心理资本与知识员工的管理

心理资本历史性的突破了传统的‘人力资本’、‘社会资本’、‘经济资本’的思维方式,对于深刻的理解知识经济时代经济日益变革中的组织的知识员工具有重要的意义。本文主要分析了心理资本与知识员工的定义、要素、特征等,并提出了利用心理资本提高知识员工的管理的方法。     

试论知识员工人力资本与心理资本的协同开发——人力资源管理新取向

下一个社会将是知识社会,而知识工作者将成为下一个社会的主力军。知识员工人力资本与心理资本之间存在相互影响和制约的互动。协同开发知识员工的人力资本和心理资本是人力资源管理的新取向,有利于企业获取难以模仿的竞争优势。     

企业员工心理资本与组织公民行为的关系研究

本文通过对企业员工的组织公民行为和员工的心理资本进行问卷调查,运用SPSS16.0对企业员工心理资本与组织公民行为的相关关系进行实证研究。研究表明:企业员工的心理资本与组织公民行为呈正相关关系,员工的心理资本能够很好地预测企业员工的组织公民行为,企业可以通过培育和开发员工的心理资本来提升员工积极的组织公民行为。     

海底捞企业员工知识资本的创新管理及启示

员工知识资本是员工个体所拥有或能控制的、能为公司带来竞争优势的一切知识和能力总和.实践中,海底捞依靠“低学历”员工知识资本创造了非凡业绩,给中国服务业带来了很多有意义的启示.在学术研究方面,海底捞模式使得知识资本研究从组织层次延伸到个体层次,扩大和丰富了知识资本的内涵,使学术界特别是知识资本实践者加深了对人力资本的认识.海底捞是中国服务行业运用员工知识资本的典范,海底捞雇佣的不是员工的体力,而是员工的脑力;海底捞对顾客的差异化人性服务是由员工脑力直接完成的;海底捞员工结构资本直接催生了人力资本、直接或间接催生了顾客资本的产生.     

心理资本干预研究综述

对员工心理资本进行系统、深入的研究有利于提高员工的工作绩效和提升企业的市场竞争力.心理资本是组织价值创造的重要源泉,成为当今企业获取核心竞争优势的关键要素.本文回顾了心理资本的概念、干预方式、在人力资源管理中的应用,并分析了心理资本的研究趋势.经过对心理资本的研究进行分析,发现采取有效的方式对员工心理资本进行干预,可以获得积极的行为效果.     

论心理资本对员工绩效管理的应用

本文从心理资本的作用机制入手,着重展开心理资本和员工绩效的相互关系的探讨,通过在绩效管理各个阶段中实施员工的心理资本干预,以充分识别、开发、培养员工的积极心理资本,从而提高绩效水平。     

越南中小企业员工心理资本的低下原因

<正>目前,在市场竞争环境下企业之间竞争越来越残酷,而企业管理者都认识到实质上企业竞争就是如何拥有优秀员工的竞争。到目前为止,心理资本相关理论在国内外都受到研究者的重视,也许多企业领导者逐渐重视并努力开发员工的心理资本。本文探讨了越南中小企业员工的心理资本现状,然后指出员工心理资本的低下原因。从而,本文希望有助于完善员工的工作技能,提高工作效率,打造员工对企业的归属感。一、积极心理资本内涵及构成要素     

基于资源保存理论视角的心理资本与员工创新行为关系研究

文章基于资源保存理论，构建一个跨层次模型，探讨了员工心理资本对创新行为的影响以及变革开放性和交互记忆系统分别在其中的中介及调节作用。数据分析结果表明：心理资本可以有效预测员工创新行为；员工的变革开放性部分中介心理资本和创新行为；交互记忆系统在心理资本-变革开放性-创新行为这一中介机制中起正向调节作用，即交互记忆系统水平越高，变革开放性对心理资本-创新行为的中介作用越强。文章有助于打开心理资本影响员工创新行为的“黑箱”并能够有效指导企业对员工创新行为的管理。     

员工离职管理研究——基于心理资本的视角

目前,职场中员工离职现象是所有组织中面临的一个普遍问题,围绕员工离职已有研究进行了不同层面视角的探讨,但基于心理资本视角的离职研究却凤毛麟角。针对职场离职现象,在已有研究的基础上,从心理资本作为切入点探讨员工离职现象。首先对离职和心理资本的相关概念进行介绍,然后基于心理资本的视角探讨离职的影响因素以及如何降低员工离职的管理措施。     

心理资本对员工创新行为的影响研究

员工人力资本的高低是企业创新的潜在影响因素,其创新能力则受心理资本的影响,对企业绩效有决定作用。本文从心里资本的角度出发,阐述了心理资本对员工创新行为的影响,并提出员工心里资本的培养策略,从而提高企业效益。     

Followers’ Innovative Behavior in Organizations: The Role of Transformational Leadership,Psychological Capital and Knowledge Sharing

This study develops and tests a conceptual model of followers’ perceptions of transformational leadership as an antecedent to their innovative behavior in organizations. Specifically, we hypothesize that followers’ innovative behavior can be directly and indirectly influenced by their perceptions of transformational leadership. Knowledge sharing has a mediating effect and followers’ psychological capital has a moderating role in the relationship between transformational leadership and followers’ innovative behavior. A total of 212 employees from a diverse range of industries filled out questionnaires. Hierarchical linear modeling is used to analyze the relations. Results reveal that transformational leadership produces positive and significant impacts on followers’ innovative behavior and this relationship is fully mediated by knowledge sharing. Results also indicate that the positive relationship between transformational leadership and followers’ innovative behavior is enhanced only when followers possess high psychological capital. This paper adds to innovation literature by empirically testing the moderating role of psychological capital and the mediating role of knowledge sharing on the link between transformational leadership and followers’ innovative behavior. Implications of the findings for theory, research, and practice are discussed.     

