服务行业员工亲组织不道德行为的影响机制研究

本研究探讨了家长式领导与服务行业员工从事亲组织的不道德行为倾向之间的关系,以及道德推脱在两者关系中的作用。研究发现:仁慈领导提高了员工从事亲组织的不道德行为倾向,而德行领导降低了员工从事亲组织的不道德行为倾向;此外,道德推脱是仁慈领导、德行领导影响员工从事亲组织的不道德行为倾向的作用机制。     

消费者不道德行为及其对企业评价的调查研究

"地沟油"人造鸡翅"等食品问题的频频曝光再次将企业与消费者的矛盾推向风口浪尖。在对企业不道德行为唏嘘批判的同时,消费者也该借机对自身的不道德行为做一个全新审视。本文在大量文献阅读的基础上,构建了一份由4个维度、18个问题组成的问卷,通过问卷完成消费者不道德行为及其对企业评价的调查,结合SPSS软件统计发现,消费者更倾向于容忍某些特定的、潜在的不道德行为,他们相信自己不会以他人利益的减损为代价来获得收益,但同时却又常常通过开展不确定行为获利。     

员工正念如何影响不道德亲组织行为：自我调节理论的视角

如何有效规避注重组织利益而忽视伦理规范的不道德亲组织行为成为商业伦理理论与实践领域关注的热点问题。基于自我调节理论视角,以工作投入为中介变量,时间压力为调节变量,通过对343份有效样本数据检验分析,探究在中国组织情境下员工正念对不道德亲组织行为的影响机制。研究结果表明：正念对不道德亲组织行为存在显著负向影响;工作投入中介了正念对不道德亲组织行为的影响;时间压力不仅负向调节了正念对工作投入的影响,并进一步负向调节了正念通过工作投入对不道德亲组织行为的间接效应,当时间压力越低时,工作投入的中介效应越强。研究结果不仅为不道德亲组织行为的抑制性研究提供了新视角,而且丰富了正念对不道德亲组织行为作用机制研究。     

家庭支持型主管行为对员工创新行为的跨层影响——一个被调节的中介作用模型

在双职工家庭模式占据主流的背景下,家庭支持型主管行为对员工创新行为的跨层作用机制有待明确。基于社会交换理论和组织支持理论,构建了一个包括家庭支持型主管行为、组织心理所有权、领导组织化身和员工创新行为的跨层次作用模型。运用68个团队339名员工-主管的嵌套数据进行实证分析,结果表明:家庭支持型主管行为对组织心理所有权、员工创新行为具有显著的跨层次正向影响;组织心理所有权在家庭支持型主管行为与员工创新行为之间发挥跨层次中介作用;领导组织化身不仅正向调节家庭支持型主管行为与组织心理所有权之间的关系,还能够正向调节组织心理所有权在家庭支持型主管行为与员工创新行为关系间的中介作用。     

提高员工角色外行为的对策研究——基于组织支持感和员工道德视角

竞争白热化的知识经济时代,人才竞争成为企业保持持久竞争优势的关键,鼓励员工在工作当中表现出更多的角色外行为,使企业在商业竞争中获胜。但如何促进员工角色外行为,让员工自愿付出更多积极的利组织行为,是现代企业面临的重要问题。研究者从组织支持感和员工道德视角提出促进员工角色外行为的对策建议。     

非工作时间来自领导的工作微信对员工情绪和工作-非工作冲突的影响

本文围绕非工作时间来自领导的工作微信这一现象,研究了微信表情符号对员工情绪和工作-非工作冲突的影响.332份调查问卷表明:非工作时间来自领导的工作微信中的表情符号可以引起员工的快乐情绪,快乐会减少员工的工作对非工作冲突,并且快乐在表情符号与工作对非工作冲突的关系中起中介作用.本文为非工作时间的工作微信使用提供了管理启示...     

团队多重任务趋向对个体拖延行为的影响机制研究

组织中的成员常常会出现“明日复明日”这一现象,这种拖延行为显然不利于组织的快速发展。从团队层面特征出发,分析了团队多重任务趋向对成员拖延行为的影响及其作用机制。通过对安徽省内来自76个工作团队的231名成员进行问卷调查,结果发现,团队多重任务趋向显著增加了拖延行为,角色过载在该过程中起到了中介作用。此外,团队自主性能够负向调节团队多重任务趋向对角色过载的影响,进而削弱整个中介作用的过程。     

领导授权对员工创新行为的影响机制研究

本文从心理学和组织行为学视角,基于参与式目标设定理论、自我管理理论、授权理论、领导成员交换理论、创新行为相关理论,分析了领导授权对员工创新行为的影响机制,构建了以员工心理授权为中介变量、领导角色认同为调节变量的影响机制模型.研究论证了领导授权正向影响员工心理授权,进而影响员工创新行为,角色认同调节领导授权行为与员工心理...     

