Workplace Values and Outcomes: Exploring Personal,Organizational, and Interactive Workplace Spirituality

Spiritual values in the workplace, increasingly discussed and applied in the business ethics literature, can be viewed from an individual, organizational, or interactive perspective. The following study examined previously unexplored workplace spirituality outcomes. Using data collected from five samples consisting of full-time workers taking graduate coursework, results indicated that perceptions of organizational-level spirituality (“organizational spirituality”) appear to matter most to attitudinal and attachment-related outcomes. Specifically, organizational spirituality was found to be positively related to job involvement, organizational identification, and work rewards satisfaction, and negatively related to organizational frustration. Personal spirituality was positively related to intrinsic, extrinsic, and total work rewards satisfaction. The interaction of personal spirituality and organizational spirituality was found related to total work rewards satisfaction. Future workplace spirituality research directions are discussed.     

“好士兵”还是“坏苹果”？员工建设性越轨行为对团队绩效的非线性影响机制

文章基于IPO理论探讨了员工建设性越轨行为对团队绩效的“过犹不及”效应的作用机制和边界条件,并通过两阶段追踪问卷调查法获取了62名直接主管和290名员工的配对数据。研究结果发现：员工建设性越轨行为与团队绩效呈倒U形关系;团队创造力在员工建设性越轨行为与团队绩效之间的倒U形关系中起完全中介作用;领导的政治技能在员工建设性越轨行为与团队创造力之间的倒U形关系中不起调节作用。     

以眼还眼：职场排斥对沉默行为的影响

本研究基于社会互动视角,探讨职场排斥与沉默行为的过程机制,在此基础上提出一个调节的中介模型,特别是工作投入和感知凝聚力的中介作用和情绪智力的调节作用。通过213名员工的三阶段时间滞后调查分析,结果显示：职场排斥正向影响沉默行为;工作投入和感知凝聚力在职场排斥与沉默行为关系中发挥中介作用;情绪智力调节职场排斥与工作投入之间的关系,调节职场排斥和感知凝聚力之间的关系;此外,情绪智力调节“职场排斥-工作投入-沉默行为”和“职场排斥-感知凝聚力-沉默行为”这两条中介路径。     

组织中成员工作嵌入的前因变量研究

现有研究对于同一个组织中成员工作嵌入存在差异的原因解释不足,文章基于社会交换理论的视角,考察了成员对于高参与工作系统的感知、领导成员交换以及职场排斥对于职位内工作嵌入的影响。通过对同一企业中的273名员工进行问卷调查,检验了上述变量的影响机制。研究发现,高参与工作系统的感知正向影响工作嵌入,领导成员交换和职场排斥会对此关系产生调节作用,成员的政治技能会调节职场排斥的影响。     

MODELS FOR RESPONSE DATA SHOWING EXTRA-POISSON VARIATION

When count data show extra-Poisson variation, standard log-linear techniques to analyse the data may fail. In ihis paper a generalization of the log-linear modelling technique is proposed for the negative binomial model, as an extension of the Poisson model. An illustration is given by the analysis of a twoway classification of soldering failure data; extensions to more general classifications are possible.     

Hybrid social media: employees’ use of a boundary‐spanning technology

Improved employee collaboration and communication can be facilitated by social technologies that extend within and beyond organisations. These social technologies have increasingly come to be represented by social media sites, which are used to extend workplace relationships across personal and professional boundaries in a hybrid role. This presents opportunities and risks as those boundaries are collapsed. Using boundary management as a theoretical lens, we evaluate the associations of relationship initiation between colleagues at different levels of organisations with employees’ strategies and their well‐being. We also investigate relationships with social media usage, age and propensity to self‐monitor and group employees using cluster analysis. We consider implications of our findings for developing more sophisticated policies, training and guidance for employees on the use of social media as a workplace tool.     

Complexity of Innovation in the public sector: A workgroup-level analysis of related factors and outcomes

Complex innovation incorporates more than one innovation type. Using the number of dimensions of the ‘most significant innovation’ implemented by each public employee’s workgroup as a proxy for innovation complexity, this study explores factors that are associated with complexity and examines how complexity affects innovation outcomes. Employing a sample of 4,369 Australian Government employees, we find that the more complex the innovation, the greater the number of barriers a workgroup has to face in its implementation. A broader (but selective) range of idea sources and a more decentralized workplace where both individual and team creativity is encouraged increase the likelihood of implementing complex innovations. Innovation complexity is positively correlated with the variety of beneficial outcomes, suggesting both policy and management interest in supporting complex innovation in the public sector.     

AIDS in the workplace: Options and responsibilities

Scientists now believe that no one is safe from AIDS. AIDS is no longer “the disease” of a small fringe segment of society. It is now a disease that can touch us in our personal, family, and professional lives. AIDS is, as columnist Ellen Goodman has suggested, an “equal opportunity infector” that does not discriminate on the basis of race, age, sex, or sexual orientation. Although statistics indicate that most of us will probably not experience AIDS in our private or family lives, a significant number of us will be forced to grapple with AIDS in the workplace. This article is an attempt to examine the business community's response to AIDS, and the possible options and strategies that larger corporations especially might use in responding to the medical, legal, and ethical dimensions of the disease. According to Nancy L. Merritt, vice-president and director of equal opportunity for Bank of America, AIDS raises at least three fundamental issues in the workplace: How do you handle an employee with AIDS? How do you educate and ensure the safety and morale of your other employees? How do you balance the needs of business with the human, ethical considerations raised by the disease? Such questions, Merritt maintains, will become more and more pressing as the AIDS epidemic continues to spread.     

An ill-informed choice: empirical evidence of the link between employers’ part-time or temporary employment strategies and workplace performance in Canada

Many employers seek flexibility through part-time or temporary employment to achieve improved competitiveness and success. Using strategic choice theory, this study is a longitudinal examination of employers’ strategic decisions of reducing labour costs and using part-time or temporary workers on workplace performance. Workplace performance is measured through profitability, productivity and change in net operating revenue. Statistics Canada’s Workplace and Employee Survey longitudinal workplace data are used for the analysis. Results show that reducing labour costs strategy has no effect on profitability, productivity or change in net operating revenue, and using part-time or temporary workers strategy shows decreased profitability and productivity, and that there is no effect on the change in net operating revenue in Canadian workplaces studied. Based on these findings, we recommend that employers, in Canada and elsewhere, not only carefully weigh reducing labour costs and employing part-time or temporary workers strategies for workplace performance, but also reconsider such strategies and instead seek alternative means of improving workplace performance.     

员工工作场所偏离行为的形成原因和控制策略

员工工作场所偏离行为是企业普遍存在的问题。本文较全面地分析了引发员工工作场所偏离行为的企业环境因素,即报酬体系设计不当、社会影响的作用、管理者对员工的负面的和不信任的态度、角色压力、组织不公平等,并提出了员工工作场所偏离行为的防范与控制策略。