社会网络对企业管理人员职业生涯成功影响的实证研究

本文从社会网络的角度出发,基于社会交换理论,建立了社会网络对企业管理人员职业生涯成功的作用模型,并指出社会网络对职业成功两者之间的关系是通过网络利益(资源和职业支持)的中介作用实现的.本文以407位企业管理人员为研究对象,采用结构方程模型对假设模型进行检验,研究结果验证了网络利益(资源和职业支持)的中介效应.研究同时得出,社会网络各指标会对网络利益产生影响.相对于网络规模和网络异质性,网络密度和关系强度对于网络利益的获取有更为重要的影响.在网络利益对职业生涯成功作用的过程中,网络资源仅对管理人员职业满意度产生显著的正向影响,而职业支持对管理人员的职业生涯成功各指标都有显著的影响.文章最后指出了研究的局限性和未来研究方向.     

组织政治技能对公务员职业发展的影响

正我们身边常常有这样的人:工作能力强,工作业绩突出,埋头苦干,但就是得不到领导的赏识,往往与各种升迁机会擦肩而过;还有一类人,工作能力平平,但是和领导、同事、下属等建立了良好的关系,在组织中如鱼得水、春风得意、平步青云。这是为什么呢?其实,政治技能的高低对公务员职业的发展起到了相当重要的作用,在此我们来探讨一下政治技能对公务员职业发展的影响。一、组织政治技能相关研究组织政治技能是个体在组织中生存和获得职业发     

核心自我评价、组织支持对主客观职业成功的影响:人-情境互动的视角

以212名企业员工为研究对象,考察了核心自我评价、组织支持以及二者的交互作用对主客观职业成功的影响。研究结果表明:主观职业成功(工作、职业和生活满意度)和客观职业成功(收入、晋升次数和速度)是2种相关但不同的职业成功类型;核心自我评价和组织支持对主客观职业成功均有一定的影响,但它们对客观职业成功的影响效果弱于社会-人口和人力资本特征;与特质激发理论相一致,核心自我评价和组织支持在对职业成功的影响上存在一定的交互效应,表现为组织支持会强化核心自我评价对职业成功的正向影响,且高核心自我评价的员工在得到高组织支持时有最高的职业成功水平。     

团队中的关系、迎合与职业成功——基于戏剧理论的解释框架

本文以戏剧理论为基础,在688份问卷基础上,运用多层线性模型探讨了领导—下属“关系”作为角色规范对下属迎合行为与职业成功的影响.结果表明:(1)领导—下属“关系”作为角色规范对下属迎合行为有正向影响;(2)下属迎合行为对下属职业成长有正向影响;(3)来自领导的人际公平氛围作为戏剧前台,对领导—下属“关系”对下属迎合行为影响关系具有调节作用,在高人际公平氛围下,领导—下属“关系”对下属迎合行为影响减弱,这就为领导管理实践过程中降低下属迎合行为提供了建议.本文将职业竞技场比拟成职业剧场,探讨了戏剧理论中员工职业成功的关键因素,认为员工能够体会情景以及文化所传递的角色规范,并表现出与之相匹配的行为,才是个体职业成功的关键.     

跨界流动：高管多变职业路径对企业创新投入的影响研究

跨界流动使得高管职业路径呈现多变性,有助于提升高管个人特质和职业胜任力,实现高管个人目标和职业成功,然而高管多变职业路径对组织创新有何影响,目前尚未明晰。本文以2007—2020年A股上市公司为样本,根据手工收集的高管职业跨界轨迹数据,区分了高管多变职业路径的“多变挑战型”和“多变平稳型”两种类型,研究高管多变职业路径对企业创新投入的影响。研究表明：与专一传统型职业路径相比,高管多变职业路径更能够促进企业创新投入,其中高管多变挑战型和多变平稳型职业路径与企业创新投入均存在正向关系。区分产权性质后发现,企业的国有属性会削弱高管多变职业路径尤其是“多变挑战型”职业路径对创新投入的促进作用。进一步研究发现,冒险精神与创业精神在高管多变职业路径与企业创新投入的正向关系中起到了中介作用。上述研究结论为高管多变职业路径对企业创新投入的影响提供了新证据,也为引导企业从职业发展角度培养创新型企业家及其创新特质提供了微观经验证据。     

