CHURCH UNDER LEVIATHAN

Political philosophers have long disagreed on the issue of whether churches should exercise restraint in the appeal to religious reasons in public discussion and political mobilization. Exclusivists defend the restraint, whereas inclusivists reject it. Both sides, however, assume the existence of a democratic government. In this essay, I discuss whether churches should exercise restraint in a non‐democratic, authoritarian society. I defend inclusivism and believe that churches should not restrain themselves, especially when doing so can promote democracy and prevent severe injustices. First, I argue that two exclusivist arguments which justify the restraint cannot be applied in an authoritarian society. Second, I defend inclusivism because religious reasons are effective in cultivating active citizens that strengthen the democratic movement. Finally, I use the Umbrella Movement in Hong Kong as an example to show how inclusivism can enhance democratic movements under authoritarianism.     

Democratic School Climate and Sense of Community in School: A Multilevel Analysis

This study examines individual- and school-level predictors of sense of community in school among adolescents. Hierarchical linear modeling was used to examine the relationships between individual (demographics, control and monitoring by parents, and perception of democratic school climate), class, and school characteristics (mean democratic school climate, demographics, activities, school size, public/private governance of the school, and facilities) and students' sense of community in the school. Data were analyzed using a three-level model based on 4,092 10- to 18-year-old students nested within 248 classes (across three grade levels: 6th, 8th, and 10th grade level, where the median age was 11, 13, and 15, respectively) in 134 schools in the Veneto region of northeast Italy. Individual and contextual measures of the perception of a democratic school climate, modeled at the individual, class, and school levels simultaneously, were each significant predictor of school sense of community. More parental monitoring and less parental control were also predictive at the individual level. School-level SES predicted between school variation in sense of community, controlling for individual student SES and other student and school-level predictors. School size, facilities (physical spaces resources), level of interaction of the school with the community, public, or private governance, and number of extracurricular activities offered were all nonsignificant. The study demonstrates significant variation in school sense of community at the student, class, and school levels and the important role played by democratic school practices, such as student participation in making rules and organizing events, freedom of expression, and the perceived fairness of rules and teachers, in determining this variable.     

心理契约对组织公民行为的影响

该文从组织公民行为的界定基础、产生背景和行为动机三个方面剖析了心理契约与组织公民行为的内在联系,从逻辑上支持了两者的因果关系。在此基础上文章分直接、间接影响两部分回顾了国内外关于心理契约影响组织公民行为的实证研究,并从总体研究状况、理论视角、实证方法三个方面对研究中存在的问题进行评述,以及提出未来研究方向     

工作团队领导心理资本对成员组织公民行为的影响机制：多层次模型

本研究采用问卷调查法, 以某国有企业在10个地市的66个工作团队369名企业员工为调查对象, 在控制被试的教育程度、工作经验及人口统计学变量之后, 运用多层线性模型技术分析团队领导心理资本与团队成员心理资本及其组织公民行为的关系。结果发现：(1)工作团队领导心理资本对团队成员组织公民行为存在积极影响, 团队成员心理资本是领导心理资本与团队成员组织公民行为之间跨层次的中介变量; (2)工作团队领导心理资本对团队成员心理资本与组织公民行为关系的调节效应不显著。     

员工强制性组织公民行为的多层次形成机制

组织公民行为一直被视为员工“心甘情愿”而为之, 然而随着被加班、被捐款等“被”现象的不断出现, 越来越多的研究证实强制性组织公民行为(即被迫无奈的组织公民行为)在组织中同样普遍存在, 而且会导致劳资关系紧张, 威胁企业内部和谐等, 但相关研究较为匮乏。本研究以员工的强制性组织公民行为为研究对象, 聚焦于对其形成机制的研究。具体地, 使用特质激活、强制说服和自我决定等理论, 分别从指向员工个体、领导和组织三个层次的影响因素揭示员工强制性组织公民行为的形成机制, 建立员工强制性组织公民行为多层次形成机制的概念模型。研究结果实践上有利于本土企业构建和谐的劳资关系并实施更加人性化的管理, 理论上有望为组织公民行为领域贡献新的知识, 在一定程度上推动组织公民行为理论在中国的研究与应用。     

