创业-家庭冲突与新生企业初期绩效关系研究

在创业情境下考察工作与家庭的双向冲突对新生企业初期绩效的影响,以及冲突处理策略与创业者自我效能的调节效应。研究发现,当创业活动侵占家庭活动的时间投入而发生冲突时将提升新生企业的绩效,若采取家庭退让策略会使绩效更好;家庭对于创业的干涉对绩效有负面影响,即使采取了家庭退让策略,绩效也不会改善。在创业与家庭双向冲突与新生企业初期绩效的关系中,创业者自我效能均发挥了正向调节作用。     

挑战-阻碍性压力源对创业者机会评估的影响机制研究

基于积极情绪的拓展-建构理论与情感事件理论，将创业激情、心理距离与家庭支持纳入个体不同效价压力源对创业机会评估的影响理论模型。基于“压力-情绪-认知-行为”的路径，发掘不同情绪体验对创业机会评估的影响，明晰其中作用机理。采用313份创业者问卷调研数据进行实证检验。结果表明：挑战性压力源能促进创业者激情的产生进而积极地评估创业机会，而阻碍性压力源则通过加大创业者对机会心理距离的感知，负面影响创业机会评估。家庭支持减弱了挑战性压力源与创业激情、阻碍性压力源与心理距离间的正向关系。本研究拓宽了积极情绪的拓展-建构理论的应用领域，揭开了不同效价压力源与创业机会评估的内部作用机制，从工作-家庭视角深入探究了家庭支持在创业过程中的负面效应，为创业者在创业初期应对创业压力提供了有益参考。     

遵从压力或理性驱动?新企业政治行为探析

将企业政治行为的研究引入创业情境,以新企业在与政府和公共服务部门打交道过程中依靠打点行为赢取支持的意愿为例,基于资源依赖理论系统分析了新企业政治行为的前因与结果.基于中国创业动态跟踪调查数据展开的实证研究发现,新企业的打点意愿与其创建初期的绩效表现正相关.对打点意愿前置因素的多层次分析发现,在宏观层面,当环境更为宽松,所在地区的市场化进程程度更高时,新企业从事打点行为的意愿会降低;在企业层面,当新企业拥有创新性的产品和服务并能够进入更广的市场参与竞争时,其从事打点行为的意愿会弱化;在个体层面,创业者自我效能和商业道德标准是显著影响打点意愿的内生要素.文章贡献于资源依赖理论的应用情境以及转型经济背景下有关企业政治行为的研究.     

遵从压力或理性驱动? 新企业政治行为探析

将企业政治行为的研究引入创业情境,以新企业在与政府和公共服务部门打交道过程中依靠打点行为赢取支持的意愿为例,基于资源依赖理论系统分析了新企业政治行为的前因与结果．基于中国创业动态跟踪调查数据展开的实证研究发现,新企业的打点意愿与其创建初期的绩效表现正相关．对打点意愿前置因素的多层次分析发现,在宏观层面,当环境更为宽松,所在地区的市场化进程程度更高时,新企业从事打点行为的意愿会降低; 在企业层面,当新企业拥有创新性的产品和服务并能够进入更广的市场参与竞争时,其从事打点行为的意愿会弱化; 在个体层面,创业者自我效能和商业道德标准是显著影响打点意愿的内生要素．文章贡献于资源依赖理论的应用情境以及转型经济背景下有关企业政治行为的研究．     

以德服人：伦理型领导与创业团队成员的变动

基于信号理论,探讨了领头创业者伦理型领导对创业团队成员变动的影响.研究一通过联合实验法,分析领头创业者伦理型领导对潜在创业团队成员加入意愿的影响.研究二采用问卷调查法,探究领头创业者伦理型领导对现有创业团队成员退出意愿的影响.结果表明,领头创业者伦理型领导会促进潜在团队成员的加入意愿,且上述影响受到新企业外部融资的负向调节及潜在团队成员诚实-谦恭的正向调节.此外,领头创业者伦理型领导会抑制现有团队成员的退出意愿,且这一关系受到创业团队独立导向伦理氛围和现有团队成员道德认同的正向调节及自利导向伦理氛围的负向调节.本文丰富了创业团队成员变动领域的研究,拓展了创业团队新成员加入的研究视角,深化了信号理论在创业情境的应用,对于创业团队成员的调整优化具有一定的借鉴意义.     

