心理契约在组织支持感和员工忠诚度之间传导机制的实证研究

组织支持感的主体是员工,员工忠诚度的主体是组织.在管理实践中,如何把不同主体的二者有机统一起来,是学界和企业管理者长期探索的问题.在企业层面把组织支持感、心理契约和员工忠诚度三者结合起来进行研究,使用比较成熟的量表,收集不同类型企业有效问卷223份,运用SPSS16.0和AMOS17.0对数据进行分析,验证相关假设.研究结果表明:组织支持感和员工忠诚度之间不存在相关关系;组织支持感的三个维度(工作支持、价值认同和利益关心)与员工忠诚度呈弱相关;心理契约不是中介变量,但在组织支持感和员工忠诚度之间具有传导作用.最后,对研究的结论和启示进行了分析和讨论,并指出有待进一步研究的问题.     

中学教师组织支持感对工作满意度的作用机制研究

中学教师的工作满意度关系到教师自身投入工作的热情和教师的工作绩效.通过文献回顾发现中学教师组织支持感和职业承诺是影响教师工作满意度的两个重要变量.研究对象涉及19个省、市24所中学的2187名教师.运用SPSS和AMOS软件对受测对象在工作满意度、组织支持感等方面进行描述统计.探讨人口学变量对工作满意度的效应,构建组织支持感对工作满意度的预测模型.得出如下结论:中学教师组织支持感处于一般水平,教师工作满意度和职业承诺处于较高水平;中学教师组织支持感能很好的预测工作满意度,教师职业承诺在组织支持感预测工作满意度模型中起部分中介作用.研究结论不仅可以补充职业承诺的相关研究,且可为教师职业承诺和工作满意度的培养和干预提供实践指导.     

组织气氛对团队有效性影响机制的实证分析

本研究以10家高科技组织中的48个工作团队作为研究对象,通过文献研究、问卷调查,利用SPSS11.0软件进行多元回归统计分析,研究了组织气氛中的创新、公平、支持、人际关系和员工身份认同等五个维度对团队有效性的影响作用,研究结果表明不同的组织气氛维度对团队的绩效、团队工作成员的满意度以及团队承诺具有不同的影响,同时,团队组织气氛通过团队群体效能感这个中介变量对团队的有效性产生影响作用。     

基模生成集分析的矩阵算法及在人力资源管理中的应用

针对学习型组织理论的系统思考的基模分析技术,提出一个确定复杂系统的基模生成集和对新管理措施进行反馈绩效分析的矩阵算法.此算法是将系统动力学的流率基本入树模型转化为对角置零枝向量矩阵,将枝向量矩阵分解,再作矩阵乘法.然后,用一个管理案例说明了该算法的实际价值,即运用此方法,对中国企业现阶段普遍实行的绩效等级薪酬人力资源管理方法进行研究,揭示了在人力资源管理中引入绩效等级薪酬激励机制后产生的增长上限系统结构,证明了此管理对内部员工和吸引外系统员工流入具有很好的激励作用,同时证明此管理机制增加了组织成本,产生对组织绩效的制约作用,从而揭示出企业人力资源绩效管理中的增长上限系统结构.     

基于创新性过程投入的员工创造力影响因素研究

创新性过程投入是近年来在管理领域出现的新概念,虽然从理论上能够推导出这一概念有助于员工创造力的提升,但其在知识工作者的内生动机与创造力之间是否以及扮演什么角色,理论界触及不深、缺乏系统的探索和阐释。论文基于自主理论建构了一个被调节的中介效应模型,旨在探索内生动机是如何影响员工创造力的。实证结果表明:(1)知识工作者的内生动机显著影响创造力;(2)创新性过程投入在知识工作者内生动机与创造力之间起部分中介作用;(3)创造力自我效能感调节了创新性过程投入对创造力的影响;进一步,(4)创新性过程投入的中介作用受到了创造力自我效能感的调节,创造力自我效能感程度越高,知识工作者内生动机通过创新性过程投入对创造力的间接作用越强。研究发现创新性过程投入在主效应中的特殊解释力,丰富内生动机效力的相关研究,对员工创造性实践提供了有益的启示。     

新生代科技员工的自我发展诉求对主动创新行为的影响——基于自我效能感和组织认同的中介作用

员工的主动创新行为是推动组织创新以适应环境变化的原动力,作为企业创新主力军的新生代科技员工,其主动创新行为的增加,对组织发展和目标实现有着重要影响.基于价值观的新研究视角和社会认知理论,通过理论分析和实证检验,对山西、陕西12家企业的新生代科技员工及其直属领导进行了配对问卷调查,探讨了新生代科技员工能力与成长工作价值观对主动创新行为的影响机制,并从认知视角构建了中介效应模型.研究结果表明,新生代科技员工能力与成长工作价值观对其主动创新行为具有显著正向影响;自我效能感以及组织认同在新生代科技员工能力与成长工作价值观和其主动创新行为之间具有中介作用.     

