认同理论视角下新员工组织社会化的定义及结构维度

组织社会化研究一直以来被批评缺少理论基础, 导致对组织社会化的本质和结构维度缺乏足够认识, 从而影响到在实证中如何测量员工组织社会化的程度。角色认同理论和社会认同理论可以为该研究提供理论基础。在对概念重新进行理论界定的基础上, 揭示了组织社会化本质是新员工角色及社会认同发展的过程。相应地, 组织社会化程度是一个两维度结构。未来研究应以此为基础进一步发展组织社会化量表和理论模型, 并依据认同理论改进实证研究方法。     

The Use of Social Bases of Power in Retail Sales

Abstract

Social power theory has been used to explain how a sales manager may influence sales personnel in an industrial sales setting. The purpose of this study is to investigate the relationship between retail sales managers' power bases and retail salespeople's job satisfaction, role conflict, role ambiguity, work motivation, organizational commitment, and job performance. Results of the study suggest that noncoercive sources of power have greater influence on these variables than does coercive power.     

Construed external image and organizational identification: a test of the moderating influence of need for self-esteem

According to Social Identity Theory (cf., J. G. March & H. A. Simon, 1958), individuals tend to identify with prestigious or high-status groups. Researchers (J. E. Dutton, J. M. Dukerich, & C. V. Harquail, 1994) have revealed that organizational members also identify with organizations that have attractive public images. To gain a better understanding of the theoretical reasons underlying the relationship between image and identification in organizations, the authors examined this relationship in a healthcare setting. In addition, they investigated need for esteem as a moderator of the relationship between construed external image and organizational identification. Consistent with previous findings, the present results indicated that construed external image is positively related to organizational identification. Perhaps it is more important that the present findings also supported need for esteem as a moderator of the relationship between construed external image and organizational identification.     

The impact of transformational CEOs on the performance of small- to medium-sized firms: does organizational context matter?

Although theory suggests that CEOs who engage in transformational leadership should have a positive effect on firm performance, most empirical examinations using data drawn from larger firms have failed to find support for this linkage. Given that the organizational complexity associated with larger firms has been viewed as a central obstacle to establishing this important link, the authors examined the impact of CEO transformational leadership on firm performance in smaller, privately held firms. After first explaining why the less complex context of these firms provides a setting for transformational CEOs to play a more direct role in enhancing firm performance, they then further clarified the nature of this link by hypothesizing 3 contingencies that they argued are particularly salient: firm size, CEO founder status (founder or nonfounder), and CEO tenure. Results from a multisource survey of CEOs and their top management teams in 121 firms and 2 time-lagged measures of performance, 1 objective and 1 perceived, provided consistent support for these hypotheses.     

Extra‐Role Behavior among Mexican Employees: The Impact of LMX,Group Acceptance,and Job Attitudes

The current field study took place within a Mexican work setting, consisting of 100 white‐collar employees representing a variety of professional job categories. The study investigated the direct effect of the supervisor–employee relationship (leader–member exchange) quality and group acceptance on employees' propensity to engage in activities beyond their formal work roles (extra‐role behavior). The mediating influences of the employees' job satisfaction level and organizational commitment were also taken into consideration when accounting for extra‐role behavior. Results suggest that relationships Mexican employees share with their supervisor have a direct impact on their extra‐role behavior. Social exchange, key to both extra‐role behavior and leader–member exchange, is proposed as the operating mechanism associating the two constructs. Results also indicate that organizational commitment plays a partial mediating role between leader–member exchange and extra‐role behavior.     

Key Accounts and Team Selling: A Review,Framework, and Research Agenda

As sales organizations increase their reliance on sales teams, they must learn how organizational and interpersonal relationships influence sales teams, how sales teams play a learning role for organizations, and what makes sales teams effective. Presenting a model of interrelationships among members of the selling firm and between the selling and buying firms, we identify five key team selling relationships between (1) members of the same team, (2) members of different teams within the firm, (3) the selling team and the buying center, (4) the selling team and other groups in the selling firm, and (5) the selling team and the firm’s strategy. This model leads to a conceptual framework highlighting relationship drivers, factors, and outcomes instrumental to team selling success. After presenting propositions for future research, theoretical and methodological suggestions are included to facilitate research in this area. We conclude with perspectives on the future of research and practice in key accounts and team selling.     

Role conflicts of family members in family firms

The existence of role conflict among organizational members tends to create tensions inside organizations worldwide. However, in the context of family firms, having a dual role of being a member of a family and a member of the firm can represent interesting differences that make family firms an important form of organization to study. Following the tenets of the stewardship theory, our article develops a model where reciprocal altruism represents an antecedent to role conflict among family members. We further argue that perceptions of collective efficacy among family members have a moderating effect on the relationship between reciprocal altruism and role conflict. Last, we propose that role conflict in family firms reduces the family firm performance. Implications for future research and practice are discussed.     