关系身份视角下夫妻创业共同领导行为探索性研究北大核心CSSCI

夫妻创业由夫妇共同领导,但夫妇如何在双重身份下实现领导权共享尚未引起学术界广泛关注。为此,引入夫妻关系身份视角,采用探索性案例分析法,以一家夫妻创业型企业为研究对象,构建创业情境下夫妻共同领导行为模型。研究发现,第一,夫妻创业情境下,关系身份促进夫妇在共同领导中形成组织协同效应。角色身份确保夫妻共同领导权力结构平衡,而配偶身份在共同领导者之间形成情感连接。第二,关系身份作用于夫妇共同决策、整合资源、协调行动过程中,并进一步促进新创企业机会的识别和利用。研究表明,夫妻关系身份既维护了夫妻共同领导的结构特征,又为推动新创企业成长提供情境依据。     

初始资源、社会资本与创业行动效率——基于资源匹配视角的研究

创业者所拥有的初始资源基础及其可利用的社会资本对于新企业绩效的重要作用已被广泛证实,但对于二者在创业行动层面的角色尚缺乏深入探索.基于此,本文从关系强度与关系资源的角度考量社会资本,考察了初始资源、关系强度和关系资源与创业行动效率间的关系,以及资源获取匹配度对该作用过程的调节作用.结果显示,在创业过程中,拥有充裕的初始资源,能够利用丰富的社会资本的创业者更易于快速采取创业行动,促进新企业生成.当创业者利用关系资源获取与初始资源相匹配的资源时,关系资源促进创业行动效率的作用更为显著.本文的理论贡献在于深入行动效率挖掘初始资源与社会资本改善创业行动效率的作用机制,从资源匹配的视角剖析社会资本的作用机理,研究发现,社会资本作用的发挥源于其为创业者所提供资源的匹配效果,而非其自身的存量特征,这是解释创业行动效率差异的一个重要原因.     

关系强度、关系资源与新企业绩效——基于行为视角的实证研究

大多数研究认为,善于利用社会关系网络的创业者更可能收获更高的新企业绩效,但对关系资源在促进新企业绩效中的角色并没有引起足够重视.针对这一问题,本文考察了创业者所利用的关系强度、关系资源与新企业绩效之间的逻辑联系,以及资源获取行为对该作用过程的中介作用.研究发现:在创业过程中,越丰富利用关系资源的创业者更容易整合到更丰裕的创业资源,从而提升新企业绩效.尽管所利用关系强度更高的创业者往往能以更快的速度获取创业资源,但并不能确保创业者能够迅速应付创业初期的资源需求,并不会改善新企业绩效.本文的主要理论贡献在于嵌入到行为层面揭示了社会资本改善新企业绩效的作用机制及资源获取的中介作用,发现网络嵌入性资源是有助于解释新企业绩效差异的重要变量,这是对已有文献的重要补充.     

三种角色压力对寿险代理人工作满意度的影响研究

本文以中国保险公司的寿险代理人作为研究对象,研究三种角色压力与员工工作满意度之间的关系.本文研究发现角色冲突、角色模糊性和工作家庭冲突对工作满意度的各个维度的影响效果是不同的,并且子女因素在三种角色压力与工作满意度各个维度关系中起调节作用.本文的研究发现不仅丰富了有关工作满意度研究领域的研究成果,而且对于保险公司改进员工工作满意度具有参考价值.     

创业自我效能感、外部环境支持与初创科技企业绩效的关系——基于孵化器在孵企业的实证研究

初创科技企业的特点决定了创业者个人因素和创业环境是影响其绩效的关键因素.本研究以社会认知理论为基础,依托企业孵化器获取数据,从创业者角度对创业自我效能感、外部环境支持与初创科技企业绩效之间的关系进行了系统考察和实证分析,发现创业自我效能感对初创科技企业绩效产生直接的积极影响;外部环境支持从总体上对初创科技企业绩效也会产生积极影响,但其直接影响并不显著,该影响主要通过创业自我效能感间接施加;创业自我效能感对初创科技企业绩效的影响作用较为独立,外部环境支持对该影响的调节效应并不显著.     

