我国企业组织社会化现状的实证研究

本文从员工社会化的视角出发,考察在我国文化背景下,企业组织的社会化战术行为。样本为382名进入企业组织的一年半以内的新员工,结果验证,企业会因为所处地域、所处行业、其性质不同而采取不同的组织社会化战术,同时企业还会根据新员工工作经验不同和进入企业的工作时间采用不同的组织社会化战术。     

员工组织承诺水平变迁的横断历史元分析：2004~2014

为考察我国企业员工组织承诺水平随年代变迁的趋势特点及其社会影响因素,运用横断历史元分析方法,文章对2004~2014年间采用Allen和Meyer等人“组织承诺量表”的174篇研究报告共61266名企业员工进行分析。结果发现：（1）员工的情感承诺和规范承诺均值与年代正相关显著,持续承诺均值与年代相关不显著。（2）11年间员工情感承诺和规范承诺水平逐渐上升,金融危机后情感承诺水平上升显著。（3）5年前及当年的城镇化率、人均GDP和高校毕业生数量与情感承诺正相关显著,当年的CPI、GDP增长率和城镇失业率与之负相关显著;5年前的CPI、城镇化率、人均GDP、城镇失业率和高校毕业生数量与规范承诺正相关显著,当年的城镇化率、人均GDP与之正相关显著,GDP增长率与之负相关显著;当年的GDP增长率与持续承诺负相关显著。结果表明上述指标是影响员工组织承诺的重要社会因素。     

Organizational knowledge creation theory: A first comprehensive test

Confirmatory factor analyses were conducted to test Nonaka's ((1994) Organization Science, Vol. 5, No. 1, pp. 14–37) a priori model of organizational knowledge creation with data collected from 105 Japanese middle managers. The results provide strong support for viewing organizational knowledge creation as a higher-order construct comprised of four knowledge conversion processes: socialization, externalization, combination, and internalization.     

个人组织价值观匹配对组织承诺的影响——不同所有制企业的差异

近几年来,个人组织匹配(person-organizationfit)越来越受到组织研究者的关注,国外研究证实了个人组织匹配会对组织承诺、员工满意度等个人行为产生积极的影响。然而对于我国这样一个经济环境相对复杂的国家来说,在解释员工行为的时候,需要考虑企业所有制的差异对员工行为造成的影响。本文通过对不同所有制企业中管理者个人与组织价值观的匹配程度对组织承诺影响的对比研究,探讨企业所有制形式不同而造成的企业文化差异,及这种差异对管理者的组织承诺的影响。     

Organizational Commitment and Ethical Behavior: An Empirical Study of Information System Professionals

IS professionals have been reported to have one of the highest turnover rates. They have also often been accused of unethical conduct, specifically, pirating software, hacking, giving professional opinion that exceeds their knowledge, and not protecting people's privacy. In a sample of 71 IS professionals and 250 members of other professions we found that IS professionals were more committed to their organizations than the other professionals, and that IS professionals were, indeed, less ethical with respect to software piracy and hacking. However, we found that they were not less ethical regarding professional opinions that exceed one's knowledge and protecting people's privacy.     

Organization-Harm vs. Organization-Gain Ethical Issues: An Exploratory Examination of the Effects of Organizational Commitment

The existing literature on the relationship between organizational commitment and ethical decision making suggests that ethical decision makers with higher organizational commitment are less likely to engage in ethically questionable behaviors. The ethical behaviors previously studied in an organizational commitment context have been organization-harm issues in which the organization was harmed and the individual benefited (e.g., overstating an expense report). There is another class of ethical issues in an organizational context, however. These other issues, termed organization-gain issues, focus on the organization obtaining a benefit while outsiders, such as investors, are harmed (e.g., overstating reported revenue). We explore whether individuals with higher organizational commitment are more or less likely to engage in questionable behaviors that benefit the organization. Results of our study indicate that individuals with higher organizational commitment are less likely to engage in ethically questionable behaviors, regardless of whether the behaviors are organization-harm or organizational-gain issues.     

