重大公共威胁情境下个体亲社会行为形成机制——以新冠疫情为例

现有研究对于威胁情境和个体亲社会行为的关系并未达成共识.对于两者之间的关系,本研究以新冠肺炎疫情为具体研究情境,从威胁情境的时间和类型两个角度填补了以往研究的空白,以内群体认同和关注他人为中介机制,提出重大公共威胁情境下影响个体捐赠意愿的双路径形成机制和相关调节变量.本文的研究表明,对于新冠疫情这种捐赠方和受助方同时面...     

买还是不买——矛盾态度视角下的生态产品购买意向研究

本研究基于矛盾态度理论,从消费者内在个体特征和外在营销情境两方面,分析了在生态产品消费领域中消费者矛盾态度的形成原因及作用机制。通过以生态产品为对象的情境模拟实验发现:(1)在消费者个体特征方面,生态知识、感知效用分别正向影响矛盾态度和购买意向,而价格敏感性则起到负向影响作用;(2)在情境因素方面,群体认同正向影响矛盾态度和购买意向,而对他人合作的期望则仅仅对购买意向具有正向影响作用。研究还证实了矛盾态度在前述自变量对购买意向影响中的中介作用。研究有助于深化对矛盾态度的认识以及帮助企业有效鉴别生态消费者。     

基于社会影响和面子视角的冲动购买研究

单个个体的冲动购物研究比较多,但是他人陪伴情境下的个体冲动购物的研究还相对较少.中国人他人取向特征明显,在与社会的互动中面子起着非常重要的作用.以社会影响理论和中国本土心理学的面子理论为基础,考察社会影响倾向和面子倾向对他人陪伴下的个体冲动购买的作用以及面子在社会影响倾向和冲动购买中的中介作用.通过问卷法共回收有效问卷226份,并利用SPSS软件进行统计分析.结果发现,规范性社会影响倾向对冲动购买有正向影响,信息性社会影响倾向和护面子倾向对冲动购买有负向影响,信息性社会影响倾向通过护面子倾向这一中介变量间接地作用于冲动购买.最后,对零售商和消费者提出了建议并指出了未来的研究方向. 少.中国人他人取向特征明显,在与社会的互动中面子起着非常重要的作用.以社会影响理论和中国本土心理学的面子理论为基础,考察社会影响倾向和面子倾向对他人陪伴下的个体冲动购买的作用以及面子在社会影响倾向和冲动购买中的中介作用.通过问卷法共回收有效问卷226份,并利用SPSS软件进行统计分析.结果发现,规范性社会影响倾向对冲动购买有正向影响,信息性社会影响倾向和护面子倾向对冲动购买有负向影响,信息性社会影响倾向通过护面子倾向这一中介变量间接 作用于冲动购买.最后,对零售商和消费者提出了建议并指出了未来的研究方向.     

基于感知视角的非营利组织服务质量、捐赠效用对个人捐赠意愿影响研究

采用实证的方法验证非营利组织服务质量感知及捐赠效用感知2个构念的子维度结构,并对非营利组织服务质量感知、捐赠效用感知及其子维度与个人捐赠意愿的关系进行了分析。研究发现:非营利组织沟通质量、组织响应是个人捐赠者对非营利组织服务质量感知的2个子维度;显性效用、情绪性效用、家庭性效用是个人捐赠者对非营利组织捐赠效用感知的3个子维度;非营利组织的服务质量感知及其2个子维度包括沟通质量和组织响应正向显著影响个人捐赠意愿;捐赠效用感知负向显著影响个人捐赠意愿,其3个子维度中显性效用对个人捐赠意愿有显著的负向影响,情绪性效用和家庭性效用对个人捐赠意愿没有显著影响。     

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.     

家族涉入、社会情感财富与企业慈善捐赠行为——基于全国私营企业调查的实证研究

民营企业普遍采用家族拥有的形式,家族在企业慈善捐赠中扮演非常重要的角色。本文基于全国私营企业调查数据,研究了家族涉入对企业慈善捐赠行为的影响,以及社会情感财富(传承意愿,包括企业主的交班意愿和子女的接班意愿)对这种影响的中介效应。结果显示,家族所有权比例、家族成员进入董事会和家族控制持续时间对企业慈善捐赠有显著正向影响,子女接班意愿对家族涉入与慈善捐赠间的正相关关系起到了部分中介作用。相比企业主的交班意愿,子女接班意愿对慈善捐赠的影响更大。研究表明家族涉入赋予的权力和保存社会情感财富的内在驱动力促使家族企业积极参与慈善捐赠。本研究具有较强的现实意义和理论价值。     

