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1.
教练型领导能够影响新员工角色社会化,在此过程中领导-成员交换关系以及自我效能感分别发挥着中介和调节作用。笔者基于社会交换和组织认同理论,剖析了教练型领导影响新员工角色社会化的机理。通过对6家大型企业进行问卷调研,并采用层次回归方法,实证检验了教练型领导与新员工角色社会化的关系。实证检验结果显示:教练型领导对新员工角色社会化有显著的促进作用,领导-成员交换关系在其中发挥着中介效应;自我效能感在教练型领导与新员工角色社会化的关系中起正向调节作用,当新员工处于高自我效能感状态时,可以强化领导-成员交换关系的中介效应。基于此,笔者建议企业应注重对新员工的指导和帮助,为其提供便捷有效的沟通渠道,从而提高领导-成员交换关系的水平;管理者还可根据新员工情况进行适度授权,增强新员工的自我效能感。本研究通过揭示教练型领导影响新员工角色社会化机理,从角色社会化层次拓展了组织认同方面的学术性探讨,可为企业激发新员工潜能并增强其组织归属感提供借鉴。  相似文献   

2.
以知识共享意愿为中介机制,探讨员工地位与创造力关系,为企业激发员工创造力提供依据。通过实证假设检验发现:员工个体正式地位与创造力呈U型关系;个体非正式地位对创造力具有正向影响;知识共享意愿在组织地位与员工创造力的关系中存在中介效应;心理安全感起正向调节作用。  相似文献   

3.
选取297名企业员工为样本, 通过问卷调查, 分析企业员工金钱崇拜心理与其组织公民行为之间的关系, 并探讨薪酬公平感在金钱崇拜与组织公民行为关系中的中介作用。结果表明: 员工金钱崇拜与组织公民行为之间显著正相关;员工薪酬公平感对金钱崇拜与组织公民行为关系起到部分中介作用。  相似文献   

4.
回报动机和可能存在的风险是员工是否采取建言行为的重要影响因素。通过对708个员工样本数据的分析,结果显示:组织支持感与组织承诺和员工建言行为之间存在强烈正相关关系;组织承诺在组织支持感影响员工建言行为的关系中起到部分中介的作用;与上司关系交互调节了组织承诺影响员工建言行为的关系。  相似文献   

5.
魏璐 《时代金融》2013,(18):330
本文研究组织支持感对员工工作绩效的影响,以组织公民行为为中介变量。我们发现:组织支持感对员工的工作产生了积极的影响性能;组织支持感的积极影响组织公民行为;组织公民行为在组织支持感与员工工作绩效起着中介作用。  相似文献   

6.
在知识经济的时代,知识成为组织提升核心竞争力的主要因素。本文基于文献研究提出了国家审计人员心理契约与知识共享行为的关系以及影响这种关系的工作满意度的假设。根据315份问卷的实证研究发现,心理契约与审计人员知识共享行为显著正相关;心理契约与审计人员工作满意度显著正相关;工作满意度与审计人员知识共享行为显著正相关;工作满意度在心理契约与审计人员知识共享行为关系中起部分中介作用。研究结论对于国家审计机关识别审计人员的心理需求,提高工作满意度,促进知识共享有重要的理论意义与实践价值。  相似文献   

7.
基于调节焦点理论和公平启发理论,运用结构方程模型考量差异化人才管理对员工创新绩效的影响机制。结果显示:促进定向工作重塑在差异化人才管理与员工创新绩效之间起正向中介作用,防御定向工作重塑在二者间起负向中介作用;组织公平感正向调节差异化人才管理与促进定向工作重塑之间的关系,负向调节差异化人才管理与防御定向工作重塑之间的关系;组织公平感增强促进定向工作重塑的正向中介作用,削弱防御定向工作重塑的负向中介作用。  相似文献   

