返回总库    

学科分类

跨层次组织公正的垂滴效应研究

作者: 金星彤
出版日期:2018-01-01
浏览次数:49次
简介: 本书旨在探讨组织公正的垂滴效应,以分布于辽宁、吉林、湖北、四川、安徽、广西等地区38家企业686名不同层级员工的问卷调查数据为样本,应用多层线性模型、结构方程全模型和分层回归分析等实证研究方法,对同一层级组织公正四个维度对建言行为、创造力的影响,基层员工组织支持感知在组织公正与建言行为、创造力之间的中介作用,以及组织公正感知在组织内跨层次垂滴效应等问题加以研究,深入探讨组织公正对员工积极行为的影响过程。立足于组织公正、组织支持、建言行为和创造力等研究热点与社会焦点,以社会交换理论为基础,在微观逻辑框架下围绕“组织公正四个维度是否存在沿组织层级的垂滴影响”这一核心问题展开分析,共设计6章,具体内容如下:第一章,绪论。本章阐明研究所涉问题如何被提出,表明主要研究目的和意义,明确研究内容与方法,阐述研究动机和可能存在的三个创新点,并在最后介绍技术路线及结构设计。第二章,文献述评。首先,对与组织公正相关的理论文献进行了综述,内容包括组织公正的含义、理论发展以及组织公正的维度问题。其次,为便于研究,对应用于组织公正的垂滴研究进行了梳理。继而,对组织公正与建言行为、创造力的关系研究进行了回顾和评价。然后,对组织支持的概念、类别以及前因变量与结果变量等进行了综述,回顾了组织支持对员工积极行为影响效应的研究成果。最后,理清各研究变量间可能存在的关系,并对既有研究成果进行了述评。第三章,组织公正对建言行为、创造力影响的直接效应研究。该章在问卷调查获得数据的基础上,首先,应用AMOS17.0对被试企业三个层级组织公正、建言行为和创造力分别进行验证性因子分析。然后,应用AMOS17.0分别对三个层级组织公正与同层级建言行为、创造力间的直接效应进行结构方程分析。最后,得出结论:组织公正感知对员工促进性建言、抑制性建言、创造力均具有显著正向影响。第四章,组织支持在组织公正和建言行为、创造力间的中介作用研究。该章首先应用AMOS17.0对各变量进行了验证性因子分析。之后,应用AMOS17.0对组织支持在组织公正和建言行为、创造力间的中介作用进行了结构方程分析。最后,得出结论:组织支持在分配公正与建言行为间具有部分中介作用,在分配公正与创造力间具有完全中介作用;组织支持是人际公正与建言行为、创造力间的完全中介;组织支持是信息公正与建言行为、创造力间的完全中介;组织支持在程序公正与建言行为、创造力之间不具有中介作用。第五章,组织公正垂滴效应的综合模型研究。该章以问卷调查获得的数据为基础,首先,应用 AMOS17.0对各变量进行了验证性因子分析。之后,应用SPSS17.0对同层级组织公正和建言行为、创造力的关系进行回归分析。继而,应用HLM多层线性模型对组织公正的直接垂滴效应,以及以建言行为、创造力为中介的组织公正跨层次影响效应进行多层回归分析。最后,经过假设检验得出结论:上级的创造力、建言行为均对下级的组织公正感知具有显著的正向影响;组织公正四个维度的感知都能够直接垂滴到较低的层级;建言行为、创造力是人际公正从高层逐级垂滴到中层、基层的中介;抑制性建言是信息公正从高层逐级垂滴到中层、基层的中介;中层组织公正四个维度到基层组织公正的垂滴以创造力和建言行为做中介,而高层分配公正、程序公正此二组织公正维度到中层的垂滴不以建言行为和创造力为中介。第六章,结论与展望。该章总结了研究结果,阐述了引发的结论和启示,并对研究局限进行了总结,提出对未来研究方向的展望。研究得出了以下结论:结论一:组织公正强化员工良好的情感认知,进而激发其创造力和建言行为;结论二:组织公正感知自上而下地垂滴影响组织内各层级,优化组织心理环境;结论三:组织公正易于员工形成组织有利于己的判断,可借积极行为实现垂滴效应;结论四:组织支持感知赋予员工更强的心理所有权,利于改善组织雇佣关系。创新之处在于:(1)阐明并证实了组织公正四个维度对创造力和建言行为的影响;(2)剖析了创造力和建言行为对组织公正感知的跨层次影响机制;(3)构建了组织公正垂滴效应综合模型,揭示了不同层级员工对组织公正感知的影响机理。关键词:组织公正、建言行为、创造力、组织支持、垂滴效应AbstractThis book aims to explore the trickle-down effects of organizational justice.The sample of this research was based on the survey data from 38 private enterprises and 686 employees across different levels in Liaoning,Jilin,Hubei,Sichuan,Anhui and Guangxi etc.,and empirical research methods such as Liner Model,Structure Equation Full Models and Hierarchical Regression Analysis etc.were applied to study the impact of the four dimensions of organizational justice on one level has on the voice behavior and creativity,the mediating function of perceived organizational support of the basic-level employees on the voice behavior and creativity,and the trickle-down effects of the perceived organizational justice across levels,further discussing the process of how the organizational justice influences on the positive behaviors of the employees.Based on the social focal issues such as organizational justice,organizational support,voice behavior and creativity and the social exchange theory,this study discussed the core issue of“whether the four dimensions of organizational justice has the trickle-down effects across organizational levels”under the micro logic framework.The respective content of the six chapters are demonstrated below:Chapter 1,Introduction.The goal of this chapter was to present how the research question was raised,indicate the main purpose and implication,clarify the research content and method,and illustrate the research motivation and three potential innovative points.In the end,the technical route and the structural design were explained.Chapter 2,Literature Review.Firstly,the relevant literature of organizational justice was reviewed,including the definition of organizational justice,the theory development and the dimensional problem of the organizational justice.Further,in order to facilitate the research,the trickle-down effects which is applied in organizational justice was explained.Moreover,the research of the relationships between organizational justice and voice behavior and creativity were reviewed and evaluated.Then,the concept,category and antecedents variable and outcome variable of organizational support were summarized and the former research findings of the influence of the organizational support on the employees' positive behaviors were reviewed.Lastly,the potential relationships of every research variable were organized and an overview of existing research findings was given.Chapter 3 The direct effect of organizational justice on voice behavior and creativity.Based on the data attained via survey,this research