共查询到19条相似文献,搜索用时 453 毫秒
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员工睡眠剥夺作为企业组织普遍忽视的话题,引发出的社会困境却愈加突出。当前,越来越多的员工需要在睡眠不足情况下继续工作,这种由个体睡眠时间不足而引起自身功能减弱的状态,不仅会损害到员工的心理状态与行为绩效,还会影响到组织的效能与管理实践。通过回顾相关研究,阐释了组织管理情境下睡眠剥夺的内涵、测量、基本理论框架与机制,总结了影响员工睡眠剥夺损耗的具体因素及其在个体、领导与团队等多层面的一系列后效结果,并归纳出组织睡眠管理的预防与缓解对策,最终提出从概念类型、前因条件、过程机制、研究方法与研究层面中展开未来研究。 相似文献
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作为组织实施变革的前奏,组织变革准备包括:(1)组织本身处于变革就绪待发状态,和(2)组织成员在情感及认知上能够接受和容忍组织即将实施变革的程度。文章通过对组织变革准备相关概念、内容结构和测量、前因和后果的梳理,整合出一个新的分析框架。研究指出:未来在深化现有研究的同时,宜多采用跨层次的视角探讨相关构念在不同层面上的影响机制,结合具体变革情境开发有针对性的测量工具,弥补现有研究不足、指导企业实践。 相似文献
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中国组织情境下的组织公民行为 总被引:3,自引:0,他引:3
该文针对中国组织情境下组织公民行为(organizationalcitizenshipbehavior,OCB)的研究进行了综述,作者首先分析了中国OCB的内涵结构,归纳得出中国组织情境下OCB存在着角色泛化、强调人际关系和个人积极主动性的特点,接着对OCB前因与后果变量有关的研究进行了分析,从个体层面和群体组织层面指出了中西方研究中的异同点,最后对中国OCB的研究范围和研究重点给出了建议 相似文献
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组织社会化是组织行为学的热点研究问题之一, 最近学者们开始更多关注新员工主动行为在组织社会化中的作用。综合以往的研究, 新员工主动行为可以分为三类:角色定位、关系构建、自我提升。人格特质、目标取向、自我效能、情境变量对新员工主动行为有显著的预测作用。角色定位、关系构建和自我提升在新员工组织社会化过程中有着明显的积极作用。未来, 有必要在前因研究中整合情境因素与个人特质因素, 研究新员工的主动行为可能产生的负面影响以及开展本土化研究和跨文化的比较研究。 相似文献
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工作不安全感的研究现状与展望 总被引:3,自引:0,他引:3
工作不安全感反映了一种雇员对工作或工作重要特性受到威胁时的感知和担忧。从上世纪80年代以来,它已逐步成为西方组织行为及职业心理健康研究领域中的一个重要构念。文章从5种视角厘清工作不安全感内涵及研究中存在的混淆之处,对其测量工具、研究取向进行介绍,并对有关其前因、后果和调节变量的实证研究成果进行系统性的总结,在此基础上指出未来研究的方向:(1)亟待开发统一的测量工具;(2)在区分组织情境的条件下开展更细化的研究;(3)对前因及后果的细致探索;(4)加强对调节变量的研究;(5)纵向研究的需要;(6)跨文化比较研究。 相似文献
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Using longitudinal data from 123 newcomers across 12 telemarketing organizations, we examined the role of 2 forms of trait curiosity (specific and diversive) as antecedents of proximal adaptation behaviors (information seeking and positive framing) and more distal, in-role and extra-role behaviors (job performance and taking charge). Results suggest that specific curiosity predicts information seeking behaviors, whereas diversive curiosity promotes positive framing. Results also support the relationship between positive framing and performance and the extra-role behavior of taking charge. Overall, the study validates the role of curiosity as a multifaceted individual difference that serves as an antecedent to newcomer adaptation. 相似文献
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通过332组在职MBA学员样本数据分析验证了包容性领导对下属揭发意愿的影响机制,结果表明:(1)包容性领导显著正向影响下属的揭发意愿;(2)组织支持感在包容性领导与揭发意愿之间起完全中介作用;(3)上司组织代表性调节包容性领导与下属组织支持感之间的关系,上司的组织代表性越高,二者间的正向关系越强;(4)上司组织代表性调节组织支持感对包容性领导与下属揭发意愿之间关系的中介作用。 相似文献
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Interactive effects of work group and organizational identification on job satisfaction and extra-role behavior 总被引:2,自引:0,他引:2
Rolf van Dick Daan van Knippenberg Rudolf Kerschreiter Guido Hertel Jan Wieseke 《Journal of Vocational Behavior》2008,72(3):388-399
Past research has focused on the differential relationships of organizational and work group identification with attitudes and behavior. However, no systematic effort has been undertaken yet to explore interactive effects between these foci of identification. We predicted that in cases of positive overlap of identifications (i.e. high work group and organizational identification) identifications are more strongly associated with employee job satisfaction and extra-role behavior than when only one of the identifications is high—that is, the one identification augments the influence of the other. These hypotheses were tested and supported with data from two samples of bank employees (N = 358) and travel agency employees (N = 308). 相似文献
