组织支持感与组织承诺——基于职业成长与组织公平的研究

本文以25个省份400名员工为样本,从员工感知角度评价组织支持对组织承诺的影响,并引入职业成长和组织公平作为中介变量和调节变量构建研究模型。实证结果表明：组织支持感直接对组织承诺产生显著正向影响;职业成长在组织支持感与组织承诺之间起到部分中介作用。深入研究显示,组织公平在组织支持感与职业成长及组织支持感与组织承诺之间均发挥调节效应,且在组织支持感与职业成长之间的调节效应更显著。研究结论对提高组织支持有效性、促进员工职业成长、维持员工内心公平有重要意义。     

Stakeholders,reciprocity, and firm performance

The assumption that economic actors behave in a boundedly self‐interested manner promises fruitful new insights for strategic management. A growing literature spanning multiple disciplines indicates most actors' selfish utility maximizing behaviors are bounded by norms of fairness. Rather than being purely self‐interested, people behave reciprocally by rewarding others whose actions they deem fair and willingly incurring costs to punish those they deem unfair. Economists show that employers who are perceived as distributionally fair by their employees generate comparatively more value due to the positively reciprocal behavior of those employees. The organizational justice literature distinguishes two additional types of fairness assessed by employees. Drawing from both these bodies of work, we employ stakeholder theory to propose how perceptions of fairness result in reciprocity (1) extending to all stakeholders of the firm and (2) affecting firm performance. Copyright © 2008 John Wiley & Sons, Ltd.     

War for talents—How perceived organizational innovativeness affects employer attractiveness

Recruiting high potentials is the foundation for creating knowledge, innovation and competitive advantages. Unfortunately, many companies face the problem of having a hard time recruiting high potentials in a tightening labor market. To secure future innovation, growth and competitiveness companies must be attractive for potential employees. Within this respect, past research suggests that innovative companies might be at an advantage as they appear more attractive to employees in general and to those with an innovative personality in specific. Hence, HR communication might use an organization's innovativeness within employer branding to attract high potentials. However, current literature falls short to provide empirical evidence on whether and how the communication of organizational innovativeness affects employer attractiveness and especially attracts innovative employees. The results of our scenario-based experiment (n = 322) show that organizations with an innovative product portfolio and a strong innovation culture appear more attractive to potential employees. These effects turned out to be even stronger for employees which are highly innovative as they care a great deal about the organizational innovativeness of the company they work for. Thus, our findings suggest that communicating organizational innovativeness within employer branding is an effective measure not only to improve employer perceptions in general, but also to attract innovative employees.     

The impact of participative leadership behavior on psychological empowerment and organizational commitment in Chinese state-owned enterprises: the moderating role of organizational tenure

We investigated whether participative leadership behavior can produce psychological empowerment, which in turn, leads to organizational commitment for employees of Chinese state-owned enterprises. Based on the data collected from 173 employees in two state-owned enterprises, we found that participative leadership behavior was associated with organizational commitment, but not with all four dimensions of psychological empowerment, namely, meaning, competence, self-determination, and impact. Our findings also showed that while participative leadership behavior tended to make short-tenure employees feel competent and thus, more committed to an organization, such leadership behavior did not have a significant impact on competence as well as organizational commitment for long-tenure employees.     

Market orientation,job satisfaction,product quality,and firm performance: evidence from China

This article examines the processes by which market orientation (MO) affects performance using a cross‐level approach. The results of a survey of 2,754 employees from 180 firms in China show that organization‐level MO culture leads to unit‐level MO behavior, which improves employee‐level job satisfaction and then product quality, which in turn fosters organizational performance. In particular, MO behavior fully mediates the effects of MO culture on employee satisfaction, product quality, and organizational performance. Leadership quality strengthens the effect of MO culture on unit‐level MO behavior. Moreover, MO behavior enhances firm performance indirectly through employee job satisfaction and product quality. Copyright © 2008 John Wiley & Sons, Ltd.     

