基于自我效能中介作用的高绩效工作系统与员工幸福感研究

在对某大型国有银行武汉分行的31个支行共360名员工进行问卷调查的基础上,对高绩效工作系统与员工幸福感间的关系进行了研究。研究显示,高绩效工作系统能显著促进员工幸福感(提升工作活力、降低情绪耗竭),员工自我效能在该作用过程中起部分中介作用。这表明高绩效工作系统不仅能提高员工工作产出,还能通过培养员工获取幸福的能力,来提升员工的幸福感。最后,建议未来有关研究应关注员工期望在高绩效工作系统和员工幸福感之间的潜在中介作用。     

高绩效工作系统、员工需求与反生产行为关系研究

为明确高绩效工作系统对反生产行为的作用机制,基于劳动关系理论构建一个有调节的中介模型,通过对237份问卷进行层次回归分析,结果发现:高绩效工作系统对员工的反生产行为有显著负向影响;员工需求在高绩效工作系统与组织指向的反生产行为之间起部分中介作用;员工需求在高绩效工作系统与人际指向的反生产行为之间起完全中介作用;心理契约破裂负向调节员工需求与反生产行为的关系,并在整个模型中起调节作用。     

基于链式中介效应的授权型领导对员工工作幸福感影响研究

员工工作幸福感是影响企业稳定与绩效增长的关键因素。授权型领导通过授权赋能、内在激励等方式增强员工心理安全感和心理所有权,进而有效提升员工工作幸福感。基于自我决定理论、内在动机理论,从个体层面探讨授权型领导对员工工作幸福感的影响,考察心理安全感、心理所有权在授权型领导与员工工作幸福感之间的中介作用,结果表明:授权型领导对员工工作幸福感有显著正向影响;心理安全感和心理所有权在授权型领导和员工工作幸福感间发挥链式中介作用,即授权型领导通过增强员工的心理安全感提升其心理所有权水平,进而影响员工的工作幸福感。     

高绩效工作系统对员工工作满意度的直接与间接影响研究

基于战略人力资源管理、组织氛围与员工态度文献的理论研究及问卷调查开展有关研究。研究表明,高绩效工作系统不但有助于形成关心员工的氛围、还能提高员工积极态度,并且关心员工氛围在高绩效工作系统与员工工作满意度间起中介作用,进一步证实了产业特征(第二产业或第三产业)在该过程中的调节作用。这也说明,高绩效工作系统影响员工结果并服务于连结宏观与微观人力资源管理的机制——组织氛围。此外,讨论了研究结论与实践启示,并对未来研究进行了展望。     

服务导向高绩效工作系统 对员工服务创新的影响

  随着顾客越来越追求个性化服务，提供非标准化的、适合的和创造性的服务是企业与顾客建立长期联系的关键因素。寻求服务创新正逐渐成为服务行业的发展趋势，如何通过服务创新满足中国消费者日益多元化和个性化的消费需求，不仅是理论界在不断探索的“秘密”，也是中国服务企业亟待解决的重要问题。         基于组织支持理论，探讨服务导向高绩效工作系统对员工服务创新的影响机制，引入组织支持感作为中介变量，考察总经理对待服务变革的态度对服务员工的组织支持感与服务创新之间关系的调节作用。以来自54家四星级及以上酒店1 021名一线服务员工的数据为样本，采用Mplus 7.4对数据进行实证分析。         研究结果表明，服务导向高绩效工作系统对服务员工的组织支持感有显著正向影响，服务员工的组织支持感对服务创新有显著的正向影响，服务导向高绩效工作系统通过影响组织支持感进而促进员工服务创新。总经理对待服务变革的态度能够调节服务员工的组织支持感与服务创新之间的关系，即当总经理对待服务变革的态度表现得较为积极时，服务员工的组织支持感与服务创新之间的正向关系增强；当总经理对待服务变革的态度表现得较为消极时，服务员工的组织支持感与服务创新之间的正向关系减弱。         研究结果不仅深化了对服务导向高绩效工作系统和服务创新相关研究的理解，而且丰富了对服务导向高绩效工作系统与员工服务创新之间的作用机制研究，扩展了服务导向高绩效工作系统对员工服务创新作用的边界条件研究，为服务业管理者推行服务导向高绩效工作系统以激励员工进行服务创新提供了理论指导和实践启示。     

