组织诚信:超越个体品德的组织伦理和行为

由于市场经济活动中的交易行为更多是组织层面的行为,企业组织诚信相比较于个体诚信来说对社会公众就具有更广泛和更普遍的影响。本文辨析了组织诚信与个体诚信的异同,指出组织诚信是组织作为社会环境中的道德行为者,自觉遵守商业经营的一系列价值和伦理规则。文章揭示了组织诚信的作用,以及它成为组织战略性资产的定位,并进一步提出了建设组织诚信的基本路径。     

Ethical Issues in Tissue Banking for Research: A Brief Review of Existing Organizational Policies

Based on a general review of international, representative tissue banking policies that were described in the medical, ethics, and legal literature, this paper reviews the range of standards, both conceptually and in existing regulations, relevant to four main factors:(1) commercialization, (2) confidentiality, (3) informed consent, and (4) quality of research. These four factors were selected as reflective of some of the major ethical considerations that arise in the conduct of tissue banking research. The authors emphasize that any policy or ethical guidelines designed to regulate tissue bank research should address all four factors. Whenever this sort of research is conducted between several institutions or several countries, the paper suggests that the relevant entities work collaboratively to harmonize their standards.     

From Policies to Principles: The Effects of Campus Climate on Academic Integrity,a Mixed Methods Study

This mixed methods study examines how college students’ perceptions and experiences affect their understanding of academic integrity. Using qualitative and quantitative responses from the Personal and Social Responsibility Institutional Inventory (PSRI), both quantitative and qualitative results demonstrate that while campuses may see a reduction in overall levels of cheating when punitive academic integrity policies are present, students may develop higher levels of personal and academic integrity through the use of more holistic and community-focused practices.     

The Epistemic Integrity of Scientific Research

We live in a world in which scientific expertise and its epistemic authority become more important. On the other hand, the financial interests in research, which could potentially corrupt science, are increasing. Due to these two tendencies, a concern for the integrity of scientific research becomes increasingly vital. This concern is, however, hollow if we do not have a clear account of research integrity. Therefore, it is important that we explicate this concept. Following Rudolf Carnap’s characterization of the task of explication, this means that we should develop a concept that is (1) similar to our common sense notion of research integrity, (2) exact, (3) fruitful, and (4) as simple as possible. Since existing concepts do not meet these four requirements, we develop a new concept in this article. We describe a concept of epistemic integrity that is based on the property of deceptiveness, and argue that this concept does meet Carnap’s four requirements of explication. To illustrate and support our claims we use several examples from scientific practice, mainly from biomedical research.     

惯例的实证研究进展：心理学的视角

惯例是人们在重复解决同一问题时形成的程序化行为或策略,它既可以从个体,也可以从群体的视角来研究。在心理学中,惯例的研究始于思维定势和内隐学习;近年来,在现代认知心理学的推动下,研究者们已从个体与群体问题解决、决策的视角对它进行了一系列研究;而惯例重复性的特征又为它与重复博弈的交叉研究提供了可能。未来的惯例研究可以在以往研究基础上,从其普遍性和特点、信息搜索、知识迁移等角度展开。     

Organizational Change: The Role of Organizational Culture and Organizational Learning

Recent findings suggest that organizational culture and learning impact organizational performances. We report the results of an organizational change program focused upon strengthening further productivity in a public sector organization. The findings suggest that systematic and structured programs that include specific organizational goals, performance measures, performance feedback mechanisms, and incentives yield enhancements of targeted organizational performances. We present guidelines to promote organizational change and suggest that perceived collective efficacy plays an important role in changing organizational culture.

     

Effects of Organizational Perspective on Implicit Trait Policies About Correctional Officers' Job Performance

This study tests the general idea that people in different organizational positions can have different perspectives on what performance means in a particular job and that these different perspectives are reflected in their implicit trait policies (ITPs) about performance in that job. We test the hypothesis that prison inmates harbor ITPs about the importance of agreeableness and conscientiousness in correctional officers' performance that are different from the ITPs harbored by officers and supervisors. Our results show that critical incidents of officers' performance that are generated by inmates emphasize agreeableness more and conscientiousness less than critical incidents generated by officers and supervisors. Our results also show that inmates' ratings of the effectiveness of officers' behavior described in critical incidents are more strongly associated with the agreeableness of the behavior and less strongly associated with the conscientiousness of the behavior than are officers' and supervisors' ratings.     

