变革型领导对员工建言行为的影响机制研究

员工的建言与智慧贡献对企业的组织发展和创新有着独特的作用。本文基于社会交换理论,考察了变革型领导对员工建言行为的影响效果及其作用机制。研究发现:变革型领导对建言行为有显著正向影响,上级信任、组织信任、同事信任对建言行为也有正向影响,且上级信任、组织信任和同事信任在变革型领导与建言行为间有部分中介作用。最后认为可以从塑造变革型领导风格、加强员工对上级和同事的信任、营造建言氛围搭建多样化的建言平台等方面来促进员工向企业建言,促进企业的创新发展。     

工作中的亲社会动机:研究综述和展望

随着心理学和组织行为研究对工作动机研究的深入,非自利型动机逐渐受到重视.员工亲社会动机是一种希望通过自身的工作角色帮助他人,为他人谋利的欲望.作为员工工作动机中的一种,国外的学术界对亲社会动机已经多有关注,不少研究证实了它与员工个体因素和组织情境有密切关系,对员工的工作绩效、任务持久度、生产量和组织公民行为都有积极影响;但是国内对它的研究却比较少.通过梳理大量的文献,本文从员工亲社会动机的内涵、测量、前因变量和结果变量等方面进行了综述,并对未来的研究进行了展望.     

家族企业信任对员工绩效的影响研究

信任对家族企业员工的工作绩效有非常重要的意义。本文从信任的2个维度出发,研究家族企业信任对员工绩效的影响。通过对100名员工进行问卷调查发现,家族企业信任对员工工作绩效有显著影响,家族企业同事和领导信任对员工工作绩效有正向显著影响。研究结论将为我国家族企业长远发展提供可参考性建议。     

道德型领导对员工工作绩效的影响——组织公民行为的中介作用

本文研究了道德型领导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:(1)道德型领导对员工工作绩效的有正向影响;(2)道德型领导对组织公民行为有正向作用;(3)组织公民行为在道德型领导和员工工作绩效之间起着中介作用。     

变革型领导、心理授权对亲社会性违规行为的影响

基于社会交换和内在动机理论,以高新技术企业的262名员工为对象,探讨变革型领导对亲社会性违规行为的影响并厘清心理授权在两者之间的中介作用。对收集到的262份有效问卷数据进行回归分析,研究结果表明:变革型领导对效率导向、同事导向、顾客导向的亲社会性违规行为均有显著的正向影响;员工的心理授权在变革型领导对亲社会性违规行为和效率导向的亲社会性违规行为的影响中起部分中介作用,对同事导向和效率导向的亲社会性违规行为的影响中起完全中介作用。     

如何发挥道德型领导作用

<正>在现代社会中,道德型领导的重要性和作用越来越受关注。道德型领导是指在组织中具备良好道德品质和行为的领导者,他们注重公正、透明和诚信,并以身作则影响员工。道德型领导不仅关注组织的业绩目标,更重视员工的发展和幸福感。研究如何发挥道德型领导作用,可以帮助组织深入理解道德型领导对组织和员工的影响,并为培养和发展道德型领导提供实践指导。     

道德型领导能提升员工创新行为吗?——内部人身份感知和垂直集体主义的作用

虽然以往研究证实了道德型领导对员工创新行为的积极影响,但关于两者关系的内部机制与边界条件,至今还知之不多.本研究基于自我分类理论,以52个科研团队的376名员工—主管的有效配对数据为样本,考察了道德型领导对员工创新行为的影响,分析了内部人身份感知的中介作用和员工垂直集体主义导向的调节作用.结果表明:(1)道德型领导对员工的创新行为具有显著的正向影响;(2)内部人身份感知在道德型领导与员工创新行为关系中起部分中介作用;(3)员工的垂直集体主义导向不仅正向调节了内部人身份感知与员工创新行为之间的关系,而且还调节了道德型领导对员工创新行为的间接作用.这些发现对拓展中国情境下道德型领导与员工创新行为之间作用机制的研究都具有重要的指导意义.     