The Relationship Between Paternalistic Leadership and Organizational Commitment: Investigating the Role of Climate Regarding Ethics

One of the important factors influencing perceptions of the existence of an ethical climate is leader behaviors. It is argued that paternalistic leadership behaviors are developed to humanize and remoralize the workplace. In various studies, leadership behaviors and climate regarding ethics were evaluated as antecedents of organizational commitment. In this sense, the purpose of this study is to investigate the relationship between paternalistic leadership behaviors, climate regarding ethics and organizational commitment. Data were obtained from 142 individuals. Results indicated that benevolent paternalistic leadership had a moderate effect on affective commitment and strong effect on continuance commitment. Moreover, it was found that paternalistic leadership had an effect on the perception of an ethical climate. Strong relationship was found between climate regarding ethics and affective commitment; moderate relationship was found between climate regarding ethics and continuance commitment. Finally, results indicated that climate regarding ethics had a mediating effect between benevolent paternalistic leadership and affective commitment. Gül Selin Erben holds MA degree on Human Resources Management. She is a Phd candidate on Organizational Behavior field. She works as a research assistant at the Maltepe University. Ayşe Begüm Güneşer holds MA degree on Human Resources Management and she holds Phd degree on Organizational Behavior.     

国有企业员工编制身份与组织承诺——内在薪酬感知的调节作用

国有企业作为社会经济发展的奠基石,肩负着艰巨的历史使命和现实重任,而国有企业员工作为企业发展的第一要素,员工组织承诺对企业的发展具有十分重要的影响。文章从身份视角切入,基于社会认同威胁理论,探讨员工编制身份如何影响组织承诺,以及这一影响过程是否受内在薪酬感知的调节作用。281份有效问卷的研究结果表明：员工编制身份对组织承诺有正向影响;内在薪酬感知在“编制身份-组织承诺”关系中部分起负向调节作用,即内在薪酬感知能够部分减少“双轨制”带来的员工价值认同、回报以及继续留在组织意愿的差距。内在薪酬感知的具体调节作用存在差异,即内在薪酬管理并不如预想中有效。文章对国有企业雇佣制度的理论研究和管理实践具有一定的启示意义。     

服务型企业组织导向的整合机制研究——兼论员工与顾客的价值统一性

员工导向与顾客导向是组织导向的重要内容,但已有研究发现二者存在潜在冲突。本研究试图在利益相关者理论框架下,引入员工承诺和顾客满意两类关键变量,探索员工与顾客的价值统一性,以发展员工导向与顾客导向的整合机制。运用来自我国服务型企业的研究数据分析发现,员工导向与顾客导向能够在员工承诺和顾客满意的联结作用下有效整合,并共同推动企业市场效能的提升;同时,实证结论还显示,传统服务型企业和高端服务型企业的组织导向整合机制存在显著差异性。最后,文章对研究结论的理论与实践启示,以及存在的局限性进行讨论。     

New venture adaptation in international markets: A goal orientation theory perspective

This study uses goal orientation theory to investigate why managers of international new ventures make adaptations to markets served, entry modes used, and the organization. We use the case method to identify the international adaptation behaviours of six new ventures and managers’ explanations regarding those adaptations. We infer two different profiles of managerial goal orientation. The goal orientation associated with proving one’s competence is common across managers, but firms only pursue international adaptation if their managers also hold a learning goal orientation. In contrast, if managers have the goal orientation associated with avoiding failure, firm-level adaptation is not apparent.     

Forging relationships to coproduce: A Consumer Commitment Model in an extended service encounter

Consumer commitment is essential to ensure the service success in extended and complex services, wherein the service drop-out rates are often appalling. To build a more robust consumer commitment theory and provide solutions for the critical issue of high service drop-out rates in complex and extended services, this study develops a model of consumer commitment and tests it using survey data from consumer clients in a national debt management program in the U.S. The results reveal that calculative commitment only leads to consumers’ intention to remain, whereas affective commitment leads to a broader range of coproduction behaviors (i.e., individual initiative and civic virtue). Moreover, besides consumers’ relationship investment, perceived organizational support enhances both types of consumer commitment. It also increases consumer compliance. This study contributes to the consumer commitment theory by examining additional drivers and behavioral outcomes of commitment and by revealing the differential effects of different types of commitment on behavioral outcomes.     