农民工与城镇职工的职业趋同：基本事实与影响机制

职业是影响经济收入和社会地位的核心因素,促进农业转移人口有效融入城市需要理解农民工与城镇本地职工职业差异的基本事实和影响机制。本文在描述农民工和城镇职工职业差异动态变化的基础上,进一步将其分解为同化效应、组群效应和经验积累效应3类影响机制,并评估了相应的影响程度。实证结果表明：首先,2005～2015年职业隔离指数从0.369下降至0.325,农民工与城镇职工存在职业趋同;其次,同化效应和组群效应能够显著促进农民工与城镇职工职业趋同,且组群效应贡献度更高,但经验积累效应会显著抑制职业趋同;最后,农民工与城镇职工在就业上技能互补,农民工进城就业比例与城镇劳动力市场的工资水平正相关。本研究可以为高质量推进农民工城市融入提供政策启示。     

自我职业生涯管理与职业生涯成功的关系研究

运用问卷调查方法,研究了自我职业生涯管理(ICM)以及职业承诺对职业生涯成功的影响及其影响机制。职业生涯成功包括职业生涯竞争力和满意度2个因素,通过对IT行业员工调查所获得的315份有效问卷的数据分析,发现在控制了人口学变量后,ICM和职业承诺仍然对职业生涯成功有预测作用,而且职业承诺的影响部分地通过ICM中介影响职业生涯成功。     

政治技能如何影响员工建言:关系及绩效的作用

政治技能和员工建言行为都是近年来新兴的研究议题,虽然关于两者各自的研究较多,但尚未见到它们之间关系的探讨。对企业员工及其直接上级的配对样本进行问卷调查,本文对政治技能与建言行为关系的作用机制及边界条件进行研究。结果表明:政治技能与建言效能感正相关;员工与上级的关系及其过往绩效是政治技能影响建言效能感的重要作用条件,表现为关系/绩效水平越高,政治技能对建言效能感的正向影响越弱;同时,建言效能感完全中介了政治技能对建言行为的影响;绩效及上下级关系调节了建言效能感在政治技能与建言行为关系间的中介作用。     

可就业能力中介作用下的个人-组织契合对职业成功和组织绩效的影响

构建了个人-组织契合与职业成功和组织绩效关系及其作用机制模型,并通过对400名MBA学员和管理者的问卷调查,进行了有关研究和分析。研究表明,个人-组织契合与职业成功、组织绩效及其各维度之间具有正相关关系;可就业能力在个人-组织契合与职业成功关系中起到中介作用,在个人-组织契合与组织绩效关系中起到部分中介作用。研究结果进一步证实了个人-组织契合、相互合作、共同担负培养和提高可就业能力的责任,对职业成功和组织绩效具有直接的影响。     

消极情绪与员工创造力： 组织认同、职业认同的调节效应研究

学界对消极情绪与员工创造力的关系远未达成共识, 本文采取权变的观点, 将组织认同和职业认同的调节作用引入到消极情绪与员工创造力的关系分析框架内, 以472名高新技术企业员工为对象的调查研究显示: (1) 在控制人口学变量后, 消极情绪对员工创造力具有显著负向影响. (2) 无论是组织认同, 还是职业认同, 都增强了消极情绪对员工创造力的负面影响.即高度认同自己的组织或职业的员工, 在消极情绪体验下, 更倾向于减少创新行为表现. (3) 组织认同与职业认同的交互作用对消极情绪和员工创造力的关系也具有调节作用, 在“双高” (高组织认同高职业认同) 条件下, 消极情绪对员工创造力具有显著负向影响;在两种“一高一低”条件下, 消极情绪与员工创造力的关系不显著;而在“双低”条件下, 消极情绪对员工创造力有显著正向影响.研究结论表明将引入组织认同、职业认同的调节作用, 有助于厘清消极情绪与员工创造力的关系, 增加理论模型的解释力, 为员工创新管理实践提供了理论支持.     

Bereavement and the DSM5

Close personal relationships are very important in our lives. Our closest relationships help us regulate our bodies and minds and contribute importantly to our sense of wellbeing (Hofer, 1984; Mikulincer, Orbach, & Iavnieli, 1998; Sbarra & Hazan, 2008). Losing a close attachment is usually one of the most difficult experiences we ever have. Bereavement often leaves us dazed and confused about how to understand the loss and navigate the future. Acute grief takes us out of our ongoing life and focuses our attention on our deceased loved one. Grief is finely tuned to each loss situation with a pattern and course that is unique to each person and each relationship.     

