家长式领导对员工建言行为激励内化机制研究——中庸思维调节下的跨层次分析

员工建言作为角色外组织公民行为,有助于企业规避风险、提升组织绩效与创新绩效,推动组织变革.本文探究建言行为的激励内化过程与机制,考察领导、个体和文化价值观三个层面要素在此过程中的作用效果与范围,并展开实证检验.结果表明: 家长式领导通过上司支持感和心理安全感间接影响员工建言,其中心理安全感是建言行为发生的决定性因素;中庸思维正向调节上司支持感与建言行为之间的关系,高中庸水平的员工更容易在上司支持感的作用下提出促进型建言,而这一调节效应在心理安全感和建言行为的关系中并不显著.本文采用的跨层次研究有助于理解建言行为的触发、认知和决策过程以及建言理论本土文化的适用性.     

基于工作态度的组织支持感与组织公平对组织公民行为的影响研究

本文采用我国中小企业员工样本,运用相关分析和回归分析方法研究组织支持感与公平感对组织公民行为影响的作用机制,即组织支持与公平感是否会通过员工工作态度的中介作用对组织公民行为产生影响。结果表明:员工的组织支持感和公平感均对情感承诺、工作满意度和组织公民行为有显著影响;情感承诺对组织支持感、组织公平分别与组织公民行为间的关系起到部分中介作用;但工作满意度仅对互动公平与组织公民行为间的关系起到部分中介作用;而其余的中介效应检验中,工作满意度仅对组织支持感、分配公平、程序公平分别与指向个体的组织公民行为起到部分中介作用。     

心理资本和组织支持预测温州企业员工工作满意度

采用问卷调查的方法,探讨温州市机械企业员工工作满意度及其相关影响因素,以及心理资本、组织支持感、组织承诺、工作满意度的关系。本研究发现,心理资本、组织支持感、组织承诺和工作满意度四个变量间均存在显著正相关,在控制了人口统计学变量的影响后,心理资本和组织支持感进入回归方程且回归系数显著,组织承诺在心理资本、组织支持感和因变量工作满意度之间的调节效应不显著。结果表明,心理资本和组织支持感能够有效预测和解释员工的工作满意度。     

组织支持理论研究及应用探讨

综合介绍了组织支持理论产生的背景及其概念结构,并着重探讨了程序公正、上级支持、组织奖赏和良好的工作条件等前因变量,以及这些前因变量怎样使员工通过一般义务感、胜任感、情感承诺、归属感和高期望值等心理中介变量而对组织承诺、工作满意度、工作投入、离职倾向、工作倦怠和组织公民行为等结果变量产生影响。另外还总结了组织支持感理论的应用策略。     

向上建言遭受同事消极对待：发生条件与机制研究

建言是促进组织发展的关键因素之一,然而组织中却能发现有员工向上建言被同事消极对待的现象。依据归因理论,文章构建了一个有调节的中介作用理论模型来分析这一现象。319名员工两时点问卷调查数据的分析结果很好地支持了该模型。研究发现：员工向上建言通过同事归因的中介作用间接正向影响该同事对自己的无礼行为,这种间接影响是否发生受到同事组织政治感的正向调节作用。具体而言,员工向上建言能被高政治感同事视为逢迎上司行为,并且这些同事会因为这种归因无礼对待建言员工。     

组织支持感对员工组织承诺的影响——心理契约的中介作用

本文研究组织支持感对员工组织承诺的影响,以心理契约为中介变量。我们发现：（1）组织支持感对组织承诺有正向影响;（2）组织支持感对心理契约有正向作用;（3）心理契约在组织支持感和组织承诺之间起着中介作用。     

组织支持感、心理资本、工作投入的作用机制研究

本文以广东省两家大型企业407名员工为研究对象,在验证量表质量的基础上,运用回归分析和结构方程模型的方法,对组织支持感、心理资本、工作投入的关系进行了实证研究。研究结果显示,组织支持感对心理资本有正向影响作用;心理资本对工作投入有正向影响作用;组织支持感对工作投入有正向影响作用;心理资本在组织支持感和工作投入关系中发挥中介作用。     

组织支持感相关研究

组织支持感是在组织承诺、社会交换理论的背景下产生的。中国企业员工组织支持感心理结构不同于西方员工的单维结构,具体包括工作支持、认同价值和关心利益。组织支持感的前因变量包括组织公平、领导的支持、组织的奖赏及良好的工作条件。这些前因变量都与员工的组织支持感成正相关的关系。在组织支持感的结果变量中,组织支持感对组织承诺总的影响很大,而对各个维度的影响却不同,给予员工更多的组织支持会减少员工的离职行为,使员工更积极地进谏。     

