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。     

国内外职业承诺研究述评

从职业与事业的区别入手,对国内外职业承诺的概念、常用的几种职业承诺量表、职业承诺形成过程以及相关模型、前因与后果变量等方面的已有研究进行回顾和分析。研究发现,职业承诺与一些重要的效果变量有比较显著的关系,如职业满意度、工作投入、工作绩效等。文章最后指出了目前存在的问题及今后努力研究的方向,如现有的职业承诺概念比较凌乱,测量工具虽然多数是参照国外的重新编制,但其适用范围比较狭窄,因此需要对职业承诺的概念进行重新整合,职业承诺量表也需要对其在信效度指标上进行深入探索     

组织变革准备研究回顾与整合

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。     

居危思变?工作不安全感对创新行为的差异化影响?

企业往往在员工管理和组织创新上处于“两难困境”——难以提供稳定工作但又不得不依赖员工实现组织创新, 这就使得研究员工工作不安全感对创新行为的影响至关重要。企业员工遭遇不同环境威胁带来的工作不安全感时, 创新行为存在差异。本文在威胁焦点下深化工作不安全感概念, 并基于“以变量为中心”和“以人为中心”的研究思路, 探讨其对创新行为的差异化影响过程。首先, 结合环境威胁来源与主观感知, 把工作不安全感分为岗位焦点工作不安全感和人员焦点工作不安全感两个维度, 并将编制测量量表。其次, 期望运用纵向研究设计, 通过分析多时点的员工-主管配对数据, 基于情境调节焦点和工作激情的链式中介作用, 来揭示岗位焦点工作不安全感对创新行为的负向影响, 以及人员焦点工作不安全感对创新行为的倒U型影响。最后, 将采取“以人为中心”的研究思路, 运用潜在剖面分析方法探讨工作不安全感潜在类型及其对创新行为的影响。研究结果将有助于推进工作不安全感的概念和效用研究, 也为企业如何有效促进创新提供对策建议。     

中国组织情境下的组织公民行为

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     

调节焦点视角员工追随选择分化:前因与后果的影响机制

追随行为是组织员工以组织目标为导向,能动地与领导力和组织情境交互作用的多态行为。经对国内外学界相关研究现状的梳理分析,目前对这类多形态员工行为的研究还很薄弱。为此,从调节焦点理论视角,展开员工追随选择分化的前因及对后果差异影响机制的研究,首先是基于两种不同调节焦点的员工追随行为的内涵结构与测量研究;然后,揭示影响员工追随选择分化的三层面前因机制,即领导特征对员工追随选择分化的影响及领导-成员交换关系在其中的调节作用,组织特征对员工追随选择分化的影响及员工组织公平感知在其中的调节作用,个体特征对员工追随选择分化的影响及领导反馈在其中的调节作用;最后检验员工不同调节焦点追随行为对工作绩效的差异作用效应。以期推动追随理论更加契合组织实务。     

职场孤独感的前因与后果

职场孤独感是个体在工作场所中体验到的孤独感,包括情感和社交两个维度。在介绍其定义、结构和测量后,根据现有研究总结出职场孤独感的前因与后果。在群体层面上,职场孤独感的前因变量包括组织规模、地位和气氛;结果变量包括团队绩效、领导成员交换和团队成员交换。在个体层面上,职场孤独感的前因变量包括人格特征、职场排斥、工作倦怠、工作过载、经济地位和教育水平等;结果变量包括工作绩效、工作压力感、工作满意度、离职倾向和组织承诺等。     

管家行为研究:回顾与展望

管家行为对于组织的生存与持续发展具有十分重要的价值,已成为组织管理研究学者关注的重要议题。管家行为是个体为了保护集体或组织的长期利益而愿意牺牲其个人短期利益的行为表现。文章在介绍概念及测量的基础上,综述了心理、结构、领导、情境和文化等个体/组织层因素对管家行为的预测与作用机制,以及管家行为对雇员创造力和企业绩效的影响。未来研究可探讨管家行为的消极后果变量,以及管家行为与后果变量之间的中介机制和调节机制。     

