基于人-组织匹配的新员工社会化研究

本文探讨了新员工社会化和人-组织匹配之间的关系，以及在新员工社会化过程中，组织和员工双方在改善人-组织匹配水平方面能起到的作用。     

同一屋檐下的不同感受:基层管理者与员工参与式管理感知差异研究

参与式管理以其对雇佣关系质量与组织承诺的积极作用而越来越受到理论界与实践界的关注.基于感知差异和社会信息加工理论视角,本文运用扎根理论对典型案例展开分析,在阐述“参与式管理感知差异”内涵基础上,探索基层管理者与员工感知差异,挖掘提炼出参与式管理感知差异的关系模型:双高匹配型、双低匹配型、员工高估型和员工低估型,并探讨这四种关系模式影响组织承诺的两种关键影响因素,即内部人身份感知和上级信任,以此构建参与式管理感知差异对组织承诺的影响机理模型.研究将参与式管理现有研究从单一视角拓展到基层管理者-员工感知差异视角,对业界如何有效实施参与式管理提供有益借鉴.     

工作(组织)匹配、情绪幸福感对创新行为的效应

在已有文献的基础上,将员工-工作(组织)匹配、情绪幸福与创新行为三者的关系纳入整体研究框架,探索三者之间的效应机制。研究表明:价值观匹配和能力-要求匹配对创新行为有显著正向影响,供给-需求匹配对创新行为有显著负向影响;价值观匹配和供给-需求匹配正向影响工作热情,能力-要求匹配负向影响工作沮丧。价值观匹配和供给-需求匹配均通过工作热情影响创新行为。其中,工作热情在供给-需求匹配与创新行为的关系中发挥遮掩效应。因此,企业在员工甄选环节需注重人与工作、组织的匹配,以激发员工工作热情,降低员工工作沮丧,进而促进员工创新行为。     

工作重塑对工作投入的影响:人-工作匹配与工作意义的作用

工作重塑作为一种员工主动性行为,正日益成为组织行为学领域研究的热点.以往研究分别探讨了工作重塑对人-工作匹配、工作意义、工作投入的影响,而未对变量之间的关系进行整合性研究.对263名员工进行问卷调查,采用结构方程模型验证了一个串联中介模型.研究表明:人-工作匹配在工作重塑与工作意义关系中具有部分中介作用;工作意义在工作重塑与工作投入关系中具有部分中介作用;工作意义在人-工作匹配与工作投入关系中具有部分中介作用;人-工作匹配、工作意义在工作重塑与工作投入关系中具有串联中介作用.     

人-组织匹配与员工个体绩效关系的实证研究

以澳门安保行业为样本,实证检验了人-组织匹配与员工个体绩效之间的关系,研究结果表明：人-组织匹配对员工个体绩效具有显著的正向影响,价值观匹配、需求-供给匹配和要求能力匹配对关联绩效具有显著的正向影响,要求-能力匹配对任务绩效有显著影响;人-组织匹配及其各个维度均对组织承诺及其各个维度具有显著的正向影响;组织承诺在人-组织匹配与员工个体绩效之间起到部分中介作用;组织承诺对员工个体绩效具有显著的正向影响,情感承诺对关联绩效和任务绩效均有显著的正向影响;心理资本越高,组织承诺对员工个体绩效的影响越小,反之,影响越大。     

匹配视角的组织职业生涯管理——X公司OCM服务

在综述组织职业生涯管理研究文献的基础上,对X公司OCM服务项目进行了分析研究,发现其理论依据是人职匹配和人与组织匹配,管理工具是能力结构三核模型、能力管理四象限、企业要求矩阵、三叶草模型,服务内容是通过咨询和培训对员工进行职业指导和职业支持,服务目标是引导员工自主提升工作能力、积极调整工作态度,有效解决员工身份认同、不合理信念和能力不足的问题,并培养管理者掌握生涯咨询技术.本研究发展了组织职业生涯管理理论,对企业开展OCM活动具有指导意义.     

