营造自主积极的音乐课堂环境

该文阐述了音乐课堂教学中如何营造自主、积极的课堂环境,指出必须从学生的角度出发,力争满足学生的情感需要和心理需要——需要平等、和谐的师生情感、需要创设情境和营造主动学习的氛围、需要发展的音乐教学评价、需要高素质的音乐教师。     

The utilisation of network pictures to examine a company's employees' perceptions of a supplier relationship

Network pictures have been perceived as providing a picture of a company's position within a network ([Ford, D., Gadde, L.E., Håkansson, H., and Snehota, I. (2002), “Managing Networks,” IMP Group in Asia, 11th-13th December.]; [Ramos, C., Ford, D. and Naudé, P., (2005), “Developing Network Pictures as a Conceptual Device,” First Annual IMP Journal Seminar.]). This exploratory paper aims to investigate the application of network pictures at the dyadic relationship level. Taking the perspective of employees from a single company, this research examines the perceptions of a specific supplier relationship. The study takes the network pictures of three key individuals and examines the boundaries of their network pictures, their lines of communication, their perceived relationship atmosphere and the impact of environmental factors. Unsurprisingly, the boundaries of each network picture, the frequency of communication and perceptions of the relationship atmosphere varied systematically with their managerial level and function. In this regard, the findings suggest that network pictures may act as a useful sense-making tool for developing and sharing relationship information both internally, between employees and externally, with the supplier. Further research is required in order to confirm whether these findings are applicable to other dyadic relationships and to investigate the implications of network pictures as a tool for managers.     

包容型领导对员工创新行为的影响：基于组织和谐的中介作用及组织创新氛围的调节作用

员工创新行为是组织塑造竞争优势的重要环节。尽管已有研究表明领导风格能够对员工创新行为产生显著影响,但目前对于二者之间的作用机制和边界条件却知之甚少。文章基于国内新能源行业422名在职人员的有效调查问卷数据,构建并检验一个被调节的中介效应模型。实证研究结果表明：包容型领导对员工创新行为具有显著正向影响;组织和谐能够在包容型领导与员工创新行为关系中起中介作用;组织创新氛围在包容型领导和组织和谐之间起着正向的调节作用,组织创新氛围越强,包容型领导对组织和谐的影响程度随之增强。文章解释了包容型领导对员工创新行为的作用机理,不仅打开了二者之间的“黑箱”,也为员工在组织中如何有效增强创新行为提供了管理启示和对策建议。     

大型水利工程质量氛围的内涵及影响因素分析

结合Lewin场论,分析工程质量氛围与场论的相似性,对工程质量氛围的内涵进行研究,深化对质量氛围的理解。在此基础上,将影响水利工程质量氛围的因素划分为个体、环境、信息沟通3个维度,得到质量意识、质量态度、质量能力、物质环境、制度环境、管理环境、信息收集、沟通方式8个影响因素。基于DEMATEL模型,探讨了各因素之间的关系,结果表明:管理环境、制度环境和质量意识3个因素对工程建设的质量氛围影响较大;制度环境、沟通方式、质量意识3个因素对其他因素起主动影响作用。     

领导者情绪智力与员工的组织公民行为和任务绩效的关系——以组织气氛为中介变量

利用来自中国华中地区14家企业的636份直接领导与下属的配对调查问卷的数据,采用多元回归方法分析了领导者情绪智力与员工的组织公民行为和任务绩效的关系,并检验了组织气氛在其中的中介作用。结果表明:领导者情绪智力对员工的组织公民行为和任务绩效均有显著影响;组织气氛在其中均起部分中介作用。     

二段式回转窑组在低品位含锌原料富集冶炼中应用的探讨

回转窑还原挥发法是低品位含锌原料富集冶炼的重要方法之一。文章探讨使用二段式回转窑组解决回转窑挥发冶炼过程中存在炉内气氛难于控制、单体设备大、能耗高等问题。     

谦卑型领导如何激活员工工作重塑行为

随着企业外部环境动荡水平的激增,如何激活员工工作重塑行为受到越来越多研究者的关注。在以往研究的基础上,本文构建一个有调节的中介模型探讨谦卑型领导如何以及何时会影响员工工作重塑行为。基于社会信息加工理论,本文选择工作自主性和学习目标导向来解释谦卑型领导对工作重塑的影响机制。其中,工作自主性反映了员工对“能不能进行工作重塑”的主观认知,学习目标导向反映了员工“愿不愿意进行工作重塑”的内在动机,并且工作自主性还会影响员工的学习目标导向。此外,本文进一步假设团队创新氛围会调节上述间接作用。通过对嵌套在32个团队中的194份领导-员工配对数据分析发现：谦卑型领导显著正向影响员工工作重塑行为;工作自主性和学习目标导向链式中介谦卑型领导对员工工作重塑行为的影响;团队创新氛围跨层次正向调节工作自主性在谦卑型领导与工作重塑之间的中介作用,表现为有调节的中介作用。本文研究结果对于如何激活员工工作重塑行为,提高组织的环境适应能力具有一定的启示和借鉴意义。     

The role of interdependent self-construal in consumers’ susceptibility to retail salespersons’ influence: A hierarchical approach

Based on a sample of 300 consumers, this paper develops and tests a hierarchical model that examines the effect of interdependent self-construal on consumers’ susceptibility to salespersons’ influence. Structural equation modeling shows that the relationship between the two constructs is mediated by several situational factors via two prediction paths. Along one path, interdependent self-construal positively affects consumers’ susceptibility to interpersonal influence, which is positively connected to consumers’ susceptibility to salespersons’ influence through the mediation of consumers’ susceptibility to store atmosphere influence. Along the other path, interdependent self-construal is positively correlated with public self-consciousness, which is then positively associated with consumers’ susceptibility to salespersons’ influence. Discussions on theoretical, practical and future research implications are provided.     

Investigating the Number of Non-linear and Multi-modal Relationships Between Observed Variables Measuring Growth-oriented Atmosphere

This study investigates the number of non-linear and multi-modal relationships between observed variables measuring the Growth-oriented Atmosphere. The sample (N = 726) represents employees of three vocational high schools in Finland. The first stage of analysis showed that only 22% of all dependencies between variables were purely linear. In the second stage two sub samples of the data were identified as linear and non-linear. Both bivariate correlations and confirmatory factor analysis (CFA) parameter estimates were found to be higher in the linear sub sample. Results showed that some of the highest bivariate correlations in both sub samples were explained via third variable in the non-linear Bayesian dependence modeling (BDM). Finally, the results of CFA and BDM led in different substantive interpretations in two out of four research questions concerning organizational growth.     

智能化工作场域中人机关系对任务绩效的影响——基于自我概念的解释

人工智能时代的到来使得人机关系表现出相互融合、相互协作的新形态,创新是企业经营和发展的重要源泉,企业应用智能机器协助工作对员工创新行为的影响则是当前组织行为学的一个重要研究点。文章基于资源保存理论和自我决定理论,通过引入中介变量学习目标导向和调节变量伦理氛围探究人机关系影响员工创新行为的路径。实证研究表明：人机关系正向影响员工的创新行为;学习目标导向中介人机关系与员工创新行为之间的关系;伦理氛围不仅可调节人机关系对学习目标导向的影响,还可调节学习目标导向的中介作用。根据上述研究结论,文章提出管理者应重视智能机器的引入对员工产生的影响,意识到学习目标导向的重要性,注重在企业中塑造良好的伦理氛围。