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。     

积极组织学术研究--当代组织管理学中的新运动

积极组织学术研究是管理学中的一项新运动,由密歇根大学商学院倡导建立的积极组织学术研究小组发起。主张发展积极的人类优势,复苏、振兴和激发组织活力,使组织兴旺发达,使其员工迈向成功。研究者将研究重点集中于在组织环境中培养积极的要素,并在研究中构建严谨、系统的理论基础,以期实现组织、员工及研究者的共同发展。     

Community Power Structure Analysis and the Ethical Considerations of “Studying Up”

This narrative outlines our challenges in studying power and power structures within an individual‐level ethical framework. Taking a social ethics perspective, we share the story of our “sticky situation” (Campbell, 2016 ) that transpired during a multi‐year community partnership. We were asked, by our community partners, to help collect interview data without informed consent. As a team of community‐engaged university researchers, we were faced with a seemingly easy ethical situation (no consent, no research) that had unexpectedly complicated and long‐lasting consequences. This experience revealed to us how community‐engaged research and action, under a traditional ethics framework, can often work to protect those in positions of power and offer little to disrupt the status quo. Reflecting on the tension between individual and social ethics, we discuss the limitations of an individual‐level framework, including the definitions for respect for persons, justice, and beneficence, on our ability as a field to understand, critique, and contribute to the dismantling of oppressive power structures.     

Intra-individual variability and psychological flexibility: Affect and health in a National US sample

Intra-individual variability (IIV) and psychological flexibility (PF) in affect both describe affective change over time (i.e., within-person variability). However, IIV and PF might differ from each other and predict different psychological and physical health outcomes. A large sample of adults (n = 793) completed two assessments of daily stress, daily affect, and health over a 10-year interval in The National Study of Daily Experiences (an 8-day daily diary portion of the Midlife Development in the United States study). IIV and PF in affect were modestly reliable within and between assessments. IIV, operationalized as total variability, predicted worse psychological and physical health concurrently and prospectively. PF, operationalized as changes in dimensionality, predicted better psychological and physical health concurrently and prospectively. Other operationalizations of PF were not consistently related to health. Within-person variability in affect could therefore be adaptive or maladaptive depending on how it was defined.     

Examining the within-person effect of affect on daily satisfaction

Assessments of global life satisfaction capture beliefs about overall well-being; state satisfaction assessments focus on short-term or “in-the-moment” appraisals of current life circumstances. Prior research has examined how trait measures of life satisfaction and affect are related at between-person and within-person levels of analysis. At the state level, however, a lack of clarity exists about the nature and magnitude of the association between satisfaction and affect. In a diary study involving assessments of both affect and satisfaction at the daily level (N = 350 with 6024 assessments), we found a consequential effect of affect on state satisfaction due to greater within-person variance over time.     

Connect within to connect outside: effect of salespeople's political skill on relationship performance

Scholars have recently explored the effects of salespeople's intraorganizational relationships on salespeople's job-related outcomes. Grounded in social influence theory, we explore the effects of salespeople's intraorganizational skills on salesperson relationship performance. We empirically tested the proposed relationships using the data from a non-Western sales force working with an organization in an emerging economy. The results indicate that salespeople's political skill positively contributes to salespeople's identification with the organization and to creative performance, while strikingly, we also find that salesperson task adaptivity weakens these effects. Moreover, salespeople's identification and creative performance are positively related to customer satisfaction. These findings demonstrate that salespeople's intraorganizational relationships play a key role in enhancing customer satisfaction. In light of these results, we explore implications for marketers and academics and conclude by suggesting directions for further research.     

Youth sports and physical activity: The relationship between perceptions of childhood sport experience and adult exercise behavior

ObjectiveParticipation in organized youth sports has been shown to positively correlate with increased levels of exercise in adulthood. However, there is limited research to suggest why youth sports participation is related to increased physical activity as an adult. One possible explanation is that positive youth sport experiences lead youth to be more positively inclined to engage in physical activity as adults. Research into the positive youth development aspect of organized sports provides the framework for the current investigation.MethodsAdult participants (N = 234, M_age = 35.35) were asked to retrospectively assess their youth sports experiences using the “Four C's” (i.e., competence, confidence, connectedness, character) framework of positive youth development in sport. These assessments were then compared to current physical activity levels and related variables found in the Health Action Process Approach model (HAPA; Schwarzer, 2008).ResultsBivariate correlations revealed statistically significant and moderate correlations among competence, confidence, and connectedness and all of the HAPA variables including physical activity levels. Further, a MANCOVA analysis revealed that when participants were sub-divided into “non-intenders,” “intenders,” and “actors” using a validated staging algorithm, a general linear trend emerged for competence, confidence, and connectedness such that “non-intenders” rated these constructs the lowest and “actors” rated them the highest.ConclusionThese findings provide preliminary evidence that the relationship between participation in organized youth sports and adulthood levels of exercise could be contingent on how positively that experience is perceived.     

A categorical recall strategy does not explain animacy effects in episodic memory

Animate stimuli are better remembered than matched inanimate stimuli in free recall. Three experiments tested the hypothesis that animacy advantages are due to a more efficient use of a categorical retrieval cue. Experiment 1 developed an “embedded list” procedure that was designed to disrupt participants’ ability to perceive category structure at encoding; a strong animacy effect remained. Experiments 2 and 3 employed animate and inanimate word lists consisting of tightly constrained categories (four-footed animals and furniture). Experiment 2 failed to find an animacy advantage when the categorical structure was readily apparent, but the advantage returned in Experiment 3 when the embedded list procedure was employed using the same target words. These results provide strong evidence against an organizational account of the animacy effect, indicating that the animacy effect in episodic memory is probably due to item-specific factors related to animacy.     

组织创新文化、组织文化强度与员工创新行为：多层线性模型的分析

本研究通过对某大型电网公司156家供电局的10856名员工的问卷调查,检验了组织创新文化、组织文化强度（即员工价值观一致性）与员工创新行为的关系。多层线性分析（HLM）结果表明：（1）组织创新文化与员工创新行为有正向关联;（2）组织文化强度与员工创新行为有负向关联;但是（3）组织文化强度却可以增强创新文化与员工创新行为的正向关系。研究提出,引入组织文化的内容属性和强度属性的交互作用,可以更精确地理解组织文化与个体创新行为的关系。     

通过法则关系区分员工对组织的认同与反认同

员工对组织的认同与反认同有相关的心理机制(如员工对自尊的追求)与社会基础(如组织身分的多样性), 但它们是相互独立的两个构念。在个人建立自己的社会身分时, 认同体现了“求同”、而反认同则体现“存异”。基于理论分析所构建的法则关系中, 二者具有不同的前因变量和结果变量。对5家企业250名员工的问卷研究发现, 对组织认同的员工会更倾向于主动维护组织利益, 而对组织反认同的员工在工作中敷衍了事。嵌套的系列结构方程结果表明二者分离的模型对数据的拟合, 好于将二者合并的模型, 验证了这两个构念不同的基本论点。