变革型领导、心理资本对员工工作绩效的影响研究

通过对华南地区2家企业的202对直接领导和下属的问卷调查,分别考察了员工的心理资本和传统性在变革型领导与员工工作绩效间的中介作用和调节作用.研究结果表明,变革型领导对员工的心理资本有显著影响;员工的心理资本在变革型领导与员工的任务绩效和组织公民行为间起到完全中介作用;员工的传统性在变革型领导对心理资本产生影响时起到调节作用,即员工在传统性上得分越高,变革型领导对他们的心理资本的影响越大.     

Performance Management,Job Satisfaction and Organizational Commitment1

A number of investigations have focused on aspects of human resource management policy and their impact on employees. The study reported here examines the extent to which the main elements of performance management systems are associated with positive employee attitudes. Questionnaire measures of performance management variables and of employee attitudes were obtained from 860 staff in nine organizations, all of which had been ascertained to be operating performance management systems. The findings indicate that most elements of performance management did contribute to positive employee attitudes, and that between them they accounted for a substantial proportion of the variance in measures of organizational commitment and (especially) job satisfaction. Some differences in the data from public and private-sector organizations were found.     

员工建言促进工作绩效：谦卑领导的调节作用

  员工建言虽然有益于组织发展,但是对员工个人却并不总是有利,建言行为对员工自身发展的影响取决于管理者对建言的态度和回应。这方面的实证研究非常有限,并且更多研究探讨忽视和负面评价等消极领导因素在员工建言积极效应实现中的阻碍作用,而较少探讨谦卑领导这样一种积极领导因素对员工建言积极效应发挥的促进作用。         在已有研究基础上,基于群体卷入模型的视角,探讨管理者的谦卑领导行为在员工建言与工作绩效关系间的调节作用,并检验组织自尊在其间发挥的中介作用。收集湖北省和江苏省多家企业的367对有效的上-下级配对数据,采用有中介的调节作用检验方法进行实证检验。         研究结果表明,①谦卑领导在员工建言和工作绩效的关系间发挥正向调节作用,作为建言对象的管理者谦卑领导水平越高,员工建言对工作绩效的积极影响越强;②谦卑领导在员工建言与组织自尊的关系间发挥正向调节作用,管理者的谦卑领导水平越高,员工建言对组织自尊的积极影响也越强;③组织自尊在谦卑领导与员工建言交互影响工作绩效的过程中发挥中介作用,即员工建言既可能出于对组织利益和发展的关心,也可能出于对自身群体身份和地位信息的寻求,而具有谦卑领导特征的管理者更可能对员工建言持开放态度并给予积极回应,有助于向建言者传递组织对其努力和价值的尊重、重视和认可等有关群体身份和地位的重要信息,增强建言者的组织自尊,进而激发其后续努力工作的动机并做出良好绩效。此即“谏者有为”效应实现机制的一种解释。         探讨谦卑领导在员工建言与工作绩效关系间的调节作用,既是对近年来研究者呼吁探讨领导反馈在员工建言效应机制中的重要作用的积极响应,也是对已有研究的有益拓展。研究结果可以为组织管理实践提供有益启示,提醒管理者应重视建言行为在员工激励中的重要作用,不仅要鼓励和引导员工积极建言,还要对员工建言进行积极倾听和回应。     

A Contingency Model of Boards of Directors and Firm Innovation: The Moderating Role of Firm Size

This study asserts that the effects of board characteristics on firm innovation need to be evaluated with reference to contingency variables. A literature review suggests that relatively few studies adopt a contingency view when examining the outcomes of boards of directors. This study examines the influence on firm innovation of characteristics such as board size, outsider ratio and board diversity, and suggests that their influence is contingent upon firm size. The model is tested on a sample of Italian companies and finds support for the contingency hypothesis. This study advances research on boards of directors by emphasizing the importance of context.     

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。     

劳动关系氛围和员工工作满意度:组织承诺的调节作用

本文从组织行为层次探讨劳动关系氛围与员工态度之间的关系。基于60家企业1607名员工的问卷调查,本文探讨了劳资双赢、劳资对立和员工参与三种劳动关系氛围对员工内在和外在满意度的直接影响,以及员工组织承诺在上述关系中的调节作用。研究发现,劳资双赢氛围显著地提升员工的内在和外在满意度,劳资对立氛围显著地降低员工的内在和外在满意度,员工参与氛围仅能显著提升员工的内在工作满意度。同时,员工组织承诺中的情感承诺能显著增强劳资双赢氛围对内在和外在工作满意度的积极影响,但仅能显著降低劳资对立氛围对内在工作满意度的消极影响,而对员工参与氛围的影响不具有调节作用。此外,研究还发现交易承诺不存在调节效果。     

