上行何以下效?创业型领导对员工越轨创新的影响

通过采用226位领导者-员工的调研数据,以积极情绪的扩展-构建理论及工作要求-资源模型为基础,基于感性与理性双路径,通过实证检验,得到以下研究结论:创业型领导能够正向预测员工越轨创新;工作繁荣在感性路径中起中介作用,工作重塑在理性路径中起到中介作用;社会自我效能感在创业型领导与工作繁荣的感性路径中,以及在创业型领导与工作重塑的理性路径中均起到正向调节作用;社会自我效能感同时也调节了工作繁荣与工作重塑的中介效应。基于此,提出了选拔及培育创业型领导、营造“自由决策”氛围、形成鼓励创新制度、构建容错文化、制定基于“结果”衡量创新的制度,以激励并管理越轨创新。     

Self-Efficacy as an Intrapersonal Predictor for Internal Whistleblowing: A US and Canada Examination

Examining intrapersonal factors theorized to influence ethics reporting decisions, the relation of self-efficacy as a predictor of propensity for internal whistleblowing is investigated within a US and Canadian multi-regional context. Over 900 professionals from a total of nine regions in Canada and the US participated. Self-efficacy was found to influence participant reported propensity for internal whistleblowing consistently in both the US and Canada. Seasoned participants with greater management and work experience demonstrated higher levels of self-efficacy while gender was also found to be influential to self-efficacy. These individual traits, although related to self-efficacy, did not directly relate to propensities for internal whistleblowing. The findings demonstrate that self-efficacy could represent an important individual trait for examining whistleblowing issues. Internal whistleblowing is becoming an important organizational consideration in many areas of North America, yet there is relatively little research on the topic. Organizations seeking effective internal reporting systems should consider the influence of self-efficacy along with its potential reporting influence. By empirically testing an under-examined component of theory related to internal whistleblowing, this effort contributes to management literature, extending the knowledge beyond a US context, and provides recommendation for managing individual bias with internal reporting systems. Brent R. MacNab is a faculty member in the discipline of International Business with the University of Sydney. Brent’s research interests focus on examination of cross-cultural and intra-cultural phenomena as related to management and human interaction issues like cultural intelligence, ethics management and workplace motivation. He has received two Fulbright Awards (Canada, 2002 and NAFTA focus 2003) for examination of his research in Canada, the U.S. and Mexico. In addition to faculty duties Brent also acts as a consultant to organizations examining issues related to cultural training and ethics management. Reginald Worthley is a faculty member with the University of Hawai'i at Manoa where he teaches coursework in applied quantitative analysis. He specializes in survey research on various cross-cultural issues. Recent studies include a web survey quantifying motivational drivers in the Japanese workplace, a comparative longitudinal study of managerial values in six countries and a NAFTA study of cultural identity as related to defined areas of ethics management.     

Development and Validation of Ethical Computer Self-Efficacy Measure: The Case of Softlifting

The concept of self-efficacy is concerned with people's beliefs in their ability to produce given attainment. It has been widely applied to study human conduct in various settings. This study, based on Albert Bandura's social cognitive theory, proposes the employment of self-efficacy for investigating people's ethical conduct related to computer use. Specifically, an ethical computer self-efficacy (ECSE) construct concerning software piracy is developed and validated. The measurement model of the construct was rigorously tested and validated through confirmatory factor analysis. The results suggest that ECSE can be operationalized as a second-order factor model. The first order constructs are termed use&keep (do not use), distribution (do not distribute), and persuasion (persuade others not to commit piracy). These factors are governed by a second-order construct of ECSE. This construct could be useful to research a wide range of information ethics in the future.     

