共享型领导对员工主动创新行为的影响

领导行为有助于激发员工创新潜能,促进员工主动创新。西方主流理论认为,在创新实践中很少存在被动创新,创新行为多为员工自发、主动的行为,然而这一理论无法解释中国创新活动中存在大量应对性、权宜性和服从性创新的现象。基于社会认知理论和社会交换理论,通过理论分析与实证检验,探讨共享型领导对员工主动创新行为的影响,并从认知和情感视角构建了中介效应模型。对广西、山西11家企业38个部门的知识型员工及其直属领导进行了配对问卷调查,结果表明,共享型领导对员工主动创新行为具有显著正向影响,自我效能感以及情感承诺在共享型领导与员工主动创新行为之间具有中介作用。     

创意越轨行为对创造力的影响:领导反馈调节与创新自我效能感的中介作用

如何正确处理员工未被实施的创意,达到既能激发其创造力,又能使组织资源发挥其最大效能的目的,是领导者关注的重要议题。整合自我决定理论、领导与成员交换关系理论,探究研发团队成员创意越轨行为对其创造力的作用,以及领导反馈行为与个体创新自我效能感交互对两者关系的影响。结果显示：创意越轨行为对个体创造力有显著正向影响;创新自我效能感在创意越轨行为与创造力之间起正向调节效应。领导反馈的3种行为在创意越轨行为与创造力之间的跨层次调节效应有所差异,创新自我效能部分中介领导反馈对两者关系的调节效应。研究结论不仅为个人及领导在创意失败后采取何种应对策略提供了理论依据,而且为营造创意产生的支持氛围提供了新的思维模式。     

Equilibrium asset pricing: with non-Gaussian factors and exponential utilities

We analyse the equilibrium asset pricing implications for an economy with single period return exposures to explicit non-Gaussian systematic factors, that may be both skewed and long-tailed, and Gaussian idiosyncratic components. Investors maximize expected exponential utility and equilibrium factor prices are shown to reflect exponentially tilted prices for non-Gaussian factor risk exposures. It is shown that these prices may be directly estimated from the univariate probability law of the factor exposure, given an estimate of average risk aversion in the economy. In addition, a residual form of the capital asset pricing model continues to hold and prices the idiosyncratic or Gaussian risks. The theory is illustrated on data for the US economy using independent components analysis to identify the factors and the variance gamma model to describe the probability law of the non-Gaussian factors. It is shown that the residual CAPM accounts for no more than 1% of the pricing of risky assets, while the exponentially tilted systematic factor risk exposures account for the bulk of risky asset pricing.     

Connectedness and Worthiness for the Embedded Self: A Material Culture Perspective

This article is based on a study of intergenerational transfers of contaminated objects, colloquially referred to as “heirlooms.” Motivations and processes are described within the central dialectic of an individual actor seeking positive affect through the pursuit of connectedness and worthiness and in the context of the larger social order. Object symbolism is examined from the perspectives of the individual actor, society, and culture. The family is conceptualized as a special case of the “other.” A theoretical framework is developed that draws extensively on Walter Goldschmidt’s notion of “The Culturally Embedded Self” in The Human Career: The Self in a Symbolic World (1990) and on Sidney Levy’s work as presented in Brands, Consumers, Symbols, and Research (1999). This framework is referred to with the acronym MOSES for Motivations, Object Symbolism, and the Embedded Self.     

Personality traits and complaining behaviors: A focus on Japanese consumers

Despite the fact that personality is thought to be one of the main factors that may explain unhappy consumers’ behavior, very little is known about how it affects their attitudes and complaining strategies. This is particularly true in the case of Japanese consumers where scant research has been conducted on their complaining behaviors. Hence, the main objective of this study is to investigate the roles of three personality traits (i.e., self‐confidence, aggressiveness, and altruism) of Japanese consumers in explaining their attitudes toward complaining, perceived likelihood of successful complaints (PLSCs), and complaining behaviors. On a sample of 263 respondents, a univariate general linear model (GLM) analysis is performed to assess the moderating roles of personality traits on complaint‐related variables. The results show that, on the one hand, in contrast to self‐confidence, the levels (i.e., high vs. low) of aggressiveness and altruism have significant impacts on attitudes toward complaining and PLSCs. However, the level of self‐confidence appears to have the most significant impacts on public complaining behaviors. On the other hand, altruism is found to be the only personality trait that may explain consumers’ private complaining behaviors. Additional analyses reveal interactive effects of the personality traits on complaining attitude and behaviors.     