发展型人力资源管理实践与人-工作匹配的关系

以自我调节学习理论和归因理论为基础,探讨了发展型人力资源管理实践对人-工作匹配的影响,并检验了雇佣关系质量感知与工作成就感的调节作用。依据560份员工问卷的实证结果表明:职业发展、培训机会对人-工作匹配具有正向影响,而绩效评价与人-工作匹配没有显著相关关系;雇佣关系质量感知与工作成就感调节职业发展、培训机会对人-工作匹配的正向作用,而对绩效考核与人-工作匹配的关系并无显著调节作用。在无边界职业生涯管理时代,研究结果为帮助员工通过自主调节学习、实现人-工作匹配提供了重要的实践指导。     

平台推动变革？平台型领导对主动变革行为的影响研究

在数字化与信息化的时代背景下,越来越多的企业领导者通过构建数字平台以适应动态复杂环境。员工在此环境下投入主动变革行为时往往带有一定的未知性与风险性,而平台型领导具备平台搭建、变革规划以及包容等特征,能在一定程度上减少员工产生变革行为时潜在的不安全感,因此如何在平台型领导下激发员工主动变革行为值得探究。本文基于社会信息加工理论,构建了数字信息环境下平台型领导对员工主动变革行为的激发路径模型,探究与检验中国情境下平台型领导对员工主动变革行为的中介机制,考察传统性与价值观匹配的交互调节作用。基于对北京、上海等地9家互联网公司的270份两阶段追踪调查数据进行实证分析表明:平台型领导对员工主动变革行为具有显著的正向影响;组织支持感在两者之间起部分中介作用;传统性和价值观匹配均正向调节了组织支持感与员工主动变革行为的关系;传统性与价值观匹配的交互项调节了组织支持感与员工主动变革行为之间的关系,并进一步调节了组织支持感的间接效应。本研究对企业平台型领导者应对中国情境下数字化变革、激发员工主动变革行为具有一定的借鉴意义。     

组织社会化策略与自我效能感匹配的实证研究——以领导支持风格为调节变量

实证研究表明:组织社会化策略与员工自我效能感的匹配类型与非匹配类型在组织社会化内容、工作满意度方面存在显著差异;领导支持风格在匹配类型、非匹配类型与组织社会化内容影响上有一定的调节效应,即领导支持风格能正向调节自主型与组织社会化内容之间的关系;领导支持风格能负向调节冲突型与组织社会化内容之间的关系,负向调节接受型与组织政治化之间的关系,负向调节消极型与人际关系社会化之间的关系。     

人与组织道德匹配视角下的员工管理

人与组织道德匹配是从道德的角度分析员工与组织间的匹配问题。文章探讨了人-组织道德匹配的概念、模型及近年来的相关研究,认为当人与组织的道德匹配度高时,对员工的工作态度及行为有积极影响,建议从增加违约成本、加强舆论监督、改进企业领导者道德标准等方面提升企业道德。     

The relationships between person-organization value fit and employee attitudes in a Korean government sector

Abstract

While person-organization (P-O) value fit and its influences on organizations have been widely studied, there is a lack of research focusing on the P-O value fit of employees in a government sector in Korea, and the impact on their attitudes. The purpose of this study is to examine the relationships between P-O value fit and employee career and job satisfaction, and organizational commitment in a government sector. Based on the data collected from 1211 employees at government agencies in Korea, this study utilized polynomial regression and response surface analyses, and the results demonstrated that P-O fit on all of the values in the study had positive relationships with employees’ career satisfaction. Among the five different values, P-O fit on autonomy had a positive relationship with career and job satisfaction, and organizational commitment. Based on the results, this study also provides theoretical and practical implications for future research.     

员工博弈策略及其对外部“挖墙角”企业收益影响机制研究

本文探讨了员工和外部企业挖墙角博弈中的静态、混合和动态博弈过程,深入分析了员工的静态博弈策略、混合博弈策略和动态博弈策略对外部企业收益的影响机制。本文最后还提出了外部挖墙角企业针对员工行为策略的具体管理建议。     

The cross‐cultural study of LMX and individual employee voice: The moderating role of conflict avoidance

This article examines the role of national culture, measured by conflict avoidance, on the relationship between leader–member exchange (LMX) and individual employee voice. Using data collected from automotive industry employees in the United States and Korea, the findings show that conflict avoidance is negatively related to employee voice and also moderates the relationship between LMX and employee voice in the Korean sample. In particular, the relationship between LMX and voice becomes less positive when conflict avoidance is high. On the other hand, conflict avoidance does not have a direct effect on employee voice as well as an interactive effect with LMX on employee voice in the U.S. sample. This study, therefore, highlights the importance of the national culture in the comparative study of employee voice.     

