企业员工组织公民行为管理

企业员工组织公民行为理论自提出以来就受到广泛关注。本文就企业员工组织公民行为理论的定义和作用以及对组织绩效、关系绩效的关系进行了介绍。其次简要论述了对企业员工组织公民行为在人力资源管理工作 ,以及对组织绩效作用。     

组织模块化能否提高制造企业服务创新绩效?——基于组织信息处理理论的视角

数字化时代,制造企业通过组织模块化设计提升服务创新绩效成为服务化转型的重要途径,然而关于组织模块化能否以及如何提升制造企业服务创新绩效的研究还很缺乏.本研究从组织信息处理理论出发,探讨组织模块化发挥作用的内在机制.通过对285家制造企业的问卷调查发现:(1)组织模块化设计有助于提升制造企业服务创新绩效;(2)大数据分析能力在组织模块化和制造企业服务创新绩效之间具有中介作用;(3)组织敏捷性完全中介组织模块化和制造企业服务创新绩效的关系;(4)存在组织模块化-大数据分析能力-组织敏捷性-制造企业服务创新绩效的链式中介效应;(5)环境竞争性正向调节大数据分析能力和制造企业服务创新绩效的关系,表明随着环境竞争程度的提高,大数据分析能力对制造企业服务创新绩效的作用显著增强;(6)环境竞争性对组织敏捷性与制造企业服务创新绩效之间关系的调节作用不显著,然而无论环境竞争程度如何,提高组织敏捷性都能够正向影响制造企业服务创新绩效.本研究深化了组织模块化及其作用和优势的研究,并为数字时代制造企业组织架构创新、服务化转型等提供了借鉴.     

个人-组织契合度对组织公民行为及关系绩效影响的实证研究

在对个人-组织契合度、组织公民行为与关系绩效各概念进行分析的基础上,以南京地区企业为背景,对个人-组织契合度对组织公民行为以及关系绩效的影响进行了实证分析,并验证了组织公民行为在个人-组织契合度与个人绩效关系中的中介作用.通过研究得出:组织在价值观社会化的过程中,应该强化个人对组织价值观的认同,即提高个人-组织价值观契合度;个人在工作选择上,也要加强对组织价值观的深度了解,寻求与自身契合度高的组织机构,以有助于个人绩效的提高,从而最终提升组织绩效.     

人力资源实践与组织公民行为的作用机制——基于组织支持理论

在人力资源管理的实践过程中,企业高管都在思考这么一个问题:如何通过人员招聘、薪酬管理和绩效评估的实践过程来提高组织绩效。本文从组织支持理论出发,基于心理感知度的基础,探索人力资源实践与组织公民行为的相互关系,并进一步说明如何通过组织激发公民行为来促进企业绩效。     

基于组织公民行为对Z公司的激励体系建设

企业想要在残酷的竞争中取得一席之地,就要想办法保留和激励知识型员工,构建自身核心竞争力。组织公民行为是一种有利于组织的角色外行为,它能够提高组织的整体绩效。本文从知识型员工的需求为出发点,基于对Z公司知识型员工组织公民行为激励现状的分析,探究知识型员工组织公民行为激励体系的构建。     

组织社会化与员工行为绩效——基于个人—组织匹配视角的纵向实证研究

作为人力资源管理实践的重要内容,组织社会化(organizational socialization)是促进员工适应组织并提升其行为绩效的关键因素,但是组织社会化对员工行为绩效影响过程的作用机制如何,目前国内外相关研究还没有形成一致结论。本研究采用纵向实证研究方法,以我国249名新进企业员工作为调查对象,通过历时一年的跟踪调查,就组织社会化、个人—组织匹配、员工绩效和组织公民行为之间关系的模型进行了探索与验证,考察了在不同时期组织社会化影响员工绩效及组织公民行为的内在作用机制。研究发现,随着时间的变化,组织社会化对员工绩效及组织公民行为的影响效应呈现有规律性变化。对于工作绩效,随着员工组织社会化进程的推进,组织社会化对员工绩效的影响从直接效应转变为完全中介效应;对于组织公民行为,随着员工组织社会化进程的推进,组织社会化对员工组织公民行为的影响从原来的部分中介效应转变为完全中介效应。     

浅谈学习型组织绩效管理

近年来随着我国市场经济体制的不断完善，企业面临的市场竞争环境更加激烈，在此背景下，越来越多的企业为了提高企业的竞争力，纷纷采用学习型组织管理的模式，随之带来了学习型组织绩效管理如何有效开展这一问题。本文通过阐述学习型组织绩效管理的相关理论，总结了学习型组织绩效管理常用的方法，并在此基础上提出了学习型组织绩效管理的策略，以期为促进我国已经开展和准备开展学习型组织建设的企业进行绩效管理做出有益探索。     

组织单元间的差异性对信息系统应用绩效影响

以组织信息处理理论(OIPT)为理论基础,从组织单元层面出发,提出中间利益的概念,建立了理论模型,研究组织单元间的差异性是如何通过中间利益对信息系统应用绩效产生影响,这种研究把前人从组织整体上研究信息系统应用绩效深入到组织单元层面.论文通过对22家应用信息系统的制造企业进行问卷调查,使用结构方程模型分析方法,通过实证分析,揭示了企业应用信息系统的绩效有所不同的原因,为企业提高信息化应用绩效奠定理论基础.     

