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.     

构建有效的员工激励与管理者激励模式

在企业内部的各种资源中,人力资源的地位在不断提升,但是,大部分企业很多情况下都是在激励员工,让员工最大程度地发挥其才能而为企业创造更多的价值,而不重视对管理者也建立相应的激励机制。如何将员工激励模式与管理者激励模式结合起来,是一个值得探讨的问题。     

管理者可信行为对员工激励作用的实验研究

管理者可信行为作为管理者的一种意志行为,能够建立和增强员工对管理者的信任,激励员工提高其努力水平,进而提高个人绩效和组织绩效.运用实验经济学方法,通过设计事前激励契约和惩罚契约两种薪酬契约分别反映管理者实施可信行为和实施不可信行为的实验环境,研究检验管理者可信行为对具有不同互惠倾向的员工的激励作用和效率.实验结果表明,管理者实施可信行为能得到比不实施可信行为更高的员工努力水平和收益.在管理者实施可信行为的情况下,具有较高正互惠倾向的员工将付出比具有较低正互惠倾向的员工更高的努力水平;在管理者实施不可信行为的情况下,具有较高负互惠倾向的员工将付出比具有较低负互惠倾向的员工更低的努力水平.     

体育教学中学生消极情绪初探

学生在体育教学中有各种各样的情感反应,其中消极情绪是一种不良的心理现象,它会影响教学的顺利进行,如果教师能够了解学生产生消极情绪的原因,掌握一些调节消极情绪的知识和措施就能随时帮助学生调整心理状态,使学生用积极的情绪投入学习,从而更好地完成教学任务。     

员工绩效管理过程中管理者角色的转换

<正>随着经济的发展和社会的转型,人作为组织中最为核心最为活跃的资源已经获得了广泛的共识,对人的关注也成为管理的核心。员工绩效考评作为人力资源管理的核心模块,也从传统的绩效考核演变为绩效管理,这一演变并不仅仅是名称上的变换,还包含着从观念、目标、流程、方法、工具的一系列变化,由此引发了管理者在绩效管理过程中角色的转换,管理者的行为只有与     

员工自我人性假设与管理者行为方式选择

<正>诺贝尔经济学奖获得者西蒙认为,管理行为是"有限理性"和"满意解"的统一,非程序化决策必然导致管理者选择机会与风险适宜的行为。现实管理过程因各种因素影响,管理者行为差异明显。特别是受社会知觉效应干扰,一些管理者行为与方式的选择常常主观臆断,人为忽视员工的自我人性假设,严重脱离员工个体需求满足,挫伤了员工积极性,降低了其满意度,导致管理效果事倍功半。而作为管理思想、管理观念认识基础的人性假设,对于管理效果、管理成败的意义就在于它直接决定管理者行为方式的选择,也时时左右员工自我行为方式的判断。研究人性假设理论,对于进一步提高管理者行为方式选择的科学性和灵活性,具有积极意义。     

做卓有成效的管理者

德鲁克认为,管理者一般分两种类型。一类管理者总是忙忙碌碌,但是通常没有什么绩效。他们总是公务缠身:记笔记、参加无数的会议、不停地出差;总是有许多想法——差     

“刺头”员工，管理有方

“刺头”员工往往也是组织的得力干将。一味的简单“炒鱿鱼”，除了会失去能干的人才，长期来看，还可能变成对于公司中出头鸟类型员工的打压，整个组织也会变得小心翼翼，缺少创新和活力。对于管理者来说，区分“刺头”的成因，有针对性地进行治理，才是明智之举     

做善于倾听的管理者

<正>对于一个管理者而言,一度地保持沉默是件难事,因为在大部分的场合,都是他们在讲话。讲惯了,总觉得"说给别人听"是件理所当然的事情。 其实,现在的员工受教育程度都不差,自我观念也很强烈,他们希望偶尔能够"上司听,他们说"。所以管理人员迫切需要培养"洗耳恭听"的技巧。如果管理者能有一对敏锐善听的耳朵,那么与部属建立良好的关系,进而群策群力,提高绩效必将水到渠成。 为何有些经理人员会对各方讯息充耳不闻呢?主要是心态的问题--强烈的发表欲妨碍他们学习"听话"。缺乏倾听技巧会带给经理人带来一些--负面的影响: 消息不灵通,错过升迁或掌权的机会。 成为差劲的谈判者--不了解别人的需要,所以谈不     

企业非效率投资行为研究综述--基于股东与经理利益冲突的视角

基于股东与经理利益冲突的代理视角,从多样化投资理论、过度投资理论、经理偏向短期或长期项目等方面对企业的非效率投资行为进行了理论和实证综述,分析了我国国有企业非效率投资行为的表现形式和原因,认为增加经理人员的内在激励程度和外部控制权市场力量是提高投资效率的有效措施.     