心理授权研究进展

二十多年来,心理授权受到研究者的广泛重视。在以往研究中,研究者提出了心理授权的单维结构说、三维结构说、四维结构说和六维结构说,并在此基础上开发了相应的测量工具。在心理授权的影响因素方面,已有研究主要考察了个体变量和组织变量对心理授权的影响;在后果变量方面,主要探讨的是心理授权与工作满意度、组织承诺、职业承诺、绩效、心理健康等方面的关系。针对现有研究中存在的问题,本文在最后提出了未来研究的一些建议。     

秒回?信息通讯技术时代的职场通讯压力

职场通讯压力是指员工想要快速回复基于信息通讯技术(information and communication technology, ICT)的工作消息而体验到的紧迫性, 现有研究对其成因及影响路径的探讨较为零散且缺乏系统性认识。基于工作要求-资源模型并结合努力-恢复模型, 讨论作为工作要求的ICT使用以及作为个人要求/资源的个体因素对职场通讯压力的前因作用; 探讨职场通讯压力因阻碍恢复活动而对员工身心健康以及工作和家庭领域产生的消极影响, 以期增进对职场通讯压力的全面了解, 丰富现有研究对ICT使用后果的认识, 并为未来研究的展开以及员工职业心理健康干预实践提供参考。     

Job insecurity in a sample of Canadian civil servants as a function of personality and perceived job characteristics

Economic downturns and organisational changes have stimulated studies on the importance of job security for public employees; however, there has been some disagreement as to whether job insecurity should be defined using a single- or a two-factor model, on how to measure it and which antecedents and consequences are linked to it. Questionnaires measuring job insecurity as well as personality traits and job characteristics as possible antecedent variables, and job performance and job satisfaction as possible consequences were completed by a sample of 71 federal government employees during recent important government downsizing. A multiple regression analysis indicated that job insecurity, defined as a combination of organisational or personal vulnerability, was significantly related to only two antecedent variables, i.e., Neuroticism and job characteristics. Further regression analyses indicated that job insecurity was a statistically significant moderator but only between one consequence, i.e., intention to quit, and the job characteristics variable. These results along with methodological issues and further research, are discussed.     

The Content of the Threat Matters: the Differential Effects of Quantitative and Qualitative Job Insecurity on Different Types of Employee Motivation

Given the conceptual differences between different types of job insecurity, it is important to distinguish qualitative job insecurity from quantitative job insecurity when examining their motivational consequences. Building on the approach and avoidance framework, we expect that quantitative job insecurity influences avoid-performance goal orientation (avoidance form of motivation) via psychological safety, whereas qualitative job insecurity influences learning goal orientation (approach form of motivation) via psychological meaningfulness. We also examine the moderating role of organizational justice in such effects. Using two-wave data collected from 281 employees in China, we found that quantitative job insecurity had a positive indirect effect on employee avoid-performance goal orientation via decreased psychological safety, whereas qualitative job insecurity had a negative indirect effect on employee learning goal orientation via decreased psychological meaningfulness. In addition, organizational justice buffered the direct effect of quantitative job insecurity on employee psychological safety and the subsequent indirect effect on employee avoid-performance goal orientation. However, organizational justice did not moderate the influence of qualitative job insecurity on employee outcomes. Our findings provide new insights into the motivational implications of job insecurity.

