组织内领导越轨行为研究：概念、诱因与结果

领导越轨行为是指领导者在工作场所中故意违反重要的组织规范的行为。通过整合分析组织内越轨行为和领导行为两个领域的相关研究发现, 领导越轨行为的诱因大致包括个体因素(个性特征、个体知觉和人口学变量)和情境因素(组织文化、工作特征和人际影响)两类, 并且主要通过社会比较、社会心理和社会交换三条路径进一步影响下属的工作绩效。未来研究应从行为客体(组织-人际)和行为动机(利己-利他)两个角度对领导越轨行为的内涵进行纵深拓展, 并进一步考察不同诱因的交互影响以及领导越轨行为的作用机制。     

Positive Deviance in Theory and Practice: A Conceptual Review

The term “positive deviance” has become increasingly popular in recent years, resulting in the co-existence of multiple definitions and applications scattered among diverse sources of academic literature. The aim of this paper is to bring conceptual clarity to the term by providing a comprehensive synthesis and review of the positive deviance literature. Analysis reveals conceptual and thematic differences in the language employed by authors applying positive deviance in a practical context compared with articles of a more theoretical nature. New directions are proposed for exploring the use and merit of the positive deviance concept into new areas of research.     

Techniques of Neutralization Theory and Positive Deviance

High achievers constitute a unique case in that they are simultaneously positive deviants—often to parents and teachers—and stigmatized as rate-busters—often to peers. Thus, a question is raised: Are theories that have been used to explain negative behaviors, such as the techniques of neutralization theory, also pertinent to positive behaviors? A group of high-achieving students were interviewed and it was found that each of the five techniques of neutralization was in fact advanced as a way of coping with the stigma, or the rate-busting portion, of their status.     

Understanding Diversity in the Phenomenon of Immigrant Organizations: A Comprehensive Framework

Voluntary immigrant organizations are a worldwide phenomenon. Yet, despite the fact that all of these organizations were founded as a consequence of immigration, their actual characteristics and activities are very diverse, and even in some cases, immigrants do not found organizations at all. Therefore, this paper deals with the question: under which conditions are different associations founded—and when are they not founded? Following a brief mapping of the wide category of immigrant organizations, the paper discusses the term immigrant organization itself and suggests a definition. Finally, the paper outlines a comprehensive and systematic framework, which integrates findings of the existing literature as well as adding some new factors. Within this framework, four main variables are particularly relevant in determining the uniqueness of each immigrant organization: (1) the attributes of the immigrant population, (2) the characteristics of the country of origin, (3) gaps vis-à-vis the host society, and (4) attitudes and policies of the host society in relation to immigrants. Combinations of these four variables, which are unique in each settlement process, explain the formation of diverse types of organizations among immigrant groups.     

组织中的建设性偏差:概念界定、形成机制及影响

组织中的建设性偏差是组织成员为了提升组织或组织利益相关者的福祉,有意采取的违背组织重要规范的行为。文章介绍了组织中建设性偏差的概念、与相关概念的关系及测量方法;从多个层面系统梳理了建设性偏差的影响因素和形成机制,并且分析了建设性偏差对组织和个体的影响结果。文章最后提出未来研究应构建建设性偏差的本土化结构与测量工具,探索多层次多视角的行为产生机制,重视对员工建设性偏差频率和强度的"度"的拿捏,以及关注中国背景下的建设性偏差研究。。     

The Stigma of Being Young on the Experience of Rate-Busting as Positive Deviance

This study compares younger and older librarians with regard to how they experience age-related stigma. The purpose was to show how youth, although a culturally valued attribute, can be experienced as stigmatizing (i.e., as a form of positive deviance known as rate-busting). We conducted semi-structured interviews with 26 librarians who ranged in age from 27 to 64. Although both younger and older librarians reported feeling stigmatized because of their age, only younger librarians reported instances of other people drawing unwanted attention to their age. Because librarians are an older demographic, the attention young librarians receive as rate-busters may be due to disconfirming expectations.     