The Impact of Innovative Culture on Individual Employees: The Moderating Role of Market Information Sharing

Current innovation literature provides a very limited understanding of the potential impacts of innovative culture on employees. Building on resource‐based view theory, the authors investigate theoretically and empirically how a perceived innovative culture can be a building block for a firm's competitive resource and advantage by creating superior employee‐level outcomes and how a market information‐sharing process may moderate these effects. The authors identify three distinct types of individual‐level outcomes stemming from an innovative culture. The three outcome variables—job satisfaction, organizational dynamism perception, and firm performance perception—reflect employees’ psychological and cognitive reactions to the process of creating organizational innovation and innovative culture. The authors collect survey data from 3960 individual employees in China. Their findings first show that a perceived innovative culture significantly and positively affects employees’ job satisfaction and perceptions of organizational dynamism and firm performance. Moreover, organizational dynamism perception plays an important mediating role among three employee‐level outcomes by converting job satisfaction into firm performance perception. The authors also find support for the direct, positive effect of a perceived market information‐sharing process on job satisfaction but not on perceptions of organizational dynamism and firm performance. Most importantly, their findings on the significant moderating role of a market information‐sharing system contribute to innovation theory by emphasizing the importance of the innovation/marketing interface: bundling market information sharing and innovative culture together enhances employees’ positive attitudes and perceptions. This result also suggests that examining only the direct effects of innovative culture and market information sharing may lead to incorrect conclusions as to how to manage the cultural infusion process: the market information‐sharing process shows only a weak effect on job satisfaction and no effect on perceptions of organizational dynamism or firm performance. Organizational designs should ensure simultaneous consideration of both variables in the cultural transformation process to enhance employees’ derived benefits in the process of creating an innovative culture. We offer a new insight: a perceived market information‐sharing process may strengthen the effect of an innovative culture on employees’ job satisfaction and organizational dynamism perception, while it may weaken the effect of an innovative culture on firm performance perception. This more nuanced view of market information sharing in the cultural infusion process presents new wisdom and calls for further studies in entrepreneurial innovation.     

Mobility norms,risk aversion,and career satisfaction of Chinese employees

Drawing on Turner’s (American Sociological Review, 25:855–867, 1960) framework of contest and sponsored mobility norms, this study investigated factors that affect employees’ career satisfaction in the Chinese setting. Using two organization-referenced variables, procedural justice and perceived organizational support (POS), to represent contest mobility norm and sponsored mobility norm, we evaluated their effects on career satisfaction. We also explored the moderating role of risk aversion on these relationships. Several hypotheses were developed and tested on a sample of 239 employees working in a foreign-invested enterprise in China. The results of regression analysis showed that procedural justice and POS contributed to career satisfaction in a cumulative manner. Further, among the risk-averse employees, the relationship between POS and career satisfaction was stronger.     

Perceptions of organizational context and job attitudes: The mediating effect of organizational identification

Informed by social exchange theory and social identity theory, we developed a conceptual model that examines the mediating role of organizational identification in the relationship between employees’ perceptions of organizational context and their job attitudes. In our model, the antecedents include perceived organizational support (POS), procedural justice, and perceived job insecurity. The outcome variables consist of affective organizational commitment, job satisfaction, and intentions to leave. Our respondents were 591 workers employed in three different firms in China. The results of regression analyses showed that employees’ job attitudes are affected by their perceptions of organizational context and organizational identification. Further, organizational identification was found to mediate the effects of POS on the outcome variables.     

Project Failures Arising from Corporate Entrepreneurship: Impact of Multiple Project Failures on Employees' Accumulated Emotions,Learning, and Motivation

In this paper, we consider an organizational paradox inherent to corporate entrepreneurship; that is, the pursuit of entrepreneurial projects is necessary for organizational rejuvenation, renewal, and/or organic growth; however, the high failure rate of entrepreneurial projects likely has enduring implications for the project team members and, by extension, the organization. Drawing on the psychology and emotion literatures, we model the human capital costs of corporate entrepreneurship arising from the multiple failures of entrepreneurial projects. Specifically, we explore how and with what consequence negative emotions can accumulate across multiple failures; when this accumulation is most likely to occur; and what the nature of this accumulation is across organizational contexts, employee differences, and time. This theorizing complements extant scholarship focused on the financial benefits and costs of corporate entrepreneurship by investigating the negative impact of multiple project failures on employees.     