first conducted a confirmatory factor analysis by applying AMOS17.0 on the target organizations' organizational justice,voice behavior and creativity across levels respectively.Then,AMOS17.0 was applied to conduct structural equation analyses on the direct effect of the organization justice of three levels on voice behavior and creativity on the same level respectively.The results suggested significant positive effect of the organizational perceived justice on employees' promotive voice behavior,prohibitive voice behavior and creativity.Chapter 4,the mediating function of organizational support on organizational justice,voice behavior and creativity.This chapter conducted a confirmatory factor analysis by AMOS17.0 on every variable and a structural equation analysis on the mediating function of organizational support on organizational justice,voice behavior and creativity.The results showed that the organizational support has partly mediating functions in allocative justice and voice behavior and has full mediation in allocative justice and creativity;organizational support is the complete mediator on the interpersonal justice and voice behavior and creativity; organizational support is the complete mediator on the informative justice and voice behavior and creativity; organizational support has no meditation on the procedural justice and voice behavior and creativity.Chapter 5,The comprehensive model of the trickle-down effects of organizational justice.Based on the data attained via survey,this chapter con ducted a confirmatory factor analysis by AMOS17.0 on every variable.Then,by applying SPSS17.0,a regression analysis of organizational justice at the same level on voice behavior and creativity was conducted.Further,HLM multilevel liner model was applied on the direct trickle-down effects of organizational justice and regarding voice behavior and creativity as mediators,multilevel regression analyses were conducted on the influence of the organizational justice across levels.Finally,after testing the hypotheses,the conclusions suggested:the creativity and voice behavior of the superior showed significant positive effect of the perceived organizational justice of their subordinates; the perception of the four dimensions of organizational justice can be trickled down to lower levels; voice behavior and creativity are the mediators of the interpersonal justice to trickle down from high level to middle and basic levels;Prohibitive voice behavior is the mediator of informative justice to trickle down from high level to middle and basic levels;creativity and voice behavior are the mediators of the middle-level organizational justice to trickle down to basic-level organizational justice,but the organizational justice dimensions of allocative justice and procedural justice from high level to middle level show otherwise.Chapter 6,Conclusion and Future Research.This chapter concluded the research findings,discussed the conclusion and implication,demonstrated the limitation and the direction of future research.The conclusion of this study:Conclusion1:The organizational justice enforces the employee' s perceived positive emotion and thus stimulate their creativity and voice behavior.Conclusion2:The perceived organizational justice has top-down trickledown effects on every level of the organization and improves the psychological environment of the organization.Conclusion3:The organizational justice is conducive for employees to establish judgement which brings benefits to themselves,which could achieve the trickle-down effects by positive behaviors.Conclusion4:The perceived organizational support provides employees with stronger ownership of psychology,which is beneficial to the improvement of employment relationships.The innovative points are:(1)Explained and justified the effect of four dimensions of organizational justice has on the creativity and voice behavior.(2)Analyzed the across-level influencing mechanism of creativity and voice behavior has on the perceived organizational justice.(3)Established the comprehensive model of the trickle-down effects of organizational justice and revealed the influencing mechanism of the employees from different levels have on the perceived organizational justice.Key words:Organizational Justice,Voice Behavior,Creativity,Organizational Support,Trickle-Down Effects