服务氛围与一线员工服务绩效:工作压力和组织认同的调节效应研究

在以往服务管理研究领域中,服务氛围在多个层面上对服务产出的促进作用得到了广泛认可.然而,当前较少有文献对这种积极作用发生的权变性予以关注.基于社会交换理论,本文从个体层面上研究了一线员工感知的服务氛围影响服务绩效的作用机制,旨在探讨员工在工作环境中的情感体验(工作压力感和组织认同感)对服务氛围与服务绩效之间关系的调节作用.研究利用我国银行业368名一线服务员工的问卷调查数据验证了所提出的假设,实证结果发现:(1)工作压力感负向调节服务氛围与角色外服务绩效之间的关系;(2)组织认同感对服务氛围与角色内/外绩效的关系均产生正向调节作用;(3)进一步的三项交互(Three-way Intenction)分析还发现:当组织认同感较高时,工作压力对服务氛围与角色外服务绩效之间关系的负向调节作用变弱.     

Workplace Job Satisfaction in Britain: Evidence from Linked Employer–Employee Data

The paper examines the nature of workplace job satisfaction in Britain using an ‘overall’ and domain‐specific job satisfaction outcomes from linked employer–employee data. A measure of aggregate job satisfaction alone might mask domain‐specific differences in satisfaction, something the combined approach in this paper addresses. As well as controlling for a rich set of correlates on employees and their workplaces, the paper deploys alternative empirical models that account for employee‐ and workplace‐level unobserved heterogeneity. The paper reports interesting results on the link between job satisfaction and observed as well as unobserved characteristics of employees and their workplaces.     

The Influence of Performance,Environment and Size on the Identifiability of Firm Strategy

This paper empirically examines the broadly held assumption that higher performing firms pursue identifiable generic and/or industry-specific strategies, as opposed to pursuing an unidentifiable strategy. Here, in a sample of 200 banks, the identifiability of strategy was linked to two dimensions of the environment (interdependence/complexity and munificence) and bank size. The linkage between identifiability and performance was more complex. The discussion emphasizes the potential importance of institutionalization, and implementation in the performance-strategy identifiability link.     

政府控制与企业高管人员薪酬绩效敏感度

根据我国新的国有资产管理体制特征,着眼于我国政府对国有企业实行分级管理的背景,将国有上市公司分为中央政府控股的上市公司和地方政府控股的上市公司2类。由于政府对这2类公司监管程度的差异、企业面对的市场风险的不同,以及这2类公司高管人员对薪酬的关注程度存在差异,说明薪酬在这2类国有上市公司中的重要性并不一致。研究结果表明,国有上市公司高管人员薪酬的业绩敏感性与政府控制人的行政级别相关,中央政府控制企业的高管人员的薪酬业绩敏感性更低。     

Merit‐based Rewards,Job Satisfaction and Voluntary Turnover: Moderating Effects of Employee Demographic Characteristics

This paper draws on the reflection theory of compensation (Thierry, H. (1998). ‘Compensating work’. in P. J. D. Drenth, H. Thierry and C. J. de Wolff (eds), Handbook of Work and Organizational Psychology, 2nd edn, pp. 291–315, Psychology Press: Hove; Thierry, H. F. (2001). ‘Job evaluation systems and pay grade structures: do they match’, International Journal of Human Resource Management, 8, pp. 1313–1324) to examine the influence of individual merit‐based rewards on voluntary turnover via job satisfaction. It also tests the moderating effects of employees’ gender, age and education level between merit‐based rewards and job satisfaction. Data were collected from 636 employees in Japan at three points in time over a 12‐month period. The findings show that merit‐based rewards have a direct, positive effect on job satisfaction and an indirect effect on voluntary turnover. The effect of merit‐based rewards on job satisfaction was moderated by gender and education, providing evidence that merit‐based rewards are more important for male and highly educated employees. Practical and theoretical implications are discussed.     

The Effects of Top Management Team Pay and Firm Internationalization on MNC Performance

We examine relationships among top management team (TMT) compensation, a firm’s degree of internationalization (DOI), and its subsequent levels of market and accounting performance. Consistent with our contingency view of information-processing theory, we find that non-CEO total pay and the use of long-term incentive pay are positively associated with subsequent performance, whereas the CEO-TMT total pay gap has negative effects on firm performance. CEO pay has no relationship with performance and TMT pay effects are much stronger in MNCs with high DOI.     

