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。     

残疾人组织公平、工作嵌入与工作绩效:一个典型职场弱势群体的实证

在我国社会分层背景下,残疾人这类典型弱势群体在职场中常遭受非公平对待并因此而工作绩效低下,这直接影响着我国和谐社会的构建。笔者利用上海市273名残疾员工调研数据和结构方程模型(SEM)分析,其结果表明:(1)组织公平感的三个维度即分配、程序和互动公平均正向显著影响任务绩效,而组织公平中仅有互动公平正向显著影响周边绩效;(2)工作嵌入对任务和周边绩效有正向显著预测作用;(3)工作嵌入在组织公平(分配、互动公平)与任务和周边绩效间具有中介效应,在组织公平(程序公平)与任务和周边绩效间无中介作用。这说明:对于职场弱势群体,员工组织公平感的提高,不仅会对其岗位说明书明确要求的任务绩效产生正向影响,同时也会带来那些非工作角色所要求的、不能被组织正式奖励系统所识别的周边绩效的提升;对于组织管理者而言,采取相关措施来构建组织公平氛围、提高员工工作嵌入度,是对职场弱势群体绩效提升和优化的一个有效途径。本研究的价值在于:一方面,探讨了组织公平与工作绩效多个维度间的关系;另一方面,突破现有组织公平和工作绩效研究对象多为普通员工的局限,关注了职场弱势群体这一类当前特殊且重要的工作人群展开实证。     

合作创新如何更有效? ——基于专用性投资与战略信息共享的视角

互联网发展以及数字经济背景下,专用性投资如何影响组织间合作创新,至今结论仍不清晰。基于交易成本理论和社会交换理论,本文将战略信息共享纳入纵向合作研究框架,剖析不同类型专用性投资对组织间合作创新绩效影响的微观机理。研究结果显示：不同类型专用性投资的影响存在差异,其中,人力专用性投资对战略信息共享的正向影响最显著,而品牌专用性投资的影响强于流程专用性投资;战略信息共享显著促进合作创新绩效,且在专用性投资对合作创新绩效的影响过程中具有中介作用;关系信任在专用性投资与战略信息共享的关系中起正向调节作用,但在战略信息共享与合作创新绩效的关系中起负向调节作用;资源互补性正向调节战略信息共享与合作创新绩效的影响。     

心理契约破坏感对员工工作态度的影响——组织支持感的中介作用

本文主要研究心理契约破坏感对员工工作态度的影响,以组织支持感为中介变量。我们发现心理契约破坏感对工作态度有负向影响;心理契约破坏感对组织支持感有负向影响;组织支持感在心理契约破坏感和员工工作态度之间起着中介作用。     

管理决断权、财务柔性与企业技术创新

本文以2010-2018年沪深A股上市公司为研究对象,通过构建中介效应模型和有调节的中介效应模型,实证研究管理决断权对企业创新绩效的影响路径,以及CEO变更对管理决断权、财务柔性与企业创新绩效之间关系的调节效应。研究结果表明,提升管理层的管理决断权有助于促进创新绩效,而且财务柔性在管理决断权影响创新绩效过程中起不完全中介作用,存在"管理决断权水平高-→财务柔性水平高-→企业创新绩效高"的传导路径;CEO变更会正向调节财务柔性在管理决断权正向影响创新绩效中的中介效应,即存在有调节的中介效应。本文深化了管理决断权影响企业创新绩效的研究,对企业在CEO变更条件下建立和推动创新导向、增加研发投资以提升创新绩效具有重要的现实意义。     

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。     

企业员工薪酬公平感的中介作用:基于金钱崇拜与组织公民行为的关系

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。     

共享领导对员工创造力的“双刃剑”效应——心理安全感和角色压力的作用

运用工作资源-要求模型,基于心理安全感和角色压力的作用,考量共享领导对员工创造力的影响。结果表明,心理安全感在共享领导与员工创造力之间起正向中介作用（前后两半段路径均为正向）;角色压力在共享领导与员工创造力之间起负向中介作用（前半段路径均为正向,后半段路径为负向）。鉴此,管理者应密切关注共享领导实施过程中的员工心理安全感建设,激发出共享领导对员工创造力的积极效应     

