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1.
Anna Carmella G. Ocampo Lu Wang Kohyar Kiazad Simon Lloyd D. Restubog Neal M. Ashkanasy 《组织行为杂志》2020,41(2):144-168
The pursuit of perfectionism resonates with many individuals across workplaces resulting in a recent flurry of research on the topic. Although extant research has examined the costs and benefits of perfectionism at work, these efforts are scattered across multiple disciplines and utilize varying conceptualizations. As a result, we lack a coherent understanding of how perfectionism influences work behavior. To address this issue, we integrate the nascent but fragmented perfectionism at work literature, including both empirical findings and theoretical perspectives. We introduce and discuss a future research agenda that addresses not only the need to broaden understanding of perfectionism's antecedents, processes, and boundary conditions but also its multilevel applications and methodological limitations. Our review will enable organizational scholars to develop a deeper understanding of how perfectionism renders its influence in the workplace. 相似文献
2.
《组织行为杂志》2017,38(3):439-458
Addressing the challenges faced by team leaders in fostering both individual and team creativity, this research developed and tested a multilevel model connecting dual‐focused transformational leadership (TFL) and creativity and incorporating intervening mechanisms at the two levels. Using multilevel, multisource survey data from individual members, team leaders, and direct supervisors in high‐technology firms, we found that individual‐focused TFL had a positive indirect effect on individual creativity via individual skill development, whereas team‐focused TFL impacted team creativity partially through its influence on team knowledge sharing. We also found that knowledge sharing constituted a cross‐level contextual factor that moderated the relationship among individual‐focused TFL, skill development, and individual creativity. We discuss the theoretical and practical implications of this research and offer suggestions for future research. Copyright © 2016 John Wiley & Sons, Ltd. 相似文献
3.
Evidence in the literature suggests that employees can engage in other types of creative behavior at work beyond producing something new and useful for their organization. This paper seeks to advance our understanding of these “atypical” creative behaviors. We conceptualize a typology that encompasses both the commonly studied form of employee creativity (conventional steward‐type) and three other types of employee creativity that have not been previously theorized (critical steward‐type, cunning agent‐type, and innocent agent‐type). We then advance a conceptual model to identify situations that may lead employees to use their creative potential one way versus another. Further, we examine the different implications of these creative behaviors for the organization, employee, and society. Our conceptual framework provides a broader perspective of workplace creativity in which a wider range of behaviors, mechanisms, and outcomes must be considered. It provides new directions for future research as well as implications for managing creativity in different organizational and cultural contexts. 相似文献
4.
For modern organizations, shared leadership becomes increasingly important. Knowledge on shared leadership may be limited, as past research often relies on cross-sectional data or student samples, and most studies neglect the multilevel nature of shared leadership. Our research model includes transformational leadership, trust, and organizational support as predictors of shared leadership. Furthermore, we analyze the influence of shared leadership on team performance and team creativity. In total, 160 teams with 697 employees participated in our field study. Data collection took place at three time points. To test our hypotheses, we used multilevel modeling with a Bayesian estimator. We found relationships of transformational leadership and trust with shared leadership at the team level and of transformational leadership, trust, and organizational support with shared leadership at the individual level. Furthermore, shared leadership fully mediated the effect of the three input factors on team performance and team creativity. This study contributes to the understanding of the antecedents and outcomes of shared leadership. Furthermore, the dynamic development of team processes based on an input–mediator–output model is explored. On the basis of the results, organizations can increase shared leadership behavior by focusing on transformational leadership and trust building. 相似文献
5.
安全科学学的初步研究 总被引：9，自引：6，他引：3
吴超 《中国安全科学学报》2007,17(11):5-15
从安全科学学的高度,论述安全学科的属性为综合属性,并认为开展安全科学学的研究,才能获得更加重要、更具原创性和更加系统性的理论研究成果.笔者从发展安全学科的角度出发,给出了安全科学学、安全科学方法学、安全科学学公理、比较安全学的基本定义和内涵;从安全学科的属性总结出5条安全科学学公理;指出安全科学学的研究,可以以安全科学方法学的研究作为突破口,安全科学方法学的研究可以以比较安全学作为切入点;还从多个角度对安全科学方法学进行了分类;指出现在安全科学基础研究非常薄弱,安全学科的发展需要更多的研究者投入到安全科学的研究领域中.笔者的论文是第一篇比较系统开展安全科学学研究的论文,对安全学科的发展具有理论指导作用. 相似文献
6.
