企业组织变革特征、人力资源策略与变革应对行为的实验研究：组织学习的视角

在快速发展的全球化和知识经济背景下,各类组织急需通过变革创新来适应动态环境和开拓发展。本研究使用基于多案例的实验学习技术,研究与检验了公司组织变革的关键特征和人力资源策略与变革策略,特别关注了组织学习的关键作用。基于110项组织变革案例情节的内容分析,本研究验证了变革的四项主要特征：风险创新性、动态整合性、网络互动性和文化多样性。组织变革过程的有效人力资源策略包括培训发展、招聘配置和绩效薪酬。统计分析结果表明,组织绩效受到多重因素影响和组织学习的中介效应,而组织学习各个维度中,实验尝试学习的效应最显著。组织学习促进了两种变革策略的效能期望,即文化学习策略和团队协同策略。     

Uncertainty During Organizational Change: Types, Consequences, and Management Strategies

This research tested a model that classifies change uncertainty into three interrelated types: strategic, structural, and job-related. We predicted that control would mediate the effects of job-related uncertainty upon psychological strain, and that management communication and participation in decision-making (PDM) would reduce uncertainty and increase feelings of control. The model was tested in a public sector organization and the results supported it. Control was found to mediate the effects of job-related uncertainty upon psychological strain. Management communication was negatively related to strategic uncertainty, whereas PDM was negatively related to structural and job-related uncertainty, suggesting different mechanisms to deal with the types of uncertainty during change. Finally, PDM was positively associated with feelings of control and negatively associated with psychological strain. These results suggest that PDM can short-circuit the damaging effects of uncertainty by allowing employees to have a say in change related organizational affairs, thereby instilling a sense of control over their circumstances.     

组织变革背景下团队主动性的结构与测量

旨在探索组织变革背景下团队主动性行为的结构,并开发出相应的测量工具。首先对20家企业的27位高管进行了深度访谈,然后按照扎根理论思路对获取资料进行细致分析,探索团队主动性的结构,再按照严格的心理测量学程序开发团队主动性的测量问卷,并以来自60家企业的70个团队（共292位成员）为对象进行了测验。研究发现：团队主动性的主要维度包括群策、协作和适应。经过探索性因素分析和验证性因素分析,结果表明测量工具有着良好的信度和构思效度。     

The Impact of Perceived Corporate Citizenship on Organizational Cynicism,OCB, and Employee Deviance

This study examines the effects of corporate citizenship at the individual employee level. Four distinct contributions beyond the existing literature are offered. First, the relationship between perceived corporate citizenship (PCC) and employee organizational citizenship behavior (OCB) is further clarified. Second, the negative job behavior of employee deviance is considered as an outcome. Third, the attitude of organizational cynicism is positioned as a mediator of the relationships between PCC and the job related behaviors of OCB and employee deviance. Fourth, we disaggregate the PCC measure and explore its relationships with organizational cynicism, OCB and employee deviance. Findings illustrate that the four separate dimensions of PCC have differential relationships with the outcome variables.     

Organizational Justice,Change Anxiety,and Acceptance of Downsizing: Preliminary Tests of an AET-Based Model

This study tested an AET-based model that integrates cognitions (justice perceptions) and emotions (change anxiety) to explain the effects of change program characteristics on employees' acceptance of downsizing and other work attitudes. Seventy-one employees from an organization that was undergoing downsizing participated in the study. Path analyses and a Q index of .992 offered preliminary support for the proposed model by showing that procedural justice and change anxiety explained the effects of change management procedures on acceptance of downsizing, while interactional justice and change anxiety explained the effects of the quality of change communications on trust in the change managers. Although distributive justice did not have the predicted direct effect on employee morale, it helped explain the effects of procedures on acceptance of change and morale by helping reduce anxiety about the change. Together, these findings support the utility of an AET-based framework in helping understand employee responses to downsizing.     

Fractality,Organizational Management,and Creative Change

This article explores an understanding of organizational management developed from the metaphorical application of complexity science to the field of organizational development. It focuses on the insights that fractality triggers in relation to an alternative way of examining and appreciating organizational hierarchy, and the subsequent implications to liberating creativity, ingenuity and potentiality of individuals working within the organization. Sites where such a fractal-hierarchy mindset appears to be evident are discussed, and the effects on productivity noted.     