中产阶层与社会发展

作者: 张翼
出版日期:2018-01-01
浏览次数:7次
简介: 在中国从农业社会转变为工业社会的过程中,我们社会的阶级结构也从相对比较简单的状态转变为越来越复杂的状态,在这个转变过程中,显著的特征是:在农民阶层向工人阶级的转变过程中,农民阶层、工人阶级、以及其他新阶级的子弟也适时转变为中产阶层。这个阶层的人员构成与社会态度,是一个需要在时代变化中被深入讨论的话题。

林业专业合作组织满意度评价及影响因素研究

作者: 张连刚
出版日期:2018-01-01
浏览次数:15次
简介: 该书先介绍了云南省林权改革及林合组织发展概况,还深入探讨分析了云南省林合组织发展存在的问题。然后在系统梳理国内外文献的基础上,构建以组织认同和成员满意度为中介变量,组织支持感对合作社成员退出意愿影响效应的理论模型。通过问卷调查法等方法,主要通过案例分析方式分析林合组织成员的满意度状况。从人口统计变量角度,探讨分析人口统计变量对林合组织成员满意度五个维度的影响是否显著,是否存在差异性。接着构建林合组织满意度评价指标体系,分别从林合组织成员和利益相关者角度分析,应用模糊综合评价法对满意度进行综合评价。
关键词: 林业  合作组织  影响因素  

新时代中国社会变迁与社会治理若干问题研究

作者: 谢建社
出版日期:2018-01-01
浏览次数:7次
简介: 本书由多位作者的论文集结而成。这些文章中有的关注新时代的社会变迁与社会治理关系问题,从信息化时代社会变迁的背景探讨社会治理创新;有的关注社会治理的战略环境,从“四个全面”战略布局入手讨论社会治理议题;有的关注社会治理组织基础的深刻变革,特别是单位制变革与社会治理的组织创新;有的关注社会治理技术条件的变化,着力探讨信息化和网络技术对于创新社会治理的机遇与挑战。这些探讨关注了在社会发展新时代创新社会治理的一些重要方面,为改进社会治理,完善“党委领导、政府负责、社会协同、公众参与、法治保障的社会治理体制,提高社会治理社会化、法治化、智能化、专业化水平”,为创新共建共治共享社会治理新格局提供了深刻的启迪。

Practice of BRI Think Tank Internationalization RDI Annual R...

作者: 王伟光
出版日期:2018-01-01
浏览次数:8次
简介: 在中国政府和中国社会科学院建设新型智库的大力支持下,蓝迪国际智库致力于打造整合资源的平台和网络,服务中央决策,支持中国企业,推动“一带一路”伟大战略的落实。本书总结了蓝迪国际智库在2015年所取得的工作成就。全书分为三章,分别介绍了蓝迪国际智库积极探索建设中国特色新型智库的体制机制,整合资源建言献策发挥智库作用,以及推进国际合作,务实共建“一带一路”取得的进展。目的是让世界对中国有更深入的认识,以推动更广泛的国际合作
关键词: 咨询机构  研究报告  中国2017  英文报告  

管理者关系与机会捕获:不同制度环境下资源储备与组织结构的调节...