新粤商创业自我效能感的维度研究——基于创业认知观的视角

基于创业认知观的视角，以自我效能感理论为基础，借鉴国内外创业研究的相关成果，针对新粤商创业自我效能感这一对创业行为和创业绩效有重要影响的概念进行探索性研究。采用实证分析方法，对新粤商创业自我效能感维度结构的有效性和可靠进行检验，提出新粤商创业自我效能感的五个维度为：创新、风险容忍、营销效能、财务效能和人际交往。     

基于AMO理论的合作型人力资源管理对企业员工个人学习影响的实证研究

探讨了基于AMO理论的合作型人力资源管理系统如何通过影响个人的自我效能感、内外在动机和组织承诺进而提升个人学习。使用220个样本数据进行实证研究,发现基于能力的合作型人力资源管理实践、基于动机的合作型人力资源管理实践和基于机会的合作型人力资源管理实践均对个人学习有显著的正向影响,自我效能感、内外在动机和组织承诺在其中起中介作用。最后对研究的局限和未来改进方向进行了讨论。     

授权领导对青年研发人员创新行为的影响研究

通过理论假设提出和实证分析,检验了授权领导、创新自我效能感对青年研发人员创新行为两个维度影响的模型。研究结果表明授权领导对青年研发人员创新行为显著正向影响;创新自我效能感对青年研发人员创新行为显著正向影响;创新自我效能感在授权领导和青年研发人员创新行为关系中发挥中介作用;而授权领导对创新构想产生没有直接影响,创新自我效能感对创新构想实施维度没有直接影响。最后讨论了研究结果的理论价值和实践启示。     

大学生创业教育对创业意愿的影响研究 ——基于创业自我效能感的多重中介效应

利用我国403份大学生样本数据,构建创业教育影响大学生创业意愿的多重中介效应模型,探究创业教育通过创业自我效能感进而影响创业意愿的内部机制以及不同路径发挥作用的差异。结果表明:创业教育不仅可以直接影响创业意愿,还可以通过风险决策、创新效能、机会识别间接影响创业意愿,创业自我效能感的各维度在创业教育和创业意愿间所起中介作用不同。     

求职自我效能对求职成功的预测力研究：以行动—状态导向为调节变量

文章以黑龙江高校求职大学生为样本,探索求职自我效能对求职成功的预测机制。多层次线性模型分析结果表明,求职自我效能对就业机会、人—岗匹配和个人—组织匹配均具有正向预测作用,行动—状态导向在其中起到调节作用;高行动导向水平下,求职自我效能对就业机会、人—岗匹配和个人—组织匹配有显著正向预测作用;低行动导向水平下,求职自我效能对就业机会、人—岗匹配和个人—组织匹配的预测作用均不显著。结果拓展了求职成功预测机制研究,对毕业生求职成功有一定的借鉴意义。     

旅游者参与低碳旅游意愿的驱动因素与形成机制：基于计划行为理论的解释

为揭示旅游者参与低碳旅游意愿的驱动因素和形成机制,文章基于计划行为理论,检验低碳旅游情境下行为态度、主观规范和自我效能感对低碳旅游意愿的影响效应。通过对512份样本数据进行结构方程模型分析发现：（1）行为态度和自我效能感对低碳旅游意愿存在正向显著影响,尤其是行为态度的影响力更强烈;（2）尽管主观规范未能直接作用于低碳旅游意愿,而主观规范对行为态度和自我效能感与低碳旅游意愿的关系存在负向调节效应。基于上述结论,文章提出了旅游者参与低碳旅游意愿的干预路径与管理启示。     

Applying the community capitals framework to the craft heritage trails of western North Carolina

ABSTRACT

HandMade in America, a nonprofit organization dedicated to the preservation of craft heritage, identified tourism as an economic development strategy for their service area, the North Carolina Appalachian Mountains. In 1996, HandMade released a guidebook, The Craft Heritage Trails of Western North Carolina, which was designed to draw visitors to rural mountain communities where they could discover artists among the surroundings where they draw inspiration. The book was updated in two subsequent additions, and a spin-off book Farms, Gardens, and Countryside Trails was released in 2002. This study utilizes the Community Capitals Framework (CCF) to illustrate how HandMade’s tourism strategy of trail development positively impacted multiple forms of community capital in rural communities. The CCF is a holistic system encompassing several forms of capital: natural, cultural, human, social, political, financial, and built. The results demonstrate the ripple effect of impacts of HandMade’s heritage trail development efforts.