Work and nonwork relations: The conical structure of work and home life relationship

The major objective of the present study was to analyze the structure of work-nonwork relations. A definitional framework of the work-nonwork domain was first suggested, based on the extant literature. The definition was then empirically tested by applying Similarity Structure Analysis to analyze the data, collected from a sample of 106 Israeli workers. The results support the hypotheses of the study. An empirical double ordered conceptual system was obtained, reflecting the two facets of the definition: behavior modality (instrumental, affective and cognitive) and social environment (work and home). A general lawfulness of a conical type was found that relates the definitional framework with the empirical structure. The facet approach applied in this study suggests that the various aspects of the domain may be characterized by different patterns of relationships. The results showed a clear distinction between the work and home regions. Further analysis revealed a compensation type of relationship between home and work in the instrumental and cognitive items and segmentation in the affective items. The results thus support the facet approach rather than the conventional approaches which consider work and non-work as unitary concepts and attempt to establish which of three proposed patterns: compensation, spillover or segmentation, best characterizes their relationships.     

The structure of personal values: a conical representation of multiple life areas

The objective of the present study was to analyze the structure of personal values. Based on previous investigations, we proposed a multifaceted definition of values from various life areas (or domains). Structural hypotheses concerning the relationships between the definitional framework and empirical observations were formulated. Using data obtained from two samples of Israeli respondents (153 business students and 146 computer personnel), the hypotheses were examined and supported. Two basic sets of components: life areas (work, religion, culture, sports, politics, and life in general which primarily concerns home and family) and modalities (material, affective, and cognitive), were distinguished and confirmed by means of factor analysis and facet analysis. A three-dimensional conical representation of the personal values domain was revealed. The structural analysis reflected several differences among the attributes of life areas, such as the obligatory or optional nature of their activities. Theoretical implications as well as suggestions for further research are outlined.     

Client–project manager engagements,trust, and loyalty

This study addresses the behaviors of project managers under various conditions of cognitive and affective trust, and the implications for obtaining client loyalty. Theoretical foundations were drawn from interpersonal and interorganizational trust literature. A test of the proposed theoretical framework was conducted in a field setting utilizing a matched design of both project managers and their clients. The results show that reliable project performance positively impacted client loyalty intentions and service‐oriented OCBs positively impacted client secondary retention. An interaction showed that in low cognitive trust situations the project manager behavior of reliable project performance facilitated the obtainment of client loyalty intentions. Implications for research and practice are discussed. Copyright © 2004 John Wiley & Sons, Ltd.     

Competing hypotheses analyses of the associations between group task conflict and group relationship conflict

Although previous research have reported strong and positive intercorrelations between group task conflict and group relationship conflict, several different theoretical rationales exist for the positive link and the empirical literature remains equivocal. To clarify the causal linkage between the two types of conflict, we derived seven models specifying how group task and relationship conflict can be related to each other, including some rival explanations. We tested the competing models using a longitudinal panel design, with data collected from 74 project teams comprising a total of 388 students. The results indicated that relationship conflict led to an increased subsequent task conflict through negative group affect. Task conflict, however, predicted a subsequent relationship conflict under a specific context, that is, groups that had lower levels of trust among the members. Copyright © 2010 John Wiley & Sons, Ltd.     

Charismatic leadership and follower effects

On the basis of the current theories of charismatic leadership, several possible follower effects were identified. It is hypothesized that followers of charismatic leaders could be distinguished by their greater reverence, trust, and satisfaction with their leader and by a heightened sense of collective identity, perceived group task performance, and feelings of empowerment. Using the Conger–Kanungo charismatic leadership scale and measures of the hypothesized follower effects, an empirical study was conducted on a sample of 252 managers using structural equation modelling. The results show a strong relationship between follower reverence and charismatic leadership. Follower trust and satisfaction, however, are mediated through leader reverence. Followers' sense of collective identity and perceived group task performance are affected by charismatic leadership. Feelings of empowerment are mediated through the followers' sense of collective identity and perceived group task performance. Copyright © 2000 John Wiley & Sons, Ltd.     