民企家长型领导、组织承诺与组织绩效的关系研究

以广东、广西68家民营企业的159名管理者及员工的调查结果为样本,实证分析了民企家长型领导、组织承诺与组织绩效的关系.研究发现:家长型领导行为中德行领导对组织承诺及组织绩效具有较大程度的影响,仁慈领导能够有效地促进员工组织承诺的提升并改善组织绩效,而威权领导则不利于员工组织承诺的提升.组织承诺在德行领导和仁慈领导与组织绩效的关系中有着积极的中介作用,在威权领导与组织绩效间的关系不明确.     

心理契约对目标绩效的影响研究:以工作满意为中介变量

构建了施工项目团队成员心理契约对目标绩效影响的结构模型,用交易型、关系型、管理型心理契约来衡量施工项目团队成员心理契约,用任务绩效、关系绩效来衡量目标绩效,把工作满意作为中介变量,运用结构方程模型的方法,分析结果表明:施工项目团队成员心理契约由交易型、关系型和管理型心理契约构成;工作满意对施工项目团队成员心理契约(交易型、关系型、管理型)满足程度与施工项目关系绩效的关系具有完全中介作用等结论。     

总体报酬与员工创新行为的关系研究:组织自尊和工作投入的作用

本研究基于社会信息加工理论,构建了一个以组织自尊为中介变量、工作投入为调节变量的总体报酬影响员工创新行为的两阶段调节中介模型,并采用时间滞后法获得来自多个行业与地区的140家企业470位非研发人员及其领导的多时点配对调查数据对模型进行检验,旨在揭示中国情境下总体报酬激发员工创新行为的作用机制和边界条件。实证研究发现,总体报酬与员工的创新行为、组织自尊显著正相关,组织自尊完全中介了总体报酬与创新行为的关系,工作投入正向调节了总体报酬和组织自尊的关系、以及组织自尊和员工创新行为的关系,并进一步正向调节了总体报酬通过组织自尊对创新行为的间接影响。     

矿工工作倦怠的形成机制—社会支持和应对方式的中介作用

构建矿工工作压力源、社会支持、应对方式和工作倦怠的结构模型,为矿工倦怠干预提供依据.采用多阶段分层随机抽样,抽取井工煤矿一线矿工1229名,用自编矿工工作倦怠、工作压力源问卷及成型社会支持评定量表、特质应对问卷进行调查.结果发现,组织管理和角色压力均正向影响工作倦怠的三个维度,工作特征仅正向影响生理疲乏;社会支持是工作压力源到工作倦怠的中介变量,主要表现在角色压力到疏离工作路径,客观支持中介效应较强;消极应对是工作压力源到工作倦怠的部分中介变量,其中介效应较社会支持大很多;工作压力源通过影响社会支持再影响应对方式进而正向影响工作倦怠;积极应对负向影响疏离工作.     

Predicting retailer orders with POS and order data: The inventory balance effect

Despite advances in retail point-of-sale (POS) data sharing, retailers’ suppliers struggle to effectively use POS data to improve their fulfillment planning processes. The challenge lies in predicting retailer orders. We present evidence that retail echelon inventory processes translate into a long-run balance or equilibrium between orders and POS, which we refer to as the inventory balance effect, allowing for more accurate order forecasting. Based on the inventory balance effect, this research prescribes a forecasting approach which simultaneously uses both sources of information (retailer order history and POS data) to predict retailer orders to suppliers. Using data from a consumable product category, this approach is shown to outperform approaches based singularly on order or POS data, by up to 125%. The strength of this novel approach – significantly improved forecast accuracy with minimal additional analysis – make it a candidate for widespread adoption in retail supply chain collaborative planning and forecasting initiatives with corresponding impact on fulfillment performance and related operating costs.     

Impact of quality on competitive advantage and organizational performance

Effective quality improvement has become a potentially valuable way of securing competitive advantage and improving organizational performance. This research conceptualizes and develops a framework that links quality, competitive advantage, and organizational performance. Data for the study were collected from 74 organizations and the relationships proposed in the framework were tested using structural equation modelling. The results indicate that quality improvement can lead to enhanced competitive advantage and improved organizational performance. The contribution of the paper is that it provides empirical support for direct and indirect effects of quality on organizational performance and competitive advantage in Tunisia.     

