知识型员工创新行为:组织学习与知识分享的作用研究

基于组织文化内容观的视角,以知识分享为中介变量,深入研究组织学习对知识型员工创新行为的影响。对华南地区企业员工进行问卷调查,并运用结构方程模型对293份有效问卷进行系统分析。结果表明:组织学习、知识分享对知识型员工创新行为具有显著的正向影响;组织学习对知识分享具有显著的正向影响;知识分享意愿与知识分享能力在组织学习对知识型员工创新行为影响中发挥着显著的完全中介作用。最后,分别从个体层面和组织层面为管理实践提出针对性建议。     

双元领导负面影响员工创新行为的路径与边界:一个被双调节的中介模型北大核心

为探究双元领导对员工创新行为的“阴暗面”,基于资源保存理论,从员工个体资源和工作资源两个视角出发,构建双元领导负面影响员工创新行为的被双调节的中介模型。通过对336份三阶段领导—员工配对问卷的实证分析,研究发现:双元领导正向影响员工角色压力,员工角色压力负向影响员工创新行为,员工角色压力在双元领导与员工创新行为之间发挥部分中介作用;员工中庸思维负向调节双元领导与员工角色压力之间的关系,且进一步调节员工角色压力的中介作用;组织沟通开放性负向调节双元领导与员工角色压力、员工角色压力与员工创新行为之间的关系,且进一步调节员工角色压力的中介作用。     

中庸价值取向对个体绿色创新行为的影响——知识共享与组织绿色创新支持感知的作用

绿色创新源于一定的文化情景,根植于文化情景的价值取向对绿色创新具有重要影响,然而,关于我国根深蒂固的中庸价值理念对绿色创新影响的研究尚未形成统一而明确的结论。基于个体视角探讨中庸价值取向对绿色创新行为的影响机理,剖析知识共享的中介作用和组织绿色创新支持感知的调节效应,并采用层次回归分析法,建立多元回归模型,对346份高新技术企业科研人员有效样本数据进行实证分析。结果显示：中庸价值取向对个体绿色创新行为具有正向影响;知识共享在中庸价值取向与个体绿色创新行为之间具有部分中介作用;组织绿色创新支持感知正向调节中庸价值取向对知识共享、绿色创新行为的积极影响。     

谦卑型文化与知识型员工创新绩效关系:风险承担意愿与情感信任的链式中介模型

谦卑型文化是组织生存与发展的内在精神动力。作为组织文化理论研究的新兴主题,谦卑型文化研究正处于起步阶段。整合社会交换和内在动机理论,旨在探讨谦卑型文化影响知识型员工创新绩效的心理中介机制。采用问卷配对法调查268对有效知识型员工及其直接领导的研究结果表明:谦卑型文化对知识型员工创新绩效具有显著正向影响;情感信任和风险承担意愿在谦卑型文化与知识型员工创新绩效关系中发挥链式中介作用,即谦卑型文化通过增强知识型员工对组织的情感信任,提高其风险承担意愿,进而促进其创新行为。研究结果首次从谦卑型文化视角探索知识型员工创新绩效的影响因素和诱发机制,可为组织创新管理提供理论指导。     

矛盾思维对创新绩效的影响：员工跨界行为与关系冲突的作用

采用个体与团队动机综合理论模型,利用375名下属和92名领导配对问卷,基于3个时点收集数据,研究了员工矛盾思维对创新绩效的影响,以及关系冲突的调节作用和员工跨界行为的中介作用。结果表明：员工矛盾思维正向预测其创新绩效;员工跨界行为中介了员工矛盾思维与创新绩效之间的关系;关系冲突负向调节员工矛盾思维与员工跨界行为间的关系。此外,关系冲突进一步调节了员工跨界行为在员工矛盾思维与创新绩效间的中介作用。     

知识型员工的组织支持感对其建言行为的影响

利用来自北京、广州等地十多家企业的400份调查问卷,检验了知识型员工的组织支持感对其建言行为的影响以及工作投入在其中的中介作用。结果表明:知识型员工的组织支持感对其促进性建言行为和抑制性建言行为都有直接的正向影响;组织支持感能显著提高知识型员工工作投入的三个维度——活力、奉献和专注的水平;工作投入的活力因素和专注因素均在知识型员工的组织支持感与建言行为之间起部分中介作用,而奉献因素在其中的中介作用不显著。     

