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1.
鉴于员工内部揭发能有效阻止企业中的非伦理行为,很多研究开始关注员工内部揭发问题。本研究着眼于员工内部揭发的伦理性,认为伦理型领导能够降低员工的道德推脱意识,从而正向影响员工内部揭发意向;员工感知的社会责任感正向调节伦理型领导对员工道德推脱的作用。本文通过三个阶段的数据收集,得到232套有效问卷。实证结果表明:(1)伦理型领导能够显著正向影响员工内部揭发意愿;(2)道德推脱在伦理型领导和内部揭发间起中介作用;(3)员工感知的企业社会责任对道德推脱在伦理型领导与内部揭发之间的间接关系起到调节作用,也即只有当员工感知到企业承担更多的社会责任时,伦理型领导通过道德推脱影响员工内部揭发意向的中介作用是显著的。本文在理论上丰富了伦理型领导与员工内部揭发之间作用机制的研究,对有效促进组织内部揭发的途径有重要启示作用。 相似文献
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创业型领导是企业应对高度不确定环境的有效领导力,通过机会开发、变革创新保持竞争优势与实现可持续发展。依据战略创业理论和效果推理理论,对高科技企业高管和员工展开问卷调查,探究不确定环境下创业型领导对组织创新绩效的影响机制。结果表明:创业型领导正向预测组织创新绩效;组织即兴在二者之间起部分中介作用;环境动态性正向调节创业型领导与组织即兴关系,并进一步调节组织即兴在创业型领导与组织创新绩效间的中介效应。该研究发现对企业充分发挥领导效能、促进组织创新具有重要指导意义。 相似文献
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基于社会交换理论和社会认知理论,采用两阶段追踪调查数据,探讨不同目的取向绩效考核对员工越轨创新的差异化影响,并检验角色宽度自我效能感与共享型领导在两者间的作用机制。研究结果表明:发展型绩效考核正向影响员工越轨创新,评估型绩效考核负向影响员工越轨创新;角色宽度自我效能感在不同目的取向绩效考核与员工越轨创新间起部分中介作用;共享型领导不仅显著提升发展型绩效考核对角色宽度自我效能感的正向影响,增强角色宽度自我效能感在发展型绩效考核与员工越轨创新间的中介作用,而且弱化评估型绩效考核与角色宽度自我效能感间的负向影响,削弱角色宽度自我效能感在评估型绩效考核与员工越轨创新间的中介作用。该研究结果不仅丰富了越轨创新的理论研究,而且为企业实施不同目的取向的绩效考核提供了有益启示。 相似文献
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《Journal of Comparative Economics》2022,50(1):153-173
Soaring levels of public debt in low-income countries are fuelling concerns about their ability to achieve the Sustainable Development Goals, such as free access to primary education. In the late 1990s and 2000s, international financial institutions introduced a series of debt relief initiatives aimed to restore debt sustainability among highly indebted countries. This study examines the impact of these initiatives on primary school attendance. We exploit the temporal variation in the implementation of these policies, in combination with individual-level data from 177 Demographic and Health Surveys covering more than 1.5 million school-age children from 44 low-income countries to implement difference-in-differences and spatial difference-in-discontinuity estimators. Results suggest that debt relief initiatives, by freeing up additional public resources, have significantly contributed to increasing primary school attendance in heavily indebted countries. Impact heterogeneity analysis also shows that debt relief has been effective at reducing wealth-based, intergenerational, religious, ethnic and spatial inequalities in education. Our results provide robust evidence to assert that debt relief, in combination with other financing sources, can contribute to improving educational outcomes in highly indebted poor countries. 相似文献
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《Business Horizons》2022,65(4):401-411
Organizations underperform, or fail, when members avoid partnering with managers—whether through subtle resistance, disagreement, protest, or walkout—to achieve common purpose. Managers should boost partnering not by affecting a pretense of leadership but through a nuanced balance of managerial authority and understanding of members’ points of view. The objective of this article is to sharpen attention on the concept of partnership with organization members and how it relates to some of the important previous literature. We also argue that some of the previous scholarly work contributes to misconceptions related to these concepts. Our work is forward-looking in that it is motivated by the dangerous societal and cultural differences evident in the world, differences that surround management’s decisions and that may induce an overuse of authority to quash disquiet. Using our experiences in both industry and academia, we argue that the crucial link between managers and members is leadership—not leadership thought of as directional and inspirational, but leadership as building a relationship toward common purpose through partnership. “Lead” and “leader” are sorely misused terms, and