企业员工薪酬公平感的中介作用:基于金钱崇拜与组织公民行为的关系

选取297名企业员工为样本, 通过问卷调查, 分析企业员工金钱崇拜心理与其组织公民行为之间的关系, 并探讨薪酬公平感在金钱崇拜与组织公民行为关系中的中介作用。结果表明: 员工金钱崇拜与组织公民行为之间显著正相关;员工薪酬公平感对金钱崇拜与组织公民行为关系起到部分中介作用。     

基于社会交换的组织支持对组织公民行为影响过程研究

组织支持如何影响组织公民行为的研究一直被理论界所关注.运用社会交换理论分析发现,组织支持是通过员工义务感、社会情绪需求、努力-酬赏期望和员工信任对组织公民行为产生影响,因此,企业组织要不断提高员工的组织支持感知,促使员工自发地展现更多的组织公民行为,帮助组织实现目标.     

企业社会责任对组织公民行为的影响研究

企业社会责任对企业长久发展有意义,而员工作为企业的核心资源,其组织公民行为更是为企业发展做出了重大贡献。从员工角度出发,企业履行社会责任能够提高他们的工作满意度,进而产生组织公民行为。因此本文先综述了企业社会责任和组织公民行为这两个概念,对前人的研究做了梳理,在此基础上总结出了企业社会责任对组织公民行为的影响,讲明了企业社会责任的重要性,帮助企业家树立培养员工组织公民行为的意识。     

组织支持感对员工工作绩效的影响——组织公民行为的中介作用

本文研究组织支持感对员工工作绩效的影响,以组织公民行为为中介变量。我们发现:组织支持感对员工的工作产生了积极的影响性能;组织支持感的积极影响组织公民行为;组织公民行为在组织支持感与员工工作绩效起着中介作用。     

领导情绪劳动对员工组织认同的影响研究——变革型领导的中介作用

基于中国文化情境,使用跨层次分析方法考量领导情绪劳动对变革型领导和员工组织认同的影响。结果表明:浅层行为与组织认同负相关,深层行为、真实情绪表现分别与组织认同正相关;变革型领导在领导情绪劳动与员工组织认同关系中起部分中介作用;领导成员交换关系在变革型领导与员工组织认同之间起调节作用。因此,企业领导宜调节自己的情绪和塑造自己变革型领导风格,增强员工组织认同感,提升管理效率。     

高绩效工作系统对组织公民行为的影响

本文首先阐述了高绩效工作系统、组织认同、组织公民行为之间的关系,其次通过相关分析、分层回归分析检验了本文提出的假设,最后得出结论:高绩效工作系统有助于员工组织公民行为的形成,组织认同在高绩效工作系统对组织公民行为的影响中起部分中介作用。     

强制性公民行为与组织公民行为的比较研究

强制性公民行为是员工因感受到来自主体、客体及环境的压力,而被迫表现出来的一种非自发的公民行为。它被看做是组织公民行为的阴暗面。本文主要对强制性公民行为和组织公民行为的影响因素的现有研究进行比较,并指出了现有研究的不足及今后的发展方向。     

组织公民行为理论在基层央行的应用研究

一、组织公民行为理论简介组织公民行为是近年来研究的热点。卡茨和卡恩将传统的组织行为研究的员工角色内行为拓展到员工的角色外行为,开辟了组织行为研究的新领域。奥根在1988年将该类行为命名为组织公民行为(Organizational Citizenship Behavior,简称OCB)即组织成员自觉自愿表现出来的,与正式的奖励制度没有直接或外显的联系,但能够从整体上提高组织效能的角色外行     

从心理契约管理视角激发知识型员工组织公民行为的对策

组织公民行为是一种对组织有利的员工自发行为,能够对组织的社会和心理环境提供维持和增强作用。而知识型员工作为企业发展的核心力量,其特点决定其组织公民行为的表现程度与组织绩效息息相关。从知识型员工心理契约管理视角入手,促使他们更多地展现有利于企业整体效能的组织公民行为,有着日益重要的意义。     

组织身份认同的经济机制研究

在全球网络化的动态环境下,组织身份认同对组织和员工具有重要功能。现有组织身份、组织认同与身份经济学研究缺乏统一理论框架,笔者在身份经济学分析框架的基础上引入成本分析,整合社会心理学与组织身份认同相关理论,剖析了组织身份认同现象背后的经济机制:一方面,组织身份认同通过降低认知决策成本和提升心理幸福感促进员工的个人福利水平,继而影响员工经济行为;另一方面,组织身份认同通过降低员工激励约束成本和提升组织成员群体合作效率来提升组织管理效率。组织身份认同对组织与员工的经济机制效能依赖于员工与组织的身份投资,由此获得的组织身份资产凭借其共享性和专用性推动组织与员工的价值利益诉求整合,使之结成融合彼此价值和利益的命运共同体。这里的组织身份认同经济机制解析该现象的内在经济逻辑,阐释了组织身份认同对组织与员工的影响途径、经济功能及其经济基础和跨层次整合机制。     