高绩效人力资源实践对员工工作绩效的影响北大核心CSSCI

通过对187家企业的374位员工及其直接领导的问卷调查,考察了高绩效人力资源实践对员工的角色内绩效和组织公民行为的直接影响,探讨了员工知觉到的胜任特征在高绩效人力资源实践与员工角色内绩效和组织公民行为之间的中介作用。研究结果显示,高绩效人力资源实践对员工知觉到的胜任特征、角色内绩效和组织公民行为有显著积极影响;员工知觉到的胜任特征对员工角色内绩效和组织公民行为有显著积极影响;员工知觉到的胜任特征在高绩效人力资源实践与员工角色内绩效和组织公民行为之间起部分中介作用。     

高绩效人力资源实践对员工工作绩效的影响

通过对187家企业的374位员工及其直接领导的问卷调查,考察了高绩效人力资源实践对员工的角色内绩效和组织公民行为的直接影响,探讨了员工知觉到的胜任特征在高绩效人力资源实践与员工角色内绩效和组织公民行为之间的中介作用。研究结果显示,高绩效人力资源实践对员工知觉到的胜任特征、角色内绩效和组织公民行为有显著积极影响;员工知觉到的胜任特征对员工角色内绩效和组织公民行为有显著积极影响;员工知觉到的胜任特征在高绩效人力资源实践与员工角色内绩效和组织公民行为之间起部分中介作用。     

员工敬业度、工作绩效与工作满意度的关系研究

本文基于角色理论,探索员工敬业度、工作绩效与工作满意度之间的关系,以及工作绩效在员工敬业度与工作满意度之间的中介作用。利用在职学生的137份调查数据进行统计分析,结果显示,中国文化背景下,工作绩效也包括任务绩效和关系绩效两个维度;员工敬业度、工作绩效和工作满意度之间存在显著正相关;工作绩效在员工敬业度与工作满意度之间起完全的中介作用。     

职场排斥对员工敬业度的影响研究——情绪耗竭的中介作用

员工敬业度问题关系到企业的生存与发展。引入情绪耗竭中介变量,探讨在中国组织文化情境下职场排斥对员工敬业度的影响机制。通过研究得出:职场排斥显著负向影响员工敬业度,职场排斥正向影响员工情绪耗竭,情绪耗竭对员工敬业度有负向的消极影响,情绪耗竭在职场排斥与员工敬业度之间起部分中介作用。     

基于组织认同中介作用的集体主义对工作幸福感的多层次影响研究

在302份员工问卷和34份团队样本的基础上,采取多层线性回归的方法,探讨了团队层次的集体主义氛围和个体层次的集体主义导向对工作幸福感的影响机制,以及集体主义氛围对集体主义导向和组织认同关系的调节影响。研究发现,个体的集体主义导向和团队集体主义氛围对员工的工作幸福感均有显著正向影响;组织认同在集体主义导向和工作幸福感之间起部分中介作用,在集体主义氛围和工作幸福感之间起完全中介的作用。与此同时,集体主义氛围正向调节了集体主义导向对组织认同的作用。     

人力资源管理视角的情绪工作研究综述

在服务经济时代,组织更加依赖员工个人的即时表现来影响顾客对服务质量的感知,员工负担的情绪工作要求员工运用情绪能量、承担情绪负荷,本质上是组织对员工个人情绪资源的管理。通过从人力资源管理的视角对情绪工作的相关研究文献进行了回顾,探讨了从人力资源管理视角对情绪工作进行深入研究的机会。     

服务补救中顾客情绪对顾客满意之影响的实证研究

在顾客服务补救满意的研究中,本文引入情绪变量,提出了包含服务失败、服务补救整个过程的研究模型,采用情景模拟的方法进行了实证研究。研究表明:顾客在服务补救后的满意,受顾客服务补救后情绪的影响,而不是受顾客服务失败时的初始情绪的影响。其中,补救后积极情绪对补救满意有显著的正向影响;补救后外在归因消极情绪对补救满意有显著的负向影响。     

Emotions and their management during a merger in Brunei

Studies have shown that the emotional impact of mergers influences employees' attitudes to change as well as more distal post-merger outcomes such as job satisfaction, organizational commitment and withdrawal. Understanding the role of emotions during mergers can therefore provide insights into why major change produces varying outcomes. This study presents findings from a qualitative study examining the emotional impact of a merger between two banking institutions on managers in Brunei. The distinctive national culture representing a fusion of Malay and Islamic values was found to influence the emotional impact of this merger. These values place less emphasis on personal control as a means for dealing with uncertainty. The findings suggest that Western transactional models of perceived control to explain how people manage change may have far more limited application within a Bruneian context.     