A Comprehensive Framework for the Analysis of Ethical Behavior,with a Focus on Sales Organizations

A model describing the process of ethical decision making is proposed. This model, termed the Ethical Decision/Action Process (EDAP), expands on the scope of prior models, and uses a four-component moral decision structure as its central focus. The behaviors which take place within the moral decision structure are influenced by the decision maker's characteristics and decision outcomes, and can vary in light of situational moderators. Research results related to the model configuration are presented and analyzed, drawn from selling, sales management, and other settings. Research and management implications are provided.     

Labeling,Social Learning,and Positive Deviance: A Look at High Achieving Students

High achievers are an intriguing case in that they are often stigmatized by peers as rate-busters and concurrently adulated as positive deviants by their parents and teachers. Theories developed to explain negative deviants have potential to also illuminate positive deviance. High achievers were interviewed and both labeling theory and social learning theory were applied to explain aspects of their experiences.     

组织中的变革担当：积极组织行为研究的新主题

变革担当是指员工自愿付出建设性努力来发起组织功能性变革,以便在自己的岗位、部门或组织情境中更加有效地开展工作。文章介绍了变革担当的概念、测量以及前因后效。其中前因包括个体因素（如前瞻性人格、组织支持感、积极情绪等）和情境因素（如工作自主性、管理开放性、创新氛围等）两大类,后效主要有工作绩效评价、工作态度和变革型领导知觉等。未来的研究需要进一步完善测量工具、考察组织外部因素的影响、检验影响后效的其他调节因素以及探讨领导者的变革担当行为。     

组织中的变革担当：积极组织行为研究的新主题

变革担当是指员工自愿付出建设性努力来发起组织功能性变革,以便在自己的岗位、部门或组织情境中更加有效地开展工作。文章介绍了变革担当的概念、测量以及前因后效。其中前因包括个体因素（如前瞻性人格、组织支持感、积极情绪等）和情境因素（如工作自主性、管理开放性、创新氛围等）两大类,后效主要有工作绩效评价、工作态度和变革型领导知觉等。未来的研究需要进一步完善测量工具、考察组织外部因素的影响、检验影响后效的其他调节因素以及探讨领导者的变革担当行为。     

Beyond Harm and Fairness: A Study of Deviance and Morality

Using data from 1,429 students, we test whether a moral foundations approach focusing on both individual- and group-oriented measures of morality improves our ability to predict deviant behavior over and above the effects of individual-oriented measures alone. Results show that the emphasis individuals place on group-oriented moral concerns is inversely associated with a range of deviant behaviors. Moreover, these associations are stronger and more pervasive than the emphasis placed on individual-level moral concerns. Additionally, we find that a recently developed “moral identity” measure does not add to the prediction of deviant behavior over and above group-oriented measures.     

组织中的揭发行为：决策过程及多层次的理论框架

组织中的揭发行为是员工对工作场所中的违法、破坏规则和不道德行为的检举揭露,是及时纠正组织中错误行为的有效机制。文章回顾了组织中揭发行为的研究起源、概念及测量方法;从不同理论视角探讨了揭发行为的决策过程;从多个层面系统梳理了揭发意愿或行为的影响因素和产生机制;归纳了揭发行为实践的影响结果。提出未来研究应关注跨学科视角的个体前因、区分特定情境变量的影响、探索行为产生机制和开展本土化揭发行为研究等问题。     

人类积极发展的资源模型——积极青少年发展研究的一个重要取向和领域

积极青少年发展观(Positive Youth Development Perspective,PYD)自20世纪90年代出现以来迅速推动了发展心理学知识的创新与应用,其中发展资源框架(The Developmental Assets Framework)是研究者进行深入探讨与应用研究的一个重要模型.发展资源是指一系列能够有效促进所有青少年获得健康发展结果的相关经验、关系、技能和价值观,本文在这一概念的基础上介绍了发展资源模型的结构、构建与发展基础以及基于该模型的重要假设及实证研究,并在综述研究的基础上探讨了资源模型的未来研究方向.     

Plagiarism,Integrity, and Workplace Deviance: A Criterion Study

Plagiarism is increasingly evident in business and academia. Though links between demographic, personality, and situational factors have been found, previous research has not used actual plagiarism behavior as a criterion variable. Previous research on academic dishonesty has consistently used self-report measures to establish prevalence of dishonest behavior. In this study we use actual plagiarism behavior to establish its prevalence, as well as relationships between integrity-related personal selection and workplace deviance measures. This research covers new ground in two respects: (a) That the academic dishonesty literature is subject to revision using criterion variables to avoid self bias and social desirability issues and (b) we establish the relationship between actual academic dishonesty and potential workplace deviance/white-collar crime.     

