组织支持感与工作投入的曲线关系及其边界条件

作为一种工作资源,组织支持感是员工工作投入的重要预测变量。但是,基于社会交换理论,组织支持感也可能增加员工角色外的投入、减少对工作角色的投入。在一定条件下,组织支持感与工作投入可能存在非线性的关系。采用302名证券行业员工问卷,考察组织支持感与工作投入的曲线关系,进一步探索情感承诺对该曲线关系的调节作用。在检验共同方法偏差的基础上,采用多项式回归对研究假设进行检验。研究结果表明,在控制员工的情感承诺后,组织支持感与工作投入呈显著U形曲线关系。情感承诺显著调节组织支持感与工作投入的曲线关系,即情感承诺高的员工,组织支持感与工作投入呈U形曲线关系;而情感承诺低的员工,组织支持感与工作投入呈显著线性关系。总体而言,研究结果进一步支持组织支持感对工作投入潜在的负面影响,尤其是具有高情感承诺的员工其感知到的组织支持只有超过一定水平后才会对工作投入产生积极的影响。     

信贷环境与类型差异情景下的PPP项目政府经济承诺决策

为破解政府在PPP项目中存在的"承诺不足"与"承诺过度"决策难题，基于项目类型和信贷环境差异构建四种决策情景，融合优化决策与实物期权理论构建政府经济承诺决策模型，通过Kuhn-Tucker条件分析模型解的条件与边界并设计计算机求解算法，以W市城东污水处理项目为例进行数值模拟探讨政府经济承诺决策规律。结果表明：情景差异将会影响政府经济承诺决策；政府经济承诺可以提升项目价值，但较高的经济承诺未必导致较高的承诺成本；政府应对收益波动型项目给予更低的经济承诺，应在信贷收紧时给予更高的经济承诺，反之亦然；政府可以通过转移收益分配权和增加投资额来降低经济承诺，且不同情景效果具有差异。本文系统刻画了信贷环境与类型差异对经济承诺决策的影响，对于明晰经济承诺的决策成本及其后果、控制PPP项目金融风险、优化我国政府经济承诺决策等具有积极价值。     

A framework for understanding commitment in the R&D organization

The complex and long-range nature of technological innovation makes commitment particularly important to the R&D organization. Using findings from previous and current research, this paper develops a conceptual framework for understanding commitment in the technology-based organization that may be more precise and meaningful than the traditional, global conceptions. Three general conclusions emerge. First, organizational commitment has positive benefits not only for the organization but also for the individual. Second, given the popularity of the project form of organization in R&D and the deep commitments individuals sometimes make to those projects, some allowance should be made for multi-commitments. Third, one of the most important and least investigated antecedents of organizational commitment is the verbal behavior of the project manager. Some implications of this perspective for future research are presented.     

The Influence of Forward‐Looking Antecedents,Uncertainty, and Anticipatory Emotions on Project Escalation*

This study extends research on the escalation of commitment phenomenon by investigating decision makers' tendency to look forward to project completion and develop anticipatory perceptions and emotions concerning goal attainment. We examine the influence of two project‐specific predictors of escalation (level of progress and presence of an alternative project) on perceived uncertainty and the extent to which anticipatory emotions (i.e., current affective reactions to possible future events) mediate the influence of uncertainty on levels of commitment to a failing project. Results indicated that level of progress and the presence of an alternative project affected uncertainty, which influenced anticipatory emotions. Lower levels of uncertainty and higher levels of positive anticipatory emotions increased the tendency to escalate commitment.     

A causal model for supply chain partner’s commitment

The purpose of this study was to investigate the relations of information, organisation and environment on the supply chain partner’s commitment using data from the auto parts industries listed in the Taiwan External Trade Development Council. Low levels of environmental uncertainty within the context of supply chain relationships with higher levels of intraorganisational facilitators and interorganisational relationships will have influence on the level of information sharing, quality and availability. As expected, it was found that there is a positive relationship between the level of information sharing, quality and availability, and the level of trust. Additionally, it was also found that there is a positive relationship between levels of trust and commitment in supply chain relationships.     

Researching performance measurement system implementation: the dynamics of success and failure

There is a growing literature concerned with the design and implementation of performance measurement systems but few studies of success and failure. This paper describes three phases of research into design and implementation of performance measurement systems involving 16 different businesses. The conclusion from the research is that senior management commitment is a key driver of success, but the paper will also describe the main factors which influence and change this commitment over the life of a performance measurement implementation project.     

