The Cross‐Level Mediating Effect of Psychological Capital on the Organizational Innovation Climate–Employee Innovative Behavior Relationship

Organizational innovation climates have been found to be effective predictors of employee creativity and organizational innovation. As such, climate assessments provide a basis for useful organizational interventions in enhancing creativity and innovation. Researchers now call for better articulation of the motivational mechanisms that link social context to employee innovation. In responding to the above call, this study found that employee positive psychological capital (PsyCap) is more influential than organizational innovation climate on employee innovative behavior. With a large sample (N  = 781) from 16 organizations and a cross‐level analysis, we examined the relationship between organizational innovation climate and employee innovative behavior with employee PsyCap as mediator. The results showed that both organizational innovation climate and employee PsyCap significantly affect employee innovative behavior, and more importantly, employee PsyCap fully mediates this relationship. The innovation journey is a challenging and risky one with many frustrations and discouraging moments from idea generation to idea implementation. The research results presented here imply that to be innovatively effective, organizations are advised to manage both social (organizational innovation climate) and psychological (PsyCap) resources of employees in enhancing employee innovative behavior. Other theoretic and practical implications are discussed.     

Attachment to God,religious tradition,and firm attributes in workplace commitment

Research on organizational commitment suggests there is an association between American theists’ emotional attachment to God and their emotional commitment to the workplace. A sense of divine calling has been shown to partially mediate this association but, beyond that, little is known. The purpose of this study is to shed further light on the relationship between secure attachment to God and affective organizational commitment. I do so by testing whether the employee’s religious tradition is associated with affective organizational commitment and whether the employee’s firm attributes moderate the relationship between attachment to God and organizational commitment. Results suggest that: 1) Catholics evince higher levels of organizational commitment than Evangelicals, and 2) firm size significantly moderates the relationship between attachment to God and organizational commitment across religious affiliations.     

Rejoinder to Wall

Edmund Wall's criticism of the author's earlier analysis of Hare's consequentialism and Kantian ethics claims that the author overlooked Hare's commitment to preference satisfaction as an “ultimate good.” This rejoinder points out that Hare never uses the phrase in question, nor any equivalent phrase or concept, in presenting his own arguments and refers only to the standard of “universalizability” as ultimate, in contexts that support the author's original argument. Hence Wall has only given us yet another example of how Hare's views can be misunderstood by philosophers who fail to attend to the details of Hare's approach.     

Rethinking the Asymmetry

According to the Asymmetry, we’ve strong moral reason to prevent miserable lives from coming into existence, but no moral reason to bring happy lives into existence. This procreative asymmetry is often thought to be part of commonsense morality, however theoretically puzzling it might prove to be. I argue that this is a mistake. The Asymmetry is merely prima facie intuitive, and loses its appeal on further reflection. Mature commonsense morality recognizes no fundamental procreative asymmetry. It may recognize some superficially similar theses, but we will see that they derive from more familiar principles, and are compatible with there being moral reason to bring happy lives into existence.     

The ethics of intergenerational relationships

Abstract

According to the relational approach we have obligations to members of future generations not because of their interests or properties but because, and only because, they are our descendants or successors. Common accounts of relational duties do not explain how we can have obligations to people who do not yet exist. In this defence of the relational approach I examine three sources of intergenerational obligations: the concern of parents for their children, including their future children; the desire of community members to pass on a heritage to their descendants; and the relationship of citizens in an intergenerational polity.     

Beyond Eschatology: Environmental Pessimism and the Future of Human Hoping

In much environmentally concerned literature, there is a burgeoning concern for the status and sustainability of human hope. Within Christian circles, this attention has often taken the form of eschatological reflection. While there is important warrant for attention to eschatology in Christian examinations of hope, I claim that to move so quickly from hope to eschatology is to confuse a species of Christian hope for a definition of hope itself; as such, it is important for theological ethicists to examine hope also from the experiential perspective of the human hoper. In particular, this is important today given the shortcomings of an eschatological focus in addressing anxieties arising due to the environmental crisis. Through examining hope as a fallible human activity, one can come to better understand hope's importance to human life, its profound ambiguity, and the potential threat that the environmental crisis poses to it.     

资质过剩感影响组织公民行为的情绪路径

本研究从员工情绪以及情绪调节的视角,考察了资质过剩感对员工组织公民行为的影响机制。通过对534名企事业员工的问卷调查数据进行分析,结果表明:员工的资质过剩感对其组织公民行为具有显著的消极作用;工作愤怒在资质过剩感与员工组织公民行为之间起部分中介作用;不同的情绪调节方式对员工资质过剩感与其工作愤怒的正向关系有不同的调节作用,认知重评方式有助于缓解资质过剩感对愤怒以及组织公民行为的消极影响,而表达抑制方式的调节作用恰恰相反。这一研究结果表明了情绪调节在工作领域中所发挥的作用,具有一定理论意义与实际价值。     

人力资本、社会资本和心理资本影响中国员工职业成功的元分析

以76项实证研究(78个独立样本, 21,570名员工)为对象, 综合使用元分析、结构方程模型、优势分析方法, 采用智能职业生涯为分析框架, 以竞争流动与赞助流动、市场转型理论与社会资本“嵌入”观点为理论基础, 探讨了人力资本、社会资本和心理资本对职业成功的影响及内在机制。研究结果发现：(1)人力资本、社会资本和心理资本均能显著积极地预测主客观职业成功; (2)人力资本能更加积极地预测客观职业成功, 而心理资本则能更加积极地预测主观职业成功; (3)组织赞助部分中介人力资本、社会资本与职业成功之间的关系, 部分中介心理资本与主观职业成功之间的关系, 完全中介心理资本与客观职业成功之间的关系; (4)心理资本能更加积极地预测组织赞助。     

TORTURE WARRANTS AND DEMOCRATIC STATES: Dirty Hands in an Age of Terror

In the aftermath of September 11, 2001, policy makers and others have debated the question of whether or not the United States should torture in an effort to prevent terrorist attacks. In a series of controversial essays, the legal theorist Alan Dershowitz argues that, if a democratic society is going to torture, it should at least be done under the cover of law. To that end, he recommends establishing a legal mechanism by which a judge could issue torture warrants—much as they do now for search warrants. In this essay, I examine Dershowitz's proposal in light of Michael Walzer's classic essay on dirty hands. Just as Walzer uses political theater as a lens for viewing the issue of political assassination, I similarly draw upon a dramatic response to Dershowitz's proposal to think through the issue of torture warrants.     

教师组织公平感与组织公民行为:工作倦怠的中介作用

采用问卷调查法,检验教师组织公平感与组织公民行为之间关系以及教师工作倦怠在二者之间的作用。通过对来自重庆和湖南郴州共32所中小学1325名教师的调查数据进行层次回归分析、中介效应检验和优势分析,结果显示:学校组织程序公平是教师组织公民行为的显著正向预测变量;教师工作倦怠是教师组织公民行为的显著负向预测变量;教师工作倦怠在教师组织公平感与其组织公民行为关系之间有显著的中介作用,其中热情枯竭和成就丧失的中介效应更为显著。