高管决策的情绪调节机制：基于准实验现场的研究

近年来,情绪对于人类认知过程的作用正逐步受到研究者的重视,尤其是情绪对决策的影响备受关注。本文旨在对现有的国内外情绪与决策的相关理论进行梳理,基于心理认知理论和高层团队理论,构建出情绪调节对于高管团队决策的影响模型,之后采用了模拟真实的准实验方法对理论模型进行了验证。本文为未来情绪与决策的研究提供了可借鉴的研究思路和实验方法。     

A descriptive study of some organizational-behavior dimensions at work in the Dominican Republic: implications for management development and training

Based in identity theory and the depletion hypothesis in the work-life literature, this study investigated dimensions of the meaning of work and work stress among mid-level managers in the United States, Brazil, and Korea. Findings include a high salience of work as a central life concern but a primacy of family involvement in each country. The importance of religious involvement, leisure activities, and community involvement was rated low. Intrinsic and extrinsic orientations to working were related to increased levels of work stress, but in each country the dimensions of work stress were associated with meaning of work aspects in different combinations and affected different demographic groups in different ways. The theoretical and practical implications of the findings imply the need for a differentiated understanding of the meaning of work dimensions in international settings and the awareness that increased levels of work stress can results from higher levels of work centrality and intrinsic and economic work orientations.     

Talking about work stress: Discourse analysis and implications for stress interventions

This study used discourse analysis to explore the way in which employees understand work stress. Twenty-two female clerical workers in a Canadian city participated in focus group meetings where they talked about and made sense of their experiences of work stress. The women's accounts were analysed using discourse analysis methods (i.e. an examination of how talk is constructed). The findings revealed that talking about being stressed provides a socially acceptable way of expressing discomfort and regaining a sense of importance that is lost through feeling under-valued and under-appreciated in the organization. In contrast, admitting to being unable to cope with stress was considered to be 'abnormal'. The stress discourse fosters a sense of helplessness and ambiguity by not acknowledging external influences on clerical workers' experiences, such as their place within the power structure of the organization, and by limiting their sense of agency and control over problems experienced at work. The implications of these findings for organizational culture and interventions are discussed. For example, employers are encouraged to be conscious of the messages being sent to employees about how negative emotions or distressing experiences at work are to be addressed (i.e. how 'stress' is to be managed). Recommendations are made for future research using discourse analysis, such as the examination of alternative discourses that aim to improve conditions at work.     

员工敬业度的研究述评

员工敬业度(Employee Engagement)作为组织行为学的新概念之一,与我国传统哲学意义上的敬业精神的概念不同。文章从员工敬业度的研究背景、概念界定、理论框架、测量量表和影响因素等方面的研究现状进行了系统的介绍和评述,在分析了员工敬业度现存问题的基础上,提出了未来研究需要加强纵向研究、跨文化研究等七个方面问题的探讨。     

Organisational safety climate and occupational accidents and injuries: an epidemiology-based systematic review

It is widely accepted among practitioners and researchers that a good safety climate results in improved safety. However, there is a lack of systematic and detailed reviews summarising and evaluating the scientific evidence underpinning the relationship between safety climate and injuries and accidents in a company. The current research addresses this gap and studies the association of safety climate with accidents and injuries at work. Nine databases were searched for quantitative studies. After eligibility and quality selection, 17 peer-reviewed papers were analysed. Quality assessment was developed applying the Strengthening the Reporting of Observational Studies (STROBE) guidelines, together with 9 appraisal criteria from Berra and colleagues (2008), Downs and Black (1998) and the appraisal tool from the University of Cardiff Weightman, Mann, Sander, & Turley, (2004). An evaluation summary statement was then constructed analysing the strength of the evidence provided by each study. Although 15 of the 17 studies included in this review provided full or partial support for the association of safety culture with accidents/injuries at work, scientific evidence is still unclear on the causal relationship between these two variables. Research is needed, especially longitudinal and intervention studies, to demonstrate in detail this association, which has been widely accepted in the area of occupational health and safety.