绩效考核对高校教师工作满意度的影响:职业压力的中介作用

在中国高校全面实施校内岗位津贴及配套政策的情境下,探讨绩效考核对教师工 作满意度的影响。大样本调查结果显示,绩效考核对工作满意度的影响有3条路径：绩效考核对工作满意度直接的积极影响;绩效考核通过职业压力的中介作用,间接影响工作满意度;绩效考核通过考核认知的中介作用,影响职业压力,进而影响工作满意度,其中第1条路径的影响最强,第2条路径的影响相对较弱。高校教师这一职业存在高职业满意度、低薪酬满意度并存的现象。     

区块链技术与企业绩效:公司治理结构的调节作用

当前,我国正在全面迈进数字经济新时代.区块链技术作为数字经济最为重要的基础技术设施之一,正在加速推动新一轮产业变革和数字创新,被越来越多的企业接受和应用.区块链技术对企业绩效的作用机制是什么?针对以上问题,本研究通过倾向得分匹配方法(PSM)选取2014-2019年中国沪深A股上市公司为研究样本,以当年是否引入区块链技术作为公司治理手段为哑变量,通过计量分析研究了区块链技术应用与企业绩效之间的关系,并进一步探索了公司治理结构在区块链技术应用与企业绩效关系间的调节作用.研究发现,区块链技术应用对企业绩效有促进作用;当公司治理结构呈现较高独董比例和较高股权集中度时,区块链技术应用对企业绩效的促进作用得到加强.     

工作幸福感对员工创新绩效的影响机制——一个多层次被调节的中介模型

本研究通过问卷调查我国企业73个工作团队的主管及其355个下属,从个体自我表征理论和情境力量理论相整合的视角,构建了一个多层次被调节的中介模型,以探讨员工的工作幸福感与创新绩效的关系。实证结果表明,组织自尊在工作幸福感和创新绩效之间起中介作用,但内部人身份感知在工作幸福感和创新绩效之间没有起中介作用;交易型领导对员工的组织自尊与创新绩效关系以及对员工的工作幸福感通过组织自尊影响创新绩效的间接效应均具有跨层次的负向调节作用,但它对员工的内部人身份感知与创新绩效关系,以及对员工的工作幸福感通过内部人身份感知影响创新绩效的间接效应均没有显著的跨层次调节作用。这些结论对于我国企业提升员工创新绩效的管理实践具有重要启示。     

绩效工资强度对员工薪酬满意度影响的实证研究

以14家企业的506份薪酬满意度问卷及其客观薪酬数据为样本,以SPSS13.0软件为工具,采用曲线估计和分层多元回归分析探讨绩效工资强度对员工薪酬满意度的影响,以及职位层次对这一关系的调节作用.研究结果表明,绩效工资强度与薪酬满意度之间呈倒U型关系,职位层次对这一关系具有调节作用.最后,讨论了对企业薪酬管理实践的指导意义以及该领域未来的研究方向.     

The Link Between the Quality of the Supervisor–Employee Relationship and the Level of the Employee's Job Satisfaction

This study explores Leader–Member Exchange Theory (LMX Theory), which theorizes when leaders and followers have good exchanges or high quality effective LMX relationships, they share mutual trust, feel better, accomplish more, and the overall unit performance within organization is enhanced. The specific focus of this study is on whether high-quality leader member exchange is positively related to job satisfaction, which can lead to positive outcomes for organizations and ultimately provide organizations the solution to remaining competitive in this new economy. The findings were discussed from the perspective of the advantages available to organizations relative to the many positive organizational outcomes that result from high-quality effective LMX and individual job satisfaction for employees.     

效忠主管与员工工作绩效的关系:反馈寻求行为和权力距离的影响

效忠主管一直是华人组织经久不衰的议题,尽管已有文献认为员工效忠主管有助于提升其工作绩效,然而关于效忠主管通过怎样的具体机制来影响员工工作绩效却并未得到系统的阐释。本文以14家企业的360名员工为样本,探讨了效忠主管对工作绩效的影响机制,尤其是研究员工反馈寻求行为在其中的中介作用及员工权力距离的调节作用。分析结果表明,效忠主管对员工工作绩效、反馈寻求行为都有显著的正向影响;反馈寻求行为在效忠主管与工作绩效关系中起完全中介作用。另外,员工的权力距离负向调节了效忠主管与反馈寻求行为的正相关关系,即员工的权力距离越低,两者的正向相关关系越强。