组织支持感对员工工作绩效的影响——组织公民行为的中介作用

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。     

团队绩效压力影响团队绩效和员工退缩行为机理探讨——基于情感事件理论研究

团队绩效压力能给员工带来紧迫感,督促成员通过共同协作高质量完成任务要求以更好地实现绩效目标。以往研究提出了团队绩效压力的积极效应,但并未明确积极效应的具体影响机理与作用路径,且缺乏从团队层面广泛而深入的探讨。笔者基于情感事件理论,探讨了团队绩效压力对团队绩效和团队成员工作退缩行为的影响机理以及团队绩效压力所致积极结果的路径。研究应用Mplus分析软件,通过对98个团队领导和460名员工的有效配对调查问卷统计分析证实：团队绩效压力对团队绩效存在显著正向影响和对个体工作退缩行为存在显著负向影响,积极团队情感基调中介了上述影响作用;领导者积极情感表现正向调节团队绩效压力对积极团队情感基调的影响,且正向调节了积极团队情感基调在团队绩效压力和团队绩效之间的中介效应。本文基于实证检验的研究结论,拓展了绩效研究领域关于团队绩效压力影响方面的学术探讨边界,丰富了相关团队绩效压力理论研究的参考文献,为企业组织更好地理解团队绩效压力进而有效管理团队和遴选合适的团队领导提供了理论依据。     

The effect of non-financial performance measures,organisational politics and political skill on job performance: Evidence from China

We investigate the role of organisational politics (i.e., general political behaviour, going along to get ahead and pay and promotion policies) and political skill on the relationship between non-financial performance measures and job performance, relying on a sample of manufacturing firms in China. Results suggest that non-financial performance measures positively affect managers' job performance, and non-financial performance measures reduce general political behaviour and pay and promotion policies. Results further suggest that managers' political skill positively affects job performance, and political skill also moderates the relationships between (1) general political behaviour and (2) pay and promotion policies, and job performance.     

市场响应、资源拼凑对新产品开发绩效的影响研究——惯例复制的双元调节作用

依据298家中国企业的经验数据探究市场响应对新产品开发绩效影响的作用关系,深入剖析这一影响机制的中介效应和外部因素的调节作用。实证研究结果表明：市场响应对新产品开发绩效存在显著的正向影响关系;市场响应对资源拼凑存在显著的正向影响关系;资源拼凑对新产品开发绩效存在显著的正向影响关系;资源拼凑在市场响应对新产品开发绩效的影响关系中存在中介作用;惯例复制正向调节了市场响应对新产品开发绩效的影响关系,惯例复制正向调节了资源拼凑对新产品开发绩效的影响关系。     

The impact of digital transformation of manufacturing on corporate performance — The mediating effect of business model innovation and the moderating effect of innovation capability

Digital technologies have been rapidly changing traditional industries. In the given context, this study reveals the internal influence mechanism of digital transformation on the corporate performance of the manufacturing industry based on the resource-based view theory. We build a theoretical framework incorporating business model innovation and innovation capability as mediator and moderator variables. To evaluate our hypothesis, we conduct an empirical study on 255 Chinese manufacturing enterprises. We classify digital transformation into exploitative and explorative transformations with the ambidexterity theory. The results show that exploitative and explorative digital transformations significantly and positively impact corporate performance, and business model innovation has a significant mediating effect. Innovation capability positively moderates the impact of exploitative and explorative digital transformations on business model innovation and moderates the mediating effect of business model innovation. This paper provides support for promoting the deep integration of the digital economy and the real economy.     