社会资本视角下后疫情时代城市居民乡村旅游意向研究

以往关于乡村旅游意向的研究,关注点较多为旅游者自身的特点,忽视了旅游者与乡村人员之间的关系可能发挥的作用。文章引入社会资本为前因变量、心理距离为中介变量,通过调研探讨了后疫情时代城市居民的乡村旅游意向。首先,关系信任与共同愿景会降低城市居民的心理距离,进而提高其乡村旅游意向,而交互联结的影响并不显著;其次,心理距离对乡村旅游意向具有显著的负向影响;最后,心理距离在关系信任和共同愿景与乡村旅游意向之间发挥中介作用。文章是首次将社会资本三个维度运用到我国乡村旅游现象中的实证研究,研究结论可以帮助后疫情时代乡村了解和运用社会资本,重视心理距离的影响,制定更加灵活有效的乡村旅游发展策略。     

Abusive Supervision and Psychological Capital: A Mediated Moderation Model of Team Member Support and Supervisor-Student Exchange

Embedded in higher educational settings, this study examines the relationship between abusive supervision and psychological capital and the mechanism through which abusive supervision and team member support interact to influence psychological capital with supervisor-student exchange mediating the interaction with psychological capital. Data collected from 222 graduate students in six Chinese universities supports our mediated moderation model: abusive supervision negatively relates to psychological capital and supervisor-student exchange mediates the positive moderating effect of team member support on the relationship between abusive supervision and psychological capital. Theoretical and practical implications of these findings are discussed.     

Defining the knowledge that an organisation requires to create customer capital from a customer perspective

Consumer capital is a very important asset for an organisation as it is the result of an organisation's relationship with its customers. This paper sets out to confirm that organisations need to create customer capital in SMEs (Small Medium Enterprises). As part of this study, four types of knowledge have been identified (i.e. customer knowledge, individual knowledge, collective knowledge, and machine-readable forms) and this paper investigates the relationships between the different components of knowledge and the process to obtain customer capital from the external perspective of the company. This involved an empirical study of 365 customers. Two structural equation models have been used, resulting in the conclusion that before obtaining customer capital it is necessary to convert individual knowledge, collective knowledge (C_LK), and machine-readable forms into customer knowledge.     

论企业组织资本增长过程中的知识共享机制

为减轻个体人力资本流失给企业带来的损失,将个体人力资本不断转化为企业组织资本,使企业组织资本不断增长,成为在知识经济条件下企业日益重视的焦点问题。知识共享机制是个体人力资本向企业组织资本转化过程中的核心机制。本文将重点研究知识共享机制在企业组织资本增长过程中的作用原理,并在此基础上探讨构建知识共享机制的促进性因素。     

Knowledge acquisition and the foreign development of high-tech start-ups: A social capital approach

In this paper, we use social capital theory to discuss the growth of “international new ventures”, aiming to verify whether or not social capital may be considered as a critical source of knowledge acquisition abroad. We analyse social capital embedded in vertical relationships between global high-tech start-ups and their largest single foreign customer. Our findings confirm that while the structural dimension of social capital is positively associated with greater knowledge acquisition, both relational and cognitive dimensions are negatively linked to knowledge acquisition.     

The power of positivity? The influence of positive psychological capital language on crowdfunding performance

We extend the entrepreneurship literature to include positive psychological capital — an individual or organization's level of psychological resources consisting of hope, optimism, resilience, and confidence — as a salient signal in crowdfunding. We draw from the costless signaling literature to argue that positive psychological capital language usage enhances crowdfunding performance. We examine 1726 crowdfunding campaigns from Kickstarter, finding that entrepreneurs conveying positive psychological capital experience superior fundraising performance. Human capital moderates this relationship while social capital does not, suggesting that costly signals may, at times, enhance the influence of costless signals. Post hoc analyses suggest findings generalize across crowdfunding types, but not to IPOs.     

团队美德如何影响包容型领导与下属主动行为的关系——一个跨层次研究

采用领导-下属配对追踪多来源问卷调查法收集数据, 文章探讨了中国情境条件下包容型领导对员工主动行为的影响以及心理资本和团队美德的作用。多层次结构方程模型分析结果表明：包容型领导显著正向影响员工的主动行为;心理资本在包容型领导与主动行为之间起中介作用;团队美德调节心理资本和主动行为的关系,高团队美德会弱化心理资本与主动行为的正向关系,低团队美德会强化心理资本与主动行为的关系;团队美德还调节包容型领导通过心理资本影响主动行为的间接影响作用,相对于高团队美德条件,低团队美德条件下包容型领导通过心理资本影响主动行为的间接效应更加显著。最后对研究结果的理论意义、实践价值、研究局限性和未来研究展望进行了讨论。     

默会知识视阈下家族企业代际传承管理与创新

代际传承不仅是家族企业物质资本所有权和管理控制权的传承,还包括人力资本、社会资本和文化资本的传承,特别是隐藏其中“只可意会不可言传”、具有技能性、诀窍性、实践性的默会知识传承。研究家族企业默会知识传承,通过共享和创新等途径,提升企业核心竞争力和企业家核心能力,探索家族企业长青之“道”、长盛之“魂”。     

员工职业成长的影响因素及对策探析——基于组织和员工双向视角

本文首先对职业成长的内涵进行了界定,其次探讨了影响员工职业成长的个人因素和情境因素,最后从组织和个人的视角提出了促进员工职业成长的对策,主要包括加强职业生涯管理、增强人力资本、培养积极的心理资本和扩展广泛的社会资本等,对促进员工的职业成长具有一定的借鉴意义。