Economic crisis and the employee: The effects of economic crisis on employee job satisfaction,commitment, and self-regulation

Greece has been suffering a severe crisis starting in about 2009. This paper examines the impact of the recent economic crisis in Greece on employee work-related attitudes via changes in regulatory focus. We collected data in a large and heterogeneous sample of employees (N = 1024) during the crisis and compared them with a matched sample of employees surveyed (N = 882) half a decade earlier, i.e., before the crisis. Participants reported their job satisfaction, organizational commitment and their self-regulatory focus. Results show, as expected, that participants after start of the crisis were lower in extrinsic job satisfaction, affective organizational commitment and were also (unexpectedly) lower in normative commitment, while these attitudinal changes were explained by decreased promotion orientation and increased prevention focus. Rather unexpectedly, pre-crisis and crisis samples did not differ in levels of continuance commitment. This paper makes a relevant contribution by showing that the threatening crisis event does not only have negative effects on work-related outcomes, but also that changes in regulatory foci occur and explain attitudinal change indicating an adaptive mechanism to the threatening situation of an economic crisis.     

The dynamic componential model of creativity and innovation in organizations: Making progress,making meaning

Leveraging insights gained through a burgeoning research literature over the past 28 years, this paper presents a significant revision of the model of creativity and innovation in organizations published in Research in Organizational Behavior in 1988. This update focuses primarily on the individual-level psychological processes implicated in creativity that have been illuminated by recent research, and highlights organizational work environment influences on those processes. We revisit basic assumptions underlying the 1988 model, modify certain components and causal connections, and introduce four new constructs into the model: (1) a sense of progress in creative idea development; (2) the meaningfulness of the work to those carrying it out; (3) affect; and (4) synergistic extrinsic motivation. Throughout, we propose ways in which the components underlying individual and team creativity can both influence and be influenced by organizational factors crucial to innovation.     

网络经济时代动态联盟战略实施的关键措施

本文系统地研究了动态联盟战略实施的关键措施,它们是识别自身核心优势、明确目标、合作伙伴的选择、选择合作模式、联盟规模的确定、组织的管理、有效的管理信息系统及风险与利益的分配。     

The impact and management of cognitive gap in high performance product development organizations

The close alignment of applied research and development units with manufacturing operational structures can provide excellent opportunities for maintaining robust product pipelines and reducing product development cycle times. Within such an integrated organizational model (IOM), however, lies a potentially disruptive psychological mechanism that can lead to the dissolution of this delicate partnership if it is not handled properly. This mechanism is cognitive gap, which can take several basic forms: first, as differences between the nature and difficulty of the problem at hand and the cognitive resources of the problem solvers tasked with its solution; and second, as differences between the cognitive abilities and approaches of the problem solvers themselves. In this paper, we define and discuss cognitive gap within the context of Kirton's Adaption-Innovation theory, a useful framework for understanding problem solving (and problem solvers) in general. Specific implications (both favourable and potentially destructive) of cognitive gaps for high performance product development organizations are discussed, and suggestions for their effective management are offered.     

对偶理论在经济均衡分析中的应用

本文根据现代经济系统的特点,设计了一类优化模型体系,并运用对偶理论和该模型体系研究了三类主要市场;产品市场、货币市场和劳动力市场的均衡及其实现,指出了这三类主要市场同时实现均衡所需要的基本条件。     

Psychosocial risk assessment in organizations: Concurrent validity of the brief version of the Management Standards Indicator Tool

The Management Standards Indicator Tool (MSIT) is a 35-item self-report measure of the psychosocial work environment designed to assist organizations with psychosocial risk assessment. It is also used in work environment research. Edwards and Webster presented a 25-item version of the MSIT based on the deletion of items having a factor loading of < .65. Stress theory and research suggest that psychosocial hazard exposures may result in harm to the health of workers. Thus, using data collected from three UK organizations (N = 20,406) we compared the concurrent validity of the brief and full versions of the MSIT by exploring the strength of association between each version of the instrument and a measure of psychological wellbeing (GHQ-12 and Maslach Burnout Inventory). Analyses revealed that the brief instrument offered similar but not always equal validity to that of the full version. The results indicate that use of the brief instrument, which would be less disruptive for employees, would not elevate the risk of false negative or false positive findings in risk assessment.     

忠诚雇员的经济意义和培养雇员忠诚的对策

本文通过分析忠诚雇员对于培养顾客忠诚和企业获利的影响,说明忠诚雇员对于企业的重要意义,并在分析引用影响雇员忠诚度因素的基础上,提出了培养雇员忠诚的建议.     

