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中国企业中员工创新能力与创新绩效的关系:以组织创新气氛为调节变量 总被引:1,自引:0,他引:1
运用结构方程建模技术中的无约束估价法,对来自10家企业413名员工的数据进行调节效应模型的检验。探讨了中国企业中员工创新能力对创新绩效的影响,以及组织创新气氛在其中的调节作用。结果发现:员工的创新能力对其创新意愿和创新结果具有显著的正向影响;在创新能力水平一定的情况下,创新意愿、行动和结果的水平随着组织创新气氛的提升而有所增强。该结果表明组织创新气氛显著调节着员工创新能力对创新绩效的影响。 相似文献
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通过问卷调查法,研究了包括组织职业生涯管理、组织的学习气氛和应对行为等影响企业员工自我调节调节学习的因素。以6家企业208名被试为研究对象确立了问卷的项目、信度和效度。在此基础上对11家企业603名被试进行测试,结果发现:单位的性质、行业、地域、组织的职业生涯规划、学习气氛对员工的自我调节学习有显著的影响;员工自我调节学习对于其挫折应对方式有显著的预测作用。 相似文献
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组织文化的参与性与员工满意感的相关研究 总被引:5,自引:0,他引:5
通过对各类企业188名员工和管理者的测试,探讨了组织文化的参与性及其各个因素与员工满意感之间的关系。同时,探讨了性别、职位等因素在员工满意感上的差异。结果发现:组织文化的参与性及其各个因素与员工满意感相关显著,其中,能力发展与团队导向因素对员工满意感有很好的预测作用。性别、职位等因素在员工满意感上差异显著。 相似文献
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IT企业的高离职率成为信息技术行业面临的一大难题,本研究运用问卷调查了浙江IT企业员工的多层次承诺(组织承诺、团队承诺和职业承诺)及其离职意向。结果发现,IT企业员工组织承诺是影响离职意向的重要因素;同时IT企业员工的团队承诺和职业承诺是组织承诺影响离职意向的缓冲变量。其中,团队承诺越高,组织承诺对离职意向的影响就越大;而职业承诺越低,组织承诺对离职意向的影响就越大。最后对IT企业的员工的管理提出了建议。 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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James Griffith 《Journal of applied social psychology》2006,36(8):1848-1880
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. 相似文献
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Qian Wang Qingxiong Weng James C. McElroy Neal M. Ashkanasy Filip Lievens 《Journal of Vocational Behavior》2014,84(3):431-441
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. 相似文献
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Much of the debate about managing work-force diversity concerns the rationale for the procedures used and the outcomes produced by programs perceived to be unfair. The authors explored the role of organizational justice in diversity initiatives; they examined which of 6 diversity arguments (T. H. Cox & S. Blake, 1991) were most often used by U.S. firms and accepted by employees. They also surveyed U.S. workers about diversity issues at work; the problem-solving diversity argument was related to higher employee job involvement and organizational commitment, even though the respondents ranked the resource-acquisition argument as the most acceptable. The authors also found that many organizational-justice issues still need to be resolved, even in those organizations with diversity-management programs. 相似文献
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《The Journal of social psychology》2012,152(3):367-377
Abstract Much of the debate about managing work-force diversity concerns the rationale for the procedures used and the outcomes produced by programs perceived to be unfair. The authors explored the role of organizational justice in diversity initiatives; they examined which of 6 diversity arguments (T. H. Cox & S. Blake, 1991) were most often used by U.S. firms and accepted by employees. They also surveyed U.S. workers about diversity issues at work; the problem-solving diversity argument was related to higher employee job involvement and organizational commitment, even though the respondents ranked the resource-acquisition argument as the most acceptable. The authors also found that many organizational-justice issues still need to be resolved, even in those organizations with diversity-management programs. 相似文献
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Sunhee Lee Reeshad S. Dalal 《European Journal of Work and Organizational Psychology》2016,25(1):120-132
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. 相似文献
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The authors (a) investigated trait homogeneity in organizations by examining within-organization similarity among members' personality traits and personal values and (b) tested the relationship between the top leaders' personal characteristics and organizational profiles of personality and values. Results replicate and extend B. Schneider, D. B. Smith, S. Taylor, and J. Fleenor's (1998) hypothesis of the homogeneity of personality in organizations. Using data from CEOs and 467 employee participants from 32 organizations, the authors found evidence of within-organization homogeneity of both personality and values. Results also suggest initial empirical support for assumptions presented by E. Schein (1992) and B. Schneider (1987) about leader-follower congruence. Some implications regarding leadership and organizational behavior are discussed. 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