中国企业中员工创新能力与创新绩效的关系:以组织创新气氛为调节变量

运用结构方程建模技术中的无约束估价法,对来自10家企业413名员工的数据进行调节效应模型的检验。探讨了中国企业中员工创新能力对创新绩效的影响,以及组织创新气氛在其中的调节作用。结果发现:员工的创新能力对其创新意愿和创新结果具有显著的正向影响;在创新能力水平一定的情况下,创新意愿、行动和结果的水平随着组织创新气氛的提升而有所增强。该结果表明组织创新气氛显著调节着员工创新能力对创新绩效的影响。     

Public and private schoolteachers' differences in terms of job attitudes in Albania

In the present study, the attitudinal differences between public and private schoolteachers in Albania were investigated. Since the type of the organization varies, one would expect different climates for the emergence of job attitudes--mainly job satisfaction, job involvement, and organizational commitment, the most frequently studied job attitudes in the industrial and organizational psychology literature. It was hypothesized that the private schoolteachers would be more satisfied than public schoolteachers, especially due to high levels of payment and other desirable conditions. However, the public schoolteachers will be more involved than the private schoolteachers since they have to justify their continued work under the undesirable conditions. The commitment level of the private schoolteachers will be higher than the public schoolteachers since there is usually high correlation between job satisfaction and organizational commitment. Data were gathered from a total of 429 teachers working in public (n = 254) and private (n = 175) schools in Albania, in high and middle schools. The data were analyzed using multivariate analysis of covariance with age as a covariate. The results indicated that the private schoolteachers were more satisfied, as expected, revealed a weaker job involvement and were more committed to their school than their colleagues in the public sector. The results were found to be in line with previous studies conducted in the west. However, this study is believed to have a potential contribution to the literature in general, and to the Albanian local literature in particular. To the knowledge of the authors, there has been no similar study in Albania. Discussion is provided along with the limitations of the study and suggestions for future research.     

Curse and consequence: King Lear's destructive narcissism

Shock, pain and antipathy are common audience responses to King Lear's violent abuse of Cordelia in Scene 1 of King Lear; however, the play then shifts so rapidly to other dramatic relationships and events that it tends to push these feelings out of mind. This shift is here regarded as a seduction to repress the fear and antipathy aroused by Lear. This effect opens the way to sympathetic identification with him in his subsequent humiliation, suffering and madness. These contrasting responses help build a tragic structure in which a more complex Lear becomes the victim of his curse on Cordelia. The seductive design resembles efforts by analytic patients to induce the analyst into repressively neglecting significant aspects of transference that require analytic attention. And Lear's bearing the consequences of his curse is likened to aspects of the decompensations of severely narcissistic patients. Additionally, to the extent that the audience has unconsciously identified with Lear's violence and participated emotionally in other painful scenes, as is likely to be the case, it has been unconsciously reacting as well with guilt and depressive anxiety. These reactions increase readiness to be diverted from destructive narcissism and responses to it.     

The costs of caring: Gender identification increases threat following exposure to sexism

The current research examined whether group identification moderates the extent to which perceived ingroup discrimination is threatening, as indexed by physiological and self-report measures. Women read and gave a speech summarizing an article describing sexism as prevalent or rare. They then completed a distraction task and sat for a recovery period. Cardiovascular reactivity (CVR) was used to index threat experienced on an automatic level and self-reported anxiety was used to index threat experienced on a controlled level. Regardless of group identification, participants in the prevalent sexism (vs. rare sexism) condition exhibited a pattern of CVR consistent with threat during the speech and reported greater anxiety post-speech. During recovery, however, highly identified participants in the prevalent sexism condition exhibited a sustained threat pattern of CVR and reported higher anxiety post-recovery compared to low identifiers. High group identification may heighten the psychological and physiological burden of discrimination.     

Social influence and perceived organizational support: A social networks analysis

We suggest that employees’ perceptions of organizational support (POS) are not solely a product of independent evaluations of treatment offered by the organization, but are also shaped by the social context. We argue that coworkers will directly (through inquiry via cohesive friendship and advice ties) and indirectly (through monitoring of employees structurally equivalent in advice and friendship networks) affect employees’ perceived organizational support. Network studies in the admissions department of a large public university and a private company specializing in food and animal safety products indicate that employees’ POS are similar to those of coworkers with whom they maintain advice relationships as well as to those who hold structurally equivalent positions in organizational friendship and advice networks. Our work contributes to organizational support theory by developing and testing a theoretical explanation for the relationship between the social context and perceptions of support among employees. Implications for research and practice are offered.     

Usage of and Compliance with Power Tactics in Routine Versus Nonroutine Work Settings

This study examines situational determinants of power usage and compliance derived from the Interpersonal Power Interaction Model. Organizations where routine tasks predominate were compared with those where complex tasks prevail. Samples of workers (N = 194) and supervisors (N = 100) from four companies representing routine tasks and complex ones completed three versions of the Interpersonal Power Inventory (Raven, Schwarzwald & Koslowsky, 1998). Results indicated that in settings where routine tasks predominate usage of and compliance with harsh power tactics was greater than in complex ones. Yet, soft tactics were not related to task complexity. It was also found that rank and tactics interacted. Regardless of settings, supervisors as compared to subordinates reported more frequent usage of soft tactics and less frequent usage of harsh ones. The discussion suggests a mechanism for understanding these patterns.     

论明代的度僧

明代建立了完密的度僧制度:禁止妇女出家,限定家庭出身以及本人身分,限定出家年龄,考试通经,限定全国僧人总数,度牒免费发放。明初多循制度僧;中期经常违制度僧,并大量鬻牒;后期主要鬻牒。明代度僧抑制了佛教势力,有利于生产发展、社会稳定及明王朝统治的巩固;有所限制的鬻牒,部分解决了军饷、赈济;大量度僧鬻牒,对生产发展、社会稳定起阻碍作用;私度盛行,买卖、伪造度牒成风,僧官借机营私舞弊;度僧对北京治安、物价也有很大影响。对佛教来说,明代度僧造就了庞大僧团,维系着佛教表面繁盛;促进了诸宗融合,促成了赴应僧队伍专业化和壮大,推动了佛教的世俗化进程;导致佛学进一步衰微。     

Perceived organizational support as a mediator of the relationship between politics perceptions and work outcomes

The present study investigates the mediating potential of perceived organizational support (POS) on politics perceptions-work outcomes relationships. Consistent with previous research, individuals were able to discriminate political activity at more than one level (i.e., at the highest level in the organization, one level up from one’s current level, and at one’s current level). Further, politics perceived at one level up from one’s current level and politics at the highest levels in the organization were negatively related to perceived organizational support. In addition, POS was related to job satisfaction, performance, affective commitment and job-induced tension providing support for mediation. Implications of these findings, strengths and limitations, and potential avenues for future research are provided.     

领导-成员交换理论的研究及发展趋势

领导 -成员交换理论 (leader memberexchange,LMX)是近年来一个重要的领导理论。本文对LMX的理论发展过程作了较为全面的回顾 ,总结了LMX在组织层面中的研究现状 ,包括LMX与组织绩效、组织公平、组织支持和员工满意感之间的相互关系 ,并进一步探讨了LMX在组织研究中的发展新趋势。     

中和思想与可持续发展的普遍和谐观

中和思想博大精深,作为中国古人调节人与自然、人与社会、人与他人及自身内部各种矛盾关系的高级哲理,与可持续发展有共同的哲学根据,与可持续发展所揭示的动态平衡与协调发展不谋而合。