Risk-Adjusted Mission Value: Trading Off Mission Risk for Mission Value

This article develops a decision-theoretic methodology for the risk-adjusted mission value (RAMV) for selecting between alternative missions in the presence of uncertainty in the outcomes of the missions. This methodology permits trading off mission risk for mission value, something that probabilistic risk analysis cannot do unless it explicitly incorporates both mission value and risk aversion of the project management. The methodology, in its complete implementation, is consistent with the decision theory known as expected utility theory, although it differs from conventional decision theory in that the probabilities and all but one of the utilities are not those of the decision maker. The article also introduces a new interpretation of risk aversion. The methodology is consistent with the elementary management concept concerning division of labor. An example is presented for selecting between discrete alternatives-four landing sites on Mars. A second example is presented for selecting among a set of continuous alternatives-a comet flyby distance. The methodology is developed within the context of scientific missions, but the methodology is equally applicable to any situation requiring outcome value judgments, probability judgments, and risk aversion judgments by different constituencies.     

A review of: “Basic Guide to System Safety.” By J. W. VINCOLI, (Van Nostrand Reinhold, 1993), £27 50. Market: Managers and novice safety engineers.

This paper explores the issue of loyalty and commitment of team workers in industrial collaboration. The similarities and differences between normal and extended or virtual teamwork are described. Extended teams are different from normal teams in terms of location, diversity and composition over time. A comparison of the antecedents of commitment in normal situations reveals that commitment seems to be stimulated by industrial collaboration, because of some enriching job characteristics. However, questions arise related to the focus (organization, work group/collaboration team, occupation) and the form (affective, continuance, normative) of commitment. Further research in this relatively under researched area is needed. Despite the lack of specific research, some organizational policies are pointed to that enhance commitment, such as employee involvement, shared values and socialization practices.     

企业薪酬管理公平性对员工工作态度和行为的影响

作者对广东省七家饭店的员工及他们的主管进行了前后两次问卷调查,通过纵断数据分析,探讨员工的薪酬公平感和满意感与他们的情感性归属感、工作积极性和工作绩效之间的因果关系。数据分析结果表明,企业薪酬管理公平性是影响员工薪酬满意感的重要因素,员工的薪酬公平感和满意感会影响他们的情感性归属感,薪酬管理信息公平性会影响员工的工作积极性和工作绩效,员工的薪酬满意感与他们的工作积极性和工作绩效存在双向因果关系。     

Exploring the effect of national cultures on organizational commitment of bicultural employees

Many organizations today operate globally and employ a significant number of bicultural employees. Consequently, it is extremely important to conduct research that furthers our understanding of bicultural employees in an organizational context. In addition, research that furthers our understanding of an employee attitude such as the organizational commitment of bicultural employees will have practical significance for organizations seeking to maximize employee commitment. This paper presents two profiles of biculturals based on predominant identification to individualist or collectivist national cultures and offers rationale to support the premise that organizational commitment will differ between collectivist and individualist biculturals. Exploring the national cultural dimensions of organizational commitment of bicultural employees as conceptualized in this paper provides human resource development (HRD) an excellent opportunity to research these two constructs that significantly impact organizational outcomes.     

Will the Truth Set Us Free? An Exploration of CSR Motive and Commitment

This article examines why firms engage in Corporate Social Responsibility (CSR). Specifically, it investigates the relationship between a firm's motivation to engage in CSR and the depth of its commitment. I propose that the enduring debate over CSR and financial performance is misaligned, and that scholars should instead focus on the underlying components of CSR engagement. This research sheds light on the motivational antecedents of a firm's engagement in CSR and their effect on CSR commitment. Despite calls for scientific investigation of this linkage, it has received scant attention in the literature. Pursuing this area of research requires the construction of measures of CSR motivation and CSR commitment, as prior work generally lacks objective analysis. I present measures and a research methodology that test hypotheses about how CSR motivation relates to different levels of CSR commitment. The results of this research both validate and challenge current theory. This refined understanding of CSR engagement may enhance firm transparency and accountability to stakeholders. It may reduce the uncertainty in both internal and external assessments of firm CSR and the potential for social and financial impact.     

