基于情绪中介机制的辱虐管理与偏差行为

理清偏差行为的成因和动机机制是偏差行为研究的焦点,但基于本土企业的实证研究相对较少。从员工工作场所情绪感受的视角,应用情感事件理论,探讨消极情绪在辱虐管理与组织偏差行为和主管偏差行为间的中介效应,并比较辱虐管理对两类偏差行为影响的差异性。通过对19家企业、180名管理者和360名下属的配对研究,采用阶层回归进行分析。研究结果表明,辱虐管理显著正向影响两类偏差行为,但员工展现两类偏差行为的倾向并不等同,即员工展现组织偏差行为的倾向强于主管偏差行为的倾向;消极情绪是偏差行为的诱发动机,显著正向影响员工的组织偏差行为和主管偏差行为,并部分中介辱虐管理与两类偏差行为间的关系。     

辱虐管理从何而来?来自期望理论的解释

本研究旨在从期望理论的角度探究辱虐管理的成因,认为主管的任务难度和任务效价会引发对下属的辱虐管理行为,而主管的负面情绪在这个过程中起中介作用。本文以长沙6家大型制造型企业为样本来源,采用结构化的配对问卷,匹配92名主管和303名员工,层级回归结果表明:(1)任务难度正向影响主管的辱虐管理行为;(2)任务难度正向影响主管的负面情绪;(3)主管负面情绪在任务难度与辱虐管理的关系中起中介作用,同时在任务难度和任务效价的交互效应对辱虐管理的影响过程中起中介作用;(4)主管任务效价负向调节任务难度与负面情绪之间的关系,同时负向调节任务难度与辱虐管理之间的关系。     

应对辱虐管理:下属逢迎与政治技能的作用机制研究

辱虐管理的现有研究主要集中在辱虐管理对下属各种工作后果变量的影响及中介机制的探讨上,少有研究从下属视角出发,关注下属如何应对来自领导的辱虐管理.在理解下属情绪耗竭及离职倾向与主管辱虐管理关系的基础上,本研究认为下属会采取逢迎策略应对辱虐管理以缓解消极后果,但逢迎并不一定能化解来自领导的"辱虐",实际后果取决于逢迎主体拥有的政治技能水平.政治技能高则能达成缓解意图,政治技能低则可能适得其反.通过对北京六家电子制造企业中的283名员工的分析发现:主管辱虐管理对下属情绪耗竭和离职倾向有显著的影响,当下属政治技能较高时,下属采取逢迎行为能缓解辱虐管理的消极影响,而当下属政治技能较低时,下属采取逢迎行为反而会增强辱虐管理的消极影响.     

辱虐管理对下属沉默行为的影响——一个跨层次多特征的调节模型

作为"毒性"领导的一种表现形式,辱虐管理通过影响员工行为而给现代企业组织绩效带来很强的负面影响。然而,对于辱虐管理与员工沉默行为之间的关系,以及这种关系的边界影响因素的探讨仍较为缺乏。从资源保存理论出发,采用来自江苏88家企业的88名主管副总经理与575名下属员工的配对数据,本文研究发现,上级主管的辱虐管理对下属沉默行为具有显著正向预测作用,并且这种正向预测作用受到三个层面边界条件的影响:下属的独立型自我意识越强,工作复杂性越高,以及在高关注员工发展的组织文化中,辱虐管理与下属沉默行为之间的关系越强。本文的研究为我们理解辱虐管理与员工沉默行为的关系提供了新的理论视角。     

关于恶意归因倾向与组织自尊作用机制的研究

在对6家制造型企业的283员工进行问卷调查的基础上进行回归分析。研究结果表明,辱虐管理行为之所以会引起员工的反抗行为,在很大程度上是因为辱虐管理会导致员工的组织自尊丧失,继而产生破坏性心理自卫效应。此外,员工个体的恶意归因倾向也在此过程中起着重要的调节作用,影响到员工对于上级主管行为的理解,也影响到自身的心理认知。     

辱虐管理影响因素研究述评

辱虐管理是指下属感知到的管理者持续表现出的怀有敌意的言语和非言语行为,但不包括身体接触类的侵犯.大量研究表明,辱虐管理会对员工的心理、态度和行为造成不同程度的负面影响,降低员工的绩效,进而损害组织的效能.深入认识辱虐管理的前因变量,进而探寻应对和消除这一负向领导行为消极影响的管理措施,具有重大的现实和理论意义.为了弥补已有研究对辱虐管理影响因素认识不足的缺陷,本文梳理了2006年以来辱虐管理影响因素研究的重要文献,以攻击行为理论为主要框架,从多个角度对辱虐管理影响因素研究进行了系统回顾和评价.     

