人力资源管理实践对员工敬业度的跨层次影响研究

员工敬业度在个人绩效、组织绩效以及组织目标实现方面所起的作用不可小觑。人力资源管理实践可能无法对员工的心态、行为产生直接的影响,而是基于员工对组织的HRMP认知和评价来实现。在员工敬业度与人力资源管理实践之间是否存在着中介作用,这值得我们深入地探究。本文通过研究假设的方式,对人力资源管理实践对员工敬业度的跨层次影响进行分析,并在此基础上谈一下自己的观点和认识,仅供大家参考。     

知识型员工自我管理模型构建及内容维度分析——基于斯隆领导模型

知识型员工的自我管理是个体在正确认识自己的前提下,为了实现组织的目标,对自身的思维、情绪、行为以及所处环境等进行目标管理的过程,对于员工的学习、生活以及事业发展等有着非常重要的作用。本文基于德鲁克的管理思想,并以斯隆领导模型为基础构建了知识型员工自我管理模型,并把知识型员工的自我管理划分为自我规划、自我评价、自我协调、自我学习和自我激励五个内容维度。     

领导的消极情绪表现一定不利于下属的工作绩效吗?——基于下属信息加工动机视角的探索

以下属信息加工动机为出发点,研究领导消极情绪表现对下属工作绩效的影响:社会动机影响下属对领导消极情绪信息的加工方向,认知动机影响其加工深度和精度,两种动机的交互作用催生了组织中的下属多样性:中流砥柱的明星型下属(高任务绩效高周边绩效)、富有潜质的疏离型下属(高任务绩效高低边绩效)、一事无成的无为型下属(低任务绩效高周边绩效)以及忠实可靠的绵羊型下属(低任务绩效高低边)。     

组织公民行为与企业绩效实证研究

组织员工的行为对组织的绩效用重要的影响,本文以组织公民行为理论为基础,从组织公民行为出发,运用调查问卷的方式对我国国有企业、私营企业、外资企业抽样调查。对组织公民行为与组织绩效关系进行了检验,结果表明:组织公民行为不但对组织绩效有影响,对员工个人绩效也有影响。论文最后针对组织公民行为,讨论了组织如何利用好组织公民行为来使其提高组织绩效。     

人—组织匹配对酒店员工工作绩效的影响机制研究

如何提高员工的工作绩效是迫切需要解决的现实问题,而人—组织匹配与工作绩效之间的关系,学者们有不同的看法.本文通过对长沙市6家酒店的400名员工的问卷调查,对人—组织匹配与工作绩效进行相关分析和回归分析,研究结果显示：人—组织匹配与工作绩效显著相关,人—组织匹配与任务绩效的相关性要高于与周边绩效,需要—供给匹配对员工的工作绩效的正面影响最大.     

人—组织匹配对酒店员工工作绩效的影响机制研究

如何提高员工的工作绩效是迫切需要解决的现实问题,而人—组织匹配与工作绩效之间的关系,学者们有不同的看法。本文通过对长沙市6家酒店的400名员工的问卷调查,对人—组织匹配与工作绩效进行相关分析和回归分析,研究结果显示:人—组织匹配与工作绩效显著相关,人—组织匹配与任务绩效的相关性要高于与周边绩效,需要—供给匹配对员工的工作绩效的正面影响最大。     

变革经历对当前企业变革员工产出的影响

在外部环境与内部需求不断变化的市场条件下,其成长过程必然经历大大小小的变革,而过去的变革经历会对当前的员工变革产出产生影响。本文从员工变革认知的角度出发探讨这个影响的作用机制,认为过去变革经历中来自变革性质、组织本身、变革管理者以及员工个人的变量信息,是通过使员工形成积极的或消极的变革认知,从而对当前变革的员工产出产生作用的,这个作用对应地体现为促进或抑制员工绩效以及员工创造力。     

变革经历对当前企苴变革员工产出的影响

在外部环境与内部需求不断变化的市场条件下，其成长过程必然经历大大小小的变革，而过去的变革经历会对当前的员工变革产出产生影响。本文从员工变革认知的角度出发探讨这个影响的作用机制，认为过去变革经历中来自变革性质、组织本身、变革管理者以及员工个人的变量信息，是通过使员工形成积极的或消极的变革认知，从而对当前变革的员工产出产生作用的，这个作用对应地体现为促进或抑制员工绩效以及员工创造力。     

