非常规性工作对员工创造性的影响:一个被调节的中介模型

以工作特性理论为基础,运用多元回归模型探索非常规性工作对个体创造性的影响机制,检验自我效能感的中介作用及授权型领导的调节作用。运用Mplus7.0、SPSS19.0及PROCESS软件对258份员工及主管的有效问卷进行数据分析,结果显示,非常规性工作与员工创造性显著正相关;自我效能感在非常规性工作对员工创造性的影响过程中起完全中介作用,授权型领导在非常规性工作对自我效能感的影响过程中起调节作用。进一步地,授权型领导显著正向调节自我效能感在非常规性工作与创造性之间的中介作用,即在高授权型领导情境下,上述中介作用增强,反之减弱。     

实现中国电信从“优秀”到“卓越”的跨越

中国电信在经历了一次又一次的拆分之后,一边要尽快整合好原有的组织结构,调整好心态,一边还要迅速适应越来越激烈的市场竞争。作为一家优秀的通信企业,要想实现在新的市场竞争中求生存,求发展,必须要在企业内部形成对发展方向的共识,即做一个卓越的,而不仅仅是优秀的电信企业,最终获得持续的、长期的胜利。但从“优秀”到“卓越”的中间过程是什么呢?是训练有素的人,训练有素的思想和训练有素的行为。     

Why leadership of public leadership research matters: and what to do about it

The tough-talking, take-charge, individualistic view of public leadership is alive and well throughout the world, despite the enthusiasm of leadership scholars for more shared, relational, and collectivist views. The times therefore seem especially appropriate for assessing the state of public leadership theory and research and charting a path forward to enhance understanding of the continued appeal of Great Person leadership and the promise of collective leadership. This essay considers the current public leadership context, highlights distinctive characteristics of public leadership, and provides an overview of recent public leadership research through a collective lens. We call for more attention to leadership theory from within public management and the broader leadership fields and to public value and public values in leadership theorizing and research. We suggest public leadership scholars roam more freely through the disciplines and experiment with a variety of methods beyond the traditional case study.     

论领导行为，组织学习、创新与绩效间影响的实证研究

本研究提出一理论架构,将组织学习与组织创新作为解释领导行为与组织绩效间关系的主要中介变量。运用经济理论、管理理论和问卷调查研究方法,以台湾新竹科学园区的信息电子产业作为实证研究的对象,有效分析样本厂商共112家。分别以基本叙述统计、信效度分析、因素分析与典型相关分析等方法来进行实证并验证本研究所提出之各项假设。主要发现为:整体而言,本研究整体理论模式配置符合可接受的适合度检定水准,表示本研究的理论架构可获得支持,故组织学习与组织创新作为领导行为与组织绩效间的影响关系确实存在着。     

基于知识型员工特征的我国CEO领导力实证研究

假设CEO所面临的领导情境具有同质性,则影响CEO领导力的主要因素是被领导者,即知识型员工。在文献综述的基础上,推导出4个CEO领导力研究假设,并对某7次会议的与会CEO进行了问卷调查和实证研究。结果发现,善于塑造多元文化、吸引和影响员工、授权管理的CEO,一般能够产生更高的企业绩效,因而也具有更强的领导力。 ?     

授权型领导对员工建言行为的影响：心理所有权的中介作用

以221份领导-员工配对问卷为样本,从心理所有权的视角,研究了授权型领导对员工建言行为的影响及作用机制。结果发现：授权型领导通过心理所有权的中介作用正向影响员工建言行为,且组织心理所有权和工作心理所有权的中介作用不同,组织心理所有权在授权型领导对自身工作相关建言和非自身工作相关建言的影响中均有中介作用,而工作心理所有权只在授权型领导对员工自身工作相关建言的影响中有中介作用。研究结果丰富了授权型领导与建言行为的中介机制,为管理者提升员工组织和工作心理所有权、有效激发员工建言行为提供了重要的理论支持。     

Teams in Australia's automotive industry: Characteristics and future challenges

Australia's automotive industry has throughout the 1990s embarked on a sustained programme to improve product quality, productivity and quality of work life through the development of a more flexible and team-based work-force. This paper examines the results of these efforts through a study of Australia's four car makers and their largest component suppliers. The paper examines the role of union-management cooperation in implementing work teams, identifies the forms of work teams that have been developed as well as evidence for the alignment of organization capabilities to support team-based work. The effects of work teams on organizational performance and quality of work life are also examined. Implications are discussed.     

领导社交媒介自我表露、领导可信度与上下级关系:内隐领导原型匹配的权变作用

社交媒介自我表露是一种具体的社交媒介使用行为,对现代人的工作和生活都产生了不可忽视的影响。在工作情境中,领导的社交媒介自我表露尤其容易引起员工的高度关注。然而,领导的社交媒介自我表露对其在组织中的上下级关系将会产生何种影响有待深入探讨。鉴于此,基于社会信息加工理论和内隐领导理论,本文提出领导社交媒介自我表露的影响效应取决于内隐领导原型匹配的程度。当员工认为领导与其心目中内隐领导原型匹配程度高时,领导的社交媒介自我表露能够提升员工对领导的可信度感知,从而促进上下级关系,而当领导与员工心目中的内隐领导原型匹配程度低时,上述影响效果会减弱。通过对204份企业领导-下属配对问卷调查数据进行分析,本研究提出的被中介的调节模型得到支持。本研究的发现有利于深入认识组织中社交媒介自我表露的有效性,启发了领导需要考虑下属对表露解读的能动性,从而更合理地利用社交媒介平台进行自我表露,促进上下级关系良性发展。     

Know thyself: Leading through the core of you in times of turbulence

The paper describes how leaders behave and react in unprecedented times when a professional service firm has been severely affected by the COVID-19 pandemic. Firsthand data were gathered through interviews, observations, and participation based on direct interaction with leaders and employees. The concept of leadership anatomy is used to describe, discuss, and critique leadership behavior. It signifies the different parts of a human body equipped with sensory ability. The study reveals that in times of crisis, leaders tend to draw on the core of who they are through compassion rather than conventional wisdom in decision making and problem solving. The search for what truly matters helps leaders to reinterpret the ethos of the firm and what they stand for as leaders in their sensemaking of chaos. A deeper reflection of their personal values and beliefs gives them the courage to acknowledge their vulnerability and start seeing the value in others.     

Job satisfaction in teams

This paper analyses and discusses the results of a large sample survey of job satisfaction among clerical employees working in teams. The relative strengths of association between several variables and job satisfaction are assessed and the results support the importance of on-the-job training, participation in decision making and management leadership. Questions are raised about first-line supervisors as team leaders.