浅谈家长式领导对企业员工建言行为的影响

在企业管理中企业员工的建言行为是企业领导者积极提倡的,通过员工积极意见和建议的提出,对企业领导效率的进一步提升有着重要影响。家长式领导,是具有中国特色的上级领导方式,对促进企业员工建言有着重要影响作用。本文将对员工建言行为以及家长式领导进行介绍,并着重探讨家长式领导对企业员工建言行为的影响。旨在通过本文论述为企业家长式领导方式的应用提供理论参考,促进企业员工积极建言,促进企业长远健康发展。     

员工建言的风险与回报

随着社会的快速发展,建言行为作为一种角色外行为越来越受到各界关注。本文从建言的概念入手,主要研究了管理者对员工建言的反应主要取决于员工选择建言的方式,即员工是以一种质疑性的方式还是以一种支持性的方式进行建言,员工对建言方式的选择也是管理者判断员工忠诚与否和威胁与否的标准,直接影响到管理者对其建议的认可程度和对其绩效的评估。     

任务紧迫时个体情感网络嵌入与团队情绪能力的关联机制研究——基于家长式领导的调节作用

本研究从家长式领导行为切入,对情感网络中个体情绪资源整合为团队情绪管理能力的路径及策略进行探讨.借助情景实验,得到如下结论:情感网络中心性高的个体更能够推动团队情绪能力的提升,人情关系建立也能够对团队情绪能力的提升提供心理资本的支持,建立合作默契;仁慈领导在情感网络结构嵌入、关系嵌入与团队情绪能力的转化过程中起到了积极的推动作用,威权领导所起到的作用恰好相反.团队管理者既需要关注非正式情感网络中个体的角色定位,充分发挥核心成员的情感感召作用,也应该在管理实践中设计和谐、宽容的领导行为模式,提升团队情绪能力.     

企业员工建言行为的影响因素与应对策略研究

员工建言能够有效地促进企业的发展,对领导者进行组织管理具有重要的作用.本文首先明确了员工建言对企业发展以及员工个人的作用;其次分析了组织情境因素、领导风格因素以及员工个人特质因素对员工建言行为产生的影响;最后根据影响员工建言的因素为企业管理者提出相应的对策与建议,组织可以通过营造浓厚的建言文化氛围、改善领导工作方式、完...     

家长式领导对员工建言行为激励内化机制研究——中庸思维调节下的跨层次分析

员工建言作为角色外组织公民行为,有助于企业规避风险、提升组织绩效与创新绩效,推动组织变革.本文探究建言行为的激励内化过程与机制,考察领导、个体和文化价值观三个层面要素在此过程中的作用效果与范围,并展开实证检验.结果表明: 家长式领导通过上司支持感和心理安全感间接影响员工建言,其中心理安全感是建言行为发生的决定性因素;中庸思维正向调节上司支持感与建言行为之间的关系,高中庸水平的员工更容易在上司支持感的作用下提出促进型建言,而这一调节效应在心理安全感和建言行为的关系中并不显著.本文采用的跨层次研究有助于理解建言行为的触发、认知和决策过程以及建言理论本土文化的适用性.     

团队建言氛围与员工建言行为的互动关系研究——基于相关文献梳理视角

本研究基于团队建言氛围与员工建言行为相关文献的梳理视角,构建了两者间的互动关系模型;良好好的团队建言氛围将促进员工建言行为的发生,同时受到组织所处环境特质与团队人际间关系的影响;以期为团队领导人员提供有益借鉴。     

建言行为与沉默行为关系的知识图谱研究

文章采用知识图谱技术,对1970—2020年国外重要期刊中建言与沉默议题文献进行量化研究,梳理了建言与沉默研究的核心主题与关系现状,描绘了建言行为与沉默行为的关系演变过程,总结了该议题的前沿热点与发展趋势。划分出建言与沉默研究的三个发展阶段(萌芽期、成长期、发展期),并发现建言研究与沉默研究在各阶段的增长趋势相对一致,但增速差异明显。结合建言与沉默领域的研究主题,在内容维度上横向分析了建言与沉默的关系,发现两者关系表现出对立中存在独立、对立中包含统一、统一中含有差异的复杂现状。通过对各发展阶段的研究热点进行刻画,在时间维度上纵向分析了建言与沉默的关系,梳理出两者关系的演变过程,总结出其关系实质。运用突现分析技术,总结出沉默行为的深化研究、建言反应与沉默反应研究、跨文化研究、创新研究方法与研究对象等未来研究方向。     