组织支持感、组织承诺与员工建言行为：与上司关系的调节作用

回报动机和可能存在的风险是员工是否采取建言行为的重要影响因素。通过对708个员工样本数据的分析,结果显示：组织支持感与组织承诺和员工建言行为之间存在强烈正相关关系;组织承诺在组织支持感影响员工建言行为的关系中起到部分中介的作用;与上司关系交互调节了组织承诺影响员工建言行为的关系。     

A path model examining the relations among strategic performance measurement system characteristics,organizational justice,and extra- and in-role performance

Economic theory suggests that multiple financial and non-financial measures (i.e., a strategic performance measurement system “SPMS”) be used in compensation contracting to properly direct employees’ attention and motivate behavior aligned with organizational goals. Conversely, linking incentives to the SPMS can result in various dysfunctional behaviors, including game playing by employees, the achievement of unbalanced performance, and the potential of basing compensation on an incomplete performance measurement system. Prior literature has investigated the use of subjectivity in compensation contracting as a means of potentially mitigating these problems; however, subjectivity can introduce other problems including claims of favoritism and bias. Economic theorists have recently begun expanding the traditional agency model to include the notion of fairness or justice. In this study, we obtain data from an organization that uses an SPMS as the basis for the allocation of bonuses and investigate whether characteristics of the SPMS are associated with perceived organizational fairness. Specifically, we hypothesize and show that the extent to which employees perceive that the SPMS reflects a strategic causal model and the degree to which it is technically valid are positively associated with their perceptions of organizational justice. We also provide evidence that heightened levels of organizational justice are the mechanism though which the perceived characteristics of the SPMS are associated with employee performance. The implication is that firms do not necessarily need to introduce subjectivity into the incentive contracting system, but can enhance performance by linking incentive contracts to their SPMS if the system contains characteristics that enhance employees’ perceptions of justice.     

New development: A new principle—the higher the position,the broader the view

ABSTRACT

The Peter Principle, introduced over 50 years ago, refers to an organizational phenomenon where employees in a hierarchy are promoted to positions for which they are not well qualified (Peter & Hull, 1969). It has been a topic of debate and empirical research in organizational theory and management literature ever since. This article does not seek to prove or disprove the Peter Principle. Rather, it provides an alternative explanation of promotion within an organization based on employee experience. The research presented here demonstrates that the role inhabited by an employee greatly influences their perspective, which may change based on their location within an organizational hierarchy. In other words, people’s horizons depend on their place within that hierarchy.     

组织战略视角下的商业银行组织结构分析

商业银行组织战略的完整内涵包括银行的宗旨或使命、发展的操作目标以及完成这些使命和目标的竞争战略.商业银行的组织结构应适应使命、目标和竞争战略的变化,并保证商业银行组织战略的顺利达成.受传统计划经济模式的影响,我国商业银行的组织结构还无法真正反映银行的组织战略.我国商业银行在今后的组织设计和组织改造中必须做到与组织发展战略的协调与配合.     

The Impact of Position Difference on Employees’ Organizational Commitment After the Merger of Life Insurance Companies

We investigate the impacts of job position and survey time period on employee’s organizational commitment of insurance company after the merger. Our results show that both job position and survey time period are significant determinants to employee’s organizational commitment. Results also show that there is no interaction effect between survey time period and job position. For each year, during the survey time period, the mean of organization commitment of agent employees is significantly higher than staff employees. The mean difference of organizational commitment between agent and staff employees shrank year by year during the survey time period.     

An investigation of internal marketing and its effects on employees in the banking sector in Saudi Arabia

A survey of the impact of internal marketing on perceptions of organizational commitment to employees and employee identification with their employers was conducted among a convenience sample of Saudi Arabia banking employees. The results indicate that internal marketing impacts perceptions of organizational commitment to employees (PBCMT), and rewards, employee empowerment and PBCMT impact employee identification with the organization (EBID). In addition, PBCMT partially mediates the internal communications – EBID and employee empowerment–EBID relationships, and it fully mediates the training – EBID and rewards–EBID relationships. Research and managerial implications are discussed, as are limitations and suggestions for future research.     

商业银行操作风险管理组织架构存在问题探讨

作为风险管理系统的商业银行操作风险管理,操作风险的风险管理理念、策略和政策都需要通过具体的风险管理部门来实施,独立的操作风险管理组织架构是操作风险管理战略得以落实、政策得以实施、过程得以体现的保障。本文通过对我国商业银行操作风险管理组织架构现状的分析,以及与国际活跃银行在操作风险管理组织架构实践的比较,探讨了我国商业银行操作风险管理组织架构存在的主要问题,为恰当的操作风险管理组织架构设计提供前提准备。     

国际商业银行组织结构研究:基于信息技术的视角

信息技术正以前所未有的速度和力度改变着国际银行业.本文主要探讨的是信息技术对商业银行组织结构所产生的深远影响.本文首先阐述了有关组织结构的信息处理观及组织结构的演进轨迹,接下来在分析信息技术对商业银行组织结构设计提出的新要求的基础上,提出了商业银行可选择的两种新型组织结构模式.