中国本土企业家视角的领导行为过程模型

通过扎根理论结合Nvivo质性分析软件对中国企业家张瑞敏和任正非的案例进行系统分析,构建出一个领导行为过程模型,探讨了领导行为中任务导向型领导行为与关系导向型领导行为之间的关系。研究发现,关系导向型领导行为的维度表现为协调沟通、关爱下属、个人魅力、展示权威,任务导向型领导行为的维度表现为设定愿景、开拓创新、监控运营;其中关系导向型领导行为的四个维度对任务导向型领导行为的三个维度均有促进作用;最后发现任务导向型领导行为的三个维度之间存在阶段式的层层递进关系,研究结论有助于深化领导行为过程模型的内部行为机制。     

管理教练、权变奖励、组织公民行为与B2B顾客满意

本文构建了一个有关主管行为、组织公民行为和B2B顾客满意的概念模型并加以检验。研究发现（1）销售人员的组织公民行为对于B2B顾客满意具有显著正向影响；（2）销售人员组织公民行为对B2B顾客满意的影响受环境不确定性的正向调节；（3）感知的管理教练行为和权变奖励均对销售人员的情感性组织承诺和组织公民行为具有正效应；（4）情感性组织承诺是主管行为对员工组织公民行为影响的中介变量；论文最后阐述了研究的管理内涵以及未来的研究方向。     

责任型领导对员工绿色行为的影响:道德反思的中介作用及同理心的调节作用

基于社会学习与情感事件理论视角,探讨了责任型领导对员工绿色行为的影响机制。通过对山东省、上海市多家企业317名人员的问卷调查,实证分析结果显示责任型领导显著正向影响员工绿色行为,道德反思在责任型领导与员工绿色行为之间起部分中介作用;同理心负向调节道德反思与员工绿色行为之间的关系,同理心越弱,道德反思对员工绿色行为的影响越显著;同理心还调节责任型领导通过道德反思影响员工绿色行为这一中介机制,同理心越弱,中介效应越显著。研究结果为责任型领导激发员工绿色行为提供了新的视角,对于增加组织的环保行为具有重要的现实意义。     

家族企业非家族员工利他行为的管理策略

利他行为是一种角色外行为,它能提高同事的工作绩效,最终有利于团队或组织的有效运作。本文研究家族企业非家族企业员工的利他行为。利他行为的影响因素包括个人特征、工作特征、动机、社会网络、领导行为、群体凝聚力和文化价值观等。针对这些因素,作者提出招聘员工时进行人格测试;加强员工培训和教育,奠定培养员工利他行为的基础;建立集体主义导向的管理策略。     

Inspiring employees' ecological behaviors: The roles of corporate environmental strategy,biospheric values,and eco-centric leadership

The consequences of environmental degradation have steered organizations to promote pro-ecological behaviors among their employees, and achieving this effectively is paramount for business and environmental sustainability. Applying a multilevel integrated approach, this study investigates the impact of corporate environmental strategy, biospheric values, and eco-centric leadership on employees' ecological behaviors. A self-administered questionnaire was used to collect data from 289 employees from a cross section of industries in Bangladesh. The findings reveal the significant influences of environmental strategy and biospheric values on employees' ecological behaviors as well as the moderating role of eco-centric leadership. The study also provides some significant insights for formulating environmental strategy and inspiring employees' ecological behaviors in organizational contexts. Theoretical and managerial implications as well as future research directions have also been provided.     

Antecedents and consequences of host-country nationals' attitudes and behaviors toward expatriates: What we do and do not know

Host-country nationals' (HCNs') attitudes and behaviors toward expatriates are critical for expatriate success. Thus, this study systematically reviews the existing literature on the antecedents and consequences of HCNs' attitudes and behaviors toward expatriates. It is revealed that HCN personality, the perceived compensation gap between expatriates and HCNs, social categorization, HCNs' previous contact with expatriates, expatriate justice, task cohesiveness, interpersonal affect, and interpersonal relationships (guanxi) directly or indirectly predict HCNs' attitudes and behaviors toward expatriates. The attitudes and behaviors of HCNs toward expatriates are significantly related to expatriate adjustment and performance. This review indicates that the extant research on HCNs' attitudes and behaviors toward expatriates is limited, and the findings of past studies are often contradictory. Theoretical and practical implications as well as future research directions are discussed.     

