前瞻性人格对员工变革行为的影响:组织公平气氛的调节效应

角色外行为可以分为归属性行为和挑战性行为两类。员工变革行为属于挑战性角色外行为。学术界重点关注员工变革行为的影响因素和形成机制。关于员工变革行为的影响因素,以往学者主要从个体和环境两个层面来分析。文章着重探讨前瞻性人格(个体因素)、组织公平气氛(环境因素)分别对员工变革行为的影响,以及环境因素在个体因素与员工变革行为之间的跨层次调节效应;关于控制变量的分析结论表明,任职年限、职务级别、教育程度等人口学变量对变革行为具有显著影响;关于主效应的分析结论表明,前瞻性人格正向影响员工变革行为,组织公平气氛也正向影响员工变革行为;关于交互效应的分析结论表明,组织公平气氛正向调节前瞻性人格对变革行为的影响。     

组织支持感、组织认同感与OCB的关系研究

回收了金域集团上海子公司和贵阳子公司共161份有效问卷。数据分析结果表明:①组织支持感与组织认同感呈显著正相关关系;②组织支持感与组织公民行为呈显著正相关关系;③组织认同感与OCB呈显著正相关关系;④组织认同感组织支持感与OCB之间起完全中介作用。研究结果为国内医学监测行业管理员工,提高组织公民行为提供了实证依据。     

“Imagine That—A Wildcat at Biomed!” Organizational Justice and the Anatomy of a Wildcat Strike at a Nonunion Medical Electronics Factory

Although the occurrences of wildcat strikes are inextricably linked to violations of organizational justice, only a minimal amount has been written with respect to the relationship between the occurrence of organizational injustice and the presence of employee collective action. And while research on wildcat strikes in unionized settings is fairly extensive, there has virtually been no treatment of nonunion wildcat strikes in the scholarly literature. This paper presents an industrial ethnographic account of a nonunion wildcat strike in terms of analyzing the conditions and process under which a breakdown in organizational justice leads to employee collective action. In analyzing this nonunion wildcat strike, Sheppard, Lewicki, and Minton's seven propositions are utilized to understand the conditions under which a breakdown of organizational justice increases the likelihood of the occurrence of employee collective action (Sheppard, B. H., Lewicki, R. J., & Minton, J. W. Organizational Justice: The Search for Fairness in the Workplace. New York: Lexington Books, 1992). The paper concludes with a discussion of an inexpensive human resource management practice that can be implemented for achieving some type of organizational justice in order to minimize the occurrence of nonunion wildcat strikes.     

Rising Income Inequality in a Time of Plenty: The Influence of Micro-Justice Standards and Group Membership on Macro-Justice Perceptions

Rising income inequality in the 1990s was used to examine the links between micro- and macro-justice. Data from a sample of 119 managers and 334 union members supported our hypothesis that those who more strongly endorsed equality norms at the micro-justice level perceived macro-level income inequality as more unjust. Looking at two key subgroups, our hypothesis that union members were more likely than managers to endorse an equality norm was not supported. Yet managers were significantly more likely than union members to endorse an equity norm at the micro level, as predicted. Finally, our fourth hypothesis that the equality norm mediates the relationship between union membership and perceived injustice was not supported.     

A Meta-Analysis of the Relationship Between Procedural Justice and Distributive Justice: Implications for Justice Research

Although there are many studies that utilize the constructs of procedural and distributive justice, this research tends to ignore the implications of the bivariate relationship between the two constructs. The stronger the relationship between the two constructs, the more problematic ignoring this relationship becomes. Therefore, a meta-analysis was conducted to estimate the relationship between procedural and distributive justice. We also conducted an initial assessment of extent to which the relationship between procedural and distributive justice was context sensitive. Finally, a series of methodological moderators was evaluated. Results indicated that the relationship between procedural and distributive justice is strong (= .64) across all studies. However, this relationship was moderated by research context, and even within research context, there was substantial evidence of variability. The results of the meta-analysis were discussed in terms of implications for theory, research methods, and construct measurement in justice research.     

组织智能及其对组织创新的影响

为了实现组织更好地发展,首先,分析了组织智能的涵义和特征;构建了组织智能模型,包括成员聪明和过程聪明两部分;提出了组织创新四维模型。其次,主要从管理创新、制度创新、技术创新和知识创新四个方面探讨了组织智能对组织创新的影响,分析了组织智能研究的应用前景。     

Continuous Dependent Variables and Organizational Ecology: Toward a more Perfect Union

In this paper, I review all previously published organizational ecology research which utilizes continuous dependent variables. I unearth twenty-one such studies, half of which were published within the past four years. The broadening array of dependent variables in this field is a most welcome development. However, each of these papers has at least one methodological limitation, in specification of cross-unit effects and/or controls for autocorrelation. Perhaps the most serious problem is the assertion that the fixed effects research design solves the problem of autocorrelation. I demonstrate that this assertion is untrue. I conclude with advice on the proper way to model continuous dependent variables in organizational ecology research, as follows: (1) Consider omitting all organizations which do not exist for more time periods than the number of independent variables. (2) Test for autocorrelation, report the results, and correct for autocorrelation if the test indicates that it is a problem. (3) Use a fixed effects model, and justify it based on the nonrandomness of the data.     

