The Cross‐Level Mediating Effect of Psychological Capital on the Organizational Innovation Climate–Employee Innovative Behavior Relationship

Organizational innovation climates have been found to be effective predictors of employee creativity and organizational innovation. As such, climate assessments provide a basis for useful organizational interventions in enhancing creativity and innovation. Researchers now call for better articulation of the motivational mechanisms that link social context to employee innovation. In responding to the above call, this study found that employee positive psychological capital (PsyCap) is more influential than organizational innovation climate on employee innovative behavior. With a large sample (N  = 781) from 16 organizations and a cross‐level analysis, we examined the relationship between organizational innovation climate and employee innovative behavior with employee PsyCap as mediator. The results showed that both organizational innovation climate and employee PsyCap significantly affect employee innovative behavior, and more importantly, employee PsyCap fully mediates this relationship. The innovation journey is a challenging and risky one with many frustrations and discouraging moments from idea generation to idea implementation. The research results presented here imply that to be innovatively effective, organizations are advised to manage both social (organizational innovation climate) and psychological (PsyCap) resources of employees in enhancing employee innovative behavior. Other theoretic and practical implications are discussed.     

伦理氛围与亲组织非伦理行为:道德辩护的中介效应

与纯粹的私利性非伦理行为不同,亲组织非伦理行为是个体为了组织利益而实施的非伦理行为。探讨了伦理氛围对亲组织非伦理行为的影响以及道德辩护的中介作用。实证研究结果发现,自利型、关怀型伦理氛围分别对亲组织非伦理行为具有正向影响,规则型伦理氛围对亲组织非伦理行为具有负向影响,道德辩护分别在三种伦理氛围与亲组织非伦理行为关系间具有部分中介作用。     

Organizational career growth and subsequent voice behavior: The role of affective commitment and gender

Although research has established a connection between career growth and turnover intentions, there continues to be a need to study how employee career growth contributes positively to organizations. In the present research, we studied in particular how employees' organizational career growth is related to voice behavior. Employing theories of social exchange, organization-based self-esteem, and psychological attachment, we developed six hypotheses pertinent to this relationship, including the mediating role of affective organizational commitment and the moderating effect of gender. We tested our hypotheses using data from 328 employees in Mainland China over three time periods. As we hypothesized, we found positive relationships between the three dimensions of organizational career growth and subsequent voice behavior. Our results also verified that these relationships are partially mediated by affective organizational commitment and partially moderated by gender.     

Employee perceptions of climate as an antecedent of time banditry in the workplace

Time banditry has recently been introduced as a distinct construct in the organizational behavior literature. An employee is engaged in time banditry when he or she pursues nontask‐related activities during work time (i.e., chatting with a co‐worker or surfing the web). This study examines the novel concept of time banditry and the impact of climate on its prevalence in the workplace. Climate is a direct reflection of how employees feel about where they work, and is postulated to have a direct effect on engagement in time banditry behaviors. Results provide evidence that employee perceptions of process, policies, and satisfaction as they relate to the job climate are positively related to engagement in time banditry. Thus, when climates promote positive feelings at the job level, employees actually engage in more time banditry behavior. However, no significant relationship was found between time banditry and climate perceptions at the team or the organizational level.     

组织氛围研究：概念测量、理论基础及评价展望

组织氛围是员工对组织环境的主观知觉。文章在回顾组织氛围研究起源、总结归纳组织氛围定义的基础上, 给出了组织氛围的新定义。组织氛围有个体、团队和组织三个分析水平, 分别对应着不同的测量方法。组织氛围与组织文化既存在区别又密不可分。组织氛围的形成机制及可能的影响因素常用社会信息加工、社会交互作用、吸引选择磨合、涌现和意义建构等理论来解释。未来研究应进一步加强对组织氛围概念、研究方法、影响因素等方面的深入探讨, 拓展组织氛围的跨文化及其差异研究。     

Le climat d’entropie et le stress dans les organismes de sant

In recent years, many research and reporting of findings highlight the deteriorating work conditions in our hospitals, describing a climate of disorder in the arrangement of this system components (Masclet 2010). The study presented here examines the relationship between the entropy climate and stress of health personnel. The study was conducted in two hospitals in the Picardie region using a self-administered questionnaire answered by 161 workers in six trades. A transactional perspective has been used to clarify the role of organizational stressors through the mediation of psychological stress. The results confirm the mediating effect of psychological stress among the organizational social climate and perceived stress.     