Beyond the Big Five: Increases in Understanding and Practical Utility

The articles in this special issue provide presentations of measures of three new personality constructs. Initial results from these three programs of research indicate that each of these measures has a firm theoretical base and that the authors have engaged in careful consideration of the set of relations that theory suggests ought to be displayed by their new measure. Further empirical research by these authors and others ought to provide greater scientific understanding of the role personality plays in work satisfaction and various dimensions of performance, a better sense of the practical usefulness of these measures, and better information about the situational constraints that apply when each is used to predict various personal and organizational outcomes.     

组织情境中腐败的研究进展

随着公司各类丑闻和腐败事件的不断曝光,腐败受到管理学领域的广泛关注。本文基于腐败的定义,对个体腐败和组织腐败的影响因素加以回顾,从动态和多层次的视角总结了腐败从个体现象演变成群体或组织现象的过程模型,主要包括腐败常规化模型、道德推脱模型、社会认同模型和情绪诱发模型。最后,从探索其他影响因素及交互作用、对群体腐败提出假设并检验、进一步构建腐败理论三个方面对该领域的未来研究方向做出展望。     

WHO APPRECIATES FAMILY-RESPONSIVE HUMAN RESOURCE POLICIES: THE IMPACT OF FAMILY-FRIENDLY POLICIES ON THE ORGANIZATIONAL ATTACHMENT OF PARENTS AND NON-PARENTS

The 1991 General Social Survey of 745 randomly selected workers in the United States assessed the impact of family-responsive human resource policies, such as parental leave, flexible schedules, and child care assistance on organizational attachment. Employees who had access to family-responsive policies showed significantly greater organizational committment and expressed significantly lower intention to quit their jobs. Additionally, child care information referral had a greater impact on affective commitment among employees eligible for that benefit. The data supported the theory that offering assistance to employees in need symbolizes concern for employees and positively influences attachment to the organization. The contrasting theoretical explanation–that people are more attached to companies when they individually benefit from progressive human resource policies–received considerably less support. The practical implication of the study for human resource management professionals is that providing comprehensive family-friendly policies may have a positive impact beyond the individual employees who tap these benefits.     

Community Resilience as a Metaphor, Theory, Set of Capacities, and Strategy for Disaster Readiness

Communities have the potential to function effectively and adapt successfully in the aftermath of disasters. Drawing upon literatures in several disciplines, we present a theory of resilience that encompasses contemporary understandings of stress, adaptation, wellness, and resource dynamics. Community resilience is a process linking a network of adaptive capacities (resources with dynamic attributes) to adaptation after a disturbance or adversity. Community adaptation is manifest in population wellness, defined as high and non-disparate levels of mental and behavioral health, functioning, and quality of life. Community resilience emerges from four primary sets of adaptive capacities--Economic Development, Social Capital, Information and Communication, and Community Competence--that together provide a strategy for disaster readiness. To build collective resilience, communities must reduce risk and resource inequities, engage local people in mitigation, create organizational linkages, boost and protect social supports, and plan for not having a plan, which requires flexibility, decision-making skills, and trusted sources of information that function in the face of unknowns.     

Religion, Social Capital, and Health

Religion??s association with better physical health has been partially explained by health behaviors, psychosocial variables, and biological factors; but these factors do not fully explain the religion?Chealth connection. In concert with the religion and health literature, a burgeoning literature has linked social capital with salubrious health outcomes. Religious organizations are recognized in the social capital literature as producers and facilitators of social capital. However, few studies have examined the potential mediating role of social capital in the religion?Chealth relationship. Thus data from the 2006 Social Capital Community Benchmark Survey were analyzed for 10,828 adults. The composite unstandardized indirect effect from religion to social capital onto health was significant (???=?0.098; p?<?0.001). The unstandardized direct pathway from religion to self-reported health (???=?0.015; p?=?0.336) indicated that social capital is a mediator in the religion?Chealth relationship. Among the demographic variables investigated, only age and income had a significant direct effect on self-reported health.     

The Efficacy of Group Therapy in a Case of Marriage Neurosis

Abstract

Corruptogenic organizational dynamics have been largely ignored in reporting about recent corporate scandals. Using a large group framework, the author identifies factors within an organization that create a breeding ground for unethical or illegal behavior and attract individuals unconsciously looking for ways to damage themselves or others. An organizational culture that promotes questionable attitudes and behaviors along with subgroups that produce powerful corruptive forces can destroy a firm and damage the economy. Enron and the Madoff investment group are identified as corruptogenic organizations put together by founders and a leadership core bent on self-destruction and traumatizing the community–outcomes beyond that which are usually linked to greed. Suggestions are provided to organizational consultants and policy makers as to how to determine the potential for corruption hidden in their midst and to implement countervailing structures and processes.     

Social network schemas and the learning of incomplete networks

Social networks that are missing relations among some of their members--termed incomplete networks--have been of critical theoretical and empirical interest in sociological research on weak ties and structural holes but typically have been overlooked in social psychological studies of network learning. Five studies tested for schematic processing differences in the encoding and recalling of incomplete networks. In Studies 1 and 2, prior knowledge of missing relations facilitated learning an unfamiliar, incomplete network. Study 3 ruled out differences in general pattern recognition ability as an explanation. Study 4 manipulated the degree of familiarity with missing relations, which produced predicted differences in learning rates. Finally, Study 5 examined how improved learning of an incomplete network affected a strategic organizational choice. The findings suggest that people can become schematic for complex, incomplete social networks.     