The association between performance appraisal systems,work‐related attitudes and academic performance

This study examines the association between Brown et al.’s (2010) four dimensions of the quality of the performance appraisal system (the clarity, communication, fairness and trust) with the work‐related attitudes [job‐related stress, employee organisational commitment (EOC) and propensity to remain] of Australian accounting academics. Furthermore, the study examines the influence of such work‐related attitudes on academic performance in respect to research, teaching and community service. Data were collected from a mail survey distributed to accounting academics within Australian universities. The results indicate that all four dimensions of the quality of the performance appraisal system were associated with work‐related attitudes. Specifically, communication, fairness and clarity were positively associated with the level of EOC, trust was negatively associated with job‐related stress and fairness was positively associated with the propensity to remain. With respect to the effect on academic performance, job‐related stress was found to be negatively associated with research performance, while the level of EOC was positively associated with both teaching and community service. The findings highlight the importance of improving the quality of performance appraisal systems within the Australian higher education sector.     

Behavioral effects of fairness in performance measurement and evaluation systems: Empirical evidence from France

The measurement and evaluation of employee performance are crucial aspects of the management accounting system because of their effects on employee motivation. It is therefore important for management accountants to understand how such effects occur. Fairness may be a key explanatory factor. This study proposes that the effects of the fairness of employee performance measurement and evaluation procedures on employee job satisfaction and organizational commitment are indirect. The results, based on a sample of 60 French managers, support these expectations. For the relationship between procedural fairness and job satisfaction, the effects are indirect through trust and fairness of outcomes. For the relationship between procedural fairness and organizational commitment, the effects are indirect through fairness of outcome, trust and job satisfaction. The results also indicate that affective effects through trust and satisfaction are substantially stronger than that through fairness of outcome. Fair performance evaluation procedures therefore do more than the mere provision of equitable outcomes among French managers.     

高管背景特征、产品市场竞争与智力资本信息披露——来自我国A股高科技行业的经验证据

以沪深两市高科技上市公司为样本,依据高层梯队理论,实证考察高管背景特征与公司智力资本信息披露行为间的相关性以及产品市场竞争对这一关系的调节效应。结果表明：高管年龄与智力资本信息披露水平显著负相关,而高管学历、任职时间与智力资本信息披露显著正相关;产品市场竞争不仅直接对智力资本信息披露行为产生显著的负面影响,而且强化了高管年龄与智力资本信息披露间的负相关程度,弱化了高管学历、任职时间与智力资本信息披露间的正相关程度。     

The role of organisational concern for workplace fairness in the choice of a performance measurement system

Prior studies linking performance management systems (PMS) and organisational justice have examined how PMS influence procedural fairness. Our investigation differs from these studies. First, it examines fairness as an antecedent (instead of as a consequence) of the choice of PMS. Second, instead of conceptualising organisational fairness as procedural fairness, it relies on the impression management interpretation of organisational fairness. Hence, the study investigates how the need of senior managers to cultivate an impression of being fair is related to the choice of PMS systems and employee outcomes. Based on a sample of 276 employees, the results indicate that the need of senior management to cultivate an impression of being fair is associated with employee performance. They also indicate that a substantial component of these effects is indirect through the choice of comprehensive performance measures (CPM) and employee job satisfaction. These findings highlight the importance of organisational concern for workplace fairness as an antecedent of choice of CPM. From a theoretical perspective, the adoption of the impression management interpretation of organisational fairness contributes by providing new insights into the relationship between fairness and choice of PMS from a perspective that is different from those used in prior management accounting research.     

The role of inclusive work environment practices in promoting LGBT employee job satisfaction and commitment

ABSTRACT

One of the most enduring issues facing public administration and public policy is discrimination against and exclusion of lesbian, gay, bisexual, and transgender (LGBT) employees in the public workplace. Research on how inclusion management influences LGBT public servants’ work outcomes is limited. The US Office of Personnel Management (OPM) synthesized a construct of integrated inclusive work environment consisting of five practices thought to be important for public employee work outcomes. Social exchange theory is used in this paper to theorize about the effects of these different inclusive work environment practices on LGBT employee job satisfaction and organizational (affective) commitment. An inclusive work environment approach was found to have a positive effect on LGBT employee job satisfaction and affective commitment in federal government staff in the USA. However, individual inclusive work environment practices varied in their effects on LGBT employee job satisfaction and affective commitment.