移动支付服务初始采纳模型及其实证研究

基于中国移动商务情景,从社会影响、个体特征和技术属性的整体视角对移动支付用户初始采纳行为进行了实证研究.采用结构方程模型对收集的240份初始采纳样本进行分析发现,技术属性视角的2个正效用(相对优势和兼容性)对采纳意愿存在正向影响,2个负效用(感知风险和感知成本)对采纳意愿存在负向影响;个体特征视角的个体创新对初始采纳意愿施加了直接和间接的双重正向影响;社会影响视角的主观规范和形象对初始采纳意愿存在直接和间接的双重正向影响.     

职场排斥对员工职外绩效的影响:组织认同和工作投入的中介效应

在中国组织情境下探讨职场排斥对员工职外绩效的影响以及组织认同和工作投入在该影响过程中的中介作用.采用问卷法,以珠三角地区企业组织的员工和直接主管为调查对象,使用结构方程模型分析职场排斥、组织认同、工作投入与职外绩效之间的关系.研究表明,职场排斥对员工职外绩效的工作奉献和人际促进两个维度均具有显著的负向影响,说明在中国组织情境下职场排斥会抑制员工的职外绩效;组织认同和工作投入在职场排斥与工作奉献之间具有完全中介效应,在职场排斥与人际促进之间起部分中介作用.研究结果有助于揭开职场排斥影响职外绩效的黑箱,对于管理实践具有较强的启示意义.     

内部营销对创业型企业员工留任意愿的影响研究:组织社会化程度的中介效应

高离职率一直困扰着创业型企业的管理者。以往有关离职问题的研究多聚焦在离职时,个体、组织以及组织外因素的影响方面。创业型企业员工的离职与入职是并存的。以组织社会化程度为中介变量,探讨内部营销与创业型企业员工留任意愿的关系,具有理论的创新性和现实的紧迫性。本研究以比例分层抽样法进行抽样,回收有效问卷744份。研究结果发现:内部营销中的培训发展、奖赏制度、内部沟通对留任意愿均有显著正向关系,其中培训发展有极显著正向影响;内部营销对组织社会化程度有显著正向影响;在内部营销对留任意愿的影响中,组织社会化程度有部分中介效果,另外,通过方差分析得出了部分人口统计学变量、个体特质因素和外部情景因素对主研究变量有一定影响。     

新冠疫情风险下企业优惠券的低效及其应对机制

优惠券是企业常用的营销工具,已有研究一般隐含着低外在风险的常态市场环境设定,鲜有探究在高外在风险下优惠券对消费决策的影响。新冠疫情对经济发展和居民消费都产生了深刻影响,为激发消费活力,中国很多企业都推出优惠券活动,但在新冠疫情这一高外在风险背景下,优惠券究竟如何影响消费者决策值得进一步探索。基于信任理论,探索在新冠疫情下消费者对企业优惠券的兑换意愿,并探究消费者对企业的能力信任和善意信任的中介作用,引入信任线索作为调节变量,考察企业应该如何影响消费者对优惠券的感知和态度。通过新冠疫情期间真实的企业优惠券发放和兑换数据,初步检验消费者在新冠疫情期间的优惠券使用情况,结合情景实验明确新冠疫情风险对优惠券兑换意愿的影响机制以及信任线索的调节作用。运用Spss进行方差分析,采用bootstraping法进行中介效应检验,以验证研究假设。研究结果表明,新冠疫情风险会影响消费者对企业优惠券活动的信任水平和优惠券的兑换意愿。研究1a通过二手数据为新冠疫情风险负面影响优惠券兑换率提供了初步证据;研究1b结合情景实验再次发现,在新冠疫情风险下消费者对企业优惠券的信任水平和兑换意愿下降,能力信任和善意信任...     

Organizational and supervisory justice effects on experienced threat during change: The moderating role of leader in-group representativeness

We explore the complex interplay between organizational justice and supervisory justice when predicting group members' threat perceptions in a context of organizational change. Based on the assumptions of relational models of procedural justice and prior research done in the multifoci justice framework, we hypothesize that the extent to which a supervisor is seen to embody and represent key in-group attributes will moderate the interaction between the supervisor's own interactional justice and the overall organizational procedural justice. Specifically, organizational justice is expected to decrease employees' feelings of threat particularly when the supervisor treats group members fairly and is perceived to be in-group representative rather than non-representative. We found support for this hypothesis across two studies, a cross-sectional survey and a scenario experiment. The findings confirm the particularly powerful role that an in-group representative leader's interactional fairness has in managing group members' responses to fundamental organizational processes. The implications for further research and practice are discussed.     