从组织承诺到组织忠诚:华人组织忠诚的概念内涵与结构

回顾、分析西方组织忠诚研究——从组织承诺到组织公民行为的研究发展过程,显示西方组织忠诚概念深受西方文化思想的影响.尽管西方从组织承诺又发展出组织公民行为的研究,但研究长期切割了组织忠诚的态度和行为两个层面.忠诚在中国有悠久的历史文化传统,近期研究发现华人组织忠诚有着独特的文化内涵成分,然而当前研究仍存在不足.因此,进一步深化华人组织忠诚研究不仅必要,对于构建适应华人文化的组织行为理论也有着重要的价值.     

员工组织社会化研究的概况

组织社会化是指个体为了适应其所在组织的价值体系、组织目标和行为规范而调整自己态度、行为的学习过程。文章在对组织社会化含义阐释的基础上,从组织社会化策略、组织社会化过程、组织社会化中员工信息寻求、组织社会化内容等4个方面,对当前组织社会化的研究现状进行介绍。文章最后指出了组织社会化的未来研究趋势     

The Integrity Of Uk Academic Research Under Commercial Threat

The Troubled Helix: Social and Psychological Implications of the New Human Genetics, edited by Teresa Marteau and Martin Richards, Cambridge: Cambridge University Press, 1996, 359 pages, hardback £37.50.     

组织学习动力与行为的相关研究

通过对1074名各类企业员工和管理者的组织学习微观动力的测试,从宏观组织层面探讨了组织学习动力与组织学习行为之间的关系。结果表明：组织学习动力与组织学习行为相关显着。其中,组织学习动力中的“组织协调”因素对组织学习行为诸维度呈显着正相关,“交互性”因素对组织学习行为中的合作长远性和合作整体性维度呈显着正相关。     

The Social and Economic Imperative of Lesbian, Gay, Bisexual, and Transgendered Supportive Organizational Policies

The central premise of this article is that organizations have social and economic interests in building policies and practices that support lesbian, gay, bisexual, and transgendered (LGBT) workers. This argument is based on empirical evidence that (a) LGBT workers continue to face discrimination at work from which they are not protected under federal law, and (b) discrimination has negative consequences for individual's mental and physical health, and on reasoning that (c) organizations share responsibility for the social good of the communities in which they operate. We offer practical suggestions for creating LGBT-supportive organizations and propose that industrial–organizational psychologists have an ethical obligation to support such efforts.     

Integrating Social Identity and the Theory of Planned Behavior: Predicting Withdrawal from an Organizational Recruitment Process

This study develops and tests a model of applicant withdrawal. Drawing on tenets from social identity theory and the theory of planned behavior, this study proposes that applicants who highly identify with an organization will experience higher pursuit intentions and subsequently be less inclined to withdraw from recruitment. Data were collected from a sample of 669 applicants to the U.S. military at 2 intervals, separated by 3 months. Strong support was found for the proposed theoretical model. Implications for research and practice will be discussed.     

Integrating Qualitative and Quantitative Research Methods: A Research Model

A historical antagonism between proponents of qualitative methods and quantitative methods has prevented recognition of the benefits to be gained by employing both methods (that is, a multi-method approach) during the same study or program of studies. Increasingly, family therapy researchers have begun to recognize the value of a multi-method approach in bridging the current gaps among theory, research, and practice. However, current writings have yet to move beyond the discussion stage. This article proposes a bidirectional continuum that includes both qualitative and quantitative methods. An ethnographic content analysis approach is presented to illustrate the procedural stages of this continuum. The article ends with a discussion of the challenges in carrying out a bidirectional, multi-method approach and the potential contributions that an integrative research methodology will give both researchers and clinicians.     

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。     

The Insufficiency of Integrity

As part of its evolving notions of self, contemporary Western culture has come to regard integrity as a preeminent public and private virtue. The meanings now given to integrity appear to cluster around its form, which is personal coherence, and its content, which is standing for something important. Building on Stephen Carter's explication of integrity, and in response to its veneration as a moral panacea, three limitations of integrity are discussed. First, integrity does not guarantee that right and wrong have actually been discerned, only that an attempt has been made, that moral reflection has occurred. Second, integrity does not necessarily engender or even preserve interpersonal peace, but instead frequently causes conflict it is then unable to resolve. Third, integrity does not always precipitate or prevent the reform of social structures and organizations, because it remains subject to the exercise of interpersonal power.     

组织特征影响教学方式转变的机制:组织认同的中介作用

摘 要 采用问卷法调查法,以广东省627 名中小学教师为被试,以结构方程模型考察组织特征、组织认同与教学方式转变的关系。结果表明：（1）组织特征能显著正向预测组织认同和教学方式转变,组织认同能显著正向预测教学方式转变。（2）组织认同在组织特征影响教学方式转变中起完全中介作用。这启示我们可以通过提升教师对他们所属学校的组织认同水平有效地促进其教学方式的转变。