Organizational Implications of Gossip and Rumor

Abstract

The challenge in designing organizational interventions lies in making explicit and available what is usually implicit. Accordingly, a contribution to the understanding of complex and implicit practices such as gossip and rumor, the conditions responsible for their origin, as well as the relation they sustain to the outcome of group survival, particularly in organizational settings are the topics of this paper. Our analysis draws upon a number of perspectives: anthropological, sociological, social psychological and behavior analytic. These distinctions are followed by further elaboration on the functions rumor and gossip may serve in ambiguous circumstances since environmental ambiguity seems to be one of the primary factors that participate in the development and maintenance of gossip and rumor. Finally, we address the significance of the analysis of gossip and rumor in organizations and conclude with a discussion of the contribution that behavior analysis can make with regard to the analysis of such phenomena.     

显性激励和隐性激励对基金风险承担行为的影响

通过假设基金管理者的报酬合同为PBF合同,研究了显性激励和隐性激励对开放式基金的风险承担行为的影响.然后,以一个存在混合策略的博弈模型为基础,发现隐性激励使年中业绩领先的基金其下半年持有高风险资产的概率要高于年中业绩落后的基金.最后,分析了风险资产与市场组合的收益率之差、2个基金年中业绩之差、资产收益的波动率和2种激励的强度对基金选择高风险资产的影响.     

人力资本显性激励与隐性激励的组合合同分析

本文主要是对企业家人力资本基于主观业绩的隐性激励合同与客观业绩的显性激励合同的组合激励进行的研究。文中首先分别提出显性激励合同模型与隐性激励合同模型,随之在静态分析的基础上,深入分析组合激励合同模型中相关参数的变化含义,并说明组合激励合同的意义:在一定约束下,可同时增加企业家和所有者的期望收入。     

关系营销中客户回报计划对客户品牌选择行为的影响研究

本研究在考虑客户间异质偏好性的基础上,利用一组客户的纵贯交易数据建立消费者离散选择模型研究了回报计划对客户个体层面品牌选择行为的影响,并利用策略实验及潜分层模型对相关问题进行了系统深入的分析。结果表明,回报计划可以有效提升客户的品牌选择购买概率,是一种有效的关系营销策略;策略实验分析得到,竞争的环境下,对零售超市而言其最优决策策略不仅是实施回报计划,而且要努力争取客户成为自己回报计划的会员;此外,通过潜分层模型评估发现客户回报计划仅会对一类特定客户具有明显的刺激作用。最后讨论了结论对企业营销管理实践的意义。     

管理者内隐人格观对绩效评估过程的影响

运用眼动测试技术,对持有不同内隐人格观的管理者的绩效评估过程进行了分析。研究表明,实体论管理者在面对员工初期低绩效水平表现时,会以特质判断为基础来进行选择、编码和组织信息,并将绩效差归因于员工本身所具有的特质。渐进论管理者则不存在归因的偏差。面对后期员工的绩效改进表现时,实体论管理者倾向于将绩效的提升归因于环境的改变,忽略员工自身的改变,从而造成对于绩效改进的认可度小于渐进论管理者。     

The Effects of Environmental Regulations on the Productivity of Large Companies: An Empirical Analysis of the Spanish Case

This article provides evidence to the debateabout whether or not investments designated forcompliance with environmental performance andtechnology standards favor or harm the workproductivity of companies. A panel data modelis analyzed, which panel refers to 53 largeSpanish companies quoted on the stock exchangeand that have participated in a subsidizedenvironmental protection program during the1990–1995 period, specifically in theIndustrial and Technological Program for theEnvironment (PITMA). A Cobb-Douglas productionfunction is used to relate the workproductivity to a measure of the pollutionabatement investment dedicated to compliancewith standards. The resulting negativecoefficient, although close to zero, should notbe interpreted as a result derived from justany kind of regulation, but rather a result ofthe kind of regulation analyzed in this work,meaning the command and control regulation thatoften binds companies to make environmentalinvestments that are not productive in theconventional economic sense, although they areproductive in terms of environmental quality.In addition, and in order to specify the kindof company to which the conclusions of thispaper are applicable, the characteristics ofthe companies that participated in PITMA areanalyzed comparatively with companies that didnot participate.     

The Effects of a Goal Setting Intervention on Productivity and Persistence in an Analogue Work Task

The authors of this study sought to quantify the beneficial effect of goal setting on work performance, and to characterize the persistence or deterioration of goal-directed behavior over time. Twenty-six participants completed a computer-based data entry task. Performance was measured during an initial baseline, a goal setting intervention that consisted of either a high, unattainable goal (high goal condition) or a low, attainable goal (low goal condition), followed by a return to baseline, and a second goal setting intervention (the alternate goal to the first goal). In the fifth condition, each participant was given the choice to work in either the high or low goal condition. Greater performance increases were reliably observed during the high goal condition than during the low goal condition, but patterns of persistence or deterioration varied across participants. The implications of the findings for the development and understanding of goal setting interventions in the workplace are explored.     

