Ethical Work Climate and Organizational Citizenship Behavior in the Taiwanese Military

This is the first study to examine how types of ethical work climates (EWCs) are related to facets of organizational citizenship behavior (OCB) in military units. Research hypotheses were examined using sample data collected from 508 military officers in Taiwan. The results indicated that the overall EWC and some climate types are significantly positively or negatively associated with overall OCB, OCB-organization (OCBO), OCB-individual (OCBI), and in-role behavior (IRB). Implications of EWC and practical management are discussed, and directions for future research are suggested.     

工作越轨行为的结构与组织公民行为的关系：一项实证检验

新近出现的绩效结构理论认为员工绩效包括角色内行为、组织公民行为和工作越轨行为三种类型。然而在后两种行为的关系上,当前研究者还未达成一致意见。文章综合采用三种方式证实了组织公民行为和工作越轨行为是两种完全不同的行为类型,而不是一种行为的两种性质不同的表现,从而为三维绩效模型的合理性提供了间接支持。在此基础上,研究还证实了工作越轨行为中两种成分（组织越轨和人际越轨）的不同。文章最后对研究结果进行了讨论,并指出了未来研究方向。     

青少年网络道德与其网络偏差行为的关系

青少年已经成为中国互联网的最大用户群体,他们在使用互联网中表现出的偏差行为与道德的关系值得关注。该研究使用问卷法探讨了496名青少年的网络道德特点与网络偏差行为表现以及二者之间的关系。结果发现:(1)青少年的网络道德表现较积极,网络道德认知、情感和意向之间存在显著正相关;(2)青少年的网络偏差行为不算严重,但男生的网络过激行为和网络色情行为显著多于女生,且网络过激行为随着年级升高而减少:其中网络攻击性、易怒、敌意和冲突水平都随着年级的增长而呈下降趋势;(4)青少年的网络道德认知和意向对网络偏差行为有反向预测作用,网络道德情感不能预测其网络偏差行为表现。网络道德越积极,表现出来的网络偏差行为越少。     

Deviant Peer Affiliation and Problem Behavior: A Test of Genetic and Environmental Influences

This study uses a multitrait, multimethod (MTMM) approach to investigate the genetic and environmental etiologies of childhood deviant peer affiliation (DPA) and problem behavior (PROB). The variability of genetic and environmental estimates by agent and method is also examined. A total of 77 monozygotic and 72 dizygotic twin pairs and each twin's close friend were assessed. The informants included parents, teachers, and twins, and the methods involved questionnaire reports and coder ratings of videotaped dyadic interactions between each twin and their close friend. Twin intraclass correlations and univariate models attributed DPA and PROB to genetic, and shared and nonshared environmental effects. Parameter estimates differed by rater and method, however. Results accentuate the imperative to attend to method effects inherent in MTMM behavioral geneticresearch.     

道德推脱对大学生网络偏差行为的影响:道德认同的调节作用

运用问卷调查法, 通过对550名大学生的调查, 探讨了道德推脱对大学生网络偏差行为的影响及道德认同在这一影响中的调节作用。结果发现:(1)大学生的道德推脱水平在大一和大二时无明显的性别差异, 但在大三和大四时男生的道德推脱水平明显高于女生;(2)道德推脱对大学生的网络偏差行为产生显著正向影响, 道德认同对大学生的网络偏差行为产生显著负向影响, 并且道德认同在道德推脱影响大学生网络偏差行为的过程中起着显著的调节作用。在高道德认同情况下, 大学生的网络偏差行为不会随着道德推脱水平的升高而产生明显变化;在低道德认同情况下, 大学生的网络偏差行为会随着道德推脱水平的升高而显著地增多。     

观点采择对大学生网络偏差行为的影响：道德推脱的中介作用

运用问卷调查的方法,以424名大学生为研究对象,探讨了观点采择和道德推脱对大学生网络偏差行为的影响。研究发现：（1）大学生的网络偏差行为并不十分严重,但男生的网络偏差行为明显多于女生的网络偏差行为;（2）观点采择会对大学生的网络偏差行为产生显著的负向影响,但这一影响过程需要通过道德推脱的完全中介作用而实现。     

Promoting Ethical and Prosocial Behavior: The Combined Effect of Ethical Leadership and Coworker Ethicality