组织承诺、知识共享和个体创新行为的关系研究

本文以企业一线员工为研究对象,探讨了企业一线员工的组织承诺和个体创新行为的关系,同时检验知识共享在二者之间所发挥的中介作用。结果显示,组织承诺和个体创新行为二者之间存在显著的正向关系,其中情感承诺和规范承诺对个体创新行为的正向影响显著,而持续承诺对个体创新行为的正向影响不显著;知识共享确实在二者之间发挥了中介作用。另外,不同人口统计学特征分别对组织承诺和个体创新行为产生不同的影响。     

人力资源管理强度对科技企业知识型员工创新绩效的影响

基于控制理论和程序公平理论，从反馈寻求行为与程序公平感视角探索人力资源管理强度对科技企业知识型员工影响的“黑箱”机制。通过对475名科技企业知识型员工的样本数据进行层次回归分析，证实人力资源管理强度对员工创新绩效有显著正向影响，反馈寻求行为在人力资源管理强度对员工创新绩效影响中具有中介效应，程序公平感在反馈寻求行为对员工创新绩效影响中具有正向调节效应。结论有利于丰富人力资源管理强度对科技企业知识型员工创新绩效作用机制相关研究，可为提升科技企业知识型员工创新绩效提供启示。     

知识型员工认知负荷对绩效的影响：有调节的中介效应

采用问卷法调查了武汉某研究院310名研发人员,探讨组织氛围、认知负荷和人格特征对知识型员工绩效的影响。结果发现:工龄对知识型员工绩效的影响显著,工作3年以上员工的关系绩效与创新绩效显著高于工作1年以下的员工;知识型员工的4种绩效间存在显著差异,其中关系绩效最高, 其次是创新绩效、学习绩效, 任务绩效最低;认知负荷在组织氛围与员工绩效之间起部分中介作用, 中介作用受到人格因素的调节, 即认知负荷对员工绩效的影响是有调节的中介效应。     

职场精神力如何影响知识型员工合作行为——基于战略共识和目标互依性的视角

知识型员工已成为企业人力资源主体,合作行为是高绩效工作与各类组织功能的关键条件,在促进知识型员工合作行为的诸多因素中,精神动力可能比物质回报更具激励作用,但目前关于合作行为内在驱动因素尤其是精神性驱动因素的研究明显不足。聚焦精神性视角,探讨知识型员工合作行为激发过程,基于社会认同理论,考察职场精神力对知识型员工战略共识与合作行为的影响,以及合作目标互依性的边界条件。结果表明：职场精神力显著正向影响知识型员工合作行为;员工战略共识在两者关系中发挥中介作用;合作目标互依性不仅正向强化战略共识与员工合作行为间积极关系,而且正向调节战略共识的中介作用。     

A Rich Vein for “Reality Mining”北大核心CSSCISSCI

Arik Hesseldahl In the aftermath of the September 11 attacks, U.S. officials quickly turned their attention to other potential targets, including California's Golden Gate Bridge. What would happen if terrorists took down the bridge between San Francisco and Marin County? How much of the region would be affected and for how long?     

John Stuart Mill's Theory Of Justice

John Stuart Mill has traditionally been portrayed as self-contradictory and failing to construct a unified social theory. Recent scholarship, however, has challenged this view, finding Mill's work to be creatively synthetic in bridging the antinomies inherent in liberal democratic thought. This revisionist interpretation of Mill is advanced by an understanding of his theory of justice and its role in shaping his policy positions on issues such as welfare, education, voting rights, property rights, taxation, government intervention, and the future of capitalism.     

中国养活自己能力的长期预测:技术和政策分析

中国拥有世界五分之一强的人口 ,收入又在迅速增长。因此 ,国际上很自然地会考虑或推测她在今后的几十年是否有能力养活自己。中国的人口预计将从 2 0 0 0年的 1 2 8亿增长到 2 0 2 0年的 1 4 6亿 ,和 2 0 3 0年的 1 4 9亿。与此同时 ,人均收入的增长将导致对家畜和鱼类产品更大的需求 ,因而对饲料的需求也将有很大的增长     

John Stuart Mill's Theories of Wealth and Income Distribution

Although he was much influenced by David Ricardo when he wrote the classical part of his Principles , John Stuart Mill was not a Ricardian when he penned his theories of wealth and distribution. They are based on a triple foundation. First, a belief that economics is a moral discipline. Second a theory of custom-driven human behavior. Third, an empirically formed conviction that the institutions of state, education and business cooperate to structure the distribution of income. On the basis of these presuppositions, Mill formulated 1) an institutional theory of the formation of human and non-human wealth and 2) an even more institutional theory of distribution demonstrating how the aforementioned institutions malignantly skew the distribution of income to the advantage of the propertied classes and to the extreme disadvantage of the working class. As a social economist, Mill recommended institutional reforms designed to eradicate the poverty of the working class.     

