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.     

组织氛围研究：概念测量、理论基础及评价展望

组织氛围是员工对组织环境的主观知觉。文章在回顾组织氛围研究起源、总结归纳组织氛围定义的基础上, 给出了组织氛围的新定义。组织氛围有个体、团队和组织三个分析水平, 分别对应着不同的测量方法。组织氛围与组织文化既存在区别又密不可分。组织氛围的形成机制及可能的影响因素常用社会信息加工、社会交互作用、吸引选择磨合、涌现和意义建构等理论来解释。未来研究应进一步加强对组织氛围概念、研究方法、影响因素等方面的深入探讨, 拓展组织氛围的跨文化及其差异研究。     

组织心理学的新进展

本文在大量的国内外文献的基础上 ,从六个方面系统地介绍了近十年来组织管理心理学的新进展 :激励问题研究、团队研究研究、领导行为研究、管理决策研究、组织文化研究、管理的跨文化研究。从中我们可以看到以下几个特点 :1从个体理论向整体组织理论扩展。 2在理论发展上 ,重视吸收认知心理学的研究成果。3在学科体系方面 ,更强调组织的动力学和人力资源的系统开发。4在研究领域方面 ,组织心理学也突破了传统的框架。工作业绩评估、管理决策、组织气氛和组织文化以及跨文化的比较研究 ,已成为组织心理学中的热门领域 ,共获得了有价值的研究成果。     

组织公正氛围的理论机制、研究视角及研究框架

组织公正是员工对工作场所公正环境的心理感知, 研究层面有个体与群体之分。以往研究多集中在个体层面, 以致研究结果缺乏对群体现象的有效解释。进入新世纪学者们开始关注群体层面的公正氛围研究, 并在理论和实证方面取得了较大突破。通过回顾相关研究可以发现：(1)在理论机制上, 公正氛围的形成可以通过社会信息加工理论、吸引-选择-磨合模型、公正传染概念和公正启发理论来解释; (2)在研究视角上, 主要存在维度视角、整体视角、感知来源视角、氛围属性视角和第三方视角; (3)在研究主题上, 主要涉及领导、团队和组织三方面对公正氛围的影响, 以及公正氛围对个体、团队和组织三个层面的影响效果。未来研究可着重从多种领导行为对不同公正氛围影响的比较、其他领导因素对公正氛围的影响、不同公正氛围对结果变量影响的比较、新视角公正氛围测量方法的尝试, 以及文化因素对公正氛围的影响研究等方面入手。     

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.     

The organizational context of children's mental health services

This paper reviews what is known about the organizational context of children's mental health services and describes organizational constructs, conceptual models, research methods, and intervention strategies that can be used to link organizational context to service quality and outcomes. Using evidence from studies of business and industrial organizations as well as studies of children's service organizations, the paper presents a model of organizational effectiveness that depends on several contextual characteristics that include organizational culture, structure, climate, and work attitudes. These characteristics are believed to affect the adoption of efficacious treatments (EBPs [evidence-based practices]), adherence to treatment protocols, therapeutic alliance, and the availability, responsiveness, and continuity of services. Finally, 10 components of the ARC(Availability Responsiveness and Continuity) organizational intervention are described as examples of strategies that can be used to develop organizational contexts with the prescribed characteristics. Mental health researchers are encouraged to consider including these constructs, conceptual models, research methods, and intervention strategies in dissemination, effectiveness, and implementation studies that address the gap between research-based knowledge about mental health treatment and what is actually offered in the community.     