核心能力:组织文化和组织学习作用

本文研究组织文化、组织学习、核心能力和组织绩效之间的相互影响关系,并以华南地区的139家企业为对象进行实证研究。本文的理论贡献在于证实了:(1)组织文化通过影响组织学习进而影响核心能力;(2)组织学习影响核心能力进而影响组织绩效;(3)核心能力对组织绩效有直接的正向影响;(4)组织文化对组织绩效没有显著的直接影响,但通过组织学习和核心能力的构建间接影响组织绩效;(5)组织学习对组织绩效没有显著的直接影响,但通过核心能力的构建间接影响组织绩效。本文的研究结果对于深刻理解核心能力的形成及正确认识组织文化和学习在组织管理中的作用有重要的借鉴价值。     

政治关系与组织绩效的关系研究

以组织学习和动态能力、政治关系对绩效的影响为中介变量,构建了一个政治关系、组织学习、动态能力与绩效关系的理论模型;然后以广东珠三角地区166家企业为调查对象,采用SEM方法进行实证检验。研究结果发现,政治关系是否影响以及如何影响组织绩效,在很大程度上取决于企业所在行业的特征与企业本身的特点:对于非知识密集型企业而言,政治关系可以通过组织学习与动态能力间接地提高绩效水平;对于知识密集型企业而言,政治关系对于组织绩效、动态能力以及组织学习均没有显著的影响。     

Collective Leadership and Circles: Not Invented Here

Issues like police-community relations, violence—from neighborhood to global levels, economic inequality, and climate change have been only minimally addressed within behavior analysis, despite the oft repeated mantra that they are all at root behavioral. Disciplines determine the scope of their interests; behavior analysis and behavioral systems analysis have long claimed at least potential expertise in changing not only individual behavior, but also the collective and interlocking functioning of larger institutions and systems. In this paper we note that standard organizational behavior management (OBM) practices primarily emphasizing centralized leadership are unlikely to be adequate for such work. We therefore argue that collective leadership, a strategy that has not been emphasized in OBM, will be required to operationalize behavioral systems interventions in situations where centralized leadership is impossible or dangerous, and suggest circle processes as one behaviorally specifiable approach to constructing collective leadership, an approach that behavioral systems analysts are well-positioned to test and refine.     

组织知识、制度环境与风险投资机构的联合投资

风险投资行业在中国发展迅猛,对促进国家经济转型和鼓励本土创新创业具有重要战略意义。本文从知识基础观出发,探究中国风险投资机构的组织知识积累与其联合投资行为之间的关系,并讨论了外部制度环境因素对这一关系的影响。基于对中国风险投资机构首轮投资纵向历史数据的实证分析,本文发现:风险投资机构基于特定行业和地域的组织知识积累和该机构与其他风险投资机构进行联合投资的可能性负相关,而投资活动所在地的市场化程度作为调节变量,削弱了风险投资机构的组织知识和联合投资之间的负向关系。     

分布式供应链节点企业物流能力柔性价值研究

节点企业物流能力柔性是影响分布式供应链能否快速响应客户的关键因素之一.首先对物流能力的研究进行回顾,分析分布式供应链中节点企业物流能力、特点和运作流程.界定了节点企业物流能力柔性及其价值,通过对物流能力投资过程的分析,在相关合理假设的基础上,分析物流能力投资环节中如何计算不确定性的投资收益,并最终建立基于多段随机规划和实物期权的物流能力柔性价值决策模型.模型中存在的需求的不确定性和决策点的可选择性使求解复杂,因而采用Latin超立方分层采样技术和蒙特卡洛模拟技术对模型进行求解,模型解决了传统财务方法忽视物流能力投资后无形价值计算的问题.最后用案例分析说明该模型在计算节点企业物流能力柔性价值上是有效的.     

The dual effect of board gender diversity on R&D investments

We examine how gender diversity on boards of directors affects investment in research and development (R&D), thereby providing the platform for future ambidexterity of the organization. Using quantitative data from 44 countries, that are exemplified by qualitative data, our findings show that gender diverse boards result in more complex organizational outcomes in regard to R&D investment than assumed originally. Our findings show that gender diverse boards encourage ambidexterity. On the one hand, increased gender diversity has a negative direct effect on R&D. However by positively affecting equity based remuneration, these diversified boards actually encourage indirectly higher R&D investments that are better correlated with the organization goals. Gender diversity on boards, therefore, encourages organizational behavior that increases the chances for higher ambidexterity over time by encouraging exploitative behavior as well as explorative behavior.     