Employees’ mood, perceptions of fairness, and organizational citizenship behavior

Previous research findings concerning employees’ perceptions of fairness and positive mood as predictors of organizational citizenship behavior (OCB) have been equivocal. Explanations for this inconsistency may be related to the varying types of manipulation techniques adopted and samples tested. To address these issues, the present study adopted the mood and fairness manipulation techniques of Bachrach and Jex (2000, Journal of Applied Psychology, 30(3), 641–663) to investigate their effect on OCB amongst a sample of 138 employees from five large service organizations. The findings revealed that employees’ perceptions of fairness affected their likelihood to perform organizational citizenship behaviors. One implication of this finding is that employees’ perceptions of fairness may have a more enduring effect, in comparison to their mood, on increasing their extra role work behaviors. However, a close evaluation of the mood manipulation technique suggests that further research is needed before any firm conclusions can be made on the relative effect of empolyees’ perceived fairness and positive mood on OCB.     

Organizational identification and “currencies of exchange”: integrating social identity and social exchange perspectives

We integrate social exchange and social identity perspectives to propose and test the prediction that depending on their level of organizational identification, people may reciprocate the received organizational support using different “currencies of exchange”—reducing turnover intentions or, instead, engaging in extra‐role behavior. Specifically, the relationship of perceived organizational support (POS) with turnover intentions is proposed to be stronger with lower identification, whereas POS is proposed to be more closely related to extra‐role behavior with higher organizational identification. These predictions were supported in a cross‐sectional survey of N = 1,000 employees of a financial services firm. These results speak to the added value of integrating the social exchange perspective with its roots in applied psychology and the social identity perspective with its roots in social psychology in understanding the employee‐organization relationship.     

Social Capital, Social Networks, and Political Participation

Social Capital is created through the patterns of interdependence andsocial interaction that occur within a population, and we attempt to understand the participatory consequences of these patterns relative to the effects of human capital and organizational involvement. The production of social capital in personal networks was examined with the use of social network and participation data from the 1992 American study of the Cross National Election Project. The results suggest that politically relevant social capital (that is, social capital that facilitates political engagement) is generated in personal networks, that it is a by-product of the social interactions with a citizen's discussants, and that increasing levels of politically relevant social capital enhance the likelihood that a citizen will be engaged in politics. Further, the production of politically relevant social capital is a function of the political expertise within an individual's network of relations, the frequency of political interaction within the network, and the size or extensiveness of the network. These results are sustained even while taking account of a person's individual characteristics and organizational involvement. Hence, the consequences of social relations within networks are not readily explained away on the basis of either human capital effects or the effects of organizational engagement.     

Stemming the tide: Predicting women engineers' intentions to leave

This investigation adapts and extends the Social Cognitive Career Theory (SCCT) by integrating it with central constructs from turnover theory. The extended model proposes that domain specific self-efficacy and outcome expectations predict job satisfaction and organizational commitment — the two key job attitudes that have been established as influential predictors of turnover cognitions and behaviors. Further, we proposed that one form of organizational supports, specifically developmental opportunities at work, are sources of self efficacy and outcome expectations, and that the relationship between organizational supports and job attitudes is mediated by self-efficacy and outcome expectations. The proposed model was tested on a national sample of 2,042 women engineers. Overall, the results provided support for our newly developed model. Implications for theory, research, and practice are discussed.     

Designing an instrument for resolving individual conflicts in “Total” institutions

Individual complaint and grievance arbitration as a means to solve conflicts between individuals and organizations is especially useful as a management tool in situations involving a power difference between conflicting parties, as in employer-employee relationships or in total institutions. To design an instrument for solving individual conflicts in total organizations, influences of organizational structure, organizational climate, and grievance system on the resolution of individual conflicts were examined. The data were subjected to quantitative and qualitative analysis and considered in light of theoretical notions in organizational sociology, sociology of law, and conflict theory. Enid Mante-Meijer was a lecturer at the faculty of Sociology of Leyden University in 1988 she became senior researcher at the Royal Dutch PTT Research Institute for Applied Social Science Research.     

GROUP RESEARCH TRENDS IN SOCIAL AND ORGANIZATIONAL PSYCHOLOGY:

We report the results of an archival study of group research published in three organizational psychology journals (Journal of Applied Psychology, Organizational Behavior and Human Decision Processes, and Academy of Management Journal) from 1975 through 1994 Moreland, Hogg, and Hains (1994), in a review of three social psychology journals (Journal of Personality and Social Psychology, Journal of Experimental Social Psychology, and Personality and Social Psychology Bulletin), suggested there is an increasing enthusiasm for the social psychological study of groups However, their data relations. We tested the proposal that research traditionally viewed as intragroup (e g, group performance) has been taken up by organizational psychologists. Our data support this contention, as the publication Pattern for intragroup research topics in the three organizational journals was an inverse of that reported by Moreland et al. Results are discussed in terms of historical and interdisciplinary