组织智力资本与组织创新氛围对员工创造力影响的跨层次研究

以往对组织智力资本的研究多集中在组织层面，很少有研究涉及其对员工创造力的作用。本文研究了组织智力资本与组织创新氛围对员工创造力跨层次的影响。本文通过领导与员工配对的方式，共获得了367份有效问卷，在对构建模型检验的基础上，得出如下结论：组织智力资本对员工创造力有正向的影响；组织创新氛围调节着组织智力资本与员工创造力之间的关系，其中对人力资本与员工创造力之间关系的调节最敏感，社会资本次之，组织资本最不敏感；员工创造力自我效能感知在组织智力资本与员工创造力之间都起到部分中介作用。     

The direct and indirect effects of core and peripheral social capital on organizational performance

Research summary : In this paper we adopt a core‐periphery approach to specify the direct and indirect effects of social capital on organizational performance. We suggest that social capital deriving from stable task relationships between organizational members has a direct positive effect on organizational performance. Said effect depends, in both strength and functional form, on whether actors involved in stable dyads are located at the core or at the periphery of the organization. We also argue that core and peripheral social capital affect performance indirectly by moderating the organization's ability to leverage its human capital to improve performance. Results from a 48‐year study of the National Basketball Association support our arguments and bear important implications for strategic human resource practices and organizational performance in competitive settings. Managerial summary : Stable work relationships among employees generate trust, more efficient work routines, common understanding and thus higher organizational performance. These benefits depend on the location of such stable relationships in the organization. Relational stability among core organizational members has an immediate, strong impact on performance, an effect that plateaus as stability grows. Stable relationships between core and peripheral members have instead a weaker, yet linear effect on performance. The location of stable relationships is also critical to leverage the talent of core employees, whose contribution to performance is stronger when relational stability is high in the organizational core, yet hindered by stable relations between core and periphery. Such findings provide relevant implications for strategic human resource management, in particular for choices regarding team composition and managing stars. Copyright © 2015 John Wiley & Sons, Ltd.     

Self-managers: Social contexts,personal traits,and organizational commitment

This study adopts self-determination theory to examine a path model that focuses on the effects of charismatic leadership and private self-consciousness on self-management, which in turn, leads to organizational commitment. We articulate that the relationships between self-management and each of charismatic leadership and private self-consciousness represent identified and integrated regulation, respectively. Thus, we test whether the relationship between self-management and private self-consciousness is stronger than that between self-management and charismatic leadership. The hypotheses are tested using data gathered from 981 employees. The result of the stronger path from private self-consciousness to self-management than the one from charismatic leadership is consistent with the literature on flow, organizational change, and followership. Moreover, our result of the mediating effects of self-management provides explanations for the little empirical research on follower processes in leadership effectiveness and on the association between private self-consciousness and organizational commitment.     

Red,blue, and purple firms: Organizational political ideology and corporate social responsibility

Research summary : Why do firms vary so much in their stances toward corporate social responsibility (CSR )? Prior research has emphasized the role of external pressures, as well as CEO preferences, while little attention has been paid to the possibility that CSR may also stem from prevailing beliefs among the body politic of the firm. We introduce the concept of organizational political ideology to explain how political beliefs of organizational members shape corporate advances in CSR . Using a novel measure based on the political contributions by employees of Fortune 500 firms, we find that ideology predicts advances in CSR . This effect appears stronger when CSR is rare in the firm's industry, when firms are high in human capital intensity, and when the CEO has had long organizational tenure . Managerial summary : Why do firms vary in their stances toward corporate social responsibility (CSR )? Prior research suggests that companies engage in CSR when under pressure to do so, or when their CEOs have liberal values. We introduce the concept of organizational political ideology, and argue that CSR may also result from the values of the larger employee population. Introducing a novel measure of organizational political ideology, based on employees' donations to the two major political parties in the United States, we find that liberal‐leaning companies engage in more CSR than conservative‐leaning companies, and even more so when other firms in the industry have weaker CSR records, when the company relies heavily on human resources and when the company's CEO has a long organizational tenure . Copyright © 2016 John Wiley & Sons, Ltd.     

Blue, white and steel collar: a case study of robot introduction

This study describes the human and organizational implications of introducing robots into an Israeli plant. Findings point at several gaps between the perceptions of senior management, middle management and rank and file employees.     