Introduction to Special Section on Sensitivity Analysis and Summary of NCSU/USDA Workshop on Sensitivity Analysis

This guest editorial is a summary of the NCSU/USDA Workshop on Sensitivity Analysis held June 11–12, 2001 at North Carolina State University and sponsored by the U.S. Department of Agriculture's Office of Risk Assessment and Cost Benefit Analysis. The objective of the workshop was to learn across disciplines in identifying, evaluating, and recommending sensitivity analysis methods and practices for application to food‐safety process risk models. The workshop included presentations regarding the Hazard Assessment and Critical Control Points (HACCP) framework used in food‐safety risk assessment, a survey of sensitivity analysis methods, invited white papers on sensitivity analysis, and invited case studies regarding risk assessment of microbial pathogens in food. Based on the sharing of interdisciplinary information represented by the presentations, the workshop participants, divided into breakout sessions, responded to three trigger questions: What are the key criteria for sensitivity analysis methods applied to food‐safety risk assessment? What sensitivity analysis methods are most promising for application to food safety and risk assessment? and What are the key needs for implementation and demonstration of such methods? The workshop produced agreement regarding key criteria for sensitivity analysis methods and the need to use two or more methods to try to obtain robust insights. Recommendations were made regarding a guideline document to assist practitioners in selecting, applying, interpreting, and reporting the results of sensitivity analysis.     

Distinguishing traumatic, vicarious and routine operational stressor exposure and attendant adverse consequences in a sample of police officers

Problems in studying occupational stress within the police service are identified and the paucity of work on operational duties as potential stressors are discussed. The present study reports the results of a factor analysis of operational stressors (N = 601 serving British police officers) that revealed three factors: exposure to death and disaster; violence and injury; sexual crime. These were demonstrated to be reliable scales and were included in logistic regression models together with a range of demographic and psychological variables. Models were applied to men and women separately, which showed there to be different predictors of the likelihood of suffering distress (measured by the General Health Questionnaire, GHQ) in terms of the officer's gender and operational role. Overall the model for women officers was better at predicting psychological distress than that for men. These findings are related to aspects of the police occupational culture. Further discussion is offered that conceptualizes police operational stressors as traumatic, routine and vicarious. Finally, some implications are drawn for the provision of stress intervention in the light of this differentiation.     

Power,authority and legitimacy

Management, human resources, organization, control, leadership, etc., all seem to be just so many euphemisms for power, and this suggests a discourse of management and organization that calls things by their proper name. This paper on the contrary stresses the need to resolve the concept of ‘power’ itself into more differentiated notions, and proposes that clarification may be derived from distinctions once explicit in the vocabulary of Classical antiquity, but lost in modern European languages. It argues that nothing but confusion in thinking about organizations, management and legitimation can result from the failure to recognize that the phenomena this vocabulary identifies and distinguishes are irreducibly different.     

Criteria for selecting a production control philosophy

Logistic objectives constitute a compromise between having short leadtimes and a low volume of work in progress on the one hand and a high resource loading and due date obligation on the other. Miscellaneous production planning approaches offered today provide different combinations of logistic objectives for satisfying a manufacturing strategy. To combine the strength of the various approaches into a unified system, a new approach based on a dynamic and distributed production planning methodology is proposed. To customize the approach, various analyses and specifications have to be made and for that reason some important characteristics and criteria for analysing production control philosophies will be given.     

Employees' perceptions of organizational restructuring: the role of social support

Organizational change and restructuring is often perceived as leading to increased occupational stress, impacting negatively on the psychological well-being of employees. This pragmatic study investigates the role of social support and dispositional affect as moderators of role stress post-restructuring for employees in a public utility company. A total of 176 employees, including 37 managers, 60 graded staff and 78 industrial staff completed a self-report questionnaire, approximately 1 year postrestructuring, retrospectively assessing role conflict, ambiguity, overload and positive and negative feedback pre- and post-restructuring. Results suggested that overall role stress increased for managers/ senior officers and graded staff, but not for industrial staff. Social support was linked with lower role stress, more positive feedback and less negative feedback at post-restructuring. For certain role stressors this impact was moderated by dispositional affect, but the effect was not consistent across occupational groups. Positive affect enhanced the effect of manager support in reducing role conflict for graded staff, and the effect of co-worker support in increasing positive feedback and reducing negative feedback for industrial staff. Findings suggest that managers should pay particular attention to support and feedback for employees during periods of chronic occupational stress following organizational restructuring.     