基于认知失调理论的新员工工作适应管理研究

认知失调在企业员工中大量存在,在新员工中尤为突出,由于心理失调导致新员工有时很难适应新工作。新员工的认知失调如果不能平衡,将无法适应工作,不仅关系到员工的个人职业发展、心理健康,也对组织的降低适应性培训成本、提高工作绩效有着深远的影响。因此组织如何采取措施来帮助员工适应工作、降低管理成本、提升组织绩效成为人力资源面临的一大问题。     

非营利组织执行力影响因素及其作用机理分析

随着我国社会改革进程加快,非营利组织的力量和作用越来越突显,它成为公共管理中一个不可或缺的重要角色。采用问卷的形式调查影响非营利组织执行力的因素,利用SPSS软件将15个主要影响因素归为员工因素、环境因素、任务因素、管理因素四类。在非营利组织执行力的诸多影响因素中,员工个人因素直接影响着员工和组织工作效率的提高,对非营利组织执行力起决定作用,而管理因素、环境因素和任务因素通过影响员工个人因素进而间接影响非营利组织执行力。     

绩效特征导向的知识员工考评方法的思考

本文从工作内容、工作方式和工作性质三个角度综合考虑定义了知识员工,在此基础上,用职业转换的“柔性”和非程序化程度两个维度将知识员工分为四种类型。通过回顾绩效的内涵和结构,指出了关系绩效对于知识员工的重要性和相应的考评方法。从行为和结果两个方面分别对知识员工的任务绩效特征进行了归纳总结。在对知识员工绩效考评方法分类的基础上,结合绩效特征,探讨了与四类知识员工相匹配的考评方法。     

Network centrality,organizational innovation,and performance: A meta‐analysis

Based on samples from 40 studies encompassing 15,860 organizations, we use meta‐analysis methods to examine the relationships between network centrality, organizational innovation, and performance, and to predict the influence of organization size, institutional environment, and industry on these relationships. Results show that network centrality positively influences both organizational innovation and performance. In addition, findings indicate that the impact of network centrality on organizational innovation is stronger for small organizations while that on organizational performance is stronger for large organizations. The influence of network centrality on overall organizational innovation/performance is stronger for organizations in developed institutional environments as well as in knowledge‐intensive industries. Copyright © 2015 ASAC. Published by John Wiley & Sons, Ltd.     

Does parenting matter in subsidiary innovation in emerging economies? Exploring the role of parent superior competitiveness in affecting subsidiary contextual ambidexterity

Parenting in the multinational enterprises (MNEs) creates a dilemma when parent company manages the subsidiary contextual ambidexterity, in which parent superior competitiveness may nurture subsidiary exploitation while inhibit exploration. This study addresses this dilemma by developing an integrated framework and investigating how parent superior competitiveness affects the subsidiary contextual ambidexterity (innovation initiative and motivation of learning from the parent), which in turn increases subsidiary innovation performance. Furthermore, it is also examined that what tactics subsidiaries should take to resolve the dilemma. Using 296 survey responses from multiple informants of 111 subsidiaries in China, we find that parent superior competitiveness hinders subsidiary innovation initiative, but enhances subsidiary motivation of learning from the parent company. The negative effect of parent superior competitiveness on subsidiary innovation initiative becomes weaker when the strengths of subsidiary external tie and parent-subsidiary communication are enhanced. The positive effect of parent superior competitiveness on subsidiary motivation of learning is strengthened by subsidiary external tie, whereas no significant effect is found of parent-subsidiary communication. In addition, subsidiary innovation initiative contributes to subsidiary innovation performance through knowledge exploration and subsidiary motivation of learning from the parent positively affects innovation performance.     

Consumers’ personality and compulsive buying behavior: The role of hedonistic shopping experiences and gender in mediating-moderating relationships

Although existing research suggests that personality plays an important role in explaining compulsive buying behavior, there is still potential space to diagnose the theoretical mediational mechanisms underlying these effects or the extent to which these relationships vary across different consumer demographic groups. Indeed, the role of specific personality traits on hedonistic shopping experiences and compulsive buying still awaits an in-depth examination and clarification. Thus, the present research contributes to existing knowledge by: (1) examining hedonistic shopping experiences (HSE) as a mediating mechanism on compulsive buying (CB); and (2) investigating the role of gender as a moderating variable. Using a sample of 363 adults and data derived from the US market, we confirmed the role of hedonistic shopping experiences, a central trait, in mediating the effects of cardinal traits (i.e., neuroticism, extraversion, openness to experience, conscientiousness and agreeableness), on compulsive buying, a surface trait. Specifically, neuroticism, extraversion, openness to experience exerted a more indirect and positive influence on compulsive buying, while conscientiousness and agreeableness showed a stronger direct and negative relationship with hedonistic shopping experiences and compulsive buying. In addition, neuroticism, extraversion, and openness to experience were a stronger driver of compulsive buying for women than for men, while conscientiousness and agreeableness jointly decreased the importance of hedonistic shopping experiences, and more strongly inhibited compulsive buying for women than for men. The research findings offer important theoretical, public policy and marketing implications.     