Retracted: Authentically leading groups: The mediating role of collective psychological capital and trust

Although there have been recent theoretical advances in what is increasingly being recognized as authentic leadership, research testing possible mediating processes and the impact on group‐level outcomes has not received attention. To help address this need, this study examined at the group level of analysis the role that collective psychological capital and trust may play in the relationship between authentic leadership and work groups' desired outcomes. Utilizing 146 intact groups from a large financial institution, the results indicated a significant relationship between both their collective psychological capital and trust with their group‐level performance and citizenship behavior. These two variables were also found to mediate the relationship between authentic leadership and the desired group outcomes, even when controlling for transformational leadership. Implications for future research and practice conclude the paper. Copyright © 2009 John Wiley & Sons, Ltd.     

The structure of work values: A cross cultural comparison

Several years ago a research project on work values was originated. The study strived to examine the relative importance of work value items and to analyze the structure of the domain for samples from various cultural environments. A facet definition of work values was suggested that provided guidelines for constructing the Work Values Questionnaire and the formulation of hypotheses regarding the structure of relationships among components of work values. Based on data collected from 2280 respondents in eight countries the hypotheses were tested by means of Guttman's Smallest Space Analysis. The results support the hypotheses. An empirical double-ordered conceptual system, a radex structure, was obtained in each of the samples reflecting the facets of the definition: modality of outcome — cognitive, affective and instrumental, and system - performance contingency — reward, resource. In terms of the issue of cultural differences the results indicate the presence of cultural differences in the rating of a limited number of specific values. These differences are only minor variations within a much broader pattern of structural similarity. The fact that essentially the same structure was obtained in eight independent samples lends substantial support to the definitional framework of work values suggested.     

Revisiting the trustworthiness–trust relationship: Exploring the differential predictors of cognition- and affect-based trust

We seek to develop a better understanding of interpersonal trust by bridging the gap between two heretofore distinct paradigms of trust. One paradigm views trust in terms of two dimensions: cognition- and affect-based. The other paradigm views trust as being distinct from trustworthiness, which has four dimensions: ability, behavioral integrity, benevolence, and values congruence. Currently, theoretical consensus is lacking about the antecedents of cognition- and affect-based trust in the first paradigm that incorporates insights from research on trustworthiness in the second paradigm. We show that this lack of consensus is problematic for internal knowledge development and external knowledge expansion. Thus, we join both paradigms by theorizing that ability and behavioral integrity are the most important predictors of cognition-based trust, whereas benevolence and values congruence are the most important predictors of affect-based trust. Across two samples, we found that our predictions were largely supported. Based on relative weights analysis, ability and behavioral integrity were more important than values congruence in predicting cognition-based trust, and benevolence was more important than ability in predicting affect-based trust. Furthermore, we found evidence that these relationships were largely robust to changes in the referent of analysis.     

基于“情景-应对”数据的高层官员应急决策行为分析框架

为研究突发事件应急处置过程中关键官员的决策行为,充实面向高层官员的决策行为实证研究方法,提出基于“情景-应对”数据的高层官员决策行为分析框架。通过设置情景、决策者、决策过程和决策变量以及变量间的作用关系建立框架运行理论内核,从情景选择到决策样本“生成→采集→处理→分析”各环节搭建框架支持完成高层官员决策行为的研究。通过某高层官员地震应急决策模拟演练实例,验证该分析框架的有效性。研究结果表明:基于“情景-应对”数据的分析框架可实现对高层官员决策行为的实证研究,可优化开发以支持更多元化的研究。     