“80后”员工组织支持感对离职倾向的影响研究

采用问卷调查法以及验证性因素分析、偏相关分析和分层多元回归分析等统计方法,探讨"80后"员工的组织支持感对其离职倾向的影响作用进行分析,并在影响作用方面与工作满意度方面进行了比较。结果表明,"80后"员工的组织支持感呈多维结构,可分为工具性支持感、情感性支持感、利益性支持感、价值性支持感和发展性支持感五个维度。"80后"员工的组织支持感总体对其离职倾向有显著的负向影响作用,并且单独地、利益性和发展性支持感对离职倾向具有显著的负向影响作用。"80后"员工的组织支持感比工作满意度对其离职倾向有更强的影响作用。     

基于组织支持感视角的公司员工离职倾向研究

基于组织支持理论,选取制度层面、工作相关和组织环境三方面的因素,即程序公平、薪酬和工作、团队和组织,探讨其对于组织支持感的影响以及组织支持感和离职倾向间的关系,并通过湖北省A公司的197个有效样本进行了实证分析。结果显示:湖北A公司员工组织支持感中等偏低,员工离职倾向低于中等水平。程序公平、薪酬和工作、团队和组织对组织支持感有显著的正向影响。对离职倾向较弱的员工来说,组织支持感对离职倾向具有显著的负向预测作用。针对以上实证结果,提出了相关政策建议。     

Three country study: impact of support on employee attitudes

This study examined the mediating effects of perceived organizational support and affective commitment in the relationships among perceived supervisor support, organizational citizenship behavior (OCB) (individual and organizational), and turnover intentions. The proposed relationships were tested by conducting the same study involving restaurant employees in three different countries – India, USA, and South Korea. The mediating effects of perceived organizational support and affective commitment between perceived supervisor support and turnover intentions were found to be consistent across the three countries. However, the relationships among OCBs differed. While affective commitment was significantly related to both OCBs in the South Korean sample, affective commitment was significantly related only to OCBs towards organization in the US sample, and neither relationship was found to be significant in the Indian sample. This study helps to explain how contextual factors influence responses to each study variable and the proposed relationships.     

The effect of organizational justice, perceived organizational support, and perceived supervisor support on marketing employees' level of trust

For more than four decades, research has investigated the relationship between perceptions of organizational justice and employees' work attitudes. This study used two data sets to examine how perceptions of organizational justice influence marketing employees' perceived support and trust. Specifically, this study examines the role of perceived support as a mediator between organizational justice and trust. The results indicate that in Study 1 perceived organizational support (POS) serves as a mediator between procedural justice and organizational trust. Interactional justice is both a direct and indirect predictor of supervisory trust through perceived supervisor support (PSS). Distributive justice is related indirectly to organizational trust through PSS and directly to organizational trust. In contrast to the results in Study 1, distributive justice is an antecedent to both POS and PSS while procedural justice is related directly to organizational trust.     

个性化工作协议如何影响创造力？——基于自我归类理论的被调节中介模型

在创新驱动发展的今天，为保护员工弥足珍贵的自我创造空间，个性化工作协议成为了越来越重要的工作范式。已有研究基于自我决定理论揭示个性化工作协议促进个体创造力，但忽视了缺乏组织约束下可能带来的潜在消极影响。文章从创造蕴含的高失败风险特性和个性化工作协议潜在的身份认同特性出发，基于自我归类理论，由自我归类过程的“自我提升”和“减少不确定性”两大动机引入个性化工作协议和上级发展性反馈，构建了一个有调节的中介模型，探讨个性化工作协议对员工创造力的影响机制。通过区间估计Bootstrap法以及Johnson-Neyman法对325个有效样本进行假设检验，结果表明：个性化工作协议正向影响员工创造力；内部人身份认知发挥中介作用；上级发展性反馈正向调节内部人身份认知在个性化工作协议与员工创造力之间的中介作用。文章拓展了个性化工作协议的研究视角，表明它不仅仅是一种工作时的协议，还蕴含着高度的情感连带与主体互动，这为组织实施个性化工作协议提供了理论基础和实践启示。     

表层扮演对员工离职倾向的影响：情绪耗竭的中介作用与组织支持的调节效应

随着消费经济的兴起与服务业的发展，企业服务性岗位员工因情绪劳动引发的负面效应越来越受到理论界和实践界的关注。文章基于资源保护理论与组织支持理论，以通讯公司客服人员为研究对象，探讨表层扮演对离职倾向的影响机制，重点分析情绪耗竭的中介作用与组织支持的调节效应。研究发现：表层扮演会影响员工的离职倾向；情绪耗竭在表层扮演与离职倾向的正向关系间具有完全中介作用；组织支持感和主管支持感对表层扮演和情绪耗竭的关系具有调节效应。研究结论丰富和发展了情绪劳动的理论模型，并提出企业可以采取相应的干预措施缓解员工由于表层扮演带来的情绪耗竭和离职倾向问题。     

