Female Perceptions of Organizational Justice

This study examines women's conceptualization of the pervasive construct of organizational justice. A comprehensive four factor model was used to represent organizational justice while outcome variables were the important employee attitudes of job satisfaction, organizational commitment and turnover intentions. Structural equation modelling was used to analyse responses from 301 male and 147 female respondents. Differences were found for procedural, interpersonal and informational justices. It would appear female and male employees have differing responses to perceptions of justice. Justice had a diffuse effect for males, but not for females. For men, interpersonal justice predicted an increase in organizational commitment while procedural justice predicted a decrease in turnover intentions. For female employees, informational justice was found to increase commitment and reduce turnover intentions. The study highlights the need for all justice factors to be considered and for sex differences to be considered in future justice research.     

The Effects of Corporate Elitism and Groupthink on Organizational Empathy in Crisis Situations

This study is to empirically testify that corporate elitism is an antecedent to groupthink, which prevents organizational empathy from working effectively in crises. The current study is expected to expand the boundary of crisis management literature into a company’s crisis-preparedness before a crisis occurs. The findings offer the useful guidance to organizations on how to better manage their crisis proneness through identifying the early signs of corporate elitism and groupthink.     

Acceptance of automation manufacturing technology in China: an examination of perceived norm and organizational efficacy

Abstract

With a shift to more automation technology, social acceptance of technology plays an important role in the manufacturing sector. To what extent this occurs, and affects the adoption of technology, has been less researched, but is important in deciding how such technology is introduced, and the nature of the shift from labour-intensive manufacturing to automation. This research applies the revised technology acceptance model (TAM) to examine the impact of social and individual antecedents on the acceptance of automation manufacturing technology. Survey data are collected from 258 Chinese manufacturers. Results suggest that perceived norms significantly affect organizational intention to use automation manufacturing technology both directly and via perceived usefulness; organizational efficacy explains the intention to use via mediating effect of perceived usefulness and perceived ease of use. This research is one of the first extending and applying TAM from individuals to organizations.     

What makes hybrid insourcing successful: A new public–private partnership model for social welfare services

Outsourcing has been a key policy tool for delivering a range of social services, and regarded as more effective than insourcing or direct government provision. At the same time, it has also caused many delivery issues such as principal‐agent problems, a lack of policy coordination, and poor‐quality welfare services. While the pendulum continues to swing between insourcing and outsourcing, we aim to propose a new public–private partnership model called the “hybrid insourcing model” and examine which factors influence the performance of the model. In South Korea, around 2010, the local government in Namyangju City was the first to implement the “Hope Care Center model,” a kind of hybrid insourcing model, which has been praised for its innovation and widely emulated by central and local governments. Our analysis utilizes data collected between December 2017 and January 2018 from public sector employees and civilian staff in Namyangju and a comparable city, A. From this, we draw a number of implications, both for theory and for policy. We argue that, for public–private partnerships, active cooperation and equality are the biggest factors in contributing to positive performance. These work alongside leaders with a clear vision and with employees' positive attitude.     

Information and communication technology adoption in micro and small firms: Can internet access improve labour productivity?

The rapid spread of information and communication technologies (ICT) may increase firms’ productivity with important consequences for job creation and for economic growth. This article contributes to this discussion by analysing the impact of internet adoption on labour productivity and the mechanisms shaping this relationship in Peruvian micro and small manufacturing firms over the period 2011–2013. The article estimates a reduced form where labour productivity is a function of internet adoption and other explanatory factors. Internet adoption is instrumented using a measure of the availability of financial opportunities for micro and small firms in Peru. Findings indicate that internet adoption: (a) increases firms’ labour productivity; (b) reallocates employment away from temporary administrative workers and non‐remunerated workers and expands employment of permanent production workers; (c) leads to the formalization of labour relationships, to the implementation of new organizational practices and to the improvement of training measures. While changes in employment and formalization of workers are linked to labour productivity gains, increases in training measures and organizational changes do not generate any additional productivity increase. Policies oriented to promote the adoption of ICT in micro and small firms can be beneficial to close the productivity gap with larger firms in Peru. Moreover, policies directed to the formalization of the workforce can provide an extra benefit, i.e. additional labour productivity gains in firms adopting the internet. Finally, policies oriented to the development of digital skills are also important to ease the re‐employment of those workers losing their jobs and the achievement of additional productivity gains that new organizational practices can provide.     