包容型领导对不道德亲组织行为的影响机制北大核心

当前学界对包容型领导能给组织带来一系列积极影响已作较多研究,但较少关注其消极影响。本文基于社会交换理论和社会认知理论,提出包容型领导会正向影响领导-成员交换和道德推脱,从而正向影响不道德亲组织行为。基于多个企业的207份样本,使用结构方程模型进行研究的结果表明:包容型领导会正向影响下属不道德亲组织行为,领导-成员交换和道德推脱中介了二者的关系。本研究对包容型领导理论作出了一定贡献,首次揭示了其消极影响,并丰富了不道德亲组织行为前因研究。据此,管理实践中要重视包容型领导负面效应,依具体管理情境谨慎使用包容型领导,管理者应成为员工的道德模范,与其构建积极社会交换关系。     

同事支持研究的回顾与思考

文章回顾了近年来关于同事支持的研究成果与进展，包括同事支持的概念、理论基础和主要影响因素。从同事支持的结构维度、工作机制以及应用等几个方面提出了进一步的思考和展望。     

大学生主观幸福感与网络人际信任的关系

为了研究大学生主观幸福感与网络人际信任的现状及关系.采用国内主观幸福感量表和大学生网络人际信任问卷,随机选取99名被试进行调查.结果表明:(1)大学生主观幸福感在性别、学科方面均无显著差异;(2)大学生网络人际信任在性别和学科上有显著差异;(3)大学生主观幸福感与网络人际信任不相关.     

Peer Evaluation: Incentives and Coworker Relations

In many workplaces, coworkers have the best information about each other's efforts. This paper studies a principal who only observes the joint output by two limitedly liable agents, while agents receive signals about each other's effort levels. The principal attempts to exploit this information through peer evaluation; agents are asked to report their signal and may receive a bonus for being evaluated positively. Lying aversion ascertains that truthful evaluation is possible, while interpersonal relations between colleagues give an incentive to misreport. This paper shows that peer evaluation gives an incentive for effort, even when the evaluations are not truthful. The peer evaluation bonus is constrained by more intensive coworker relations. Still, the optimal contract always includes a peer evaluation bonus, sometimes complemented with a team bonus. Coworker relations have nonmonotonic effects on profits in the optimal contract.     

Coworker Perceptions of Outcome Fairness of Breastfeeding Accommodation in the Workplace

The effect of workplace accommodation on perceptions of fairness was investigated. Vignettes describing an organization that did or did not accommodate the needs of a breastfeeding employee were used to test the hypotheses. Accommodation had a positive effect on perceptions of fairness. This effect was stronger for participants with children. Perceived personal cost of the accommodation had a negative effect on fairness. Evidence was also obtained indicating that need-based concerns affect perceptions of fairness. For example, participants who believed that breastfeeding is a private issue that does not belong in the workplace reported the accommodation as less fair.     

Rethinking Love at the Office: Antecedents and Consequences of Coworker Evaluations of Workplace Romances

Researchers have pointed out a wide variety of organizational effects attributable to workplace romances, concluding that the impact of such romances on the workgroup can range from positive to negative. To date, however, little research has attempted to pinpoint the elements leading to this divergence. We suggest that coworker evaluation of a romance or anticipatory injustice may play a key role in influencing the positive or negative impact of the relationship on the workgroup at large. Our model proposes that three separate mechanisms (procedural fairness, intragroup cognitive dissonance, and normative adjustment), each corresponding to a different domain of evaluation, may mediate the apparent relationship between coworker evaluation of a romance and various aspects of group performance. © 2014 Wiley Periodicals, Inc.     

