教练型领导影响新员工角色社会化机理研究

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。     

知识经济条件下领导的变革理念重塑--兼论领导与管理的区别

在知识经济条件下,时代背景、企业长远发展与领导的本质属性,都要求领导工作必须以变革为一切活动的宗旨与核心.理念的变革影响到企业战略的成败,领导者理念的变革至关重要.领导者进行理念变革的路径有:领导者对关系组织生存与发展的政治、经济、文化等变量要有较高的敏感度;要确立组织的远景目标;要坚定改革的信念;要变革组织的系统和结构;要说服与影响员工适应变革,向既定目标前进.     

变革型领导与工作满意度相关关系的中介变量研究

变革型领导对员工相关工作态度、工作绩效及行为等方面的影响效果及机制问题受到了越来越多学者的关注。工作满意度对企业的发展至关重要,已有研究表明变革型领导风格显著影响员工工作满意度,但它们之间有时并不表现为必然的直接关系,还可能受到中介变量的影响,已被证实具有中介作用的变量包括效能感、心理授权、信任和工作特征等。     

悖论式领导对员工工作绩效的影响：二元工作激情和角色认同的作用

依据企业员工调查问卷数据，基于自我决定理论，考量悖论式领导对员工工作绩效的作用机制和边界条件。结果表明：悖论式领导与员工角色内绩效、角色外绩效均显著正相关，和谐型工作激情在其中发挥中介作用，强迫型工作激情仅中介悖论式领导与角色内绩效之间的关系；角色认同削弱了悖论式领导与和谐型工作激情的正向关系，但会强化悖论式领导对强迫型工作激情的负向影响。     

自恋型领导对员工组织忠诚影响的双刃剑效应

基于权威关系模型和自我归类理论，考量自恋型领导对员工组织忠诚的影响，以及内部人身份感知的中介作用和权力距离导向的调节作用。结果发现：自恋型领导的自主特征正向影响员工组织忠诚，自恋型领导的任性、过度敏感特征负向影响员工组织忠诚；内部人身份感知在自恋型领导与组织忠诚之间发挥部分中介作用；权力距离导向强化了自恋型领导的自主、过度敏感特征对内部人身份感知的影响。     

情绪劳动、情绪耗竭与工作绩效的关系研究

情绪劳动人力资源管理的新兴研究领域,也是组织行为学的热门话题。情绪劳动是指员工因为工作需要而表现出特定的情绪要求得过程。员工的情绪对个体工作绩效、组织绩效、服务管理等具有重要影响。因此组织应该重视员工的情感内容,科学合理的对员工进行情绪劳动管理,从而提高工作绩效,帮助员工个人更好服务组织。     

高绩效工作系统对组织公民行为的影响

本文首先阐述了高绩效工作系统、组织认同、组织公民行为之间的关系,其次通过相关分析、分层回归分析检验了本文提出的假设,最后得出结论:高绩效工作系统有助于员工组织公民行为的形成,组织认同在高绩效工作系统对组织公民行为的影响中起部分中介作用。     

组织中领导行为有效性的新启示

领导行为有效性研究一直是组织行为研究中的一个重点内容。影响领导行为有效性的因素以及如何提高领导的有效性是领导理论研究和实践研究的核心。领导理论的研究成果可分为三个方面,即领导特性理论、领导行为理论和领导权变理论。本文在回顾各类领导理论的基础上,主要以变革型领导理论作为指导依据,进行组织中领导行为有效性的实践研究,主要从领导者如何使用权力,运用权术,如何用人,如何授权,如何控制以及如何创建组织文化以及领导文化方面进行阐述和分析。本文力图从微观和操作层面入手,通过大量的古今中外的领导人物实际案例来分析哪些领导行为是有效的,分析哪种领导行为方式会对领导者及所在团队或组织产生积极的影响。     

浅析变革型领导理论及其与中国传统管理思想的结合

本文介绍一种新的领导理论--变革型领导理论的概念、结构和测量及其实证研究,揭示了该理论在激发员工斗志、提升工作效率方面存在的优势。最后将变革型领导理论与中国传统管理思想结合,给以中国管理实践新启示。     

组织支持感对员工知识共享行为的影响：自我效能的中介效应

员工知识共享行为能够促进知识在组织边界内产生溢出效应，从强化内部动机的视角引入自我效能分析组织支持感与员工知识共享行为之间的关系，并构建概念模型进行实证研究具有重要的理论价值。实证结果表明：组织支持感的三个维度中工作支持、价值认同对员工的知识获取行为和知识贡献行为都具有显著的正向影响，关心利益只对员工的知识获取行为具有显著正向影响；自我效能在工作支持、价值认同与知识贡献之间和在价值认同与知识获取之间起到完全中介作用，在工作支持与知识获取之间起到部分中介作用。     

银行柜员情绪表现规则对情绪劳动影响的实证研究

银行柜员情绪表现规则和情绪劳动的实证表明:表达积极情绪的表现规则对浅层行为、深层行为具有正向影响;抑制消极情绪的表现规则对浅层行为具有正向影响,对深层行为具有负向影响,深层行为和表达积极情绪的表现规则相关性较高,浅层行为和抑制消极情绪的表现规则相关性较高。     