The effects of learning organization culture on the practices of human knowledge‐creation: an empirical research study in Korea

This research aims to identify the influence of learning organization culture on the practices of organizational knowledge‐creation. Actionable knowledge‐creation practices are put forward as a variable in preference to the learning process itself because they may be more closely related to the achievement of individual and/or organizational performance improvement. Learning organization culture is defined in terms of the seven dimensions of the learning organization established by Watkins and Marsick and their questionnaire based on these dimensions is adapted for the present study. In order to measure knowledge‐creation practices, the knowledge conversion theory of Nonaka and Takeuchi was applied. Confirmatory factor analysis and measurement of internal consistency analyses were used to examine the psychometric properties of the instruments. Multivariate analyses were utilized for measuring the influential relations between variables. The results indicate that the proposed structural model is a valid concept in the Korean context for the purposes of the present research. Learning organization culture shows a strong and positive impact on organizational knowledge‐creation practices. Conclusions and implications are discussed.     

员工情感状态与工作满意度对工作绩效的影响:领导-部属交换的调节作用

本文运用多层线性回归分析方法,探讨了员工个体内层面因素(积极情感、消极情感和工作满意度)对员工工作绩效(任务绩效、情境绩效和反生产绩效)的影响,并检验了个体间层面因素(领导-部属交换)对这些影响的跨层调节作用。研究结果表明:员工的积极情感与其任务绩效和情境绩效正相关;员工的消极情感与其反生产绩效正相关;与领导-部属交换水平高的员工相比,低水平领导-部属交换的员工,积极情感与情境绩效的正相关关系更强。     

Performance Effects of External Search Strategies in European Small and Medium‐Sized Enterprises

There is little evidence regarding the performance impact of open innovation on small and medium‐sized enterprises (SMEs), especially across different firm‐size categories and sectors. Using new survey data from 28 European countries, we specify ordered logit and generalized proportional odds models to explore how seven individual external search strategies (knowledge sources) affect SME innovation performance across different size categories and sectors. While we find some consistently positive effects, in particular from using customers as an external knowledge source, we also find that some search strategies may not be beneficial. These findings suggest managerial and policy implications.     

市场导向、组织学习创新及组织绩效:基于珠江三角洲企业的实证研究

The purpose of this paper is to examine the relationships among market orientation, learning orientation, organizational innovation and organizational performance through a structural equation modeling approach. This study uses a sample of 143 companies in the Pearl River Delta region of China. Results show that (1) market orientation has no positive direct impact on organizational performance; (2) market orientation has a direct impact on learning orientation; (3) learning orientation has a direct impact on administrative and technical innovation; (4) market orientation has a direct impact on organizational innovation by learning orientation; (5) administrative innovation has a positive direct impact on organizational performance while technical innovation does not impact on organizational performance directly; (6) technical innovation has a positive impact on administrative innovation; (7) learning orientation has an indirect impact on organizational performance through influencing organizational innovation; (8) market orientation has impact on learning orientation, which has an impact on organizational innovation, which in turn has an impact on organizational performance. Managerial implications are discussed, along with suggestions for further research. Translated from Guanli Shijie 管理世界 (Management World), 2006, (2): 80–94, 143     

Understanding the Role of Consumer Heterogeneity in the Formation of Satisfaction Uncertainty

Prior empirical research has focused on the antecedents and consequences of attitude uncertainty. Drawing on regulatory focus theory and need for closure theory, this research examines the role of individual difference variables in shaping satisfaction uncertainty. This empirical work seeks to explore the interplay of individual difference variables, cognition and affect, in shaping satisfaction uncertainty. The proposed model maintains that need for closure and regulatory focus shape satisfaction uncertainty through their influence on cognitive and affective processes. The model was tested on 192 participants in an experiment using a restaurant scenario. Satisfaction uncertainty is estimated, rather than measured, using the Judgment Uncertainty and Magnitude Parameters (JUMP) model. The results show that prior expectation, pleasure, and arousal have positive effects on satisfaction uncertainty, while perceived performance has a negative impact. Furthermore, regulatory focus is found to moderate the effects of cognition and affect on satisfaction uncertainty, while need for closure moderates the impact of affect on satisfaction uncertainty.