A multi-level model of withdrawal: Integrating and synthesizing theory and findings

Major changes occurring within the modern organization have served as a catalyst for redefining withdrawal behavior and expanding its focus. Traditionally, investigators examined lateness, absence, and withdrawal either individually or in combination with each other. Besides new insights into understanding each of these components, it is suggested that withdrawal today needs to include so-called ‘minor withdrawal behaviors' such as social loafing, lack of effort, long lunch breaks, and surfing on the Internet during the workday. The present paper presents an interactionist approach that utilizes multi-level antecedents as predictors. By borrowing concepts from several areas of organizational psychology, the model proposes that withdrawal cognitions and, in some cases, cost/benefit calculations serve as mediators between individual (attitudes and personal), group/organizational, extra-organizational variables acting as antecedents/moderators and withdrawal behavior. Methodological issues characteristic of withdrawal research as well as techniques for testing the model are discussed.     

Does knowledge explain trust behaviors and outcomes? The different influences of initial knowledge and experiential knowledge on personal trust interactions

This paper examines the influences of initial knowledge and experiential knowledge on trust behaviors and trust outcomes, respectively, at an interpersonal level. We use an experimental dynamic trust game, and our results show that (1) the initial knowledge that exists a priori between a trustor and a trustee helps to explain the trustor's trust behaviors toward the trustee, and (2) the experiential knowledge gained directly by a trustor during a specific trust interaction with a trustee influences the trust outcome, i.e. the difference between the original expectations of the trustor and the subsequent trust behaviors. Our results contribute to human resource literature by clarifying the specific influences of different types of knowledge on interpersonal trust relationships (e.g. between managers and employees) and by supplementing the traditional notion that trust within a firm develops slowly by showing that personal expectations have an immediate and important influence on trust output.     

我国慈善事业发展研究

中国历史悠久的慈善思想影响着我国慈善事业的兴起与发展,二者有着密切的联系。先秦时期,儒家、道家等诸子学说体系里就孕育着丰富而又精蕴的慈善思想。本文中,笔者在前人慈善思想研究的基础上,将中国慈善思想的发展进行了总结与归纳。     

青年志愿服务在高校基本职能发挥中的作用及建议——以云南农业大学科普志愿者进社区系列活动为例

青年志愿活动秉承"奉献、友爱、互助、进步"的基本宗旨,开展"服务他人、奉献社会"的社会公益活动,让参与活动的大学生自身能力以及思想境界得到提高、完善和发展,同时有效地解决了一些社会活动服务及发展需要,树立起高校服务社会的一面旗帜。     

在华跨国公司企业文化对组织公民行为的影响研究

进入新世纪以来,经济全球化己成为不可逆转的发展趋势,跨国公司作为主要推动力量以其特有的核心竞争力日益彰显出强大的生命力。企业文化在被视为企业发展的引擎、企业的无形资源的同时,由于其对企业长期经营业绩的重要作用。本文重点研究在华跨国公司企业文化与组织公民行为的关系,并以组织信任为中介变量进行研究,研究结果表明企业文化与组织信任有显著的相关性,组织信任对组织公民行为也有显著的预测作用。最后通过改变企业文化维度为提高企业组织公民行为提供合理建议。     

Perceived identifiability,shared responsibility and innovative work behavior*

Based on social loafing theory, we develop and test the relationships between employee perceived identifiability, shared responsibility and innovative work behavior in the team context. Additionally, we investigate the moderating effect of coworker trust on these relationships. In a study of pair data from 142 ward heads and nurses in Indonesian hospitals, we find that perceived identifiability is positively associated with innovative work behaviors while perceived shared responsibility is negatively associated with the innovative work behaviors of employees. Meanwhile, employee perceived coworker trust moderates the negative relationship between perceived shared responsibility and innovative work behaviors. We discuss details of the relationships among these variables, and offer suggestions and implications.     

电梯安全责任分担的多方博弈研究

为明确电梯事故安全责任主体,促使电梯监管跳出权利有限,责任无限怪圈。基于博弈思想,根据电梯生产商、使用者和政府主管部门的信誉、经济利益,分析其间的行为策略并据此构建电梯安全责任分担模型,探寻事故安全责任各方的行为策略与事故的因果关系,构建事故责任分担模型;在此基础上,分析政府主管部门、电梯生产商和使用者之间相互约束、相互促进的博弈关系,进一步分析政府主管部门、电梯生产商和使用者间行为策略对电梯安全的影响。结果表明在嵌入责任分担模型以后有利于明确三方之间的安全责任,促使各方注重电梯安全的自我责任,有助于预防电梯事故的发生。     

Employee-oriented HRM and voice behavior: a moderated mediation model of moral identity and trust in management

Abstract

This study examined how employee-orientated human resource management (EOHRM) is related to Chinese employees’ voice. Drawing on the trust literature, we developed and tested an integrative model that involves the mediating role of trust in management in the effect of EOHRM on voice behavior and the moderating role of employees’ moral identity in the EOHRM effects. Data were collected from 251 employees from a variety of occupations in China. Bootstrap-based regression analyses were used to test the research model. Results showed that trust in management partially mediated the relationship between EOHRM and voice behavior. The effect of EOHRM on trust in management and the indirect effect of EOHRM on voice behavior via trust were stronger in employees with higher rather than lower levels of moral identity. These findings suggest that organizations may promote employee voice by implementing HR policies and practices that focus on employees’ personal and family needs and consider employees’ moral identity.     

员工越轨创新行为的影响因素和形成机制 ——基于扎根理论的探索性研究

员工越轨创新行为作为非正式创新的重要形式之一受到学界关注。基于扎根理论,厘清了越轨创新影响因素体系,它包括领导风格、员工特质、心理感知、组织情境4个主范畴,以及对应的28个子范畴;在此基础上,进一步构建了“组织事件→驱动因素→行为动机”的越轨创新行为形成机制模型,并基于此模型提出相关命题。研究结论丰富了越轨创新行为理论体系,也为创新管理实践提出了建议。     

网络捐款模式探究

近年来,网络和慈善事业飞速发展的,网络捐款凭借快速、方便的特点,已逐渐成为重要的捐款途径。本文通过对网络捐款基本模式进行分析,发现其存在信息发布分散、监管缺失、信息反馈缺乏针对性等问题。针对上述问题,借鉴第三方B2C电子商务模式,提出了第三方网络捐款模式并对其进行了详细介绍。     

电子商务信任研究综述

信任在企业界和理论界受到日益广泛的关注,信任的研究涉及到信任的概念、特征、分类以及信任源。从这四个方面对传统信任理论研究和电子商务信任理论研究作了比较分析;然后,对电子商务信任模型研究进行了梳理归纳;最后,指出了今后有关电子商务信任问题的研究方向。