Do sales and service compete? The impact of multiple psychological climates on frontline employee performance

This research examines how employees’ climate perceptions – or psychological climate – influence their performance of climate-related outcomes. We focus on two specific climates arguably most relevant to boundary-spanning organizations: service and sales climates. Building from the resource-allocation framework, the authors examine the way employees reconcile these multiple psychological climates. Polynomial regression and response surface modeling are used to test for the influence of these distinct climates on employee outcomes using a sample of 252 marketing employees and their 68 immediate supervisors. Specifically, the authors examine relationships between service and sales climates and the employee performance outcomes of customer satisfaction, helping behavior, effort, and sales performance. Results provide insight into the benefits and pitfalls of sales and service climates co-existing. Specifically we find that while sales effort is highest in climates that heavily favor sales, sales performance may exist in both sales-favored and service-favored climates (yet not in the presence of both). From a customer satisfaction perspective we find no significant impact of increasing sales climate in the presence of high service perceptions. These findings – both significant and non-significant – provide implications for future research in the realm of service-sales ambidexterity and interface as well as insight and direction for frontline managers.     

组织创新气氛的概念、测量及相关研究热点

组织创新气氛是Litwin所提出组织气氛概念中有关创新维度的深入延伸和具体阐述,是个体对其创新能力养成、发展和运用产生影响的心理认知与组织情境体验。该文在总结回顾近二十年该领域的相关研究后,对组织创新气氛的概念构建、影响因素、测量工具及相关变量的实证研究进行了系统的梳理总结与评价;同时,指出目前该领域研究中在概念建构、工具开发、相关实证研究等方面存在的问题,并就今后国内开展本土化研究所应注意的方面提出建议。     

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     

组织创新气氛的测量及其在员工创新能力与创新绩效关系中的调节效应

首先通过对46名在职MBA研究生的开放式问卷数据进行质性分析, 归纳探索出了基于我国国情的组织创新气氛的基本结构, 并参定预试测332份数据的反馈结果编制了组织创新气氛问卷。483份有效数据的探索性因素分析发现组织创新气氛是一个包括激励机制、领导躬行、团队协力、上级支持、资源保障、组织促进、自主工作等在内的七因素模型。为进一步验证该结构的有效性, 我们在10家企业共获得有效数据413份, 进行了验证性因素分析, 结果显示: 基于中国文化背景编制的组织创新气氛问卷具有良好的效度和信度; 同时, 运用层次回归分析还发现, 组织创新气氛在员工创新能力与创新绩效关系中具有显著的调节作用。     

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     

Effects on organizational context (culture and climate) from implementing a 360-degree feedback system: The case of Arcelik

The current study aims to investigate the impact of the 360-degree feedback system (DFS) on organizational context (culture and climate). This longitudinally designed study was conducted at the Arcelik Cooking Appliances Plant in Turkey with 77 white-collar workers. 360-DFS was based on relevant literature and feedback given to the employees by The Arcelik Competency Model. Results have shown that the 360-DFS has effects on organizational context (e.g., employees' perceptions regarding support and achievement culture). The results have also revealed some significant effects on the participants' perception of the communication and performance appraisal system in the organization.     

西方学者对组织伦理气氛结构的研究

组织伦理气氛(organizational ethic climate)是组织成员对于什么是符合伦理的行为,如何解决伦理困境或问题的共同体验和认知.通过文献研究,该文系统讨论和分析了组织伦理气氛的理论结构类型和实证结构研究等方面的内容,并对西方组织伦理气氛结构研究现状进行了反思,提出一些启示.     

中学组织气氛测量及其与教师心理健康的相关分析

在借鉴国外有关学校组织气氛理论研究成果和我国教育实践调查的基础上,对中学组织气氛的结构因素进行了理论构想。通过探索性因素分析和验证性因素分析,发现学校组织气氛主要由管理气氛、教学气氛、学习气氛、人际气氛四个维度共23个因子构成的。在此基础上,编制了中学组织气氛量表。经考察,该量表具有较好的信度与效度。应用该量表探讨学校组织气氛与教师心理健康的关系。结果发现：学校管理气氛与教师心理疾病中的敌意因子,学习气氛与强迫、人际敏感、焦虑和敌意因子具有显著的正相关;教师心理疾病各因子与学校组织人际气氛具有负相关,但不显著;学习气氛与敌意和焦虑、管理气氛与敌意因子回归显著。     

Employee perceptions of climate as an antecedent of time banditry in the workplace

Time banditry has recently been introduced as a distinct construct in the organizational behavior literature. An employee is engaged in time banditry when he or she pursues nontask‐related activities during work time (i.e., chatting with a co‐worker or surfing the web). This study examines the novel concept of time banditry and the impact of climate on its prevalence in the workplace. Climate is a direct reflection of how employees feel about where they work, and is postulated to have a direct effect on engagement in time banditry behaviors. Results provide evidence that employee perceptions of process, policies, and satisfaction as they relate to the job climate are positively related to engagement in time banditry. Thus, when climates promote positive feelings at the job level, employees actually engage in more time banditry behavior. However, no significant relationship was found between time banditry and climate perceptions at the team or the organizational level.     

