知识型员工非物质激励与创新绩效的关系

本文以中国企业为研究对象,对知识型员工非物质激励与创新绩效之间的关系进行实证分析,同时检验创新合法性在两者关系中的中介作用。结果表明：知识型员工非物质激励中情感激励、环境激励对组织创新绩效和创新合法性均存在显著正向影响;晋升激励与创新绩效、创新合法性不存在显著相关关系;组织创新合法性的提升有利于促进创新绩效;创新合法性在情感激励、环境激励与创新绩效的关系中具有部分中介作用,即知识型员工情感激励、环境激励对创新绩效的正向影响部分是通过提升创新合法性实现的     

企业员工工作满意度、组织承诺与工作绩效关系

员工工作满意度和组织承诺是影响员工工作绩效的关键因素。本文以某企业共330名员工为样本,通过实证研究方法,探究企业员工工作满意度、组织承诺以及工作绩效三者之间的关系。研究结果表明:企业员工工作满意度显著地正向影响工作绩效,组织承诺在工作满意度正向影响工作绩效过程中起到了部分中介的作用。     

工作特征如何影响员工创新行为:一个有中介的调节作用模型

员工创新行为是工作情境因素和个性特征因素交互作用的结果.以中国企业员工为对象,通过引入组织情境与个性特征——组织创新氛围与员工创新效能感,深入探讨了工作特征与员工创新行为的权变关系及作用机制.通过对近300名企业员工进行问卷调查,采用回归分析处理数据.研究结果表明:工作特征显著正向影响员工创新行为.组织创新氛围显著调节工作特征与员工创新行为间关系:组织创新氛围有利于创新时,工作特征正向影响员工创新行为,且影响较大;组织创新氛围不利于创新时,工作特征负向影响员工创新行为,但影响较小.组织创新氛围的调节效应部分通过创新自我效能感的中介作用实现.     

企业创新氛围、员工创新意愿与创新绩效机理研究——基于高新技术企业的实证分析

作为企业内部创新环境的重要组成部分,企业创新氛围在企业创新中的作用日益凸显。随着企业创新需求的不断提升,企业创新氛围对员工创新意愿与创新绩效的影响也越来越受到重视。通过总结现有研究成果,以及从个体和组织层面考察创新氛围对企业员工创新意愿与创新绩效的影响,本文在探究企业员工创新意愿中介作用基础上,提出了促进企业创新氛围与员工创新意愿形成以提升创新绩效的创新管理机制。本文的研究结论将为企业提高创新绩效提供有益的参考。     

新生代员工工作价值观对创新绩效的影响机理

在“双碳”目标下客观识别新能源产业新生代员工创新绩效的影响因素，对于培养创新型人才和促进新能源产业高质量发展具有重要作用。本文基于马斯洛需要层次理论，分析新生代群体的工作价值观结构；基于自我决定理论和社会交换理论，研究新生代五因子工作价值观对创新绩效的影响，以及工作繁荣的中介作用。通过新生代员工调研问卷进行实证分析，运用Amos和SPSS软件进行研究的结果表明：新生代五因子工作价值观对其创新绩效起显著正向影响，工作繁荣中介了二者的关系；工作繁荣在创新导向与创新绩效间起部分中介作用。因此建议：企业应强化创新文化导向、营造包容氛围、注重能力培训，激发员工的活力与创造力，员工可借培训提升综合素质、打破思维局限。     

包容型领导对员工创新行为的影响

领导对员工创新行为的影响不仅与员工心理属性有关,而且与员工社会属性有关。本文选取知识共享这一典型的社会互动机制,结合批判性思维这一反映创新行为本质的变量,通过问卷调查,分析了包容型领导对员工创新行为的影响。结果表明,包容型领导对员工创新行为有显著的正向影响,而且员工知识分享行为在影响过程中有显著的中介作用。同时,批判性思维会正向调节这一中介作用,它和知识分享的交互会强化员工创新行为绩效的显现。因此,在企业实践中,应该重视包容性领导风格,鼓励员工知识分享行为,培育员工批判性思维,这是典型的从社会互动视角激励员工创新行为的逻辑。     

