科研团队信任对团队创新绩效的影响研究

构建以知识共享和团队创新氛围为中介变量的科研团队信任对团队创新绩效影响的概念模型,以89个科研团队中的545名科研人员为研究样本,利用多层线性回归方法对相关假设进行检验。研究发现：科研团队信任能够显著影响团队整体的创新绩效,且知识共享和团队创新氛围在科研团队信任与团队创新绩效间起中介作用。这表明科研团队管理者应当积极关注团队内部科研人员之间的人际互动因素,重视营造和谐、信任的团队创新氛围,实现团队的知识共享,进而促进整个科研团队的创新绩效不断提升。     

基于知识创新的企业战略制定过程与群体创造行为分析

从知识创新的视角重新审视和分析战略制定的过程,提出了基础知识分析—战略缺口分析—战略选择与决策的理性战略制定行为模式,同时,将战略制定过程和知识创造过程整合为战略制定—知识创造矩阵,指出战略制定过程是基于隐性知识转移和群体知识创造的持续活动。     

我国环境公益诉讼制度之构建

在现代社会环境问题日益突出的情况下,为适应保护环境公益的迫切需要,我国有必要构建环境公益诉讼制度。论述了环境公益诉讼的概念、特征及其法理基础,并对构建我国环境公益诉讼制度的范围、原告、举证责任配置和诉讼费用负担等方面提出构想。     

大学新生心理及行为探讨

初入大学校园的新生,因为很多原因而导致适应不良,有的引发严重的心理疾病。根据自身的工作实践,结合大学新生入学后的心理特点,分析普遍存在的心理问题,并提出了解决新生心理问题的对策,便于学生更好地学习和发展。     

刍议环境权的界定

环境权的合理界定是环境权在法律上创设的前提,目前,学界对环境权的理解存在分歧,这主要体现在环境权的主体、客体和内容三个构成要素上。受现有的社会历史条件限制,环境权的主体只能是人和人的拟制体(即法人、其他组织、社团、国家);环境权的客体可以是物、行为、精神财富和其他权益;环境权的内容则由生态性权利和经济性权利组成。     

Engagement with sustainability at the International Labour Organization and wider implications for collective worker voice

Sustainability objectives have been recognized by the ILO primarily in terms of the impact of environmental protection in the form of “just transition” and “green job” initiatives. Arguably, the Sustainable Development Goals (SDGs) now offer richer scope for ILO engagement with social sustainability. This can be attributed to the prominent recognition of “decent work” in SDG 8 and the need for “responsive, inclusive, participatory and representative decision-making at all levels” in SDG target 16.7. This article examines how the ILO could further promote collective worker voice in the context of debates over a sustainable “future of work”, particularly considering to whom voice is given and how it is exercised.     

Retrospective Paternal and Maternal Parenting Styles,Regulatory Self-Efficacy and Adolescent Risk Taking

This study aims to calculate a scaled risk-taking behavior index and to test a model in which maternal and paternal parenting styles affect risk-taking behavior with a mediation of adolescents’ regulatory self-efficacy. Participants were 816 adolescents (44% males) responding to a self-report questionnaire about their risk-taking behavior, regulatory self-efficacy, and retrospective memories of paternal and maternal parenting styles. Results suggested an item rating in the index showing that behaviors considered less risky referred to alcohol use and the unplanned first sexual intercourse, whereas behaviors considered more risky referred to the lack of use of contraceptives and the age of the first sexual intercourse. Results revealed a significant indirect effect of authoritative and authoritarian styles on risk-taking behavior. These styles shaped the adolescents’ regulatory self-efficacy, which in turn predicted adolescent risk-taking behavior. Results underline the complex interplay of relationships between parents and their children.     

Assessing social work and nursing students’ intentions to work with dying patients

This study assessed social work and nursing students’ intentions to provide end-of-life care, based on the Theory of Planned Behavior. A total of 181 social work and nursing students completed a questionnaire examining intentions to provide end-of-life care, attitudes, subjective norms, perceived control, death anxiety, subjective knowledge, and sociodemographic characteristics. Students manifested a moderate level of intentions to provide end-of-life care, with nursing students indicating higher levels of intentions than social work students. Multiple regression analyses revealed that attitudes, subjective norms, and previous experience were the main predictors of intentions to provide end-of-life care. Recommendations for academic programs are discussed.     

Employees’ prosocial behavioral intentions through empowerment in CSR decision-making

This study theorizes and empirically tests a conceptual framework to understand how a company can better motivate its employees to carry out persistent prosocial behavior and develop positive organization-employee relationships through corporate social responsibility (CSR) involvement. A managerial approach, employee participative decision making in CSR, is examined for its impact on the prosocial behavioral outcome among employees and the relational outcome for the organization. Furthermore, a psychological mechanism that emphasizes employees’ perceived need satisfaction is examined as the underlying explanation that drives the effectiveness of the managerial approach. The study results support that empowering employees to co-construct CSR decisions with top management is effective in satisfying employees’ basic psychological needs for autonomy, competence, and relatedness. This in turn increases the employees’ intention to maintain long-lasting involvement in CSR and improves their relationships with the company. This study provides important implications for public relations professionals and organizational leaders on how to improve their internal CSR communication and involvement practice and cultivate desirable organization-employee relationships.     

Leader-member exchange as a linking pin in the idiosyncratic deals - Performance relationship in workgroups

In the current investigation, idiosyncratic deals (i-deals; individualized work arrangements) are modeled as differentiated resources that shape leader-member exchange (LMX) relationships in workgroups. We integrate literature on leader-member exchange (LMX) with research on i-deals to argue that employee evaluations of i-deals received from the grantor –typically the leader- enhance employee perceptions of LMX, which in turn become instrumental in generating positive performance outcomes. Furthermore, because workgroup characteristics have potential implications on the relationship between a deal grantor and the deal recipient, drawing upon social identity theory of leadership, we reason that the i-deals-LMX relationship is affected by the overall value congruence among the group members. Cross-level moderated mediation analyses on multi source data obtained from 289 employees nested in 60 workgroups showed that the mediational role of LMX in the i-deals to performance outcomes relationship was weaker in high value congruence groups.