组织政治知觉影响离职倾向的多重中介效应比较分析

采用问卷调查法,以珠三角地区光电制造企业中452名知识型员工为研究对象,探讨了组织政治知觉影响离职倾向的内在心理机制。结构方程建模分析结果表明:组织政治知觉能通过工作满意度、情感承诺和工作倦怠的并行多重中介作用对离职倾向产生影响,在个别中介效应大小方面,工作倦怠最大,工作满意度次之,情感承诺最小。     

员工学历结构对组织绩效影响机制的实证研究——基于工作满意度的实证分析

员工学历结构、工作满意度和组织绩效一直是组织行为学研究的重要问题。通过运用中介效应分析的实证研究方法,检验教师的工作满意度在教师学历结构对学生学业水平影响过程中的中介作用。研究表明:教师学历结构和工作满意度对学生学习业水平有正向影响,而且教师工作满意度在教师学历结构对学生学业水平的影响过程中,具有中介效应。这说明,义务教育学校需要适当提升教师的学历结构。此外,可以通过提升教师的工作满意度,达到提高组织绩效的目的,即提升学生的综合学业水平。     

团队任务冲突与关系冲突转化机制——团队氛围的调节作用

团队中不同类型冲突之间作用机制的关系,日益成为组织管理领域的重要问题.本文引入团队氛围作为调节变量,对团队任务冲突对关系冲突影响的边界条件进行了探索.实证研究结果表明,团队氛围能对任务冲突与关系冲突的正相关关系产生负向调节作用,从而减弱任务冲突对关系冲突的负向影响.通过促进和谐的团队氛围,能够使团队在任务冲突存在的前提下形成有效的团队合作.团队经理应尽量避免任务冲突向关系冲突转化,促使团队中的任务冲突发挥促进信息交流和团队学习的作用,从而促进团队绩效的提升.     

员工参与对于预算管理绩效影响的路径分析

本文以路径分析方法为基础,对我国上市公司内员工参与和管理绩效之间的关系进行了实证研究。研究结果发现,员工对于预算目标的接受度会对员工参与和管理绩效之间的关系产生影响,其影响程度会受到预算目标困难度的调节,预算目标困难度高时,员工参与可经由强化预算目标接受而间接提升预算管理绩效;困难度低时,则无此效果。     

Impact of Transformational and Servant Leadership on Organizational Performance: A Comparative Analysis

The purpose of this study is to examine the impact of two comparative leadership styles on organizational performance outcomes. The leadership styles undertaken is transformational and servant leadership. A sample of 155 participants is taken from profit-oriented service sector of Pakistan. Data through survey gathered on a five point likert scale from organizations. AMOS and SPSS are used for statistical analysis. The result shows that, transformational leadership has more impact on organizational learning than servant leadership. Furthermore organizational learning enhances organizational performance. Managers and leaders of corporate sector can get benefited from this study. Their main objective is to maximize the profitability of organization thus, they can choose leadership style which polishes their abilities and helps them to achieve profit maximization.     

高管团队派系冲突的诱发前提、演化机理及其对组织绩效的影响——基于HB公司的纵向跟踪研究

采用纵向案例研究方法,对HB公司高管团队的特征演化进行历时8年的现场观察和跟踪,结果表明:在层级结构的组织内,派系冲突产生的先决条件有两个,一是冲突双方势均力敌,二是一方认为对方触动了自己的根本利益。冲突演化的路径是从认知冲突到情感冲突,最终转化为派系冲突。此外,当高管团队间的冲突停留在认知和情感阶段时,对企业经营绩效的影响并不显著,一旦升级为派系冲突,其对企业绩效的负向影响便逐渐显现。     

Ethics and Performance: A Simulation Analysis of Team Decision Making

The interrelationships among a number of variables and their effect on ethical decision making was explored. Teams of students and managers participated in a competitive management simulation. Based on prior research, the effects of performance, environmental change, team age, and type of team on the level of ethical behavior were hypothesized. The findings indicate that multiple variables may interact in such a fashion that significance is lost.     

The Effects of Ethical Climates on Organizational Commitment: A Two-Study Analysis

Although organizational commitment continues to interest researchers because of its positive effects on organizations, we know relatively little about the effects of the ethical context on organizational commitment. As such, we contribute to the organizational commitment field by assessing the effects of ethical climates (Victor and Cullen, 1987, 1988) on organizational commitment. We hypothesized that an ethical climate of benevolence has a positive relationship with organizational commitment while egoistic climate is negatively related to commitment. Results supported our propositions for both a benevolent climate and an egoistic climate. We also hypothesized that a principled climate is positively related to organizational commitment for professional workers but has no relationships for nonprofessional workers. Results supported this hypothesis.     