The Danish psychosocial work environment and symptoms of stress: the main, mediating and moderating role of sense of coherence

The aim of this cross-sectional study was to explore the main, mediating and moderating role of sense of coherence (SOC) on stress symptoms and on the association between perceived psychosocial work environment and stress symptoms. The sample includes 2053 Danish employees from 52 workplaces. Hierarchical regression models were applied for each measure of stress. The results strongly supported the presence of a main effect for SOC. People with high levels of SOC experienced fewer stress symptoms. A mediating effect of SOC was also supported. Thus, SOC in part explained the association between work environment and stress symptoms. In addition, some support for a moderating effect of SOC was found, suggesting that people with higher SOC coped more efficiently with work environmental strain that people with lower SOC. Taken together the regression models explained 11-32% of the variance in stress symptoms. The results suggest that measures of individual factors such as SOC should be included in analyses of the effects of work environmental factors on stress and well-being.     

Control at work: a generalized resource factor for the prevention of musculoskeletal symptoms?

During the last two decades two potent groups of predictors for work-related musculoskeletal problems have been identified: physical work load and poor psychosocial working conditions. However, little is known about their combined effects. In this study the buffering effect of control at work with respect to the negative effects of psychological demands and physical work load on musculoskeletal problems is examined. All study variables were sampled from 431 people working in geriatric nursing homes in Germany by means of questionnaires. Main effects and interactions were tested with multiple regression analysis. The results showed that control buffered the effects of high psychological demands, but not of high physical work load; the buffering effect of control was observed only when physical work load was low. The combined effects of demands and physical work load were over-additive. Thus, the power of different predictors for musculoskeletal symptoms depended on the level of other predictors. This suggests that the efficiency of certain strategies for the prevention of musculoskeletal problems is likely to depend on the level of risk factors, with different strategies being appropriate for different levels of risk.     

The social construction of the meaning of acute stressors: a qualitative study of the personal accounts of police officers using a stress counselling service

The police profession is one in which acute stressors are encountered more frequently than in other occupations. Using the personal accounts of 35 police officers attending an in-house stress counselling clinic, the aim of the present study was to provide a qualitative examination of how the institutional context of policing influenced the ways in which acute stressors signified to individual police officers experiencing felt distress. Using the framework of Rational Emotive Behaviour Therapy as an analytical tool, it is argued that beliefs contributing to the experience of felt distress are related to the way in which policing as both an identity and an activity is constructed through the police organizational culture. Not only do these constructions influence the ways in which officers perceive themselves and their environments, but they also operate at the collective level to 'normalize' some emotional responses and to 'pathologize' others which, it is argued, could impact upon the outcomes of interventions such as stress counselling.     

The moderating role of social support in Karasek's job strain model

This paper examines whether social support is a boundary-determining criterion in the job strain model of Karasek (1979). The particular focus is the extent to which different sources of social support, work overload and task control influence job satisfaction, depersonalization and supervisor assessments of work performance. Hypotheses are tested using prospective survey data from 80 clerical staff in a university setting. Results revealed 3-way interactions among levels of support (supervisor, co-worker, non-work), perceived task control and work overload on levels of work performance and employee adjustment (self-report). After controlling for levels of negative affect in all analyses, there was evidence that high levels of supervisor support mitigated against the negative effects of high strain jobs on levels of job satisfaction and reduced reported levels of depersonalization. Moreover, high levels of non-work support and co-worker support also mitigated against the negative effects of high strain jobs on levels of work performance. The results are discussed in terms of the importance of social support networks both at, and beyond, the work context.     

Job insecurity, coping resources and personality dispositions in occupational strain

This paper presents research on the relationships between the work-related stressor of perceived job insecurity and various indicators of occupational strain, taking into account employees' personality dispositions (trait negative and positive affectivity) and coping resources. Respondents were 222 Australian public servants surveyed during organizational restructuring that involved downsizing and threat to job certainty. The research was formulated within an adaptation of Osipow, Doty, and Spokane's (1985) framework of stress-strain-coping that included the possible direct as well as moderating effects of personality dispositions in reporting occupational strain (Parkes, 1990). Findings from hierarchical regression analyses indicate consistent significant independent effects of personality dispositions, coping resources and perceived job insecurity on various indicators of strain. There was also support for the moderating roles of negative affectivity and self-care in the relation between perceived job insecurity and physical strain. Implications for the role of dispositional factors, especially negative affectivity, and the utility of various coping resources in accounting for occupational strain in times of threatened job security are discussed.