民营企业家的创业心理研究

在当前全民创业、全面创新的时代背景下,许多研究者探讨了民营企业家的创业心理和创业历程,该文在参阅国内外企业家创业研究相关文献的基础上,根据当前创业心理研究的重点,着重阐述了民营企业家创业的心理动因与环境影响、创业的心理历程与企业发展、创业企业家的心理素质与胜任特征、创业的心理误区与决策失误、以及创业企业家的社会责任与利他行为等.     

组织文化的纬度对家族企业企业家精神的影响

组织文化是一项重要的资源,家族企业利用这个资源增加竞争优势。组织文化的四个纬度：个人与团队文化导向;内部和外部文化导向;管理的集中化和分散化程度;短期和长期导向,对家族企业的企业家有着重要的影响。组织文化的四个纬度与家族企业的企业家之间的关系研究,填补了组织文化研究的空白。     

尽责性与创业绩效的关系:创业导向的中介作用

基于企业战略导向视角,本研究主要围绕尽责性、创业导向与创业绩效之间的关系进行研究,采用国内外学者已经广泛使用的成熟量表对350名创业者展开问卷调查。结果显示:(1)尽责性对创业绩效有正向影响;(2)创业导向部分中介尽责性与创业绩效之间的关系。     

基于顾客价值的可持续竞争优势的获取

资源基础理论基于企业异质性假设,对可持续竞争优势的分析超越了产业结构理论,突破了企业黑箱,从而实现了可持续竞争优势研究范式的转变。但资源基础理论局限于静态和均衡视角,忽视了资源通过管理导向转变为对顾客有价值的产品或服务。本文从资源特性出发,以顾客价值考察了竞争优势的持续性,提出可持续竞争优势维持途径,并进一步揭示可持续竞争优势的机理和过程。     

基于胜任特征模型的人才招聘与选拔

胜任特征模型理论在企业人力资源管理过程中应用越来越广泛。尤其是在人才招聘与选拔过程中的作用更为重要。本文以胜任特征模型为切入点,分析该模型的基本理论和特点、模型的构建过程以及在实际人才聘任与选拔过程中的应用,为企业人力资源管理者更好地实现人职匹配提供方法和依据,有助于企业人力资源得到合理配置,提高组织绩效,赢得竞争优势。     

企业家目标承诺对创新性绩效的影响机制研究

基于目标设置理论,本研究探索了目标承诺、个人主动性与创新性绩效的关系研究,通过对253位企业家和高层管理者的数据分析,研究发现目标承诺与创新性绩效呈正相关关系;任务导向型个人主动性、关系导向型个人主动性在目标承诺对创新性绩效的影响中均起中介作用;同时,绩效导向文化在关系导向型个人主动性对创新性绩效关系中起调节作用。研究丰富了创新绩效的研究领域,为企业家提供了提高企业创新绩效的实践指导。     

高级营销经理胜任特征的实证研究

该研究采用胜任特征研究技术,对国内12个行业、20家企业的136名高级营销经理进行了研究,结果表明：1）我国高级营销经理胜任特征模型由成就导向、主动性、顾客服务导向、影响力、团队合作、团队领导、分析式思考、自信心、灵活性、组织承诺、关系建立等11项胜任特征组成。2）所建构的胜任特征模型对于我国的高级营销经理具有较好的通用性。3）《高级营销经理胜任特征调查问卷》与被试的工作业绩具有高相关,可预测其工作绩效,且具有较好的信度和效度。     

家族企业高层管理者胜任特征模型

通过对18名家族企业高层管理者的关键行为事件访谈,建立了家族企业高层管理者胜任特征模型,初步结论是：（1）采用BEI关键事件访谈方法揭示高层管理者胜任特征模型,胜任特征的出现频次和平均等级是较为稳定的指标,最高等级分数受到了访谈长度的影响。研究还发现,胜任特征的平均等级、最高等级都能区分绩效优异和绩效一般的家族企业高层管理者。（2）我国家族企业高层管理者的胜任特征模型包括: 威权导向、主动性、捕捉机遇、信息寻求、组织意识、指挥、仁慈关怀、自我控制、自信、自主学习、影响他人等11项胜任特征。其中,与国外企业高层管理者通用胜任特征模型的9项相一致,与国有企业高层管理者的通用胜任特征模型的5项相一致。而威权导向、仁慈关怀是我国家族企业高层管理者独有的胜任特征。     

关于胜任力的研究

通过对国内外学者关于胜任力研究的扫描,发现胜任力研究的重点在于对管理者胜任力的探讨。胜任力是有针对性的、动态的能力新概念,它有着非常强的岗位、职业特征。     

企业动态能力对企业创业绩效作用的实证研究

研究采用同卷调研方法,对企业的动态能力对创业绩效功进行了实证研究.研究对企业动态能力和企业创业绩效(主要是财务绩效、成长绩效和创新绩效)的影响作用进行了分析,研究发现,企业的动态能力对企业创业绩效能产生积极作用.     