8.
村镇银行是为增加农村金融供给、填补空白和引入竞争解决现有农村地区金融服务缺位问题而在农村设立的金融机构。本文通过村镇银行社会网络对经营绩效影响的实证研究,结果表明:社会网络对隐性知识共享具有显著的正向影响;隐性知识共享对核心竞争能力培育具有显著的正向影响;核心竞争能力对于村镇银行经营绩效具有正向影响。隐性知识共享在社会网络与核心竞争能力之间承担完全中介的作用,而核心竞争能力在隐性知识共享与村镇银行经营绩效之间承担着部分中介的作用。  相似文献   

9.
文章以雪花啤酒厂员工为研究对象,建构并验证了以工作内嵌入为中介变量的组织支持感对员工敬业度的影响。实证研究表明,工作内嵌入在组织支持感对员工敬业度的影响关系中起中介作用,并在文章最后提出了该研究结果的理论与实际意义。  相似文献   

10.
工作投入反映了员工对组织的认同与依赖程度,是员工工作绩效的重要影响因素,也是提高组织整体效能和竞争力的重要来源。采用问卷调查法,选取南京、上海、郑州等地区的346名银行员工为研究对象,探讨心理授权对银行员工工作投入的影响作用机制。通过相关分析和结构方程分析,结果发现,心理授权对工作投入有显著正向影响;组织承诺在心理授权和工作投入的关系中有部分中介效应。  相似文献   

11.
国有控股集团企业知识型员工激励组合包括薪酬激励、工作成就激励、个人成长激励、工作环境激励、知识转移与共享激励等主要方式。实证研究表明,在薪酬激励方面,固定薪酬激励效应已降至最低水平,远不及奖金、福利、股权及期权激励策略。在工作成就激励方面,工作重要性和岗位转换的激励效应已降至中等水平,工作挑战性及相关荣誉更加能够激起员工工作积极性。在个人成长激励方面,担任重要角色、规范的技术培训与开发制度的激励效应为中等水平,而拥有资源配置权、负责组建研发团队和参与决策制定具有重要激励作用。在工作环境、知识转移与共享激励方面,先进的RD设施、优秀的企业文化、有利的团队冲突、规范的团队激励机制和健全的知识共享机制对员工的激励效应水平已高于较强团队凝聚力、顺畅的沟通激励以及优秀的领导、弹性工作时间和良好的学习环境。  相似文献   

12.
This study examines the effects of direct work experience, gained through internships and cooperative educational experiences, on subsequent knowledge acquisition. In particular, theoretical and empirical research in education, cognitive psychology and accounting suggests that experienced individuals develop organizational knowledge structures which allow them to better assimilate new information into memory than inexperienced individuals. Consistent with this notion, the research investigates whether the benefits of prior direct work experience on knowledge acquisition is a function of the nature of the learning tasks (structured versus unstructured) used in subsequent educational experiences.As hypothesized, the results indicate that inexperienced subjects were assisted to a greater extent in the knowledge acquisition process by structure oriented tax return preparation tasks than by relatively unstructured tax research assignments. Also consistent with expectations, the opposite was true for experienced subjects. When experienced subjects were provided with instruction supplemented by unstructured tax research assignments, they demonstrated a greater level of tax knowledge than when assigned structured tax return problems. Further, the knowledge level of experienced subjects was found to be greater than that of inexperienced subjects only when unstructured tax research assignments were provided. These findings suggest that all benefits of direct work experience on the knowledge acquisition process cannot be realized without the specific consideration of such experiences on the design of educational and firm training materials. Finally, the study also indicates that the benefits of direct work experience on subsequent knowledge acquisition are generally greater for individuals with low versus high learning aptitudes.  相似文献   

13.
知识已成为企业日益重要的生产要素,而有效的知识管理以企业知识的分享为基础。企业知识的分布式特征带来了企业未来知识状态的不确定和相应的管理行为的不确定性;主体能力因素、制度文化因素和技术媒介因素能够影响企业知识分布式共享,而企业分布式知识共享机制的建立是企业知识、企业员工、企业组织和企业技术等方面要素的系统整合过程。  相似文献   

