Diagnosing Organizational Innovation: Measuring the Capacity for Innovation

Organizational innovation involves reconciling many contradictions or paradoxes. Dividing the process of innovation into phases ranging from Activation to Validation and examining each phase in terms of the six Ps of creativity offers a framework for making sense of these contradictions. The Innovation Phase Assessment Instrument (IPAI) was designed to assess organizations according to such an approach. The scale was administered to 454 student volunteers and an analysis of their responses indicated that the IPAI is highly reliable and has substantial construct validity. At a practical level, it can be used for assessing the strengths/weaknesses of organizations in a differentiated way and for making recommendations for improving their capacity for innovation. It is also a source of research questions for examining creativity and innovation in an organizational context.     

Organizational Justice Dimensions: Validation of an Arabic Measure

There is a continued debate regarding the dimensions of organizational justice. The present project investigated the dimensionality of organizational justice and the validity of an Arabic measure of organizational justice for a Kuwaiti samples. The first study sample consisted of 1,184 Kuwaitis (619 males and 565 females) from two groups: 728 employees and 456 teachers working in the public sector. The second study sample consisted of 373 participants (190 employees and 183 teachers). The instrument items were based on a careful review of the organizational justice literature to ensure relevance to the sample culture. Confirmatory factor analyses (CFA) using WLSMV estimator is used. WLSMV method is more appropriate for our data because variables are measured on an ordinal scale. WLSMV is considered a less bias estimator compared with the standard maximum likelihood in case of ordinal data. CFA analyses identified the four distinctive factors of distributive, procedural, interpersonal, and informational organizational justice. The four‐factor model fit the data significantly better than one‐, two‐ or three‐factor models. Moreover, the study revealed that these four dimensions of organizational justice were significantly correlated with the four relevant outcomes of instrumentality, organizational commitment, organizational citizenship behavior, and collective esteem. Using the Arabic version of Colquitt's ( 2001 ) instrument (Fischer et al., 2011 ), the second study presented an evidence of concurrent validity of the new Arabic scale. The present study confirmed the four‐factor dimensionality of organizational justice. Results of the current study may raise the issue of development of scales versus translation of well‐ developed ones. Theoretical and practical implications of the results are discussed.     

Dimensions of Political Reality

Bales (1981) tied his new method of group observation (SYMLOG) io several well-established theories and methods in the social sciences. Among these was Eysenck's Social Attitude space. With two reservations, Bales' initial assumptions concerning the isomorphism of the image or value level of SYMLOG and the Eysenck space were confirmed. First, conservatism was more strongly linked to self-interest and concern for material success and power than to conventionality. Second, the two dimensions of the Eysenck space were correlated in our sample. It is suggested that, while the structure of attitudes and values may remain constant, the correlations between dimensions can be used as an indication of primary and secondary polarizations in attitudes and values and that these polarizations may well reflect the political structure of the specific context. Implications of this observation for the analysis of issue polarization and policy formation are discussed, as are several points of comparison between the two systems.     

The Cognitive Failures Questionnaire Revisited: Dimensions and Correlates

The authors reexamined the factor structure of the Cognitive Failures Questionnaire (D. E. Broadbent, P. F. Cooper, P. Fitzgerald, & K. R. Parkes, 1982) and its correlates. The Cognitive Failures Questionnaire was designed to assess a person's likelihood of committing an error in the completion of an everyday task. A principal components factor analysis with varimax rotation yielded 4 internally consistent, interpretable factors. These factors were labeled Memory, Distractibility, Blunders, and (memory for) Names. This study lends partial support for the factor analytic solution proposed by L. K. Pollina, A. L. Greene, R. H. Tunick, and J. M. Puckett (1992). In addition, it extends previous findings by providing initial evidence for the construct validity of the factors established by correlating factor scores with measures of other related constructs (i.e., boredom proneness, attention deficit/hyperactivity disorder. Type A behavior pattern).     

决策信心的认知机制与神经基础

决策信心是指在进行判断或决策时, 个体对其决策最优性或正确性的信心程度。决策信心的单过程理论认为决策与信心评估是并行的同一加工过程; 而决策后理论认为决策和信心评估是串行的两个加工过程。决策信心存在两种典型的偏差效应：过分自信和信心不足。决策信心的神经机制研究指出, 信心评估可能是决策过程中最基本并且普遍存在的一个成分; 对决策信心评估敏感的脑区包括扣带回、背外侧前额叶和顶上小叶等。未来研究应该在决策信心产生的机制、信心与决策如何交互的心理及神经机制等领域展开大量研究。     

Organizational Politics and Deviance: Exploring the Role of Political Skill

Building on social exchange theory, this study examines the relationship between perceptions of organizational politics and employee performance and interpersonal skills. We hypothesized that perceptions of organizational politics create an imbalance in the exchange relationship between employee and organization, which leads to organizational deviance. We also hypothesized that supervisors may attempt to rebalance the exchange relationship by providing lower performance and interpersonal skills ratings. Finally, we suggest that politically skilled employees avoid an increase in negative ratings. The present study demonstrates that perceptions of organizational politics may lead to negative employee behaviors and reduced supervisors’ ratings in an effort to rebalance the exchange relationship. In addition, politically skilled employees may avoid increased negative ratings when politics perceptions are high.     