Toward a Phylogenetic Reconstruction of Organizational Life

Synopsis Classification is an important activity that facilitates theory development in many academic disciplines. Scholars in fields such as organizational science, management science and economics and have long recognized that classification offers an approach for ordering and understanding the diversity of organizational taxa (groups of one or more similar organizational entities). However, even the most prominent organizational classifications have limited utility, as they tend to be shaped by a specific research bias, inadequate units of analysis and a standard neoclassical economic view that does not naturally accommodate the disequilibrium dynamics of modern competition. The result is a relatively large number of individual and unconnected organizational classifications, which tend to ignore the processes of change responsible for organizational diversity. Collectively they fail to provide any sort of universal system for ordering, compiling and presenting knowledge on organizational diversity. This paper has two purposes. First, it reviews the general status of the major theoretical approaches to biological and organizational classification and compares the methods and resulting classifications derived from each approach. Definitions of key terms and a discussion on the three principal schools of biological classification (evolutionary systematics, phenetics and cladistics) are included in this review. Second, this paper aims to encourage critical thinking and debate about the use of the cladistic classification approach for inferring and representing the historical relationships underpinning organizational diversity. This involves examining the feasibility of applying the logic of common ancestry to populations of organizations. Consequently, this paper is exploratory and preparatory in style, with illustrations and assertions concerning the study and classification of organizational diversity.     

Information infrastructure: Who builds broadband networks?

This paper examines the essential difference between the U.S. and Japan, when one considers information infrastructure. There are seven perception gaps between the U.S. and Japan concerning Information Infrastructure policies. These gaps must be understood in order to compare the countries' governmental policies in this area. In looking at the present circumstances, the essential question to answer concerns who is to build, own and operate the network(s) of the infrastructure. Liberalization is certain to be a central factor in the ongoing telecommunications debates. Now that customers have had a taste of the liberalized market-place, the movement toward more open markets will be difficult to stop. When considering options, it is necessary to pay close attention to standardized network access and the increasingly important role software plays. These issues are causing us to take a new approach to the traditional role played by regulators. They also force a closer look at the appropriate structure of utility companies. This paper addresses the above issues in hopes of stimulating dialog on the new telecommunications infrastructure paradigm.     

海岛地区产业演替及资源基础分析--以舟山群岛为例

改革开放以来,舟山市产业构成发生了显著变化,其经济发展过程可以划分为三个阶段。1992年前,是以产业结构渔业占绝对地位的单一结构阶段;1993—1998年,以旅游业为主的第三产业快速发展阶段;上世纪末以来,又进入了新一轮的经济发展时期,即工业产值比重快速增加阶段。根据海岛的自然资源基础和特点,在新世纪的经济发展过程中,舟山市应定位为生态型的港口旅游城市。以港口及临港工业为主导,以海岛旅游和海洋经济为特色,大力发展第二产业和第三产业。海岛地区的主导产业应体现海岛资源优势及区位优势,以集群性环保型产业为主。同时由于海岛地区淡水资源缺乏,主导产业也应着重选择低耗水型产业。     

风险视角下企业治理结构和研发创新——基于委托代理模型的研究

本文基于委托代理模型,从风险的视角研究企业治理结构对研发创新能力的影响。本文构建了一个包含创新活动的委托代理模型进行理论分析,利用动态DEA 模型测算创新能力,并使用2015-2018年我国上市制造业企业数据进行实证检验。实证部分检验了理论结论:委托代理问题不利于企业提升研发创新能力,且客观风险和主观风险厌恶会加剧该负面影响。基于此,本文认为上市企业应根据企业自身研发活动特点有针对性地改善企业治理结构,提出了适当延长代理人任期、推动股权激励计划、提升代理人的风险承担能力等建议。     

Nonlinearity in Stock Exchange Markets: The Case of Bist 100 Indices

In this paper,using data for the Bist 100 index,we investigate the presence of nonlinearities by employing several nonlinearity tests.The Brock,Dechert,and Sche...