14.
Tax knowledge is critical for companies to comply with tax laws and engage in tax planning and avoidance. Firms rely on external advisers in handling tax issues, however, sharing corporate tax knowledge with external advisers entails both opportunities and risks. We identify four relational factors that are associated with the decision of corporate taxpayers to share knowledge with external tax advisers. Survey data from 221 corporate taxpayers reveals a novel distinction between operational and strategic knowledge sharing. The operational dimension has a functional nature, whereas the strategic dimension has a more intentional character. Accessibility to, and a positive experience with, external advisers enables operational knowledge sharing. When firms perceive specific tax benefits in relation to sharing knowledge, they are more inclined to engage in operational knowledge sharing with external advisers but less prone to strategic knowledge sharing. Instead, strategic knowledge sharing is enhanced when firms have access to, and value the knowledge of their advisers, although this latter factor plays no significant role in explaining operational knowledge sharing. A positive experience with advisers also associates with strategic knowledge sharing. We link our results to other research and discuss implications for regulators considering, or requiring, firm disclosures of corporate tax strategy.  相似文献   

15.
Vertical information sharing in the budgeting process   总被引:1,自引:1,他引:0  
This study develops a model of vertical information sharing between superior and subordinate in the budgeting process. Upward information sharing involves the revelation of private information by subordinate to superior. Its proposed antecedents are budget participation and organizational commitment while job performance is a proposed outcome. Downward information exchanges from superior to subordinate are also examined by including role ambiguity in the model. Survey results suggest that vertical information sharing is an important intervening variable in understanding the performance effects of budget participation and organizational commitment.  相似文献   

16.
通过运用 SEM模型,从激励协同视角系统分析中小银行战略联盟创新绩效的影响因素,结果发现:激励协同对战略联盟创新绩效有直接正向影响;激励协同通过促进不同层次知识主体的知识转移和知识共享进而对战略联盟创新绩效产生间接正向影响;激励协同序参量对战略联盟创新绩效及不同层次知识主体知识转移、知识共享均有促进作用.  相似文献   

17.
Accountability of marketing actions is a topic of ongoing interest. In accordance with the growing importance of the subject, a multitude of customer metrics has been developed intended to measure and value marketing investments and link their returns to financial results and performance. Managers widely acknowledge the need for quantitative measures of marketing performance but now face the challenge of deciding which metrics to measure and how to interpret them. One of the main difficulties lies in the interdependencies of metrics. Those interdependencies may lead to serious misinterpretation and have been widely neglected in the existing literature. Therefore, this study empirically tests if the influence of customer perceptual metrics (for example, customer satisfaction) on customer profitability persists when customer behavioural metrics are considered. We use data from a large European financial service provider. Our findings support the relevance of mediating effects of customer behavioural metrics (for example, cross-selling ratio) on the relationship between customer perceptual metrics and customer profitability. The article contributes significantly to the body of knowledge about interdependencies between different customer metric combinations by considering direct and indirect links, testing for mediator effects, and evaluating their impact on customer profitability.  相似文献   

18.
商品价值,实质上是人们以社会必要劳动为基准,对商品生产行为所作出的一种肯定评价。知识对商品价值生产的作用,是通过优化物化劳动资源与活劳动资源的秉赋,拓展人们对自然资源认识的广度与深度,进而提高社会劳动生产率,改变企业个别劳动生产率与社会平均劳动生产的相对水平而间接实现的。  相似文献   

19.
自我效能是影响投资者决策的重要心理变量,依据中国家庭金融微观调查数据,运用传统的logit回归、Fama-French序贯排序列表、倾向得分匹配方法(Propensity Score Match ,简称PSM)检验自我效能对投资者参与的影响程度,结果显示自我效能对投资者参与有显著的正向影响。自我效能的定义涉及排序区域的选择,基于不同的排序区域给出了自我效能的7种不同定义,发现在不同定义下自我效能对投资者参与的正向影响均为显著。  相似文献   

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