Resource orchestration and dynamic managerial capabilities: focusing on sales managers as effective resource orchestrators

Resource-based theory (RBT) posits that firms gain competitive advantage through bundles of valuable and rare resources and sustain that advantage over time when such resources are difficult to imitate or nonsubstitutable by competitors. Recent applications of RBT emphasize the role of managers in mobilizing and leveraging organizational resources and capabilities for achieving business objectives. The purpose of this research is to advance the sales literature by applying learning from two specific perspectives based on RBT that focus explicitly on managerial actions pertaining to resources and capabilities: resource orchestration and dynamic managerial capabilities. These perspectives provide insights into the role of sales managers as orchestrators of sales and nonsales resources for achieving sales, organizational, and customer outcomes. Consistent with the stated purpose, this research provides (1) a review of research on resources and capabilities in the sales literature, (2) an overview of resource orchestration and related research, (3) an overview of dynamic managerial capabilities and related research, (4) a research agenda and propositions based on research orchestration and dynamic managerial capabilities for further investigation on the role of sales managers as effective resource orchestrators in sales organizations.     

A study of antecedents of organizational commitment

Various theories of organizational behaviors suggest that there should be significant relationships between the work-related variables and commitment to an organization. This study shows that, for a sample of 203 Japanese industrial workers, four components (attachment, internalization, normative, and continuance) of organizational commitment are predicted by organizational climate, supervisory behavior, organizational tenure, and role clarity. Implications for future research are discussed.     

Sales Force Turnover and Retention: A Research Agenda

Identifying, acquiring, and retaining top sales talent remains a priority in many sales organizations because salesperson turnover remains such an intractable management problem. This paper seeks to encourage and enrich continued research on sales turnover by introducing recent methodological and theoretical advances in psychological, economic, and organizational theory. First, we suggest an examination of sales turnover guided by social network theory. Second, we propose the simultaneous consideration of the interplay between variables within a comprehensive, integrated multilevel framework. Third, in keeping with the shift in research designs initiated in management, our model includes the concept of “shocks”—jarring events that could drive turnover decisions. Finally, we propose to examine sales turnover within an international context. The conceptual framework we present outlines how sales organizations might effectively address sales force turnover and, as a consequence, improve productivity. We conclude by suggesting some specific research questions intended to provide direction for researchers interested in identifying and investigating underresearched linkages.     

中国文化下组织政治技能的结构及问卷的编制

本文旨在探讨中国文化背景下,组织政治技能概念的内涵和结构以及编制相应测量工具。研究先对11人进行了关于组织政治技能概念内涵的半结构化访谈,然后以667人为被试,按照严格的心理测量学程序,探讨了中国文化背景下组织政治技能的结构,并编制了一套相应的组织政治技能量表。结果表明：中国文化背景下的组织政治技能为二阶因子模型,量表既包含了以往研究的成果,又体现了中国文化的独特性,具有较好的效度和信度,并具有广泛应用前景。     

Industrial Sales Force Selection: Current Knowledge and Needed Research

Abstract

Selection of sales force members is a critical function of sales management from both time and financial perspectives, yet little published research specific to this function exists in the marketing and sales management literature. Research in personnel selection has emphasized examination of the relative importance of a few variables in a single decision context. This approach does not consider the possible effects of the multi-decision process presently used in sales force selection. This article presents a conceptual framework of the selection process, reviews the marketing, sales management, and relevant personnel selection literature, and considers necessary future research directions.