高层管理者前瞻性行为与组织绩效关系的案例研究

高层管理者的前瞻性行为是企业应对现实环境变化的必然要求,本研究针对五个典型企业,经过深度访谈、焦点小组讨论和资料分析的探索性案例研究,发现高层管理者前瞻性行为自身包含识别机会与威胁、实施变革与创新、关注长期绩效和持续跟踪改进四个维度,同时高层管理者前瞻性行为及各维度对组织绩效具有积极影响作用。     

Overlooked issues in the conceptualization and measurement of counterproductive work behavior

The current paper addresses three important yet generally overlooked issues regarding the conceptualization and measurement of counterproductive work behaviors (CWBs). First, we argue that the field would benefit from the adoption of situation-specific CWB measures that are tailored to the organization or occupation being studied. Such an approach would ensure that CWB measures include sample-relevant behaviors and exclude irrelevant behaviors. Second, we discuss several potential sub-dimensions of CWBs that should be examined in future research. These sub-dimensions include: 1) legal vs. illegal activities, 2) hostile vs. instrumental aggression, and 3) task-related vs. non-task-related counterproductive behaviors. Finally, we consider the relevance of the bandwidth-fidelity principle to the measurement of CWBs.     

Heterogeneous beliefs with herding behaviors and asset pricing in two goods world

We construct a incomplete information equilibrium model with heterogeneous beliefs and herding behaviors to identify their joint effects on the dynamics of asset prices. Herding behaviors make investors revise some of their estimations about expected growth rates of goods streams toward to the other one’s by a manner of weighted average of their own forecast and the other’s. As we expected, herding behaviors generate influences on the Radon Nikodym derivative, that is so-called “sentiment” as in Dumas et al. (2009), and in turn not only impact the dynamics of asset prices but also generate influences on investors’ survivals. We also show that introducing heterogeneous beliefs with herding behaviors permits to explain both the Backus–Smith puzzle and the mixed results about the influences of herding behaviors on asset prices. Moreover, we uncover that herding behaviors have positive influences on stocks’ risk premiums.     

Work motivation and organizational citizenship behaviors

This study tested the relationship between employees' sources of work motivation and their display of organizational citizenship behaviors. Two hundred thirty‐nine employees from 38 locations of four companies in the agricultural industry completed the Motivation Sources Inventory and were rated by their leaders in organizational citizenship behaviors. Results showed significant positive relationships between individuals' self‐concept internal motivations and organizational citizenship behaviors. Results also showed significant negative relationships between instrumental and self‐concept external motivations and organizational citizenship behaviors. A hierarchical regression with each of the significant covariates accounted for 12% of the total variance in organizational citizenship behavior. These results indicate that employees' sources of motivation offer some explanation of their organizational citizenship behaviors. Implications for future research and practice are discussed.     

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。     

The importance of selecting appropriate adjective pairs for measuring attitude based on the semantic differential method

The aim of this study is to verify whether a given semantic differential scale is appropriate for measuring attitudes toward four health-related behaviors: smoking cigarettes; using oral contraceptives; breast self-examination; and using dental floss. 193 undergraduate university women completed an attitudinal questionnaire concerning these behaviors and three months later the corresponding behaviors were self-reported. Internal consistency values varied from 0.49 to 0.83 and the attitude-behavior correlations fluctuated between 0.12 and 0.64. The lowest alpha value was associated with the lowest attitude-behavior correlation. The results are discussed in terms of the relevance and the semantic stability of the pair of adjectives used to assess the attitude construct.     

Does the engaged public's evaluation of networking practices matter? The effects of polarized attitudes and the reputation of networking on individuals' word-of-mouth behaviors

The study examines the influence of individuals' attitudes and the perceived organization's ability to network with its stakeholders on their positive and negative word-of-mouth (WOM) behaviors. The study also examines how these relationships differ between the general and engaged public, taking the organization People for the Ethical Treatment of Animals (PETA) as a case study. The results show that individuals' attitudes toward PETA predict positive and negative WOM behaviors regardless of their previous engagement in PETA. Yet the influence of the perceived reputation of PETA's networking with other stakeholders on positive or negative WOM behaviors displayed different patterns between the general and the engaged public. For the engaged public, the idea that PETA has a good relationship with its members is considered more important than outreach to nonsupporters. In addition, how individuals perceive characteristics of stakeholders or their influence on organizations influences the relationship between the perceived reputation of networking and the engaged public's negative WOM behaviors.     

Socioeconomic inequality in health-related behaviors: a lifestyle approach

The adoption of certain behaviors—like smoking or physical activity—is recognized as a major factor affecting health. Analyzing the social determinants of these behaviors, then, should be considered an important goal, since it may improve our understanding of the more general phenomenon of health inequalities. In this paper we analyze the association between socioeconomic status (SES) and health-related behaviors among the Italian population aged 18–74 in 2004/2005. Using large-scale sample survey data and a Weberian lifestyle approach, we first identify an ordered multidimensional space of health-related behaviors, and partition this space into a meaningful set of discrete regions representing a fine-grained taxonomy of health lifestyles. Then, we use regression analysis to determine if, and to what extent, the identified lifestyles are associated with SES. Using level of education as an indicator of SES, we find that the propensity to adopt healthier lifestyles exhibits a positive educational gradient, whereas the probability of following less healthy lifestyles is inversely associated with the level of education. We conclude that, in general, focusing on health lifestyles—i.e., on combinations of multiple health-related behaviors—instead of single behaviors may lead to a better understanding of health-related practices and their relationship with socioeconomic status.     