Ethical leadership encompasses the personal conduct of the leader and the leader’s expectations that followers behave ethically. Building on social learning and social exchange theory, we propose that ethical leadership interacts with coworker ethicality to predict personnel’s ethical intentions and organizational citizenship behavior (OCB). Using data collected from a large organizational sample, we use moderated regression analysis to test the main and interactive effects of ethical leadership and coworker ethicality on ethical intentions and OCB as it relates to conscientiousness, civic virtue, and altruism. Study 1 examines how ethical leadership and coworker ethicality interact to predict ethical intentions using a sample of 1,551 military personnel. Study 2 extends the results of Study 1 by examining how ethical leadership and coworker ethicality interact to predict OCB using a combined sample of 3,363 military and civilian personnel. Consistent with social learning theory, we found positive relationships between ethical leadership and coworker ethicality with ethical outcomes (i.e., intentions and OCB). Consistent with social exchange theory, we found that perceptions of ethical leadership strengthened the relationship between coworker ethicality and ethical intentions and OCB, highlighting the importance of leaders in shaping the behavior of organizational members.     

交往不良同伴对男性未成年犯攻击行为的影响:道德推脱的中介作用

以社会学习理论为基础,运用问卷调查法,通过对368名男性未成年犯的调查,分析了交往不良同伴对攻击行为的影响以及道德推脱在这一影响过程中的中介作用。结果发现:(1)交往不良同伴与男性未成年犯的道德推脱存在显著正相关(γ=0.29, p<0.001),与攻击行为也存在显著正相关 (γ=0.32, p<0.001),同时,道德推脱与攻击行为存在显著正相关 (γ=0.45, p<0.001);(2)交往不良同伴会对男性未成年犯的攻击行为产生显著的正向影响(γ=0.34, p<0.001),道德推脱也会对攻击行为产生显著的正向影响(γ=0.44, p<0.001),同时,道德推脱在交往不良同伴影响攻击行为的过程中发挥着部分中介作用。     

Citizenship and Withdrawal in the Workplace: Relationship Between Organizational Citizenship Behavior,Intention to Leave Current Job and Intention to Leave the Organization

ABSTRACT

This study investigates the relationship between organizational citizenship behavior (OCB) and employee intention to leave the organization and current job using a sample of French employees. A survey was sent to 1,200 alumni of a business school in France. Participation in the study was voluntary. The participants were 355 working adults with French citizenship. This paper provides several interesting findings. While no relationship was found between altruism and intention to leave both the organization and the current job, sportsmanship, civic virtue and helping others emerged as the strongest predictors of intention to leave the organization and intention to leave the current job. Results are discussed.     

企业反生产行为：概念与结构解析

反生产行为是工作绩效管理不可或缺的重要组成部分,它的提出无疑丰富和拓展了周边绩效的范畴。论文首先回顾了反生产行为概念提出的背景,然后从行为主体、行为客体、行为性质和行为结果四个方面对反生产行为的内涵进行了梳理和界定,随后从研究历史演进的视角探析了反生产行为的结构。最后指出,未来的反生产行为概念和结构研究应增强研究方法的科学性,紧密结合中国的文化背景和组织情境,并且与时俱进。     

Employee Perceptions of Workplace Theft Behavior: A Study Among Supermarket Retail Employees in Malaysia

Employee theft is costly to any business, especially to big retail chain organizations. This research is to study the perception of retail employees on the impact of the individual and organizational factors contributing to workplace theft behavior in supermarkets in Malaysia and to study the mediating effect of intention to steal and the moderating effect of internal control systems. The results proved that individual and organizational factors do influence workplace theft behavior. It is also established that internal control systems moderate the relationship between the intention to steal and workplace theft behavior.     

Creative Climate: A Leadership Lever for Innovation

The working atmosphere within an organization has an important influence on its level of innovative productivity. Organizational leaders influence innovative productivity as well as the climate for creativity and innovation. This exploratory study included 140 respondents from 103 different organizations, 31 industries, and 10 countries, all of whom completed an online survey focused on examining the intervening nature of the climate for creativity and innovation. First, those who perceived more leadership support for innovation had significantly better creative climate scores. Second, those who perceived higher levels of innovative productivity also had better climate scores. Finally, organizational climate as an intervening variable between leadership behavior and innovation was confirmed through partial correlation and mediation analysis. The findings of this study support the pivotal role that creative climate plays between leadership behavior and innovative productivity.     

