Antecedents and interrelationships of three types of pro-environmental behavior

Models used in previous environmental studies focused on only one type of pro-environmental behavior (e.g., purchase of green products) and failed to examine a relationship among the different types of pro-environmental behavior. This study employs the three types of pro-environmental behavior (green purchase behavior, good citizenship behavior, and environmental activist behavior) and examines their drivers and the interrelationship. The study proposes and tests a model in which value orientation, perceived consumer efficiency/effectiveness (PCE) and environmental concern have an influence on the three types of behavior. The model is tested on the data collected via survey in South Korea. The study finds that altruistic value has no direct influence on behavior, but has an indirect impact through PCE and environmental concern. The study finds that PCE and environmental concern are positively related to citizenship behavior and purchase behavior. Activist behavior is explained by a single predictor (PCE).     

供应商家长式行为导向与经销商建言行为：人情的调节作用

以渠道行为理论、中国本土社会心理学理论和家长式领导理论为基础，从中国传统文化的视角提出供应商家长式行为导向这一构念，将其细分为立威行为导向和施恩行为导向两个维度，并在供应商经销商关系中实证检验供应商家长式行为导向对经销商建言行为的影响以及人情的调节作用。以327份来自经销商的调查问卷为基础，研究结果显示：供应商家长式行为导向对经销商建言行为具有显著影响，立威行为导向会抑制经销商的建言行为，人情会削弱立威行为导向的抑制作用；而施恩行为导向会促进经销商的建言行为，人情会强化这一影响。     

Approach to service design based on customer behavior data: a case study on eco-driving service design using bus drivers’ behavior data

Various types and massive amounts of customer behavior data are collected in various industries, such as transportation, healthcare, hospitality, and logistics. The use of customer behavior data can improve the design activities of service firms. Despite the applicability of customer behavior data to service design, only a few studies have examined an approach to utilize customer behavior data in service design. This study proposes an approach for designing services with customer behavior data. The approach is based on a case study on eco-driving service design with the behavior data of bus drivers. This study extends the research on service design by demonstrating how customer behavior data are utilized for service design and assisting service designers in designing services with customer behavior data.     

Factors Impacting Ethical Behavior in a Chinese State-Owned Steel Company

This study examines factors impacting ethical behavior of 208 employees of a Chinese state-owned steel company. Only rules climate had a significant impact on ethical behavior of respondents. Other ethical climate types such as professional, caring, instrumental, independence, and efficiency did not impact ethical behavior of respondents. Ethical behavior of peers, ethical behavior of successful managers, and overclaiming had a significant impact on ethical behavior of subjects.     

Innovative Behavior as a Moderator of Growth Intentions

Although several studies suggest that both growth intentions and innovative behavior have positive effects on firm growth, little is known about how innovative behavior interacts with the intentions and the growth. This study examines its role in this relationship. Longitudinal data composed of 232 observations show that the innovative behavior itself has a positive effect on firm growth. However, innovative behavior negatively moderates the effect of growth intentions on growth. Of the analyzed dimensions of such behavior, the launching of new products and services, in particular, impedes the chances of realizing the growth intentions. In conclusion, the identified moderating effect of innovative behavior gives a new insight into existing knowledge on the effect of growth intentions on firm growth.     

The Impact of Emotional Intelligence,Organizational Commitment,and Job Satisfaction on Ethical Behavior of Chinese Employees

This study examines the impact of various factors on ethical behavior of 507 employees working for three state-owned Chinese firms. Regulation of one’s emotions (a facet of emotional intelligence) had a significant positive impact on ethical behavior of respondents. Organizational commitment also had a significant positive impact on ethical behavior of the respondents. Among various facets of job satisfaction, satisfaction with promotion, coworker, and supervision had a significant positive impact on ethical behavior of respondents. Among control variables, age of the employee had a significant negative impact on ethical behavior, which indicated that the young employees showed a better ethical behavior than the old employees.     

If employees “go the extra mile,” do customers reciprocate with similar behavior?

This study proposes an integrated framework depicting the effects of two types of employee behavior (employee citizenship behavior and employee dysfunctional behavior) on customer satisfaction, which in turn, influences customer commitment. Customer satisfaction and commitment are then expected to affect two types of customer behavior (customer citizenship behavior and customer dysfunctional behavior). A survey of matched responses from 123 employees and 590 customers reveals that employee citizenship behavior, employee dysfunctional behavior, customer satisfaction, and customer commitment are important predictors of customer citizenship behavior and customer dysfunctional behavior. Furthermore, this study identifies variables (relationship age, group size, and communication frequency) that moderate the relationships being considered. The results show that the effects of two types of employee behavior on customer satisfaction are stronger when relationship age and communication frequency are higher. © 2008 Wiley Periodicals, Inc.     