大体积混凝土施工组织与技术

文章以＂彰泰·第六园工程＂为例,介绍了大体积混凝土施工组织与技术。     

Managerial Justice: A Field Study of the Initial Steps of Appeal

Most of the existing grievance literature has focused on formal legalistic processes. This exploratory field study discovered that many issues in the instant case site were dealt with informally via negotiation outside the formal hearings. Based on the author's experiences while working as a union officer for 20 months and an employee for 11 years, we attain a more accurate political portrait of what transpires in the initial stages of appeal. A largely tacit managerial system of justice comes to light in the author's encounters with stonewalling, runarounds, double talk, threats, coercive acts, snow jobs, misdirection, smoke screens, and disinformation.     

Fairness,legal compliance,and organizational commitment

Attribution theory is used to hypothesize a positive relationship between one's perception that a fairness motive underlies personnel/human resource management activities and one's organizational commitment. The hypothesis is tested via a survey of 48 operating managers in a Midwestern department store chain. Using hierarchical regression to control for job satisfaction and length of service, a significant positive relationship exists between commitment and the perception that a fairness motive underlies personnel/human resource management activities. Commitment is not significantly related to the perception that a legal compliance motive underlies the activities.     

Justice,motivation, and performance beyond role requirements

This article focuses on the possible instrumental characteristics of extrarole behaviours. Specifically, the motivation to perform beyond role requirements for future rewards is discussed. It is first argued that the motivation to engage in extrarole behaviors may stem from a reaction to inequity, or from a desire to receive rewards that cannot be achieved through the performance of official role requirements. Then, using data from two recent studies as support, it is proposed that these extrarole behaviors will only occur if the organizational reward system operates in a just, procedurally fair manner. Finally, the conceptual issues of how procedural justice might contribute to intrapreneurship and entrepreneurship are discussed.     

Treating employees fairly and organizational citizenship behavior: Sorting the effects of job satisfaction,organizational commitment,and procedural justice

A study was conducted to measure the relative contribution of perceptions of procedural justice toward predicting organizational citizenship behavior (OCB) controlling for the effects of job satisfaction and organizational commitment. Employees in a national cable television company completed a survey containing measures of work satisfaction, affective and continuance commitment, and perceptions of fairness, while their managers completed an OCB survey. Results using LISREL 7 indicated support fpr relationships between procedural justice and commitment, satisfaction, and OCB. However, no individual relationships between commitment and OCB nor between satisfaction and OCB were found once the relationships between justice and citizenship were controlled. These findings are discussed using the group value model of procedural justice.     

企业薪酬战略与组织结构的匹配

企业的薪酬战略应该与企业的组织结构相匹配,在不同的组织结构下应实施不同的薪酬战略.本文首先对组织结构进行了分类;然后对薪酬战略进行了分析;最后探讨了薪酬战略和组织结构的匹配机制.     

变革型领导风格、组织即兴与组织创新的关系研究

在当前日益激烈的竞争环境下,创新是一个企业获取核心竞争力的关键因素,而变革型领导风格和组织即兴对组织创新成果产出有着重要的影响。本文在梳理国内外相关文献的基础上探讨了变革型领导风格和组织即兴对组织创新的作用机理与机制。本文采用问卷调查法,选取了我国长三角和珠三角150家科技型中小企业作为实证研究对象,共发放问卷260份,收到有效问卷198份,并采用多元回归分析的方法来分析和定量探讨变革型领导风格和组织即兴对组织创新的影响关系。研究结果表明:总体而言,变革型领导和组织即兴对组织创新具有正向的影响,同时组织即兴在变革型领导与组织创新之间起着部分中介作用。     

Citizenship behavior and fairness in organizations: Issues and directions for future research

In this review, we discuss the preceding papers in the special issue, and explore their implications for future research. In particular, the effects of fairness on citizenship behaviors are summarized, the role of managerial responses to OCBs on subsequent perceptions of fairness are explored, and directions for future research are discussed.     

团队竞争模式的教学组织及考核方式实证研究

本研究针对高校课堂现有的教学组织形式,引入了团队竞争模式,并对考核方式进行了设计,使之最大程度的调动学生的学习积极性,同时进行了实证研究,数据分析结果表明,团队竞争模式的使用对于期末考试成绩的影响是积极的,同时能够减少不端行为发生,培养学生的团队合作能力。     

儒家义利观与马克思主义义利观之比较

儒家义利观与马克思主义义利观形成、发展的条件迥然不同,它们有明显的分歧和冲突。但同时它们都是人类智慧的结晶,因而又有共通之处。本文试图对儒家义利观与马克思主义义利观进行分析、比较,批判地继承儒家义利观的精华,为建立既具有民族特色,又符合时代精神的科学义利观服务。     

组织学习方式与知识创新研究综述

本文首先对国内外组织学习方式与知识创新理论进行了分析,从不同角度探讨和比较组织学习方式,并对知识创新理论进行了研究。最后分析组织学习方式与知识创新之间的紧密关系。     

The Relationship Among Union Membership, Facets of Satisfaction and Intent to Leave: Further Evidence on the Voice Face of Unions

This study examined the impact of union membership on employees’ intent to leave their jobs across a number of facets of satisfaction, as a further test of unions’ voice face. Among the findings were that there were significant relationships between job, compensation, benefits, working conditions, and immediate supervisor satisfaction and intent to leave one’s job for nonunion employees. In contrast, only the relationship between job satisfaction and intent to leave was significant for union employees. Finally, over the facets of satisfaction where one would expect unions to have the most influence, the relationship between intent to leave one’s job and satisfaction was greater for nonunion employees than for union employees. These results provide a great deal of support for the effect of unions’ voice face.