“妒能”如何变成“赋能”：职场妒忌对工作绩效的影响

职场妒忌是工作中非常普遍的现象，以往研究主要聚焦在职场妒忌的“阴暗面”，却未能对其积极效应给予足够的关注。基于自我一致性理论，并结合Arnold的行动序列作为整体逻辑，探讨了职场妒忌与工作绩效的内在作用机制。研究结果表明：职场妒忌对工作绩效具有显著的正向影响；内在动机与观察性学习分别在职场妒忌对工作绩效的影响中起部分中介作用；内在动机与观察性学习在职场妒忌与工作绩效之间存在链式的中介作用；职场友谊对“职场妒忌内在动机观察性学习工作绩效”这一链式中介路径起调节作用，即职场友谊越高，职场妒忌对内在动机的正向作用越强，内在动机与观察性学习在职场妒忌与工作绩效之间的链式中介作用越强。     

中国本土管理研究中的“传统文化构念”及其变迁

“本土理念是否仍然存在？它们在进行何种变迁？它们如何在与西方理念相冲突的情形下接受、发展与融合？”等问题完全可以使用实证的方法进行研究。上述实证研究可以对“所谓‘本土’是否存在？本土管理研究是否能导致一种区别于主流的‘本土管理学’？是否存在‘管理的中国理论’？”等问题做出清晰的回答。研究中还应注意将“差序格局”“家长式领导”“关系”等构念进行哲学层次上的深层上溯，从而避免中西构念的混同，并在此基础上，明确地进行中西对比。事实上，中国本土管理学就是以中国本土构念的变迁与发展及其对管理效能的影响为主要研究对象的学科分支领域。     

产业政策扶持对企业金融资产配置——基于“五年规划”变更的自然实验

以产业政策“五年规划”的变更构建双重差分与中介效应检验，分析了政策扶持对企业“主观投资意愿”和“客观投资机会”的双重影响，以及在两种影响的共振作用下，如何进一步影响企业金融资产配置决策的微观逻辑。研究发现：产业政策扶持对企业金融资产配置具有显著促进作用。一方面，产业政策扶持不仅会通过融资约束缓解效应提升企业投资意愿，还会通过庇护效应提高企业风险容忍度、强化风险承担，从而进一步提升“主观投资意愿”。另一方面，政策扶持引发投资潮涌会恶化市场竞争、政策前瞻性及其社会价值性，又对企业短期经济价值产生抑制，从而导致企业“客观投资机会”下滑。最终，企业在客观投资不确定性加剧而主观投资意愿上升的共振作用下选择转向具有替代性的金融资产投资。异质性方面，主业投资机会、主业经营收益率和主业经营风险越高的企业增加金融资产投资的意愿更弱，说明企业进行金融资产配置更像是锦上添花，而非根本上的“脱实向虚”。     

以眼还眼：职场排斥对沉默行为的影响

本研究基于社会互动视角,探讨职场排斥与沉默行为的过程机制,在此基础上提出一个调节的中介模型,特别是工作投入和感知凝聚力的中介作用和情绪智力的调节作用。通过213名员工的三阶段时间滞后调查分析,结果显示：职场排斥正向影响沉默行为;工作投入和感知凝聚力在职场排斥与沉默行为关系中发挥中介作用;情绪智力调节职场排斥与工作投入之间的关系,调节职场排斥和感知凝聚力之间的关系;此外,情绪智力调节“职场排斥-工作投入-沉默行为”和“职场排斥-感知凝聚力-沉默行为”这两条中介路径。     

情绪表达潜规则对组织内部员工情绪耗竭的影响——以情绪表达策略为中介

组织内部员工的工作内容主要围绕同事展开，组织一般对其无明确的情绪表达要求，因而他们有表达自我真实情绪的自由。但出于人际交往和工作沟通的需要，组织内会存在多种形式的情绪表达潜规则约束。为了揭示情绪表达潜规则导致内部员工情绪耗竭的作用路径，文章以资源保存、认知失调和自我损耗理论为基础构建了组织内情绪劳动者的“情绪表达潜规则—情绪表达策略—情绪耗竭”的理论模型。通过问卷调研和数据分析，证实了积极情绪潜规则可推动员工采用深层扮演策略，使内心感受和外在情绪保持一致，减少了情绪耗竭。而消极情绪潜规则会抑制员工情绪的深层扮演，并助长表层扮演来伪装情绪，造成情绪资源流失，最终导致情绪耗竭。研究还证实了组织内的情绪劳动者在表达情绪时，虽然可同时采用深层与表层扮演两种策略，但由于情绪资源有限，他们对两种策略的选择偏好显著负相关。     