领导排斥对员工亲组织非伦理行为的影响：自我提升动机的中介作用

基于自我提升理论，从自我提升动机和马基雅维利主义视角出发，探讨了领导排斥对员工亲组织非伦理行为的作用机制。通过对两阶段收集的451份问卷进行数据分析，结果发现：领导排斥对员工亲组织非伦理行为具有显著正向影响；员工自我提升动机在领导排斥与员工亲组织非伦理行为关系中起中介作用；员工马基雅维利主义调节了其自我提升动机与亲组织非伦理行为间的关系，即员工马基雅维利主义水平越高，其自我提升动机对亲组织非伦理行为的正向影响越强；员工马基雅维利主义正向调节员工自我提升动机在领导排斥与亲组织非伦理行为间的中介作用，即员工马基雅维利主义水平越高，其自我提升动机的中介作用越强。研究结论不仅拓展了领导排斥理论的研究，也为管理者正确认识领导排斥、管理员工遭受领导排斥后的认知与行为提供了新思路。     

人—组织匹配对员工创新行为的影响——心理授权的中介作用

人—组织匹配对员工创新行为具有显著的正向影响,其中价值观匹配和要求—能力匹配对员工创新行为具有显著的正向影响,需求—供给匹配对员工创新行为没有影响;人—组织匹配及三个维度均对心理授权具有显著的正向影响,心理授权对员工创新行为具有显著的正向影响;心理授权在人—组织匹配与员工创新行为之间起到部分中介作用。     

愿景型领导行为与下属绩效的关系：积极情绪与愿景整合的链式中介作用

愿景型领导行为与下属绩效的关系越来越受到研究者重视。基于积极情绪的拓展-建构理论,构建“领导行为→下属情绪→下属行为→绩效”的研究框架,结果发现愿景型领导行为正向影响下属积极情绪和绩效,下属积极情绪在愿景型领导行为和愿景整合的关系中起中介作用,下属积极情绪和愿景整合在愿景型领导行为和下属绩效之间起链式中介作用,但下属积极情绪或愿景整合在愿景型领导行为和绩效之间的单独中介作用不显著。研究拓展了愿景型领导行为领域的作用机制研究,验证了愿景实施过程中下属中心地位的重要性,为愿景型领导行为如何提高下属绩效提供了理论指导。     

团队精神型领导与研发团队创新行为的关系——团队自省性和团队外部社会资本的影响

研发团队创新行为对企业获取竞争优势至关重要。以往研究相对忽略了精神性因素对团队创新行为的动力机制。文章借鉴创新成分理论和创造力系统理论,聚焦于精神性因素对团队创新行为的动力机制以及团队外部社会资本的调节效应。通过对106个研发团队329名研发团队成员数据的统计分析表明：团队精神型领导对团队创新行为具有显著正向影响;团队自省性在团队精神型领导和团队创新行为之间具有部分中介作用;团队外部社会资本调节了团队精神型领导对团队创新行为的正向影响,团队外部社会资本越高,团队精神型领导对团队创新行为的正向影响也越强,反之越弱。团队外部社会资本还调节了团队自省性在团队精神型领导和团队创新行为之间的中介效应,团队外部社会资本越高,团队精神型领导通过团队自省性的中介进而对团队创新行为的影响也越强,反之越弱。研究结论拓展了中国组织情景下精神型领导在团队层次的影响效应研究,也拓展了团队创新行为的精神性动力因素及其动力机制的实证研究。     

Impact of Emotional Intelligence,Ethical Climate,and Behavior of Peers on Ethical Behavior of Nurses

This study examines factors impacting ethical behavior of 103 hospital nurses. The level of emotional intelligence and ethical behavior of peers had a significant impact on ethical behavior of nurses. Independence climate had a significant impact on ethical behavior of nurses. Other ethical climate types such as professional, caring, rules, instrumental, and efficiency did not impact ethical behavior of respondents. Implications of this study for researchers and practitioners are discussed.     

