新员工组织社会化与入职期望研究

新员工组织社会化实质是新员工的调整和适应过程,在一定程度上也可以看作是新员工入职期望的修正、调整和重塑的过程。本研究分层抽取广东省两家知名企业,采用纵向研究方法探讨了在组织社会化过程中,新员工入职期望的产生和调整过程。研究发现:当前新员工入职期望的内容和结构具有显著的时代特征;新员工入职期望的形成受他人期望、在校经历、招聘过程以及自身压力的影响;新员工的入职期望在经历了企业制定的社会化策略后发生显著变化,其中,对工作和团队的期望显著降低,而对企业的期望有所提高。     

企业新员工工作期望与组织社会化早期的适应:领导—部属交换的调节作用

工作期望是影响新员工组织社会化的重要心理变量。以往相关研究主要集中在期望落差领域,但是期望落差假设的有效性至今仍存在分歧。本研究基于组织社会化理论,采用纵向问卷调查方法,研究了社会化早期(即新员工组织进入后三个月)新员工工作期望与近端适应结果(即角色清晰、任务掌握、组织理解和社会整合)的关系,重点探讨了领导—部属交换(LMX)对期望落差作用的调节效应,以期回答期望落差假设成立条件的问题。结果表明:①在同时考虑期望和经历的情况下,仅新员工实际工作经历与适应结果正相关,期望落差对适应的影响不显著。②LMX调节期望落差与适应的关系——当LMX关系质量低时,期望未实现对适应有破坏作用,与期望落差假设一致;而高质量的LMX会抵消期望未实现对适应的破坏作用。③不同维度LMX的调节作用模式存在差异——贡献维度调节工作责任期望落差与角色清晰的关系,尊敬和情感维度调节工作回报期望落差与组织理解的关系。     

期望和竞争对管理人员满意和忠诚的影响研究

以我国企业的中高层管理人员为对象,通过实证分析,研究期望和竞争对员工满意和忠诚度的影响,并进一步建立基于期望和竞争的员工满意与忠诚度模型。实证分析显示,员工价值低于期望对满意度评价所带来的负面影响要比员工价值高于期望所带来的正面影响大。此外,本企业的员工价值与竞争对手企业所能提供价值的比较也直接影响到满意度的高低,高层管理人员的满意度更受竞争情况的影响。对于忠诚度,高层和中低层管理人员离职倾向都显著地受到期望与竞争的影响,对2组人员来讲,竞争比期望对离职倾向的影响要更显著,而且中低层管理人员的总体离职倾向要比高层管理人员高。     

基于跨层次被调节中介模型的新生代员工期望差距与离职意向研究

基于复合时空背景下28家企业的495名新生代员工和438名非新生代员工的调查问卷,考察新生代员工的期望差距对其离职意向的影响机制、职业承诺的中介作用以及环境自由的跨层调节作用,并运用多层次线性模型对跨层数据进行统计分析。研究结果表明:期望差距是“80后”和“90后”新生代员工离职意向的重要前因变量;职业承诺在“90后”新生代员工的期望差距与其离职意向之间起着部分中介作用,但是在“80后”新生代员工期望差距(现实工作与自我工作)与离职意向之间的中介作用不明显;组织环境自由对“90后”新生代员工的期望差距与离职意向的关系之间起到负向跨层调节作用,但在“80后”新生代员工的期望差距与离职意向的关系之间没有起到负向调节作用。     

绩效期望落差对制造企业进入房地产行业的影响研究

以2008~2017年中国制造业上市公司为样本,实证考察了绩效期望落差对企业进入房地产行业的影响。研究发现:绩效期望落差越大,企业面临的效率威胁越严重,越可能为改善业绩而进入房地产行业;绩效期望落差对进入房地产行业的影响强度,与房地产行业利润率和企业持有土地没有显著差异;民营和现金流权比例高的控股股东,对绩效期望落差带来的效率威胁更敏感,更可能通过进入房地产行业,以缓解绩效期望落差带来的效率威胁,导致绩效期望落差对进入房地产行业的影响更强;企业冗余资源越多,进入房地产行业越可行,绩效期望落差对进入房地产行业的影响越强。进一步的分析发现,绩效期望落差对企业进入房地产行业的程度也有正向影响。     

