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Wali Ur Rehman Mansoor Ahmad Muhammad Mustafa Raziq Amir Riaz 《European Journal of Work and Organizational Psychology》2019,28(4):525-535
Employees’ innovative work behaviour can help firms’ competitiveness. Existing research focuses on several factors, including HR policies, psychological empowerment as well as manager and co-worker support, to explain innovative work behaviour. However, much of this literature analyses just one of these, neglecting how they interact and limiting our understanding of the causes of innovative work behaviour. Synthesizing this work, we develop a novel and holistic framework that examines 1) how high-involvement HR systems are linked via the mediating role of psychological empowerment to innovative work behaviour and 2) how both manager and co-worker support moderate this relationship. Analysing software companies in Pakistan, we use hierarchical linear modelling to assess this framework. We draw on a unique dataset that captures HR policies at the organizational level as well as management and co-worker support, and supervisors’ assessments of individuals’ innovative work behaviour at the individual level. We analyse specific groups of HR practices. Psychological empowerment mediates the relationship between high-involvement HR systems and employees’ innovative work behaviour. Manager and co-worker support moderate the relationship between psychological empowerment and innovative work behaviour. Motivation-enhancing HR practices have a direct effect on innovative work behaviour, whereas ability- and opportunity-enhancing ones are mediated by psychological empowerment. 相似文献
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Raj Agnihotri Zhiyong Yang Elten Briggs 《Journal of Personal Selling & Sales Management》2019,39(2):138-158
This research aims to fill a critical gap in the sales literature by proposing a relationship-based model of customer willingness to pay more, involving salesperson time perspectives (i.e., long-term perspective and short-term perspective), intraorganizational employee navigation, and customer satisfaction with the salesperson. We also examine the moderating role of firm innovation climate. Multisource survey data were collected from 204 salespeople in a business-to-business sales context along with external ratings from customers of these salespeople three months later. The findings indicate that both long- and short-term perspectives have positive effects on intraorganizational employee navigation and customer satisfaction, which, in turn, positively affect customer willingness to pay more. In addition, short-term perspective has a stronger impact than long-term perspective on intraorganizational employee navigation. Further, the effect of long-term perspective on customer satisfaction is strengthened by the innovation climate of the firm, whereas the effect of short-term perspective on customer satisfaction is weakened by it. 相似文献
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创新一直是学术界关注和探讨的热点。过去40多年里, 有关创新的研究层出不穷, 取得了丰富的成果。然而, 这些研究主要集中在如何激发员工的创新行为上, 即创意产生这一环节。至于创意产生之后能否转化以及如何转化的问题没有引起足够的重视。创意是开端, 但需要把创意转变为现实, 否则创新难以转化为价值。研究创意实施的条件及其作用机制是推动创新研究深化的重要任务。目前已有的创意实施研究在研究层次和研究视角上都存在不足, 未来有必要在方法上把量化研究与质化研究结合起来, 从不同的层次和视角, 进一步拓展研究的范围, 揭示创意从产生到实施的条件和作用机制。 相似文献
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本文评述了《科学》和《自然》杂志2015年的两篇文章。《科学》上的文章“心理科学的重现性”对100项心理学实验进行了重复验证。结果表明,只有大约多于1/3的原始研究能够重复。该文章对出现这样结果的原因作了分析,并指出这不是心理学的挫折。我们强调科学精神在于它的不确定性,因而科学才能处在不停的探索中。《自然》上的文章“P值仅仅是冰山的一角”,批评了个别心理学杂志禁用P值的做法,指出研究者应该在实验设计、数据处理等实验的前期阶段下功夫,才能防止心理科学的坍塌。我们结合国内研究生培养的现状,就改进心理学研究生的实验训练提出了建议。 相似文献
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本文首先简要介绍了组织行为和领导力的研究特色和该领域国内外的研究现状。从中可以看出, 在过去的10多年中, 中国学者在该领域中进步快速, 并蕴含巨大的潜力。随后, 比较了国际和国内学术界的研究话题和采用的方法, 指出国内目前研究存在的问题。文章的第三部分介绍了当今组织行为和领导力领域在理论、方法和研究范式上的创新。针对当前中国经济和社会发展的现状, 文章指出了学者可以重点关注的领域。学者可以借鉴学术界已有的理论和方法, 选择恰当的角度对这些问题进行深入而系统的探索。为此, 本文第三部分还介绍了几项近年来具有重大影响的研究, 旨在启发学者关注中国社会的重要现象, 敏锐地发现适合本学科研究的问题, 并以严谨且有创造力的方式去开展研究, 进而对国际学术界做出贡献。 相似文献
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知识创新与心理学的发展 总被引:6,自引:0,他引:6
在知识经济时代,创新能力决定国家的前途命运,建设国家创新体系是提高国家创新能力的重要举措。知识创新是国家创新体系的一个重要组成部分,是提高我国整体创新能力的关键所在。心理学是一门横跨自然科学和社会科学的交叉科学,其成果在人类生活的许多方面有重要影响。根据当前国家需求和心理学的发展前沿,我们认为,在知识创新活动中,应当将心理健康与创新能力、认知与复杂信息环境、社会经济与心理行为作为重要研究方向。 相似文献
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通过统计诺贝尔生理学和医学奖获得者群体的年龄构成、学位结构、毕业院校和研究领域等基本信息,试图阐明杰出医学工作者成长及创造世界尖端医学科技成就可能遵循的基本途径,从而为我国在医学体系中的培养科研创新方面提供较为细致的新思路. 相似文献
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《创造性行为杂志》2017,51(3):252-262
Since the introduction of brainstorming as an idea‐generation technique to address organizational problems, researchers have struggled to replicate some of the claims around the technique. One major concern has been the differences in the number of ideas generated between established groups as found in industry versus the non‐established groups used in the laboratory. The impact of group establishment on idea quality has also been an area of interest. This study addresses these issues by using a more in‐depth induction to establish groups and testing some discrepancies in the relationship between idea quality and idea quantity using 42 three‐person brainstorming groups. Results indicate that brainstorming groups, given an adequate amount of time (10 weeks) to become established, did generate more ideas and higher quality ideas than non‐established groups. Also, a relationship between idea quality and idea quantity was found. Further discussion of results and implications follows. 相似文献