模糊决策的认知神经机制

模糊决策是特殊、复杂的风险决策, 还是一种独立的决策类型, 是当前认知神经科学争论的热点问题。一系列的fMRI研究分别得出了不同结论, 但大多数证据支持模糊决策和风险决策之间存在分离, 模糊决策有其独特的决策机制; 模糊决策的认知神经机制也是一个亟待解决的问题。因此本研究拟应用事件相关电位技术、生物反馈技术和基因技术, 采用IGT和GDT任务范式, 通过网络成瘾人群和正常人群的对比研究, 去探索模糊决策和风险决策之间的分离; 应用事件相关电位技术和磁共振技术, 采用IGT范式和选瓶任务范式, 研究模糊决策的认知神经机制; 并从临床角度进一步验证上述结果。该项目的开展, 有助于拓广模糊决策的研究领域和视野, 对理解人类在模糊情境下的决策机制以及模糊决策和风险决策之间的关系, 具有重要的理论意义; 对临床上成瘾人群、脑损伤患者的认知诊断和治疗以及现实中企业和个人的决策, 具有重要的参考价值。     

The Dimensions and Consequences of Organizational Politics Perceptions: A Confirmatory Analysis1

The present study, using confirmatory factor analysis, investigated the factorial structure of organizational politics perceptions. A second-order factor model was supported for both supervisor and subordinate samples. In addition, the hypothesis that different dimensions of perceived organizational politics lead to different satisfaction outcomes was also supported. Furthermore, it was demonstrated that subordinates reacted more negatively than did supervisors to politics perceptions. The results of the present study are discussed in light of directions for future research.     

Organizational Creativity and Innovation in Relation to Psychological Well-Being and Organizational Factors

The two objectives of the research reported in this article were to investigate the relationship between organizational creativity and innovation and psychological well-being of employees, as well as the relationship between organizational factors and organizational creativity and innovation. Ninety-five employees working in a high-tech field of industry participated in the study. The relationships were tested in a LISREL model and the result showed a significant relationship between perceived organizational creativity and innovation and individual psychological well-being. Of the organizational factors included in the model, organizational climate and work resources were found to be significantly related to perceived creativity and innovation in the organization. Taken together, the results suggest that enhancing the conditions for creativity and innovation is beneficial for the individual in terms of better psychological well-being.     

Validity of the Sluggish Cognitive Tempo Symptom Dimension in Children: Sluggish Cognitive Tempo and ADHD-Inattention as Distinct Symptom Dimensions

This study examined the validity of the sluggish cognitive tempo (SCT) symptom dimension in children. Ten symptom domains were used to define SCT (i.e., (1) daydreams; (2) attention fluctuates; (3) absent-minded; (4) loses train of thought; (5) easily confused; (6) seems drowsy; (7) thinking is slow; (8) slow-moving; (9) low initiative; and (10) easily bored, needs stimulation). Teacher ratings of 366 children (ages 5 to 13 with 56 % girls) along with parent ratings of 703 children (ages 5 to 13 with 55 % girls) indicated that SCT symptom domains one to eight showed convergent validity (i.e., substantial loadings on the SCT factor) and discriminant validity with the ADHD-IN dimension (i.e., higher loadings on the SCT factor than the ADHD-IN factor). Higher scores on this eight-symptom measure of SCT predicted lower levels of academic and social competence even after controlling for ADHD-IN and ADHD-HI. In addition, higher SCT scores still predicted higher anxiety/depression scores after controlling for ADHD-IN and ADHD-HI. Higher SCT scores also predicted lower ADHD-HI scores after controlling for ADHD-IN and anxiety/depression while higher ADHD-IN and anxiety/depression scores predicted higher ADHD-HI scores after controlling for SCT and anxiety/depression or ADHD-IN. SCT also showed a unique negative relationship with ODD while ADHD-IN and anxiety/depression showed unique positive relationships with ODD. This new measure of the SCT dimension was meaningfully independent from the ADHD-IN and anxiety/depression dimensions and suggests that such an SCT dimension may signify a distinct presentation of ADHD or a different (if highly comorbid) disorder altogether.     

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.     

中国组织情境下企业管理者责任领导力维度结构

企业管理者责任领导力,作为一个刚刚兴起的研究话题,在西方已经引起广泛关注。本研究首次着眼于中国组织情境,对企业管理者责任领导力的维度结构进行了实证研究。通过两次问卷调查分别获得166个、233个有效样本,进行探索性因素与验证性因素分析,构建了包括诚信道德、社会责任意识、战略思维、沟通开放性、人性化关怀和卓越导向等六个维度的责任领导力六维结构模型,并验证了该结构模型的合理性与优越性。本研究进一步探究了企业管理者责任领导力的深刻内涵,继承与发展了中国传统领导理论,为我国责任领导力的研究开创了一个良好的开端。     

Dimensions of Distributed Leadership and the Impact on Teachers' Organizational Commitment: A Study in Secondary Education

In this study, we first operationalized distributed leadership. Multilevel confirmatory factor analyses showed that distributed leadership can be defined from different dimensions: quality and distribution of support and supervision performed by the leadership team; cooperation within this team; and participative decision making. Second, the relation between dimensions of distributed leadership and teachers' organizational commitment was investigated. Multilevel analyses on data from 1,522 teachers in 46 secondary schools indicated that 9% of the variance in teachers' organizational commitment was attributable to differences between schools. Further, the analyses revealed that it is not the distribution of leadership functions among formal leaders that plays a key role in teachers' organizational commitment. The perceived cooperation within the leadership team and the quality of their support are crucial.     