Internet市场遵循“一价定律”吗？——来自天猫商城的证据

根据搜寻理论,线上市场由于极大地降低了消费者搜寻成本,应当实现“一价定律”,然而大量的证据表明线上市场存在显著的价格离散现象。文章选取了中国最大B2C电子商务平台天猫商城上高度同质化、标准化的虚拟产品——手机充值卡作为研究对象,发现确实存在价格离散现象。然后,利用固定效应向量分解模型和蒙德拉克模型,检验了哪些因素会影响价格离散程度,发现零售商异质性越大、商家数量越多,价格离散程度越大;商品越是畅销、商品价值越大,其价格离散程度越小。文章在数据上有较大创新,对已有文献形成有益补充;结论有助于增进对中国线上市场效率的认识,能够为Internet市场“效率悖论”提供一些线索和启示。     

承诺型人力资源管理实践对反生产行为的影响机制研究——基于LMX和TMX的视角

企业内员工的反生产行为作为一种消极行为,普遍存在组织中,对组织产生很大的负面影响,管理人员迫切希望弄清反生产行为的产生机制,帮助企业预防与抑制反生产行为。本文从人力资源管理实践出发,指出承诺型人力资源管理实践能够增加领导成员交换(LMX)和团队成员交换(TMX),进而减少组织指向的反生产行为和人际指向的反生产行为。继而帮助学者与管理人员全面认识承诺型人力资源管理实践的积极作用,并为企业如何减少反生产行为提供了可借鉴的建议。     

“互联网+”还是“回归实体”？——消费模式与零售企业战略选择

互联网与移动互联网技术迅速发展，带动了许多实体零售企业投身于电子商务的创新实践，但也不乏亚马逊、阿里巴巴等网络零售企业通过投资、并购等方式积极涉足实体零售企业。文章试图解释企业进行不同战略选择的原因，采取“互联网+”或是“回归实体”的依据。在分析互联网对零售企业影响的基础上，文章建立了包括消费者与零售企业在内的一般均衡模型，分析了消费者选择不同零售企业的依据，以及零售企业的应对之策。分析结果表明，消费者在不同零售商店的相对支出比例取决于零售商店提供服务组合的相对效率。因此，基于“有限商圈”与“有限品类”的经营战略成为企业扩大销售收入的关键，现网络零售与实体零售战略选择本质上可以归纳为品类专业化与区域专业化之间的收益比较。     

党组织参与治理对上市公司慈善捐赠的影响

利用我国A股非金融类上市公司2008—2017年数据,采用“双向进入”、“交叉任职”两个指标衡量党组织参与企业治理的情况,实证检验其对企业慈善捐赠行为的影响。结果发现,党组织“双向进入”和“交叉任职”与企业是否捐赠、捐赠水平均呈显著正向关系。此外,上述作用在国有企业与非国有企业中均存在,但与中央国有企业相比,党组织参与治理对企业捐赠的促进效应在地方国有企业中更为明显。研究还发现,党组织参与治理对企业慈善捐赠的促进作用并不以损害企业价值为代价,反而会提高公司经营绩效和价值,并且党组织参与治理对企业捐赠的促进作用并非以获取更多的政府补贴为目的。研究表明,党组织参与治理促进了企业的捐赠行为,这一结论有助于进一步理解党组织在公司治理中的地位与作用。     

经济发展与环境治理的跷跷板：官员竞争博弈下的策略变化

经济发展和环境治理是关系社会福利水平的两个重要指标，但具体到地方官员施政中，不同的官员有不同的策略安排。文章首先基于博弈模型构建了一个官员竞争博弈场景，通过逻辑推导，证明官员在竞争博弈中的相对优劣状态差异是导致官员策略差异的原因。其次，运用倾向得分匹配方法实证检验官员策略差异对辖区“经济福利”和“环境福利”的影响。回归结果发现，官员年龄差对环境治理会有不同影响;低于平均年龄的官员在FDI、税收、固定资产投资等“经济福利”指标上显著高于同级官员2.59万元、0.13万元和0.41万元；而高于平均年龄的官员比同级同行在“环境福利”上有更优秀的表现，在固体废弃物、废气、废水等指标上显著低于同级官员的52吨、21吨和6吨。作为弥补，较年轻官员会采取“踩跷跷板”策略，在一些显性环境治理指标上“适度有为”，例如提高环保投入占比，以回应中央及公众的关切。从理论分析和实证结果中得到的政策启示是在干部晋升考核体系中应进一步突出“绿色发展”的重要性并强化官员的全局意识，激励官员关注辖区非经济福利。     