员工幸福感研究述评

员工幸福感是积极组织行为学的研究热点,它是一种可测量、可开发的积极心理状态,对工作绩效、工作满意度和组织承诺水平有正向影响。其研究有员工主观幸福感和员工心理幸福感两条取向,前者关注工作满意度,后者侧重工作动机和积极心理功能。员工幸福感的影响因素包括人格、积极心理资源和工作特征。未来的研究方向是整合两种研究取向去建构新的理论模型、开发新的测量工具。     

人-组织匹配与员工个体绩效关系的实证研究

以澳门安保行业为样本,实证检验了人-组织匹配与员工个体绩效之间的关系,研究结果表明：人-组织匹配对员工个体绩效具有显著的正向影响,价值观匹配、需求-供给匹配和要求能力匹配对关联绩效具有显著的正向影响,要求-能力匹配对任务绩效有显著影响;人-组织匹配及其各个维度均对组织承诺及其各个维度具有显著的正向影响;组织承诺在人-组织匹配与员工个体绩效之间起到部分中介作用;组织承诺对员工个体绩效具有显著的正向影响,情感承诺对关联绩效和任务绩效均有显著的正向影响;心理资本越高,组织承诺对员工个体绩效的影响越小,反之,影响越大。     

高管团队稳定性、员工薪酬满意度与企业创新绩效

现阶段企业之间的竞争主要集中在创新研发方面,如何保证创新研发绩效是企业发展战略关注的重点,本文选取2010—2017年的沪深A股上市公司作为研究对象,对高管团队稳定性、员工薪酬满意度与企业创新绩效之间关系进行实证研究后得出以下结论:员工薪酬满意度与企业创新绩效显著正相关;高管团队稳定性与企业创新绩效显著正相关;高管团队稳定性能够显著增强员工薪酬满意度与企业创新绩效的相关性.     

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。     

Examining the relations between open innovation climate and job satisfaction with a PLS path model

The paper studies the relations between open innovation climate and job satisfaction, in particular the causal effects of the various dimensions of open innovation climate on different facets of job satisfaction. We assume firms which pursuing open innovation climate will result in higher level of employee job satisfaction. Both open innovation climate and job satisfaction are assumed to be multidimensional constructs (second-order model). Meanwhile the difference caused by employees’ organizational level was also investigated. A partial least squares path model was developed, in which significant effects were discovered. This study provides valuable materials for hoteliers who want to promote open innovation climate in their organizations.     

Perceived Fairness of the Mystery Customer Method: Comparing Two Employee Evaluation Practices

This study explores differences in the perceptions of fairness between two employee evaluation methods: one based on data collected using the mystery customer method and the other based on supervisor judgment. Fifty eight female sales clerks filled out a questionnaire which assessed their perceptions with respect to the fairness of the two evaluation methods and their job satisfaction. Given apparent differences in the evaluating agent, the extent of process consistency, the breadth of behaviors evaluated, and the extent of employees' awareness of the evaluation process, we hypothesize and find that evaluation procedures conducted by supervisors are perceived as more fair both procedurally and distributively than those conducted by means of the mystery customer method.The expected relationship between perception of fairness and job satisfaction was, however, foundonly in the correlations with supervisor evaluations and not in the correlations with the mystery customer evaluation method. Though the results are limited by the restricted sample, they shed an important light on the perceived fairness of the mystery customer procedure, and suggest that the choice of this procedure should take into account the fairness aspect of it when assessing its effectiveness and value. The data in this study was collected by Idit Malka and Michal Ben-Avi, for a research seminar conducted under the supervision of the second author.     

Pay‐Level Satisfaction and Employee Outcomes: The Moderating Effect of Employee‐Involvement Climate

The present study examined employee‐involvement climate (i.e., information‐sharing and decision‐making climate) as a moderator of the relationship between pay‐level satisfaction and employee outcomes (i.e., job satisfaction, affective commitment, and turnover intention). Survey data were collected from 22,662 Belgian employees, representing 134 organizations. The hypotheses derived from distributive justice theory and from research on the meaning of pay received partial support. Multilevel analyses revealed that a decision‐making climate buffered the negative effects of low pay‐level satisfaction, and that an information‐sharing climate exacerbated the negative effects of low pay‐level satisfaction. Theoretical and practical implications of this differential moderating effect are discussed.     