Counterproductive work behavior as protest

We suggest that counterproductive work behaviors can be viewed as a form of protest in which organizational members express dissatisfaction with or attempt to resolve injustice within the organization. Incorporating the three key predictors (injustice, identity and instrumentality, [Klandermans, B., (1997). The social psychology of protest. Oxford: Blackwell.]) from the protest literature leads us to propose that counterproductive behaviors can be both individual and collective. Crossing this dimension with concepts of organizational and individual deviance leads to a fourfold classification of counterproductive work behaviors.     

Contingent workers' impact on standard employee withdrawal behaviors: Does what you use them for matter?

Previous research has suggested that workforce mixing—simultaneously using contingent workers and standard employees—can negatively affect standard employee attitudes and behaviors. In this study, we consider the impact of two reasons employers choose to use contingent workers (to enhance standard employee employment stability and to reduce labor costs) on standard employee withdrawal behaviors (absenteeism and turnover). We posit that when the aim of using contingent labor is to enhance standard employee employment stability (employment stability contingent labor strategy or ESCLS), the effects on standard employee withdrawal behaviors will differ from when the aim is to reduce labor costs (labor cost contingent labor strategy, or LCCLS). Using a sample of 90 firms that employ a mixed workforce, we examine the influence of ESCLS, LCCLS, and high investment HR systems (HIHRS) on standard employee withdrawal behaviors at the firm level. In addition to supporting the hypothesized direct (positive) effect of LCCLS on standard employee withdrawal behaviors, this study's results support the hypothesized moderating effects of HIHRS on the negative relationship between ESCLS and standard employee withdrawal behaviors and the positive relationship between LCCLS and standard employee withdrawal behaviors. Implications for research and practice and suggestions for further research are discussed. © 2010 Wiley Periodicals, Inc.     

不确定性、财务状态与财务行为

本文认为不确定性是主观和客观的不同状态,风险是主观认识偏离客观状态的结果。财务的功能就在于如何正确分析、识别财务状态,相机选择财务行为,使财务行为与财务状态保持动态协调一致,以保持财务政策的时间一致性。     

Leadership behaviors and human agency in the valley of despair: A meta-framework for organizational change implementation

For organizational leaders, implementing change in a workplace means influencing employees to do something new or behave differently. For employees, implementing a change at work requires detaching from familiar routines and social systems, learning and practicing the change, and imagining a future in which the change is valued by the organization. As they apply their agency to implement change, employees may experience loss, uncertainty, and frustration that manifests as despair, which can jeopardize the change process and its outcomes. We assemble a meta-theoretical framework using human agency theory, the Valley of Despair model of organizational change, and Full-Range Leadership Theory to explore ways that leaders' behaviors relate to employees' agentic orientations and behaviors during the implementation phase of the organizational change process. Taking both organizational change leaders' and employees' perspectives into account, the theory derived from our meta-framework argues that leaders' behaviors can shape employees' agency and their behaviors during the implementation stage of change in two important ways: 1) certain leader behaviors are likely to prime agentic orientations that facilitate changing, and 2) certain leader behaviors may help to mitigate employees' despair, enabling the firm to derive value from employees' change implementation behaviors.     

Influence of Leadership on Job Satisfaction: The Moderating Effects of Follower Individual‐Level Masculinity–Femininity Values

The current study examined whether employee individual‐level masculinity–femininity values moderate the relationship between leadership styles (structural, human resource, political, and symbolic) and employee job satisfaction. Overall, the research provided support for the impact of individual‐level masculinity–femininity on follower reactions to various leadership behaviors. The findings indicated that followers who scored high on feminine orientation perceived a weaker relationship between all leadership behaviors and job satisfaction. Followers with more masculine values associated more perceptions of job satisfaction with human resource, political, and symbolic leadership and viewed leaders' structural behaviors as less important for satisfaction at work.     

Emotional intelligence and its relationship to transformational leadership and key project manager competences

Key dimensions of project manager behaviors considered to be associated with successful project outcomes have included both appropriate collaborative behaviors and transformational leadership. More recently, emotional intelligence has been suggested as a unique area of individual differences that is likely to underpin sets of behaviors in this area. Based on a sample of 67 UK project managers, it was found that emotional intelligence ability measures and empathy explained additional variance in the project manager competences of teamwork, attentiveness, and managing conflict, and the transformational leadership behaviors of idealized influence and individualized consideration, after controlling for cognitive ability and personality.