The effect of benign and malicious envies on desire to buy luxury fashion items

This study explores consumers’ desire for purchase of luxury fashion motivated by envy. Strong benign and malicious envies are psychological forces leading to action in various human endeavors including the purchase of products. Luxury fashion purchase and use in social settings motivated by envy is an attempt by some consumers to demonstrate social status and to claim success by targeting, matching, or exceeding the envied others. The conceptual models developed to guide this study enable comparing the influences of benign and malicious envies through the processes of admiration, affiliation and moral disengagement leading to the desire to purchase luxury fashion. Data collected from 202 shoppers in a mall intercept in Lisbon indicate that benign envy, as compared to malicious envy, is a stronger predictor of desire to purchase luxury fashion items and is a motivation to improve social image, project success and allow positive comparison with the desired social status. Theoretical and managerial implications are discussed.     

从创新失败中学习与成长：真实型领导对员工的激发机理研究

创新活动充满不确定性、风险性和复杂性,创新失败频繁发生。在此背景下,如何激励员工从失败中学习并成长是学者与管理者关注的焦点。基于社会认知理论和社会学习理论,文章构建"领导—员工心理—员工行为"研究框架,重点探究真实型领导对创新失败情境下员工失败学习行为的影响机制。研究发现:真实型领导能有效激发员工失败学习行为;内部人身份感知、员工韧性分别在真实型领导与员工失败学习行为关系间起部分中介作用,并且构成中介链发挥链式中介作用。研究结论不仅拓展了中国情境下员工从失败中学习与成长的研究,而且为企业如何构建从失败中学习的文化氛围,促进员工学习与创新行为提供了理论指导。     

When pride meets envy: Is social superiority portrayal in luxury advertising perceived as prestige or arrogance?

This paper draws on the theoretical underpinnings of envy and pride in examining the effectiveness of social superiority portrayal in luxury advertising. Across two studies, benign (malicious) envy led consumers to perceive social superiority portrayal as an expression of authentic (hubristic) pride and, in turn, increased (reduced) luxury perception and positive brand attitude. These findings were replicated for both dispositional (Study 1 and 2) and state feeling of envy (Study 2), regardless of whether envy was self‐reported or manipulated. These findings were found to be consistent in a comparison between luxury and premium brands. Taken together, this paper is the first to examine: (a) consumer responses toward social superiority portrayal in luxury advertising, (b) the interactive effect of envy and pride perceptions on luxury perception and brand attitude, and (c) the effectiveness of using social superiority portrayal as an advertising strategy for luxury and premium brands.     

More humility,less counterproductive work behaviors? The role of interpersonal justice and trust

Leader humility has emerged as an important topic in understanding the role of leadership in organizations in recent years. Though it was found to enhance subordinates’ work performance and positive work behaviors, we are unaware of the psychological mechanism and boundary conditions underlying leader humility and employees’ negative behaviors toward leaders. Drawing on social exchange theory and using a multistage sample including 273 employees and 55 supervisors in China, we demonstrated a negative indirect effect between leader humility and subordinates’ counterproductive work behaviors toward supervisors (CWB-S) via interpersonal justice and trust in supervisor. Furthermore, we find that leader political skill moderates the effect of leader humility on interpersonal justice and trust in supervisor. The indirect effect of leader humility on subordinates’ CWB-S through interpersonal justice is stronger when leader political skill is high, suggesting a moderated mediation model. Finally, we discuss the theoretical contributions and practical implications of this study, and highlight future directions for research on leader humility.     