“There Aren't Any Gays Here”: Encountering Heteroprofessionalism in an International Development Workplace

Western-oriented workplaces use professionalism as a normative value to sustain and promote a cohesive work environment. Yet, through this qualitative study, the author points out some implications of using professionalism to manage staff relationships and behaviors. Using post-conflict Kosovo as the context, the author examined (a) the work experiences of 8 gay male aid workers and (b) the attitudes toward homosexuality of foreign staff members in 2 international aid agencies. The author introduces and suggests heteroprofessionalism as a root to homophobic and heterosexist behaviors present in the study. Heteroprofessionalism is defined as a professional value that screens out homosexuality.     

体制化“空转”： 发展悖境中社区工作站运行的组织行为分析——以S市X社区为例

社区工作站作为承接政府社区公共服务职能的新型社会组织，似乎并未真正摒弃行政化积弊及普遍性怠政现象，凸显出事实与价值背离的发展悖境态势。在当前新工作情境下，社区工作站无论是窗口、街头还是社区,其实都呈现出无工作负荷的“空转”状态，并彰显惯习性运作的体制化印记，而体制化“空转”的致因逻辑又在于情境暗示效应下的规章制度软性约束、街道办“示范效应”及社区工作“应付法则”。对此，有必要由情境反思予以解悖，从“干净的石板（clean slate）”出发，在政策原点上破解社区工作站的运行困境，尝试社区工作站的机构撤并及职能删减,以摒除社区公共服务工作中本不该有的体制化“空转”状态，力促基层组织体制改革去行政化的不二取向。     

Black men teaching: toward a theory of social isolation in organizations

ABSTRACT

While there continues to be increasing research about Black male teachers’ school-based experiences, there is less empirical evidence on the variation in these experiences for this subgroup. Drawing on Kanter’s Theory of Numbers and Group Composition, the researcher used the qualitative method to compare the perceptions of Black male teachers in schools that employ just one Black male teacher versus schools with larger numbers of Black male teachers. A theory of social isolation in organizations is proposed to explain differences in the variation of school-based experiences for Black male teachers. When compared to Black men in schools with larger percentages of Black male teachers on the faculty, those Black men who were the only Black male teachers on their faculty were more likely to describe feeling socially isolated and disconnected from their colleagues.     

构建网络的人力资源实践对组织绩效的影响:人力资源柔性的中介作用

人力资源实践是战略人力资源管理研究中的热点问题.有研究表明,探究社会网络在人力资源实践中的应用有利于进一步揭示人力资源实践的构成及其对组织绩效的作用机理.本文以615份有效问卷为样本,应用多元回归分析方法,研究构建网络的人力资源实践对组织绩效的影响以及人力资源柔性的中介作用.研究结果表明,构建网络的人力资源实践对人力资源柔性和组织绩效都有显著作用,而人力资源柔性在其中起到部分中介作用.研究结论为社会资本理论在人力资源实践中的应用提供了重要启示.     

组织特点、外部约束与行业协会能力

构建行业协会制度能力和服务能力测度指标,实证研究表明:协会组织特点、外部约束对于制度能力以及制度能力对于服务能力具有影响。组织特点中,协会兼职或离退休官员的存在不利于协会制度能力提高,尤其是离退休官员。收入虽然对制度能力没影响,但显著影响了服务能力。外部约束中,行业竞争不利于协会制度能力,也没有影响服务能力,反而容易诱发协会寻租活动。协会间竞争对于制度能力、服务能力都没有影响,但对寻租活动抑制效果显著。政策只对协会促进会员遵守规则的制度能力具有正向作用,对协会服务能力提升没有产生效果,仅减少了协会寻租可能。制度能力对于协会总体服务能力和正向服务能力都具有积极作用,而对于负向能力没有影响。