Antecedents and Outcomes of Employees' Trust in Chinese Joint Ventures

In this study we investigate the antecedents and outcomes of employees' trust in their supervisors and organizations in Chinese joint ventures. We develop a model that links trust, job security, and subordinate-supervisor guanxi. The model considers job security as an antecedent of trust in the organization and subordinate-supervisor guanxi as an antecedent of trust in supervisors. It further suggests that the turnover intention of employees is affected by their trust in their organization, and that their organizational citizenship behavior is affected by their trust in their supervisors. We use a data set consisting of 295 employees collected in four joint ventures in Southern China to test the hypotheses. The results of our LISREL and OLS regression analyses support the proposed model. Job security and subordinate-supervisor guanxi are found to affect employees' trust. In addition, trust in the organization has a stronger effect on turnover intention than does trust in one's supervisor. Trust in supervisors significantly affects the organizational citizenship behavior of employees. These findings have practical implications for the management of workers in Chinese joint ventures.     

A Two–Tier Wage Structure in a Nonunion Firm

This study examines the perceptions of nonunion workers in a permanent two–tier wage structure. Consistent with the predictions of equity and justice theories, low–tier employees are found to be more likely to perceive the wage structure as unfair, have lower pay satisfaction and organizational commitment, and report poorer worker–management relations than high– tier employees. These attitudes may make nonunion firms more vulnerable to certification campaigns since they are the same factors that have been repeatedly linked to employee intentions to vote for a union.     

Correlates of turnover propensity of software professionals in small high tech companies

Abstract
The intent of this study is to shed some empirical light on the turnover propensity of software professionals in small software companies. Different sized firms were included to examine whether organizational size affected the relationships between the time the employees expected to stay in their present company, and a range of personal and organizational characteristics. A sample of 339 employees completed a questionnaire on their experience of and reactions to working in their current firm. None of the usual demographic indicators, e.g. age or tenure, was related to turnover propensity. The more time spent on programming, debugging or implementation, the shorter the time expected to stay. Satisfaction with both job and senior management was strongly related to expecting to stay longer, although satisfaction with project team or immediate boss showed virtually no relationship at all. The effect of organizational size occurred primarily with different company atmosphere qualities and certain work conditions. A warm atmosphere, fun and enjoyment, and friends in the company were important correlates only for the companies with below 50 people. Autonomy was a critical theme in the companies with 150–250 people, and recognition and advancement were important in the large company with approximately 2,000 employees. This suggests that the critical issues managers are confronted with would be different in organizations of different sizes.     

The relationships among leadership,goal orientation,and service quality in high-contact service industries: An empirical study

High-contact service industries are characterized by close interaction between service employees and customers, and diverse customer needs. Such characteristics pose a great challenge to the delivery of services of superior quality. In this research we conceptually explore and empirically examine several attitudinal and motivational factors of customer-contact employees, and the management style of managers as antecedents to service quality in high-contact service sectors. Based on dyadic data collected from 230 service firms in Hong Kong, we examine the relationships among transformational leadership, transactional leadership, affective organizational commitment, learning goal orientation, performance goal orientation, and service quality. We find that learning goal orientation is more effective than performance goal orientation in fostering service quality in the high-contact service context. We also observe that transformational leadership tends to be more effective than transactional leadership in influencing employee attitude in high-contact service firms. This research pioneers theory-driven examination of service quality in high-contact service firms using data collected from service employees and shop managers for hypothesis testing.     

Innovation without me: why employees do (not) participate in organizational innovation communities

A key issue in community research is the set of motivations stimulating individuals to participate and contribute voluntarily to communities. This article examines the motivations of employees, who are traditionally not involved in the innovation process, to (not) participate in organizational innovation communities. Building on an in‐depth single case study, we aim to answer the following research questions: (1) What motivates participants of organizational innovation communities to participate? and (2) What motivates nonparticipants of organizational innovation communities to not participate? We find and categorize multiple factors that motivate non‐research and development employees to participate and to not participate. Moreover, we find an overlap as well as differences in the set of motivations of participants and nonparticipants. With nonparticipants normally being a large but barely explicitly recognized group, we argue that the found deviations contribute to the understanding of motivations in the context of organizational innovation communities and allow for direct design implications for innovation managers.     

Downsizing Effects on Survivors: Layoffs,Offshoring, and Outsourcing

In a representative sample of 13,683 U.S. employees, we compared survivors of layoffs, offshoring, outsourcing, and their combinations to a group who experienced no downsizing. Survivors of layoffs perceived lower organizational performance, job security, affective attachment, calculative attachment, and had higher turnover intentions. Offshoring survivors perceived lower performance, fairness, and affective attachment, but outsourcing survivors generally did not have more negative outcomes than the no‐downsizing group. Layoffs generally had more negative outcomes than other downsizing forms.