高校教师建言行为现状调查与分析

通过问卷及访谈,对当前中国高校教师建言行为现状进行调查与分析。研究结果显示,当前教师建言频率普遍较低,除了受性别、教龄、职称等个体因素影响外,还主要受沟通开放性、心理安全感这两个关键因素影响。以问题为导向,提出相应的对策建议,促进教师建言,进而推动高校发展。     

供应商角色绩效与经销商感知公平：社会互动及合同的调节作用

文章探讨了由供应商—经销商构成的渠道关系中,供应商角色绩效对经销商感知公平（分配公平和程序公平）的影响及社会互动与合同对上述关系的调节作用,并进一步考察了经销商感知公平对其绩效的影响。实证研究结果显示：供应商角色绩效可以显著地提高经销商对分配公平的感知,但在提高经销商感知程序公平方面作用不显著;社会互动可以强化供应商角色绩效在提高经销商感知公平方面的作用;合同可以强化供应商角色绩效在提高经销商感知分配公平方面的作用,但无法强化供应商角色绩效对经销商感知程序公平的作用;经销商感知的分配公平可以显著地提高其绩效,但感知的程序公平对其绩效无显著影响。研究结论从渠道情境的角度解释了以往实证研究与理论观点不一致的原因,丰富了现有渠道公平的研究,也为供应商如何有效利用其角色绩效以提高经销商的感知公平提供指导意见。     

核心自我评价与个体创新行为:集体主义导向的调节作用

在区分个体创造力和创新的基础上,文章考察了225名企业员工的核心自我评价、集体主义导向与上司评定的创新行为的关系.结果表明个体创新过程中的创意产生和创意实施行为正相关;核心自我评价与创意产生正相关,但与创意实施无显著相关关系;集体主义导向在核心自我评价与创意产生和实施行为关系中均起调节作用:对集体主义导向较强的员工来说,核心自我评价对创新行为的影响反而较弱,对低集体主义导向的员工来说,核心自我评价对创新行为的影响则相对较强.文章最后对研究结果进行了讨论,并指出了研究的贡献与不足.     

营销渠道中依赖、公平与角色外利他行为

文章以交易成本理论与企业资源基础观为理论基础,营销渠道中经销商的角色外利他行为为研究对象,检验了经销商依赖、公平感知对其角色外利他行为的影响关系。通过问卷调查,获得660个经销商的有效样本数据,应用SPSS18.0软件和多元层次回归方法对研究假设进行检验。研究结果表明：经销商依赖、分配公平、程序公平对其角色外利他行为均有显著的正向影响;经销商依赖对分配公平、程序公平与角色外利他行为的影响关系具有不同的调节作用,在经销商依赖程度高的情况下,分配公平对角色外利他行为的正向影响作用变强,程序公平对角色外利他行为的正向影响作用变弱。最后,文章讨论了研究结果与应用及未来的研究方向。     

营销渠道中的企业声誉、合同治理与角色外利他行为

以企业声誉理论、组织公民行为和渠道行为治理等理论为基础,分销商角色外利他行为为研究对象,提出了供应商企业声誉、合同治理与分销商角色外利他行为之间关系的概念模型。以分销商为调研样本,通过问卷调查获取了214份有效调研数据,采用层级回归分析方法对研究假设进行了检验。实证分析表明,供应商企业声誉的不同维度均对分销商角色外利他行为有显著的正向影响;同时合同治理在供应商企业声誉与分销商角色外利他行为关系中起着不同的调节作用。合同治理弱化了供应商分销能力声誉、创新声誉与分销商角色外利他行为的正向关系,强化了供应商公平交易声誉对分销商角色外利他行为的正向作用。研究启示供应商要积极运用声誉治理来激发分销商角色外利他行为,同时在此过程中要充分注意合同治理的边界条件,实施差异化策略来提高渠道治理绩效。     

Driving In-Role and Extra-Role Brand Performance among Retail Frontline Salespeople: Antecedents and the Moderating Role of Customer Orientation

The organizational frontline in retail represents the frontline for an entire supply chain. This channel structure distances the branded supplier from the end consumer and makes the supplier dependent on a retail frontline salesperson that (1) it does not control and (2) also represents competing brands. This study reveals mechanisms that the supplier may use to influence retail frontline salespeople. We demonstrate the importance of consumer marketing programs and supplier representatives in building brand identification between the manufacturer’s brand and the retail frontline employee that translates into increased brand sales, while also revealing the role of rewards programs in stimulating brand-specific extra-role behaviors. Interestingly, retail frontline customer orientation, built by the retailer, diminishes the effect of brand extra-role behaviors toward the focal brand on the focal brand’s sales, providing an informal control mechanism for retailers to protect its objectives. The results of this study have powerful ramifications for both retailers and suppliers in achieving both their mutual, and sometimes differing, objectives related to the retail frontline.     