Ethical Considerations in Organizational Politics: Expanding the Perspective

The aim of this study is to contribute to a conceptualization of organizational politics that underscores the possibility of developing positive political behavior at the workplace. In this respect, we seek to provide a context of re-evaluating the normative foundations of organizational politics. Normative issues are critically discussed in the context of mainstream ethical theories that illuminate the interaction of ethics and political behavior. More specifically, it is argued that a deontological framework is of particular importance for the proper management of negative political behavior, whereas a virtue-ethics context can be employed so as to foster positive political behavior at the workplace. Finally, the implications of this approach for organizational life and HRM processes and practices are taken into consideration.     

高管团队断裂带、自反性对决策绩效的影响

随着高阶理论的发展,高管团队断裂带逐渐引起学界的重视。从群体决策理论视角出发,把高管团队断裂带分为任务相关断裂带和社会类别断裂带,引入团队自反性作为调节变量,并分为任务自反性和情感自反性两个维度,构建理论模型,探讨高管团队断裂带对决策绩效的影响,以及团队自反性所起的调节作用。以上海、北京、山东、浙江等省份部分企业的高管团队为调研对象,通过多元回归分析进行实证研究发现:高管团队任务相关断裂带与决策绩效显著正相关,任务自反性和情感自反性均正向调节此关系,而任务自反性比情感自反性的调节作用更强;高管团队社会类别断裂带与决策绩效显著负相关,任务自反性和情感自反性在此关系中未发挥显著调节作用。因此,企业应重视高管团队任务相关断裂带提供的多样化信息,不断丰富重大决策信息渠道,使决策方案呈现多样化,增强决策方案选择的韧性,构建一支异质性程度较高、对决策事项具有深刻理解的高管团队;建立有效的集体决策制度,尽力避免决策偏差,以保障战略目标的实现;在现实国情下,重视集体主义思想建设,增强企业凝聚力。     

Auxiliaries to Abusive Supervisors: The Spillover Effects of Peer Mistreatment on Employee Performance

Journal of Business Ethics - An accumulating amount of research has documented the harmful effects of abusive supervision on either its victims or third parties (peer abusive supervision). The...     

Cracks in Diversity Research: The Effects of Diversity Faultlines on Conflict and Performance

In this quasi-field study, we investigate the effects of diversity faultlines on the conflict experience, performance, and morale of 79 groups. This is one of the first studies to operationalize the construct of diversity-related faultlines (Lau and Murnighan 1998). One of the most important contributions of this research is that faultlines incorporate multiple characteristics of group members simultaneously rather than assessing just one demographic characteristic at a time as most past diversity research has done. We develop a measure to capture the complexity of the faultline construct and to examine the effects of various group diversity faultline profiles on group outcomes. Linear results with a limited range of data show that faultlines are negatively related to conflict and positively related to morale and performance. Supplemental analyses that take into account the unique characteristics of our dataset indicate curvilinear relationships between diversity faultlines and relationship conflict, process conflict, group morale, and group performance. Groups with either virtually no faultlines (very diverse members) or strong faultlines (split into 2 fairly homogeneous subgroups) had higher levels of conflict and lower levels of morale and performance than groups with medium faultlines. The results suggest a more complex relationship between diversity and group process and outcome variables than typically described in diversity research. A detailed discussion of the faultline measure we developed and the methodological issues associated with measuring and interpreting faultlines are reported.     

Just the Right Amount of Ethics Inspires Creativity: A Cross-Level Investigation of Ethical Leadership,Intrinsic Motivation,and Employee Creativity

Based on ideology-infused psychological contract theory and cognitive evaluation theory, this study investigated the curvilinear relationship between ethical leadership and employee creativity. A curvilinear mediation model was proposed to explain the impact of ethical leadership on creativity, using employee intrinsic motivation as the mediator. Applying a two wave sampling design that consist 258 employees and their leaders, we found that employee creativity improved as ethical leadership increased from low to moderate levels. However, the employee creativity improvement was attenuated when ethical leadership increased from moderate to high levels. Furthermore, the study also revealed that employee intrinsic motivation partially mediated this curvilinear relationship. The theoretical and managerial implications are discussed.     