企业新员工的期望管理

员工期望是指员工通过对自身掌握的信息和从外部获得的信息进行综合分析、评估的基础上,在内心中形成的对企业提供给自己的"产品"(工资、薪酬和福利等)的基本需要,并据此对企业的行为形成期望。员工期望是构成心理契约的一个重要因素,期望可以产生自组织代表和代理人做出的承诺,也可以产生于对组织文化和标准操作实践的感知以及关于组织如何运作的理想化观念。新员工入职初期往往伴随着非现实的期望,并且由于在入职初期对组织要素的错误归因而产生无法满足的期望,期望的背离会造成新员工心理或生理上的紧张和焦虑等情绪,这种现象也被称为现实冲击。     

R&D员工领导创新期望、内部动机与创新行为研究

在现代组织行为研究领域推动员工创造、创新的组织行为研究是一个热点问题。本文通过对我国跨地区企业研发员工的问卷调查研究对领导创新期望、员工内部工作动机及其创新行为间的关系进行了实证探讨。研究发现,在我国背景下,直属领导对下属员工的创新期望、员工之间横向交换对研发员工创新的行为都具有正向预测作用,其中员工内在工作动机在领导创新期望、员工横向交换对员工创新行为的作用路径关系中起到中介效应。本研究的调查结论不仅有助于加深我们对组织内员工创新行为推动和作用机制的深入了解,同时也会对我国企业,特别是高新技术企业推动员工创新的管理实践提供借鉴。     

家族期望落差与创业退出：基于中国数据的分析

作为创业过程的重要活动之一, 创业退出并未引起学者太多的关注, 大多数现有研究文献从企业家、企业、行业和宏观环境去分析创业退出的原因, 而忽略了创业家族的影响.本文以家族期望作为分析单元, 从理论上探讨了家族期望落差与创业退出之间的关系, 以及寻租活动在其间的传导效应.本文的经验分析主要得到了以下研究结论: (1) 新创企业的创始人及其家族具有多重期望目标, 包括家族财富、家族声望、家族团结以及人丁兴旺期望的实现. (2) 家族期望落差对企业家是否选择创业退出具有显著的影响, 即家族的财富丰腴、团结和谐和社会声望期望落差越大则家族企业创始人越倾向于退出经营领域, 而人丁兴旺期望落差越小则越有可能坚持创业. (3) 寻租行为在家族期望落差与创业退出之间起中介传导效应, 即家族期望的未实现将导致企业主倾向于选择非法性寻租行为, 而寻租的高成本与潜在的风险则会进一步增加其退出创业的可能性.     

企业期望落差强度与持久度对国际化速度的影响研究

新兴市场企业如何动态地调整其国际化速度是目前学界与业界的热议话题。基于企业行为理论,本文引入企业期望落差的不同维度:强度与持久度,探究了两者对国际化速度的差异化影响机制,以及母国市场与制度环境的权变作用。基于2010—2015年中国A股上市跨国企业面板数据,研究结果表明:期望落差强度与国际化速度正相关,而期望落差持久度与国际化速度负相关。进一步地,母国市场动荡性会削弱期望落差与国际化速度的关系,相反地,母国制度环境发展则加强了两者关系。研究结论拓展了不同维度期望落差对企业战略差异化影响机制的研究,同时对理解企业的国际化成长过程具有现实意义和启发。     

行业竞争期望与组织战略背离——基于中国制造业上市公司的经验分析

组织如何在合法性压力的趋同和竞争压力的差异化中做出选择,一直是战略研究关注的焦点。战略选择理论虽然突破新制度理论的约束,强调组织通过自身主动性战略来应对制度同形压力,但并未凸显导致组织战略背离的深层次诱因。本文从期望理论和企业行为理论出发,探讨行业竞争期望对战略背离的影响,分析组织外部环境(经济政策不确定性和产业竞争性)与内部资源(高管团队社会资本和组织冗余)对上述关系的影响。研究发现:当企业实际绩效低于行业竞争期望时,组织为扭转行业竞争劣势的局面,会实施偏离行业既定水平的战略突破,即随着行业竞争期望落差的扩大,组织战略背离的程度越强;经济政策不确定性会弱化行业竞争期望落差与战略背离之间的关系,而行业竞争程度、高管团队社会资本和组织冗余则会强化上述关系。本研究从行业竞争期望的视角透析组织战略背离的决策动机及影响机制,扩展了战略背离的微观机制分析。     

Introduction to Special Section on Sensitivity Analysis and Summary of NCSU/USDA Workshop on Sensitivity Analysis