The effects of authentic leadership on followers' ethical decision-making in the face of temptation: An experimental study

The present research investigates the impact of authentic leadership on followers' morality, operationalized as ethical decision-making, in the face of temptation. This experiment finds that authentic leadership and temptation interacted to affect individuals' ethical decision-making. Specifically, authentic leadership significantly inhibited individuals' from making unethical decisions in the face of temptation, whereas followers of neutral or less authentic leaders were more likely to succumb to temptation. Authentic leadership did not have a significant impact on ethical decision-making when temptation was absent. Further, results showed a significant moderated-mediated effect whereby the interactive effect of authentic leadership and temptation on individuals' guilt appraisal was mediated through the nature of the ethical decision. Theoretical and practical implications of these findings are discussed.     

Are national levels of employee harassment cultural covariations of climato-economic conditions?

Conflict in a workgroup turns into harassment if a group member is persistently confronted with negative acts with few possibilities to retaliate. Cross-national differences in such intragroup harassment are considerable but wait to be understood. In this study, survey data from 44,836 employees in 44 countries revealed that a cultural in-group orientation was associated with lower employee harassment. In addition, and in agreement with Van de Vliert's climato-economic theory of culture, workforces reported more harassment in poorer countries with more demanding climates of colder-than-temperate winters, hotter-than-temperate summers, or both. Finally, it was found that the impact of climato-economic hardships on harassment suppressed the impact of cultural in-group orientation on harassment. Using the regression equation obtained for the sample of 44 countries, national levels of employee harassment for a broader pool of 103 countries were estimated and scrutinized for their validity for future research. Data from the World Values Surveys were used to validate the estimations. The results provide the basis for a further hypothesis, that employee harassment is more prevalent in countries with either survival or self-expression cultures than in countries with cultures that are intermediate between those two extremes. The results have implications for prevention and remedial measures.     

Implications of Channel Structure and Operational Mode Upon a Manufacturer's Durability Choice

Motivated by the observation that durability ratings of automobile manufacturers are not necessarily linked to the proportion of leasing but tend to decrease with the density of their dealer networks, we explore the interactions between channel structure (direct interaction with consumers vs. through an intermediary(ies)) and mode of operations (leasing vs. selling) and their implications for a manufacturer's willingness to invest in making her product more durable. Using a manufacturer who leases her product directly to consumers as a point of reference, we find that an isolated change in either the channel structure (selling through an intermediary), or the operational mode (leasing to selling) can decrease the manufacturer's willingness to provide durability. However, if combined, these two changes together may strengthen the manufacturer's willingness to invest in durability. Specifically, the traditional result that a manufacturer who leases provides more durability than one who sells, can be reversed in a decentralized channel.     

Is leadership a part of me? A leader identity approach to understanding the motivation to lead

Drawing on social comparison and identity literature, we suggest that individuals' comparisons of themselves to their own standards of leadership relate to their leadership motivation. We propose and test a model of motivation to lead (MTL) based on two types of self-to-leader comparisons: self-to-exemplar and self-to-prototype comparisons with respect to affiliation. In our main study, using data from a sample of 180 executives, we apply structural equation models to test our predictions. We find that self-comparisons with concrete, influential leaders of the past or present (self-to-exemplar comparisons) relate positively to MTL. We also find that self-comparisons with more general representations of leaders (self-to-prototype comparisons in affiliation) relate to MTL. Whereas the effect of self-to-exemplar comparisons is mediated through individuals' leadership self-efficacy perceptions, the effect of self-to-prototype comparisons is not. We replicate these findings in three follow-up studies using different research designs. We derive implications for theory and practice.     

