Perceptions of Organizational Virtuousness and Happiness as Predictors of Organizational Citizenship Behaviors

Moral and financial scandals emerging in recent years around the world have created the momentum for reconsidering the role of virtuousness in organizational settings. This empirical study seeks to contribute toward maintaining this momentum. We answer to researchers’ suggestions that the exploratory study carried out by Cameron et al. (Am Behav Sci 47(6):766–790, 2004), which related organizational virtuousness (OV) and performance, must be pursued employing their measure of OV in other contexts and in relation to other outcomes (Wright and Goodstein, J Manage 33(6):928–958, 2007). Two hundred and sixteen employees reported their perceptions of OV and their affective well-being (AWB) at work (one of the main indicators of employees’ happiness), their supervisors reporting their organizational citizenship behaviors (OCB). The main finding is that the perceptions of OV predict some OCB both directly and through the mediating role of AWB. The evidence suggests that OV is worthy of a higher status in the business and organizational psychology literatures.     

企业战略联盟的组织形态演进

长期以来,战略联盟一直是战略管理中倍受关注的焦点。从两条主线追溯了战略联盟组织形态的演进路径———其中一条是战略联盟的组织形态特征,另外一条则是企业联盟的战略涵义。分析战略联盟组织形态演进过程中的共同特征,对我国企业的发展和竞争具有一定的现实意义。     

协调发展观的演进

第一代中央领导集体的协调发展观以正确认识和处理"十大关系"为核心内容;第二代中央领导集体的协调发展观以确定"三位一体"的总体目标,正确认识和处理中国特色社会主义经济、政治、文化建设中的重大关系为核心内容;第三代中央领导集体的协调发展观以正确认识和处理"十二大关系"为核心内容;新一届中央领导集体的协调发展观以"五个统筹"为核心内容.中央领导集体协调发展观的演进具有时代性、继承性和创新性.     

内部营销概念的演变以及内部营销的实施

本文通过对不同内部营销概念的分析和比较总结出内部营销概念发展的3个阶段,从市场细分和营销组合方面展示了内部营销活动的内涵以及内部营销活动的实施。     

组织模块化及其挑战:组织形态演进的思考

本文基于现有研究,分析了组织形态从家庭作坊到工厂组织,再到公司制组织,并最终进化为模块化组织的演进历程,认为资本增值性、技术进步、市场因素(需求、贸易、竞争)、交易费用和新经济元素(信息技术、互联网络、知识资本)等因素影响并推进着组织形态变迁,并最终催生了模块化组织。其中,技术进步是组织形态向模块化组织演进的关键动因。技术模块化引起的价值链解构、竞合机制的形成、顾客直接参与价值分配是模块化组织价值释放效应的表现,这将使以交易费用为理论基石的传统企业组织理论受到挑战。     

The Amplifying and Buffering Effects of Virtuousness in Downsized Organizations

Virtuousness refers to the pursuit of the highest aspirations in the human condition. It is characterized by human impact, moral goodness, and unconditional societal betterment. Several writers have recently argued that corporations, in addition to being concerned with ethics, should also emphasize an ethos of virtuousness in corporate action. Virtuousness emphasizes actions that go beyond the “do no harm” assumption embedded in most ethical codes of conduct. Instead, it emphasizes the highest and best of the human condition. This research empirically examines the buffering and amplifying effects of virtuousness in organizations. The study hypothesizes that virtuousness has a positive effect on organizations because amplifying dynamics make subsequent virtuous action more likely, and buffering dynamics reduce the harmful effects of downsizing. The study reveals that two types of virtuousness – tonic and phasic – are associated with these effects.     

企业战略联盟的概念演进

本文认为,企业的合作行为本身是一个动态发展的商业环境与企业进化的交互过程,企业为了适应竞争和挑战,不断改变合作的目标组织方式.企业联盟比纯粹市场、科层企业及计划具有独特的优势.市场协调对未来的机会和资源缺乏真正的控制力,企业内部协调难以突破内部资源的限制,且管理边际收益会随着企业规模扩大而递减,企业联盟可以突破企业本身的资源约束,给企业带来本身无法实现的战略利益.     

中国商业竞争理念演变趋势

新世纪以来,随着商业环境的不断发展,企业不断探索谋求竞争优势的新方法、新手段.商业竞争文化的转变更为凸显,呈现六大演变趋势,即从规模竞争到速度竞争,从运营竞争到品牌竞争,从单体竞争到产业链竞争,从对抗竞争到合作竞争,从直接竞争到多点竞争,从国内竞争到全球竞争,从店铺竞争到网络竞争.     