Unravelling agency relations inside the MNC: The roles of socialization,goal conflicts and second principals in headquarters-subsidiary relationships

Prior research has advanced classical agency theory to account for various characteristics of headquarters (HQ)-subsidiary relations in the multinational corporation (MNC). In an attempt to contribute to this line of research, in this paper, we propose and test an agency model for HQ-subsidiary relations inside the MNC. Drawing on classical agency assumptions, we develop a baseline hypothesis that links informal controls (i.e., socialization), HQ-subsidiary goal conflicts, and the HQ’s use of formal controls (i.e., behavioral controls). We subsequently introduce an important boundary condition, which reflects subsidiaries’ internal agency relations with subsidiary CEOs as second principals. More specifically, we argue that the baseline relationship only holds under low levels of second principal power. To test our model, we employed a unique study design with three parallel surveys addressing the agents and the two principals involved in 131 agency relations within one MNC.     

The Direct and Indirect Effects of Organizational Justice on the Human Factor through Mutual Commitment in Ghana and India: A Comparative Analysis

This study compares the influence of perceived procedural justice, interactional justice, and mutual commitment on the human factor in Ghana and India. The study further compares how mutual commitment mediates the relationship between procedural and interactional justice, and the human factor in the two countries. The findings indicate that the influence of both procedural and interactional justices on mutual commitment in Ghana and India are similar. However, the influence of procedural and interactional justices on the human factor, and the impact of mutual commitment on the human factor in Ghana and India are significantly different. While mutual commitment mediates the relationship between procedural and interactional justice in the two countries, the findings from Ghana is different from that from India. We discuss the implications of our findings.     

Lessening the divide in foreign subsidiaries: The influence of localization on the organizational commitment and turnover intention of host country nationals

The retention of host country nationals (HCNs) has become a key challenge for many foreign subsidiaries of multinational enterprises. This study examines whether localization, the replacement of expatriates with HCNs, could serve as a counter-strategy to increase the organizational commitment and reduces the turnover intention among HCNs. Based on social identity theory, we have developed a model to explain the heterogeneous nature of this influence on HCNs depending on different individual-level characteristics, e.g., gender, educational level, organizational tenure, and managerial position. Survey results from 197 Chinese white-collar employees showed that localization increases organizational commitment, which in turn reduces their turnover intention. This tendency was the strongest among male and highly educated employees. Practical and theoretical implications are further discussed.     

A meta-analysis of the relationship between perceived organizational support and job outcomes: 20 years of research

Anecdotal comments from practitioners and extant empirical research suggests a tenuous link between perceived organizational support and desired employee outcomes. Accordingly, in this study the authors conduct a meta-analysis examining the effects of perceived organizational support on four employee outcomes: organizational commitment, job satisfaction, performance, and intention to leave. The authors also examine the extent to which these effects are moderated by job type (frontline vs. non-frontline employee). Findings from the study indicate that perceived organizational support has a strong, positive effect on job satisfaction and organizational commitment; a moderate, positive effect on employee performance; and a strong, negative effect on intention to leave. Study findings also indicate that the effects of perceived organizational support are more pronounced for non-frontline employees.     

Dimensions and Levels of Trust: Implications for Commitment to a Relationship

Previous research has found that trust is positively related to commitment in buyer-seller relationships. However, the validity of this finding is questionable because trust has been operationalized in many different ways. For example, prior research has not distinguished among levels of trust (interpersonal or organizational trust) and dimensions or motives of trust (credibility or benevolence). In this study, we distinguish among the levels and dimensions of trust. The results indicate that trust in a sales representative (interpersonal credibility) is more strongly related to commitment than trust in an organization (organizational credibility). In contrast, trust based on organizational benevolence is a stronger predictor of commitment than interpersonal benevolence.     

Driving In-Role and Extra-Role Brand Performance among Retail Frontline Salespeople: Antecedents and the Moderating Role of Customer Orientation

The organizational frontline in retail represents the frontline for an entire supply chain. This channel structure distances the branded supplier from the end consumer and makes the supplier dependent on a retail frontline salesperson that (1) it does not control and (2) also represents competing brands. This study reveals mechanisms that the supplier may use to influence retail frontline salespeople. We demonstrate the importance of consumer marketing programs and supplier representatives in building brand identification between the manufacturer’s brand and the retail frontline employee that translates into increased brand sales, while also revealing the role of rewards programs in stimulating brand-specific extra-role behaviors. Interestingly, retail frontline customer orientation, built by the retailer, diminishes the effect of brand extra-role behaviors toward the focal brand on the focal brand’s sales, providing an informal control mechanism for retailers to protect its objectives. The results of this study have powerful ramifications for both retailers and suppliers in achieving both their mutual, and sometimes differing, objectives related to the retail frontline.