政策及经济环境对企业投资决策方法选择的影响

本文使用结构方程方法,基于问卷调查结果,对政策和经济环境变化对于企业投资决策方法选择的影响进行了研究。研究结果表明,政策环境对企业投资决策方法有影响,在政策因素变化条件下,上市公司回避使用净现值方法;经济环境对于企业投资决策方法影响不大,论文分析结果没有表现出经济因素是否变化对投资决策方法选择有明显影响。     

经济附加值绩效评价在中国企业中应用的潜在价值

经济附加值(EVA,Economic Valued-added)是一种颇为有效的绩效评价指标。20 世纪 90 年代以来,在国外诸多大企业中流行。E VA 指标在很大程度上克服了传统财务指标在业绩评价方面的局限性。本文详细介绍了 EV A 的基本概念和具体应用,并通过一个中国企业的调查问卷,初步探讨了 E VA 方法在中国企业中应用的潜在价值及存在的问题。     

A dual signal model of pride displays in organizations

Pride is often felt in the work context, but should it be shown to others? Pride displays communicate one’s own success and status, but can show a lack of interpersonal sensitivity. This double-edged nature of pride is not fully understood in organizational contexts; we do not know under what conditions pride displays are beneficial, or detrimental, to career advancement, team dynamics, and leader influence. In this article we integrate signaling theory with sensory habituation and sensitization concepts to develop a new contextualized model of pride at work. Specifically, we propose that pride displays are signals for two primary social judgments that have important implications for organizations: competence and warmth. We make the case that, while pride display under conditions of information asymmetry (lack of information about the sender) signals competence, repeated displays hasten habituation to that signal and instead foster sensitization to a (low) interpersonal warmth signal. Furthermore, additional characteristics of the sender, receiver and audience determine the signaling of these two social judgments from pride. This model advances theory by contextualizing the social function of pride, and suggests new research directions for emotion regulation, impression management, and the rise and fall in social hierarchies, with implications for newcomers, teamwork, and leadership in today’s workplace.     

The Emerging Perspective of Governance and Poverty Alleviation: A Case of Bangladesh

The majority of the rural people in the developing world are subject to severe poverty, inequality and unemployment. Over the years, a number of institutional approaches have been experimented to eradicate poverty from society. Despite the historical role accorded to the state, the states in many developing countries have not been quite effective in poverty alleviation. Following the global trends many developing country states have created space for the market forces and civil society organizations to contribute to poverty alleviation. This is what is popularly known as the new perspective of governance. This article intends to analyze the new perspective of governance and its role in poverty alleviation with empirical evidence from Bangladesh.

The promise and perversity of perspective-taking in organizations

Successful managers and leaders need to effectively navigate their organizational worlds, from motivating customers and employees to managing diversity to preventing and resolving conflicts. Perspective-taking is a psychological process that is particularly relevant to each of these activities. The current review critically examines perspective-taking research conducted by both management scholars and social psychologists and specifies perspective-taking's antecedents, consequences, mechanisms, and moderators, as well as identifies theoretical and/or empirical shortfalls. Our summary of the current state of perspective-taking research offers three important contributions. First, we offer a new definition of perspective-taking: the active cognitive process of imagining the world from another's vantage point or imagining oneself in another's shoes to understand their visual viewpoint, thoughts, motivations, intentions, and/or emotions. Second, we highlight that although perspective-taking has many positive benefits for managers and leaders, it also carries with it the potential for perverse effects. Third, we argue that previous theoretical lenses to understand perspective-taking's goal are insufficient in light of all the available evidence. Instead, we offer a new theoretical proposition to capture the full range of perspective-taking's positive and negative effects: perspective-taking helps individuals effectively navigate a world filled with mixed-motive social interactions. Our mixed-motive model of perspective-taking not only captures the current findings but also offers new directions for future research.     

Dynamic Pricing in the Presence of Myopic and Strategic Consumers: Theory and Experiment

We investigate retailers’ dynamic pricing decisions in a stylized two‐period setting with possible supply constraints and demand from both myopic and strategic consumers. We present an analytical model and then test its predictions in a behavioral experiment in which human subjects played the role of pricing managers. We find that the fraction of strategic consumers in the market systematically moderates the optimal pricing structure. When this fraction exceeds a certain threshold, the retailer offers relatively small late season markdowns to discourage strategic consumers from waiting and to incentivize them to buy during the early season; otherwise, the retailer offers relatively large markdowns to divert all strategic consumers to the late season, where the majority of revenue is made. Our model analyses suggest that the latter policy is optimal under fairly broad conditions. Our experiment shows that after some significant learning, aggregate behavior is able to approximate the key qualitative predictions from our model analysis, with one notable deviation: in the presence of a mixture of myopic and strategic consumers, subjects act somewhat myopically – they underprice and oversell in the main selling season, which significantly limits their ability to generate revenue in the markdown season.     

The effects of transformational leadership on followers' perceived work characteristics and psychological well-being: A longitudinal study

Transformational leaders employ a visionary and creative style of leadership that inspires employees to broaden their interest in their work and to be innovative and creative. There is some evidence that transformational leadership style is linked to employee psychological well-being. However, it is not clear whether this is due to (1) a direct relationship between leadership behaviour and affective well-being outcomes, or (2) a relationship between leadership behaviour and well-being that is mediated by followers' perceived work characteristics. (Such characteristics include role clarity, meaningfulness, and opportunities for development.) This study aims to extend previous work by examining the validity of these two mechanisms in a longitudinal questionnaire study. The study was carried out within the elderly care sector in a Danish local governmental department. A theory-driven model of the relationships between leadership, work characteristics, and psychological well-being was tested using Structural Equation Modelling. The results indicated that followers' perceptions of their work characteristics did mediate the relationship between transformational leadership style and psychological well-being. However, there was only limited evidence of the existence of a direct path between leadership behaviour and employee well-being. These findings have implications for design, implementation, and management of efforts to improve employee well-being.     

