教师组织公平感与组织公民行为:工作倦怠的中介作用

采用问卷调查法,检验教师组织公平感与组织公民行为之间关系以及教师工作倦怠在二者之间的作用。通过对来自重庆和湖南郴州共32所中小学1325名教师的调查数据进行层次回归分析、中介效应检验和优势分析,结果显示:学校组织程序公平是教师组织公民行为的显著正向预测变量;教师工作倦怠是教师组织公民行为的显著负向预测变量;教师工作倦怠在教师组织公平感与其组织公民行为关系之间有显著的中介作用,其中热情枯竭和成就丧失的中介效应更为显著。     

上下级情绪智力对LMX、员工工作结果变量的作用研究

本研究探讨员工情绪智力对领导一成员交换（LMX）和员工工作结果变量的影响,并分析了上级情绪智力在其间的作用。研究通过对银行业员工及其直接领导进行280份问卷调查,运用相关分析、回归分析等统计方法。发现员工情绪智力和LMX、员工的情感承诺、组织公民行为、工作绩效正相关,上级情绪智力对员工情绪智力和LMX之间的关系有缓冲作用,LMX对员工情绪智力和员工情感承诺、组织公民行为之间的关系起到部分中介作用。     

权力距离感对公平感与组织公民行为关系的调节作用研究

本文以188名企业员工及其同事为被试,运用问卷调查法和分层回归分析的统计方法考察了权力距离对公平感与组织公民行为之间关系的调节作用。结果发现:权力距离可以正向调节程序公平与同事评价OCB-I、OCB-G和OCB-O之间的关系,即权力距离感越强,则程序公平感与同事评价OCB-I、OCB-G和OCB-O之间的相关越强。     

情绪智力与工作相关变量关系的元分析：以中国样本为例

以中国样本为例,运用元分析方法对个体和团队层面情绪智力与工作相关变量的关系进行了探讨。来源于46项研究的59个独立样本满足了元分析标准(N=11578)。元分析结果发现,个体情绪智力与领导行为有高度正相关,与任务绩效、背景绩效、自我效能感有中高度正相关,与工作满意、组织承诺、创新行为有中低度正相关,与工作倦怠有中高度负相关,与工作压力有中低度负相关,与员工离职和凝聚力的相关不显著。团队情绪智力与团队绩效高度正相关。结果表明,情绪智力是工作场所有价值的变量,它对有效的工作变量有不同程度的预测性。     

资质过剩感影响组织公民行为的情绪路径

本研究从员工情绪以及情绪调节的视角,考察了资质过剩感对员工组织公民行为的影响机制。通过对534名企事业员工的问卷调查数据进行分析,结果表明:员工的资质过剩感对其组织公民行为具有显著的消极作用;工作愤怒在资质过剩感与员工组织公民行为之间起部分中介作用;不同的情绪调节方式对员工资质过剩感与其工作愤怒的正向关系有不同的调节作用,认知重评方式有助于缓解资质过剩感对愤怒以及组织公民行为的消极影响,而表达抑制方式的调节作用恰恰相反。这一研究结果表明了情绪调节在工作领域中所发挥的作用,具有一定理论意义与实际价值。     

进谏行为与组织公民行为的关系研究：诺莫网络视角

进谏行为和组织公民行为等角色外行为研究近年来备受关注。与组织公民行为相比,进谏行为是一个新的构念。本研究探索了进谏行为的构念内涵,并借鉴诺莫网络思路考察了进谏行为与组织公民行为的关系。问卷研究的结果表明：进谏行为能融入组织公民行为构念,领导公平和情感承诺对两者都具有正面影响,而大五中的宜人性维度对两者的影响表现出差异性;从事角色外行为会导致更高的工作满意感。研究证实了进谏行为与组织公民行为构念内涵的相似性及存在的细微差异。     

企业员工工作价值观与组织公民行为的关系研究

本研究旨在探讨企业员工工作价值观与组织公民行为的关系。用工作价值观调查表、中国组织公民行为量表对525名企业员工进行了问卷调查,结果发现：整体工作价值观与整体组织公民行为存在着显著性相关;工作价值观的能力警曼等璧翌组织公民行为的公司认同、个人主动性、保护公司资源因素有显著正向影响;工作价值观的地位因素对组织公民行为的公司认同、同事间的利他行为、个人主动性因素有显著正向影响。     

受害者视角下职场不文明行为对组织公民行为影响的双路径机制

本文基于资源保存理论,探讨职场不文明行为对组织公民行为的影响机制及作用边界。通过问卷调查315份员工和领导的配对样本数据,结果表明：职场不文明行为负向预测组织公民行为,情绪耗竭、组织自尊中介了职场不文明行为与组织公民行为间的关系;心理韧性调节了情绪耗竭、组织自尊在二者间的中介作用。     