Organizational Ambidexterity and Innovation Performance: The Moderating Effect of Entrepreneurial Orientation

The influence of organizational ambidexterity on innovation and the growth of enterprises has gradually become an important research topic in the field of strategic management and organization theory. This paper builds up a theoretical framework of the relationship between organizational ambidexterity and innovation performance with regards to corporate entrepreneurship orientation. We select 175 companies from high and new technology industries in China’s three large cities, Beijing, Tianjin and Dalian, as samples to carry out an empirical test. We find that the balance and complement of organizational ambidexterity are positively correlated with the innovation performance of enterprises; a corporate entrepreneurial orientation has a significantly moderating effect on the relationship between the balance dimension of organizational ambidexterity and innovation performance, yet it has no significant positive moderating effect on the relationship between the combined dimension of organizational ambidexterity and innovation performance.     

The Effect of Ethical Orientation and Professional Commitment on Earnings Management Behavior

The purpose of this study is twofold. The first objective is to examine the impact of an individual’s ethical ideology and level of professional commitment on the earnings management decision. The second objective is to observe whether the presence of a personal benefit affects an individual’s ethical orientation or professional commitment within the context of an opportunity to manage earnings. Using a sample of 375 undergraduate business majors, our results suggest a significant relationship between an individual’s ethical orientation and decision-making. Further, participants with higher levels of professional commitment seem to be less likely to engage in earnings management behavior and less likely to behave opportunistically. These results have the potential to add to our understanding of certain behaviors in entry-level personnel and should be of interest to managers, practitioners, academicians, and researchers.     

The Relationship Between Paternalistic Leadership and Organizational Commitment: Investigating the Role of Climate Regarding Ethics

One of the important factors influencing perceptions of the existence of an ethical climate is leader behaviors. It is argued that paternalistic leadership behaviors are developed to humanize and remoralize the workplace. In various studies, leadership behaviors and climate regarding ethics were evaluated as antecedents of organizational commitment. In this sense, the purpose of this study is to investigate the relationship between paternalistic leadership behaviors, climate regarding ethics and organizational commitment. Data were obtained from 142 individuals. Results indicated that benevolent paternalistic leadership had a moderate effect on affective commitment and strong effect on continuance commitment. Moreover, it was found that paternalistic leadership had an effect on the perception of an ethical climate. Strong relationship was found between climate regarding ethics and affective commitment; moderate relationship was found between climate regarding ethics and continuance commitment. Finally, results indicated that climate regarding ethics had a mediating effect between benevolent paternalistic leadership and affective commitment. Gül Selin Erben holds MA degree on Human Resources Management. She is a Phd candidate on Organizational Behavior field. She works as a research assistant at the Maltepe University. Ayşe Begüm Güneşer holds MA degree on Human Resources Management and she holds Phd degree on Organizational Behavior.     

辱虐管理对员工建言行为影响:组织自尊和个性控制点的作用

文章通过问卷调查和上下级之间的配对样本,探讨上级的辱虐管理对下级员工建言行为的影响及机制,尤其是研究组织自尊在其中的中介作用及员工个性控制点的调节作用.实证结果表明:辱虐管理对员工抑制性建言行为和促进性建言行为均有显著的负向影响,组织自尊在两者之间起到了完全中介的作用;员工个性控制点对辱虐管理和员工组织自尊之间的关系具有显著的调节作用,也就是说员工个性控制点水平越高(越内控),辱虐管理对组织自尊的负面影响就越小;当员工的个性控制点水平越低(越外控),辱虐管理对组织自尊的负面影响就越大.     

Measuring Market Orientation: Generalization and Synthesis

This paper reports on an integrative, cross-nationalstudy which synthesizes and retests work of three separate groupsof researchers who in the late 1980s developed measurementsof a firm's Market Orientation. The projects resulted in threedifferent but syntactically similar Market Orientation scaleswhich, along with other measures, were used to support substantiveconclusions, particularly those involving firm Performance. Basedon a new study of 82 managers in 27 European and U.S. companies,we show that all three scales are reliable and valid. The scalesalso seem to generalize well internationally, both in terms ofreliability and prediction of Performance. We also show thatthe scales are similar to one another in terms of various validitymeasures and in terms of correlations with Performance measures.Finally, we synthesize a 10-item scale based on a more parsimoniousdefinition of Market Orientation as: the set of cross-functionalprocesses and activities directed at creating and satisfyingcustomers through continuous needs-assessment.