服务型领导行为对员工建言的影响机制与边界研究

基于社会角色理论，依据问卷调研数据，考量服务型领导行为对于员工建言影响机制与边界条件。结果显示：服务型领导行为通过改善领导-员工关系，有助于促进员工产生建言行为，女性领导影响更强。因此，管理者应采取服务型领导行为，促进企业在复杂的竞争中依靠全员智慧得到更好的发展。     

The interplay of salesperson’s job performance and satisfaction in the financial services industry

Research has not yet provided conclusive confirmation or disconfirmation of any model that discusses the relationship between job satisfaction (JS) and job performance (JP). This article reviews the relationship in the financial services industry setting and examines in line with the precedents (perceived organizational support, role ambiguity, role conflict (RC), work-family conflict (WFC), emotional exhaustion (EE)) and the consequences (organizational commitment). Findings suggest that, in the financial services industry, JP causes JS and has a positive effect on organizational commitment. This study also finds that WFC serves as an antecedent to RC, EE and JS. Most importantly, the finding that WFC is significantly related to RC is new and thus needs to be confirmed in different industry settings.     

Addressing Financial Inclusion Challenges in Rural Areas from the Financial Services Marketing Employee Emotional Labor Dimension: Evidence from Nigeria

Financial authorities basically regard low financial literacy rate and poor information and communication technology as the major challenges facing financial inclusion drive, particularly among rural dwellers in Nigeria. No study has assessed the cause of low financial inclusion from the financial services marketers’ emotional labor perspective. This quantitative study attempted to close this gap by exploring how emotional labor variables relate to financial services sales performance and job satisfaction among bank marketers. Primary data were collected from 417 bank marketers operating in Edo and Delta States. Partial least squares structural equation modeling was used to test the formulated hypotheses. The outcomes show that surface acting has a significant negative effect on financial service sales outcomes and job satisfaction, while deep acting was found to have a significant positive effect on financial service sales outcomes and job satisfaction among bank marketers.

     

Antecedents of Budget Participation: Leadership Style,Information Asymmetry,and Evaluative Use of Budget

This study explores the causes or antecedents of budget participation to understand more fully the role of participation in the workplace. The study focuses on the reasons why superiors encourage the budget participation of their subordinates and draws upon several theoretical perspectives including leadership theory, agency theory and organizational justice. To examine the issues, a survey was administered to managers and supervisors in several companies. Results of path analysis suggest that superiors encourage subordinate participation when the superior's leadership style is considerate. This implies that budget participation may mediate the relation between leadership style and work outcomes. Results also suggest that superiors encourage participation when budget goals are used in the performance evaluation of subordinates, in which case, the study argues, the superiors encourage participation because of concerns about organizational justice. This finding implies that budget participation may mediate the relation between the evaluative use of budget and those work outcomes that prior research has linked to organizational justice. The proposed relation between information asymmetry and budget participation is not supported.     

The association between transformational leadership in German hospitals and the frequency of events reported as perceived by medical directors

This paper aimed to evaluate how transformational leadership behaviour is associated with patient safety culture in a hospital context. In line with findings from other high-hazard industries, we predicted that in hospitals, executives’ perceived emphasis on transformational behaviour would positively influence the frequency of events reported by staff on the front line of service provision. Our hypothesis was confirmed by fitting a multivariable regression model to a sample of 507 medical directors of German acute-care hospitals. Results revealed transformational leadership in hospitals was a significant predictor of the reporting frequency of safety events, as perceived by medical directors. Our findings highlighted the critical role that executive behaviour plays in staff participation in patient safety initiatives. Preventing patients from unintended harm can then be traced back to the organisational level that is the farthest away from direct patient interaction. Consequently, these findings may provide guidance for hospitals aiming to raise employees’ awareness of patient safety and prevent unintended patient harm prospectively.     

劳动杠杆的定价效力:来自中国A股市场的证据

本文选取中国沪深A股2002年至2018年的季度数据,从公司层面考察了劳动杠杆(由劳动力成本粘性特征导致的企业利润变化率大于产出变化率的经济现象,可理解为不考虑固定成本时经营杠杆的特殊表现形式)对股票截面收益率的定价效力。结果发现:(1)劳动杠杆对截面收益率具有显著负向影响,具体表现为高劳动杠杆公司的收益率低于低劳动杠杆公司的收益率;(2)该影响在控制了公司特征后依然显著存在;(3)该影响在不同经济周期下表现不同:在经济下行期,负向定价效力更为明显。进一步地,本文通过生产率冲击和工资冲击这两个风险来源探究了劳动杠杆的作用机制。结果表明,劳动杠杆一方面通过生产率冲击产生显著正向影响,另一方面通过工资冲击产生显著负向影响。但后者的影响程度显著强于前者,两者的相对重要性取决于上市公司的技术水平。相关结果能够为公司应对劳动力成本上升、理解劳动杠杆的定价机制及相关投资策略的制定和风险管理等提供经验支持。     

The Role of Leadership in the Turnaround of a Local Authority

This article examines leadership behaviour during a successful turnaround in a public services organization. Using findings from recent research on leaders in the public services, this article sets out a number of propositions about leadership behaviour. Then a case study of Newham Council from 1996 to 1999 is analysed to show that effective public services leaders do not simply work through visions, communications and empowerment. Successful leadership appears to be much more complex in turnaround situations than is suggested by much of the literature on visionary and transformational leaders.