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《创造性行为杂志》2017,51(2):128-139
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. 相似文献
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基于道德许可理论的道德凭证机制以及道德一致性的理论线索,探究了在职场排斥调节作用下以及在感知的建设性变革责任的抑制性调节作用下,建言行为通过心理权利影响政治行为的过程。对555名员工及其上司进行问卷调查,结果显示,在职场排斥作为边界条件影响下的建言行为通过心理权利的中介作用正向影响政治行为,而感知的建设性变革责任作为抑制性边界条件负向调节心理权利的这种中介关系。研究结果从理论和实证上解释了职场排斥是激发建言行为通过心理权利产生道德凭证效应的边界条件,而感知的建设性变革责任作为边界条件能够抑制这种效应的发生。 相似文献
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Relationships between organizational justice, identification with organization and work unit, and group-related outcomes 总被引:2,自引:0,他引:2
Maria-Elena Olkkonen Jukka Lipponen 《Organizational behavior and human decision processes》2006,100(2):202-215
This research examined the differential antecedents and consequences of organizational identification and work-unit identification. Specifically, we hypothesized that organization-focused procedural justice and distributive justice would be positively related to organizational identification, whereas supervisor-focused interactional justice would be positively related to work-unit identification. A further hypothesis was that organizational identification would relate to organization-focused outcomes (turnover intentions and extra-role behavior toward the organization), and work-unit identification to work-unit-focused outcomes (extra-role behavior toward the work unit). Our results from a sample of 160 employees of a research institution supported these hypotheses. In addition, we found some evidence that organizational identification and work-unit identification differentially mediated the relationships between organization-focused and supervisor-focused justice, and organization-focused and work-unit-focused outcomes. We discuss our findings in terms of their implications for social-identity research on organizational identification, and for research on organizational justice. 相似文献
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Dewaynna Horn Christopher J. Mathis Sammie L. Robinson Natasha Randle 《The Journal of psychology》2015,149(8):751-774
Prior research has explored how employees’ perceptions of their leaders impact their work attitudes and behaviors. Studies have shown that charismatic leaders motivate individuals to be more engaged and to exhibit more organizational citizenship behaviors. This study considers how a moderator, citizenship pressure, affects how charismatic leaders might inspire their followers to go above and beyond and be more engaged in their work. Using a sample of 243 workers, this study's findings show that charismatic leadership has a stronger positive effect on job engagement when employees perceive less citizenship pressure. Citizenship pressure did not moderate the relationship between charismatic leadership and organizational citizenship behavior. Implications of this study include an examination of the moderating influence of citizenship pressure, a relatively new construct. Practically, the implications may shed some light on leadership factors that encourage increased effort from employees and greater employee engagement. More specifically, findings suggest that persons are motivated to exhibit more OCBs to meet high expectations of charismatic leaders. However, when seeking engagement, feeling pressure to perform these OCBs has a reverse effect as more job engagement results with less citizenship pressure. Future research suggestions and limitations are discussed. 相似文献