《易传》在领导者道德素养陶铸中的价值

《易传》在加强领导者道德素养建设中具有不可或缺的特殊作用:《易传》“仁以行之”的思想有利于培养领导者的仁爱精神,从而更好地关心、爱护群众,全心全意为人民服务;“知临”思想有利于提高领导者的明智品质,从而更好地驾驭语言,勤学广智,利国利民;“卑以自牧”思想有利于造就领导者的谦敬品质,从而谦敬为怀,赢得群众。所以,提高领导者道德素养的方法之一,就是认真学习中国传统文化的经典之作——《易传》。     

Model and interactive algorithm of bi‐level multi‐objective decision‐making with multiple interconnected decision makers

Furthering a prior research on two‐person bi‐level multi‐objective decision‐making problems of the leader‐follower Stackelberg game, we present an extended model of bi‐level multi‐objective decision‐making with multiple interconnected decision makers at the lower level. In the model, the upper level decision maker acts as a leader and the lower level decision makers behave as the followers, and inter‐connections and interactions exist among these followers in decision‐making scenarios. Following the rules of leader‐follower Stackelberg game, we develop an interactive algorithm of the model for solving multi‐objective decision‐making problems and reflecting the interactive natures among the decision makers. Finally, the authors exemplify the model and algorithm, and draw a conclusion on points of contributions and the significance of this study in decision‐making and support. Copyright © 2001 John Wiley & Sons, Ltd.     

The unwelcoming experience of abusive supervision and the impact of leader characteristics: turning employees into poor organizational citizens and future quitters

ABSTRACT

Over three studies (i.e., two 2 × 2 experiments and a multi-source field study), we examine the relationship between abusive supervision, leader characteristics, and organizational inclusion on employee outcomes. Drawing on the group value theory of organizational justice and multiple needs theory of organizational justice, we argue that abusive supervision is counterproductive to making employees feel welcome. Specifically, we demonstrate that abusive supervision demoralizes employees’ feelings of organizational inclusion. Additionally, we draw upon research that suggests that the display of hostility inherent in abusive supervision can be perceived differently when it comes from a strategic versus impulsive source. We build upon this reasoning to examine and explain how leader characteristics might alter the effect of abusive supervision on organizational inclusion. More specifically, we suggest that leader political skill (i.e., strategic source) and leader neuroticism (i.e., impulsive source) act as moderators of the relationship between abusive supervision and organizational inclusion. We integrate organizational justice and inclusion theories to demonstrate that abusive supervision can be interpreted as an unwelcoming experience that ultimately has the ability to turn employees into poor organizational citizens (i.e., decrease engagement of OCBs) and future quitters (i.e., increase of turnover intentions). Theoretical and practical implications are discussed.