工作满意度对建筑工人不安全行为的矫正机制研究*

为探讨工作满意度对建筑工人不安全行为矫正机制,基于文献调研构建工作满意度对建筑工人不安全行为矫正机制理论模型,并通过验证性因子分析和结构方程模型分析,对理论模型进行实证检验。结果表明:工作满意度对建筑工人安全不服从行为和安全不参与行为有显著矫正作用,敬业度在工作满意度和建筑工人安全不服从行为与安全不参与行为间起完全中介作用。对于新生代建筑工人,工作满意度通过敬业度对安全不服从行为矫正效应小于对安全不参与行为的矫正效应,对于老一代建筑工人,矫正效应则相反。研究结果可为广大建筑施工企业矫正其工人的不安全行为提供依据。     

What is organizational stress? A facet analytic conceptualization

In this article, a facet analytic approach is applied toward the delineation of the definitional parameters of organizational stress. In contrast to past conceptualizations, the present definition is built upon the view of stress as arising from an employee's perception of an environmental demand which exceeds her/his resources, and is theoretically distinct from the employee's coping processes and responses to the stress interaction. The uses of the facet definition of stress in (1) constructing questionnaires or interview schedules; (2) formulating hypotheses for further theorizing; and (3) guiding empirical research are demonstrated and illustrated.     

城市突发公共事件应急管理标准体系框架研究

针对城市突发公共事件应急管理标准化工作的现状,应用标准化系统工程结构模型和城市应急管理系统总体框架模型,构建了城市应急管理标准体系框架模型;讨论了充实该标准体系框架具体内容的策略;结合上海市应急管理的标准需求,分析提出了上海市亟需建立的关键标准。研究成果为各相关组织和部门进一步完善城市应急管理标准体系提供了分析框架和理论依据。     

The reciprocal nature of trust: a longitudinal study of interacting teams

This research develops and investigates the concept of reciprocal trust between interacting teams. Reciprocal trust is defined as the trust that results when a party observes the actions of another and reconsiders one's trust‐related attitudes and subsequent behaviors based on those observations. Twenty‐four teams of systems analysis and design students were involved in a 6‐week controlled field study focused on the development of an information systems project. Each team was responsible for both developing a system (development role) and for supervising the development of a system by another team (management role). Risk‐taking actions exhibited by one team in an interacting pair were found to predict the other team's trustworthiness perceptions and subsequent trust. The level of trust formed in turn predicted the team's subsequent risk‐taking behaviors with respect to the other team. This pattern of reciprocal trust repeated itself as the teams continued to interact over the duration of the project, thus supporting our model of reciprocal trust. Findings also indicate that trust and trust formation can occur at the team level. Copyright © 2005 John Wiley & Sons, Ltd.     

A framework for testing meso‐mediational relationships in Organizational Behavior

We advance a framework for testing mediational relationships that traverse levels of analysis. We differentiate mediation that functions within levels, as well as different forms of meso‐mediation that operate downward across levels of analysis. We discuss the preconditions and evidential basis for these meso‐mediational type relationships. We then provide an empirical example that illustrates the different types of mediation and conclude with recommendations and extensions for studying more complex meso‐mediational organizational phenomena. Copyright © 2007 John Wiley & Sons, Ltd.     

基于实物期权博弈的安全投资决策研究综述

回顾安全投资理论的发展历程,分析研究现状,归纳相关研究文献,指出理论研究方面主要存在的"安全投资决策评价方法亟待创新;安全投资评价方法忽略了外部竞争性、未来不确定性、不可逆性、长期性和潜在性等因素;实物期权博弈理论还未形成完整的体系"3个问题。提出解决问题的对策:给出安全投资战略期权博弈分析的思路,建立不确定条件下安全投资战略项目的价值模型,概括出安全投资战略实物期权博弈分析的理论框架以及理论依据、分析工具和分析步骤。指出了安全投资理论的研究趋势。基于实物期权博弈的安全投资决策,使安全投资项目的管理柔性价值和战略价值得到准确的衡量。     

Understanding organizational diversity management programs: A theoretical framework and directions for future research