产业演进下的企业组织的形式及抉择

企业组织不是新古典经济学抽象下的生产函数,它有它不同的组织形式.在不同的组织形式下,企业组织之间有着相当的差别.同时在现实经济中企业组织并非是新古典经济学定义的天然物,它有其自身的逻辑起点,即是企业家人力资本的间接定价器.鉴于新古典经济学对企业组织的种种误读,本文尝试着从不同的角度去理解企业组织,并分析不同的企业组织形式之间的差异.同时说明为什么不同的企业组织会选择不同的组织形式,并在此基础上建立一个企业组织形式的相机抉择模型.     

Organizational Leadership, Ethics and the Challenges of Marketing Fair and Ethical Trade

This article critically evaluates current developments in marketing fair trade labelled products and “no sweat” manufactured goods, and argues that both the fair trade and ethical trade movements increasingly rely on strategies for bottom-up change, converting consumers “one cup at a time”. This individualistic approach, which we call “shopping for a better world”, must, we argue, be augmented by more collectivist approaches to affect transformative change. Specifically, we look at the concept of mission-driven organizations pursuing leadership roles in developing affinity relationships to promote fair and ethical trade and developing ethical spaces. Increasingly, a range of organizations are restructuring their operations, so that their mission is reflected in ethical practices throughout their operations, including product sourcing and product sales. First, ethical purchasing policies operated by non-profits and public agencies represent markets through which fair/ethical products reach end consumers. The efforts discussed to create ethical spaces through direct democracy and electoral mandate build on a broad-based affinity with the principles of fair and ethical trade. Second, we explore the potential for “mission-driven” non-profit organizations, such as zoos and aquaria for merging their mission of conservation education with their marketing activities through the operation of their shops and cafés. Interesting initiatives to link the conservation message to food choices is being undertaken by a number of zoos and aquaria, while there is scope for increased linkages in the giftware sold in their shops.     

Marketing Concept Manifestations in Fiji Enterprises: Confirming the Link to Organizational Competitiveness

ABSTRACT

This paper proposes an integrative view of the marketing concept (i.e., the ability to understand and satisfy customers) and examines its prevalence and effect on competitiveness in organizations operating in an isolated and less economically developed country. The marketing concept manifests as marketing expertise, market orientation, and externally directed organizational values. Based on a sample of 86 firms operating in Fiji, the results indicate that these three mechanisms promote organizational competitiveness, thus supporting the universality of the marketing concept. These findings confirm the important role of the marketing concept in the competitiveness of firms in a less developed economy.     

Ethics and Ethos: The Buffering and Amplifying Effects of Ethical Behavior and Virtuousness

Logical and moral arguments have been made for the organizational importance of ethos or virtuousness, in addition to ethics and responsibility. Research evidence is beginning to provide, empirical support for such normative claims. This paper considers the relationship between ethics and ethos in contemporary organizations by summarizing emerging findings that link virtuousness and performance. The effect of virtue in organizations derives from its buffering and amplifying effects, both of which are described.     

Implementing an Organizational Ethics Program in an Academic Environment: The Challenges and Opportunities for the Duquesne University Schools of Business

This paper acknowledges the paucity of attention regarding the development of ethics programs within an academic environment and describes in a case study how the Duquesne University schools of business attempted to introduce, integrate and promote its own ethics program. The paper traces the business school’s attention to mission statements, curriculum development, ethics policy, program oversight and outcome assessment. Lessons learned are offered as suggestions for others seeking to develop and implement an ethics program in their school.     

近代以来世界通货信用演进与未来超主权数字货币构想

本文在梳理近代以来世界通货演进脉络基础上,提出了世界通货信用观,认为通货的本质是信用,通货信用可从通货属性、通货价值以及通货用户评价三大维度来测度。从金属货币、信用货币向数字货币过渡符合通货变化发展规律。通货演进的同时,人们对通货的信用认知水平也在提高。但一国主权货币充当世界货币是不公平的,大多数国家普遍呼吁超主权货币的诞生与发展。随着以区块链为代表的算法技术和人工智能、量子技术等新技术的发展,超主权数字货币的诞生已经成为可能。超主权数字货币的发展,需要形成信用共识基础,需要公正合理的“锚”,需要发行、存储与清算等规则和标准体系,需要分步实施。数字人民币无意取代当下的美元和欧元,伴随着数字人民币的实践,中国应在推动超主权数字货币构建中发挥应有作用。     