责任型领导对隐性知识共享意愿的影响研究——员工组织承诺和主动性人格的作用

作为一种战略资源,隐性知识已成为影响当下企业竞争优势地位的重要因素。文章基于社会交换理论和个体—环境匹配理论,以组织承诺为中介变量,主动性人格为调节变量,构建了责任型领导对员工隐性知识共享意愿的影响模型。结果表明,责任型领导对员工隐性知识共享意愿具有显著正向影响;员工组织承诺在二者的关系间发挥了部分中介作用;员工的主动性人格正向调节了责任型领导对员工隐性知识共享意愿的积极作用。该研究结论为企业提高员工间隐性知识共享、增强自身竞争能力提供了一定参考。     

Organizational and Interorganizational Determinants of EDI Diffusion and Organizational Performance: A Causal Model

Electronic data interchange (EDI), a specific form of interorganizational systems, has the potential to significantly influence business operations and the exchange of business documents in a number of industries and to provide substantive tangible and intangible benefits to the participating firms. However, successful implementation and diffusion of these systems innovations requires the cooperation and commitment of all participating member firms. A number of interorganizational as well as internal, organization-specific factors can influence both the extent to which EDI is diffused and used and the level of subsequent benefits that accrue to the firms.

Research from sociopolitical process framework in marketing, organizational theory, innovation theory, use of information technology for competitive advantage, and information systems (IS) implementation was used to identify 3 interorganizational variables (customer support, customer expertise, competitive pressure) and 4 organizational variables (internal support, EDI's benefits potential, EDI compatibility, resource intensity). In this study, we develop a multidimensional measure for EDI diffusion to capture both external integration and internal integration. We then examine the influence of these 7 variables on the extent to which EDI adopter firms pursue diffusion and whether more diffusion leads to superior organizational-level outcomes.

Two senior executives (the chief executive officer and a senior manager responsible for the IS function or EDI) from 83 firms in the motor carrier industry participated in a field survey. The results from a structural equation model (SEM), developed using LISREL, provide quite a strong support for the hypothesized relations. All 4 organizational variables and 2 of the 3 interorganizational variables (customer support and competitive pressure) influence EDI diffusion. The results also indicate that external integration dimension of diffusion enables adopter firms to achieve improved operational and market-oriented performance, whereas internal integration contributes only to operational performance.     

Organizational Culture in the Financial Sector: Evidence from a Cross-Industry Analysis of Employee Personal Values and Career Success

We assess the organizational culture in the finance industry in relation to the global financial crisis and consider the potential of cultural change to improve the financial sector. To avoid (response) biases, we build on the person–organization fit literature and develop a novel, indirect method for assessing organizational culture that revolves around relationships between employees’ personal traits and their career success in the industry or organization under study. We analyze personal values concerning the pursuit of private gain (self-enhancement values) versus personal values concerning caring for others (self-transcendence values) and consider whether employees that value self-enhancement more and self-transcendence less enjoy more career success relative to their peers when working in finance than when working in other industries. Results do not reveal any sort of cross-industry differences that would implicate the finance industry’s culture in the financial crisis. Instead, we find the opposite, namely that strong self-enhancement values and weak self-transcendence values go together with less career success in the finance industry compared to other industries. Hence, if anything, the culture in the finance industry does not seem to resonate well with professionals that seek to pursue personal gain at the expense of clients’ welfare. Implication is that cultural change has little potential to improve the financial system. Meanwhile, the method for assessing organizational culture indirectly by analyzing relationships between employees’ traits and their career outcomes has wider applicability, particularly when relying on scores or measures obtained directly from the people concerned is likely to render biased evidence.     

Correction to: Auxiliaries to Abusive Supervisors: The Spillover Effects of Peer Mistreatment on Employee Performance

Journal of Business Ethics - A correction to this paper has been published: https://doi.org/10.1007/s10551-021-04793-5     

Ethical Codes of Conduct and Organizational Context: A Study of the Relationship Between Codes of Conduct, Employee Behavior and Organizational Values

Codes of ethics are being increasingly adopted in organizations worldwide, yet their effects on employee perceptions and behavior have not been thoroughly addressed. This study used a sample of 613 management accountants drawn from the United States to study the relationship between corporate and professional codes of ethics and employee attitudes and behaviors. The presence of corporate codes of ethics was associated with less perceived wrongdoing in organizations, but not with an increased propensity to report observed unethical behavior. Further, organizations that adopted formal codes of ethics exhibited value orientations that went beyond financial performance to include responsibility to the commonweal. In contrast to corporate codes of ethics, professional codes of ethical conduct had no influence on perceived wrongdoing in organization nor these codes affect the propensity to report observed unethical activities.     

国家文化差异、组织文化差异与企业绩效——基于中外合资企业的实证研究

文化差异是影响合资企业绩效的重要原因.现有的研究大多检验文化差异对绩效的直接影响,本文试图探索文化差异与绩效间接影响的行为过程.基于对106家中外合资企业的实证调查,我们发现,国家文化差异对绩效有正相关关系,组织文化差异与绩效负相关.信任程度能够加强国家文化差异对绩效的正向影响,沟通会减弱组织文化差异对绩效的负向影响.在上述发现的基础上,本文提出了相应的管理启示和建议.