With the changing demographic composition of the workforce, managing diversity in organizations is an important organizational function. Organizations have employed varying approaches to diversity management (DM), resulting in varying organizational outcomes. Meanwhile, researchers have called for more theoretical development within the DM area. We present a framework rooted in social and cross‐cultural psychological research, to foster theory development and empirical testing in the area of DM. We also derive several propositions to guide future research on DM and note some boundary conditions that suggest research opportunities of their own. Our framework contributes a theoretical conceptualization that enhances our understanding of organizations' DM efforts, integrates current typologies, and suggests new directions of inquiry for management scholars as well as guidelines for practitioners in the area. Copyright © 2012 John Wiley & Sons, Ltd.     

The moral self: A review and integration of the literature

The role of the self in moral functioning has gained considerable theoretical and empirical attention over the last 25 years. A general consensus has emerged that the self plays a vital role in individuals' moral agency. This surge of research produced a proliferation of constructs related to the moral self, each grounded in diverse theoretical perspectives. Although this work has advanced our understanding of moral thought and behavior, there has also been a lack of clarity as to the nature and functioning of the moral self. We review and synthesize empirical research related to the moral self and provide an integrative framework to increase conceptual coherence among the various relevant constructs. We then discuss emerging opportunities and future directions for research on the moral self as well as implications for behavioral ethics in organizational contexts. Copyright © 2014 John Wiley & Sons, Ltd.     

Feeling bad: antecedents and consequences of negative emotions in ongoing change

This paper examines how and why ongoing organizational change is experienced emotionally on an everyday basis and identifies important consequences of such emotional experiences. Three main antecedents to negative emotions in ongoing change are proposed: perceptions of an insecure future; perceptions of inadequate working conditions; and perceptions of inadequate treatment by the organization. Two outcome variables are identified: trust in the organization and withdrawal from the organization. The model is tested with cross‐sectional and follow‐up data from a field study. Regression and path analysis reveal that: a) ongoing changes are associated with negative emotions; b) this relationship between ongoing changes and emotions is mediated by the three proposed antecedents; and c) negative emotions predict employee lack of trust and employee withdrawal, both immediately and one month later. Copyright © 2005 John Wiley & Sons, Ltd.     

Empowering leadership: A meta‐analytic examination of incremental contribution,mediation, and moderation

The concept of empowering leadership (EL) has seen increasing scholarly interest in recent years. This study reports a meta‐analysis investigating the effects of EL on employee work behavior. On the basis of data from 105 samples, we found evidence for the positive effects of EL on performance, organizational citizenship behavior, and creativity at both the individual and team levels. We further examined these relationships by exploring potential boundary conditions and the incremental contribution of EL over transformational leadership and leader–member exchange. Furthermore, at the individual level, both trust in leader and psychological empowerment mediated the relationships of EL with task performance, organizational citizenship behavior, and creativity. We also found evidence that leader–member exchange was a significant mediator between EL and task performance. At the team level, empowerment mediated the effects of EL on team performance, whereas knowledge sharing showed no significant indirect effect. Our results have important theoretical and practical implications and suggest some areas that require further research.     

A multilevel perspective of interpersonal trust: Individual,dyadic, and cross‐level predictors of performance

While it is generally known that interpersonal trust facilitates individual functioning, few studies have examined the role of specific features of the interpersonal trust network — individual, dyadic, third‐party, and network‐level features — on individual performance. We adopt a multilevel perspective of interpersonal trust to examine how individuals' performance is not only predicted by their individual‐level centrality in the interpersonal trust network but also moderated, at the network level, by the overall centralized nature of that network. Further, we examine whether mutual trust relationships at the dyadic level, as well as shared trust ties to common third parties, can predict individuals' performance. We test our hypotheses with 206 members in 15 professional networking groups and find that interpersonal trust operates at multiple levels to predict members' performance in terms of generating income from business referrals. These findings provide theoretical and practical implications on how interpersonal trust relationships operate and can be managed for performance gains. Copyright © 2016 John Wiley & Sons, Ltd.