The role of political ties and political uncertainty in corporate innovation

We examine the relationship between firms' political connections and corporate innovation in a European context. We also consider the moderating effect of political connections on the relationship between political uncertainty and firms' innovation. We use two different metrics of innovation: R&D (an input measure), and patent counts (an output measure). We find that firms with former politicians on their board of directors invest less in R&D than their counterpart firms. However, the presence of this type of director on the board is positively associated with the number of a firm's patent applications. It seems that, although political ties reduce the amount of resources devoted to R&D activities, they increase the effectiveness of intellectual rights protection. Results also show that political uncertainty decreases R&D investment but exacerbates the need for legal protection of innovation through patents. According to our results, political connections attenuate the effect of political uncertainty on firm innovation such that the negative (positive) effect of uncertainty on R&D intensity (patents) weakens when the firm is politically connected.     

从扩展的激励-贡献模型看我国企业所有制对雇佣关系的影响

本文运用基于激励—贡献理论的四分法雇佣关系模式理论分析了我国企业所有制类型对企业所采用的雇佣关系模式的影响,并比较了传统国有企业、外资企业和民营企业在对经理人员提出的期望和提供的激励方面存在的差别。实证分析结果表明:(1)运用激励—贡献四分法雇佣关系模式在我国雇佣关系研究中具有可行性;(2)组织中心型的雇佣关系是当前各种所有企业雇佣关系的主导模式;(3)在对经理人员提供的职业化管理行为方面,传统国有企业显著低于非国有企业,但是在对经理人员具有良好的工作态度方面,传统国有企业显著地高于非国有企业;(4)在为经理人员提供的发展性报酬方面,传统国有企业显著低于非国有企业,而在为经理人员提供的物质性报酬方面,传统国有企业和民营企业都显著低于外资企业。     

A Review of Political Skill: Current Research Trend and Directions for Future Research

This paper reviews theoretical and empirical research on the use of political skill in organizations and proposes some agendas for future research. Although political skill is a relatively new construct in organizational politics research, a large number of theoretical and empirical studies have been conducted. Five major themes were identified in previous research. These are: (a) definition and measurement of political skill; (b) political skill and stress management; (c) political skill and career success; (d) political skill and individual performance; and (e) political skill and leadership effectiveness. This review critically examines previous empirical studies in light of this theoretical background and points out that, although previous empirical studies support the theoretically assumed effects of political skills, they fail to confirm how and why these skills bring about these effects. Based on this examination, the author suggests the examination of mediators and dimensional differences derived from theory that can lead to more effective exploration of the impact of political skill. In addition, several issues for future research are proposed, which may provide useful insights for both literature and practice.     

Skill utilization and well-being: a cross-level story of day-to-day fluctuations and personal intrinsic values

The opportunity to use one's skills at work is an important prerequisite for employee well-being. Drawing on self-determination and person-environment fit theory, this diary study aims to add to our understanding of this important phenomenon in two ways. Firstly, we examine the associations of within-subject daily variations in skill utilization with well-being. Secondly, we model work value orientation as a between-subject factor that moderates this within-subject relationship. Specifically, we advocate that daily skill utilization is more beneficial (in terms of more daily work engagement and less daily emotional exhaustion) for employees holding predominantly intrinsic (i.e. self-development, community contribution) as opposed to extrinsic (i.e. financial success, status) values. Results of multilevel modelling using diary data from 99 service workers over five working days, supported the assumption that daily skill utilization was positively related to daily work engagement, particularly among employees holding a predominantly intrinsic work value orientation. Contrary to our expectations, daily skill utilization was unrelated to daily exhaustion, both for employees holding high and low intrinsic values. The discussion highlights the importance of, and employees’ receptiveness to, variations in beneficial working conditions.     

The many (distinctive) faces of leadership: Inferring leadership domain from facial appearance

Previous research has shown that people form impressions of potential leaders from their faces and that certain facial features predict success in reaching prestigious leadership positions. However, much less is known about the accuracy or meta-accuracy of face-based leadership inferences. Here we examine a simple, but important, question: Can leadership domain be inferred from faces? We find that human judges can identify business, military, and sports leaders (but not political leaders) from their faces with above-chance accuracy. However, people are surprisingly bad at evaluating their own performance on this judgment task: We find no relationship between how well judges think they performed and their actual accuracy levels. In a follow-up study, we identify several basic dimensions of evaluation that correlate with face-based judgments of leadership domain, as well as those that predict actual leadership domain. We discuss the implications of our results for leadership perception and selection.     