组织文化的参与性与员工满意感的相关研究

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。     

The Person/Environment Dynamics of Employee Empowerment: An Organizational Culture Analysis

Using an organizational culture framework, this case study examines the critical preconditions necessary for employee empowerment and highlights how the multiple cultures within one public bureaucracy differently impacted their implementation. SERVE, a large human service organization, initiated an employee empowerment program that contradicted and thus collided with many elements of its overall organizational culture. Despite the best intentions of the organizational leaders, upper management support, and opportunities for participatory decision making, the organization could not foster the critical preconditions needed for employee empowerment. Leaders had difficulty expanding the employees' power and promoting member inclusion. Concurrently, most employees rejected these new opportunities for control and distrusted the leader's intentions. Yet, despite the widespread rejection of these empowerment initiatives, most employees described their work lives as empowering. The role the local site subculture played in promoting employee empowerment is examined. We discuss how a localized (vs. system-wide) empowerment endeavor may be a more appropriate and feasible focus for public bureaucracies seeking to initiate greater staff empowerment. Particular attention is paid to the interaction between individuals and their environments, and how this interaction affects the empowerment process.     

组织类型与员工建言行为的关系探索：基于权力的视角

研究目的是探索中国背景下国有企业、民营企业、外资企业、政府机关四类组织中员工建言行为的差异,及员工个人权力感和权力动机的中介作用。采用问卷法对员工和管理者进行配对取样调查,通过对回收的324份有效问卷进行数据分析。结果表明,员工建言行为在四种组织类型中存在显著性差异,而员工个人权力感和权力动机在其中起到中介作用。此外,研究还发现,权力距离倾向在组织类型和个人权力感之间起到调节作用。最后,研究梳理了组织类型与建言行为的关系模型,并对未来研究做了展望。     

组织管理诚信与组织承诺之关系研究

本研究的主要目的乃探讨组织管理诚信的内涵及现状;揭示组织管理诚信与组织承诺之关系。通过文献分析和问卷调查,研究者发现:组织管理诚信行为主要包含诚实、守信、诚直和精诚四个方面的内容;员工对当前组织管理的评价总体趋向于诚信,其中对守信因子的评价最高,对诚直因子的评价最低;组织管理诚信对组织承诺存在着积极的影响。     

Learning As Support For Organizational Innovation: Possibilities And Limitations

Abstract

The present article tells an intervention story where two collectives, from business and academia, came together to address a business problem through collaborative action research. Among other things, the project created new ways of learning and therefore, knowing about the “business problem.” The author argues that in order to talk about an organizational intervention in a learning context, it was helpful to focus observation at the level of practice, in this case the different learning practices brought to the project by the organization and the research group. The “scientific narrative” focuses on how the two practices interacted. The present story's plot revolves around the following questions: What happens when one collective—used to a particular style of learning—decides to engage with another collective with a different approach to learning and what are the consequences for organizational innovation?     

Legal Innovation for Social Change: Exploring Change and Resistance to Different Types of Sustainability Laws

In this article I argue that a desirable future direction for political psychology would be to pay more attention to social‐psychological processes involved in the response to innovative laws, in particular those devised with sustainability and environmental protection aims. This involves taking into account the following premises: (1) innovation and change are not unitary phenomena; instead there are different types of innovation; (2) legal and policy innovation is a specific type and is highly central in an era when global challenges are increasingly dealt with by global treaties which are then translated into national laws with a call to transform local practices; (3) offering attention to the reception of such innovation involves developing specific conceptual tools; (4) devising a typology of legal innovation is one step in this direction; (5) furthering our comprehension of how people, groups, and institutions receive—i.e., accept, contest—legal innovation for sustainability is important for helping to push forward sustainability goals, which are legislated but far from attained. The present article outlines theoretical tools for addressing psychosocial processes involved in the reception of legal innovation, drawing mostly on the approach of social representations and the literature of environmental psychology, and offers three criteria for a typology of laws. Finally I present some examples of responses to subtypes of legal innovation from the sustainability domain, taken as an illustrative case, and discuss differences and commonalities in the processes of acceptance and resistance that each mobilizes.     

组织承诺与职务投入对技术人员行为的影响

文章讨论了不同职业发展阶段条件下组织承诺和职务投入分别对工程技术人员工作绩效和离职倾向的预测效应.针对Werbel(1984)提出的只有职业发展后期组织承诺才能有效预测离职以及Keller(1997)提出的职务投入对工程师绩效不具有预测力,论文提出了不同观点.通过问卷法对210位工程技术人员进行测量发现,无论离职倾向还是工作绩效,随着职业发展,其预测变量呈现组织承诺-职务投入-组织承诺交替出现的特征.文章对交替过程中的职业发展阶段划分及不同阶段的任务特征作了进一步探讨.     