This guest editorial is a summary of the NCSU/USDA Workshop on Sensitivity Analysis held June 11–12, 2001 at North Carolina State University and sponsored by the U.S. Department of Agriculture's Office of Risk Assessment and Cost Benefit Analysis. The objective of the workshop was to learn across disciplines in identifying, evaluating, and recommending sensitivity analysis methods and practices for application to food‐safety process risk models. The workshop included presentations regarding the Hazard Assessment and Critical Control Points (HACCP) framework used in food‐safety risk assessment, a survey of sensitivity analysis methods, invited white papers on sensitivity analysis, and invited case studies regarding risk assessment of microbial pathogens in food. Based on the sharing of interdisciplinary information represented by the presentations, the workshop participants, divided into breakout sessions, responded to three trigger questions: What are the key criteria for sensitivity analysis methods applied to food‐safety risk assessment? What sensitivity analysis methods are most promising for application to food safety and risk assessment? and What are the key needs for implementation and demonstration of such methods? The workshop produced agreement regarding key criteria for sensitivity analysis methods and the need to use two or more methods to try to obtain robust insights. Recommendations were made regarding a guideline document to assist practitioners in selecting, applying, interpreting, and reporting the results of sensitivity analysis.     

Distinguishing traumatic, vicarious and routine operational stressor exposure and attendant adverse consequences in a sample of police officers

Problems in studying occupational stress within the police service are identified and the paucity of work on operational duties as potential stressors are discussed. The present study reports the results of a factor analysis of operational stressors (N = 601 serving British police officers) that revealed three factors: exposure to death and disaster; violence and injury; sexual crime. These were demonstrated to be reliable scales and were included in logistic regression models together with a range of demographic and psychological variables. Models were applied to men and women separately, which showed there to be different predictors of the likelihood of suffering distress (measured by the General Health Questionnaire, GHQ) in terms of the officer's gender and operational role. Overall the model for women officers was better at predicting psychological distress than that for men. These findings are related to aspects of the police occupational culture. Further discussion is offered that conceptualizes police operational stressors as traumatic, routine and vicarious. Finally, some implications are drawn for the provision of stress intervention in the light of this differentiation.     

Power,authority and legitimacy

Management, human resources, organization, control, leadership, etc., all seem to be just so many euphemisms for power, and this suggests a discourse of management and organization that calls things by their proper name. This paper on the contrary stresses the need to resolve the concept of ‘power’ itself into more differentiated notions, and proposes that clarification may be derived from distinctions once explicit in the vocabulary of Classical antiquity, but lost in modern European languages. It argues that nothing but confusion in thinking about organizations, management and legitimation can result from the failure to recognize that the phenomena this vocabulary identifies and distinguishes are irreducibly different.     

Criteria for selecting a production control philosophy

Logistic objectives constitute a compromise between having short leadtimes and a low volume of work in progress on the one hand and a high resource loading and due date obligation on the other. Miscellaneous production planning approaches offered today provide different combinations of logistic objectives for satisfying a manufacturing strategy. To combine the strength of the various approaches into a unified system, a new approach based on a dynamic and distributed production planning methodology is proposed. To customize the approach, various analyses and specifications have to be made and for that reason some important characteristics and criteria for analysing production control philosophies will be given.     

Employees' perceptions of organizational restructuring: the role of social support

Organizational change and restructuring is often perceived as leading to increased occupational stress, impacting negatively on the psychological well-being of employees. This pragmatic study investigates the role of social support and dispositional affect as moderators of role stress post-restructuring for employees in a public utility company. A total of 176 employees, including 37 managers, 60 graded staff and 78 industrial staff completed a self-report questionnaire, approximately 1 year postrestructuring, retrospectively assessing role conflict, ambiguity, overload and positive and negative feedback pre- and post-restructuring. Results suggested that overall role stress increased for managers/ senior officers and graded staff, but not for industrial staff. Social support was linked with lower role stress, more positive feedback and less negative feedback at post-restructuring. For certain role stressors this impact was moderated by dispositional affect, but the effect was not consistent across occupational groups. Positive affect enhanced the effect of manager support in reducing role conflict for graded staff, and the effect of co-worker support in increasing positive feedback and reducing negative feedback for industrial staff. Findings suggest that managers should pay particular attention to support and feedback for employees during periods of chronic occupational stress following organizational restructuring.     