Schizotypal and dependent personality characteristics and managerial performance

The study of negatively connotated personality characteristics as predictors of work‐related performance is gaining momentum. While findings have generally suggested such characteristics to be negatively or curvilinearly related to performance, the current study was concerned with investigating any positive relationships that may exist between negatively connotated personality characteristics (as measured by the Hogan Development Survey) and work‐related performance in a sample of 103 Australasian financial services managers. The most notable findings from the study were that: (a) schizotypal personality characteristics positively predicted performance on a creativity competency; and (b) dependent personality characteristics positively predicted performance on a customer focus competency. Findings and limitations are discussed.     

Entrepreneurial orientation: A psychological model of success among southern African small business owners

This study examines the relationship of the psychological construct Entrepreneurial Orientation (EO) with business success in a sample of N?=?248 southern African business owners. We reintroduce the individual in EO research and show the importance of the person of the entrepreneur for business performance: Hierarchical regression analyses revealed significant relationships between EO components (personal initiative, achievement-, and risk-taking orientation) as well as overall EO and business performance. In addition, confirmatory factor analysis supported a single factor construct of EO that consists of learning, achievement, and autonomy orientation, competitive aggressiveness, innovative and risk-taking orientation, and of personal initiative.

In this study, we develop an individual-based psychological concept of Entrepreneurial Orientation (EO) and investigate the relationship between business owners' EO and business performance in southern Africa. EO has primarily been discussed from a firm-level perspective (e.g., ; ). It characterized businesses in their early years and was found to be important for firm success. In contrast, we apply a psychological approach with EO as an interindividual difference variable. Thus, our focus is the business owner and the general relationship between individual EO and performance of southern African small business owners.     

Competency development and career success: The mediating role of employability

The present study aims to unravel the relationship between competency development, employability and career success. To do so, we tested a model wherein associations between employee participation in competency development initiatives, perceived support for competency development, self-perceived employability, and two indicators of subjective career success (i.e. career satisfaction and perceived marketability) have been specified. A survey was conducted among a sample of 561 employees of a large financial services organization. The results support the idea that employee participation in competency development initiatives as well as perceived support for competency development is positively associated with workers' perceptions of employability. Moreover, self-perceived employability appeared to be positively related with career satisfaction and perceived marketability. A full mediation effect was found for the relationship between participation in competency development initiatives and both career satisfaction and perceived marketability, while a partial mediation effect was found in case perceived support for competency development was the predictor variable. The implications of our findings for understanding the process through which individuals and organizations can affect subjective career success are discussed.     

管理胜任特征与工作绩效关系研究

本研究以情景评价为基础,对管理胜任特征与工作绩效间的关系进行了探讨。结果表明：管理胜任特征在职位层次和性别上存在显著差异;管理胜任特征指标对工作绩效维度的预测效应不同,关系胜任特征是人际促进和工作奉献的有效预测指标,问题解决特征主要对任务绩效和人际促进有预测力．而诚信责任特征则更多的影响管理者的工作奉献。研究为理解管理胜任特征与绩效间的关系提供了实证支持。     

Competent and incompetent criminal defendants: a quantitative review of comparative research

Thirty studies comparing competent and incompetent criminal defendants (N = 8,170) were quantitatively reviewed to identify variables associated with judgments about defendants' competency to stand trial. Effect sizes reflecting the magnitude of the relationship between competency status and defendant characteristics were derived and averaged across studies. The characteristics most strongly related to incompetency were (a) poor performance on psychological tests or interviews specifically designed to assess defendants' legally relevant functional abilities, (b) a psychotic diagnosis, and (c) psychiatric symptoms reflective of severe psychopathology. To a lesser degree, traditional psychological tests, previous psychiatric hospitalization, previous legal involvement, marital resources, and demographic characteristics were also related to competency status. Although these results are generally consistent with the legal standard for competency to stand trial, some of the correlates of competency may reflect potential biases in the decision-making process. Limitations of existing research and directions for future inquiry are discussed.     

