“组织学习障碍”研究

组织要进行真正的学习 ,就必须克服“组织学习障碍”。“组织学习障碍”分为“单环学习障碍”和“双环学习障碍”两大类。为了克服“组织学习障碍”,首先必须消除组织的习惯性防御机制 ,然后进行“学习型组织”的各项修炼。     

On the nature of international sales and sales management research: a social network–analytic perspective

This research uses a combination of text mining, co-word analysis, and social network analysis (SNA) to review 132 international sales and sales management (ISSM) articles published between 1980 and 2017. The study provides a unique view of the past and future of ISSM research and provides three principal contributions. First, from a social network–analytic perspective, it offers a unique examination of the ways ISSM research topics are interconnected, as reflected by keyword network structure. Second, by conducting SNA across two periods (1980–1999 and 2000–2017) and examining the changes in network centrality measures, the study offers initial insights into the evolving nature of the ISSM literature. Third, the study reports keyword network disconnections (i.e., structural holes) to propose a fruitful agenda for future ISSM research. Taken together, this research offers a current perspective of the ISSM research domain's evolving nature.     

组织变革背景下团队主动性的结构与测量

旨在探索组织变革背景下团队主动性行为的结构,并开发出相应的测量工具。首先对20家企业的27位高管进行了深度访谈,然后按照扎根理论思路对获取资料进行细致分析,探索团队主动性的结构,再按照严格的心理测量学程序开发团队主动性的测量问卷,并以来自60家企业的70个团队（共292位成员）为对象进行了测验。研究发现：团队主动性的主要维度包括群策、协作和适应。经过探索性因素分析和验证性因素分析,结果表明测量工具有着良好的信度和构思效度。     

A computer-based program to teach braille reading to sighted individuals

Instructors of the visually impaired need efficient braille‐training methods. This study conducted a preliminary evaluation of a computer‐based program intended to teach the relation between braille characters and English letters using a matching‐to‐sample format with 4 sighted college students. Each participant mastered matching visual depictions of the braille alphabet to their printed‐word counterparts. Further, each participant increased the number of words they read in a braille passage following this training. These gains were maintained at variable levels on a maintenance probe conducted 2 to 4 weeks after training.     

Taiwanese Employees' Justice Perceptions of Co-Workers' Punitive Events

Abstract

The authors examined justice perceptions of Taiwanese employees in response to co-workers' punitive events (punishment by a superior). They developed a hypothesis based on Chinese indigenous wu-lun principles and the concept of empathy. Results of the study showed that perceived vertical (between superior and subordinate) and horizontal (between subordinates) relationships jointly affected justice perceptions. Respondents who perceived low (negative) leader-member exchange with the superior and high (positive) liking of the punished person showed the lowest justice perceptions. In conclusion, the authors note that comparative analysis of organizational justice is a promising direction for future research.     

Justice and Organizational Citizenship Behavior Intentions: Fair Rewards Versus Fair Treatment

Abstract

In a sample of 114 employees from various industries, organizations, and positions, the likelihood of organizational citizenship behaviors (OCB) increased when employee perceptions of fair treatment by supervisors became more positive. Perceptions of fair rewards and fair formal procedures were not predictors of OCB intentions. After the authors controlled for established patterns of OCB and demographic characteristics, interactional justice perceptions were significantly related to the intention of performing specific organizationally beneficial activities.     

An Integrative Model Linking Feedback Environment and Organizational Citizenship Behavior

ABSTRACT

Past empirical evidence has suggested that a positive supervisor feedback environment may enhance employees' organizational citizenship behavior (OCB). In this study, we aim to extend previous research by proposing and testing an integrative model that examines the mediating processes underlying the relationship between supervisor feedback environment and employee OCB. Data were collected from 259 subordinate-supervisor dyads across a variety of organizations in Taiwan. We used structural equation modeling to test our hypotheses. The results demonstrated that supervisor feedback environment influenced employees' OCB indirectly through (1) both positive affective-cognition and positive attitude (i.e., person-organization fit and organizational commitment), and (2) both negative affective-cognition and negative attitude (i.e., role stressors and job burnout). Theoretical and practical implications are discussed.     

Individual Differences in the Predictions of Behavioral Intentions

Abstract

We examined individual differences in the formation of behavioral intentions by American female students. Within the frameworks of the Fishbein-Ajzen and Triandis models of behavioral intentions, we measured the relative emphasis given to intention predictors for 40 behavioral intentions and examined how this emphasis was related to authoritarianism. In addition, empirical evidence was sought for the conceptual distinction between a personal norm (internalized norm) and a subjective norm (perceptions of significant other' opinions concerning a given action). Relative to low authoritarians, high authoritarians took subjective norms less into account, placed greater emphasis on personal norms, and emphasized less the consequences of action in forming behavioral intentions. The results suggest that subjective and personal norms can be distinguished empirically.     

Belief in a just world, teacher justice, and bullying behavior

The relation between school students' belief in a just world (BJW) and their bullying behavior was investigated in a questionnaire study. The mediating role of teacher justice was also examined. Data were obtained from a total of N = 458 German and Indian high school students. Regression analyses revealed that the more strongly students believed in a personal just world and the more they evaluated their teachers' behavior toward them personally to be just, the less bullying behavior they reported. Moreover, students with a strong BJW tended to evaluate their teachers' behavior toward them personally to be more just, and the experience of teacher justice mediated the relation between BJW and less bullying perpetration. This pattern of results was as expected and consistent across different cultural contexts. It persisted when neuroticism, sex, and country were controlled. The adaptive functions of BJW and implications for future school research are discussed.