Sarah Bankins Anna Carmella Ocampo Mauricio Marrone Simon Lloyd D. Restubog Sang Eun Woo 《组织行为杂志》2024,45(2):159-182
The rising use of artificially intelligent (AI) technologies, including generative AI tools, in organizations is undeniable. As these systems become increasingly integrated into organizational practices and processes, understanding their impact on workers' experiences and job designs is critical. However, the ongoing discourse surrounding AI use in the workplace remains divided. Proponents of the technology extol its benefits for enhancing efficiency and productivity, while others voice concerns about the potential harm to human workers. To provide greater clarity on this pressing issue, this article presents a systematic review of empirical research that sheds light on the implications of AI use at work. Organized under five inductively generated themes within a multilevel framework, we uncover individual, group, and organizational factors that shape the interplay between humans and AI. Specifically, the themes are: (1) human–AI collaboration; (2) perceptions of algorithmic and human capabilities; (3) worker attitudes towards AI; (4) AI as a control mechanism in algorithmic management of platform-based work; and (5) labor market implications of AI use. Our review offers insights into these themes and identifies five pathways for future research. Finally, we provide practical recommendations for organizational leaders seeking to implement AI technologies while prioritizing their employees' well-being. 相似文献
7.
《组织行为杂志》2017,38(6):813-832
Creativity is an increasingly important domain of performance largely based on knowledge held and exchanged among employees. Despite the necessity of knowledge exchange, individual employees tend to experience mixed motivation caused by the inherent social dilemma of knowledge sharing. To pragmatically explain how individuals deal with this motivational dilemma, we propose an expanded framework of knowledge management behavior (KMB) that includes knowledge sharing, hiding, and manipulation. Individual choices among these KMBs may be driven by dispositional goal orientations. We also propose that the effects of KMB on creativity of employees vary depending on their social status in a work group. Our analyses based on 214 employees from 37 teams reveal that (i) learning goal orientation increases knowledge sharing and decreases knowledge manipulation; (ii) avoiding goal orientation increases knowledge sharing and manipulation; and (iii) proving goal orientation increases knowledge hiding and manipulation. Knowledge hiding is negatively related to employee creativity, particularly for employees with high social status. Knowledge manipulation is positively related to creativity, particularly for those with high social status. This study develops and validates a theoretical framework explaining the formative process and distinct outcomes of the multifaceted and strategic approaches to KMB at the individual level. Copyright © 2016 John Wiley & Sons, Ltd. 相似文献
8.
Although proactive followership behavior is often viewed as instrumental to group success, leaders do not always respond favorably to the actions of overly eager followers. Guided by a constructivist perspective, we investigated how interpretations of followership differ across the settings in which acts of leadership and followership emerge. In thematically analyzing data from semi‐structured interviews with leaders of high‐performing teams, we depict how the construal of follower behaviors relates to various contextual factors underscoring leader–follower interactions. Prototypical characteristics were described in relation to ideal followership (i.e., active independent thought, ability to process self‐related information accurately, collective orientation, and relational transparency). However, proactive followership behaviors were subject to the situational and relational demands that were salient during leader–follower interactions. Notably, the presence of third‐party observers, the demands of the task, stage in the decision‐making process, suitability of the targeted issue, and relational dynamics influenced which follower behaviors were viewed as appropriate from the leader's perspective. These findings provide insight into when leaders are more likely to endorse proactive followership, suggesting that proactive followership requires an awareness of how to calibrate one's actions in accordance with prevailing circumstances. Copyright © 2015 John Wiley & Sons, Ltd. 相似文献
9.