农村信用社改制进程中农户相关行为分析与评价——基于陕西省214家农户的调查与思考

本文结合农户理性与非理性行为理论,在调研214家农户的基础上,通过对农村信用社改制进程中农户的存款行为、贷款行为、入股行为和参与行为的分析,认为农户行为是一种有限的理性行为。因此,可以通过明确我国农村金融宏观政策目标、完善我国农村金融制度安排和进一步深化农村信用社改革等措施来促进农户行为的逐步理性化,实现农户个体行为效用最大化和宏观经济资源的合理配置。     

同事非伦理行为对员工离职倾向的影响：一个有调节的中介模型

文章从伦理道德视角出发,通过研究之前学者所忽视的同事非伦理行为对员工离职倾向的影响,丰富了员工离职倾向的前因研究。基于社会比较理论,本文探究员工分配公平感在同事非伦理行为影响员工离职倾向过程中的中介作用,并考察员工自身非伦理行为对以上关系的调节作用。通过对271名企业员工开展两轮配对问卷调查,统计分析结果表明：（1）员工分配感在同事非伦理行为与员工离职倾向之间起完全中介作用;（2）员工非伦理行为显著调节了同事非伦理行为与员工分配公平感之间的关系;（3）员工非伦理行为显著调节了分配公平感在同事非伦理行为与员工离职倾向之间的中介作用。     

From an Implicit Christian Corporate Culture to a Structured Conception of Corporate Ethical Responsibility in a Retail Company: A Case-Study in Hermeneutic Ethics

This research investigates the impact of various factors on ethical behavior of 180 not-for-profit hospital employees. Ethical behavior of peers, ethical behavior of successful managers, and emotional intelligence had a significant positive impact on ethical behavior of respondents. Physicians and hospital employees with political connections within the organization were significantly less ethical than other employees. The results have many implications for researchers and healthcare practitioners.     

Changing the marketplace one behavior at a time: Perceived marketplace influence and sustainable consumption

This study introduces the construct of Perceived Marketplace Influence (PMI) and investigates its role in mediating the relationship between environmental concern and sustainable consumption behavior. A nationwide survey shows that Perceived Marketplace Influence plays an important role in mediating the relationship between concern and behavior, providing an explanation for prior inconsistencies in this relationship. Accordingly, Perceived Marketplace Influence plays a purposeful role in transforming environmental concern into behavior. This project extends previous research on the relationship between values, beliefs, and behavior by showing that one's perception of influence on the marketplace behavior of others significantly influences one's own marketplace behavior. Improved understanding of this relationship provides updated guidance to firms and policymakers for projecting and encouraging sustainable consumption behavior.     

积极组织行为学视野下员工积极性探析

如何激发员工的积极性一直是组织行为学领域研究的重要课题,而积极组织行为学的兴起为员工积极性的研究提供了一种新的视角。本文在积极组织行为学视野下,探讨积极组织行为学对激发员工积极性的管理启示与应用建议。     

营销渠道中依赖、公平与角色外利他行为

文章以交易成本理论与企业资源基础观为理论基础,营销渠道中经销商的角色外利他行为为研究对象,检验了经销商依赖、公平感知对其角色外利他行为的影响关系。通过问卷调查,获得660个经销商的有效样本数据,应用SPSS18.0软件和多元层次回归方法对研究假设进行检验。研究结果表明：经销商依赖、分配公平、程序公平对其角色外利他行为均有显著的正向影响;经销商依赖对分配公平、程序公平与角色外利他行为的影响关系具有不同的调节作用,在经销商依赖程度高的情况下,分配公平对角色外利他行为的正向影响作用变强,程序公平对角色外利他行为的正向影响作用变弱。最后,文章讨论了研究结果与应用及未来的研究方向。     

Predicting Unethical Behavior: A Comparison of the Theory of Reasoned Action and the Theory of Planned Behavior

This study is a comparison of the validity of theory of reasoned action and theory of planned behavior as applied to the area of moral behavior (i.e., illegal copying of software) using structural equation modeling. Data were collected from 181 university students on the various components of the theories and used to asses the influence of attitude, subjective norm, and perceived behavioral control on the intention to make unauthorized software copies. Theory of planned behavior was found to be better than the theory of reasoned action in predicting unethical behavior. A modified version of the theory of planned behavior, with a causal path linking subjective norm to attitude, provided a significant improvement on model fit. The results indicated that perceived behavioral control is a better predictor of behavioral intention then attitude. The direct effect of subjective norm on behavioral intention was not significant, but the indirect effect through attitude was highly significant. Applicability of the theory of planned behavior for moral behavior and the implications for future research are discussed.