worse, substituting “leader” for “manager” is just plain wrong. We believe that managers become leaders only when followers agree to follow, not when the managers simply step forward energetically with direction. Managers are cheated by mistaken definitions. Reviewing past perspectives about what makes good leaders and managers, we rethink ways to enhance organizational harmony through a clearer understanding of managership, leadership, followership, and partnership. Only by thinking and acting as partners in common purpose can managers and members form the core of success in organizational endeavors. 相似文献
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基于领导理论、组织学习理论和组织动态能力理论,研究变革型、交易型领导对探索性创新和应用性创新的影响,引入知识积累、能力柔性,考察其在两者间的中介作用和调节作用。层次回归分析结果表明:变革型领导对组织探索性创新具有显著正向影响,交易型领导则对应用性创新具有显著正向影响;知识积累在不同领导风格与双元性创新间起中介作用。其中,知识积累在变革型领导与探索性创新间起完全中介作用,而在交易型领导与应用性创新间起部分中介作用;最后,能力柔性在不同领导风格与双元性创新间具有调节效应。 相似文献
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Teresa C. Lacerda 《Business Horizons》2019,62(2):185-197
An economic recession is a type of crisis originated from external factors that may imperil an organization’s survival depending on the intensity and duration of the crisis. In peripheral European countries, such as Portugal, the recent financial crisis had devastating effects on various business activities. As a result, Portugal represents an important case study in examining how some corporate leaders have handled the economic recession successfully. I interviewed 20 corporate managers to capture their perceptions of the leadership traits and behaviors exhibited by their CEOs in guiding their companies through the recession. In economic recessions, negative constraints do not affect the most effective leaders, who instead erect barriers against the high-pressure conditions to create a supportive, positive work environment. In order to achieve maximum effectiveness, leaders must act as blocking agents against the negative social impacts of the economic crisis, including the fragility of trust in organizational life (i.e., a barrier against distrust), uncertainty of the future (i.e., a barrier against uncertainty), and toxic emotions (i.e., a barrier against toxic emotions). 相似文献
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《Journal of Retailing》2019,95(2):144-155
Despite the critical role that store managers play in linking top management teams and service/retail employees, as well as in fulfilling corporate strategy within chain store environments, service management research infrequently addresses the factors that may promote store managers’ effective exchange relationships within the firm and subsequent effects on store operations and profitability. This study focuses on how store managers’ performance orientation, trust of a regional manager’s capabilities, and organizational commitment affect a manager’s relationships relative to regional managers and frontline employees. The direct effect of store managers’ relationship capacity on store performance is also examined. The results, based on survey data from managers of stores of a retail and service chain and company financial reports, generally support the suggested hypotheses. Specifically, a store manager’s relationship with his/her supervisor has a strong influence on how the manager views the supervisor’s leadership support and leadership style, which ultimately influence store performance (primary goods/service sales and store profits). 相似文献
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基于社会情感财富理论,以2009-2015年394家中国A股上市家族企业为有效研究样本,就代际传承对家族企业创新投入的影响进行实证研究,考察组织环境特征变量--环境不确定性与家族企业治理主体个体特征变量--二代继承人受教育程度对该影响的调节作用。研究发现:①代际传承会降低家族企业创新投入水平;②环境不确定性会强化代际传承对家族企业创新投入的负向影响;③二代继承人受教育程度会减弱代际传承对家族企业创新投入的负向影响。由此提出,家族企业应将延伸型社会情感财富纳入战略决策考量,并切实加大创新投入,重视对二代继承人多维能力的考察与培养;政府应着力为家族企业代际传承与创新战略实施创造良好的金融、法制与经营等制度环境,提供智力资本与企业家网络平台等支持。 相似文献