辱虐管理对员工人际偏差行为的影响及其作用机制研究

以一家大型制造企业的229名员工为样本,从"压力源-紧张状态-后果"的视角,基于社会交换理论,研究辱虐管理对员工人际偏差行为的影响,并进一步分析了工作压力与自我控制能力在以上关系中所起的中介和调节作用。研究发现,辱虐管理作为员工工作生活中的压力源之一,对工作压力有显著的正向影响,进而导致员工产生人际偏差行为;员工自我控制能力可以调节工作压力与人际偏差行为之间的关系,较高的自控水平不仅可以削弱工作压力对人际偏差行为的正向影响,还可以弱化工作压力在辱虐管理与人际偏差行为之间所起的中介效应。     

积极组织行为学视角下辱虐管理与员工乐观解释风格对离职倾向的影响研究北大核心CSSCI

基于情感事件理论和情绪认知评价理论,通过对56家企业332位员工的有效问卷调研,考察了辱虐管理对离职倾向的影响,以及消极情绪的中介作用和乐观解释风格的调节作用。研究结果发现:辱虐管理对消极情绪、离职倾向具有显著正向影响;消极情绪中介了辱虐管理和离职倾向的关系;乐观解释风格调节了辱虐管理通过消极情绪影响离职倾向的作用,即员工乐观解释风格越高,消极情绪所带来的影响越弱,离职倾向也会因此降低。     

辱虐管理、心理安全感知与员工建言

基于中国组织情境中辱虐管理对员工建言行为影响的研究,认为企业上级领导实施辱虐管理,首先会削弱员工的心理安全感,继而影响员工建言行为,心理安全感知是辱虐管理与员工建言之间的关系的中介。此外,研究结论还表明,辱虐管理对心理安全感知的削弱作用会受到员工不确定性规避特质的影响,对于高不确定性规避的员工而言,企业上级领导实施辱虐管理,此类员工感受到的"心理不安全"更强。最后,以来自新疆维吾尔自治区2家石化企业中的258名员工和102名上级领导的配对数据验证了以上理论假设。     

辱虐管理对工作绩效的影响及自我效能感的中介作用

以资源保存理论和社会交换理论为视角,探讨中国情境下辱虐管理对工作绩效的影响机制。运用层次分析法,对来自中南地区企业员工的241份问卷调查数据进行分析。研究结果表明,辱虐管理对任务绩效和周边绩效都有显著负向影响、自我效能感在辱虐管理对任务绩效的影响中起部分中介作用、在辱虐管理对周边绩效的影响中起完全中介作用。     

Educational Landscapes and Urban Development. Contextual and Spatial Interfaces and Linkages

In the broad sociopolitical discussion on education quality within the last decade, it has become apparent that education is gaining importance for urban development, as well as space and the urban context are important dimensions of education. This becomes particularly evident in concepts for local educational landscapes (Ger. Bildungslandschaften). The young field of research on educational landscapes is currently lacking empirical research from spatial and planning sciences. In the paper, the current state of scientific research on educational landscapes in Germany and Europe and first insights to contextual and spatial interfaces and linkages between education and urban development in general are presented.     

Inventory Models with Continuous and Poisson Demands and Discounted and Average Costs

We develop a new, unified approach to treating continuous‐time stochastic inventory problems with both the average and discounted cost criteria. The approach involves the development of an adjusted discounted cycle cost formula, which has an appealing intuitive interpretation. We show for the first time that an (s, S) policy is optimal in the case of demand having a compound Poisson component as well as a constant rate component. Our demand structure simultaneously generalizes the classical EOQ model and the inventory models with Poisson demand, and we indicate the reasons why this task has been a difficult one. We do not require the surplus cost function to be convex or quasi‐convex as has been assumed in the literature. Finally, we show that the optimal s is unique, but we do not know if optimal S is unique.     

E-governance and Corruption-developments and Issues in Ethiopia

This paper reports the results of a survey of 400 respondents in Ethiopia about factors generating corruption and the potential of e-Governance to mitigate corruption. It is suggested that e-Governance can help not only in weeding out corruption but also in the establishment of sounder government citizen relationships in Ethiopia. While e-Governance cannot cure all the structural factors that breed corruption in the society, strategic implementation of e-Governance can help improve the critical variable in combating corruption-government citizen relationships. It is argued that while e-Governance initiatives can make important contributions to improving public services they can best do so by helping improve overall relationships between governments and citizens.

The Challenge of Political and Economic Change in Poland and Central and Eastern Europe

This article discusses political and economic changes in Poland, Central and Eastern Europe emerging since the demise of the ‘closed system’ in 1989. The presentation explores the range of change, the method and the sequence of change. General lessons in economic transition as identified by Polish Finance Minister Lezak Balcerowicz are discussed. The challenges involved in macroeconomic stabilization, radical liberalization, currency convertibility, subsidy reduction and conversion of state-owned enterprises are reviewed. Despite their complexity, economic and political reforms proved necessary and inevitable. This revised version was published online in July 2006 with corrections to the Cover Date.     

Chronic stress and chronic disease in life and work: Conceptual and methodological issues

This paper argues that the lack of strong prospective evidence linking occupational and social stress to chronic disease stems from the failure of research designs to attend sufficiently to the aetiological chronicity of such diseases. Studies of both supposedly acute stress (life events) and chronic stress in life or work must increasingly be designed to distinguish between stress which is sustained or chronic over a period of yean or even decades, and hence capable of causing a serious chronic disease, and brief or transient stress, which may produce transient or brief psychological or physiological disturbances but cannot generate major chronic disease. Prospective studies are needed which collect measures of both stress and health or disease at multiple points over an extended period of time. Measures of stress should focus more on affect (for example, feelings of pressure and tension) than on cognition (for example feelings of satisfaction). Limited existing evidence is consistent with these ideals.     

