抗战前后湖南民船同业团体的嬗变

湖南传统民船同业团体的近代转型,主要发生在全面抗战及战后复员时期。湖南民船航运业长期以流动难羁的船帮组织为同业团体形态,战前开始出现依法成立或改组的船商公会和船员工会。抗战期间,身处前线的民船同业团体,在其他交通路线和运输工具破坏殆尽的情况下,积极组建同业工会、保甲组织或同乡会,配合政府统制政策,完成对前线兵力和物资的运输周转,获得政府认可,成为合法社会组织。战后,湖南湘潭船主在船商公会与船员工会竞争中,选择以工人身份加入船员工会。战争给民船同业团体和船民带来组织和身份上的重大转变,长期游离于体制之外的民船帮会立案为同业工会;以往被看作江湖匪盗的船民群体,成为支援抗战及复员运输的内河船运工人。抗日战争对于同业团体的组织性质和底层民众的身份认同影响深远。     

雇佣模式对员工创新行为的影响机制研究

雇佣模式如何影响员工创新行为已成为企业内外广泛议论的话题。从创新行为的组织影响因素出发，逐渐渗透到个体影响因素，探究工作安全感、组织认同感在雇佣模式与创新行为之间的中介作用，以及雇佣模式与心理契约感知不同维度对创新行为的交互作用。通过对439名不同地区员工调查发现：与无固定期限员工相比，固定期限员工更倾向于表现出较少的建言行为、组织公民行为和角色创新；工作安全感和组织认同完全中介了雇佣模式对建言行为的影响，部分中介了雇佣模式对组织公民行为和角色创新的影响；固定期限员工在交易型和平衡型心理契约感知下，表现为相对消极的组织公民行为和角色创新。     

Ctrl+Alt+Delete in the name of COVID-19: When a reset leads to misrecognition

When the COVID-19 pandemic struck the world in March 2020, it impacted all areas of society. Most conspicuous were the lockdowns that were quickly imposed in many countries along with other restrictions. These interventions into the everyday life of ordinary citizens were, perhaps not surprisingly, often met with resistance by citizens and businesses that felt their rights were being trampled on by governments. In this paper, we analyse reactions towards the far-reaching measures taken by the Danish government to contain the spread of the COVID-19 virus in the fur industry and thereby prevent the development of new mutations of the virus: to cull all minks and temporarily ban mink production in Denmark. We argue that by studying this case, valuable lessons can be learned regarding how a business community reacts when faced with a great reset. Taking the current climate crisis into consideration, it must be expected that emission-heavy industries, like agriculture, will be faced with calls to radically change their mode of production in the near future. In this sense, we propose to view the Danish mink case as an early example of what a great reset could look like, how it is perceived by those who experience it first-hand, and how feelings of resentment and resistance can develop following a logic of (mis)recognition.     

推崇还是诋毁:财富认同的城乡差异

缩小城乡物质财富差距是实现共同富裕的中心议题。理解城乡居民对财富的认同差异及其根源，对于促进共同富裕并改善宏观政策的包容性与精准性具有重要意义。利用中国社会状况综合调查（CSS）2017年问卷数据进行实证分析，结果表明：相对于城市居民，农村居民对于财富获得更多地表现为"推崇"，认为已有财富获取主要来自于个人的努力；城市居民则更倾向于"诋毁"，认为财富主要来源于社会不公平或个人行为的不道德。究其原因，在于城市的社会复杂性及其社会信任体系的瓦解，使得城市居民更加怀疑其他人财富获得的正当性和合法性。进一步研究表明，公平感知的增强能够有效提高人们对财富获得表现为"推崇"的概率。文章认为，在城乡融合发展进程中，应保持财富分配的合法性和公平性，警惕信任危机以及由此引发的社会经济问题，从而促进共同富裕的新发展进程。     

Affinity networks as diversity instruments. Three sociological dilemmas

Are affinity networks, like women’s, LGBTQ+ and bicultural employee networks, really effective instruments for diversity management? These networks, also called identity networks, diversity networks or employee resource groups, are seen as important means to make organizations more inclusive and to provide spaces for professional development and social networking. However, they also strengthen exclusionary norms and power hierarchies. The identification of three sociological dilemmas shines light on the complexities and the ambiguous effects of identity networks. Through its discourse, activities and organizational structure, a network either supports individual career advancement – while strengthening existing inequalities – or promotes organizational change. Recognizing these dilemmas will help researchers, organizations, diversity practitioners, and affinity networks to make more informed and deliberate choices.     

Organizational sustainability identity: Constructing oneself as sustainable

In the literature, organizational sustainability identity tends to be treated as something that is ‘engineered’ within business organizations through control, reporting, target setting, strategic communication, and other instruments. Through a case study of a company mainly active within the recycling industry, an alternative understanding is given. A distinct organizational sustainability identity is, rather, a social construct based on perceptions of the core operations as “sustainable in themselves” and collaborative work with customers that is perceived as entailing sustainable solutions. Understood in this way, organizational sustainability identity has relatively little to do with formal controls such as codes, policies, reports used by management to position the company as sustainable. Rather, for organizational members, the process of constructing oneself as sustainable builds on convictions about the core operations and the possession of specific capabilities manifested in customer relations. The article adds to current literature through its constructivistic approach and through identifying underlying beliefs that condition the process of forming an organizational sustainability identity.     

教练型领导-下属认知匹配对下属工作幸福感的影响

作为新型领导风格，教练型领导颇受理论界和实践界的关注，现有研究强调教练型领导的积极价值，然而忽视了在领导管理过程中，是领导与下属双方共同塑造了教练型领导所产生的影响。本研究采取身份建构理论，从领导与下属匹配视角，探讨教练型领导和员工对教练型领导力的感知的一致性对工作幸福感的影响以及员工心理资本的中介作用。采用多元回归及响应面分析方法，通过对117个团队865份配对问卷调查数据分析结果表明，领导与下属的教练领导力评价在"高-高"一致时，员工工作幸福感更高；当领导-下属对教练行为的评价存在不一致时，领导低-下属高的情形下对工作幸福感的正向影响更强；下属的心理资本在一致性与工作幸福感的关系之间起部分中介作用。团队领导成员关系质量调节了一致性对心理资本的效应。本研究从身份建构理论视角，发现教练型领导与员工认知协同的重要意义，揭示了其对员工工作幸福感的作用机制，为教练型领导相关研究提供了更加细致的理论揭示和实证支持。