中国情境下家长式领导与员工绩效关系的元分析

本研究采用元分析技术和效标剖面元分析技术探讨中国情境下家长式领导与员工绩效之间的关系。通过文献收集与筛选, 共纳入139项研究400个效应值(N = 44605)。元分析结果发现：(1)仁慈领导、德行领导与任务绩效和组织公民绩效有较强的正相关关系, 与反生产绩效有较强的负相关关系。与之相反, 威权领导与任务绩效和组织公民绩效之间有显著的负相关关系, 与反生产绩效显著正相关。(2)低威权领导剖面(仁慈领导和德行领导水平高)对任务绩效和组织公民绩效的预测力最强, 高威权领导剖面(仁慈领导和德行领导水平低)对反生产绩效的预测力最强。(3)年龄能够调节家长式领导部分维度和绩效之间的关系强度, 性别对家长式领导分维度和绩效关系的调节效应不显著。研究结果进一步揭示了中国情境下家长式领导与个体绩效之间关系的“真相”。     

Citizenship and Withdrawal in the Workplace: Relationship Between Organizational Citizenship Behavior,Intention to Leave Current Job and Intention to Leave the Organization

ABSTRACT

This study investigates the relationship between organizational citizenship behavior (OCB) and employee intention to leave the organization and current job using a sample of French employees. A survey was sent to 1,200 alumni of a business school in France. Participation in the study was voluntary. The participants were 355 working adults with French citizenship. This paper provides several interesting findings. While no relationship was found between altruism and intention to leave both the organization and the current job, sportsmanship, civic virtue and helping others emerged as the strongest predictors of intention to leave the organization and intention to leave the current job. Results are discussed.     

When does procedural fairness promote organizational citizenship behavior? Integrating empowering leadership types in relational justice models

We examined how procedural fairness interacts with empowering leadership to promote employee OCB. We focused on two core empowering leadership types—encouraging self-development and encouraging independent action. An experiment revealed that leaders encouraging self-development made employees desire status information more (i.e., information regarding one’s value to the organization). Conversely, leaders encouraging independent action decreased employees’ desire for this type of information. Subsequently, a multisource field study (with a US and German sample) showed that encouraging self-development strengthened the relationship between procedural fairness and employee OCB, and this relationship was mediated by employees’ self-perceived status. Conversely, encouraging independent action weakened the procedural fairness-OCB relationship, as mediated by self-perceived status. This research integrates empowering leadership styles into relational fairness theories, highlighting that multiple leader behaviors should be examined in concert and that empowering leadership can have unintended consequences.     

A self-regulation approach to understanding citizenship behavior in organizations

Researchers have generally taken a between-person, cross-sectional approach to understand why employees engage in organizational citizenship behavior (OCB). However, in light of recent work indicating that motivated behavior in organizations is often better understood using a within-person, longitudinal approach, we conceptualize citizenship performance as a dynamic cycle that varies over time. Specifically, we use self-regulation theory to explain how employees seek to fulfill goals through their OCBs, make plans to achieve those goals, engage in OCBs, and process feedback regarding their citizenship behavior. In doing so, we highlight the role played by chronic and working self-concept orientations. We also explore the way affective states influence self-regulation and citizenship, discuss unconscious or habitual acts of citizenship, and address the ways in which self-regulation and citizenship may vary over time.     

Public Engagement with Climate Change as Scientific Citizenship: A Case Study of World Wide Views on Global Warming

World Wide Views (WWViews) is an innovative participatory methodology that scales up formal public engagement in response to global environmental issues that transcend the boundaries of the nation-state. In September 2009, WWViews on Global Warming enrolled 4,400 lay participants from across 38 countries to discuss global climate policy. The most remarkable outcome was how consistently people from across different political regions and social groups called for a stringent global climate policy. Drawing on scientific citizenship as an analytic lens, this result is positioned, not as a straightforward input into global policy but as an output from a highly formalized process. What forms of citizenship are embodied, projected, and negotiated in WWViews? What are the implications of these tacit forms of citizenship for the types of epistemic agency that emerge as a result? WWViews participants were situated as consumers of scientific knowledge tasked with responding to a limited slate of policy options that they had no role in creating, vetting, or altering. WWViews also projected an image of the global citizen shorn of any meaningful geographical, cultural, or political particularity. Effectively tethering the epistemic capacities of its participants to dominant scientific meanings, WWViews offered limited opportunity for alternative issue-framings or perspectives to emerge. Organizers and researchers of formal public engagement should be attentive to the potential for these initiatives, once scaled up to the global, to impose scientistic issue-framings and correspondingly limited models of epistemic agency.