工作满意度、组织承诺与工作绩效之间的实证研究

在现代高强度的工作环境下,企业竞争越来越依靠于人才的配置。为了吸引和留住人才,越来越多的企业更加关注公司员工的感受和需求,在提高员工满意度的同时提高员工的工作绩效,保障企业的高效低成本运作。员工满意度、组织承诺、工作绩效是企业能否长时间留住人才的主要指标,对于企业人力资源管理有着重要意义。从理论上来说,通过实证研究可以具体量化三者之间的关系;从实践上来说,对三者之间影响关系的清楚认识可以为企业人力资源部门提供制度和政策上的指导,从而降低企业的人力成本、提高企业运作的效率。研究的主要内容为通过问卷收集的方法,以各类企业员工为研究对象,探究员工满意度、组织承诺和工作绩效之间的相关关系,建立员工满意度、组织承诺和工作绩效三者之间的量化研究模型。根据研究结果,给企业人力资源管理部门提出具有建设性的建议,以在减少成本的同时促进企业的高效运作,使企业更具凝聚力。     

企业创新动力机制的再研究:内源性因素实证视角

创新是企业核心竞争能力和可持续发展能力的关键因素,已成为企业生存与发展的第一要义。创新激励、创新文化、企业家创新对企业绩效均存在正向影响,企业内源性创新行为整体上对提高资产利用率、降低成本与费用、增加销售额与利润、提高员工工作满意度、拓展业务领域等方面均存在积极的作用。     

企业社会责任、企业声誉对员工满意度影响的实证研究

构建了企业社会责任、企业声誉和员工满意度的关系模型,以西北工业大学深圳地区和西安地区MBA班工程硕士学员为调研对象,欲探讨现阶段企业员工对企业社会责任的认知状况。通过构建结构方程模型,实证分析发现:企业社会责任对企业声誉有显著正向影响;企业声誉对员工满意度有显著正向影响;企业社会责任不直接对员工满意度产生影响,而是通过影响企业声誉后对员工满意度产生作用。     

An exploratory analysis of the influence of human resource management activities and organizational climate on job satisfaction in Turkish banks

This study aims to explore the influence of human resource management (HRM) activities and organizational climate on job satisfaction in Turkish banks. The study first examines the relative influence of eight HRM activities of: (i) behavior and attitudes (in recruitment and selection); (ii) teamwork; (iii) extensive training; (iv) written policies; (v) training in multiple functions; (vi) incentives; (vii) performance appraisal; and (viii) feedback on performance on job satisfaction. Second, the influence of six factors relating to organizational climate are examined, again from the view point of their influence on job satisfaction. The second group factors are: (i) support for innovation; (ii) managerial competence and consistency; (iii) workload pressure; (iv) cohesion; (v) organizational boundaries; and (vi) organizational ethics. The data collected through interviews from 346 employees from 19 banks show that in addition to the positive impact of HRM activities, organizational climate in particular makes a significant contribution to job satisfaction. The paper presents the influence of the two groups of factors on job satisfaction and the mechanisms through which these factors foster job satisfaction and their implications for practitioners.     

制造业参与对物流服务创新绩效的影响分析

文章研究的基本是物流服务创新是否受到制造业参与度、制造业满意度的影响,具体有哪些因素影响物流服务创新绩效。基于制造业与物流业联动,从顾客参与的角度分析并构建了制造企业参与物流服务创新的研究模型。运用结构方程模型对调查获取的115份问卷数据进行实证分析,结果表明:制造业参与度和满意度都对物流服务创新绩效具有显著的正向影响,制造业参与度对制造业满意度也具有显著的正向影响。     

Employee perceptions of corporate partnership: An affective-moral quid pro quo

An affective-moral quid pro quo model provided the framework to test the relationship between worker satisfaction, perceptions of employees' citizenship behavior, and corporate commitment to moral-ethical ideals. A total of 198 full-time employees from a wide variety of work settings anonymously completed questionnaires. More than half of the respondents held management or supervisory positions; the number of males and females was nearly equal. Participants who indicated high satisfaction with work, promotions, and co-workers, and who viewed employees in their work setting as altruistic, perceived their organization as committed to employee welfare, employee rights, product quality, and as good corporate citizens.