员工工作压力下工作投入的干预模型研究——基于积极心理学的视角

工作投入在近30年已成为人力资源管理实践关注的热点,但现有对处于工作压力状态下,员工工作投入进行干预的研究在国内外还处于起始阶段。本文分析了工作压力、应对策略与工作投入与工作倦怠之间的关系,从积极心理学角度提出员工工作投入的干预模型,并对增进员工工作投入提出相应改进措施。     

Employee embeddedness as a moderator of the relationship between work and family conflict and leaving intention

Abstract

This paper examines whether on-the-job embeddedness moderates the impact of work and family conflict on leaving intention. Drawing on conservation of resources theory, the paper investigates the buffering effect of the three on-the-job embeddedness components (fit, links and sacrifice). Contrary to predictions, in this sample of white-collar manufacturing employees on-the-job fit embeddedness had no effect on the relationship between work and family conflict and leaving intention. As predicted, on-the-job link embeddedness weakened the effect and on-the-job sacrifice embeddedness strengthened the effect of work and life conflict on leaving intention. The results suggest that organisations can reduce turnover intention during times of work and life conflict by developing employee on-the-job link embeddedness.     

LMX对员工工作态度的影响研究

通过问卷调查,探讨领导部属交换与员工工作满意度、离职倾向之间的关系,引入工作内嵌入为中介变量探讨影响机制。结果表明:领导部属交换与员工离职倾向显著负相关,与工作满意度显著正相关,且工作内嵌入在领导部属交换与离职倾向之间起完全中介作用;在领导部属交换与工作满意度之间起部分中介作用。     

智力资本要素对企业价值影响之实证研究

本文以台湾信息电子产业为研究对象,先从理论及实证两方面文献选取智力资本之财务及非财务量化指标,再以2000至2007年共8年之数据利用线性回归方式检验相关指标对台湾信息电子业企业价值之贡献程度,尝试找出智力资本各构面之重要项目,以供企业做为未来提升自身智力资本项目之改进参考方向。实证结果显示员工年龄、员工教育程度、人力资本运用效率、前一年度研发密集度、以及主要顾客数皆对企业价值造成显著之影响。     

提高新员工培训成效的流程探讨

新员工流失率过高是目前很多企业面临的严重问题。如何才能留住新员工?这需要从新员工进入企业后的第一项工作——新员工培训入手。本文基于PDCA循环模型,将新员工培训纳入计划、执行、评价和问题处理的循环过程中,构建新员工培训的系统体系,分析了每个环节中的重点,从而有助于企业对新员工培训进行系统规划,不断提高新员工培训的成效,从而降低新员工流失率。     

Subjective fit with organizational culture: an investigation of moderating effects in the work stressor-employee adjustment relationship

Occupational stress has been a concern for human resource managers in light of research investigating the work stressor-employee adjustment relationship. This research has consistently demonstrated many negative effects between stressors in the workplace and employee adjustment. A considerable amount of literature also describes potential moderators of this relationship. Subjective fit with organizational culture has been established as a significant predictor of employee job-related attitudes; however, research has neglected investigation of the potential moderating effect of subjective fit in the work stressor-employee adjustment process. It was predicted that perceptions of subjective fit with the organization's values and goals would mitigate the negative effect of work stressors on employee adjustment in an employee sample from three organizations (N = 256). Hierarchical multiple regression analyses revealed support for the stress-buffering effects of high subjective fit in the prediction of physical symptoms, job satisfaction, and intentions to leave. The theoretical and practical implications of the results are discussed.     

Employee benefits: A growing source of psychological contract violations

Since the 1940s, the number of employee benefits provided by employers and costs related to these benefits have increased dramatically. However, in the face of intensified product market competition, more and more organizations are decreasing their benefits packages as part of broader efforts to decrease labor costs. At the same time, many employees have become dependent on employer-provided benefits to help satisfy basic security needs. This article examines the evolution of this predicament and the associated consequences that are likely to arise as a result of this conflict between worker expectations and employer practices. Ideas for resolution of this employee–employer conflict are also discussed.