作者: 陈吴雯
出版日期:2018-01-01
浏览次数:4次
简介: 针对我国因制度和经济转型而产生的特殊环境,结合制度理论、社会资本理论、资源基础理论和机会捕获相关文献,本书主要分析了管理者关系对企业机会捕获的影响,探索了企业资源储备和组织结构对这一关系的调节作用,同时比较了在中国不同的制度环境下,这些关系的差异。通过变量构建、数据收集和模型验证,本书提出的概念模型在总体上得到了验证。本书将制度理论,社会资本,以及机会捕获的相关研究整合到一个大的理论框架之下,丰富了每个单一理论的内涵。尤其是将机会捕获的研究从单一的个体层面扩展到了企业层面,综合考虑社会资本理论和制度环境,对企业更好的捕获机会以及相关理论研究都有一定贡献。
关键词: 企业管理  制度环境  管理者  

间断均衡与中国地方污染治理的逻辑

作者: 彭铭刚
出版日期:2018-01-01
浏览次数:2次
简介: 本书以重点城市的工业污染治理支出为指标研究市级政府污染治理行为的逻辑,发现污染治理支出并非呈现正态分布和渐进式的增长,而是表现出一种“间断均衡”的特征。已有理论不足以解释以上现象,本书提出解释力更强的分析框架--“制度结构与决策者注意力”。首先,决策过程阻力和决策者注意力限定构成了制度结构因素,使得治理支出变化长期处于停滞或微调,因而环境议题不受决策者的重视和关注。其次,决策者环保注意力促使市级政府污染治理支出出现比预期更多的间断性的大幅度增长。本书认为决策者注意力转移的推动因素与制度结构因素是相互较量,进而影响污染治理的行为。

马克思恩格斯政治发展思想时代价值研究

作者: 张帆
出版日期:2018-01-01
浏览次数:5次
简介: The goal of political development is the aim to be achieved by a country by means of accomplishing political tasks.In the process of modernization political development are often faced with difficult target selection.Whether the goal set is appropriate has a direct impact on the orientation of political development,the political measures to be taken and the success or failure of political development.A nation’s goals should be set in accordance with its own historical background,the changing political conditions and other factors.China’s political development should be made on the basis of its national conditions and characterized by Chinese style.Chinese political development cannot do without the social stability.Social stability is the basic premise for political development,so Chinese political development must be made in a progressive way.In practice,China has combined Marx and Engels’thoughts of political development with its specific conditions and thus made many innovations and improvements.This paper attempts to make an in-depth and systematic research on this progress.This paper presents Marx and Engels’thoughts on political development in chronological order,clarifies the innate logical connections of their different elements and thus highlights their theoretical and practical values to the development of China’s politics.Therefore,this paper is divided into five parts:Part One is on the understanding and appraising of Western theories about political development,with emphasis on their origin,development,achievements,contributions and limitations and some concepts related,aiming to show the correctness of Marx and Engels by making a comparison between the Western theories andMarx and Engels’thoughts on this problem.Part Two expounds Marx and Engels’thoughts on political development,mainly discussing the expression of economic logic,the diversity,the related system design and the ultimate goal of political development in the eyes of Marx and Engels.Part Three is about the values of Marx and Engels’thoughts on political development to the modern age,mainly expounding that Marx and Engels’thoughts on political development lays the theoretical foundation for China’s understanding of political development,points out the way China should choose,indicates the values and specificity of China’s political development.Part Four analyzes the present status of China’s political development,explicating its main achievements,features,orientation,and the problems to be solved.Part Five presents the theoretical construction and practice of China’s political development,emphasizing the paths,the strategies,the goals,the motivations of the socialistic political development with Chinese characteristics.Key words:political development;China’s actual conditions;choice making;socialism
上一页 1 2345678910下一页  第 /55页  跳转

版权所有:中国社会科学出版社 地址:北京西城区鼓楼西大街甲158号 邮编:100720

京ICP备05032912号-4