广场舞组织氛围和老年人主观幸福感的关系:组织认同和自尊的中介作用

以366名参加广场舞活动的老年人为研究对象,探讨广场舞组织氛围对老年人主观幸福感的影响及其作用机制。结果表明：广场舞组织氛围能通过组织认同和自尊的中介作用对主观幸福感产生影响,且该中介作用包含了两条路径——自尊的单独中介作用以及组织认同—自尊的链式中介作用。因此可以通过改善广场舞组织氛围增强老年人主观幸福感,以促进老年人成功老化、积极老化、健康老化。     

高绩效工作系统对员工心理契约破裂的影响:一个跨层的被调节中介

对北京、上海、山东、辽宁等地39家企业的52名人力资源经理和253名员工进行配对问卷调查,用跨层次分析方法,考察了高绩效工作系统(HPWS)对员工心理契约破裂的影响及其作用机制。研究发现:组织实施的HPWS(O-HPWS)与员工心理契约破裂显著负相关,员工体验的HPWS(E-HPWS)在这一过程中起完全中介作用;互动公平氛围调节了O-HPWS与E-HPWS的关系,且进一步调节了上述中介作用。     

两种社会交换对组织公民行为的影响: 组织认同和自尊需要的不同作用

从社会交换理论的角度探讨了组织支持感(POS)和组织外在声望感知(PEP)对组织公民行为的影响, 以及在这一影响过程中组织认同和自尊需要的角色和地位。采用结构方程建模和层次回归分析的方法, 通过对23家企业的员工和主管的配对问卷调查所获取的234份有效数据进行分析, 结果表明: (1)POS对组织认同有着直接的显著影响, 并完全通过组织认同的中介作用对两种组织公民行为(注重个体的和注重组织的组织公民行为)产生间接的影响; (2)PEP对组织认同也有着直接的显著影响, 并完全通过组织认同的中介作用对两种组织公民行为产生间接的影响; (3)个体的自尊需要对POS和组织认同的关系有调节作用, 但对PEP和组织认同的关系没有调节作用。     

Organizational Innovation Climate and Creative Outcomes: Exploring the Moderating Effect of Time Pressure

Time pressure, one of the factors of organizational innovation climate, has an inconsistent effect on employee creativity. Based on the interactional approach, this study attempted to describe time pressure as a moderator. Data were collected from two surveys of R&D employees at Taiwanese national research institutions in 2007 and 2009. The results showed that time pressure moderated the relationship between organizational innovation climate and creative outcomes. As most theorists had predicted, in a strong organizational innovation climate, time pressure hindered creative outcomes. However, as many practitioners advocate, time pressure enhanced creative outcomes in a weak organizational innovation climate. The implications in a time pressure/organizational innovation climate matrix are discussed.     

组织气氛与员工参与的关系

员工参与是提高组织绩效的重要一环 ,也是组织提高运作效率和使员工产生积极心态的关键 ;组织气氛是影响员工参与的一个重要因素。文章探讨了组织气氛与员工参与之间的关系 ,对全国各地区共 14 8家企业的90 4份调查问卷进行了单因素方差分析和逐步回归分析。研究结果表明 ,员工参与变量有显著的所有制差异和地区差异 ;低科层性的、创新性的和支持性的组织气氛会显著地提高员工参与水平 ;企业的科层式管理体制 ,是影响员工参与水平的最显著因素。研究结果对我国企业管理者有重要的启示     

A Compositional Analysis of the Organizational Climate-Performance Relation: Public Schools as Organizations

The present study examined specific aspects of organizational climate related to job satisfaction, employee turnover, and organizational performance in public elementary schools. Survey data were obtained from school staff and students and from school district archives. Hypotheses tested included: (1) Employee perceptions of organizational climate and job satisfaction, when aggregated to an organizational level, would represent group-level constructs; (2) Employee perceptions of positive organizational climate would be associated with higher levels of job satisfaction and organizational performance and with lower levels of employee turnover; (3) Relations of organizational climate to organizational performance and to employee turnover would be mediated by employee job satisfaction; and (4) Employee perceptions of positive organizational climate and job satisfaction would be associated with less achievement disparity between minority and non-minority students. Study results supported all but one hypothesis. There was no evidence for the mediating effects of job satisfaction on relations of organizational climate to organizational performance and to employee turnover. Results were consistent with the broader organizational literature, which has shown the importance of orderly work environments, collegial relations, and supportive leaders for effectively functioning groups and organizations.     

客户支持对一线服务员工服务绩效的影响——基于自我验证理论的视角

基于自我验证理论, 文章探讨了客户支持能否通过组织自尊的中介作用促进员工服务绩效(角色内服务绩效和主动服务客户行为), 以及员工促进定向和内控的调节作用。针对3时间点的调查得到652名员工和139名主管的配对数据进行分析, 结果显示：(1)客户支持会显著正向影响员工组织自尊, 进而显著影响他们的角色内服务绩效和主动服务客户行为; (2)员工促进定向正向调节客户支持对员工组织自尊的影响; (3)员工内控负向调节客户支持对员工组织自尊的影响。研究结果拓展了员工服务绩效的机制研究, 为组织提升员工服务绩效提供了新的思路。     