Setting the stage for effective leadership: Antecedents of transformational leadership behavior

Although transformational leadership behavior (TLB) has been linked to a number of positive organizational outcomes, research regarding the antecedents of such behavior is limited. Guided by Ajzen and Fishbein's theory of reasoned action [Psychological Bulletin 84 (1977) 888], we investigated two potentially relevant antecedents to performing TLB: cynicism about organizational change (CAOC) and the leader's social context—specifically peer leadership behavior. We hypothesized that CAOC would negatively predict TLB, while peer leadership behavior would positively predict TLB. Further, we expected that peer leadership behavior would have a positive moderating effect on leader CAOC. Data were gathered from 227 managers from multiple organizations and their 2247 subordinates. Findings supported the proposed hypotheses. Cynicism and peer leadership behavior explained nearly one quarter (24%) of the variance in TLB. Further, it appears that both CAOC and TLB may be malleable in organizational contexts. Implications for leadership research and practice are discussed.     

Effort Observability,Incentive Systems,and Organizational Forms

This paper analyses the choice between a centralized and a decentralized organizational structure focusing on the relationship existing between the allocation of decision rights, the degree of observability of effort and the use of different compensation systems. Profitable production is realized thanks to good information being available during the project selection stage and hard work being performed in the implementation stage. Selection of projects may be made by the principal (hierarchy) or by the agent (delegation). Under the hierarchical system, the principal's participation in the design of projects allows her to gather useful information for the design of a more accurate compensation system. Therefore, we analyse the trade‐off between optimal use of available information and accuracy of incentive systems, which emerges in the choice of organizational form.     

Organizational Behavior Management and Industrial/Organizational Psychology

Abstract

Six scholars in applied psychology wrote thoughtful and provocative reactions to a paper written by the author that presented a case for broadening the content and language of organizational behavior management (OBM) in order to enhance appreciation for OBM in organizational settings and among university faculty and students in mainstream psychology programs. This paper summarizes the follow-up commentaries and adds justification for key points made in the target article. Five topics are addressed: (1) critical distinctions between OBM and industrial/organizational psychology, (2) disadvantages of using negative over positive reinforcement to motivate behavior change, (3) the need to after OBM language in order to increase interest and application, (4) the use of unobservable person state vs. personality traits to explain behavior, and (5) the challenge of improving the education and training of students in OBM programs.     

The role of employees' OCB and leaders' hindrance stress in the emergence of self-serving leadership

Media reports on self-serving leadership primarily focused on the negative consequences of such behavior for employees. However, much remains to be understood about the antecedents of self-serving behavior of leaders. In the present research we explore the role of employees' organizational citizenship behavior (OCB) in the emergence of self-serving leadership. Using one multi-source field study and three experiments, we showed that employees' OCB towards coworkers (OCBI) negatively impacted self-serving leadership. Moreover, we also examine the underlying mechanism for this relation. Results indicate that employees' OCBI mitigated leaders' hindrance stress, which mediates the relationship between OCBI and self-serving leadership. As such, our findings indicate that self-serving leaders are not necessarily inherently bad and that employees have an important role in shaping leaders' self-serving behavior.     

Contextualizing Cultural Orientation and Organizational Citizenship Behavior

This research attempts a more contextualized approach to examining organizational citizenship behavior (OCB). Borrowing from theory in international and cross cultural management as well as organizational behavior, context is conceptualized as multi-level and as a shaper of meaning and variability in employee citizenship behaviors. By centralizing the unique socio-cultural, political and historical national context (i.e., omnibus context) of Lebanon at the core of our theorizing, we hypothesize, contrary to previous research, a positive relationship between idiocentrism and employee engagement in organizational citizenship behaviors. Furthermore, we explore the influence that unit level OCB (i.e., discrete context) has on the idiocentrism–OCB relationship. Our analysis confirms the positive relationship between idiocentrism and OCB in this unique context. In addition, our cross-level analysis suggests that in workgroups with higher levels of unit level OCB, idiocentrism is more strongly related to employee engagement in OCB. The findings highlight the value added in contextualizing research on OCB and employee behavior in general.     

企业环境下个人获取知识和输出知识能力对组织公民行为影响的研究

很多研究者关注企业组织环境下个体如何获取和输出知识、以及个体获取和输出知识与其前因和结果的关系,但是,这些研究至少在以下两方面有待进一步完善:一是未考察个体获取和输出知识对组织公民行为的作用机制,二是鲜有研究将获取知识和输出知识同时纳入研究范畴中。本研究的目的正是希望针对以上问题,考察企业环境中个体获取知识能力和输出知识能力对于组织公民行为的影响机制。对216个样本的实证研究结果表明,个人获取知识能力能够提升个人组织公民行为,而且这种影响是通过输出知识能力的完全中介作用实现的。本研究结果不仅丰富了个体学习和组织学习的相关理论,而且为企业推动组织学习提供了新的思路:企业管理实践中,只有在组织中对人们"获取知识"和"输出知识"齐抓共管,才能更好地促进个体组织公民行为,更好地建设学习型组织,推动组织的可持续生存和健康和谐发展。