Counterproductive Work Behavior and Organizational Citizenship Behavior

Counterproductive work behavior (CWB) and organizational citizenship behavior (OCB) are two seemingly opposite types of active and volitional behaviors. However, previous research on the mutual relationships between these two types of behavior has yielded inconclusive results. Such relationships are of particular interest in countries such as Poland, which is still in the process of economic and social transformation from a communist to a capitalist system. Therefore, the current study sought to re-examine the relationships between OCB and CWB in a large sample of Polish employees. One thousand and fifty-one employees were recruited from small, medium, and large Polish enterprises to take part in the study, and they completed questionnaire measures of CWB and OCB. The results showed that the overall frequencies of CWB and OCB were statistically significantly correlated. However, while some dimensions of OCB were found to be significantly negatively correlated with certain categories of CWB, one dimension of OCB was significantly positively correlated with CWB. Cluster analysis allowed for distinguishing of four subgroups of participants with different profiles of CWB and OCB, including a subgroup that exhibited equal levels of OCB and CWB and a subgroup that exhibited high levels of CWB cooccurring with increased frequencies of some dimensions of OCB. These results demonstrate that, overall, CWB and OCB are relatively independent and unrelated constructs; however, their particular dimensions may show a more complex pattern of relationships.     

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。     

影响员工工作投入的组织相关因素研究

以361名企事业员工为被试,采用问卷法和结构方程建模分析方法探讨了组织公平、角色压力、组织支持感和组织承诺对工作投入的影响及其途径。结果表明:角色压力、组织公平与组织支持感均对工作投入和组织承诺有较好的预测效力。经检验,组织公平和组织支持感对工作投入产生显著的间接影响,组织承诺则主要表现为直接影响;而角色压力对于工作投入既有直接影响,又存在间接影响。     

外卖骑手群体的EAP方案设计及其干预有效性

基于互联网技术的餐饮外卖催生出规模不断壮大的外卖骑手这一新兴职业群体,但其身心健康问题日益受到社会关注.员工帮助计划(EAP)是组织为员工设置的一套系统、 长期的福利支持项目.本研究在调查外卖骑手的身心压力状况和EAP服务需求的基础上,设计骑手群体的EAP服务方案,并对方案的有效性进行评估,以探索EAP服务有效性的作用...     

医务人员组织公民行为理论及其研究进展

介绍了组织公民行为概念的来源,以及医务人员组织公民行为研究状况。在分析已有研究的基础上,指出了未来研究的三个方向：基于医疗服务组织特性的医务人员组织公民行为概念及其构成研究,医务人员组织公民行为与相关概念的关系研究,基于中国社会文化情境的医务人员组织公民行为研究。     

组织咨询心理学的三种取向及其比较研究

基于不同的理论预设和方法学路线,组织咨询心理学领域形成了三种代表性的研究取向,即经验实证取向、临床治疗学取向以及实践-知识创生取向.文章在系统阐述三种取向基本观点的基础上,就组织观、研究方法、实践特征等同题对三者加以分析比较,并指出了各取向所面I临的挑战.     

工作场所排斥与员工角色内外行为：归属感的中介作用

为考察工作场所排斥（包括上司排斥与同事排斥）与员工角色内行为和角色外行为（组织公民行为）之间的关系,以及归属感在上述关系中的中介作用,本研究采用问卷调查法,分两次对全职工作一年以上的员工进行施测,前后共获得247份有效匹配数据,经统计分析后发现：（1）上司排斥与同事排斥均显著地负向预测员工角色内外行为,即工作场所排斥水平越高,角色内行为和角色外行为的表现越差。（2）归属感在上司排斥、同事排斥与员工角色内行为之间发挥了完全中介作用,即工作场所排斥会破坏员工的归属感,最终降低角色内行为。（3）归属感在上司排斥和角色外行为的关系中发挥了完全中介作用,但在同事排斥与角色外行为的关系中仅存在部分中介作用,说明工作场所排斥在一定程度上会破坏员工的归属感,最终影响其角色外行为表现。     

感召及其相关研究

近些年来, 宗教视角下的感召概念, 即通常描述为带有使命感和意义感的工作角色, 且多以上帝、激情或天赋作为动机激发源, 在西方的心理学文献中频繁出现, 已引起心理学领域诸多分支学科的关注, 被视为个体工作的目的感和意义感的重要来源, 也是个体职业生涯成功的基础以及个体生涯元能力(例如认同与适应力)的促进因素。在系统梳理有关感召的理论与实证研究文献的基础上, 对感召的研究现状进行了总结和分析, 发现感召在概念的界定、评估与衡量、文化适应性上以及它与生活满意度、组织/生涯发展等的关系上都有待进一步探讨与验证。     

组织气氛与员工参与的关系

员工参与是提高组织绩效的重要一环 ,也是组织提高运作效率和使员工产生积极心态的关键 ;组织气氛是影响员工参与的一个重要因素。文章探讨了组织气氛与员工参与之间的关系 ,对全国各地区共 14 8家企业的90 4份调查问卷进行了单因素方差分析和逐步回归分析。研究结果表明 ,员工参与变量有显著的所有制差异和地区差异 ;低科层性的、创新性的和支持性的组织气氛会显著地提高员工参与水平 ;企业的科层式管理体制 ,是影响员工参与水平的最显著因素。研究结果对我国企业管理者有重要的启示     

Organizational and client commitment among contracted employees: A replication and extension with temporary workers

This study replicates and extends Coyle-Shapiro and Morrow’s study (Coyle-Shapiro, J.A.-M., & Morrow, P.C. 2006. Organizational and client commitment among contracted employees. Journal of Vocational Behavior, 28, 416-431) of organizational and client commitment among contracted employees. Our study focuses on temporary workers rather than long-term contracted employees, and also finds that perceived organizational support (POS) from a client organization indeed relates to affective organizational commitment towards the client. However, this study further suggests that client POS also relates to continuance commitment towards the client as well as affective and continuance commitment towards the temporary agency. Finally, temporary workers’ desire to pursue temporary work relates to affective commitment towards the temporary agency, but continuance commitment to the temporary agency is related to a preference for permanent employment.