Positive Group Context,Work Attitudes,and Organizational Misbehavior: The Case of Withholding Job Effort

Considering the organization’s ethical context as a framework to investigate workplace phenomena, this field study of military reserve personnel examines the relationships among perceptions of psychosocial group variables, such as cohesiveness, helping behavior and peer leadership, employee job attitudes, and the likelihood of individuals’ withholding on-the-job effort, a form of organizational misbehavior. Hypotheses were tested with a sample of 290 individuals using structural equation modeling, and support for negative relationships between perceptions of positive group context and withholding effort by individual employees was found. In addition, individual effort-performance expectancy and individual job satisfaction were negatively related to withholding effort. The findings provide evidence that individual perceptions of positive group context play a key role in the presence of misbehavior at work. The results indicate that positive group context might be an important element of ethical climate that should be managed to temper occurrence of such adverse work behavior. Roland E. Kidwell (PhD, Louisiana State University) is an associate professor in the Management and Marketing Department in the College of Business at the University of Wyoming. His major research and teaching interests focus on new ventures and economic development, family business, social entrepreneurship, business ethics, and workplace deviance. His research has been published in academic journals such as the Academy of Management Review, Journal of Management, Journal of Business Venturing, International Entrepreneurship and Management Journal, Journal of Accounting and Public Policy and Journal of Business Ethics. He is co-editor of the book, Managing Organizational Deviance (Sage, 2005). Sean R. Valentine (DBA, Louisiana Tech University) is Professor of Management in the Department of Management, College of Business and Public Administration at the University of North Dakota. His research and teaching interests include business ethics, human resource management, and organizational culture. His work has appeared in journals such as Human Relations, Journal of Personal Selling & Sales Management, Journal of Business Research, Behavioral Research in Accounting and Journal of Business Ethics.     

专业市场:概念、历史演进及其集聚机理分析

专业市场是联结生产领域和消费领域的桥梁和纽带,从历史演化过程来看,它是从商品批发市场或商品交易市场演化而来,通常是指对农产品、家电、纺织品等商品分类,集中进行批发、批零兼营交易的摊位制市场。中国的专业市场最先形成于改革开放后的沿海省市的农村地区,而后随着社会经济的发展逐步向内陆省市、沿海省市小城镇和城乡结合部转移。通过空间数量经济分析揭示,在区域经济发展中,且满足一定的假设条件下,专业市场中两种类型企业(流通性企业与生产性企业)的多次博弈最终导致一种集聚均衡,即在均衡的区位与价格条件下,批发企业或出口企业与专业化生产企业达到各自的利润最大化,且是最有效率的均衡,这便是专业市场的集聚机理。     

The Challenges of Inflation in Europe and the US

Inflationary pressures and uncertainties related to the severity and duration of the coronavirus pandemic have been growing steadily in the last year. Different approaches to supporting labour force participation in Europe and the United States have led to different inflationary outcomes. In addition, the Russian war against Ukraine, which began on 24 February, has provided a definitive answer to questions about whether rising inflation is just temporary. The sharp increase in already volatile food and energy prices is presenting monetary policymakers with new challenges. The authors in this Forum consider how to respond to rising inflation, discuss why inflation is so hard to predict and examine whether long-term inflation expectations have de-anchored.

     

战后西方发展观演进路径及其规律探析

战后西方发展观经过了一维客体论、多维客体论、主客相关论和主体中心论四个阶段。西方发展观演进脉络呈现如下规律：一、由客体中心论转变为主体中心论;二、由关注发展的进度转变为关注发展的代价;三、由线性发展观转变为非线性发展观。借鉴西方发展观及其演进规律,可以更好更深入地贯彻落实我党提出的科学发展观,从而实现我国经济社会又好又快地发展。     

基于领导—成员交换视角的组织公平与组织认同关系研究

目前,组织认同已经被越来越多的学者和企业家所关注.然而,对于其形成机制的研究还有待进一步的扩展.文章选取组织公平这一角度来研究组织认同形成的机理.检验了在中国情境下组织支持感在组织公平与组织认同关系中的中介作用,尤其重点探讨了公平感与组织认同关系链中领导-成员交换的调节效应和直接效应.文章以北京市6家企业的294名员工作为样本收集数据,进行统计检验.研究结果发现:组织公平促进员工组织支持感的形成,进而培育起员工的组织认同;领导-成员交换质量高时,组织公平更容易形成组织认同;领导-成员交换质量的改善会直接促进组织认同的形成.最后,讨论了文章研究的理论意义和对当前管理实践的启示和建议.