     

心理授权研究的现状

心理授权是授权的个体内心体验的综合体,包含意义、自我效能感、自我决定以及影响四个维度。个体心理授权的影响因素方面包括个体特征、工作特征以及团体和组织特征等三个方面。心理授权不仅能作为自变量对相关工作态度、工作行为及绩效发挥积极的作用,也能作为中介变量对某些因素之间的关系起着中介作用。该文最后在对心理授权的相关研究进行总结的基础上,指出未来的研究有必要加强对心理授权的纵向过程研究等四方面问题的考察     

Consequences of job insecurity. The moderator role of organizational support from a multilevel perspective

Job insecurity is one of the main stressors for many employees. Hence, it is important to identify factors that can ameliorate its detrimental effects. In this respect, the present study examines the moderator role of organizational support, understood as a contextual factor in the relationship between job insecurity and its consequences. The sample comprised 859 employees from 42 Spanish organizations. Results showed that organizational support modulated the relationship between job insecurity and employees' reactions (i.e., job satisfaction, psychological health and intention to leave the organization). These results reveal the need to consider contextual factors such as organizational support in the study and intervention of job insecurity.     

high anxiety: counseling the job‐insecure client

In today's workplace, employees are faced with the potential of corporate downsizing, mergers and acquisitions, and job restructuring and relocation. These trends create a sense of job insecurity for the individual. Job insecurity affects the individual's life in a variety of ways, including emotional and psychological consequences, marital and family consequences, and organizational consequences. This article presents an overview of the effects of job insecurity and strategies that counselors can use in working with the job‐insecure client.     

工作不安全感与幸福感、绩效的关系：自我效能感的作用

旨在探讨工作不安全感对员工工作幸福感和工作绩效(上级评定)的影响,以及一般自我效能感在其中的作用机制。研究采用问卷调查的方法,共收集到513个有效样本。数据分析采用层级回归分析的方法。研究结果发现：⑴工作不安全感对员工工作幸福感和工作绩效都有显著的消极影响;⑵一般自我效能感对工作不安全感与身体健康、心理健康之间关系具有显著的调节作用,但对工作满意度的调节作用不显著;⑶一般自我效能感对不安全感—工作绩效之间关系具有显著的调节作用。这就表明,在当今处于转型期的中国社会里,工作不安全感是影响员工工作幸福感和工作绩效的一个重要压力源,而一般自我效能感可以发挥有效的调节作用     

Job insecurity in Finland: Antecedents and consequences

Abstract

Trends towards more unpredictable and flexible labour markets are often presumed to fuel feelings of job insecurity among employees, especially the threat of losing one's job. The aim of the study was to examine the prevalence, antecedents, and consequences of job insecurity in a representative sample of Finnish wage and salary earners (N = 3503) gathered in 1990. One out of ten respondents felt the threat of lay-off, dismissal, or unemployment. According to hierarchical regression analysis, perceived job insecurity was best explained by positional factors, especially earlier unemployment experiences and the temporary nature of the employment relationship. The role of demographic factors predicting job insecurity was strikingly minor. Variance and regression analysis confirmed the negative effects of perceived insecurity on work and health behaviour found in previous studies. Social support was found to have a light moderating effect in alleviating the negative effects of job insecurity. Thus, job insecurity was a psychological stressor with adverse effects for a sizeable proportion of the employees.     

The Importance of Career Insecurity for Turnover Intentions in the Dutch Military

The effects of two dimensions of job insecurity (job loss insecurity and career insecurity) on turnover intentions were tested in a sample from the Dutch armed forces (N = 3,580) after a major downsizing operation was announced. Results suggested that especially perceptions of career insecurity increased turnover intentions. Next to this direct effect, career insecurity was also associated with lowered affective organizational commitment which in turn increased turnover intentions as well. Our results imply that, at least during downsizing operations, a multidimensional conceptualization of job insecurity helps to predict important organizational outcomes in the military. Both perceptions of the risk of losing one’s job and perceptions of possible future career opportunities are important for employee retention.     

Job Insecurity in Recent Business School Graduates: Antecedents and Consequences

This research examined the relationship of perceived threats to job security, job satisfaction, and psychological mood among recent business school graduates. Most job insecurity research has considered longer-tenured organizational employees. Two hundred and seventeen respondents completed anonymous questionnaires. LISREL analysis provided considerable support for the research model. Perceived threats to job security had direct effects on job insecurity and job satisfaction and indirect effects on psychological mood through job insecurity and job satisfaction.