对外直接投资对绿色全要素生产率的空间效应影响

基于2004—2016年中国30个省（市、自治区）的面板数据,通过空间杜宾计量模型（SDM）实证研究了对外直接投资（OFDI）对绿色全要素生产率的空间效应影响。结果显示：各地区绿色全要素生产率及其分解项存在明显的地区差异;绿色全要素生产率、绿色技术进步和绿色效率变化存在显著的空间相关性;OFDI逆向技术溢出能够显著的促进本地区绿色全要素生产率提高,并且存在显著的空间溢出效应;FDI技术溢出对绿色技术进步具有显著的正向推动作用;进口技术溢出和自主研发能够显著促进绿色全要素生产率和绿色技术进步的提升;环境规制强度对我国绿色全要素生产率具有非线性影响。     

动态环境下组织即兴对创业导向的影响机制研究

分析130家样本企业的调查数据,构建了组织即兴、环境动态性和创业导向之间的关系模型。研究发现:组织即兴由即时性和创造性两个维度构成,且这两个维度分别对创业导向有正向显著影响;环境动态性正向调节了创造性与创业导向之间的关系,但并不影响即时性与创业导向之间的关系。     

Knowledge Diversity,Turnover, and Organizational‐Unit Productivity: An Empirical Analysis in a Knowledge‐Intensive Context

We examine the role of knowledge diversity among unit members on an organizational unit's productivity. Utilizing a proprietary data set of corrective maintenance tasks from a large software‐services firm, we investigate the impact of two key within‐unit diversity metrics: interpersonal diversity and intrapersonal diversity. We analyze the independent influence of interpersonal diversity and the interactive influence of interpersonal diversity and intrapersonal diversity on organizational unit's productivity. Finally, we examine how diversity moderates productivity of an organizational unit when employee turnover occurs. Our analysis reveals the following key insights: (a) interpersonal diversity has an inverted U‐shaped effect on organizational unit's productivity; (b) intrapersonal diversity moderates the influence of interpersonal diversity on organizational‐unit productivity; (c) at higher levels of interpersonal diversity, rate of decrease in productivity of the organizational unit due to turnover is higher. We discuss the resulting theoretical and managerial insights associated with these findings.     

The Role of Actuaries and Underwriters in Insuring Ambiguous Risks

Although there is a large body of literature on the unwillingness of the insurance industry to offer protection against risks such as environmental pollution, there has been only limited analysis regarding two key actors in the decision process—actuaries and underwriters. However, if actuaries and underwriters feel that a particular type of risk is uninsurable, then it is unlikely to be offered. This paper investigates how ambiguities associated with a risk affect actuary and underwriter decision processes, the paper contends that the decision of the insurance industry to not provide protection against environmental pollution liability is due to ambiguity of the risk. Empirical evidence from controlled laboratory experiments with actuaries and a model of choice in underwriter decision processes support this point.     

转型经济背景下的组织复杂性动因研究:环境不确定性和战略导向的作用

基于468家中国企业的实证研究,考察了不同环境及战略导向对组织复杂性的驱动作用。在分析相关文献形成研究假设的基础上运用实证的方法进行检验。研究结论验证了当前转型经济背景下不确定环境特征和战略导向对企业组织复杂性的不同驱动作用,对企业根据所处环境及其战略导向认识并有的放矢的应对不同组织复杂性有重要意义。     

以组织犬儒主义为中介的组织支持感、组织公平感对反生产行为影响的研究

基于文献回顾构建了组织支持感、组织公平感、组织犬儒主义和反生产行为之间的关系模型,并以企业员工为调查对象,对反生产行为采用他评和配对样本的方式进行问卷调查.研究结果表明:组织支持感、组织公平感与反生产行为负相关;组织犬儒主义与反生产行为正相关;组织支持感、组织公平感对组织犬儒主义存在负向影响;组织犬儒主义在组织支持感与反生产行为、组织公平感与反生产行为的关系中均发挥中介作用.此外,对组织犬儒主义和反生产行为的防范和管理提出了有关管理建议.     

The Use of Narrative Evidence and Explicit Likelihood by Decisionmakers Varying in Numeracy

Decisionmakers are often presented with explicit likelihood assessments (e.g., there is a 10% chance that an attack will occur over the next three months) and supporting narrative evidence in forecasting and risk communication domains. Decisionmakers are thought to rely on both numerical and narrative information to the extent that they perceive the information to be diagnostic, accurate, and trustworthy. In two studies, we explored how lay decisionmakers varying in numeracy evaluated and used likelihood assessments and narrative evidence in forecasts. Overall, the less numerate reported higher risk and likelihood perceptions. In simple probabilistic forecasts without narrative evidence, decisionmakers at all levels of numeracy were able to use the stated likelihood information, although risk perceptions of the less numerate were more affected by likelihood format. When a forecast includes narrative evidence, decisionmakers were better able to use stated likelihood in a percentage as compared to frequency or verbal formats. The more numerate used stated likelihood more in their evaluations whereas the less numerate focused more on the narrative evidence. These results have important implications for risk analysts and forecasters who need to report the results of their analyses to decisionmakers. Decisionmakers varying in numerical ability may evaluate forecasts in different ways depending on the types of information they find easiest to evaluate.     