The Danish psychosocial work environment and symptoms of stress: the main, mediating and moderating role of sense of coherence

The aim of this cross-sectional study was to explore the main, mediating and moderating role of sense of coherence (SOC) on stress symptoms and on the association between perceived psychosocial work environment and stress symptoms. The sample includes 2053 Danish employees from 52 workplaces. Hierarchical regression models were applied for each measure of stress. The results strongly supported the presence of a main effect for SOC. People with high levels of SOC experienced fewer stress symptoms. A mediating effect of SOC was also supported. Thus, SOC in part explained the association between work environment and stress symptoms. In addition, some support for a moderating effect of SOC was found, suggesting that people with higher SOC coped more efficiently with work environmental strain that people with lower SOC. Taken together the regression models explained 11-32% of the variance in stress symptoms. The results suggest that measures of individual factors such as SOC should be included in analyses of the effects of work environmental factors on stress and well-being.     

Control at work: a generalized resource factor for the prevention of musculoskeletal symptoms?

During the last two decades two potent groups of predictors for work-related musculoskeletal problems have been identified: physical work load and poor psychosocial working conditions. However, little is known about their combined effects. In this study the buffering effect of control at work with respect to the negative effects of psychological demands and physical work load on musculoskeletal problems is examined. All study variables were sampled from 431 people working in geriatric nursing homes in Germany by means of questionnaires. Main effects and interactions were tested with multiple regression analysis. The results showed that control buffered the effects of high psychological demands, but not of high physical work load; the buffering effect of control was observed only when physical work load was low. The combined effects of demands and physical work load were over-additive. Thus, the power of different predictors for musculoskeletal symptoms depended on the level of other predictors. This suggests that the efficiency of certain strategies for the prevention of musculoskeletal problems is likely to depend on the level of risk factors, with different strategies being appropriate for different levels of risk.     

The social construction of the meaning of acute stressors: a qualitative study of the personal accounts of police officers using a stress counselling service

The police profession is one in which acute stressors are encountered more frequently than in other occupations. Using the personal accounts of 35 police officers attending an in-house stress counselling clinic, the aim of the present study was to provide a qualitative examination of how the institutional context of policing influenced the ways in which acute stressors signified to individual police officers experiencing felt distress. Using the framework of Rational Emotive Behaviour Therapy as an analytical tool, it is argued that beliefs contributing to the experience of felt distress are related to the way in which policing as both an identity and an activity is constructed through the police organizational culture. Not only do these constructions influence the ways in which officers perceive themselves and their environments, but they also operate at the collective level to 'normalize' some emotional responses and to 'pathologize' others which, it is argued, could impact upon the outcomes of interventions such as stress counselling.     

The moderating role of social support in Karasek's job strain model

This paper examines whether social support is a boundary-determining criterion in the job strain model of Karasek (1979). The particular focus is the extent to which different sources of social support, work overload and task control influence job satisfaction, depersonalization and supervisor assessments of work performance. Hypotheses are tested using prospective survey data from 80 clerical staff in a university setting. Results revealed 3-way interactions among levels of support (supervisor, co-worker, non-work), perceived task control and work overload on levels of work performance and employee adjustment (self-report). After controlling for levels of negative affect in all analyses, there was evidence that high levels of supervisor support mitigated against the negative effects of high strain jobs on levels of job satisfaction and reduced reported levels of depersonalization. Moreover, high levels of non-work support and co-worker support also mitigated against the negative effects of high strain jobs on levels of work performance. The results are discussed in terms of the importance of social support networks both at, and beyond, the work context.     

Job insecurity, coping resources and personality dispositions in occupational strain

This paper presents research on the relationships between the work-related stressor of perceived job insecurity and various indicators of occupational strain, taking into account employees' personality dispositions (trait negative and positive affectivity) and coping resources. Respondents were 222 Australian public servants surveyed during organizational restructuring that involved downsizing and threat to job certainty. The research was formulated within an adaptation of Osipow, Doty, and Spokane's (1985) framework of stress-strain-coping that included the possible direct as well as moderating effects of personality dispositions in reporting occupational strain (Parkes, 1990). Findings from hierarchical regression analyses indicate consistent significant independent effects of personality dispositions, coping resources and perceived job insecurity on various indicators of strain. There was also support for the moderating roles of negative affectivity and self-care in the relation between perceived job insecurity and physical strain. Implications for the role of dispositional factors, especially negative affectivity, and the utility of various coping resources in accounting for occupational strain in times of threatened job security are discussed.