Ingratiation in the Workplace: The Role of Subordinate and Supervisor Political Skill

Over two decades, social influence researchers have called for a study that would examine how, why, and when influence tactics are effective. Informed by balance theory, the present study proposes that subordinate and supervisor political skill impacts the effectiveness of ingratiation attempts. The results from a survey of 228 supervisor–subordinate dyads in Chinese firms indicated that subordinates with high political skill are less likely to have their exhibited ingratiation behaviour perceived by their supervisors; however, supervisors with high political skill are likely to perceive ingratiation behaviour demonstrated by their subordinates. Moreover, the most successful condition for enabling subordinates to hide ingratiation from their supervisors is when the subordinates are politically astute and the supervisors are not. Furthermore, when supervisors perceive ingratiation behaviour, they rate low on the job performance and promotability of their subordinates; these low ratings are explained by the undermined personal reputation of the subordinates due to their ingratiation detected.     

Developing and Utilizing Network Resources: Roles of Political Skill

This study examines the role of political skill in the development and utilization of network resources at the individual level. Drawing on the behavioural and network perspectives as well as political skill literature, we propose that political skill increases one's network resources (developing network), which will benefit his/her performance and career success. Moreover, political skill is hypothesized to strengthen the relationships between network resources and performance and career outcomes (utilizing network). A two‐wave study on a sample of 281 supervisor–subordinate dyads from six electronic firms in China confirms our hypotheses. Our examination of the dual role of political skill facilitates a better understanding of the networking process from the perspective of individual skill/behaviour, thus enriching the behavioural theory and network literature. Implications are discussed and directions for future research are suggested.     

Work‐to‐Family Spillover Effects of Workplace Ostracism: The Role of Work‐Home Segmentation Preferences

This study considers workplace ostracism as a source of stress and examines its spillover effects on the family. By integrating the work‐family interface model with boundary theory, we investigate the impact of workplace ostracism as perceived by employees on their family satisfaction by examining the mediating role of work‐to‐family conflict and the moderating role of work‐home segmentation preferences. The results from a three‐wave field survey of 233 employees in China indicate that workplace ostracism is negatively related to family satisfaction; this relationship is also mediated by work‐to‐family conflict. In addition, work‐home segmentation preferences attenuate the mediating effect of work‐to‐family conflict on the relationship between workplace ostracism and family satisfaction. The theoretical and managerial implications of these findings are discussed.     

Retaining Employees Through Anti–Sexual Harassment Practices: Exploring the Mediating Role of Psychological Distress and Employee Engagement

The present study utilized sexual harassment, organizational climate, and engagement theories to articulate a process model of how perceived anti–sexual harassment practices and sexual harassment incidents relate to affective commitment and intentions to stay. The authors hypothesized that perceived anti–sexual harassment practices and sexual harassment incidents would relate to employee engagement, both directly and indirectly through psychological distress. Moreover, psychological distress and employee engagement were hypothesized to mediate the relationships of perceived anti–sexual harassment practices and sexual harassment incidents with affective commitment and intentions to stay. Study findings supported these hypotheses within two subsamples of female (N = 3,283 and 3,207) and male (N = 3,460 and 3,300) military personnel. © 2014 Wiley Periodicals, Inc.     

Effects of Green HRM Practices on Employee Workplace Green Behavior: The Role of Psychological Green Climate and Employee Green Values

As an emerging concept, green human resource management (green HRM) has been conceptualized to influence employee workplace green behavior. This research empirically tested this link. We first developed measures for green HRM, and then drew on the behavioral HRM and psychological climate literature along with the supplies‐values fit theory, to test a conceptual model integrating the effects of psychological green climate and individual green values. Results revealed that green HRM both directly and indirectly influenced in‐role green behavior, but only indirectly influenced extra‐role green behavior, through the mediation of psychological green climate. Individual green values moderated the effect of psychological green climate on extra‐role green behavior, but it did not moderate the effect of either green HRM or psychological green climate on in‐role green behavior. These findings indicate that green HRM affects both employee in‐role and extra‐role workplace green behavior; however, this occurs through different social and psychological processes. © 2016 Wiley Periodicals, Inc.     