规则性与相机选择性货币政策的作用机制分析

使用狭义货币存量(增长率)和银行同业拆借利率等作为货币政策的状态指标,能够分析货币政策可预期(不可预期)扩张性(紧缩性)冲击对实际产出的作用机制,并检验货币政策作用机制的非对称性。实证结果表明,我国货币政策中无论是规则性的可预期冲击,还是相机选择形成的不可预期冲击,都对实际产出的波动形成了显著作用。货币政策在短期内即具有影响价格的名义作用,也存在影响实际产出的实际作用。我国货币政策具有内生性和短期非中性等特征。     

The Effects of Graphic Feedback,Goal Setting,and Manager Praise on Customer Service Behaviors

Abstract

The current study used a multiple baseline design to investigate the effects of graphic feedback, goal setting, and manager praise on customer service behaviors in a large retail setting. Direct observation of customer greeting, eye contact, and smiling was used to collect data. After baseline data were collected feedback graphs were posted twice each week in the employee break room. A second intervention phase included goal setting and manager praise. Goals were developed based on employees' prior performance and were posted on the graphs. Managers then delivered immediate, verbal praise to employees. Graphic feedback produced slight increases in the customer interaction variables in the front of stores 1 and 2. Another small increase in performance was seen in the back of store 1 and the front and back of store 2 with the implementation of the interventions.     

The mediating role of leadership and people management practices on HRD and organizational performance

Drawing upon prior research, we identify strategic value and transaction effectiveness as two significant HRD contributions and examine their dyadic effect on leadership and people management practices, and influence on firm performance. Results of path analysis on 138 participants supported the dyadic effect hypothesis. More significantly, we found leadership and people management practices as a significant predictor on the relationship between strategic value and organizational performance, which suggests that organizational performance is affected by the combined effect of leadership and people management practices. A key implication of this research is that where organizations had effective leadership and people management practices, both types of HRD contributions – strategic value and transaction effectiveness – significantly enhanced firm performance.     

The Management of Violence in a Conflict Organization: The Case of the Abu Sayyaf

The Abu Sayyaf is an organization which has left a trail of mayhem and murder in the southern Philippines for more than a decade. It has gained international notoriety through several high profile mass kidnappings. This article looks at how the Abu Sayyaf has managed to survive and at times prosper despite the state's efforts to eradicate it. By using organizational analysis the paper demonstrates how the Abu Sayyaf has developed structures and processes which make it such a deadly force. The organization has succeeded in gaining considerable fit with the environment in which it operates.     

基于自我效能与他人取向交互调节作用的工作场所心理依附与组织公民行为研究

把组织公民行为(OCB)细分成顺从型和挑战型作为研究出发点,以372位员工为样本,从心理来源的视角阐释2类OCB的不同性质,以此探索个体特质(他人取向和自我效能)与员工针对工作场所不同实体对象建立的具有不同内涵的心理依附(主管情感承诺和组织规范承诺)对其2类行为的交互影响。研究发现:组织规范承诺促进顺从型OCB,主管情感承诺促进挑战型OCB并影响组织规范承诺;他人取向增强主管情感承诺对挑战型OCB的提升,对组织规范承诺与顺从型OCB的关系无显著影响;自我效能加强主管情感承诺对挑战型OCB的提升,减弱组织规范承诺对顺从型OCB的提升;他人取向与自我效能的交互项对2种心理依附与OCB之间的关系均有正向影响。     

研发对企业利润的影响及出口扩大效应

利用异质企业模型并引入研发作为影响企业生产率的异质因素,研究发现在一定的范围内企业增加研发投入能够带来利润的提高,并且企业选择出口或者增加出口交易量能够扩大研发对企业利润的促进作用,即出口具有扩大效应。根据2005-2007年《中国工业企业数据库》实证检验发现:(1)企业研发规模与利润规模呈显著的正相关性,从而研发对企业利润可能具有促进作用;(2)如果保持生产率不变,企业研发规模对利润规模的偏效应大约降低1/3,从而生产率是企业研发影响利润的一个重要途径;(3)企业选择出口尽管能够扩大研发对利润的促进作用,但是证据较弱;(4)具有强烈的证据显示企业增加出口能够扩大研发对利润的促进作用。总之,研发对企业利润可能具有积极的促进作用,并且企业出口很可能会扩大这种促进作用。