包容型领导对员工创新行为的影响研究

组织创新离不开员工创新,如何激发员工创新行为是当下备受关注的问题.本文通过构建结构方程模型对来自中国新能源企业386名员工的问卷进行分析,本文探讨了包容型管理风格对工作人员创新行为的影响,详细系统分析内部人身份认知在管理风格与员工创新行为之间的中介作用.本研究为进一步研究包容性领导对员工创新行为的影响提供了理论依据,为...     

变革型领导对员工组织公民行为的影响机制研究

本文探讨了变革型领导行为对员工组织公民行为产生影响的作用机制,及领导-成员交换关系从中起到的作用。文章以我国国有企业中部分企业家、最高管理者及其员工为调查对象搜集数据,通过实证研究,对变革型领导、领导-成员交换与组织公民行为关系中的相互作用进行了分析,并检验了变革型领导行为通过领导-成员交换的中介变量对员工组织公民行为产生影响的作用机制。     

The Impact of Information Overload and Contribution Overload on Continued Usage of Electronic Knowledge Repositories

In the modern competitive organizational environment, more and more organizations are implementing knowledge management initiatives to achieve strategic advantages. One such initiative involves the implementation of electronic knowledge repositories (EKR). EKR implementation frequently results in a rapid increase in the quantity of information that must be processed daily by employees. This raises concerns about information overload (IO), and this is particularly true in relation to modern EKRs that use distributive technology. Furthermore, employees can also suffer from contribution overload (CO) because they can fulfill the functions of both knowledge seekers and knowledge contributors. This study employs the cognitive dissonance theory to determine whether IO and CO affect employees' willingness to use EKRs. The results from 144 survey respondents provide the first empirical evidence that contribution overload exerts a direct and significant negative effect on the intention to continue using EKR, whereas information overload exerts an indirect and significant negative effect on the intention to continue using EKR by altering perceived usefulness and satisfaction with the system.     

反应性角色行为、工作—家庭冲突与创业导向关系研究

利用中国创业动态跟踪项目（CPSED）的调查数据,本文实证考察了反应性角色行为、工作〖CD*2〗家庭双向冲突与创业导向之间的作用关系,研究发现反应性角色行为对化解冲突的作用并不显著,创业干涉家庭冲突则对创新性、风险承担性和先动性创业导向产生了正向影响。研究结论丰富了工作〖CD*2〗家庭冲突理论,深化了创业导向的研究成果,对我国新生创业者在开展创业实践中理性应对工作〖CD*2〗家庭冲突进而提升企业成长质量也具有重要的管理实践启示。     

Agency Theory,Reasoning and Culture at Enron: In Search of a Solution

Applying evidence from recently available public information on Enron, I defined Enron’s culture as one rooted in agency theory by asserting that Enron’s members were predominantly agency-reasoning individuals. I then identified conditions present at Enron’s collapse: a strong agency culture with collectively non-compliant norms, a munificent rare-failure environment, and new hires with little business ethics training. Turning to four possible antidotes (selection, objectivist integrity, integrity capacity, and stewardship reasoning) to an agency culture under these conditions, I argued that the currently available ethics literature would have made little difference toward averting Enron’s collapse if any of the recommendations from the relevant ethics literature had been implemented. I conclude by identifying new directions for business ethics literature in order to make it more implementable under the conditions identified at Enron. Essentially, we need a way to clearly determine (1) the difference between connivance and commitment, (2) what is meant by balance with regard to the multiple dimensions of ethics and legal theories, and (3) the proper balance between agency and stewardship reasoning. Brian E. Kulik is a Ph.D. candidate in Management at Washington State University’s School of Business. His work focuses on the prevention of corporate corruption, corporate governance and ethics, teamwork and diversity, and research methods. His research to date has appeared in the Western and National Academy of Management conference proceedings and the journal Organizational Analysis. He earned M.S. degrees from Washington State University and The University of Cincinnati, and M.B.A. from The University of Denver.     

移动服务使用意愿影响因素

在技术接受模型的基础上加入了认知可信度因子,由计划行为理论和改进的技术接受模型构造出整合技术接受模型,采用结构方程模型方法对影响消费者移动服务使用意愿的因素进行实证研究。研究结果显示,知觉有用性、知觉易用性、认知可信度、知觉行为控制和感知成本在解释行为意图时有正向显著影响,可解释67%的变异量。     

Satisfaction with Online Commercial Group Chat: The Influence of Perceived Technology Attributes, Chat Group Characteristics, and Advisor Communication Style

This study examines online commercial group chat from a structuration theory perspective. The findings support the influence of perceived technology attributes (control, enjoyment, reliability, speed, and ease of use) and chat group characteristics (group involvement, similarity, and receptivity) on customer satisfaction and the moderating role of advisor communication style on these influences. Furthermore, our results show that chat group characteristics influence customer satisfaction directly as well as indirectly via perceived technology attributes. Online chat satisfaction in turn influences behavioral intentions. Finally, group-level perceptions are found to add considerably to perceptions at the individual level. Our study illustrates that structuration theory provides a sound foundation for theoretical development and empirical investigation of online group chat. Also it shows that retailers need to carefully manage the intricate interplay between technology, chat groups, and online advisors to foster a satisfying experience for customers.