组织政治氛围对员工疏离感的影响：自我决定动机的中介作用

验证组织政治氛围对员工疏离感的作用,探讨自我决定动机在二者间的中介作用。研究采用一般政治行为知觉量表、工作内外动机量表和工作疏离感量表对226名企事业单位的员工进行问卷调查。研究表明,组织政治氛围对员工疏离感的个人疏离和社会疏离均具有显著的预测作用;自我决定动机在组织政治氛围与员工的个人疏离感之间起部分中介的作用,但在组织政治氛围与员工的社会疏离感之间的中介作用不显著。这说明我国员工的个人疏离感一部分来自于组织政治氛围对员自我决定动机的削弱,而社会疏离感主要来自于组织政治氛围的直接影响。     

信任氛围、内部人身份认知与员工角色内绩效:中介的调节效应

虽然已有研究从逻辑上推理内部人身份认知在信任氛围与角色内绩效之间起中介作用,但却极少给出实证的结果。本研究基于角色认同理论和自我认知理论,以31家生产型企业的330员工为调查对象,从心理安全感的视角对信任氛围是否以及如何通过内部人身份认知影响角色内绩效进行了实证研究。结果显示:1)信任氛围对员工角色内绩效具有正向影响;2)内部人身份认知部分中介信任氛围对员工角色内绩效的影响;3)心理安全感在信任氛围与内部人身份认知的关系中起调节作用;进一步,4)心理安全感调节了内部人身份认知对信任氛围-角色内绩效中介作用。研究证明了被中介的调节效应模型全新地解释了信任氛围对角色内绩效的作用机理,对员工创新绩效管理实践提供有益的启示。     

Climate as situational strength: Safety climate strength as a cross-level moderator of the relationship between conscientiousness and safety behaviour

Extant research on climate strength has frequently invoked situational strength in passing. Given this, it is surprising that the fundamental prediction from the situational strength literature—namely, that strong situations attenuate personality–behaviour relationships—has thus far never been tested empirically using climate strength as an operationalization of situational strength. Consequently, in the present study, we tested this fundamental prediction by positing that organizational safety climate strength moderates the relationships between employee conscientiousness and two forms of employee safety behaviour, such that those relationships are attenuated in strong climates. Using a multilevel design consisting of 964 Korean employees nested within 17 manufacturing organizations, we found support for these cross-level interaction hypotheses. These findings legitimize the frequent invocation of situational strength by climate strength researchers, contribute to the theoretical foundation underlying climate strength, and yield important implications for future research and practice.     

伦理型领导、工具主义伦理气氛与员工不道德行为：内部人身份感知的调节作用

通过对379名企业员工的问卷调查,探讨伦理型领导对员工不道德行为的影响机制。结果发现：伦理型领导与工具主义伦理气氛显著负相关;组织伦理气氛在伦理型领导与不道德行为之间起部分中介作用;内部人身份感知调节了组织伦理气氛在伦理型领导与不道德行为关系的中介作用。内部人身份感知水平越高,组织伦理气氛的中介作用越强。     

The influence of the perception of a familial climate on job performance: mediation of loyalty to supervisors and moderation of filial behaviour

With a collectivist cultural perspective, we examined the positive effects of employees' perceptions of a familial climate on loyalty to supervisors, the mediation of loyalty between perception of a familial climate and job performance, and the moderation of employees' filial behaviour on the relationship between perception of a familial climate and loyalty. The participants consisted of 247 supervisor-and-subordinate dyads in Taiwan. The results supported our hypotheses. Through the mechanisms of family behaviour transference, social identification and supervisor-subordinate exchange, perception of an organizational familial climate enhanced loyalty to supervisors. Furthermore, loyalty to supervisors mediated the relationship between perception of a familial climate and job performance. Filial behaviour moderated the relationship between perception of a familial climate and loyalty; thus, the relationship of perception of a familial climate and loyalty was stronger for employees with low levels of filial behaviour and weaker for employees with high levels of filial behaviour. These findings are discussed in terms of their theoretical and practical implications for future research and management practices.     

Job Stress and Organizational Learning Climate

Job stress may depend on the organizational learning climate, the organizational factors that affect learning how to cope with the rapid external and internal changes in working life. The relationship between individual job stress and the individual perception of learning climate was studied among 383 employees in the Norwegian Postal Service and in various community health care institutions. Mismatch between individual perceptions of learning climate and the averaged evaluation of learning climate in the rest of the working group, was found to be an important source of stress. Individuals who perceived the learning climate as good and who were working in a group that agreed with this position, had a low job-stress level. This may be ascribed to their feeling of control over the work situation and reduced demands due to the social support from the group, producing a low job stress level.     

Beyond social exchange: Collectivism’s moderating role in the relationship between perceived organizational support and organizational citizenship behaviour

Perceived organizational support plays an important role in the social exchange relationship between the employee and the organization. We propose that individual differences in collectivism affect the extent to which employee–organization relationships are based on social exchange, and that therefore collectivism moderates the relationship between perceived organizational support and organizational citizenship behaviour. Results of a survey (N = 293) assessing perceived organizational support, collectivism, and supervisor ratings of organizational citizenship behaviour supported this hypothesis. We conclude that organizational citizenship behaviour originates from social exchange processes only among employees who construe the self in relatively individualistic terms.