Conflict of Interest Mitigation Procedures May Have Little Influence on the Perceived Procedural Fairness of Risk‐Related Research

Two between‐subject experiments explored perceived conflict of interest (COI)—operationalized as perceived procedural unfairness—in a hypothetical public–private research partnership to study the health risks of trans fats. Perceived fairness was measured as subjects’ perceptions that health researchers would be willing to listen to a range of voices and minimize bias (i.e., COI) in the context of a research project. Experiment 1 (n = 1,263) randomly assigned research subjects to a partnership that included (1) a combination of an industry partner, a university partner, and a nongovernmental organization (NGO) partner; and (2) one of three processes aimed at mitigating the potential for COI to harm the quality of the research. The procedures included an arm's‐length process meant to keep the university‐based research team from being influenced by the other partners, an independent advisory board to oversee the project, and a commitment to making all data and analyses openly available. The results suggest that having an industry partner has substantial negative effects on perceived fairness and that the benefit of employing a single COI‐mitigation process may be relatively small. Experiment 2 (n = 1,076) assessed a partnership of (1) a university and either an NGO or industry partner and (b) zero, one, two, or three of the three COI‐mitigation procedures. Results suggest there is little value in combining COI‐mitigation procedures. The study has implications for those who aim to foster confidence in scientific findings for which the underlying research may benefit from industry funding.     

Participation satisfaction and organizational commitment: moderating role of employee's cultural values

This paper explores the moderating role of cultural values on relationships between participation satisfaction (PS) and employees’ organizational commitment (OC). A survey of 1390 employees of Bharat Sanchar Nigam Limited, a Government of India Public Sector Undertaking providing telecommunication services across India, shows that PS is directly related to OC, and is moderated by employees’ cultural values at individual level. The form of moderation reveals: positive and insignificant relationship between PS and affective commitment for employees high in uncertainty avoidance; positive and significant relationship between PS and normative commitment for employees high in individualism/collectivism, low in masculinity/femininity, and low in power distance. No moderation has been found in the relationship between PS and continuance commitment.     

Giving as Good as They Get? Organization and Employee Expectations of Ethical Business Practice

Corporate malpractice and malfeasance on an unprecedented scale have brought ethical issues to the fore and accentuated demands from activists, governments, and the public for greater corporate social responsibility (CSR). The predominant response of researchers and policymakers has been to focus on the external impact of business operations and the merits of regulation or persuasion in achieving more responsible practice in these areas. In this article, we focus on a less well explored aspect of CSR, namely the evaluation of an organization's CSR activities by its internal stakeholders (i.e., employees). Salient CSR literature is reviewed to differentiate between CSR and ethical business practice (EBP), conceptualizing the latter as the internal manifestation of CSR as represented by an organization's values and vision, strategy and policy, systems and procedures, and people management practices. This article assesses organizational espousal of EBP in three ways: how successfully it is communicated to employees, how closely espousal aligns with employee expectation, and how this evaluation impacts on employee commitment. Our research approach aligns with and extends previous work in this area that identifies the likelihood of a “false consensus bias” by managers in assuming congruence between organization espousal of EBP and employee expectation. A conceptual model is offered to explain possible employee responses to an organization's EBP. This relates organization espousal of EBP to employee assessment of its salience to identify three positions on commitment that employees can adopt—abrogated, continuance, and affective commitment—together with their likely behavioral implications. The analysis generates a series of research questions and related areas of exploration to empirically test the conceptual model.     

制造业供应链伙伴间态度性承诺对供应链脆弱性作用机制

构建供应链伙伴间态度性承诺对供应链脆弱性作用的理论框架,以252家中小型制造业企业为研究对象,基于enter层次回归分析法检验供应链动态能力在供应链伙伴间态度性承诺与供应链脆弱性关系间的中介作用以及供应链外部社会资本在供应链伙伴间态度性承诺与供应链脆弱性关系间的调节作用;运用多重中介效应检验模型验证供应链动态能力的3个维度同时作为供应链伙伴间态度性承诺与供应链脆弱性关系间中介变量的合理性。研究结果表明,供应链伙伴间忠诚性承诺显著降低供应链脆弱性,供应链伙伴间计算性承诺与供应链脆弱性呈U形关系,供应链动态能力在供应链伙伴间态度性承诺与供应链脆弱性关系间发挥部分中介作用,内外互动强度和外部网络密度分别显著调节供应链伙伴间态度性承诺与供应链脆弱性的关系,内外信任程度和内外共同语言在供应链伙伴间态度性承诺与供应链脆弱性的关系间发挥不显著的调节作用。     