Exploring the influence of envy on service engagement

Consumer retention is central to service firm objectives and is often the focus of firm initiated activities. However, consumer-driven processes that operate independently of firm initiated activities also influence retention. By understanding the consumption goals of service consumers, management can encourage behavioural engagement with service offerings and improve retention outcomes. Positional services provide opportunities for social status enhancement (e.g. higher education) and attract consumers seeking the positional benefits offered. Service consumers compete for positional benefits and monitor their success relative to other service consumers via positional comparisons. Envy, an emotion with benign and malicious types, is experienced if the positional comparison with another service consumer is unfavourable and influences behavioural engagement. This study proposes and qualitatively tests a conceptual model linking positional comparison and envy to changes in consumers’ behavioural engagement with a service depending on the type of envy experienced. The findings support benign envy as a motivator for increased behavioural engagement with a service. The study also supports the existence of a ‘positional’ service category in which envy is an endemic emotional theme influencing behavioural engagement in these service environments. A two-tiered approach to the management of envy involving positional goal recognition and appraisal based tactics is recommended.     

Resolving the complexity in Gen Z's envy occurrence: A cross-cultural perspective

Envy is an impactful emotion on consumer behaviors, yet envy is quite complex to be comprehended due to its two different forms (malicious and benign). Therefore, it is significant to find out the factors occurring envy to consume to understand the impact and consequences of envy. This empirical study improves our understanding of envy occurrence (malicious or benign) in Generation Z (Gen Z) consumers by comparing two countries (the United States and Mexico) as representing individualistic and collectivistic cultures. We apply complexity theory as a basis for the configurational model, which we test using fuzzy-set qualitative comparative analysis. We use three configurations—personality, attitudes, and attached importance to participants on social networking sites—to explore causal recipes leading to malicious and benign envy. The findings of this study highlight the differences in Gen Z consumers' envy occurrence regarding configurational factors. In addition to said factors, this research indicates that culture plays a significant role in Gen Z's envy occurrence, thus contributing to the current knowledge set.     

Dirty Hands Make Dirty Leaders?! The Effects of Touching Dirty Objects on Rewarding Unethical Subordinates as a Function of a Leader’s Self-Interest

We studied the role of social dynamics in moral decision-making and behavior by investigating how physical sensations of dirtiness versus cleanliness influence moral behavior in leader–subordinate relationships, and whether a leader’s self-interest functions as a boundary condition to this effect. A pilot study (N = 78) revealed that when participants imagined rewarding (vs. punishing) unethical behavior of a subordinate, they felt more dirty. Our main experiment (N = 96) showed that directly manipulating dirtiness by allowing leaders to touch a dirty object (fake poop) led to more positive evaluations of, and higher bonuses for, unethical subordinates than touching a clean object (hygienic hand wipe). This effect, however, only emerged when the subordinate’s unethical behavior did not serve the leader’s own interest. Hence, subtle cues such as bodily sensations can shape moral decision-making and behavior in leader–subordinate relationships, but self-interest, as a core characteristic of interdependence, can override the influence of such cues on the leader’s moral behavior.     

Supervisors' overtime hours,abusive supervision and leader–member exchange: How supervisors' long work hours harm their relationships with subordinates

The current research examines the consequences of supervisors' overtime hours on subordinates. Drawing upon the stressor-emotion model of counterproductive behaviors, we argue that supervisors' overtime hours positively relate to abusive supervision behaviors through negative emotions, which in turn undermine leader–member exchange relationships. We further posit that this process is exacerbated among subordinates with a strong relational self-concept. Multisource multilevel data collected from an organizational sample of 181 employees and longitudinal data from 416 employees from multiple organizations support our predictions. This research indicates that the consequences of working overtime extend beyond supervisors, as subordinates may be negatively affected when their supervisors work long hours. We discuss implications for both theory and practice.     

一蹶不振或再次出发？领导拒谏对员工行为动机的影响研究

员工谏言被拒绝是现实中常见的一种现象,领导拒绝谏言、选择沉默或没有给与回应都可以被认为是一种社会排斥行为。社会排斥相关理论能够为我们理解领导拒绝谏言后的员工行为动机提供一个好的理论依据。Williams在大量实验基础上提出的需要威胁时间模型是社会排斥研究中较成熟且适用广泛的理论模型。本研究将拒谏作为独立的排斥事件,在需要威胁时间模型下构建了领导拒谏影响员工行为动机的理论模型,探讨了在拒谏事件发生后,动态时间变化过程中,因拒谏这一排斥行为造成的消极情绪和需要威胁在不同个人特质和情境因素下如何影响员工的行为动机。通过厘清影响员工行为动机的相关因素和行为结果,丰富了谏言反应的相关研究,为组织获取长效、持续的员工谏言提供现实参考。