Global sourcing in integrated network structures: The case of hybrid purchasing organizations

An issue for companies in globally competitive markets is to adapt their organizational structures and governance in increasingly complex organizations. At the functional level of purchasing, companies are turning to hybrid purchasing organizations in order to leverage global sourcing benefits. One of the key challenges in this context is to distinguish between categories to be integrated across sites and those that are to remain under the authority of each purchasing location in order to maximize purchasing synergies.This paper presents a purchasing portfolio model that provides a comprehensive view of relevant global synergy dimensions. Based on a literature review, a theoretically-grounded purchasing portfolio model for global sourcing is developed. The theoretical basis stems from information processing theory, organizational buying behavior (OBB) and transaction cost economics. The validity of the model is explored by means of case study research. Complementing the extant literature, the theoretical contribution of the paper lies in not only addressing category selection criteria for exploiting economies of scale, but also for economies of information and learning and economies of process. Furthermore, it provides insights regarding integrated network coordination mechanisms at the functional level of purchasing.     

Assessment of the Regional Economic Impacts of Catastrophic Events: CGE Analysis of Resource Loss and Behavioral Effects of an RDD Attack Scenario

We investigate the regional economic consequences of a hypothetical catastrophic event—attack via radiological dispersal device (RDD)—centered on the downtown Los Angeles area. We distinguish two routes via which such an event might affect regional economic activity: (i) reduction in effective resource supply (the resource loss effect) and (ii) shifts in the perceptions of economic agents (the behavioral effect). The resource loss effect relates to the physical destructiveness of the event, while the behavioral effect relates to changes in fear and risk perception. Both affect the size of the regional economy. RDD detonation causes little capital damage and few casualties, but generates substantial short‐run resource loss via business interruption. Changes in fear and risk perception increase the supply cost of resources to the affected region, while simultaneously reducing demand for goods produced in the region. We use results from a nationwide survey, tailored to our RDD scenario, to inform our model values for behavioral effects. Survey results, supplemented by findings from previous research on stigmatized asset values, suggest that in the region affected by the RDD, households may require higher wages, investors may require higher returns, and customers may require price discounts. We show that because behavioral effects may have lingering long‐term deleterious impacts on both the supply‐cost of resources to a region and willingness to pay for regional output, they can generate changes in regional gross domestic product (GDP) much greater than those generated by resource loss effects. Implications for policies that have the potential to mitigate these effects are discussed.     

Leadership behaviors and group creativity in Chinese organizations: The role of group processes

In seeking to understand the factors contributing to work group creativity in Chinese organizations, we explored the roles of two different leadership styles (transformational and authoritarian) that Chinese leaders play in group creativity through influencing internal group processes, i.e., collective efficacy and knowledge sharing among group members. We tested our hypotheses with a sample of 163 work groups involving 973 employees in twelve Chinese companies. We found transformational leadership to relate positively but authoritarian leadership to relate negatively to group creativity, mediated by both collective efficacy and knowledge sharing among members within the group. We discuss the implications of these findings for research on group leadership, group creativity and cross-cultural management.     

Stress and coping in US organizations: The role of the Employee Assistance Programme

The organizational role of the Employee Assistance Programme (EAP) is evaluated with particular respect to managerial and human resources policies and practices. Attention is given to models of the EAP, and an ideal-typical model is discussed. A synoptic view is taken covering the scope of the EAP, the sectors of application, the selection criteria for the EAP, as well as patterns of introduction-all within a contingency framework. A critical analysis is made of the roles of participants within the EAP process, as well as of problematic ethical and professional dimensions which the EAP introduces into organizational functioning. A final section treats the future forms of development which the EAP may follow to satisy both organizational and professional imperatives.     

The governance of social enterprises: Mission drift and accountability challenges in hybrid organizations

We examine the challenges of governance facing organizations that pursue a social mission through the use of market mechanisms. These hybrid organizations, often referred to as social enterprises, combine aspects of both charity and business at their core. In this paper we distinguish between two ideal types of such hybrids, differentiated and integrated, and we conceptualize two key challenges of governance they face: accountability for dual performance objectives and accountability to multiple principal stakeholders. We revisit the potential and limitations of recently introduced legal forms to address these challenges. We then theorize about the importance of organizational governance and the role of governing boards in particular, in prioritizing and aligning potentially conflicting objectives and interests in order to avoid mission drift and to maintain organizational hybridity in social enterprises. Finally, we discuss future research directions and the implications of this work for rethinking traditional categories of organizations, namely business and charity.