考虑背景风险的项目投资决策

在项目投资过程中不但面临项目风险,同时还面临背景风险,且背景风险与项目风险之间往往存在着一定的相关性。文章在已有研究的基础上,针对考虑背景风险的项目投资决策问题,分析了风险之间的相关性及相关程度对投资决策的影响。首先讨论了加性背景风险和乘性背景风险单独存在时,背景风险与项目风险之间的相关性对投资决策的影响;其次构建了两种背景风险同时存在情形下的投资模型,进而通过蒙特卡罗仿真方法给出不同相关程度下的仿真结果,在此基础上分析两种背景风险与项目风险之间的相关性及相关程度对投资决策的影响并给出相关研究结论。     

Escalation: The Role of Problem Recognition and Cognitive Bias

Escalation of commitment to a failing course of action is an enduring problem that remains central to the study of managerial behavior. Prior research suggests that escalation behavior results when decision makers choose to ignore negative feedback concerning the viability of a previously chosen course of action. Previous work has also suggested that certain cognitive biases might promote escalation behavior, but there has been little attempt to explore how biases other than framing affect escalation. In this article, we explore the extent to which decision makers actually perceive negative feedback as indicative of a problem and how this influences their decision to escalate. Although problem recognition and cognitive biases have been intensively studied individually, little is known about their effect on escalation behavior. In this research, we construct and test an escalation decision model that incorporates both problem recognition and two cognitive biases: selective perception and illusion of control. Our results revealed a significant inverse relationship between problem recognition and escalation. Furthermore, selective perception and illusion of control were found to significantly affect both problem recognition and escalation. The implications of these findings for research and practice are discussed. To improve problem recognition and reduce the incidence of escalation, practicing managers should implement modern project management practices that can help to identify and highlight potential problems while guarding against these two key cognitive biases that promote the behavior.     

Cultures have consequences: A configural approach to leadership across two cultures

This research compares the influence of country membership and cultural values (power distance and individualism/collectivism) in a model of LMX and organizational change. The results reveal cultural differences in the relationships among LMX, consultation and affective commitment to organizational change, supporting prior studies. However, there are substantial differences in the moderation of the cultural values in the relationships among the research constructs at the individual level. Our results suggest that understanding national culture and its influence on leadership may be incomplete when we focus only on mean differences at the country level to examine cross-cultural differences. To address this concern, we offer a configural approach to examine the role of culture in a leadership model across two cultures (the U.S. and Korea).     

Transformational Leadership,Organizational Clan Culture,Organizational Affective Commitment,and Organizational Citizenship Behavior: A Case of South Korea's Public Sector

The present study examines whether transformational leadership is associated with clan culture, affective commitment, and organizational citizenship behavior and whether affective commitment is positively related to organizational citizenship behavior. The study also examines whether affective commitment mediates the effects of clan culture on organizational citizenship behavior and whether clan culture mediates the effects of transformational leadership on affective commitment. The results of this study indicate a positive relationship between transformational leadership and clan culture as well as between transformational leadership and affective commitment; no significant relationship between clan culture and organizational citizenship behavior as well as between transformational leadership and organizational citizenship behavior; and a significant positive relationship between affective commitment and organizational citizenship behavior as well as between clan culture and affective commitment . Thus, the results clearly show that affective commitment fully mediates the relationship between clan culture and organizational citizenship behavior and that clan culture partially mediates the relationship between transformational leadership and affective commitment. Theoretical and practical implications of these findings as well as interesting avenues for future research are discussed.     

Corporate Responsibility and Compliance with the Law: A Case Study of Land,Dispossession, and Aftermath at Newmont's Ahafo Project in Ghana1

An important part of responsible business practices is compliance with the law. This article details what actually happens when the laws of the host country fail to ensure adequate protection. The focus here is on land dispossession and loss of livelihood in relation to a gold mine project in central Ghana. How is it that a well‐known international company—Newmont—with its own corporate social responsibility (CSR) statements sets up a project in the year 2003 that displaces subsistence farmers from their land without compensating in cash or with replacement land? The analysis identifies the factors that lead the company to not compensate farmers for their lost land: cost‐cutting, strict adherence to the law, CSR commitment that was new and not internalized, complexities of the Ghanaian land tenure system, peer pressure to preserve the status quo, selection of an “old‐school” CSR manager, and the inadequacy of Ghanaian mining law to account for relatively novel, “open‐pit” mining techniques. However, the specter of famine raised by civil society activism, the involvement of the International Financial Corporation, and a better qualified CSR team constitute another set of factors that lead to a comprehensive package of livelihood improvement measures. There is a contrast between the complexity, long‐term, and advanced type of assistance Newmont currently envisages and the backward, short‐term, formalism, and brutality of denying compensation for land back in 2003. This research is based on the extensive documentation Newmont makes available on its web site, interviews conducted in Ghana, and literature research.