A New Framework for Comparative Study of Philosophy

The aim of this essay is to outline a conceptual framework for a type of philosophy (or approach to philosophy) to be herein called “non-sentential philosophy.” Although I will primarily concern myself with the conceptual coherence of the framework in this essay, illustrations will be provided to show that the notion has rich implications for comparative studies. In particular, I believe this theoretical framework will be of interest to those looking for a way to capture the differences between certain non-Western philosophical traditions—such as Chinese philosophy—and Western philosophy, a tradition in which the sentential approach is dominant.     

积极完美主义的调节作用研究

本研究以抑郁、焦虑为心理健康的消极指标,以自尊、生活满意度为心理健康的积极指标,探讨积极完美主义对消极完美主义与心理健康的调节作用。结果表明,积极完美主义的调节作用显著,表现为高积极完美主义条件下,消极完美主义与四个心理健康指标之间的联系更为密切,说明高积极完美主义增强了消极完美主义对心理健康的影响,低积极完美主义能缓冲消极完美主义对心理健康的影响。     

Protective Factors for Deviance: A Comparison of Rural and Urban Youth

Based on data from the 2010, 2012, and 2014 Communities that Care Youth Survey, the authors examine the protective factors associated with rural and urban students in grades 6 through 12 across several domains. This research is based on the literature that associates rural areas with a more protective environment and resulting lower rates of deviance. Findings were mixed, but overall rural youth had higher protective factor scores. A summary of all 84 protective factor scores follows: 26 factors shown no significant different between rural and urban students; on 42 protective factors rural youth had higher scores, as opposed to urban youth with higher protective scores on only 16 factors. Implications of findings for crime and delinquency are discussed.     

A Happiness Study Using Age-Period-Cohort Framework

Age effects and birth cohort effects have not been differentiated in happiness studies. In this paper, age-period-cohort decomposition is applied to happiness data in the US. Since the relationship is linear, such as age = period ? cohort, it is not possible to identify the three effects. This paper considers four identification models: the polynomial age-effect model, the proxy-variable model, the orthogonal period-effect model, and the principal component model. Happiness data are obtained from the General Social Survey for 1972–2008. Except for the polynomial age-effect model, three alternative models provide similar results. In particular, there is little difference between the decomposition results obtained by the orthogonal period-effect model and by the principal component model. The age effect shows downward movements for 18–55 and for 80–89, an upward movement for 56–69, and an almost flat movement for 70–79. The period effect shows cyclical movements slightly similar to unemployment rates fluctuations. The cohort effect shows a downward movement for the birth cohorts of 1894–1936, a dip for 1945–1958 (baby boomers), an upward movement for 1959–1969, and an almost flat movement for 1970–1987.     

A Framework for the Study of Relationships Between Organizational Characteristics and Organizational Innovation

This paper presents a taxonomy of organizational characteristics that was developed as part of a large scale job analysis project conducted for the Department of Labor (DOL). Based on research and theory related to organizations, a hierarchical taxonomy of organizational characteristics was developed with six construct domains at the highest level: organizational structure, leadership, human resources (HR) systems and practices, goals, and organizational values. The taxonomy has been empirically tested using data from over 300 organizations, and a summary of these results is presented. This taxonomy is then used to organize and review research on the relationships between organizational variables and innovation. Implications of the taxonomy for understanding relationships between organizational size, industry type, “high-performance” practices, and innovation are discussed.     

Congress as a Deviant Organization: An Application of Ermann and Lundman’s Organizational Deviance Framework

ABSTRACT

In 1978, Ermann and Lundman put forth the most sophisticated organizational deviance framework to date. They conceptualized organizational deviance as actions by an organization that interfere with the flow of benefits to actors with legitimate claims upon that organization. Further, they stipulated that these claims are protected by “controlling organizations.” We apply Ermann and Lundman’s framework to Congress and conclude that it is a deviant organization. We then contemplate the challenges to social control that congressional deviance poses, and contend that the “exempt status” enjoyed by Congress – in that it writes its own rules and polices itself – should be removed.