为形成安全资源学和更好地开发与利用安全资源,以安全本身作为一类重要资源的新视角,开展安全资源学的学科基础理论研究。站在科学学的高度和以交叉科学的视角,采用调查研究法、创新思维法、理论分析法、逻辑归纳法、预测法等研究方法,阐述安全资源和安全资源学的定义及内涵,安全资源的性质与分类,安全资源学的研究对象和内容、基本原理和研究方法,以及安全资源学的主要研究方向和展望等。结果表明:安全资源兼具有安全和资源的主要特性,安全资源的特性可分为社会特性和自身特性2大类,从不同的视角和层面,给出安全资源学8个方面的主要研究内容;从学科基础层凝炼出安全资源学的10条基本原理;根据交叉学科的关联性质,归纳出安全资源学的典型研究方法。研究结果形成了安全资源学的核心基础理论和雏形,对后续开展安全资源学的具体内容研究和加速形成一门独立的安全资源学新学科具有参考和引领作用。 相似文献
10.
《组织行为杂志》2017,38(7):1111-1129
Although corporate social responsibility (CSR) can affect employees, we know little about how it affects them. Employees' interpretation of CSR is important because of the paradoxical nature of CSR. When firms operate in ways that seem counter to their nature (i.e., pursuit of social good rather than profit), the causal attributions of affected employees are crucial to understanding their work‐related behavior, as is the role of contextual factors such as leadership processes in shaping these attributions. Drawing from attribution and social learning theories, we develop a multilevel social influence theory of how CSR affects employees. We integrate managers as second observers in the baseline actor (i.e., firm)—observer (i.e., employee) dyad, whereas most attribution theory research has focused on single actor–observer dyads. Multisource field data collected from 427 employees and 45 managers were analyzed using hierarchical linear modeling. Managers' genuine (self‐serving) CSR attributions are positively related to employees' genuine (self‐serving) CSR attributions; and the strength of the relationship between managers' and employees' genuine CSR attributions depends on managers' organizational tenure. Employees' genuine CSR attributions also are positively related to employee advocacy, whereas—interestingly—employees' self‐serving CSR attributions do not appear to harm employee advocacy. Copyright © 2017 John Wiley & Sons, Ltd. 相似文献
11.
建筑物外墙清洗技术综述 总被引：1，自引：0，他引：1
对于暴露在大气中的建筑物外墙进行定期的高效清洗,有利于保护建筑物、延长装饰周期、美化环境等.为了了解在建筑物外墙清洗技术领域中的进展,利用中国期刊全文数据库、维普中文科技期刊全文数据库和万方数据库, 对近10多年来我国在建筑物外墙清洗技术领域的研究成果进行了检索和分析, 在此基础上提出了发展我国清洗技术的一些观点. 相似文献
12.
Idiosyncratic deals (i‐deals) research focuses on the emergence of customized work arrangements employees negotiate with their employers. This article provides a critical review and synthesis of i‐deals research, combining a qualitative review of i‐deals theory and research with a supplementary meta‐analysis of 23 empirical studies (k = 27 samples, N = 8110 individuals). The qualitative review examines the conceptualization and measurement of i‐deals and identifies patterns and gaps in i‐deals research, while the quantitative meta‐analysis tests the moderating effect of societal cultures on the predictors and consequences of ideals investigated to date. In each section, attention is given to strengths and weaknesses of current approaches to i‐deals theory and research. Future research directions are identified with particular emphasis on the largely unexamined role of i‐deals from a multilevel perspective. Copyright © 2014 John Wiley & Sons, Ltd. 相似文献
13.
Experience sampling methodology and daily diary (ESM/DD) research elicits repeated reports of immediate or very recent experiences from the same sample of people for several days or weeks. Experience sampling and diary methods were almost unheard of in organizational research 15 years ago, but the past decade has seen a rapid rise in their use. These methods are helpful in studying dynamic within‐person processes involving affect, behavior, interpersonal interactions, work events, and other transient workplace phenomena over time. Assessing cross‐level effects of traits or other stable features on within‐person processes and reactivity is also possible with ESM/DD data. We provide an introduction to issues in designing and carrying out an ESM/DD study, including data collection choices and schedules, measures, technology, training and motivation of participants, and analysis of multilevel data. We offer best practice recommendations and refer readers to further resources for additional detail on conducting and analyzing ESM/DD research. Copyright © 2012 John Wiley & Sons, Ltd. 相似文献
14.
