The effect of leader moral development on ethical climate and employee attitudes

This study examines the effect of leader moral development on the organization’s ethical climate and employee attitudes. Results indicate that the relationship between leader moral development and ethical climate is moderated by two factors: the extent to which the leader utilizes his or her cognitive moral development (i.e., capacity for ethical reasoning), and the age of the organization. Specifically, the influence of the leader’s moral development was stronger for high utilizing leaders, those whose moral actions were consistent with their moral reasoning. Additionally, the influence of the leader’s moral development was stronger in younger organizations. Finally, as predicted, congruence between the leader’s moral development and the employee’s moral development was positively associated with job satisfaction and organizational commitment and negatively associated with turnover intentions.     

Work-family Conflict,Work-family Culture,and Organizational Citizenship Behavior Among Teachers

Two hundred three teachers completed measures of work-family culture, work-family conflict, organizational commitment, job satisfaction, and organizational citizenship behavior (OCB). Pearson correlations indicated that OCB was related negatively to work-family conflict, and positively to work-family culture, job satisfaction, and organizational commitment. Hierarchical regression analyses indicated that work-family culture predicts work-family conflict, and that various forms of work-family conflict predict OCB. Analyses also showed that work-family culture predicts both organizational commitment and OCB, and that organizational commitment does not mediate the relationship between work-family culture and OCB. The findings support the importance for schools to foster a positive work-family culture.     

The Effects of Participation in Goal Setting and Goal Rationales on Goal Commitment: An Exploration of Justice Mediators

The interactive effect of participation in goal setting and goal rationales on goal commitment was examined in the present study. Two justice mediation models that might explain these effects were also hypothesized. The results of a laboratory study demonstrated that goal rationales were especially important for increasing goal commitment when goals were assigned rather than participatively set. Support was also found for the role of interactional justice in mediating the effect of goal rationales on goal commitment; however, the hypothesis that procedural justice would mediate the effect of goal participation on goal commitment was not supported.     

组织学习动力与行为的相关研究

通过对1074名各类企业员工和管理者的组织学习微观动力的测试,从宏观组织层面探讨了组织学习动力与组织学习行为之间的关系。结果表明：组织学习动力与组织学习行为相关显着。其中,组织学习动力中的“组织协调”因素对组织学习行为诸维度呈显着正相关,“交互性”因素对组织学习行为中的合作长远性和合作整体性维度呈显着正相关。     

Environmental Refugees: What Rights? Which Duties?

It is estimated that there could be 200 million‘environmental refugees’ by the middle of this century. One major environmental cause of population displacement is likely to be global climate change. As the situation is likely to become more pressing, it is vital to consider now the rights of environmental refugees and the duties of the rest of the world. However, this is not an issue that has been addressed in mainstream theories of global justice. This paper considers the potential of two leading liberal theories of international justice to address the particular issues raised by the plight of potential and actual environmental refugees. I argue that neither John Rawls’s ‘Law of Peoples’ approach nor Charles Beitz’s `cosmopolitanism' is capable of providing an adequate account of justice in this context. Beitz’s theory does have some advantages over Rawls’s approach but it fails to take proper account of the attachment that some people have to their own ‘home’. This revised version was published online in July 2006 with corrections to the Cover Date.     

组织心理所有权、基于组织的自尊对积极组织行为的影响

采用自编的组织心理所有权、基于组织的自尊和积极组织行为等有效量表调查45家生产型企业共2566名员工,以检测组织心理所有权、基于组织的自尊对积极组织行为的影响。结果发现组织心理所有权、基于组织的自尊和积极组织行为之间有显著的正相关,组织心理所有权、基于组织的自尊对积极组织行为有显著正向预测作用,其中基于组织的自尊在组织心理所有权与积极组织行为之间起显著的部分中介作用。尤其是对组织及个人声誉或成就的心理所有权感对员工积极组织行为各个因素有显著正预测作用,基于组织的自尊在投入行为、主动行为和谋取人际和谐行为上影响效应更为显著。这意味着增强员工组织心理所有权感,培育员工主人翁意识和组织归属感,重视基于组织的自尊,提升员工的组织价值感和自豪感等措施有利于提升企业组织和个体绩效。     

个人与组织价值观匹配对员工工作投入、组织支持感的影响

采用问卷调查法,考察个人与组织价值观匹配和员工的工作满意度、工作投入、组织支持感以及离职意向之间的关系。对33家生产型企业798名员工进行了问卷调查,通过对数据的统计分析,结果表明：个人与组织价值观匹配对员工的工作满意度、工作投入和组织支持感具有显著的正向预测作用,对员工的离职意向具有显著的负向预测作用。     

组织政治知觉对组织认同的影响及工作投入的中介作用

以300余名中国大陆制造业企业的员工为被试,运用问卷调查方法和分层回归分析对组织政治知觉、组织认同和工作投入的关系进行了探讨。结果发现：（1）组织政治知觉对工作投入和组织认同有直接的消极影响;（2）组织政治知觉通过组织认同的中介对工作投入有间接的消极影响;（3）在组织政治知觉的三个子维度中,只有薪酬与晋升子维度对工作投入和组织认同具有显著影响。     

组织支持感对工作投入与工作家庭冲突关系的调节作用

在国内外研究的基础上,以207名企业员工为被试,运用问卷调查法和分层回归分析统计方法,考察了工作投入与工作家庭冲突的关系,并考察了组织支持感在工作投入与工作家庭冲突之间的调节作用。结果表明：工作投入对时间冲突和行为冲突都具有显著的负向预测作用。组织支持感在工作投入与行为冲突的关系中起调节作用。     

教师组织认同、工作满意感与情感承诺的关系

组织认同是社会认同的一种特殊形式,是与组织具有一致性或从属于组织的知觉。通过对545名教师施测Mael和Tetrick组织认同问卷、工作满意感问卷和情感承诺问卷,结果发现:(1)个体的组织认同水平能够正向的预测其工作满意感水平;(2)个体的组织认同水平能够正向的预测其情感承诺水平;(3)个体的工作满意感能够部分中介其组织认同对于情感承诺的预测作用。