家庭功能对青少年冒险行为的影响:自我控制能力与不良同伴交往的序列中介效应

采用问卷法对922名中学生进行调查,考察了家庭功能与青少年冒险行为的关系以及自我控制能力、不良同伴交往的中介作用。结果发现:(1)家庭功能、自我控制能力、不良同伴交往和冒险行为两两之间相关显著;(2)自我控制能力在家庭功能与青少年冒险行为之间起中介作用;(3)自我控制能力和不良同伴交往在家庭功能和青少年冒险行为之间构成序列中介,家庭功能对青少年冒险行为的影响主要通过家庭功能——自我控制能力——不良同伴交往——冒险行为这一路径实现。研究结果进一步揭示了家庭、同伴和个体自身因素影响青少年冒险行为的内在机制。     

Effects of Organizational Level and Gender on Stress in the Workplace

Occupational stress adversely affects productivity, absenteeism, and job turnover, and contributes to health-related problems. The effects of organizational level and gender on the specific sources of occupational stress assessed by the Job Stress Survey (JSS) were evaluated for a heterogeneous sample of 1,791 working adults (860 males, 931 females) employed in 2 industrial companies and a large state university. Significant main or interactive effects of organizational level and/or gender were found for the JSS Item Index, Severity and/or Frequency scores of 29 of the 30 JSS items. Organizational level effects were both more numerous and larger in magnitude than gender effects. Employees at higher organizational levels reported that they experienced stress more often while making critical decisions and dealing with crisis situations than did workers at lower levels, for whom inadequate salary and lack of opportunity for advancement were more stressful. For males, work stress was more strongly related to concerns about their role in the power structure of an organization, whereas female employees reported experiencing more severe stress when there was a conflict between job requirements and family relationships.     

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.     

组织创新气氛的研究进展与展望

组织创新气氛（organizationalinnovationclimate）是组织成员对组织环境创新特性的一致性认知。在文献研究的基础上,文章从组织创新气氛的概念与形成、结构与测量、组织创新气氛与创新绩效的关系等方面,对国内外组织创新气氛研究进行了归纳概括,指出了该研究领域存在的问题,并提出了一些具体的改善建议     

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.     

组织伦理气氛的理论与研究

组织伦理气氛（organizationalethicclimate）是组织成员对组织伦理环境特性的一致性认知。在文献研究的基础上,该文首先从伦理与组织伦理、组织伦理气氛的概念来源与形成、结构与测量、影响因素及其与组织绩效的关系等方面,对国外组织伦理气氛研究进行了归纳和反思,并从理论研究与管理实践方面提出了一些具体的建议     

Counterproductive Work Behavior and Organizational Citizenship Behavior

Counterproductive work behavior (CWB) and organizational citizenship behavior (OCB) are two seemingly opposite types of active and volitional behaviors. However, previous research on the mutual relationships between these two types of behavior has yielded inconclusive results. Such relationships are of particular interest in countries such as Poland, which is still in the process of economic and social transformation from a communist to a capitalist system. Therefore, the current study sought to re-examine the relationships between OCB and CWB in a large sample of Polish employees. One thousand and fifty-one employees were recruited from small, medium, and large Polish enterprises to take part in the study, and they completed questionnaire measures of CWB and OCB. The results showed that the overall frequencies of CWB and OCB were statistically significantly correlated. However, while some dimensions of OCB were found to be significantly negatively correlated with certain categories of CWB, one dimension of OCB was significantly positively correlated with CWB. Cluster analysis allowed for distinguishing of four subgroups of participants with different profiles of CWB and OCB, including a subgroup that exhibited equal levels of OCB and CWB and a subgroup that exhibited high levels of CWB cooccurring with increased frequencies of some dimensions of OCB. These results demonstrate that, overall, CWB and OCB are relatively independent and unrelated constructs; however, their particular dimensions may show a more complex pattern of relationships.     

学校危险和保护因素与初中生偏差行为的关系

学校危险因素和保护因素对初中生的偏差行为有重要影响.本研究以1739名初中学生为被试,考察了学校危险因素和保护因素及其与青少年偏差行为的关系.结果表明:(1)学校危险因素和保护因素分别与初中生偏差行为有显著的正相关和负相关;(2)学校危险因素得分随年级升高而增长,保护因素得分随年级升高而降低;(3)“偏差行为榜样”、“教师的支持”、“知觉到积极期望”是对初中生偏差行为有重要影响的三个学校环境因素.