Despite the rapid growth of organizational research on subjective time, the extant literature is fragmented due to a lack of conceptual clarification and integration of temporal constructs. To address this fragmentation, we synthesize temporal research from both organizational behavior and adjacent disciplines (i.e., strategy, entrepreneurship, and organizational theory) and introduce a framework that allocates temporal constructs according to their basic conceptual nature (trait–state) and level of analysis (individual–collective). We employed the Linguistic Inquiry and Word Count text analysis to determine the trait–state property of the constructs and a coding method to determine their level of analysis. This framework categorizes four generic types of subjective time: individual temporal disposition, individual temporal state, collective temporal state, and collective temporal disposition. We clarify the conceptualizations of the temporal constructs belonging to each of the four archetypes of subjective time and review their key findings in the organizational literature. Based on this integrative framework, we identify critical knowledge gaps in the current state of research and chart a future agenda with specific suggestions. 相似文献
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16.
人的安全心理特性研究方法的综述研究 总被引：2，自引：2，他引：2
通过搜寻中国学术期刊全文数据库,查阅近年来期刊发表的有关心理特性研究方法方面的98篇论文.从概念、研究方法分类、研究方法特点、研究方法优缺点对质的研究和量的研究分别进行了比较和汇总分析;指出当前我国心理特性研究方法的现状、存在的问题与发展趋势;提出只有将\"质\"与\"量\"的方法进行整合,使之进行优势互补,才是未来心理研究领域发展的必然趋势.运用心理特性研究方法可更准确地了解人的心理活动,最大限度地避免人的不安全行为,从而减少事故的发生. 相似文献
17.
Although voice (i.e. expressing change‐oriented ideas and suggestions) has frequently been investigated as a way for workers to reciprocate to their employers for the positive treatment they receive, much less is known about how workers use voice to deal with stress. This study takes a conservation of resources perspective to examine the relationships among workplace stress, voice behavior, and job performance. We first examined the strength of relationships of three major groups of workplace stressors and strains (job based, social based, and organization based) with voice behavior. We then examined the relationships of voice behavior with performance variables (e.g. in‐role performance and creativity) to investigate how voice may help workers preserve or accumulate resources to enhance their performance. The meta‐analytic findings presented here provide support for a negative relationship between workplace stress and voice and a positive relationship between voice behavior and performance outcomes. Copyright © 2011 John Wiley & Sons, Ltd. 相似文献
18.
One of the key advantages of meta‐analysis (i.e., a quantitative literature review) over a narrative literature review is that it allows for formal tests of interaction effects—namely, whether the relationship between two variables is contingent upon the value of another (moderator) variable. Interaction effects play a central role in organizational science research because they highlight boundary conditions of a theory: Conditions under which relationships change in strength and/or direction. This article describes procedures for estimating interaction effects using meta‐analysis, distills the technical literature for a general readership of organizational science researchers, and includes specific best‐practice recommendations regarding actions researchers can take before and after data collection to improve the accuracy of substantive conclusions regarding interaction effects investigated meta‐analytically. Copyright © 2010 John Wiley & Sons, Ltd. 相似文献
19.
Research on leadership and creativity is dominated by the study of leadership from people in formal leadership positions. The very nature of creativity requires self‐direction, however. This points to shared leadership, a process in which members dynamically share the leadership role, as a particularly relevant influence to consider. Drawing on psychological empowerment theory, we develop the shared leadership perspective on individual creativity. We argue that shared leadership has a cross‐level influence on individual creativity that is mediated by the experience of meaning of work and moderated by individual differences in power distance value: for individuals lower on power distance, shared leadership has a positive linear relationship with individual creativity; for individuals higher on power distance, shared leadership has a curvilinear relationship with individual creativity that is decreasingly positive. Using a sample of 623 members from 95 teams in 34 Chinese organizations, we find support for this multilevel model. Findings offer theoretical implications for shared leadership and creativity research and provide managerial implications. 相似文献
20.
危险化学品事故多米诺效应历史数据研究评述 总被引：1，自引：1，他引：0
系统整理分析近十五年来国内外利用历史数据进行危险化学品事故多米诺效应研究的相关文献,介绍该领域研究的主要数据来源、主要研究方法,对主要研究内容进行交叉比对,整理挖掘包括危险化学品多米诺事故场景下的易发物质、高发区域/过程、主要事故致因、高频事故序列、致死概率5项事故内在规律并对规律的运用进行初步探讨。提出在后续研究中可以从改进采样时间区间设计和进行细分事故场景研究作为该领域的完善方向。 相似文献