知识型员工工作压力的作用机制探索——以自我效能感为缓冲变量

本文通过问卷调研对在华的357位知识型员工的工作压力源、一般自我效能感、身心健康和工作满意度进行了探索性实证研究。通过多元回归分析发现,不同的工作压力源对员工的个人绩效影响不同,自我效能感在其中的作用也不同。具体为：（1）工作自主性对被试的中枢神经系统紧张状况、总体工作满意度以及薪酬满意度等具有显著的影响,自我效能感对于工作自主性和中枢神经系统紧张的关系有显著的负缓冲作用效果;（2）角色压力仅对总体工作满意度有显著影响,自我效能感积极缓冲着角色压力与被试中枢神经系统紧张状况之间的关系;（3）工作负荷对被试的中枢神经系统紧张状况以及总体工作满意度具有显著影响,自我效能感积极缓冲着角色压力与被试中枢神经系统紧张状况之间的关系;（4）工作决策压力对心理紧张和薪酬满意度具有显著影响,自我效能感在其中没有显著作用。     

Discretionary rewards as a feedback mechanism

This paper studies the use of discretionary rewards in a finitely repeated principal–agent relationship with moral hazard. The key aspect is that rewards have informational content. When the principal obtains a private subjective signal about the agent's performance, she may pay discretionary bonuses to provide credible feedback to the agent. In accordance with the often observed compression of ratings, we show that in equilibrium the principal communicates the agent's interim performance imperfectly, i.e., she does not fully differentiate good and bad performance. Furthermore, we show that small rewards can have a large impact on the agent's effort, provided that the principal's stake in the project is small.     

威权领导对员工创新行为的影响

基于情感关系及个体自我认知视角,研究威权领导对员工创新行为的影响,探讨领导-成员交换关系的中介作用及创新自我效能感的反向调节作用。通过对多省市企业员工及其直接领导进行配对问卷调查分析,结果表明,威权领导对员工创新行为具有显著负向影响;领导-成员交换关系在两者间起部分中介作用,即威权领导行为不利于形成高质量的领导-成员交换关系,继而影响员工创新行为;员工创新自我效能感在领导-成员交换关系和员工创新行为间起反向调节作用,即创新自我效能感水平越高,领导-成员交换关系质量对员工创新行为的影响越弱。     

Imperfect memory and choice under risk

This paper presents a model of choice based on imperfect memory and self-deception. I assume that people have preferences over their own attributes (e.g., skill, knowledge, or competence) and can manipulate their memories. The model provides a prior-dependent theory of regret aversion and allows for prior-dependent information attitudes. It implies that behavior will converge to the one predicted by expected utility theory after a choice has been faced a sufficiently large number of times.     

Entrepreneurship in post‐conflict transition1

We examine new self‐employment entry and its viability in Bosnia and Herzegovina, using a rich household survey for the years 2001–2004. We find that wealthier households are more likely to engage in viable self‐employment and create employment suggesting an important role for financing constraints. Specifically, although having an existing bank relationship is not significantly related to the entry decision, it is positively related to the survival for new entrepreneurs and their employment creation. We also find a non‐linear relationship between remittances and entry in that individuals not receiving remittances are more likely to enter self‐employment; but, if they do receive them, the likelihood of starting a business increases in the fraction of wealth received from domestic remittances. Finally, people working in the informal sector are more likely to become viable entrepreneurs, particularly those provided with loans from micro‐credit organizations. These findings support the perception of the informal sector as an incubator for formal self‐employment in the early years of transition.