Engaging in unpaid jobs out of free will: an attribution theory perspective on the effects of supervisor support attributions on volunteers' service quality

This study explores the differential effects of perceived supervisor support causal attributions (genuine and self-serving) on volunteers' role mastery (role clarity and self-efficacy), harmonious passion, and volunteers' quality services. Dyadic data from 273 service volunteers-customers of nonprofit service organizations in Ghana were analyzed using a structural equation model. This study finds support for the genuine and self-serving support attributions on volunteers' harmonious passion through role clarity. However, the result shows that only genuine support attributes relate to self-efficacy but not self-serving support attributes. It was also revealed that role clarity, self-efficacy, and harmonious passion significantly mediate the relationship between genuine supervisor support and volunteers' quality services. The outcomes from this study have reflective implications for both theory and practice. The findings support the attribution theory by implying that genuine supervisor support can be used as a tool in managing volunteers’ service quality effectively by enhancing their role mastery and harmonious passion.     

事业满意感在我国销售员工离职倾向决定中的调节效应研究

用层级回归方法分析了员工离职倾向的主要结构化变量和环境变量 ,检验了事业满意感在员工离职倾向决定过程中的调节效应。主要结论包括 :第一 ,报酬满意感、晋升机会、工作自主性和上级支持与其它工作机会对员工的离职倾向具有显著的解释能力 ;第二 ,事业满意感与工作自主性之间的交互作用以及事业满意感与上级支持之间的交互作用对员工离职倾向有显著的解释作用。为员工离职倾向决定的权变主义观点提供了证据。讨论了研究结果的管理学含义。     

Perceived organizational justice, trust, and OCB: A study of Chinese workers in joint ventures and state-owned enterprises

We examine the relationships among perceived organizational justice, trust, and organizational citizenship behavior (OCB) of workers in joint ventures (JVs) and state-owned enterprises (SOEs) in China. We hypothesize different dimensions of organizational justice are related to trust in organization and trust in supervisor, which will in turn affect workers’ OCB. Some of these relationships are hypothesized to be different in SOEs and JVs owing to the differences in management practices and employment relationships between them. Our hypotheses are tested on data collected from 295 supervisor–subordinate dyads in a JV and 253 such dyads in an SOE. The analyses reveal that (1) the positive effect of distributive justice on trust in organization is stronger in JVs than in SOEs, (2) the positive effect of procedure justice on trust on organization is stronger in SOEs than in JVs, (3) the effect of interaction justice on trust in supervisor is similar for both types of organization; (4) trust in organization affects OCB in both SOEs and JVs, and (5) trust in supervisor affects OCB in JVs only.     

Trust,job security and subordinate–supervisor guanxi: Chinese employees in joint ventures and state-owned enterprises

This study presents a model that links the constructs of trust in supervisor and trust in organizations with job security and subordinate–supervisor guanxi, and examines their effects on turnover intention and organizational citizenship behaviour. To test the hypotheses, two data-sets of 294 joint venture employees and 253 state-owned enterprise employees in China were analysed. The results of LISREL supported the proposed model. Due to the different HRM practices in joint ventures and state-owned enterprises, several major differences had been found in this study. The findings provide practical implications for managing employees in both Chinese joint venture and state-owned enterprises.     

应把监事纳入法定的竞业禁止主体范围

将竞业禁止主体限定为董事和经理,是我国《公司法》的一大缺陷。监事也存在着从事竞业行为的可能性,而现行《公司法》对监事义务的设定难以起到抑制监事竞业行为的作用。因此必须以法定的形式对监事课以不竞业义务。     

A multilevel perspective on the relationship between interpersonal justice and negative feedback‐seeking behaviour

Drawing on social information processing theory, this study uses a multilevel design to integrate the literature on organizational justice with the literature on feedback‐seeking behaviour. Results from a laboratory study with data involving 690 employees showed that individual‐level interpersonal justice was related to employee negative feedback‐seeking behaviour (NFSB) via the mediation of trust in the supervisor. Multilevel analysis of the follow‐up field study with data involving 390 employees from 46 teams confirmed the findings of the laboratory study and indicated that team‐level interpersonal justice was associated with NFSB through a supportive climate. Also, team‐level supervisor support climate was positively related to individual‐level trust in the supervisor. The paper discusses managerial implications of these findings and suggests directions for future research. Copyright © 2014 ASAC. Published by John Wiley & Sons, Ltd.