政治伦理及其两个基本向度

自上世纪 70年代始 ,政治哲学和政治伦理便逐渐凸显并最终主导了西方哲学论坛。然而在我国 ,这一哲学和伦理学的理论转向似乎刚刚发生 ,学界对此一理论转向的学术意识也才刚刚显露 ,可我们面对的是 ,大量的理论问题和实践问题不断涌现 ,异常复杂 ,难以把握。在此情形下 ,采取学术群体性的民主商谈方式来探究这一理论转向所产生的基础性课题 ,恐怕比学术个体的专题研究更为慎重 ,也更为急迫。2 0 0 4年夏 ,教育部高校哲学教学指导委员会在海南召开年会。期间与《伦理学研究》杂志主编、著名伦理学家唐凯麟先生重逢 ,承蒙先生厚爱如昨 ,托我组织一期学术专栏 ,命之为“政治伦理笔谈”。盛情之下 ,却之不恭。于是诚恳邀请到怀宏、剑涛、建华三位学兄襄助 ,切磋数月 ,始成如下四篇。现惶然贡献于学界 ,祈求抛顽石以引玉璞 ,或求其友声 ,或聆听批评 ,以此促进我国政治伦理的前沿研究。如此或可既不负凯麟先生雅扶后学之美意 ,又可尽我等伦理学者之天职。是以记之 !(万俊人 )     

生物医学技术创新与产业化浅议——中南大学生殖与干细胞工程研究所技术创新实践的思考

回顾辅助生殖技术到干细胞工程的发展历程,探讨生物医学技术产业化过程中存在的问题及生物医学技术创新对学科建设和发展的影响。结论是生物医学科学创新原理必须转化为技术创新原理才能进而转化为生产力。而生物医学技术的不断创新要通过产业化来实现,产业化促进了学科发展规模和科学研究的持续深入。     

爱荷华博弈任务(IGT)与决策的认知神经机制

爱荷华博弈任务(IGT)是一项检查情感性决策机制的常用实验范式。据此, Damasio等人提出了躯体标记假设(SMH)解释情绪影响决策的神经生理机制。近期, 大量研究在IGT究竟是模糊决策还是风险决策、与情绪和认知的关系、与工作记忆和陈述性记忆的关系以及IGT的神经网络与分子遗传机制等方面积累了丰富资料。结果显示, IGT加工的早期由模糊决策主导, 情绪性躯体信号对引导决策选项的偏好可能起关键作用, 后期则倾向是一种风险决策, 认知评价和预期对选项偏向逐渐占优势; IGT与工作记忆的加工成分有相互重叠, 也需陈述性记忆的参与; IGT的加工不仅依赖于杏仁核、腹内侧前额皮层、眶额皮层等组成的情绪脑网络的活动, 还与背外侧前额皮层、海马、腹侧纹状体、岛叶皮层、辅助运动前区、扣带回皮层等许多脑区的活动有关; COMT和5-HTT的基因多态性会调节IGT相关的决策加工。总之, IGT是一项需要多重神经系统协同活动的决策加工任务, 且模糊与风险决策可能具有不同的遗传基础。     

Neglected Burnout Dimensions: Effect of Depersonalization and Personal Nonaccomplishment on Organizational Commitment of Salespeople

As boundary spanners, salespeople experience stressful situations on a regular basis. Prolonged exposure to stress is known to lead to burnout. This research focuses on two neglected dimensions of burnout, namely, depersonalization and personal nonaccomplishment, specifically as they relate to salespeople. A sample of 221 French salespeople is used to explore the link between depersonalization and personal nonaccomplishment on a salesperson’s organizational commitment after controlling for emotional exhaustion, role conflict, and role ambiguity. Results from structural equation modeling indicate that role conflict positively influences depersonalization, whereas decision latitude has a negative influence. Decision latitude also negatively influences personal nonaccomplishment and role conflict moderates this relationship. Both depersonalization and personal nonaccomplishment negatively influence organizational commitment. Managerial implications are provided.     

The Dimensions of Politics Perceptions and Their Organizational and Individual Predictors1

This study addresses limitations of prior research on politics by first addressing the multidimensionality of politics perceptions through assessing the confirmatory fit of 1-, 3-, and 5-factor models. Secondly, the study examines the relative effects of organizational and personal characteristics on politics perceptions, as well as their interactions. Results indicate that 5 underlying dimensions of polities perceptions demonstrate the best fit to the data, and that these dimensions are differentially influenced by organizational and individual-level factors and their interactions. Implications of the results are discussed.