Performance of Organizational Design Models and Their Impact on Organization Learning

The performance of various organizational structures is an essential parameter in the reengineering of organizations, particularly in the current rapidly changing, competitive and information technology-dependent environment. This situation has generally resulted in a smaller workforce confronted with voluminous information-processing requirements. Naturally, the focus has been on the design of organzations that will support effective and efficient learning processes. This specific study is on the contingency modely by Ouksel et al. (1997) on the impact of organizational structure on organizational learning and performance. It expands the empirical evaluation of the model to test its robustness. This is done by conducting extensive simulations with (a) a larger number of variables in the decision tasks, and (b) a larger set of numbers for each of the numeric variables, than has been used in the past. Overall, the validity of previous results achieved has been confirmed, but the selection of the most appropriate design, that which will indeed improve learning, is even more nuanced than past studies have concluded.     

Intra-organizational Networks and Performance: A Review

Intra-organizational network research had its first heyday during the empirical revolution in social sciences before World War II when it discovered the informal group within the formal organization. These studies comment on the classic sociological idea of bureaucracy being the optimal organization. Later relational interest within organizational studies gave way to comparative studies on the quantifiable formal features of organizations. There has been a resurgence in intra-organizational networks studies recently as the conviction grows that they are critical to organizational and individual performance. Along with methodological improvements, the theoretical emphasis has shifted from networks as a constraining force to a conceptualization that sees them as providing opportunities and finally, as social capital. Because of this shift it has become necessary not only to explain the differences between networks but also their outcomes, that is, their performance. It also implies that internal and external networks should no longer be treated separately.Research on differences between intra-organizational networks centers on the influence of the formal organization, organizational demography, technology and environment. Studies on outcomes deal with diffusion and adaptation of innovation; the utilization of human capital; recruitment, absenteeism and turnover; work stress and job satisfaction; equity; power; information efficiency; collective decision making; mobilization for and outcomes of conflicts; social control; profit and survival of firms and individual performance.Of all the difficulties that are associated with intra-organizational network research, problems of access to organizations and incomparability of research findings seem to be the most serious. Nevertheless, future research should concentrate on mechanisms that make networks productive, while taking into account the difficulties of measuring performance within organizations, such as the performance paradox and the halo-effect.     

Three Controls are Better than One: A Computational Model of Complex Control Systems

This paper investigates theories that integrate and extend currently accepted agency- and transaction-based approaches to organizational control. We use a computational model to build three forms of control systems (market, bureaucratic, clan) and three forms of control targets (input, behavior, output). Using these models, we examine relationships between control systems and both singular and multiple control targets. Results of this study support the emerging broader perspective on organizational control research and suggest that managers can improve organizational performance by focusing attention on multiple control targets. In addition, findings partially support posited relationships between control systems and singular control targets. The authors suggest that results of this study should direct scholars to refocus control research from examinations of singular forms of control to evaluations of more complex control systems.     

Control methods for dynamic time-based manufacturing under customized product lead times

For manufacturers, the integration of high performance manufacturing with customer-oriented practices plays an important role in improving the performance of their business system. The benefits from such integration can only be maximized when the two parts are designed to work cooperatively. Though previous research has contributed much to manufacturing control algorithms and customer service practices, there has been little consideration of the two parts as a whole; consequently, the methods proposed may not be well supported by the other practices adopted in the system. This study develops production control methods that support a customer-oriented lead time policy, and aims to increase the performance of both manufacturing and customer service. The control methods are proposed for hybrid flow shops handling orders arriving dynamically. Computer simulations are conducted on a large number of problem instances, and the results show that the designed distributed feedback and decision-making functions enable the proposed methods to significantly outperform existing methods in achieving just-in-time (JIT) job completion under customized product lead times. Even taking into account the possible tradeoff between JIT job completion and flow time length, the proposed methods still deliver competitive performance.     

Bootstrapping to solve the limited data problem in production control: an application in batch process industries

Batch process industries are characterized by complex precedence relationships among operations, which makes the estimation of an acceptable workload very difficult. Previous research indicated that a regression-based model that uses aggregate job set characteristics may be used to support order acceptance decisions. Applications of such models in real-life assume that sufficient historical data on job sets and the corresponding makespans are available. In practice, however, historical data maybe very limited and may not be sufficient to produce accurate regression estimates. This paper shows that such a lack of data significantly impacts the performance of regression-based order acceptance procedures. To resolve this problem, we devised a method that uses the bootstrap principle. A simulation study shows that performance improvements are obtained when using the parameters estimated from the bootstrapped data set, demonstrating that this bootstrapping procedure can indeed solve the limited data problem in production control.     

Estimating a retailer's base stock level: an optimal distribution center order forecast policy

Errors in order forecasts are a salient source of inefficiencies in retail supply chains. Many operational decisions made by suppliers hinge on order forecasts, which typically are based solely on either order or point-of-sale (POS) history. Using a discrete-time formulation, this research demonstrates that if a supplier knows that a retailer is using a base stock policy, it should use that knowledge to forecast the retailer's orders, even if the supplier does not know the base stock level and/or have access to POS data.