Bringing Political Skill into Social Networks: Findings from a Field Study of Entrepreneurs

The authors integrate the entrepreneurship literature's sociological and behavioural perspectives and examine the processes through which entrepreneurs first build social networks and then use the network resources for enhancing venture performance. Field interviews of entrepreneurs during a six‐month period reveal that political skill is an important individual‐level factor that influences the construction and use of social networks. Theoretical and practical implications of the major findings are discussed.     

关于思想政治工作中注重人文关怀和心理疏导的几点思考

通过在思想政治工作中着力开展人文关怀和心理疏导活动,将提高人的境界、情趣、品位,培育乐观、豁达、宽容的精神,促进人的素质提高、精神解放和全面发展,必将有效调节人们的情感和心理,形成人人促进和谐的局面。     

关于思想政治工作中注重人文关怀和心理疏导的几点思考

通过在思想政治工作中着力开展人文关怀和心理疏导活动,将提高人的境界、情趣、品位,培育乐观、豁达、宽容的精神,促进人的素质提高、精神解放和全面发展,必将有效调节人们的情感和心理,形成人人促进和谐的局面。     

Psychological contract breach and counterproductive workplace behaviors: testing moderating effect of attribution style and power distance

In this study, we examined the relationship between psychological contract breach (PCB) and counterproductive workplace behaviors (CWBs). We also explored two personal factors, namely casual attribution styles and power distance, in moderating the PCB–CWB linkage. One hundred and thirty-one full-time Chinese employees in Macao were recruited. Results showed that PCB was positively correlated with CWB. Furthermore, this relationship was moderated by external attribution style and power distance. In particular, employees who attributed the contract breach more to disruption and endorsed higher on power distance tended to report lower CWB. Limitation and implication are discussed.     

运用财务比率预测财务危机的模式与局限性

文章首先介绍了运用财务比率预测公司财务危机的两种模式:比威尔和赞靡杰威斯基的单变量预测模式与奥特曼的多变量Z值预测模式,接着从财务报表质量、财务比率幻觉、财务比率的比较基准、资产负债表的不完全性和通货膨胀等角度分析了运用财务比率预测财务危机的局限性。     

心理契约在企业核心员工流失中的作用及其构建

人力资源是企业发展的第一要素,降低核心员工流失率是让众多管理者头疼的事情。合理的流失率有利于企业保持活力,但如果流失率过高,企业将不仅蒙受直接损失(包括替换成本、培训成本等),而且影响企业工作的连续性和其他人员的稳定性。本文针对此问题探讨了心理契约在企业的核心员工流失中的作用及其构建。     

Workplace bullying and absenteeism: The mediating roles of poor health and work engagement

Workplace bullying is a major problem that affects the well‐being and productivity of employees. Some previous studies have found that workplace bullying is associated with absenteeism, which is a major contributor to lost workplace productivity. However, a comprehensive understanding of how different workplace bullying experiences are associated with absenteeism is currently lacking. In particular no previous studies have examined potential mediators of these relationships. The present article aimed to provide new insights into the relationship between workplace bullying and absenteeism. In a 12‐month prospective study of 500 Australian employees, we identified 5 distinct subtypes of workplace bullying experiences using a person‐centred approach. These bullying subtypes were found to be associated with absenteeism via health impairment and lower work engagement. The findings can be used to inform HR strategies to prevent and manage workplace bullying.     

论高校网络思想政治教育存在的主要问题及解决途径

网络已经成为大学生思想政治教育的新阵地,当前高校网络思想政治教育存在着缺乏完善的网络思想政治教育工作队伍、网络思想政治教育的内容和形式创新不够等主要问题。加强和改进高校网络思想政治教育,增强其针对性和实效性,可以采取建立高素质的网络思想政治教育队伍、完善高校网络思想政治教育工作体系等解决途径来提高高校网络思想政治教育的工作水平。     

Virginia's New Ban on Public Employee Bargaining: A Case Study of Unions, Business, and Political Competition

This article explores the reasons why the Virginia General Assembly passed a law prohibiting public employee bargaining some 16 years after the Virginia Supreme Court had clearly ruled that such bargaining was impermissible absent express statutory authority. The impetus for this legislation apparently was a series of actions by Governor L. Douglas Wilder's administration involving payroll deductions for state employees. The Virginia case is compared and contrasted to the findings of recent aggregate quantitative studies of the determinants of public sector labor relations legislation, illustrating the relative influence of organized business interests over those of labor.     