领导情绪智力对团队绩效和员工态度的影响——公平氛围和权力距离的作用

本研究共收集了74个工作团队的数据, 探讨了领导情绪智力对团队层面绩效(任务绩效、利他行为)和态度(满意度、团队承诺)的影响、公平氛围的中介作用以及团队权力距离的调节作用。研究结果表明：领导的情绪智力对团队绩效和态度均有显著的正向影响; 程序公平氛围中介了领导情绪智力对团队任务绩效和利他行为的影响, 交互公平氛围中介了领导情绪智力对团队任务绩效、满意度和团队承诺的影响; 团队权力距离调节了领导情绪智力和交互公平氛围的关系, 该调节关系通过交互公平氛围的中介作用影响团队任务绩效、满意度和团队承诺。     

大五和组织公平感对进谏行为的影响研究

以361名长三角地区17家国有企业白领员工为样本,本研究探索了大五个性、组织公平知觉与进谏行为之间的关系。结果表明:责任感、外向性与进谏行为具有正相关,神经质、开放性与进谏行为呈负相关;组织公平知觉对进谏行为具有显著促进作用;此外,组织公平知觉对部分个性特征,如神经质与进谏行为之间的关系具有缓冲作用,高公平知觉会削弱神经质对进谏行为的负面效应。文章还对研究结果做了相关讨论。     

Exploring Organizational Obstruction and the Expanded Model of Organizational Identification

We argue that perceptions of organizational support and obstruction will have unique implications for employees' cognitive association and disassociation with their employers. As expected, the results of 2 studies support the hypothesis that perceived organizational support is positively related to an overlap in individual and organizational identities (i.e., organizational identification). Further, perceptions of organizational obstruction predict cognitive separation in individual and organizational identities (i.e., disidentification, ambivalent identification, and neutral identification). Implications for research and practice are discussed.     

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.

     

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。     

A Framework for the Study of Relationships Between Organizational Characteristics and Organizational Innovation

This paper presents a taxonomy of organizational characteristics that was developed as part of a large scale job analysis project conducted for the Department of Labor (DOL). Based on research and theory related to organizations, a hierarchical taxonomy of organizational characteristics was developed with six construct domains at the highest level: organizational structure, leadership, human resources (HR) systems and practices, goals, and organizational values. The taxonomy has been empirically tested using data from over 300 organizations, and a summary of these results is presented. This taxonomy is then used to organize and review research on the relationships between organizational variables and innovation. Implications of the taxonomy for understanding relationships between organizational size, industry type, “high-performance” practices, and innovation are discussed.     

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.     

Organizational expectations of the novice teacher

The study focuses on the teacher as an organization person, that is, a professional working in an organizational setting, and forms part of its administrative and human fabric. The purpose of the article is to describe the novice teachers expectations from teaching as a profession and from the school as a work organization. The novice teachers who participated in trainee programs at five large teacher training colleges in Israel, completed a self-report questionnaire. The questionnaire items expressed teachers expectations of their work at the outset of their professional career. Facet Theory was the methodological approach used for the study. It was found that novice teachers expectations focus on the following areas of interest and activity expectations of professional and social recognition; expectations of responsive conduct on the part of students; of involvement and support from parents, and of collegiality from other staff, parents and the principal; and expectations that teaching and those associated with it will contribute to strengthening the teachers professional sense of self. The findings were also examined based on self-psychology perspectives. The article discusses the implications of these expectations pertaining to teacher training.     

组织支持理论及其研究

该文介绍了Eisenberger等人1986年提出的组织支持理论的诞生背景,并对组织支持感受这一独立建构的概念,及其与领导一成员交换、心理契约概念的关系进行了总结。文章还分析了有关组织支持感受研究中的前因变量、结果变量和调节变量。最后归纳了我国开展组织支持理论研究的现状,并对组织支持理论未来的研究方向提出了建议。     

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。     

组织竞争与教师组织认同的关系机制

采用组织认同问卷、组织认同图解量表、组织竞争问卷、组织同一性知觉问卷和组织声望知觉问卷对700名教师进行施测,考察组织竞争影响教师组织认同的关系机制.结果表明:外部竞争、内部竞争、组织同一性知觉、组织声望知觉均与教师组织认同呈显著正相关;外部竞争通过两条路径影响教师的组织认同水平,一是外部竞争—组织同一性知觉—组织认同,二是外部竞争—组织同一性知觉—组织声望知觉—组织认同;内部竞争通过组织声望知觉影响教师的组织认同水平,即内部竞争—组织声望知觉—组织认同.     

Organizational Diagnosis: Its Role in Organizational Learning

Diagnosis can be a process that helps organizations enhance their capacity to assess and change dysfunctional aspects of their culture and patterns of behavior as a basis for developing greater effectiveness and ensuring continuous improvement. The authors set forth a framework for understanding what can be called a “learning diagnosis” in which the diagnostic process is part of a large-scale organizational revitalization effort. In particular, they explore how the diagnostic intervention is affected by the diagnostic consultant, by the top management sponsors of the intervention, and by the process of collecting and acting on data. They conclude with a discussion of both the opportunities and challenges of institutionalizing the learning diagnosis process.