领导者转化员工负面情绪之方

员工负面情绪的产生既有个人原因,又有领导者原因。负面情绪不仅会影响工作效率和工作目标的达成,形成扩散效应,更会影响个人身心健康。领导者转化员工负面情绪,要做善于沟通的倾听者、轻松氛围的营造者和员工身心健康的守护者。     

Stress and Unemployment: A Comparative Review and Research Model of Female and Male Managers

This paper presents a multifaceted approach to unemployment stress experienced by male and female managers, in the form of a literature review and comparative research model. In order to develop a working model which can be applied to both male and female managers, the paper covers a substantial range of the literature pertaining to the processes and effects of unemployment for managers. Previous studies often provide conflicting data which generally results from differential approaches taken to the study of unemployment. In addition, it is important to note that the majority of studies focus on blue-collar male workers and that the vast majority are based on a male model of work. The proposed model highlights sources of stress, moderators of stress and stress outcomes that may affect unemployed managers, and distinguishes areas in which gender differences are likely to be found. However, these differences are only hypothesized from the current literature and require in-depth research if they are to be fully understood.     

EVA对股东和经理人博弈的影响

在委托代理关系下,股东和经理人之间的博弈行为会受到激励合同中业绩评价指标的影响。作为一个价值衡量指标,EVA可以被引入激励合同,作为经理人考核的标准。围绕“股东价值最大化”的根本目标,EVA激励体系将在目标类型选择等五个方面对股东和经理人的博弈行为产生影响。EVA对博弈的影响是积极和有效的,激励合同对EVA的引入将有助于委托代理成本的减少。EVA在中国企业的实践应避免教条主义。     

企业高层管理者内部冲突和解决策略的实证研究

根据对企业高层管理者的调查结果,分析了高层管理者传记性特征、工作压力及情绪和认知冲突之间的关系。研究发现,随着年龄的增加,高层管理者体验到的工作压力会逐渐减少;学历越高,体验到的认知冲突越多;情绪冲突的增多也会引起认知冲突的增加;工作压力的大小与认知冲突呈正相关关系。另外,高层管理者重视以整合的方式解决冲突,其次也会选择竞争的方式处理冲突。     

经理人长短期激励报酬模型及其优化研究

文章对经理人长期和短期报酬的优化组合问题进行了研究,通过引入长期激励约束、短期报酬约束、代理人才能约束及其他约束条件,建立了经理人长短期组合激励模型,求解出了经理人最优报酬组合,并对其影响参数作了分析,得出了相应的结论.     

The Entrepreneurial Tendencies of Managers: a Research Note

In this study associations are sought between certain biographical, family, personality and career variables and the likelihood that managers will develop their own business venture. Results, based on an analysis of questionnaires completed by 194 managers, reveal that ownership of a business by self or parents together with certain personal characteristics predispose managers towards business founding. Contrary to expectations, job and career frustration does not incline managers towards proprietorship.     

The Status of Research on Applicant Reactions to Selection Tests and its Implications for Managers

The status of research on applicant reactions to selection tests was reviewed. Four areas of concern were identified. First, more work on construct validation of applicant reactions, which includes identifying the determinants of reactions, is needed. Second, the comparison of reactions across different types of selection tests is likely to have theoretical and practical contributions when a clear distinction is made between the test content and the method of testing employed. Third, justice dimensions underlying test fairness perceptions and how these dimensions relate to other facets of test reactions should be elaborated. Finally, more empirical research is needed to examine relationships between test reactions and important individual and organizational outcomes. Implications of these four issues for managers were discussed.     

Communication between Managers and Staff in the NHS: Trends and Prospects

The importance of the role of communication in the success of individual performance in social and business life is now widely recognized. Within organizations, effective internal communication between managers and staff is vital to organizational success. This is particularly so during periods of change, when staff uncertainty increases and there is an increased need for greater amounts of information and more frequent communication. Staff in the NHS have recently experienced some quite dramatic changes in their working practices. This paper therefore examines the current state of communication within the NHS and the implications which this poses for the overall functioning of the organization. In particular, the relationship between communication and the motivation of staff is described. The nature of communication audits, the main research approach used to assesses communication effectiveness, is then delineated, and areas of the NHS chosen for analysis by this means are proposed. The results of a series of audits are summarized. Problems in information flow, use of information sources and channels, the timeliness of information exchanged, the extent to which people send information to each other and the quality of working relationships are identified. The implications of these findings for the NHS and general views of management are considered.