Beliefs and the Perception of Risks and Accidents

Identifying the causes of accidents is a necessary prerequisite for preventive action. Some research suggests however that the analysis of accidents does not only differ between experts and laymen but that it is also linked to certain characteristics inherent in the analyst and in the social group to which he belongs: beliefs, value systems, norms, experiences in common, attitudes, roles, social and technical practices, etc. Culturally determined bias seems to affect the perception of risk and the causes of accidents. This article presents a certain number of thoughts and results based upon research carried out on causal attributions of traffic accidents in The Ivory Coast (West Africa) and discusses the importance of culture in risk-taking and accident prevention. It shows in particular that fatalistic beliefs and mystical practices influence the perception of accidents and consequently incite one to take more risks and neglect safety measures.     

Work and shopping overflow — Consequences and differentiation among selected psychological and demographic characteristics

Contemporary individuals are forced to deal with excessive stimulation, which causes an overload in the cognitive and emotional areas. The purpose of this paper is to investigate the possible factors differentiating the perceived level of work and shopping overflow experienced by individuals and consequences of these states. Two psychological variables: cognitive control and sensation seeking, are chosen as potential factors differentiating the perceived levels of overflow. We assume that individuals with high cognitive control and sensation seeking will report lower levels of both types of examined overflows. Experiencing low overflow levels may manifest in the search for additional stimuli, rather than in the desire to limit them. Two indexes of behavior connected to seeking extra stimulation are selected: one belonging to the area of consumer behavior (readiness to participate in the experience economy) and one belonging to vocational behavior (choosing a boundaryless career). The quantitative study is conducted on a sample of 297 management students who are currently employed. The research results support the relation between cognitive control and perceived level of work and shopping overflow. Individuals who can cognitively control the situation and the incoming stimuli report lower levels of overflow. No significant relationship between sensation seeking and the level of overflow is found. The demographic variables that influence the perceived overflow are age and salary for work overflow and age for shopping overflow. As far as consequences of overflow are concerned, a low level of shopping overflow is related to readiness to participate in the experience economy. However, there is no link between work overflow and preferred career pattern. The managerial implications for human resource management and marketing strategy design are discussed.     

Review and preview of productivity research and applications

During the last two decades, productivity research and applications have not been given adequate importance when trying to attain excellence in the management of manufacturing enterprises. Recent developments in managerial philosophies Total Quality Management and Business Process Re-engineering , manufacturing technologies Flexible Manufacturing Systems, Computer Integrated Manufacturing, etc. and Information Technology innovations have made the traditional productivity improvement techniques obsolete. This article presents a review consisting of analyses of literature on productivity and a survey of manufacturing enterprises. A five-step preview strategy on productivity is enumerated which provides a meaningful direction towards future productivity research and application. The article is concluded by briefly describing the current research that is being carried out based on the preview strategy evolved.     

Definitions and linkages between operational and strategic flexibilities

This paper aims at clarifying the concept of strategic flexibility, starting from that much more common of manufacturing flexibility (or operational one). After characterizing the dimensions of the latter, a classification of strategic flexibility is presented which distinguishes four categories. The measures of strategic flexibility are also investigated. Then two analogies are pointed out with the operational flexibility. The first, of the cause-effect type, is on two levels: at the business level, the operational flexibility estimates the variation of practices, while the strategic flexibility measures the effect obtained on performances; at the corporate level, the operational flexibility estimates the variation of competences, while the strategic flexibility evaluates the change in business. The second analogy, related to the classification variables, permits the main types of operational and strategic flexibilities to be placed in a single framework. So this study seeks to provide a framework—which has not been proposed in prior literature—for analyzing and evaluating the correlated concepts of operational and strategic flexibilities, to create a theoretical foundation for future research and empirical testing.     

Review and reappraisal of modelling and predicting mental workload in single- and multi-task environments

The concept of mental workload has long been recognized as an important factor in individual performance within complex systems. It is documented that either overload or underload may degrade performance, and further affect the efficiency of the whole system. Therefore, systems designers need some explicit models to predict the mental workload imposed on individuals by the system at an early design phase so that alternative system designs can be evaluated. In examining mental-workload literature, it is found that few predictive mental-workload models have considered factors specific to individuals. This research aims to develop a practical framework for predicting mental workload in both single- and multi-task environments considering such individual factors. In order to describe mental workload more precisely and more completely, a framework for mentalworkload definitions, which contains instantaneous workload, average workload, accumulated workload, peak workload and overall workload, is proposed. In order to model individual factors, two new variables, i.e. effective workload and ineffective workload, are introduced to model the taskgenerated workload and individual-generated workload. The extension of the model to multi-task environments is also discussed. The proposed conceptual models are domain-independent and could be used to guide the development of operational models for different specific tasks.