Coworker support as a double-edged sword: a moderated mediation model of job crafting,work engagement,and job performance

Abstract

This research aims to test the mediating effect of work engagement on the relationship between job crafting and job performance, as well as the moderating effects of two forms of coworker support on the job crafting–work engagement relationship. We collected survey-based data from two South Korean samples. Study 1 was conducted on 175 flight attendants. The results of Study 1 were then replicated in Study 2 wherein 181 hotel employees reported their own job crafting and work engagement, and their supervisors rated their job performance one month later. In both studies, work engagement fully mediated the relationship between job crafting and job performance. The positive association between job crafting and work engagement was more pronounced when coworker emotional support was high than when it was low. In contrast, the positive link between job crafting and work engagement was stronger when coworker instrumental support was low than when it was high. Coworker emotional and instrumental support further moderated the indirect effect of job crafting on job performance through work engagement.     

Factors Influencing a Manager's Decision to Discipline Employees for Refusal to Work with an HIV/AIDS Infected Coworker

This research investigates the influence of gender, fear of AIDS, and the likelihood that a manager will share AIDS-related health information about an HIV/AIDS infected coworker with subordinates on a manager's decision to discipline an employee for refusing to work with the HIV/AIDS infected coworker. Data was obtained using questionnaires administered to 194 managers employed in service, manufacturing, and government organizations. Both fear of AIDS and sharing AIDS-related health information exhibited a significant unique negative relationship with the decision to discipline. No significant unique relationship was found between gender and the decision to discipline. However, gender was found to moderate the relationship between fear of AIDS and the decision to discipline. There was a significant negative relationship between fear of AIDS and the decision to discipline among male but not among female managers. Study findings, implications, and suggestions for future research are discussed.     

公路路桥过渡段路基路面施工控制及病害的防治

进入21世纪以来,我国的各项基础设施建设突飞猛进地发展着,公路桥梁作为国家重点的投资项目,其飞快的建造速度令世界震惊。建造安全可靠的公路桥梁是交通安全的前提,高质量的公路桥梁是由建造中各个高质量的步骤组成的,其中过度段路基路面的施工质量尤为关键。本文从地基、路面的病害处治对策方面,浅析路桥过度段的路基路面的加固措施。     

我国中小微企业的特点与优劣势分析

本文对我国中小微企业的特点进行了分析,探讨了中小微企业的优势与劣势。通过分析研究,一方面使社会对中小微企业的生存发展有更深的认识和了解;另一方面帮助中小微企业明确自身定位,扬长避短,推动中小微企业的可持续发展,为社会经济的发展做出贡献。     

“信号与系统”和“数字信号处理”优化整合的实践与探索

近年来,随着信息技术的迅速发展及超大规模集成电路和计算机的普遍应用,新的信号处理和分析技术不断涌现。有关信号与系统和数字信号处理的概念、理论和分析方法不断发展,使用领域也不断扩大。鉴于信息类专业两大核心课程《信号与线性系统》和《数字信号处理》知识结构和教学内容存在的问题,针对当前三类本科院校学生的特点,提出了构建新的教学体系,优化整合教学内容,并对相关课程进行了实践及探索。以教学内容,教学方式,实验教学,考核方式等为主体思路,进行两课的优化整合。     

北京-天津与首尔-仁川产业结构与效率比较及其启示

采用比较的方法,选择三次产业结构、产业分工程度和工业综合效益指数、地区生产总值等一系列经济指标,对首尔-仁川和北京-天津两大区域产业集聚规模和质量进行比较研究,指出,要提升京津城市的经济合力,必须从产业结构高级化、产业发展集约化和地区分工合理化三个方面全面加强城市间产业分工和联系.     

基于中小型水闸管理与提高防汛抗旱能力分析

伴随着我国社会现代化程度和城市化进程的不断提升,各项灾害防范措施以及技术在新科技、新技术的作用下,得到了全面发展。其中,中小型水闸作为防洪防汛措施的重要组成之一,加强中小型水闸具备的管理力度,使其防汛抗旱能力进一步提升。因此,本文针对提升中小型水闸管理能力与提高防汛抗旱能力的有效途径,展开详细的分析,为我国防范自然灾害能力的进一步提升贡献力量。