高校教师组织支持感与组织承诺关系研究

以263名高校教师为被试,探讨了高校教师组织支持感与组织承诺的关系。结果表明：高校教师组织支持感与组织承诺及其各维度呈显著的正相关;高校教师组织支持感对组织承诺及其各维度均产生正向的预测作用。     

Reactions to Organizational Alcohol Testing and Treatment Programs

We used organizational justice theory to explore reactions to employer-sponsored alcohol testing and alcohol treatment policies among a sample (N = 1,777) of the employed public in a western state. Level of alcohol use and safety-sensitivity of the job were related to the perceived fairness of alcohol testing. In addition, voluntary treatment policies were rated more positively than coerced or monitored policies in terms of fairness and organizational attractiveness. Alcohol use moderated the effects of treatment policy on perceived fairness and organizational attractiveness, although the effect sizes were small. These results support the use of organizational justice theory to explain reactions to organizational alcohol testing and treatment and provide a basis for future research in this area.     

The Measurement and Interpretation of Organizational Climate

This study describes the development and application of a new organizational climate instrument, the Survey of Organizational Characteristics (SOC). The participants in the development phase were 94 master's of business administration students, and the participants in the validation phase were 77 medical professionals: 24 medical faculty, 17 postdoctoral students, and 36 medical technicians. The final instrument consisted of 8 relatively independent scales with alpha coefficients based on the combined sample ranging from .77 to .98, and with 6 coefficients that were higher than .90. Validity hypotheses based on a priori knowledge about the 3 medical groups were for the most part well substantiated, although the small sample of postdoctoral students was a limitation. In relation to the findings, an attempt was made to clarify and perhaps narrow several of the conceptual and methodological gaps that persist between organizational climate and organizational culture.     

组织变革的多样性管理:一种系统性框架

组织的变革是组织发展的一个关键。但是研究表明,对于组织变革的管理相对比较薄弱．而在方法论上的一些探索有助于解决组织变革管理薄弱的问题。本文将简要阐述在组织变革管理中所应用的一些方法及其不足,并就系统观以及与组织变革管理相关的问题作一些讨论。在组织变革过程中系统性框架的应用将有助于解决组织多纬度变革的差异及其多纬度变革间的相互作用问题。因此．系统性框架对于理解和管理组织的变革是非常有作用的。     

Theoretical Synergy: Evolving Understanding of Organizational Diversity Dynamics

The author discusses the power of cumulative theory generation in which two or more grounded theories are joined utilizing the constant comparative method of analysis. He introduces an example of such theoretical synergy between his theory of weathering change and Gregory's and Thomas' work on diversity dynamics. Initial grounded theory analysis by Gregory and Raffanti indicates that combining relevant aspects of weathering and diversity management has the potential to generate powerful explanatory and operational theories.     

Developing a Measure of Individual Differences in Organizational Revenge

The purpose of this research was to develop a measurement of the individual differences that contribute to acts of organizational revenge and aggression. This scale was designed to achieve three goals: (a) to minimize demand characteristics so that the scale may be useful for personnel selection, (b) to represent a wide range of possible behavioral reactions to organizational injustice, and (c) to represent a range of trust violations committed by organizations that can lead to revenge. Two studies were conducted to reduce the initial 168 items into a 50-item scale containing two conceptually distinct subscales, a 19-item Constructive subscale and a 31-item Destructive subscale. Study 2 provides evidence for the internal reliability of the overall scale and its subscales and also provides some evidence for the construct validity of the final scale. The utility of this instrument for use in personnel selection and for research on workplace aggression is discussed, along with suggestions for additional efforts to demonstrate the validity of this instrument.     

幼儿园组织氛围与教师专业发展结构模型研究

通过对317名教师的问卷调查,建立了幼儿园组织氛围与教师专业发展的结构模型。结果表明：（1）反思是幼儿园组织氛围作用于教师专业发展的重要中介变量;（2）幼儿园组织氛围对教师专业发展有直接或问接的影响,幼儿园支持氛围对教师职业倦怠的影响作用最大,研究氛围对教师专业认同的影响最大,支持氛围对教师教育效能感的影响最大;（3）幼儿园的支持氛围、研究氛围对教师专业发展的影响作用大于赋权氛围的影响。