Task Conflict and Employee Creativity: The Critical Roles of Learning Orientation and Goal Congruence

We add to human resource literature by investigating how the contribution of task conflict to employee creativity depends on employees’ learning orientation and their goal congruence with organizational peers. We postulate a positive relationship between task conflict and employee creativity and predict that this relationship is augmented by learning orientation but attenuated by goal congruence. We also argue that the mitigating effect of goal congruence is more salient among employees who exhibit a low learning orientation. Our results, captured from employees and their supervisors in a large, Mexican‐based organization, confirm these hypotheses. The findings have important implications for human resource managers who seek to foster creativity among employees. © 2015 Wiley Periodicals, Inc.     

高校贫困生心理扶贫工作研究

扶贫先扶志是推动新时代大学生综合素质全面发展,成为新时代社会有用人才的重要举措。贫困生是学校的弱势群体,其除了面临经济压力之外,还易产生因自身条件而自卑、因压力过大而焦虑等心理贫困现象。因此,在精准扶贫战略下高校必须立足于贫困生实际,帮助其“经济脱贫、心理脱贫”。     

Political culture and foreign direct investment: The case of Italy

Does the political culture of an area have any impact on the foreign direct investment (FDI) decisions of multinational corporations (MNCs)? This question is difficult to address empirically, as locations differ in many dimensions. We therefore address this question by examining MNC investment location decisions with regard to different regions within a single country. The country we examine is Italy, which exhibits one of the highest levels of variation with regard to the political culture of its geographical regions. We find that political culture as represented by the pattern of support for political parties at different points on the political spectrum has a significant impact on the MNC investment location decision. Thus, in choosing between locations on a short list, where economic and financial location factors are roughly similar, political culture can have a determining influence. In the case of Italy, a Center-right orientation is conducive to MNC FDI, while a Center-left orientation is not. A Far-left orientation is found to have a very negative effect on FDI.     

When Employees Engage in Workplace Incivility: The Interactive Effect of Psychological Contract Violation and Organizational Justice

The primary objective of this research was to examine both procedural and interactional justice perceptions as moderators of the relationship between psychological contract violation and workplace incivility. Affect Infusion Model (AIM) was used as a theoretical basis for predicting an interaction in which there was, in general, a positive relationship between violation and incivility. However, a stronger relationship between contract violation and incivility was predicted under high-justice conditions, compared to low-justice conditions, due to the deeper, more elaborate information processing needed to reconcile a psychological contract violation occurring in an otherwise just organization. An online survey was administered to 975 U.S. respondents. The hypotheses were confirmed. Results indicated that the positive relationship between violation and instigated incivility was stronger among employees reporting a just work environment. Implications for applying AIM to organizational settings are discussed.     

渗透性在思想政治教育中的应用

随着社会的发展,思想政治教育面临的环境正在发生变化,人们的思想状况也随之变化。渗透性的思想政治教育克服了传统思想政治教育模式局限。通过潜移默化的、润物无声的、日常渗透等方式,传授思想政治教育的内容,实现教育目标。本文从提高受教育者自我渗透意识、提升教育者渗透性教育的应用技能、加强实践渗透、重视亲子文化渗透等几个方面对于渗透性在思想政治教育中的应用展开探讨。     

The Bell Curve in Psychological Research and Practice: Myth or Reality?

The expression “the bell curve” designs both a kind of statistical distribution and the title of a famous and controversial book by Herrnstein and Murray. The first is so attractive that the second refers to it to give more credibility to its questionable theories on intelligence. The point is that, during the 20th century, the bell curve has assumed a more and more important role in psychological research and practice and have become both a reality and a myth. In the first case (reality) we can assist to appropriate applications of a real useful statistical concept. In the second (myth) we can have two kinds of attitudes: one attitude is typical of those researchers who search for normality in all their data and variables, just as Parsifal used to search for the Holy Graal (we call this “the Parsifal attitude”); the other is typical of those researchers who give normality for granted and act as if it were a Platonic Idea (we call this “the Plato attitude”). The article discusses the role of the normal distribution in psychological research and practice and shows how it can be dangerous to treat the bell curve as a God or an Idol.