining performance of salespeople in Uganda retail firms. Managers aiming to improve salesforce task performance should recruit individuals with a strong work ethic. Additionally, retail managers need to reduce work withdrawal and organizational retaliation behaviours so as to increase salesforce task performance.     

公司治理模式中审计监控体系的比较研究

公司治理是当前一个世界性的理论研究和实践课题,良好的公司治理是现代市场经济健康运作的微观基础。两种典型的公司治理模式分别是英美模式和德日模式,这两种模式都存在着巨大差异,其审计监控体系也体现出不同的特点。通过比较,得到两点启示:公司治理理念是影响审计监控结构的重要因素;内部审计监督及注册会计师审计的关系清晰、分工明确是构建有效的审计监控体系的关键。立足本国,以期改善我国的公司治理结构,建立与之相适应的审计监控体系。     

治理层的监督与内部控制

治理层对内部控制的监督和指导属于内部控制的内部环境要素,是内部控制不可或缺的组成部分,也是内部控制要素建立的重要基础,内部控制有效性高低会提高或削弱公司治理效率。为了保证内部控制健全有效,公司治理层必须切实履行对内部控制的监督和指导责任;为了履行好这些责任,治理层中的董事会和监事会应当切实加强自身素质和能力的建设,努力提高自身的独立性、权威性和胜任能力。     

Beyond Just Being There: An Examination of the Impact of Attitudes,Materialism, and Self-Esteem on the Quality of Helping Behavior in Youth Volunteers

ABSTRACT

Young people represent a strong and growing source of volunteers for not-for-profit organizations (NPO) and are an important focus for NPO marketing efforts. Using helping behavior theory, this paper reports a study conducted with a sample of teenagers to examine influences on their decision to volunteer and their goal setting for fund-raising. The relationship between three individual variables (attitude toward the organization, self-esteem, and materialism) and the quality of helping behavior provided was found to be mediated in large part by attitude towards the actual volunteering task. Implications for NPO marketing and future research are discussed.