Initiating structure leadership and employee behaviors: The role of perceived organizational support,affective commitment and leader–member exchange

The aim of this study was to examine the mediating role of perceived organizational support (POS) and affective organizational commitment (AOC) in the relationship between initiating structure (ISL) and employee behaviors. In addition, we also analyzed the moderator role of leader–member exchange in this relationship along three dimensions (affect, loyalty and professional respect). We conducted a survey-based study of 484 employees of a retail business and the results of the multiple regression analyses indicate that POS and AOC act as mediators in the relationship between ISL and two employee behaviors (extra-role organizational citizenship behaviors and turnover). Further, our results support the moderator effect of professional respect in the positive relationship between ISL and POS. This study makes an interesting contribution to the literature on ISL and its effects by construing POS as a consequence of this leadership style, and by adding professional respect among the possible moderators. Research avenues, limitations, and the practical implications of our findings are discussed.     

Islamic Rule and the Empowerment of the Poor and Pious

Does Islamic political control affect women's empowerment? Several countries have recently experienced Islamic parties coming to power through democratic elections. Due to strong support among religious conservatives, constituencies with Islamic rule often tend to exhibit poor women's rights. Whether this reflects a causal relationship or a spurious one has so far gone unexplored. I provide the first piece of evidence using a new and unique data set of Turkish municipalities. In 1994, an Islamic party won multiple municipal mayor seats across the country. Using a regression discontinuity (RD) design, I compare municipalities where this Islamic party barely won or lost elections. Despite negative raw correlations, the RD results reveal that, over a period of six years, Islamic rule increased female secular high school education. Corresponding effects for men are systematically smaller and less precise. In the longer run, the effect on female education remained persistent up to 17 years after, and also reduced adolescent marriages. An analysis of long‐run political effects of Islamic rule shows increased female political participation and an overall decrease in Islamic political preferences. The results are consistent with an explanation that emphasizes the Islamic party's effectiveness in overcoming barriers to female entry for the poor and pious.     

Top employer awards: A double-edged sword?

Organizations often use top employer awards to confirm their quality as employers via an independent third party. At first, the advantages of using awards seem apparent, such as giving the organization an edge in recruitment by increasing the organizational attractiveness for jobseekers. Possible disadvantages accompanying the use of awards have received little attention. We argue that awards can cause potential applicants to pay less attention to information provided in recruitment materials that allow them to assess their organizational fit. Therefore, we investigated the influence of awards on the relationship between person–organization fit and attraction to organization as well as application decision. We include the corporate brand awareness (unknown vs. well-known) as a boundary condition. The results of our experiment show that, while awards increase organizational attractiveness, they also reduce the effect of person–organization fit on organizational attractiveness in the case of well-known organizations. Moreover, we found that awards indirectly affect application decision in the same way. Hence, successful self-selection based on fit is disturbed in this situation. Consequently, the quality of the applicant pool is reduced, resulting in a disadvantage for the well-known recruiting organization. Contrary to expectations, unknown organizations do not appear to be affected by this downside and instead benefit from awards. Our study contributes to the literature in recruiting by focusing on how awards change the impact of other information, while also highlighting potential disadvantages of employer awards.     

Heterogeneous Submission Behavior and its Implications for Success in Innovation Contests with Public Submissions

Innovation contests are increasingly adopting a format where submissions are viewable by all contestants and the information structure changes during the contest. In such an “unblind” format, contestants must weigh the costs of revealing their submissions against the benefits of improving their submissions through emerging information. We take a closer look at how contestants solve problems in innovation contests with public submission of solutions—that is, unblind contests, by examining the implications of their submission behavior for contest outcomes. We analyze the submission behavior in terms of three dimensions: the position of first submission by the contestant, the number of submissions the contestant makes, and the length of active participation by the contestant. The econometric analysis of a large dataset of unblind innovation contests and participating contestants indicates that, despite the potential for free riding and intellectual property loss from disclosure of submissions, contestants who have a lower position of first submission are more likely to succeed in the contest. Further, we find some evidence of a curvilinear relationship between a contestant's number of submissions and her likelihood of success, indicating a potential “quality–quantity” trade‐off in unblind innovation contests. Finally, our findings indicate that increasing the length of participation in a contest has a positive effect on a contestant's likelihood of success. Departing from prior studies on innovation contests, where a contestant's success is assumed to be a function of her prior experience and problem‐solving skills, our study provides new empirical evidence that, in innovation contests with public submissions, the submission behavior of a contestant also plays an explanatory role in a contestant's success.