Expecting the Unexpected: Predicting Physiological and Psychological Wildfire Preparedness from Perceived Risk,Responsibility, and Obstacles

People who live in wildfire‐prone communities tend to form their own hazard‐related expectations, which may influence their willingness to prepare for a fire. Past research has already identified two important expectancy‐based factors associated with people's intentions to prepare for a natural hazard: Perceived risk (i.e., perceived threat likelihood and severity) and perceived protection responsibility. We expanded this research by differentiating the influence of these factors on different types of wildfire preparedness (e.g., preparations for evacuation vs. for defending the house) and measured actual rather than intended preparedness. In addition, we tested the relation between preparedness and two additional threat‐related expectations: the expectation that one can rely on an official warning and the expectation of encountering obstacles (e.g., the loss of utilities) during a fire. A survey completed by 1,003 residents of wildfire‐prone areas in Perth, Australia, revealed that perceived risk (especially risk severity) and perceived protection responsibility were both positively associated with all types of preparedness, but the latter did not significantly predict preparedness after controlling for other predictors and demographics. Also, the two new expectancy‐based factors were significantly associated with all types of preparedness, and remained significant predictors of some types of preparedness after controlling for other predictors and demographics: the expectation of being able to rely on an official fire warning and expecting to lose electricity both still predicted less preparedness around house resilience, and expecting to lose water still predicted increased planning preparedness. We discuss public policy implications that follow from this research.     

社会资本嵌入视角的电子废弃物回收治理研究

本文首先分析了电子废弃物回收行为的演化进程,指出由政府主导型向企业主导型,最后向利益相关者共同治理型转变的趋势。进而将社会资本划分为结构维与认知维两个变量,运用聚类分析、方差分析与回归分析对假设进行初步验证,并运用结构方程模型探究社会资本、治理行为与持续参与意愿三者间的整体关系。结果表明,社会资本对治理行为与持续参与意愿均有正向影响,三种治理行为均起到正向中介作用。特别地,缺乏政策强制力的认知维社会资本与激励行为对持续参与意愿的正向影响有限,而具有强制力性质的结构维社会资本与指导行为则作用明显。最后,结合政策强制力比号召性行为更有助于提高持续参与意愿的特点,本文指出电子废弃物回收产业发展的管理启示:管理者应及时发布行业发展指导意见,规范产业链主体经营行为;产业链主体需注重社会资本的积累与运用;利益相关者必须树立价值共创的理念,实现利益相关者共同治理。     

Should I Stay or Should I Go? Explaining Turnover Intentions with Organizational Identification and Job Satisfaction*

The social identity approach is a powerful theoretical framework for the understanding of individuals' behaviour. The main argument is that individuals think and act on behalf of the group they belong to because this group membership adds to their social identity, which partly determines one's self‐esteem. In the organizational world, social identity and self‐categorization theories state that a strong organizational identification is associated with low turnover intentions. Because identification is the more general perception of shared fate between employee and organization, we propose that the relationship between identification and turnover will be mediated by job satisfaction as the more specific evaluation of one's task and working conditions. In four samples we found organizational identification feeding into job satisfaction, which in turn predicts turnover intentions.     

Team‐Level Antecedents of Individuals' Knowledge Networks*

Individuals' knowledge networks are widely considered to contribute substantially to the effectiveness and efficiency of organizations. While the positive effects of knowledge networks as a primary driver of social capital have recently received considerable research attention, potential determinants of individuals' network building have not yet been adequately addressed. In this study, we investigate how certain team‐level properties affect team members' development of knowledge networks through the course of a team project. Using data from 430 team leaders and team members pertaining to 145 software development projects, we test cross‐level hypotheses using hierarchical linear modeling (HLM). The results indicate that the team's perception of the organizational knowledge‐sharing climate, the team's networking preference, and the team's perceived importance of networking for project success positively affect individuals' network building. Furthermore, a team's perception of the adequacy of its technical competency and a team's perception of the adequacy of its material resources inhibit team members' individual network development. Theoretical and managerial implications are discussed.     

Feeling Included and Valued: How Perceived Respect Affects Positive Team Identity and Willingness to Invest in the Team

Previous research has documented that intra‐group respect fosters individual engagement with work teams or organizations. The authors extend this work by empirically distinguishing between perceived inclusion of the self in the team and perceived value of the self for the team as separate psychological consequences of respect. Based on a social identity analysis, it is predicted that perceived inclusion facilitates the development of a positive team identity (how the individual feels about the team), while perceived value elicits the willingness to invest in the team (what the individual is willing to do for the team). Support for these predictions is obtained with structural equation modelling among two independent samples of professional soldiers working in military teams (n_total = 495). Reports of individual team members about positive team identity and willingness to invest in the team correlated with supervisor ratings of the team's action readiness.