心理健康服务人员胜任特征与服务满意度的关系*

为考察心理健康服务人员胜任特征与服务双方满意度的关系,对分布于不同机构的心理健康服务人员及其来访者进行问卷调查。结果表明:心理健康服务人员胜任特征总分与自身服务满意度、来访者满意度均呈正相关,与自身服务满意度相关达到显著水平。胜任特征高分组心理健康服务人员自身服务满意度显著高于低分组自身服务满意度。与心理健康服务人员自身服务满意度显著相关的胜任特征条目,多数与知识、技能有关;与来访者满意度显著相关的胜任特征条目,均为来访者能感受到的与咨询关系建立有关的条目。     

Achievement Goal Impacts Students' Preferences for “Personalized Problems” in Computer-Adaptive Tests1

The contemporary development of psychometric theories and information technologies enables students to work on algorithm-based personalized tests in classroom settings. This study aims to investigate the relationship between students' achievement goals and what they prefer as “personalized problems” in computer-adaptive tests. We theoretically contrast achievement goals with developing competency through mastery and demonstrating competency through performance goals. We asked elementary and secondary school students to work on a computer-adaptive test and to complete questionnaires about what they prefer as “personalized problems” in computer-adaptive tests. The results revealed that while mastery goals positively predicted preference for challenging problems, performance goals positively predicted preference for problems that guaranteed students’ success. Moreover, only the preference for challenging problems positively predicted the intention to take computer-adaptive tests in the future. These results suggest that simply introducing a computer-adaptive test into the classroom may not be effective. We discuss how educational technologies should be integrated into human teaching activities.     

Transformational and transactional leaderships,empowerment climate,and innovation performance: A multilevel analysis in the Chinese context

Innovation through creativity is an important factor in the success and competitive advantage of organizations. Theory and research suggest that both leadership and organizational climate have important consequences for individual creativity. However, researchers have rarely considered the interactive effects of leadership and organizational climate. This study taking a “Substitute for Leadership” perspective, develops and tests the idea that empowerment climate affect the relationship between leadership and followers' creative performance. Data were collected from 93 teams, including 465 team members and 93 team supervisors, in a large multinational company based in China. Hierarchical linear modelling was used to examine the hypothesized cross-level model. As expected, transformational leadership and team empowerment climate were positively related to subordinates' creative performance and transactional leadership was negatively related to subordinates' creative performance. In addition, the relationship between leadership and subordinates' creative performance was moderated by team empowerment climate. The study resulted in the implication of several major variables for explaining individual creativity in the Chinese context.     

The effects of variability and expectations on utilization of member expertise and group performance

One of the most important resources a group has is the expertise of its members (Hackman & Morris, 1975; McGrath, 1984). Further, research suggests that recognition of expertise plays an important role in group performance (e.g., Libby, Trotman, & Zimmer, 1987). The current study experimentally manipulated member expectations and within-group variability and examined their relationships to recognition of expertise, utilization of expertise, and performance on a complex group decision-making task. Results indicate that variability and expectations affect utilization of expertise primarily through their effects on recognition of expertise. Recognition of expertise is positively associated with how often groups defer to their best member, but even when all members recognize the best member groups defer to that member only 62% of the time. Although reliance on the best member is positively related to group performance, the authors postulate that the relationship may be more complex than is commonly assumed.     

Attention-Deficit Hyperactivity Disorder Symptoms and Entrepreneurial Orientation: A Replication Note

There is a small body of literature linking attention-deficit hyperactivity disorder (ADHD) and its symptoms to entrepreneurial manifestations. Some studies take a subclinical perspective by studying the presence of symptoms, while other studies take a clinical perspective by studying the formal diagnosis of ADHD. The entrepreneurial manifestations examined range from entrepreneurial intention to the choice to become self-employed and from entrepreneurial orientation (EO) to entrepreneurial success. Despite its prominence in the entrepreneurship literature, to date only one study tested for a link with EO. The present study aims to replicate the relationship between ADHD symptoms and EO using a large data set of French small business owners. We do so by discriminating between the two dimensions of ADHD, namely attention-deficit and hyperactivity, as well as the three dimensions of EO, namely innovativeness, proactiveness, and risk-taking. We do not find a link between ADHD and EO, although we do find a positive link between ADHD and the risk-taking subdimension of EO. Hyperactivity symptoms are positively related to EO, which is mainly driven by the subdimensions proactiveness and risk-taking. We do not find a link between attention-deficit symptoms and EO, though there is a negative link between attention-deficit and proactiveness.